PUBLIC EMPLOYEES FOR ENVIRONMENTAL RESPONSIBILITY INC
Protecting public employees who protect our environment, natural resources and public health.
PUBLIC EMPLOYEES FOR ENVIRONMENTAL RESPONSIBILITY INC
EIN: 93-1102740
as of September 2023
as of September 18, 2023
Programs and results
Reports and documents
Download annual reports Download other documentsWhat we aim to solve
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
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.
Where we work
External reviews

Videos
Our results
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
Increasing
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?
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.
What are the organization's key strategies for making this happen?
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.
What are the organization's capabilities for doing this?
→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.
What have they accomplished so far and what's next?
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
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 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
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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 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
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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
Financials
Financial documents
Download audited financialsRevenue vs. expenses: breakdown
Liquidity in 2022 info
4.95
Months of cash in 2022 info
4.8
Fringe rate in 2022 info
19%
Funding sources info
Assets & liabilities info
Financial data
PUBLIC EMPLOYEES FOR ENVIRONMENTAL RESPONSIBILITY INC
Revenue & expensesFiscal Year: Oct 01 - Sep 30
PUBLIC EMPLOYEES FOR ENVIRONMENTAL RESPONSIBILITY INC
Balance sheetFiscal Year: Oct 01 - Sep 30
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.
PUBLIC EMPLOYEES FOR ENVIRONMENTAL RESPONSIBILITY INC
Financial trends analysis Glossary & formula definitionsFiscal Year: Oct 01 - Sep 30
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 |
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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 |
Operations
The people, governance practices, and partners that make the organization tick.
Documents
Principal Officer
Tim Whitehouse
Number of employees
Source: IRS Form 990
PUBLIC EMPLOYEES FOR ENVIRONMENTAL RESPONSIBILITY INC
Officers, directors, trustees, and key employeesSOURCE: IRS Form 990
Compensation data
There are no highest paid employees recorded for this organization.
PUBLIC EMPLOYEES FOR ENVIRONMENTAL RESPONSIBILITY INC
Board of directorsas of 05/01/2023
Board of directors data
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
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? 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
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
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 05/01/2023GuideStar 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.
- 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.