Global Servants, Inc.

Winder, GA   |  http://www.globalservants.org

Mission

Global Servants exists to help individuals and communities primarily in West Africa and Southeast Asia. We serve others through our girls’ homes, education initiatives, investing in rural villages, and spreading the Gospel. We are committed to doing all that we can to improve the lives of people now and for generations to come. Our efforts are chiefly centered around our Houses of Grace, building schools and providing educational resources, offering micro-investments, constructing wells and toilets, and building churches

Ruling year info

1985

President

Mr. Travis Rutland

Main address

20 Satellite Dr

Winder, GA 30680 USA

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EIN

58-1291607

NTEE code info

Christian (X20)

IRS filing requirement

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

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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?

House of Grace Thailand

The House of Grace girls' home in Thailand houses 120 young, tribal girls, many of whom were in danger of being sold into prostitution. They have a safe, fun, Christian environment where they learn the Christ-centered life, go to school (and even University!) or learn a trade and learn how to take to gospel back to their villages.

Population(s) Served
Indigenous peoples

Where we work

Accreditations

ECFA 2020

Affiliations & memberships

ECFA 2020

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.

Empower. Educate. Endow. Evangelize.

Our efforts are chiefly centered around our Houses of Grace, building schools and providing educational resources, offering micro-investments, constructing wells and toilets, and building churches

Established in 1977, Global Servants was the inspiration of Mark Rutland, preacher and author. He and his wife, Alison, with the guidance of an independent and unpaid board of directors, and now under the direction of Travis Rutland, have seen Global Servants establish work in Thailand, India, Peru and West Africa with permanent, ongoing work in Northern Thailand and in four countries in West Africa. Global Servants is small compared to the huge missions corporations but it is energetic and efficient, using every contributed dollar to maximum effect, that effect being to save the lost at any cost--so no life goes unchanged

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 shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    The residents of Houses of Grace and the residents of the villages we serve in West Africa

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

    Paper surveys, Focus groups or interviews (by phone or in person), Community meetings/Town halls,

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

    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 strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    We are currently expanding our educational programs to offer more avenues of education throughout our village programs. This decision was made after a long conversation with our village leadership.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    Has not changed our relationship at all. We have always maintained an open mind and open door policy for all employees.

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

    We collect feedback from the people we serve at least annually, 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 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, We tell the people who gave us feedback how we acted on their feedback,

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback,

Financials

Global Servants, 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

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

Global Servants, Inc.

Board of directors
as of 11/11/2021
SOURCE: Self-reported by organization
Board chair

Mr. Jon Susa

No Affiliation

Term: 2019 -

Lawrence Lockett

Doug Beacham

Jim Moye

Tom Brown

John Bohlayer

Travis Rutland

Aaron Adams

Jon Susa

Mark Hale

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? No
  • 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? No

Organizational demographics

SOURCE: Self-reported; last updated 11/11/2021

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
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 11/11/2021

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 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.