PLATINUM2023

Magnus Veterans Foundation

Mission

Heal and honor our veterans and their families through community fellowship and a comprehensive approach to restoring the body, heart, mind, and spirit.

Ruling year info

2019

Principal Officer

Dr. Shawn Alderman

Main address

16861 N DIAMOND LAKE RD

DAYTON, MN 55327 USA

Show more contact info

EIN

83-2526912

NTEE code info

Health - General and Rehabilitative N.E.C. (E99)

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

SOURCE: Self-reported by organization

Through our Five Performance Pillars model, we aim to understand and address the concerns of those who have served, to help restore the warrior spirit, and to ensure veterans and their families remain healthy, complete, and connected.

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?

Magnus Wellness Campus

Magnus Veterans Wellness Campus, the most comprehensive approach to veteran and veteran family health and wellness to date, opened its doors on June 1, 2021. The MVWC is on the grounds of a serene and beautiful 37-acre estate in Dayton, MN. The campus includes a medical and psychological health clinic, a gym with Life Fitness equipment, mindfulness and artistic spaces.

Ongoing fundraising community engagement venues are designed to support MVWC memberships and bring members and the surrounding communities together. Our professional staff provide our Five Performance Pillar programming while volunteers are the building blocks to fully connect the community with the people who have served our country. Magnus not only provides exemplary life-saving care for the members who need it, we also get to know all of our members to create an atmosphere of inclusion with a sense of belonging to celebrate all those who have honorably served our country, Vet and family. We are uniquely – Magnus.

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.

Average number of service recipients per month

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

Magnus Wellness Campus

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of physician visits that include nutrition and diet counseling

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

Magnus Wellness Campus

Type of Metric

Input - describing resources we use

Direction of Success

Increasing

Number of physician visits that include exercise counseling

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

Magnus Wellness Campus

Type of Metric

Input - describing resources we use

Direction of Success

Increasing

Number of clinic visits provided

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

Magnus Wellness Campus

Type of Metric

Other - describing something else

Direction of Success

Increasing

Context Notes

The number of free Clinic Visits in the first 8 months of 2022.

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.

At Magnus Veterans Foundation, our goal is to promote healing and restoration for veterans and their families. We may never know the true impact of war on each veteran, but we can honor our heroes by providing the resources they need to bridge the gap between service and home. ­

Our Magnus Veterans Wellness Campus is a welcoming community of members, health specialists, and volunteers working together to provide a comprehensive approach to veteran well-being. Through our Five Performance Pillars model, we aim to understand and address the concerns of those who have served, to help restore the warrior spirit, and to ensure veterans and their families remain healthy, complete, and connected.

Join us in restoring the body, heart, mind, and spirit — and helping our veterans and their families heal.

Magnus Veterans Foundation Wellness Model

At Magnus Veterans Foundation, our wellness model is focused around our five performance pillars as we address the gap between our warriors and our communities. As less than 2 percent of our nation’s population has served in the Armed Services, our elite Special Operations Forces division has recognized the need for specialized care requirements for both veterans and their families. Magnus is committed to reconnecting our warriors with our communities while addressing the whole person and their families through the U.S. Special Operations Command Preservation of the Force and Family (POTFF) initiative. POTFF allows us to provide exceptional health care to both veterans and their families at no cost.

What are the Five Performance Pillars?

Our holistic approach goes well beyond traditional primary care to promote health and wellness on every level: medical, physical, psychological, spiritual, and social.


MEDICAL
Optimal performance starts with overall health and wellness, including evidence-based preventive medical screening and individualized treatment plans developed by our health and wellness team and patients together.


PHYSICAL
Magnus provides individual and group sessions with physical trainers utilizing state-of-the-art equipment along with a physical therapist to help members achieve their fitness and nutritional goals.


PSYCHOLOGICAL
The psychological impacts of war are specific to the veteran and his/her family. Treatment is provided by highly trained and experienced mental health specialists. Auricular acupuncture is available to members which is an effective treatment for those suffering from PTSD, sleep disorders, substance abuse, and pain.


SPIRITUAL
Veterans and their families come from every spiritual and religious background. Regardless of affiliation, connecting them to a higher purpose provides meaning to their sacrifices and a framework for healing.


SOCIAL
How well veteran families relate to their communities is critical to full healing and restoration. Connecting those who go to war and those who send them promotes family and community healing.

Through our partnership we are capable of providing this hight level care by working with the veterans, their family members and the community to work together to address the needs facing todays Veteran Community its . By focusing on the whole person we are able to work with other recourse to offer a central location for the veteran or their immediate family members to have consistent place to go to.

we have seen our request for service and new members every year double. 2021 ended with 53 members, 2022 with 257 and we are currently over 500 in 2023.

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 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

  • 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 share the feedback we received with the people we serve, We tell the people who gave us feedback how we acted on their feedback

  • What challenges does the organization face when collecting feedback?

    We don’t have the right technology to collect and aggregate feedback efficiently, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

Magnus Veterans Foundation
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

Subscribe

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.

Magnus Veterans Foundation

Board of directors
as of 12/27/2023
SOURCE: Self-reported by organization
Board chair

Dr Shawn Alderman

Magnus Veterans Foundation

Term: 2019 -

Tim Kennedy

Jon Dolpin

21 centry bank

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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 12/26/2023

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
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

No data

Equity strategies

Last updated: 12/27/2023

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 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.