Educational Institutions

Asian American Professional Association

  • Cerritos, CA
  • www.aapamentoring.com

This organization is a 501(c)(3) Private Nonoperating Foundation (This organization has notified the IRS of its intention to convert to a public charity, and the IRS has ruled that grantors and contributors may consider it a public charity for the purpose of making contributions to the organization.).

Mission Statement

We seek to inspire, develop, and promote Asian American Professionals to maximize their leadership potential.

Main Programs

  1. Biennial Leadership Symposium
  2. Mentoring Program
  3. Board Leadership Program
Service Areas

Self-reported

California

Cover all the major counties in Southern California: Ventura, Los Angeles, Riverside, San Bernadino, Orange, and San Diego

ruling year

2011

President since 2016

Self-reported

Mr. Francis Cheung

Keywords

Self-reported

Southern California Los Angeles Orange County

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Also Known As

AAPA

EIN

33-1065327

Contact

Cause Area (NTEE Code)

Management & Technical Assistance (B02)

IRS Filing Requirement

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

Programs + Results

How does this organization make a difference?

Overview

Self-reported by organization

For the past 17 years, AAPA has been dedicated to advancing Asian American professionals to become leaders in Corporate America. Over 75 passionate AAPA volunteer executives and educators provided the AAPA Mentoring Program and Board Leadership Program to over 1,000 professionals in Southern California. AAPA Mentoring Program has delivered 165 leadership development workshops, 64 speaker series sessions, 6 executive forums and 3 biennial leadership symposiums, a total of 666 hours of instructions and over 4,640 mentoring hours since 1999. Over 50% of the mentees received promotions after completion of the Mentoring Program. Twenty-five percent of the Board Leadership Program graduates now served on non-profit boards.

Programs

Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Program 1

Biennial Leadership Symposium

This annual leadership symposium serves to heighten awareness of the ongoing under-representation of Asian American & Pacific Islanders (API) in corporate leadership positions, and to discuss opportunities and career advancement challenges of APIs in the workplace.Speakers, noted researchers on Asian-American leadership issues, and expert panels will include executives and leaders from various business sectors and universities.

Category

Education

Population(s) Served

Adults

Asian/Pacific Islander

Budget

$90,000.00

Program 2

Mentoring Program

Each program participant is assigned a mentor, who is an experienced active or retired business executive to help the participants develop their business leadership capabilities.

Category

Education

Population(s) Served

Adults

Budget

$60,000.00

Program 3

Board Leadership Program

The AAPA Board Leadership Program (BLP) trains and develops professionals to serve on a governing board through a six month program. The BLP effectively addresses the growing need for greater representation of Asian Pacific Islanders and other minorities on non-profit boards, commissions, and other organizations.

Category

Education

Population(s) Served

Adults

Asian/Pacific Islander

Budget

$20,000.00

Results

Self-reported by organization

How does this organization measure their results? It's a hard question but an important one. These quantitative program results are self-reported by the organization, illustrating their committment to transparency, learning, and interest in helping the whole sector learn and grow.

1. Number of hours of coaching

Target Population
General/Unspecified, People of Asian descent

Connected to a Program?
Mentoring Program
TOTALS BY YEAR
Context notes for this metric
The Mentoring Program provided General Sessions, Leadership Workshops and One-on-One Mentoring. The Number of hours of coaching are based on the annual session and workshop hours offered to mentees.

2. Number of clients who self-report increased skills/knowledge after educational program/intervention

Target Population
General/Unspecified, People of Asian descent

Connected to a Program?
Mentoring Program
TOTALS BY YEAR
Context notes for this metric

3. Number of clients participating in educational programs

Target Population
General/Unspecified, People of Asian descent, People of Latin American descent

Connected to a Program?
Mentoring Program
TOTALS BY YEAR
Context notes for this metric
Number of Mentees

4. Number of attendees present at rallies/events

Target Population
No target populations selected

Connected to a Program?
Biennial Leadership Symposium
TOTALS BY YEAR
Context notes for this metric
Number of attendees at the biennial Leadership Symposium.

Charting Impact

Self-reported by organization

Five powerful questions that require reflection about what really matters - results.

  1. What is the organization aiming to accomplish?
    AAPA inspire, develop and promote Asian Americans and other minority professionals to maximize their career and leadership potential in Corporate America. Through AAPA's leadership development programs, corporations will have a pipeline of talented leaders and a more diverse workforce that reflects their clients, customers and partners, helping them to succeed in the competitive economy.
  2. What are the organization's key strategies for making this happen?
    1. Inspire and develop Asian Americans to maximize their career and leadership through a multi-year curriculum of researched based leadership development workshops and year-long one-on-one mentoring by the passionate and dedicated mentors.
    2. Influence the mindset of future leaders through exploring possibilities, sharing their success stories and deliberating on new approaches through a series of leadership symposium, executive forums and round table discussions.
    3. Partner with corporations and community organizations to develop pipelines of qualified and diverse leaders through partnership program and Board Leadership Program.
  3. What are the organization's capabilities for doing this?
    AAPA recruited over over 75 passionate and dedicated executives and senior managers who volunteer their time and share their life experience as mentors.
    AAPA developed a robust and continue improving curriculum of leadership development workshops based on academic research and real life experience.
    AAPA partner with other community service organizations to leverage common resources and build synergy in outreach and execution of workshops and events.
    AAPA established a Leadership Maturity Model to measure and monitor the performance and results of our participants.
  4. How will they know if they are making progress?
    AAPA measures our goals and performance on the following indicators:
    1. Are the AAPA programs effectively improving the participants' leadership skills and capabilities?
    2. Are the AAPA Mentees achieving their career and leadership goals and advancing their career?
    3. Are the AAPA Board Leadership Program participants prepared and capable to take on the important role of serving in non-profit boards?
    3. Is AAPA preparing and retaining our best mentors?
    5. Is AAPA providing values to our sponsors and donors as reflected in the growth and retention of sponsorship and donations?
    6. Is AAPA continue to grow and mature in our processes and practices in operating efficiency, financial visibility, diversity and adoption of non-profit organization best practices.
  5. What have and haven't they accomplished so far?
    AAPA has accomplished our stated goals. In 2017, we would like to offer our successful programs to other regions and locations in California, which will require additional sponsorship, donations and more dedicated mentors.
Service Areas

Self-reported

California

Cover all the major counties in Southern California: Ventura, Los Angeles, Riverside, San Bernadino, Orange, and San Diego

Social Media

External Reviews

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Financials

Financial information is an important part of gauging the short- and long-term health of the organization.

ASIAN AMERICAN PROFESSIONAL ASSOCIATION
Fiscal year: Jan 01-Dec 31

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Operations

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

Asian American Professional Association

Leadership

NEED MORE INFO ON THIS NONPROFIT?

Free: Gain immediate access to the following:
  • Address, phone, website and contact information
  • Forms 990 for 2014, 2013 and 2012
  • Board Chair and Board Members
  • Access to the GuideStar Community
Need the ability to download nonprofit data and more advanced search options? Consider a Premium or Pro Search subscription.

President

Mr. Francis Cheung

Governance

BOARD CHAIR

Francis Cheung

AAPA

BOARD LEADERSHIP PRACTICES

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section, which enables organizations and donors to transparently share information about essential board leadership practices. Self-reported by organization

Yes

BOARD ORIENTATION & 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?

No

CEO OVERSIGHT

Has the board conducted a formal, written assessment of the chief executive within the past year?

Yes

ETHICS & 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?


ORGANIZATIONAL DEMOGRAPHICS

In order to support nonprofits and gain valuable insight for the sector, GuideStar worked with D5—a five-year initiative to advance diversity, equity, and inclusion in philanthropy—in creating a questionnaire. This section is a voluntary questionnaire that empowers organizations to share information on the demographics of who works in and leads organizations. To protect the identity of individuals, we do not display sexual orientation or disability information for organizations with fewer than 15 staff. Any values displayed in this section are percentages of the total number of individuals in each category (e.g. 20% of all Board members for X organization are female).

Gender
Race & Ethnicity
Sexual Orientation

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

Disability

This organization reports that it does not collect this information.

Diversity Strategies
Yes
We track retention of staff, board, and volunteers across demographic categories
No
We track income levels of staff, senior staff, and board across demographic categories
Yes
We track the age of staff, senior staff, and board
No
We track the diversity of vendors (e.g., consultants, professional service firms)
No
We have a diversity committee in place
No
We have a diversity manager in place
Yes
We have a diversity plan
No
We use other methods to support diversity