Protecting public employees who protect our environment, natural resources and public health.

aka PEER   |   Silver Spring, MD   |
GuideStar Charity Check


EIN: 93-1102740


PEER protects public employees who protect our environment. We are a service organization for environmental and public health professionals, land managers, scientists, enforcement officers and other civil servants dedicated to upholding environmental laws and values. We work with current and former federal, state, local and tribal employees.

Ruling year info


Principal Officer

Tim Whitehouse

Main address

962 Wayne Avenue Suite 610

Silver Spring, MD 20910 USA

Show more contact info



Subject area info


Population served info


Military personnel


Emergency responders

NTEE code info

Professional Societies & Associations (C03)

What we aim to solve

SOURCE: Self-reported by organization

PEER believes that our nation’s public health and environment are best protected by a government workforce that embraces the ideals of transparency, inclusion, and accountability. That is why we vigorously defend environmental whistleblowers in government and partner with current and former government employees who want to make a difference in the world around them. Our work is urgent. Climate change, biodiversity loss, and toxic pollution are all occurring in the context of governments' weakening ability to address these crises. This has been caused in part by a decline in scientific integrity in government, the capture of many government agencies by special interests, and rising distrust in many parts of the country of government programs and agencies.

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?

Defend Public Employees

PEER provides legal counsel, assistance and representation to public employees who may face retaliation for speaking out for higher standards of scientific integrity, environmental ethics, and accountability in government.

Population(s) Served

Where we work

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 public employees represented either through formal legal agreements or through technical consultation

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

Defend Public Employees

Type of Metric

Output - describing our activities and reach

Direction of Success


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.

We envision a future in which government agencies work to protect the environment, natural
resources, and public health in ways that are transparent, legal, based in sound science,
equitable, and free of undue political influence.

1. Protect public employees. We use all legal and administrative means and apply public and political pressure to support employees who suffer retaliation or other negative consequences because of their work protecting the environment.
2. Increase government transparency. Maintaining government transparency is essential for environmental protection and to ensure that government serves the public good. PEER works with current and former government employees, usually anonymously, to address issues through official channels and bring hidden information into the light of day.
3. Improve laws and regulations. PEER engages in litigation and advocacy to ensure the enforcement and implementation of environmental laws, the use of sound science in decision-making, and adherence to the rule of law. We work to provide solutions to environmental problems both nationally and locally.
4. Expand collaboration with other groups. Building lasting change requires coalitions working toward common goals. PEER partners with groups on projects and litigation and provides counsel to other nonprofits within our areas of expertise.
5. Elevate lesser heard voices. Finding solutions to environmental problems requires the involvement of marginalized and disempowered communities. PEER works with current and former government employees to elevate the voices of individuals, communities, and local coalitions often unheard.

→A dedicated legal defense team with deep experience and knowledge of public sector
employment law and environmental litigation.
→ An uncompromising approach to whistleblower defense and environmental litigation.
→ Connections to current and former government employees who help guide our work.
→ A dedicated, compassionate, and professional staff who represent clients zealously
without charge.
→ A deep understanding of complex legal and political systems.
→ A commitment to elevating diverse perspectives and supporting the environmental
justice work of marginalized and historically disempowered communities.

Today, whistleblowers matter more than ever in efforts to protect public health and the environment. They are also integral in the free flow of information to the public about government goals and operations. That’s why defending public employees who report wrongdoing is the most important thing PEER does. PEER us currently litigating on behalf of employees at the Environmental Protection Agency, the US Geological Survey, and Colorado Department of Public Health and Environment among many others.

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 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

  • 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 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 act on the feedback we receive, We share the feedback we received with the people we serve

  • 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, It is difficult to identify actionable feedback


Fiscal year: Oct 01 - Sep 30
Financial documents
2021 2021 Audited Financial Statement (October 2021 – September 2022)
done  Yes, financials were audited by an independent accountant. info

Revenue vs. expenses:  breakdown

SOURCE: IRS Form 990 info
Note: When component data are not available, the graph displays the total Revenue and/or Expense values.

Liquidity in 2022 info

SOURCE: IRS Form 990


Average of 5.87 over 10 years

Months of cash in 2022 info

SOURCE: IRS Form 990


Average of 7.3 over 10 years

Fringe rate in 2022 info

SOURCE: IRS Form 990


Average of 15% over 10 years

Funding sources info

Source: IRS Form 990

Assets & liabilities info

Source: IRS Form 990

Financial data

SOURCE: IRS Form 990


Revenue & expenses

Fiscal Year: Oct 01 - Sep 30

SOURCE: IRS Form 990 info

Fiscal year ending: cloud_download Download Data


Balance sheet

Fiscal Year: Oct 01 - Sep 30

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


Financial trends analysis Glossary & formula definitions

Fiscal Year: Oct 01 - Sep 30

SOURCE: IRS Form 990 info

This snapshot of PUBLIC EMPLOYEES FOR ENVIRONMENTAL RESPONSIBILITY INC’s financial trends applies Nonprofit Finance Fund® analysis to data hosted by GuideStar. While it highlights the data that matter most, remember that context is key – numbers only tell part of any story.

Created in partnership with

Business model indicators

Profitability info 2018 2019 2020 2021 2022
Unrestricted surplus (deficit) before depreciation $660,689 -$44,028 $296,625 $25,869 -$614,286
As % of expenses 63.3% -4.4% 24.2% 2.0% -34.9%
Unrestricted surplus (deficit) after depreciation $660,316 -$44,556 $286,480 $13,859 -$631,861
As % of expenses 63.2% -4.4% 23.2% 1.0% -35.5%
Revenue composition info
Total revenue (unrestricted & restricted) $1,273,818 $1,180,747 $1,293,090 $1,323,121 $1,177,028
Total revenue, % change over prior year -12.6% -7.3% 9.5% 2.3% -11.0%
Program services revenue 29.5% 12.5% 18.9% 28.3% 2.0%
Membership dues 0.0% 0.0% 0.0% 0.0% 0.0%
Investment income 0.3% 1.9% 0.8% 0.2% 0.2%
Government grants 0.0% 0.0% 9.5% 0.0% 0.0%
All other grants and contributions 70.0% 85.6% 70.7% 71.5% 97.7%
Other revenue 0.2% 0.0% 0.1% 0.0% 0.1%
Expense composition info
Total expenses before depreciation $1,044,031 $1,010,534 $1,226,106 $1,313,041 $1,760,609
Total expenses, % change over prior year 26.0% -3.2% 21.3% 7.1% 34.1%
Personnel 49.0% 59.8% 58.9% 59.0% 59.9%
Professional fees 29.3% 22.3% 25.9% 26.8% 24.5%
Occupancy 7.2% 7.6% 6.1% 5.8% 4.5%
Interest 0.0% 0.0% 0.0% 0.0% 0.0%
Pass-through 0.0% 0.0% 0.0% 0.0% 0.0%
All other expenses 14.5% 10.3% 9.0% 8.4% 11.0%
Full cost components (estimated) info 2018 2019 2020 2021 2022
Total expenses (after depreciation) $1,044,404 $1,011,062 $1,236,251 $1,325,051 $1,778,184
One month of savings $87,003 $84,211 $102,176 $109,420 $146,717
Debt principal payment $0 $0 $0 $0 $0
Fixed asset additions $0 $10,666 $26,635 $0 $18,244
Total full costs (estimated) $1,131,407 $1,105,939 $1,365,062 $1,434,471 $1,943,145

Capital structure indicators

Liquidity info 2018 2019 2020 2021 2022
Months of cash 8.6 11.4 12.5 11.1 4.8
Months of cash and investments 8.6 11.4 12.5 11.1 4.8
Months of estimated liquid unrestricted net assets 9.3 8.9 10.0 9.5 2.8
Balance sheet composition info 2018 2019 2020 2021 2022
Cash $751,584 $963,064 $1,276,101 $1,217,687 $701,384
Investments $270 $279 $3,152 $572 $603
Receivables $356,443 $235,325 $0 $0 $896
Gross land, buildings, equipment (LBE) $9,414 $20,080 $46,715 $50,095 $68,339
Accumulated depreciation (as a % of LBE) 94.4% 46.9% 41.9% 63.0% 71.9%
Liabilities (as a % of assets) 14.4% 7.8% 9.1% 10.3% 17.1%
Unrestricted net assets $805,310 $760,754 $1,047,234 $1,061,093 $429,232
Temporarily restricted net assets $264,768 $479,058 N/A N/A N/A
Permanently restricted net assets $0 $0 N/A N/A N/A
Total restricted net assets $264,768 $479,058 $249,417 $236,513 $260,059
Total net assets $1,070,078 $1,239,812 $1,296,651 $1,297,606 $689,291

Key data checks

Key data checks info 2018 2019 2020 2021 2022
Material data errors No No No No No


The people, governance practices, and partners that make the organization tick.

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

Principal Officer

Tim Whitehouse

Number of employees

Source: IRS Form 990


Officers, directors, trustees, and key employees

SOURCE: IRS Form 990

Show data for fiscal year
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.


Board of directors
as of 05/01/2023
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Professor Richard Steiner

Professor of Environmental Conservation at University of Alaska

Louis Clark

Government Accountability Project

Darrell Carrington

Carrington and Associates

Christine Berg MD

National Institutes of Health

Alexandra Bueno

Venus & Bowling Litigation Attorney

Frank Buono

National Park Service

Ben Lomeli

Bureau of Land Management

Edward Patrovsky

Law Enforcement Ranger

Adrian Treves PhD

Professor of Conservation at University of Wisconsin

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? No

Organizational demographics

SOURCE: Self-reported; last updated 5/1/2023

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
Gender identity
Sexual orientation
Heterosexual or straight
Disability status
Person without a disability

Race & ethnicity

Gender identity


Sexual orientation


We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 05/01/2023

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

  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
Policies and processes
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • 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.