Omicron Psi Omega Incorporated

Brotherhood is several steps above simplicity and one rank under omnipotence.

TALLAHASSEE, FL   |  www.omicronpsiomega.org

Mission

Omicron Psi Omega, Inc. was founded on April 21, 2000 as a Greek organization that serves the aggressive, dominant, stud or masculine of center female in the LGBTQIA community. The purpose of Omicron Psi Omega, Incorporated is rooted in education and community service. We aim to cultivate the ideals of service and scholarship throughout our society.

Ruling year info

2019

President

Tenisha Harris

Vice-President

Angela Nathaniel

Main address

PO BOX 184

TALLAHASSEE, FL 32302 USA

Show more contact info

EIN

82-1524984

NTEE code info

Community Foundations (T31)

Youth Development Programs (O50)

Professional Societies, Associations (N03)

IRS filing requirement

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

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?

Omicron Links Foundation

Omicron Links Foundations which is the nonprofit foundation of Omicron Psi Omega, Incorporated is used to offer our Tracy "Cheeko" Fair Scholarship. This scholarship is awarded annually to one deserving youth. The Tracy " Cheeko" Fair was started in memory of our fallen 'Bruh' who passed away tragically at a young age. The scholarship is awarded in order to recognize a Lesbian identified matriculating student who has given immensely to the LGBT community. We would like to show our gratitude to those who have made extraordinary efforts to be dedicated in community service, scholarship and personal integrity.

Population(s) Served

Where we work

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization collecting feedback from the people you serve?

    Community meetings/Town halls, Suggestion box/email,

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

    To identify and remedy poor client 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,

  • What significant change resulted from feedback?

    Our organization recently received feedback that we needed professional email addresses to better express ourselves in the community. We then were able to make email addresses that were associated with the positions held by the five board members so that communication could be centered to one particular email address.

  • With whom is the organization sharing feedback?

    The people we serve,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to get honest feedback from the people we serve,

Financials

Omicron Psi Omega Incorporated
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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

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Omicron Psi Omega Incorporated

Board of directors
as of 11/5/2019
SOURCE: Self-reported by organization
Board chair

Tenisha Harris

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 ? Not applicable
  • 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? Not applicable
  • 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

SOURCE: Self-reported; last updated 09/05/2019

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

The organization's co-leader identifies as:

No data

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 08/29/2019

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 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.