BRONZE2023

GREEN CAREERS DALLAS

Solar Power For Good

aka Green Careers Dallas   |   DALLAS, TX   |  www.greencareersdallas.org

Mission

Disrupting poverty through green career training and community education.

Notes from the nonprofit

We will have completed a Racial Equity Theory of Change by November 2023 through cohort participation with Dallas Truth Racial Healing and Transformation's Racial Equity Now Cohort.

Ruling year info

2016

Executive Director

Tracy G. Wallace

Main address

2631 LAKEFOREST CT

DALLAS, TX 75214 USA

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Formerly known as

Good Faith Impact

EIN

81-4268182

NTEE code info

Employment Training (J22)

Community, Neighborhood Development, Improvement (S20)

Vocational Technical (B30)

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

By providing solar installation and safety training in low-income areas, Green Careers Texas bridges the gap between employers’ needs for solar installers and the great need for living wage employment with a pathway for advancement for hard-to-employ individuals: returning citizens, under-employed, those living at poverty level income.

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?

Solar PV Installation and OSHA training

Green Careers Dallas offers access to 22 hours of solar PV installation training and OSHA 10 training for qualified candidates in South Dallas/Fair Park which suffers the highest level of urban poverty in North Texas. This training provides a ladder to a living wage in a growth industry.

Population(s) Served
Ethnic and racial groups
Economically disadvantaged people

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.

Average hourly wage of clients who became employed after job skills training

This metric is no longer tracked.
Totals By Year
Related Program

Solar PV Installation and OSHA training

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

The solar industry has had to compete with other entry-level work as the labor market has tightened, to the benefit of the worker.

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.

GCT's goal is offer ACCESS to the rapidly growing solar PV industry through high quality training and connection to employers in the solar industry.

Recruiting and training in low-income zip codes and zip codes highly effected by incarceration.

Providing excellent training which not only makes program graduates immediately valuable to employers, but also creates confidence through competence.

2-day training allows for rapid entry into the solar industry. OSHA 10 online prior to training protects entry-level workers.

Connection to local employers for interviews.

We contract with trainers GCT has trained to provide quarterly trainings in Dallas and Houston each quarter. We will expand to Austin by the end of 2024. Trainers have experience in the industry and uphold the high standards taught by GCT's lead instructor.

We have trained over 100 individuals since our first training session in April 2017. Our training is adjusted to meet employer needs while making sure program graduates know how to be safe on the job and productive from Day 1.

With a 60% placement rate, program graduates experience pay increases between 80-120% over previous employment.

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

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

    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 engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

GREEN CAREERS DALLAS
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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

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

GREEN CAREERS DALLAS

Board of directors
as of 10/17/2023
SOURCE: Self-reported by organization
Board chair

Doric Earle

Green Careers Dallas

Term: 2016 - 2019

Michael J. Fladmark

MJFladmark, LLC

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 ? 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 10/16/2023

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

Leadership

No data

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

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

Equity strategies

Last updated: 10/16/2023

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 disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
Policies and processes
  • 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.