Recreation, Sports, Leisure, Athletics

AMATEUR ATHLETIC UNION OF THE UNITED STATES INC - Team VA

The Next Generation of Athletes

aka Team VA

Chalfont, PA

Mission

Team VA Club encourages life-long physical well-being through running and athletic development. The Team VA mission is to positively influence and support athletic development and performance in youth, emerging elite, and world class athletes, specializing in track and field with unique expertise in the pole vault; to improve pole vault performance and consistency; to improve pole vault safety and awareness; and to promote the discipline of pole vault and the sport of track and field. We are "The Next Generation of Athletes!" and "The Next Generation of Vaulters!"

Ruling Year

2005

Principal Officer

Christina Johnson

Co Principal Officer

Lawrence Johnson

Main Address

PO Box 262

Chalfont, PA 18914 USA

Formerly Known As

Team Vault Assault

LoJo Team VA

Keywords

pole vault, track and field, competitive team/club

EIN

61-1728356

 Number

5617030550

Cause Area (NTEE Code)

Amateur Sports Clubs, Leagues, N.E.C. (N60)

Amateur Sports Competitions (N70)

Youth Development Programs (O50)

IRS Filing Requirement

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

Social Media

Blog

Programs + Results

What we aim to solve

To promote, support, and establish pole vault safety, training, and consistent performance. Utilize an approach to training for the pole vault regardless of a school's/athlete's financial resources to supply equipment for “non– revenue" sports.

Our Sustainable Development Goals

Learn more about Sustainable Development Goals.

3 4 10

Our programs

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

SOURCE: Self-reported by organization

Competitive Track and Field Team

Community Outreach Project

Where we work

External Reviews

Affiliations & Memberships

USA Track and Field

Financials

AMATEUR ATHLETIC UNION OF THE UNITED STATES INC - Team VA

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Operations

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

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Board Leadership Practices

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section, which enables organizations and donors to transparently share information about essential board leadership practices.

SOURCE: Self-reported by organization

BOARD ORIENTATION & 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 & 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

Who works and leads organizations that serve our diverse communities? This organization has voluntarily shared information to answer this important question and to support sector-wide learning. GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

SOURCE: Self-reported; last updated 07/09/2020

Leadership

The organization's leader identifies as:

Race & Ethnicity
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender Identity
Female

The organization's co-leader identifies as:

Race & Ethnicity
Black/African American/African
Gender Identity
Male, Not Transgender (Cisgender)
Sexual Orientation
Heterosexual or Straight
Disability Status
Person without a disability

Race & Ethnicity

No data

Gender Identity

No data

Sexual Orientation

No data

Disability

No data

Equity Strategies

Last updated: 07/09/2020

Policies and practices developed in partnership with Equity in the Center, a project that works to shift mindsets, practices, and systems within the social sector to increase racial equity. Learn more

Data

done
We review compensation data across the organization (and by staff levels) to identify disparities by race.
done
We ask team members to identify racial disparities in their programs and / or portfolios.
done
We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
done
We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
done
We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
done
We disaggregate data by demographics, including race, in every policy and program measured.
done
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

done
We use a vetting process to identify vendors and partners that share our commitment to race equity.
done
We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
done
We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
done
We have community representation at the board level, either on the board itself or through a community advisory board.
done
We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
done
We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
done
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.