Southern Oregon Goodwill Industries

What it reported doing in 2025

Workforce development program service: goodworks program. Goodwill believes that the integration between workforce development and retail is integral to its success. It launched the goodworks program in 2022, which offers three (3) distinct tracks: community integration, internship and advancement.community integration; job connection centers. The community integration track focuses on providing services to members of the community to assist with basic skill development aimed at employment. This track is provided within community partner settings and delivered via the six (6) job connection centers operated by goodwill.job connection centers provide job seekers resources to support finding employment and engaging in skill-building to support increased earning potential and career advancement. Services are free of charge and available on a drop-in or appointment basis. These services include: identifying local and regional job leads; career skills and interest assessments; online literacy support, including assistance creating an email address, online search success and safety tips, and submitting online job applications; assistance obtaining appropriate work-ready identification; resume and cover letter development; interview preparation and practice; provision of job-specific or interview clothing; and transportation assistance to interviews. Goodwill's first job connection center opened in medford in 2012, and goodwill now operates six (6) job connection centers, including the new ashland location. Internship. The internship track focuses on supporting individuals with challenging life circumstances to gain basic skills and relevant work experience utilizing positions within the organization. Internships are eight (8) weeks, during which the intern is assigned a paid role in one of goodwill's retail stores and is also paired with a coach to assist with barrier removal. Interns learn important job skills while under the support and guidance of both goodworks staff and retail store staff. Advancement. The advancement track is focused solely on goodwill's 320 employed associates. At the heart of this program is the belief that as a mission driven organization, goodwill's responsibility is to not only support individuals in the community, but to also support its associates. Through the advancement track, goodwill offers four "pathways" associates may voluntarily participate in: promotional, certification and education, health and well-being, and financial freedom. Together, these pathways are designed to support employees in their professional growth and personal development. Certification and education: this pathway is designed to support associates and their families in achieving their educational goals through obtaining certification and educational qualifications that enhance their skills and career prospects. This is supported through one-on-one coaching, access to tuition assistance (including the next generation fund) and access to additional support and services to equip participants with the resources to achieve their goals. In 2024, goodwill funded $73,711 in tuition assistance. This pathway served 93 individuals in 2024, with 26 of those participants also receiving support through tuition assistance. The next generation fund is a scholarship fund supported in part by retail customers; during the third week of every month, retail customers can contribute "round up" dollars toward the fund, which is reserved solely for relatives of goodwill associates.health and well-being: this pathway is designed to support the physical, mental, emotional, and social wellbeing of an associate. It emphasizes the importance of one's overall wellbeing and provides access to relevant resources. This includes access to employee assistance programs, one-on-one coaching and goal setting sessions, classes and support services, and other areas that support an associate's holistic health. Financial freedom: this pathway is designed to support a

Financial Efficiency

• Mission deployment rate: 86.8%; rating input score 87
• Program expense ratio: 86.3%; rating input score 86
• Fundraising efficiency: Limited

Transparency & Controls

• Consistency checks: 100%; rating input score 100; 64th percentile among comparable filings
• Pay-setting controls: 3 of 6 controls in place; rating input score 50
  • Compensation committee: Pass
  • Independent consultant: Missing
  • Other Form 990s reviewed: Missing
  • Written employment contract: Missing
  • Compensation survey or study: Pass
  • Board or committee approval: Pass
• Foreign activity oversight: Limited
• Grant itemization coverage: Limited
• Major donor itemization: Limited
• Related-party transparency: Limited

Accountability

• Independent voting board: 100%; rating input score 100; 64th percentile among comparable filings
• Governance controls: 9 of 9 controls in place; rating input score 100
  • Conflict-of-interest policy: Pass
  • Whistleblower policy: Pass
  • Document-retention policy: Pass
  • CEO compensation review process: Pass
  • Other executive compensation review process: Pass
  • Form 990 shared with the board: Pass
  • Board meeting minutes documented: Pass
  • Audit committee oversight: Pass
  • Independent financial-statement audit: Pass

Sustainability

• Operating margin: 1.9%; rating input score 33; 33rd percentile among comparable filings
• Total-asset coverage ratio: 1.63; rating input score 44; 44th percentile among comparable filings
• Liabilities to assets ratio: 0.49; rating input score 26; 26th percentile among comparable filings
• Officer compensation ratio: 3.7%; rating input score 68; 68th percentile among comparable filings

Growth

• Program expense growth: 7% per year; rating input score 100; 52nd percentile among comparable filings
• Revenue growth: 7.5% per year; rating input score 100; 60th percentile among comparable filings
• Asset growth: 16.6% per year; rating input score 100; 86th percentile among comparable filings