Maika'i Health Corporation

Caring for East Hawaii Island Families

aka Maika'i Health   |   Hilo, HI   |  http://www.maikaihealth.org

Mission

The mission of Maika’i Health is, “to be the patient-centered healthcare home that is accessible for all and be the center of healthcare learning excellence in East Hawai'i.”

Ruling year info

2020

CEO

Ms. Youlsau Bells

Main address

670 Ponahawai Street Suite 206

Hilo, HI 96720 USA

Show more contact info

EIN

84-3395089

NTEE code info

Ambulatory Health Center, Community Clinic (E32)

Public Health Program (E70)

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

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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?

Community Health Services

Offering primary care, behavioral health, and pharmacy services to all regardless of income level and insurance type.

Population(s) Served
Families
Economically disadvantaged people
Caregivers
Non-adult children

Where we work

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.

Maika'i Health’s two primary goals are to: 1) have a healthy, successful company that is a leader in patient-centric, culturally competent, outpatient comprehensive health care that is accessible for all in East Hawai'i, and 2) be a center of health care learning excellence focused on fostering professional development through robust residency programs across all applicable programs and services.

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?

    The mission of Maika’i Health is, “To be the patient-centered healthcare home that is accessible for all and be the center of healthcare learning excellence in East Hawai'i.” Maika'i Health’s two primary goals are to: 1) have a healthy, successful company that is a leader in patient-centric, culturally competent, outpatient comprehensive health care that is accessible for all in East Hawai'i, and 2) be a center of health care learning excellence focused on fostering professional development through robust residency programs across all applicable programs and services.

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

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Paper surveys, Case management notes, 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 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?

    Based on feedback we received from our target market, we incorporated a health mobile app feature as an additional access point for our healthcare services.

  • 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?

    Yes. We ask our patients to be a an active member of their care team and the decision-making process in their own care management. By asking them for feedback on our performance and ideas for scope of services and access options, they feel like they have greater ownership on the services offered and how they are delivered by their care team.

  • 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?

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

Maika'i Health Corporation
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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.

Maika'i Health Corporation

Board of directors
as of 04/15/2022
SOURCE: Self-reported by organization
Board chair

Ms. Breeani Sumera-Lee

Hui Kahu Malama

Term: 2019 - 2024

Kealani Canda

HMC

Dr. David Jung

Internal Medicine, Private Practice

Dr. Curtis Lee

Nephrologist, Private Practice

Dr. Sydney Tatsuno

Internal Medicine, Private Practice

Dr. John Uohara

OB-Gyn (retired)

Julie Inouye

John A. Burns School of Medicine, University of Hawaii at Manoa

Dr. Supakit Wongwiwatthananukit

The Daniel K. Inouye College of Pharmacy, University of Hawaii at Hilo

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 4/14/2022

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

Leadership

The organization's leader identifies as:

Race & ethnicity
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

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

Equity strategies

Last updated: 01/17/2022

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.