PLATINUM2024

JBS Transition Experts

Preparing Our Heroes for Today's Workplace

aka VetCTAP   |   San Luis Rey, CA   |  www.vetctap.org
GuideStar Charity Check

JBS Transition Experts

EIN: 36-4834690


Mission

Mission:
“We increase the veteran employment rate by helping transitioning military, veterans, guard & reserve, and military spouses build personal confidence and enhance their individual economic stability through job search skills training, practical tools, and one-on-one coaching and obtaining a civilian career."

Vision:
“Veterans employed in the career of their choice, where they can comfortably provide for themselves and their family, and be contributing members of their community."

Motto:
“Preparing Our Heroes for Today's Workplace"

Notes from the nonprofit

December 1, 2017 was declared to be "Veteran Career Transition Assistance Program Live Well San Diego Day" by Supervisor Horn. In 2017, our Executive Director was honored: -finalist in the San Diego Business Journal's Military and Veteran Entrepreneur Awards -selected as a California Hero by Senator Joel Anderson. In 2020, our ED was honored: -Outstanding Leadership Award, North San Diego Business Chamber -Hero Spotlight Award, Veterans Chamber of Commerce In 2021, JBS Transition Experts (VetCTAP) was awarded: - Leadership Award, North San Diego Business Chamber

Ruling year info

2016

President

Janis Whitaker

Vice President

Mike Plue

Main address

PO Box 123

San Luis Rey, CA 92068 USA

Show more contact info

EIN

36-4834690

Subject area info

Employment

Special population support

Unknown or not classified

Population served info

Ethnic and racial groups

Military personnel

Veterans

NTEE code info

Employment Procurement Assistance and Job Training (J20)

Military/Veterans' Organizations (W30)

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

Communication

What we aim to solve

SOURCE: Self-reported by organization

More than 240,500 veterans reside in San Diego County, making us the third highest population of veterans in the United States …Yet, here and elsewhere, veterans continue to experience significant challenges transitioning from the battlefield to civilian life in the workforce (San Diego Workforce Partnership 2016). Though the overall unemployment rate for veterans has declined in the last few years, for veterans between the ages of 35-44 it has actually increased. This is also higher than the non-veteran population. Not surprisingly, San Diego County also has one of the highest veteran unemployment rates in the country. Many senior military members own homes and want to stay in the area. Unfortunately, in today's tough job market they are ill-equipped to compete against savvy civilian job seekers because they have been disconnected from the civilian job force for so long.

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?

VetCTAP

Veteran Career Transition Assistance Program (VetCTAP) is a free workshop series provided to all branches of the military who are entering the civilian job market. We serve senior-level transitioning military, veterans, and spouses/partners. The 8 modules/32 hour workshop series provides hands-on, information rich, interactive training. On-going one-on-one coaching is also provided.

Business and Human Resources professionals and Career Coaches conduct the training and give practical, insightful advice and information to help navigate through the challenges of today's job market.
Our workshops and coaching are virtual via ZOOM.

Population(s) Served
Veterans
Military personnel

Where we work

Awards

Leadership Award 2021

North San Diego Business Chamber

Affiliations & memberships

Live Well San Diego 2017

North San Diego Business Chamber 2019

San Diego Veterans Coalition 2017

North County Philanthropy Council 2018

Veterans Chamber of Commerce 2019

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Total number of volunteer hours contributed to the organization

This metric is no longer tracked.
Totals By Year
Population(s) Served

Military personnel, Veterans

Related Program

VetCTAP

Type of Metric

Other - describing something else

Direction of Success

Increasing

Context Notes

Number of volunteers engaged in the year for all cohorts

Number of job skills training courses/workshops conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

Ethnic and racial groups

Related Program

VetCTAP

Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

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.

We increase veteran employment rate by helping transitioning military, veterans, and spouses/partners build their personal confidence and enhance their economic stability through job search skills training, practical tools, and one-on-one coaching that results in meaningful employment.

1. Equip 80-100 active military, veterans, and their spouses/partners with crucial job search skills;
2. Assist participants to obtain economic independence by meeting their career employment goals;

We continue to utilize trained business experts (volunteers) who understand today's tough job market and share their expertise with our veterans. This includes senior-level Human Resource Professionals, Hiring Managers, Career Coaches, and more. By engaging 50+ volunteers, we keep our costs low and can focus our budget on the essentials needed for our unemployed veterans. That also creates an engaged business community. We continually improve our teaching and facilitating process through nightly evaluations and feedback.

We understand that there are many other issues that our veterans face besides employment. Therefore, we also partner and create alliances with numerous other non-profit, business, and community organizations to fill the gaps and needs of our military members.

We believe in empowering our participants. Therefore their success is strictly up to them. We provide proven, up-to-date tools and techniques, but they must put them to work. They are held accountable for their success.
Our one-on-one coaching and personalized approach is key. We keep classroom size small and cater to the time constraints of our population by offering night workshops for our active military members and spouses.

We have a strong, committed volunteer base that is growing, engaged business supporters, military support, hundreds of success stories to highlight our success and business savvy leadership.

We have a proven track record of success. With only one part-time staff (contract) we have been able to meet our goals and meet our financial obligations for many years. Under our growing leadership team, our goal is to obtain $150, 000+ in grants and support so we may hire an Executive Director. We have also added engaged members to our Board and increased our dedicated volunteer base every year. We have had four very successful Golf Fundraisers and will continue then to increase our profits each year.

Filling our classroom with participants is never an issue since most of our veterans are referred by past participants.

1) Continued success of our veterans - we maintain a 80%+ success rate; most of our participants are referred by "graduates"; many other veteran organizations refer veterans to us.
2) Increased volunteers, coaches - we have expanded our outreach and increased our number of volunteers and how many hours our volunteers work with us
3) Increased participants - We have expanded our reach to all of the branches of the military in San Diego and now we reach all branches and locations through our virtual workshop series. We are truly global.
4) Increased donations - we have 3 fundraising campaigns a year and we have implemented an annual golf fundraiser.

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 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 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 act on the feedback we receive

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

JBS Transition Experts
Fiscal year: Jan 01 - Dec 31

Revenue vs. expenses:  breakdown

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

Financial data

SOURCE: IRS Form 990

JBS Transition Experts

Revenue & expenses

Fiscal Year: Jan 01 - Dec 31

SOURCE: IRS Form 990 info

Fiscal year ending: cloud_download Download Data

JBS Transition Experts

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

Operations

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

Documents
Form 1023/1024 is not available for this organization

President

Janis Whitaker

Sandra Silva Fichter is the owner of Fichter Silva Consulting, "A Human Resources Services Company" offering a full spectrum of HR services since 2007. Prior to 2007, Sandra spent 15 years in a variety of industries providing Human Resources expertise in such areas as talent acquisition, wage and hour law, employment development and strategic planning.

Sandra has a Masters of Human Resources and Organizational Development from the University of San Francisco, and a Senior Professional Human Resources (SPHR) Certification. Her management experience includes managing departments from 2 to over 800 employees; she is bilingual in English/Spanish.

Sandra served in the U.S. Army, both in the enlisted and officer ranks. She is one of the founders of JBS Transition Experts, and creator of the Career Transition Assistance concept from her personal experience as an Army veteran and from her interaction with job applicant veterans in her role as a Human Resources practitioner.

Vice President

Mike Plue

Janis Whitaker is a Sr. Corporate Learning and Development Professional. Janis is certified in numerous nationally recognized Leadership workshops and has traveled across the country providing leadership training to corporations, including several Fortune 500 Companies. Her leadership experience includes managing up to 150 people. She has a BS and Master's Degree in Human Performance. Since 2011, Ms. Whitaker has provided workshops in job search techniques to military and veterans transitioning into the civilian workplace. She is one of the founders of JBS Transition Experts and developer/Executive Director of the VetCTAP workshop series. Janis has authored the popular book, Interviewing by Example and has been a speaker, trainer, University adjunct faculty member. She has been quoted in numerous newspapers, magazines and other media, including Inc. Magazine. Her husband is a retired Air Force Officer.

JBS Transition Experts

Officers, directors, trustees, and key employees

SOURCE: IRS Form 990

Compensation
Other
Related
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.

JBS Transition Experts

Board of directors
as of 02/14/2024
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Janis Whitaker

Janis Whitaker

Retired

Sandra Fichter

Fichter Silva Consulting

Betsy Sheets

Career Development Consultant

Barbara Cogburn

Franklin Covey

Mike Mahrenholz

Proficio

Jay Garcia

Jay Garcia Group

Mike Plue

SAP

Craig Wells

Entrepreneur

Mary Schwalen

Career Coach

Steven "Pete" Peterson

United States Marine Corps logo MAGTF Operations Training Team Lead

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 2/14/2024

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
Female, Not transgender
Sexual orientation
Decline to state
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male
Sexual orientation
Decline to state
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

No data

Equity strategies

Last updated: 02/12/2024

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 employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
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.