The Freedom Train Project Incorporated

WILDOMAR, CA   |  https://thefreedomtrainproject.org

Mission

The Freedom Train Project seeks to educate the public about coercive control and cults while we help survivors of coercion and cults to recreate their lives with our signature “Destinations” program, designed to assist in planning an escape, to the process of leaving, and on to the journey to healing. We utilize unique partnerships with victim advocacy agencies, law firms, law enforcement, therapy with qualified therapists, cult education, basic needs supplies, and community resources for housing and employment. The services provided are highly targeted to the needs of these survivors during their different phases of recovery. No person should feel stuck in their coercive situation due to lack of resources.

Ruling year info

2021

Executive Director

Tabitha Marie Chapman

Main address

21392 Palomar St. #70

WILDOMAR, CA 92595 USA

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EIN

85-3635000

NTEE code info

Alliance/Advocacy Organizations (F01)

IRS filing requirement

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

Communication

Blog

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?

Depot Program

Victim Advocacy Resourcing for Victims of Coercive Control and/or cult survivors.

Population(s) Served
Economically disadvantaged people
Victims of crime and abuse
Adults
Children and youth

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?

    Victims of crimes of coercive control, domestic violence, trafficking, and other crimes related to cult control.

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

    Case management notes,

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

    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?

    A client does not have access to telephone for therapy sessions. We are seeking funding to be able to provide access to text-based therapists based on their socioeconomic status and access to technology.

  • With whom is the organization sharing feedback?

    Our board,

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

    Clients feel heard, seen, and are able to get access to the resources they need with barriers being removed as soon as they are identified.

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

    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 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, It is difficult to find the ongoing funding to support feedback collection,

Financials

The Freedom Train Project 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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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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The Freedom Train Project Incorporated

Board of directors
as of 04/03/2022
SOURCE: Self-reported by organization
Board chair

Dr. Amber Gray

Ashley McLean

Andrew Morrison

Lynn Beisner

Amber Gray

Carrie Roberts

Summer Cooke

Rebecca Ax

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 ? 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 4/2/2022

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
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 04/02/2022

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 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 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.