EVANGELICAL LUTHERAN CHURCH IN AMERICA HQ Parent
Gods Work. Our Hands.
EVANGELICAL LUTHERAN CHURCH IN AMERICA
EIN: 41-1568278
as of November 2023
as of November 13, 2023
Programs and results
Reports and documents
Download other documentsWhat we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
ELCA World Hunger
More than 820 million people - that's about 11 percent of people in our world today - are hungry. As members of the ELCA, we are called to respond. We are a church that rolls up our sleeves and gets to work.
Working with and through our congregations, in the United States, Puerto Rico and the U.S. Virgin Islands Lutheran churches overseas and other partners, ELCA World Hunger is uniquely positioned to reach communities in need. From health clinics to microloans, water wells to animal husbandry, community meals to advocacy, your gifts to ELCA World Hunger make it possible for the ELCA to respond, supporting sustainable solutions that get at the root causes of hunger and poverty. - See more at: http://www.elca.org/hunger
Lutheran Disaster Response
Lutheran Disaster Response shares God's hope, healing and renewal with people whose lives have been disrupted by disasters in the United States and around the world. When the dust settles and the headlines change, we stay to provide ongoing assistance to those in need.
We are a church that is a catalyst, convener and bridge builder. Lutheran Disaster Response collaborates with other disaster response organizations and religious entities in the United States and around the world. This enables the greatest stewardship of resources and maximum impact of response. We are a welcome partner because we respect the perspectives and strengths of others.
We believe every response needs to be rooted in the community; we work to accompany that community from immediate relief through long-term recovery. We partner internationally with companion churches and other Lutheran and ecumenical relief agencies, and domstically with a vast network of affiliates and partners.
ELCA Fund for Leaders
The ELCA Fund for Leaders scholarship program supports students attending ELCA seminaries. By making seminary more affordable, the ELCA Fund for Leaders enables more future ministers to go to seminary and helps them graduate with less debt, empowering those whom God calls into ministry to go and serve as the church needs and the Holy Spirit leads.
International Leaders/International Women Leaders
The ELCA International Leadership Development Program seeks to enhance the capacity of the global church for mission and ministry. The program provides financial awards to support the short- and long-term academic training of established and emerging leaders in global companion churches and institutions. After their studies, students return to their home countries ready to assume important leadership roles — from becoming a bishop to winning the Nobel Peace Prize.
The ELCA believes the time has come for a strong, strategic emphasis on supporting and empowering international women leaders in the life and development of the church and society. Through the International Women Leaders program, we are boldly investing in established and emerging women leaders from our global companion churches.
Missionary Personnel and Young Adults in Global Mission
Over 240 ELCA missionaries serve in more than 40 countries around the world, invited by global church partners to work together hand-in-hand. Mission personnel serve in the spirit of accompaniment, walking alongside global companions in a manner that practices mutuality, interdependence and solidarity. Some are doctors in rural areas. Others teach children where there are few opportunities to go to school, or work in seminaries that prepare pastors and future church leaders. Others support, nurture and preach in some of the fastest growing Lutheran congregations in the world.
And still others are young adults, engaging in a life-changing, year-long experience through the Young Adults in Global Mission (YAGM). Every year, young adults ranging in age from 21 to 29 accept a call into a life-changing year of service in communities around the world. During this year, the young adults engage in relationships of mutuality, interdependence, solidarity and trust.
Where we work
External reviews

Videos
Our results
How does this organization measure their results? It's a hard question but an important one.
Evaluation documents
Download evaluation reportsTotal dollar amount of scholarship awarded
This metric is no longer tracked.Totals By Year
Population(s) Served
Lutherans, Students
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
ELCA Fund for Leaders is an endowment-based scholarship program that provides support to seminarians studying to be ELCA pastors and deacons.
Number of active missionaries
This metric is no longer tracked.Totals By Year
Population(s) Served
Economically disadvantaged people, Immigrants and migrants, At-risk youth, Students, People with diseases and illnesses
Type of Metric
Output - describing our activities and reach
Direction of Success
Holding steady
Context Notes
ELCA missionaries are invited by our companion churches and sent by the ELCA. They walk hand in hand with our companions around the world, serving in a variety of capacities.
Goals & Strategy
Reports and documents
Download strategic planLearn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
ELCA's "Future Church" vision: A world experiencing the difference God’s grace and love in Christ makes for all people and creation.
The ELCA’s general DEI goals are to increase diversity by becoming newer, younger, and more diverse. To that end our strategy includes:
• specifically engaging diverse professional organizations, students, and diverse internal and external networks for employment opportunities in the churchwide organization
• requiring a diverse candidate pool when engaging executive search firms
• developing goals for management level performance reviews which include a focus on leading through a DEI lens
• implementation of leadership development, mentoring and succession planning programs which target and engage employees from diverse backgrounds
• DEI leadership coaching for the executive administrative team
The ways we track progress toward these DEI goals:
• Post programmatic evaluation and feedback of leadership development programs
• Periodic pulse surveys of employee base
• Employee demographic reports
• Employee exit interviews
What are the organization's key strategies for making this happen?
The 2016 Churchwide Assembly adopted a resolution to create a task force composed entirely of persons of color from regions and synods across the country, so that the views and voices of this church so often unheard or unheeded might benefit the whole church. The task force has discerned a call to engage these opportunities more fully, deepening our work, our journey, and our joy as our church moves. The task force created the Strategically Authentic Diversity. This document will offer the task force’s working definition of authentic diversity, provide a theological frame for the discussion, name the need for healing, address the question of structural accountability, examine our theological education and leadership development, and reflect upon our relationships with full communion, ecumenical, and interreligious partners and their related agencies. Finally, it will propose a set of recommendations in each of these areas.
To achieve our DEI goals, our strategy includes:
• specifically engaging diverse professional organizations, students, and diverse internal and external networks for employment opportunities in the churchwide organization
• requiring a diverse candidate pool when engaging executive search firms
• developing goals for management level performance reviews which include a focus on leading through a DEI lens
• implementation of leadership development, mentoring and succession planning programs which target and engage employees from diverse backgrounds
• DEI leadership coaching for the executive administrative team
The ways we track progress toward these DEI goals:
• Post programmatic evaluation and feedback of leadership development programs
• Periodic pulse surveys of employee base
• Employee demographic reports
• Employee exit interviews
What are the organization's capabilities for doing this?
What have they accomplished so far and what's next?
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 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 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, The people we serve tell us they find data collection burdensome, Staff find it hard to prioritize feedback collection and review due to lack of time
Financials
Financial documents
Download audited financialsOperations
The people, governance practices, and partners that make the organization tick.
Documents
Presiding Bishop
Rev. Elizabeth Eaton
The Rev. Elizabeth A. Eaton was reelected to serve a second six-year term as ELCA presiding bishop at the 2019 ELCA Churchwide Assembly. Eaton is the ELCA’s fourth presiding bishop and was first elected at the 2013 ELCA Churchwide Assembly. Eaton earned a Master of Divinity degree from Harvard Divinity School and a Bachelor of Music Education degree from the College of Wooster.
As chief ecumenical officer of the ELCA, she represents this church in a wide range of ecumenical and interfaith settings. As presiding bishop, Eaton travels extensively, representing the ELCA in a variety of capacities. This has included a visit to a Syrian refugee camp, commemorating the 500th anniversary of the Reformation with Lutherans from around the world in Namibia and participating in an ecumenical service commemorating the Reformation in the Lund, Sweden, cathedral with Pope Francis; visiting with migrants in Honduras; and attending the fifth consultation of women pastors and theologians in Tanzania.
There are no officers, directors or key employees recorded for this organization
There are no highest paid employees recorded for this organization.
EVANGELICAL LUTHERAN CHURCH IN AMERICA
Board of directorsas of 05/15/2023
Board of directors data
Imran Siddiqui
ELCA Vice President
Term: 2022 - 2028
Lisa Ahlness
Western North Dakota Synod
Kevin D. Anderson
Metropolitan Washington, D.C. Synod
Tracie Bartholomew
Chair, ELCA Conference of Bishops
Tracey A. Beasley
Southeastern Pennsylvania Synod
Marcus A. Bigott
Southwestern Texas Synod
Nick M. Billardello
Northern Texas-Northern Louisiana Synod
Susan D. Boxberger
Central States Synod
Heather E. Brown
Northwest Synod of Wisconsin
Jamie L. Bruesehoff
New Jersey Synod
Bill H. Callister
Northern Illinois Synod
Leroy Cannon
South Carolina Synod
Karn Carroll
Grand Canyon Synod
Divine .
Nebraska Synod
Elizabeth A. Eaton
Presiding Bishop, ELCA
Joanne E. Engquist
Northwest Washington Synod
Lori Fedyk
ELCA Treasurer
Kerry Fehrman
East-Central Synod of Wisconsin
Sheena R. Foster
Metropolitan Washington, D.C. Synod
Hans W. Giller
Northwestern Ohio Synod
Emily K. Hartner
North Carolina Synod
Kristy K. Henriksen
Southwestern Minnesota Synod
Pamela J. Hoh
Upstate New York Synod
Cherrish A. Holland
Southwestern Minnesota Synod
Rindra Josoa
Rocky Mountain Synod
Gwendolyn S. King
Southeastern Pennsylvania Synod
David M. Lenz
Northeastern Ohio Synod
Tara R. Lynn
Southwestern Pennsylvania Synod
Olivia L. Martin-Call
Northwestern Pennsylvania Synod
Mitchell S. McCartney
Nebraska Synod
Joel A. Miller
La Crosse Area Synod
Ethan G. Miller-Perez
South Carolina Synod
Keoni R. Newman
Greater Milwaukee Synod
Kari Alice Olsen
St. Paul Area Synod
Ivan A. Perez
Metropolitan Chicago Synod
Linda C. Rivera
Florida-Bahamas Synod
Sue E. Rothmeyer
ELCA Secretary
Noah F. Roux
Upper Susquehanna Synod
Valerie J. Shaw
Southwest California Synod
Imran M. Siddiqui
ELCA Vice President
Andraine A. Sinaga
Rocky Mountain Synod
Loren A. Solberg
Northeastern Minnesota Synod
Kjersten L. Sullivan
North/West Lower Michigan Synod
Loni M. Taylor
Montana Synod
Jennifer E. Trom
Oregon Synod
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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? No -
Board composition
Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? No -
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
Sexual orientation
Disability
No data