Include the Mental Health Initiative, Inc.

The right to live in the community is a human right

Asheville, NC   |  https://www.mentalhealthgps.org

Mission

INclude envisions a world where everyone in the US with a mental health and/or substance use challenge will be connected with a navigator along the complex path to recovery. Our ten-year vision is for the service to be a central player in recovery: a platform that, by design, drives improvements in quality of care and curates a unique database of services and client experiences, tracking outcomes over time.

Ruling year info

2019

Executive Director

Ms. Judith Klein J.D.

Main address

45 Florida Avenue

Asheville, NC 28806 USA

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EIN

83-2285585

NTEE code info

Other Mental Health, Crisis Intervention N.E.C. (F99)

Services to Promote the Independence of Specific Populations (P80)

Vocational Rehabilitation (includes Job Training and Employment for Disabled and Elderly) (J30)

IRS filing requirement

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

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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?

My Mental Health GPS

When mental health concerns arise, most Americans have no idea where to turn for help. The incident itself is frightening enough—a family disagreement has led to violence; a studious 7th grader inflicts self-harm; a close friend succumbs to opioid abuse. It’s bewildering to discover that there’s no place to go for guidance, for humane, knowledgeable support. Who do you call?
The need is widespread and urgent. According to federal estimates, one in five Americans, from rich to poor, will experience a mental health or substance use issue in any given year. A quarter of those issues will become severe and chronic. These people often end up in emergency departments (EDs), which are high-cost and poorly suited to provide support, resulting in long lengths of stay, hospital admissions, and high recidivism rates.
To address this situation, INclude proposes My Mental Health GPS. The GPS is a navigation platform where knowledgeable navigators guide clients to appropriate solutions, using a dat

Population(s) Served
Age groups
Ethnic and racial groups
Sexual identity
Social and economic status
Work status and occupations

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 shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    people in need of mental health or substance use services

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

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Case management notes, Suggestion box/email, social media,

  • 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 are starting up this service and have yet to collect the feedback.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

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

    We are starting up this service and have yet to collect the feedback.

  • 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 have not started gathering feedback yet.,

Financials

Include the Mental Health Initiative, 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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  • 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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Include the Mental Health Initiative, Inc.

Board of directors
as of 1/5/2022
SOURCE: Self-reported by organization
Board chair

Ms Patti Scott

Neighbours, Inc.

Term: 2018 - 2022

John Trainor

University of Toronto

Patricia Scott

Neighbours International

Elyn Saks

USC School of Law, Saks Institute

Sophie Delaunay

Independent Consultant

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? No

Organizational demographics

SOURCE: Self-reported; last updated 05/01/2022,

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

Equity strategies

Last updated: 01/05/2022

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 disaggregate data by demographics, including race, in every policy and program measured.
  • 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 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 measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • 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.