Association of Late Deafened Adults Inc Parent
Lost my hearing, Found a family
Association of Late Deafened Adults Inc
EIN: 36-3583674
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Veterans with Hearing Loss
We are providing outreach to veteran organizations on our chapters, groups and annual convention, ALDAcon. We provide information on the locations of our chapters and groups so that veterans can meet others with hearing loss. We also provide information on the location of the annual convention, ALDAcon, since it varies from year to year.
Where we work
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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 strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals
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Which of the following feedback practices does your organization routinely carry out?
We collect feedback from the people we serve at least annually, We engage the people who provide feedback in looking for ways we can improve in response, We ask the people who gave us feedback how well they think we responded
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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, It is difficult to get honest feedback from the people we serve
Financials
Revenue vs. expenses: breakdown
Financial data
Association of Late Deafened Adults Inc
Revenue & expensesFiscal Year: Jan 01 - Dec 31
Association of Late Deafened Adults Inc
Balance sheetFiscal Year: Jan 01 - Dec 31
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.
Operations
The people, governance practices, and partners that make the organization tick.
Documents
President
Ken Arcia
Ken Arcia has been a member of ALDA for over 25 years, serving as Regional Director for Region 4 and also as previous President over 20 years ago. He has seen a lot of changes with ALDA, some good and some less successful. His current focus is on modernizing the organization to make it more versatile and responsive to ALDA membership, and to recruit and welcome a more diverse membership. Outreach with veterans, younger adults, and others who may not fit the stereotypes will be encouraged. Ken is proud to have a great team to work with and is optimistic about ALDA’s continuing growth. Ken currently works with Arizona Relay Service and was previously at Deaf Counseling, Advocacy, and Referral Agency (DCARA) He has served on the board of directors of DeafHope for the past 16 years.
Association of Late Deafened Adults Inc
Officers, directors, trustees, and key employeesSOURCE: IRS Form 990
Compensation data
There are no highest paid employees recorded for this organization.
Association of Late Deafened Adults Inc
Board of directorsas of 06/21/2024
Board of directors data
Laura Sinclair
Assoc. of Late-Deafened Adults, Inc.
Term: 2023 - 2024
Kenneth Matthew Arcia
T-Mobile
Tina Childress
Joe Linder
Debra Bare-Rodgers
Sarah Wegley
Catherine Broadhead
Michelle Donnelly
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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
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
Gender identity
Transgender Identity
Sexual orientation
No data
Disability
Equity strategies
Last updated: 06/21/2024GuideStar 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 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 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.
- 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.