FISHER HOUSE SOUTHERN CALIFORNIA INC
Serving Veterans and Military Families in their time of need.
Learn how to support this organization
FISHER HOUSE SOUTHERN CALIFORNIA INC
The people, governance practices, and partners that make the organization tick.
Mr. Braden J. Phillips
Mr. Phillips was born and raised in Lockport, New York. After high school, he accepted an appointment to the US Naval Academy, graduated with the Class of 1968, and was commissioned an Ensign in the US Navy. Following Flight Training, he was designated a Naval Aviator in 1969. During his 27-year Navy career, he flew over 5000 hours and amassed 500 carrier landings as an Anti-Submarine Warfare pilot flying S-2 and S-3 aircraft. His command assignments included aviation squadron (VS-28), amphibious ship USS Ogden (LPD-5), and amphibious squadron (PHIBRON-1). He served in Viet Nam and the first Gulf War during multiple extended deployments. He earned a Master of Science in Financial Management at the US Naval Postgraduate School Monterey; worked in the Office of the Navy Comptroller on Navy budget matters; served as Navy Liaison to the US House and Senate Defense Appropriations Sub-committees; commanded an S-3B Training Squadron (VS-27); and was Chief of Staff to the San Diego Regional Commander. He retired from active duty in 1995. After the Navy, he joined the City of Long Beach to help develop the Base Reuse Plan for the closed Long Beach Naval Station and Shipyard. He managed several public safety projects, worked as a Special Assistant to the City Manager before serving as Administration Bureau Chief-Long Beach Police Department, 2001, retiring in 2015. He is active in the community, serves as Board Chair, Long Beach Memorial Medical Center/Miller Children and Women’s Hospital Governing Board, and the American Red Cross Chapter serving Greater Long Beach and South Bay cities. He also serves on the Boards of Memorial Healthcare Systems, YMCA of Greater Long Beach, the California Conference for Equality and Justice (CCEJ), ChildNet Youth and Family Services, and the Rotary Club of Long Beach. He is past-President of the Peninsula Neighborhood Association and Secretary of the Human Resources Advisory Committee at California State University Long Beach.
Number of employees
Source: IRS Form 990
FISHER HOUSE SOUTHERN CALIFORNIA INCOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
FISHER HOUSE SOUTHERN CALIFORNIA INCBoard of directors
as of 11/01/2023
Board of directors data
Mr Braden Phillips
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes 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 oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? Yes
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? Yes
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
Equity strategiesLast updated: 10/22/2023
- 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.
- 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.