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140 E 45TH ST STE 21
New York NY 10017-7174
New York NY | IRS ruling year: 2008 | EIN: 61-1556042
A NATIONWIDE MENTORING PROGRAM DEDICATED TO HELPING VETERANS TRANSITION FROM THE ARMED SERVICES TO PRIVATE ENTERPRISE THROUGH CAREER COUNSELING AND NETWORKING WITH P ... (More)
A NATIONWIDE MENTORING PROGRAM DEDICATED TO HELPING VETERANS TRANSITION FROM THE ARMED SERVICES TO PRIVATE ENTERPRISE THROUGH CAREER COUNSELING AND NETWORKING WITH PROFESSIONALS FROM SOME OF AMERICA'S FINEST CORPORATIONS AND UNIVERSITIES (Less)
Great
This charity's score is 100%, earning it a Four-Star rating. If this organization aligns with your passions and values, you can give with confidence.
This overall score is calculated from multiple beacon scores: 85% Accountability & Finance, 10% Leadership & Adaptability, 5% Culture & Community. Learn more about our criteria and methodology.
We recognize that not all metrics and beacons equally predict a charity’s success. The percentage each beacon contributes to the organization’s overall rating depends on the number of beacons an organization has earned.
Use the tool below to select different beacons to see how the weighting shifts when only one, two, or three beacons are earned.
Rating histories are available for a growing number of rated organizations. Check back later to see if this organization has a rating history!
The IRS is significantly delayed in processing nonprofits' annual tax filings (Forms 990). As a result, the Accountability & Finance score for American Corporate Partners is outdated and the overall rating may not be representative of its current operations. Please check with the charity directly for any questions you may have.
American Corporate Partners has earned a 100% for the Accountability & Finance beacon. See the metrics below for more information.
This beacon provides an assessment of a charity's financial health (financial efficiency, sustainability, and trustworthiness) and its commitment to governance practices and policies.
This Accountability & Finance score represents IRS Form 990 data up until FY 2020, which is the most recent Form 990 currently available to us.
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Full Credit
Partial Credit
No Credit
Not ApplicableBoard Composition - 11/13 - 25/25 ptsBoard Composition - 11/13 - 25/25 pts
Charity Navigator looks for at least 3 board members, with more than 50% of those members identified as independent (not salaried).
The presence of an independent governing body is strongly recommended by many industry professionals to allow for full deliberation and diversity of thinking on governance and other organizational matters.
Source: IRS Form 990
Independent Audit or Financial Review - Audited - 20/20 ptsIndependent Audit or Financial Review - Audited - 20/20 pts
An Audit, Review, or Compilation provides important information about financial accountability and accuracy. Organizations are scored based on their Total Revenue Amount:
| Total Revenue Amount | Expectation to Receive Credit |
|---|---|
| $1 million or higher | Expected to complete an audit |
| $500,000 - $1 million | Expected to complete an audit, review, or compilation |
| Less than $500,000 | No expectation (removed from scoring methodology) |
Source: IRS Form 990
Conflict of Interest Policy - Listed - 3/3 ptsConflict of Interest Policy - Listed - 3/3 pts
Charity Navigator looks for the existence of a conflict of interest policy on the Form 990 as an accountability and transparency measure.
This policy protects the organization and by extension those it serves, when it is considering entering into a transaction that may benefit the private interest of an officer, director and/or key employee of the organization.
Source: IRS Form 990
Board Meeting Minutes - Documented - 3/3 ptsBoard Meeting Minutes - Documented - 3/3 pts
Charity Navigator looks to confirm on the Form 990 that the organization has this process in place as an accountability and transparency measure.
An official record of the events that take place during a board meeting ensures that a contemporaneous document exists for future reference.
Source: IRS Form 990
Document Retention and Destruction - Listed - 3/3 ptsDocument Retention and Destruction - Listed - 3/3 pts
Charity Navigator looks for the existence of a document retention and destruction policy per the Form 990 as an accountability and transparency measure.
This policy establishes guidelines for the handling, backing up, archiving and destruction of documents. These guidelines foster good record keeping procedures that promote data integrity.
Source: IRS Form 990
Whistleblower Policy - Listed - 3/3 ptsWhistleblower Policy - Listed - 3/3 pts
Charity Navigator looks for the existence of a whistleblower policy per the Form 990 as an accountability and transparency measure.
This policy outlines procedures for handling employee complaints, as well as a confidential way for employees to report financial or other types of mismanagement.
Source: IRS Form 990
Website - Listed - 3/3 ptsWebsite - Listed - 3/3 pts
Charity Navigator looks for a website on the Form 990 as an accountability and transparency metric.
Nonprofits act in the public trust and reporting publicly on activities is an important component.
Source: IRS Form 990
Full CreditPartial CreditNo CreditNot ApplicableLiabilities to Assets Ratio - 4.44% - 15/15 ptsLiabilities to Assets Ratio - 4.44% - 15/15 pts
The Liabilities to Assets Ratio is determined by Total Liabilities divided by Total Assets (most recent 990). This ratio is an indicator of an organization’s solvency and/or long-term sustainability.
| Liabilities to Assets Ratio | Amount of Credit Received |
|---|---|
| Less than 50% | Full Credit |
| 50% - 59.9% | Partial Credit |
| 60% or more | No Credit |
Source: IRS Form 990
Program Expense Ratio - 86.75% - 25/25 ptsProgram Expense Ratio - 86.75% - 25/25 pts
The Program Expense Ratio is determined by Program Expenses divided by Total Expense (average of most recent three 990s). This measure reflects the percent of its total expenses a charity spends on the programs and services it exists to deliver.
| Program Expense Percentage | Amount of Credit Received |
|---|---|
| 70% or higher | Full Credit |
| 60% - 69.9% | Partial Credit |
| 50% - 59.9% | Zero Points for Program Expense Score |
| Below 50% | Zero Points for Both Program Expense AND Liabilities to Assets Scores |
Source: IRS Form 990
This chart displays the trend of revenue and expenses over the past several years for this organization, as reported on their IRS Form 990.
Presented here are up to five of this organization's highest compensated employees. This compensation data includes salary, cash bonuses, and expense accounts and is displayed exactly how it is reported to the IRS. The amounts do not include nontaxable benefits, deferred compensation, or other amounts not reported on Form W-2. In some cases, these amounts may include compensation from related organizations. Read the IRS policies for compensation reporting
Source: IRS Form 990 (page 7), filing year 2020
Below are some key data points from the Exempt Organization IRS Business Master File (BMF) for this organization. Learn more about the BMF on the IRS website
Activities:
Activity data not reported from the IRS
Foundation Status:
Organization which receives a substantial part of its support from a governmental unit or the general public 170(b)(1)(A)(vi) (BMF foundation code: 15)
Affiliation:
Independent - the organization is an independent organization or an independent auxiliary (i.e., not affiliated with a National, Regional, or Geographic grouping of organizations). (BMF affiliation code: 3)
The Form 990 is a document that nonprofit organizations file with the IRS annually. We leverage finance and accountability data from it to form Encompass ratings. Click here to search for this organization's Forms 990 on the IRS website (if any are available). Simply enter the organization's name (American Corporate Partners) or EIN (611556042) in the 'Search Term' field.
This organization was impacted by COVID-19 in a way that effected their financial health in 2020. This normally would have reduced their star rating. Due to the unprecedented nature of the pandemic, we give charities such as this one the opportunity to share the story of COVID's impact on them, and doing this pauses our revision of their rating. Charities may submit their own pandemic responses through their nonprofit portal.
American Corporate Partners reported being impacted by COVID-19 in the following ways:
rapid program growth
How COVID-19 impacted the organization's operations financially:
The current pandemic has significantly impacted ACP's programs, operations, and community. During an average year, we see a regular flow of active-duty military personnel, active-duty military spouses, and various post 9/11 veterans who might be struggling to adapt to the private sector. In the past two years, we have received 40% more applications. We surmise that many of these veteran applicants are coming to us to navigate COVID economic changes. Our veteran's job search and professional development present a unique challenge during the pandemic, and they depend more than ever on the virtual support of ACP and its volunteer mentors to ease that struggle. To meet this increased need for volunteer mentors, ACP depends on the financial support of its corporate partners and citizens from around the country. But, we also need the support of grants to bring in mentors, especially in niche career fields. ACP has hired 11 additional associates to manage our growing caseloads.
How COVID-19 impacted the organization's delivery of programs:
ACP is very fortunate; our mentorship pairing process has always focused on placing mentors and proteges together based on relevant career fits versus locations. Over 90% of ACP's mentorships are long-distance. While the COVID crisis and its economic fallout have sharply increased our protege applications, our mentorships have remained intact. Our pairs can connect safely using technology. ACP's approach has always been innovative and unique in many ways. Our team could not have anticipated how the pandemic would change our lives; our leadership's forward-thinking helped maintain our current mentorships and expand our programs to help our veteran's growing need for support. ACP's resourcefulness has become especially important as the job market keeps shifting. Our mentors are also helping our veterans navigate their professional challenges during these unconventional times.
How this organization adapted to changing conditions caused by COVID-19:
ACP’s approach is innovative and unique in many ways. As expressed in our initial response, 90% of our pairs work together in long-distance, career-fitted mentorships. ACP also ensures that any veteran or military spouse coming to us is paired with career-aligned mentors, as we feel these pairings equate to long-term career-related success for our veterans. During COVID, ACP increased our virtual, career-fitted pairings to 100% virtual.
Innovations the organization intends to continue permanently after the pandemic:
ACP has always been prominently virtual. We are placing career-fit above location. Our team will continue pairing using this model, which has at least 90% of our pairs working together using phone calls, email, and video conferencing tools as the primary methods of communication between the mentor and their veterans or military spouses. Additionally, pre-COVID ACP is held in-person events throughout the United States. Our team has successfully shifted to holding virtual webinars and career fairs every Wednesday. We will continue with this practice as we are receiving great feedback and attendance.
Not Currently Scored
American Corporate Partners cannot currently be evaluated by our Impact & Results methodology because either (A) it is eligible, but we have not yet received data; (B) we have not yet developed an algorithm to estimate its programmatic impact; (C) its programs are not direct services; or (D) it is not heavily reliant on contributions from individual donors.
Note: The absence of a score does not indicate a positive or negative assessment, it only indicates that we have not yet evaluated the organization.
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American Corporate Partners reported its largest program on its FY 2020 Form 990 as:
Spent in most recent FY
Percent of program expenses
ACP'S MENTORING PROGRAM PROVIDES MENTORSHIP, CAREER COUNSELING AND NETWORKING OPPORTUNITIES TO VETERANS AND ACTIVE DUTY MILITARY SPOUSES.
American Corporate Partners has earned a 100% for the Culture & Community beacon. See the metrics below for more information.
This beacon provides an assessment of the organization's culture and connectedness to the community it serves.
Learn more
Full CreditPartial CreditNo CreditNot ApplicableConstituent Feedback - Data Available - 100/100 ptsConstituent Feedback - Data Available - 100/100 pts
100% of beacon score
This organization reported that it is collecting feedback from the constituents and/or communities it serves. Charity Navigator believes nonprofit organizations that engage in inclusive practices, such as collecting feedback from the people and communities they serve, may be more effective.
Who are the people you serve with your mission? Describe briefly.
ACP serves a diverse group of veterans and active-duty military spouses. -75% of ACP’s Veterans are Enlisted, and 25% are Officers -Branches: 45% US Army, 21% US Navy, 17% US Air Force, 16% US Marine Corps, and 1 % US Coast Guard -ACP’s Ethnicity/Racial background of Veterans: 51% White, 23% Black/African American, 16% Hispanic/Latinx, 7% Pacific Islander/Asian, 2% Native American, and 2% Other -27% of ACP Veterans have identified as having a seen or unseen service-related injury -80% of ACP’s Veterans identified as Male and 20% identified as Female -26% of ACP Veterans are 30 or younger, and 42% are 40 or older -Educational background of ACP Veterans: 37% have less than a 4-year degree, 34% have a Bachelor’s Degree, and 28% have a Graduate Degre
How is your organization collecting feedback from the people you serve?
SMS text surveys, Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Case management notes, Suggestion box/email
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
With whom does your organization share the feedback you got from the people you serve?
The people we serve, Our staff, Our board, Our funders, Our community partners
How has asking for feedback from the people you serve changed your relationship with them or shifted power - over decisions, resources, rules or in other ways - to them?
While collecting data on all ACP’s participants, we have found that women, military spouses, and those with seen and unseen wounds have different challenges with their professional development. In addition, ACP recently launched a pilot program to ensure that if any of our program’s 41% minority participants requests to work with a mentor of the same ethnic background, we can provide them a mentor. ACP's sub-programs were all developed and implemented due to both qualitative and quantitative data and feedback collected by our team. ACP’s team also listens to our participants on their referral sources and additional programs being used. This helps us provide our mentors and team members with the best resources, veteran hiring programs, and partnerships.
What challenges does your organization face in collecting feedback from the people you serve?
We don't have any major challenges to collecting feedback
Briefly describe a recent change that your organization made in response to feedback from the people you serve.
ACP’s data shows that over 41% of our veterans and military spouses identify as other than white. Through the data collected and feedback received during our initial onboarding process, some participants requested to work with a mentor of the same ethnic background. As a result, we have recently implemented a pilot program to ensure any veteran or military spouse who would like to work with a mentor of their same ethnicity will have the opportunity. We are monitoring the data from this program to track its success and make any needed changes.
Equity Practices - Data Available - UnscoredEquity Practices - Data Available - Unscored
The organization reported that it is currently only implementing 2 Equity Practices. At this time, organizations must implement 3 or more of these practices in order to be scored on this metric. Charity Navigator believes nonprofit organizations implementing effective equity policies and practices can enhance a nonprofit's decision-making, staff motivation, innovation, and effectiveness.
Equity Practices (1/7) | |
|---|---|
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. | |
Equity Policies and Procedures (1/7) | |
|---|---|
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. | |
American Corporate Partners has earned a 100% for the Leadership & Adaptability beacon. See the metrics below for more information.
This beacon provides an assessment of the organization's leadership capacity, strategic thinking and planning, and ability to innovate or respond to changes in constituent demand/need or other relevant social and economic conditions to achieve the organization's mission.
Learn more
Full CreditPartial CreditNo CreditNot ApplicableMission - 10/10 ptsMission - 10/10 pts
The nonprofit organization presents evidence of strategic thinking through articulating the organization's mission
American Corporate Partners (ACP) is a national nonprofit organization focused on helping returning veterans and active-duty spouses find their next careers through one-on-one mentoring, networking, and online career advice. More than 1 million veterans are expected to transition from the armed forces to civilian life over the next five years. ACP engages the American people in a unique volunteer opportunity to provide career guidance to returning military as they transition back into civilian life. We believe that the biggest issue facing our returning service members is not unemployment – it’s underemployment. ACP focuses on helping veterans and active-duty spouses find meaningful employment opportunities and develop long-term careers.
Vision - 10/10 ptsVision - 10/10 pts
The nonprofit organization presents evidence of strategic thinking through articulating the organization’s vision.
The greatest challenge to veterans is not unemployment but underemployment. Military branches offer their transitioning service members one week of basic exiting workshops. Because of this, many transitioning veterans experience unemployment at some point following their transition and, many times will take lower-paying jobs that don't match their skills or experience. Additionally, their career satisfaction and job retention rates are lower than their civilian counterparts, and depression and anxiety can be much higher. ACP is here to ensure servicemen and women secure careers that match their experience and skillset. We found that veterans gain the adequate knowledge and confidence to transition properly into the civilian sector with the long-term support of an industry professional. ACP veterans have higher starting salaries and higher retention rates; due to the guidance from their mentor and ACP.
Source: Nonprofit submitted responses
Goals - 20/20 ptsGoals - 20/20 pts
The nonprofit organization presents evidence of strategic thinking and goal setting through sharing their most important strategic goals.
Goal One: ACP has room for growth. With more than 1 million veterans are expected to transition out of the military in the next 5 years, expanding ACP's outreach efforts to the veteran and military community.
Goal Type: Grow, expand, scale or increase access to the existing programs and services.
Goal Two: ACP consistently collects both qualitative and quantitative data from our mentors and veterans. We analyze this information to create new programs and projects to appeal to the community we serve.
Goal Type: New program(s) based on observed changes in needs among our constituencies/communities served.
Goal Three: ACP relies on our corporate partnerships, individual donors, and grants to keep our mentorships free to our veterans. As we receive more veteran applications, we will need to expand our funding.
Goal Type: Grow, expand, scale or increase access to the existing programs and services.
Leadership Development - 15/15 ptsLeadership Development - 15/15 pts
The nonprofit provides evidence of investment in leadership development
ACP runs our organization very cost-effectively. Every aspect of our program is run internally by our associates. Our entire team begins their ACP employment focusing on learning all aspects of case management and how to support our mentorships properly. When case management is successfully mastered, our staff is encouraged to explore different roles within the organization. Our organizational projects are an excellent opportunity for our team to learn new skills and become leaders with side projects. While managing mentorships, our associates could be working on social media, web and design, outreach, corporate relations, fundraising, training and development, etc. Additionally, our management encourages the staff to work on their professional development and leadership skills through optional training or courses that the staff member wants to attend.
Mobilizing for Mission - 15/15 ptsMobilizing for Mission - 15/15 pts
The nonprofit provides evidence of leadership through focusing externally and mobilizing resources for the mission.
Strategic Partnerships
Networks of Collective Impact Efforts
Thought Leadership
Raising Awareness
Community Building
Half of ACP's board members have invested annually in volunteering as mentors to our veterans and military spouses in our program. Their volunteer experience gives our board members internal knowledge of our program to advocate for the ACP program across multiple platforms. The board member's personal experiences attest to our impact on our veteran community. Our staff is committed to assuring that our mentors and veterans are supported for the entire year of their mentorship. Additionally, our team is engaged in externally mobilizing our mission. Each staff member holds separate responsibilities outside of their mentorship caseload. The responsibilities are raising awareness of ACP's mission through partnerships with other VSOs, foundations, and corporations. Every external initiative is linked internally. Additionally, we market our program to veterans through our outreach program and social media accounts. We strive to bridge the gap in transitioning veterans.
Adaptability Story - 30/30 ptsAdaptability Story - 30/30 pts
The nonprofit has an opportunity to tell the story of how the organization adapted to tremendous external changes in the last year.
ACP has pivoted to adapt to many external changes in the past year. During the pandemic, the need for our program's support grew exponentially. ACP has received 40% more applications in the past two years. Due to the significant increase in applicants, it was necessary to hire additional staff to keep up with our programmatic needs. Additionally, the past 12 months proved challenging because of periodic unsafe COVID in-office conditions. Our staff shifted between working in person and virtually seamlessly. ACP's training team and new hires were able to work together using video conferencing tools, essentially relieving the existing staff's large workloads. ACP is very fortunate; our mentorship pairing process has always focused on placing mentors and proteges together based on relevant career fits versus locations. Over 90% of ACP's mentorships are long-distance. While the COVID crisis and its economic fallout have sharply increased our protege applications, our mentors have been able to help our transitioning veterans navigate the unprecedented civilian workforce changes. In the past, ACP held in-person career events throughout the United States; due to the social distancing concerns, we shifted to holding events virtually. It has been highly successful and has helped us reach a larger audience. Because of the success, we now hold virtual webinars and hiring events every Wednesday. While the past year has brought many external challenges, we have successfully pivoted the demands because of our leadership's forward-thinking.
Impact & Results
Accountability & Finance
Culture & Community
Leadership & Adaptability
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