Young Onset Parkinsons Network

Living Well Starts Here.

Vienna, VA   |
GuideStar Charity Check

Young Onset Parkinsons Network

EIN: 86-3790265


Young Onset Parkinson’s Network is a nonprofit, educational, and charitable organization for those diagnosed with Young Onset Parkinson’s Disease (YOPD) as well as the individuals related to and/or caring for those with the disease. The organization seeks to increase awareness of YOPD by providing information, resources, and services to help members strengthen their minds and body within a supportive community. Through its network, YOPN members have the holistic support needed to manage and thrive with this unexpected, early diagnosis.

Ruling year info


Executive Director

Anna Grill

Main address

9003 Lupine Den Dr

Vienna, VA 22182 USA

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Subject area info

Diseases and conditions

Population served info

Young adults

Older adults

Young women

Older women

Young men

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NTEE code info

Specifically Named Diseases (G80)

IRS subsection

501(c)(3) Public Charity

IRS filing requirement

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

Tax forms

Show Forms 990



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?

Parkinson's Awareness Month Programming

Parkinson’s Disease (PD)is the most prevalent neurological disease in the world and Young Onset Parkinson’s Disease (YOPD; diagnosis before age 50) is the fastest growing subsegment. Young Onset Parkinson’s Network aims to serve the YOPD subset of patients that are typically underserved. Most of the resources and support opportunities for Parkinson's patients are designed for senior age groups. Exercise classes are scheduled during the middle of the workday and workout intensity levels are lower. YOPN provides programming that focuses on physical fitness, which is the only activity proven to slow the progression of YOPD. The type of exercise that has shown the most promising results is high-intensity cardio workouts sustained for 30-45 minutes at least 5 times a week. Finding an activity that not only meets these parameters but is also enjoyable to the patient, is imperative for living with YOPD.

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 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, 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, The people we serve tell us they find data collection burdensome


Young Onset Parkinsons Network
Fiscal year: Jan 01 - Dec 31

Revenue vs. expenses:  breakdown

SOURCE: IRS Form 990 info
Note: When component data are not available, the graph displays the total Revenue and/or Expense values.

Financial data

SOURCE: IRS Form 990

Young Onset Parkinsons Network

Revenue & expenses

Fiscal Year: Jan 01 - Dec 31

SOURCE: IRS Form 990 info

Fiscal year ending: cloud_download Download Data

Young Onset Parkinsons Network

Balance sheet

Fiscal Year: Jan 01 - Dec 31

SOURCE: IRS Form 990 info

The balance sheet gives a snapshot of the financial health of an organization at a particular point in time. An organization's total assets should generally exceed its total liabilities, or it cannot survive long, but the types of assets and liabilities must also be considered. For instance, an organization's current assets (cash, receivables, securities, etc.) should be sufficient to cover its current liabilities (payables, deferred revenue, current year loan, and note payments). Otherwise, the organization may face solvency problems. On the other hand, an organization whose cash and equivalents greatly exceed its current liabilities might not be putting its money to best use.

Fiscal year ending: cloud_download Download Data


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

Form 1023/1024 is not available for this organization

Executive Director

Anna Grill

Anna Grill is the inspiration for Young Onset Parkinson’s Network (YOPN). She was on the fast track as a sales executive at a Fortune 200 company, and the youngest and only woman on the executive team when she was diagnosed with Young Onset Parkinson’s Disease (YOPD) in 2007 at the age of 38. At the time, she was excelling in her career while successfully balancing the roles of wife and mother, with two girls aged nine and seven. Afraid of being defined by her disease rather than her work, she continued in her stressful career for ten additional years without disclosing her illness to workers, family, and friends. Once Anna publicly disclosed her diagnosis, she became frustrated with the lack of resources available specifically for those with YOPD. Never one to step away from a challenge, Anna recognized the need for a community that provided resources to others diagnosed with Young Onset. Her vision is to specifically support the YOPD community in a holistic, positive environment.

Young Onset Parkinsons Network

Officers, directors, trustees, and key employees

SOURCE: IRS Form 990

Show data for fiscal year
Compensation data
Download up to 5 most recent years of officer and director compensation data for this organization

There are no highest paid employees recorded for this organization.

Young Onset Parkinsons Network

Board of directors
as of 05/10/2023
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Suzie Egolf


Term: 2021 - 2024

Mark Kohus

Fidelity Investments

Jeremy Likness


Jennifer Otero

Andromeda Systems

Dr. Yasar Torres Yaghi

MedStar Georgetown University Hospital

Anna Grill

Young Onset Parkinson's Network

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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 5/10/2023

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.


The organization's leader identifies as:

Race & ethnicity
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person with a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation


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

Equity strategies

Last updated: 05/03/2023

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

  • 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 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 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.