Laurel Historical Society, Inc.

Preserving Laurel's Past for the Future

aka Laurel Museum   |   Laurel, MD   |  www.laurelhistoricalsociety.org

Mission

The mission of the Laurel Historical Society, Incorporated
is to encourage the understanding and preservation of the history and cultural heritage of Laurel.

Ruling year info

1991

Principal Officer

Mrs. Ann Bennett

Main address

817 Main St

Laurel, MD 20707 USA

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EIN

52-1713516

NTEE code info

Historical Societies and Related Activities (A80)

Museum & Museum Activities (A50)

Libraries, Library Science (B70)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Laurel Museum

We curate a collection of more than 15,000 items, maintain a research library, record oral history, offer community outreach and children's programs, mount museum exhibits, conduct educational programs for school and adult groups.

Population(s) Served
Adults

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

The mission of the Laurel Historical Society is to promote and preserve the history and cultural heritage of Laurel, and we also serve as a cultural organization open to the public to access our exhibits, gallery space, and research library.

We are actively working to diversify our board, increase awareness on issues relating to diversity, equity, inclusion, and accessibility, and expand out public outreach to under-served segments of our community.

We are organizing a task force to make improvements in our organization and to more effectively engage in our community.

We are looking at ways to restructure our programs and educational activities to make them more inclusive and accessible.

The Board of Directors possess a wide range of skills and backgrounds to support diversifying and engaging our programs and organization.

The Staff and Board continually seek professional development opportunities and actively engage in ways to support our community.

We have secured grant funding to support a new outreach program for the community of Laurel to help residents preserve historical and cultural items from among their family’s keepsakes. The program will consist of on-site presentations and hands-on activities designed to give community members the knowledge and skills about how to care for their family treasures. The sessions will take place at three Laurel-area churches that are the cornerstones of their hyper-local communities. These communities represent ethnicities, cultures, and heritage that are traditionally under-represented in the history and interpretation of Laurel.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Constituent (client or resident, etc.) advisory committees, Suggestion box/email,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve,

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • Which of the following feedback practices does your organization routinely carry out?

    We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, Staff find it hard to prioritize feedback collection and review due to lack of time, It is hard to come up with good questions to ask people, It is difficult to get honest feedback from the people we serve, It is difficult to identify actionable feedback,

Financials

Laurel Historical Society, Inc.
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Laurel Historical Society, Inc.

Board of directors
as of 7/6/2021
SOURCE: Self-reported by organization
Board chair

Karen Lubieniecki

No Affilation

Elizabeth Compton

Marlene Frazier

Karen Lubieniecki

Lawrence Eldridge

Steve Hubbard

No Affiliation

Lesley Brinton

Mariam Thakkar

Alicia Fields

Melanie Dzwonchyk

Margie McCeney

Mitzi Betman

David Singleton

Bob Mignon

Cheryl Poulos

Amy Dunham

Denise Redmond

Michelle Keating

Jhanna Levin

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 01/27/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 01/27/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We ask team members to identify racial disparities in their programs and / or portfolios.
Policies and processes
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.