PLATINUM2024

Grandeur of Grace Incorporated

Serving and Empowering Veterans

Lawton, OK   |  https://grandeurofgrace.org/

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GuideStar Charity Check

Grandeur of Grace Incorporated

EIN: 87-2041719


Mission

TO SERVE AND EMPOWER VETERANS with grace through a network of community resources, services, and tailored mentorship provided by veterans.

Ruling year info

2022

Executive Director

Brooke Brown

Finance Director

Tami Sue Keller

Main address

PO Box 2202

Lawton, OK 73502 USA

Show more contact info

EIN

87-2041719

Subject area info

Urban renewal

Job retraining

Community service

Housing rehabilitation

Public housing

Show more subject areas

Population served info

Ethnic and racial groups

Economically disadvantaged people

Ex-offenders

Wrongfully incarcerated people

Military personnel

Show more populations served

NTEE code info

Military/Veterans' Organizations (W30)

IRS subsection

501(c)(3) Public Charity

IRS filing requirement

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

Tax forms

Show Forms 990

Communication

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?

Brothers Program

We believe community is key to a healthy, stable, enjoyable lifeand this is especially true for those who have served. Our Brothers program pairs clients with fellow veterans who become guides, confidants, and friends. They act as both a mentor and a liaison, helping connect their mentee with the resources our organization provides. Our goal is to equip and empower veterans for sustainable success, and this faith-based mentorship program ensures no one is lost, no one is alone, and no one is without support

Population(s) Served
Military personnel
Unemployed people
Veterans

Where we work

Affiliations & memberships

Southwest Oklahoma Continuum of Care 2022

Our results

SOURCE: Self-reported by organization

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

Number of homebuyers/tenants with low incomes receiving housing subsidies as a result of the nonprofit's efforts

This metric is no longer tracked.
Totals By Year
Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of participants reporting no relapse 6 months post-program

This metric is no longer tracked.
Totals By Year
Related Program

Brothers Program

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

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.

For all military veterans facing hardships to have access to the needed support, regardless of age, rank, discharge, or circumstances.

1. Grow our own revenue and volunteer and employee numbers so that we can effectively meet the growing demand.
2. Increase the number of veterans we successfully serve each year to meet the growing demand
3. Develop effective partnerships with SWOKCoC, City of Lawton, Fort Sill, and other key agencies to ensure coordinated efforts and networking to grow volunteers and outreach to grow awareness of support available.
4. Build a strong partnership in the community with employers and landlords.

We have quickly established ourselves as quality and effective leaders and a solid agency in the community. Met with the Major and have stepped up in leadership positions in committee work and outreach work serving homeless. We continue to leverage our decades of leadership and experience with veterans in conjunction with a diverse board of directors that are all veterans and come from a varied background to guide our path.

We have successfully been award federal grants our first year of applying. We are partnering with HUD, ODOC, VA, and other agencies who have recognized the quality and value of our programs and their success. Many referring clients to us and guiding us on how to navigate the processes for grant participation.

We have successfully navigated a 556% increase in clients from 2022 to 2023. Services provided growth of 713% from 2022 to 2023. We have a 100% success rate in veteran clients being self sustaining 1 year after graduating out of the brothers program.

We have done this with 9 volunteers, 0 payroll, and less than 50k donations. Just imagine what we could do with more support in volunteers and funding!!! We have a solid business plan that is positioned to explode and help hundreds if not thousands of veterans across the nation.

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 find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

Grandeur of Grace Incorporated
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

Grandeur of Grace Incorporated

Revenue & expenses

Fiscal Year: Jan 01 - Dec 31

SOURCE: IRS Form 990 info

Fiscal year ending: cloud_download Download Data

Grandeur of Grace Incorporated

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
Letter of Determination is not available for this organization
Form 1023/1024 is not available for this organization

Executive Director

Brooke Brown

Brooke is a disabled U.S. Army veteran, having experience as both a service member and a military spouse. She worked several years in the nonprofit sector in the areas of administration, finance, human resources, volunteer management, and executive planning. She currently serves as the Executive Director for Grandeur of Grace overseeing the everyday operations of the agency including care management, marketing, public relations, and homeless outreach.

Finance Director

Tami Sue Keller

Tami Sue is a daughter of a retired Vietnam Veteran who served our country in the U.S. Marine Corps. Tami Sue worked at a Public Utility Company in the areas of engineering, operations, finance, and IT. She has owned and operated several successful small businesses and currently serves as the Financial Director for Grandeur of Grace overseeing strategic planning, finance, human resources, and grant/donor management.

Grandeur of Grace Incorporated

Officers, directors, trustees, and key employees

SOURCE: IRS Form 990

Compensation
Other
Related
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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.

Grandeur of Grace Incorporated

Board of directors
as of 01/23/2024
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Christopher Brown

Villages for Vets, Inc.

Term: 2026 - 2021

Natasha E Schmidt

Caterpiller

Jared P Grandy

Consumers Energy

Chales Buford

Lightyear Solar

Matt France

Public Service Company of Oklahoma

Ryan Hardy

Veteran Vinyl

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 ? Yes
  • 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 1/23/2024

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
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Female
Disability status
Person with a disability

The organization's co-leader identifies as:

Race & ethnicity
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Female
Disability status
Person with a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

Equity strategies

Last updated: 01/23/2024

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 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.
Policies and processes
  • 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.