Association of Military Legal Administrators

"Teach, Coach, Mentor, Lead!" #AMLA #TCML

aka AMLA   |   Enterprise, AL   |  http://www.amla-tcml.org/

Mission

The Association of Military Legal Administrators is a values-based, veteran’s organization seeking to support and uphold the values of military service and to continue to share knowledge in an ongoing mission of teaching, coaching, mentoring and leading. The Association seeks to assist member transition from military to civilian life, enhance employment opportunities and professional educational learning though a continuous process of teaching, coaching, mentoring and leading. "Teach, Coach, Mentor, and Lead!" #AMLA #TCML

Ruling year info

2016

President

Monica Heuer

Main address

120 Laurel Breeze Drive

Enterprise, AL 36330 USA

Show more contact info

EIN

81-2895495

NTEE code info

Professional Societies, Associations (Y03)

IRS filing requirement

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

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

The Association has streamlined its goals to a singular focus: Networking its membership to focus on collectively achieving its goals of public charity in Support of Veterans through the exercise of promoting the core values of Teach, Coach, Mentor, Lead. This ultimately manifests in the Veteran Success Program and the Veteran Scholarship Program.

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?

Public Awareness

Includes: Ambassador Program, Candidate Outreach, Social Purpose Marketing, and Strategic Partnerships

Population(s) Served
Military personnel
Veterans

Includes: Reading Program, Webinars, Scholarships, and Associate Members.

Population(s) Served
Military personnel
Veterans

Includes: Veteran's Success Program, Charitable Transparency, VSO Accreditation, Systematic Support.

Population(s) Served
Veterans

Includes: Capital Funding, Authentic Purpose, Mentorship, Board Recruitment.

Population(s) Served
Military personnel
Veterans

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Percentage of annual members that renew membership.

This metric is no longer tracked.
Totals By Year
Population(s) Served

Work status and occupations

Related Program

Sustainability

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Holding steady

Context Notes

Because of COVID, #AMLA extended membership for all of its annual members without fee.

Number of Veterans participating in the scholarship program.

This metric is no longer tracked.
Totals By Year
Population(s) Served

Work status and occupations

Related Program

Education and Engagement

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Holding steady

Number of people participating in fundraising activities.

This metric is no longer tracked.
Totals By Year
Population(s) Served

Work status and occupations

Related Program

Sustainability

Type of Metric

Output - describing our activities and reach

Direction of Success

Decreasing

Context Notes

Declining numbers in 2020 due to COVID and suspended operation in June 2020 until April 2021.

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.

To achieve a thriving, sustainable, and widely recognized Veteran Scholarship Program and veteran services.

To achieve our goals, we aim to focus on organizing and sustaining membership and energizing their talents to support Veterans Success Programs through our collective efforts to Teach, Coach, Mentor, and Lead while developing our own networking, collaboration, and life-long partnerships.

Our strength is in our career long bond in the brotherhood as members of both the profession or arms and of law.

While the organization is slowly developing and refining its social purpose, the organization aligning it long term strategic vision and working hard to garner widespread participation among it professional membership. In this end, the fact that membership has achieved over 100 members (from a very small pool of professionals that meet its criteria) and raised 10s of thousands of dollars since its inceptions to support veterans in need is nothing to be ashamed of. Last year, since refining our purpose, we awarded two $1000 scholarships in 2020. Additionally, we are perusing changing IRS status from a (c)(3) to c(19) Veteran Service Public Charity by 2022.

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?

    Members, Veterans, and members of the Armed forces legal community.

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

    SMS text surveys, Electronic surveys (by email, tablet, etc.), 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 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, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    We have updated website security and use various communication techniques to reach members and partners with different communication styles.

  • With whom is the organization sharing feedback?

    The people we serve, Our board,

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

    We have always strived to be as transparent as possible will all records open to our memerbship.

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

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, 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, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded,

  • What challenges does the organization face when collecting feedback?

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

Financials

Association of Military Legal Administrators
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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.

Association of Military Legal Administrators

Board of directors
as of 4/14/2021
SOURCE: Self-reported by organization
Board chair

Monica Heuer

Association of Military Legal Administrators

Term: 2019 - 2021

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? Not applicable
  • 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 4/11/2021,

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

Leadership

No data

Race & ethnicity

No data

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 04/11/2021

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 ask team members to identify racial disparities in their programs and / or portfolios.
  • 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 use a vetting process to identify vendors and partners that share our commitment to race equity.
  • 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.