GOLD2022

Great Smoky Mountain Heritage Center Inc

Connect with the spirit and history of Townsend, Cades Cove, and the Great Smoky Mountains.

Townsend, TN   |  https://www.gsmheritagecenter.org

Mission

The Great Smoky Mountains Heritage Center is a museum whose mission is to preserve, interpret, and share the history and culture of the Native Americans and diverse peoples who have inhabited the Southern Appalachians, including the Great Smoky Mountains National Park, and offers exhibitions and programs for educational and cultural enrichment.

Ruling year info

2001

Executive Director

Mr. Brent Lambert

Main address

P.O. Box 268

Townsend, TN 37882 USA

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EIN

62-1821411

NTEE code info

History Museums (A54)

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?

Summer Family Fun

Provides an opportunity for visitors of all ages to enjoy hands-on demonstrations through which they learn about various aspects of Appalachian culture.

Population(s) Served
Families
Children and youth

Where we work

Financials

Great Smoky Mountain Heritage Center 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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Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • 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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Great Smoky Mountain Heritage Center Inc

Board of directors
as of 01/02/2023
SOURCE: Self-reported by organization
Board chair

Mrs. Melody Silverberg

Mike Crawford

Chris Soro

Carmen Simpher

Chuck Alexander

Jenny Boyd

Carolyn Forster

Elvira Grant

Virginia Hardwick

Michael Headrick

Alison Hicks

Jennifer Hicks

Kathy Johnson

Katie Branham Kerr

Carl Koella III

Fred Lawson

Emily Mantooth

Justin Marcus

Tom McCroskey

Mark Oldham

Jim Proffitt

Christy McDonald Slavick

John Trotter

Brian White

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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 12/16/2022

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

The organization's leader identifies as:

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

Race & ethnicity

No data

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 12/16/2022

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 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 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 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.