Foundation for Talent Transformation Inc
Learn. Transform. Live a Life you Love.
Foundation for Talent Transformation Inc
EIN: 87-2112015
Mission
The Foundation for Talent Transformation helps individuals thrive by helping them understand themselves and others, embrace learning opportunities, and plan for future jobs.
Notes from the nonprofit
As of October 2022, the Foundation for Talent Transformation's key performance indicators are as follows: - More than 78,000 individuals have taken quizzes and received customized guidance - More than 16,000 have subscribed for newsletter updates - On average more than 700 individuals take quizzes each day - Current quizzes include: Career Guidance, Learning Mindset, Employment Trends, Digital Literacy, and Life Satisfaction. - Quizzes to be released in the next six months include: Entrepreneurial Competencies, Cognitive Biases, Emotional Intelligence, and Personality
Ruling year
2022
President
Eric Shepherd
Main address
2395 N Meridian Ave
Miami Beach, FL 33140 USA
EIN
87-2112015
Equal opportunity in education
College preparation
Computer literacy
E-learning
Job counseling
Population served
Adolescents
Young adults
Older adults
Ethnic and racial groups
Unemployed people
NTEE code
Personal Social Services (P50)
IRS subsection
501(c)(3) Private Operating Foundation
IRS filing requirement
This organization is required to file an IRS Form 990-PF.
Tax forms
Communication
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?
Free Learning Platform
The Foundation for Talent Transformation provides a free learning platform for individuals to develop their skills to understand themselves and others, embrace learning, and be prepared for 21st-century jobs. It engages individuals with interactive quizzes, personalized reports, worksheets, and guides. Using scientifically validated quizzes, individuals improve their ability to make decisions about their studies, careers, relationships, and well-being. Foundation for Talent Transformation's value comes in reaching the right individual, at the right time, with the right level of feedback to motivate transformation and enable well-being.
Where we work
External reviews
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 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
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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 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, 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
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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
Financials
Financial documents
Download audited financialsFinancial data
Foundation for Talent Transformation Inc
Revenue & expensesFiscal Year: Jan 01 - Dec 31
Foundation for Talent Transformation 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
Eric Shepherd
Eric Shepherd is the Founder of the Foundation for Talent Transformation, a charitable organization helping individuals understand themselves, others, and the future of work. He is an accomplished leader of international businesses and associations focused on talent, assessments, and success. In his former role of CEO he worked to build a SaaS company into a multi-million-dollar international assessment software business. Eric has also led industry and standards initiatives to promote best practices for assessments, learning, and interoperability. He currently serves as Chair of the IEEE P1484.20.2 working group developing Recommended Practice for Defining Competencies.
Foundation for Talent Transformation Inc
Officers, directors, trustees, and key employeesSOURCE: IRS Form 990
Compensation data
There are no highest paid employees recorded for this organization.
Foundation for Talent Transformation Inc
Board of directorsas of 10/20/2022
Board of directors data
Eric Shepherd
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? No -
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? Not applicable
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
Sexual orientation
Disability
Equity strategies
Last updated: 10/20/2022GuideStar 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 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.
- 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.
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