Helping Hands of Georgetown, Inc.

aka Helping Hands of Georgetown of Georgetown County   |   Georgetown, SC   |  http://www.helpinghandsofgeorgetown.org

Mission

Vision: Raising up all in our community with hope and opportunity to create a future without poverty. Mission: Helping Hands offers HOPE, HELP, and CHANGE in Georgetown County. On faith-based principles, we seek to create sustainable futures through job training and youth empowerment to relieve generational and situational poverty, while meeting immediate needs of food insecurity, utility support, and dental care. Our Programs Compassionate Care Program: provision of basic needs (food, clothing, utilities and dental care) to help address the daily needs of those struggling with poverty and crisis. Time to Change Program: a highly structured, incentive driven program designed to support individuals and families move from poverty to self-sufficiency.

Ruling year info

1990

Executive Director

Mr. Brendon Barber Sr

Co Principal Officer

Mr. Bill Gaskins Sr.

Main address

1813 Highmarket St

Georgetown, SC 29440 USA

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Formerly known as

Helping Hands of Georgetown

EIN

57-0883461

NTEE code info

Unknown (Z99)

IRS filing requirement

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

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Communication

Blog

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?

Food Pantry

Providing food to eligible Georgetown County residents.

Population(s) Served
Adults

Providing clothes to eligible Georgetown County residents.

Population(s) Served
Adults

Providing help utility vouchers to those needing help

Population(s) Served
Adults

Free extractions, cleanings, and restorative care to eligible Georgetown County residents.

Population(s) Served
Adults

One-on-one mentoring as a part of our year-long Time to Change program supporting individuals and families in their journey to independence and self-sufficiency.

Population(s) Served
Adults

30 hour job readiness program. Successful graduates then assisted in securing employment and support to clients and employers to foster job retention and advancement

Population(s) Served
Adults

The after school program connects high school students with a program that promotes stability and health in their lives as they prepare for life after graduation. The goal of the program is to help students either identify a career path and/or prepare them for the workforce after high school graduation. Offering career guidance to an all-inclusive group of students using the HERO concept: Hope, Empathy, Resilience, and Optimism, accomplished by being mindful of our four pillars of Mind, Heart, Body, and Faith.

Our program is in all four Georgetown County High Schools.

Population(s) Served
Adolescents

Where we work

Affiliations & memberships

Secretary of State Angel Award 2018

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.

Helping Hands is committed to empowering individuals and families to move out of poverty through our new Time to Change program. This incentive driven program, based on the successful "StepUp" model in Raleigh NC (www.stepupministry.org), will offer a year-long curriculum of support and investment in those who are able and committed to become independent. Key success measures will be employment, transportation, certification and health care.

The Time to Change program will be made up of two parts. First, applicants will be invited to participate in a week-long job readiness workshop. Topics covered include: personality and skills inventory, personal accountability, attire, interview skills, safety management, goal setting and conflict management. Punctuality and preparation (homework) are mandatory. In addition to technical skills and new habits learned, participants will receive the vital support of staff and peers as they undertake change in their lives. Helping Hands will work with successful workshop graduates to find full-time job placement in the local workforce.

Second, once employed, participants in the program will be invited to enter our year-long Time to Change class. This class, scheduled to meet weekly on Tuesday evenings, will offer a structured curriculum and peer support with the goal of providing information, discipline and encouragement for those navigating the magnitude of sacrifice and change required to move from poverty to self-sufficiency. Weekly peer support and shared accountability will provide the framework for classes on financial literacy, personal development, parenting, health care and the like.

Over the next 18 months, the Time to Change program will steadily grow toward the goal of placing 10 persons/month in full-time employment and 30 persons/year graduating from our year-long program. The resulting ripple effect will positively impact hundreds in the community and across the generations.

Our organization consists of our Board of Directors, nineteen Covenant Churches, seventy-five dedicated volunteers and five employees. Together, all of these people make Helping Hands capable of all that we do.

We have established a strong and sustainable system for providing basic needs assistance (food, clothing, financial assistance). We have now created a program to offer the opportunity for our neighbors to move out of poverty/crisis (as described above). While we are always making adjustments, we have been doing these things for a long time and are pleased with our current procedures.

Financials

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

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Helping Hands of Georgetown, Inc.

Board of directors
as of 8/2/2021
SOURCE: Self-reported by organization
Board chair

Dick Rose

Dick Rose

Joan Meacham

Troy Moss

Melaine Hein

Tim Meacham

Celeste Pringle

Renee Davis

Tyler Easterling

Ed McNulty

Jean Rothrock

Cleveland Milton

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 ? No
  • 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? No

Organizational demographics

SOURCE: Self-reported; last updated 08/02/2021

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
Black/African American/African
Gender identity
Male
Sexual orientation
Decline to state
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 08/02/2021

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 review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • 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 measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • 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.