South Carolina Historical Society

aka SCHS   |   Charleston, SC   |  http://www.SCHistory.org

Mission

The South Carolina Historical Society’s mission is to expand, preserve, and make accessible our invaluable collection, and to encourage interest and pride in the rich history of our State.

Ruling year info

1941

Principal Officer

Dr. Faye Jensen

Main address

100 Meeting St

Charleston, SC 29401 USA

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EIN

57-0323800

NTEE code info

History Museums (A54)

Historical Societies and Related Activities (A80)

Historical Societies and Related Activities (A80)

IRS filing requirement

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

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Programs and results

What we aim to solve

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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?

South Carolina Historical Society promotes the study and preservation of South Carolina history through its two quarterly publications and its research library, which contains a wealth of historical and genealogical resources.

Population(s) Served

Where we work

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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.
  • Who are the people you serve with your mission?

    The South Carolina Historical Society serves all South Carolinians and those interested in the rich history of our state. Our staff works closely with genealogists, historians, scholars, students, and researchers from a variety of backgrounds as well as those interested in preserving and making accessible manuscripts and artifacts that tell the story of South Carolina and its impact on the nation.

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), 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, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    Over the years, it has become apparent that the society's collections do not tell the whole story of South Carolina and its people. The society has placed signs throughout the museum asking the public for help to expand the collection so we may continue our mission to preserve and make accessible a more accurate history of South Carolina. We ask patrons to consider donating the papers, photographs, and other objects from individuals, families, businesses, and organizations that reflect the accounts of women, people of color, LGBTQ+, those with disabilities, Native Americans, and diverse local communities from around South Carolina.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    Asking for feedback, whether it's through electronic survey after visiting our museum and archive or following up after a program, makes the organization approachable and engages the public. We try implement recommendations and let them know how we have taken into consideration the feedback they have offered. We want them to be aware of how much we value that feedback, even if there may be reasons why a particular suggestion is not possible to be implemented at that time.

  • Which of the following feedback practices does your organization routinely carry out?

    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,

  • 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, 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,

Financials

South Carolina Historical Society
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Operations

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

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Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

South Carolina Historical Society

Board of directors
as of 10/17/2022
SOURCE: Self-reported by organization

Jack Burnett

Organizational demographics

SOURCE: Self-reported; last updated 10/17/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

No data

Race & ethnicity

No data

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 10/17/2022

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

Data
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • 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 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.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • 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.