Progress Inc.
Executive Director
| Executive Director | Ms. Donna Goodaker |
|---|---|
| d.goodaker@progress-inc.org | |
| Term Start | April 1998 |
| Donna's Experience: Donna Goodaker came to Progress as a board member in 1994, bringing ten years professional experience in psychiatric healthcare. She became a paid employee in 1996 and was charged with establishing program supports for Progress as Director of Cheatham County Development, going on to become Executive Director of Progress in 1998. Donna completed her undergraduate degree in Special Education at Indiana University and her graduate degree in Human Development Counseling at Vanderbilt University. Donna was appointed to the Regional Advisory committee for the Statewide Planning Council by Governor Bredesen and serves on the Board of Directors of TNCO, a statewide advocacy agency for individuals with disabilities. Prior volunteer activities include the Board of Directors for Margaret Maddox YMCA, member/Chair of the Site Based Management Team at Eakin Elementary School, and Community Committee to elect the Director of Metro Nashville Public Schools (the search committee that resulted in Dr. Pedro Garcia's appointment). Currently, Donna is a member of the Association of Nonprofit Executives. She also serves on the board of our provider association, TNCO. | |
Senior Staff
| Name | Title |
|---|---|
| Mr. Barry Cunningham | Director of Fiscal Services |
| Ms. Jodi Simmons | Director of Accreditation and Continuous Improvement |
| Mr. Craig Lynch | Director of HR |
| Ms. Crystal Martin | Director of Senior Services |
| Ms. K. Kelly O'Connor CFRE | Director of Development |
| Ms. Pam Hollingsworth | Director of Employment Services |
| Lily Wojcik | Director of Communications |
| Amad Moore | Director of Programs (Day and Residential Services) |
Staff
| Full Time Staff | 159 |
|---|---|
| Part Time Staff | 106 |
| Volunteers | 0 |
| Contractors | 0 |
| Retention Rate | 67% |
Plans & Policies
| Does your organization have a Fundraising Plan? | Yes |
|---|---|
| Does your organization have a Strategic Plan? | Yes |
| Years Strategic Plan Considers | 3 |
| When was the Strategic Plan adopted? | October 2022 |
| Does your organization have a Management Succession Plan? | No |
| Does your organization have a Policy and Procedure Plan? | Yes |
| Does the organization have a Nondiscrimination Policy? | Yes |
| Does the organization have a Whistle Blower Policy? | Yes |
| Does the organization have a Document Destruction Policy? | Yes |
Evaluation
| Is there a formal evaluation for... | Frequency (if applicable) | |
|---|---|---|
| CEO/Executive Director | No | N/A |
| Senior Management | No | N/A |
| Non-Management | Yes | Annually |
Affiliations
| Affiliation | Year |
|---|---|
| Center for Nonprofit Management (Nashville) | 2019 |
| Donelson Hermitage Chamber of Commerce | 2019 |
| Tennessee Network of Community Organizations (TNCO) | 2019 |
External Assessments and Accreditations
| Assessment/Accreditation | Year |
|---|---|
| Council on Quality and Leadership 4-year Accreditation | 2021 |
Awards
| Award / Recognition | Organization | Year |
|---|---|---|
| 2012 Employment Idol | Vanderbilt Kennedy Center for Excellence in Developmental Disabilities | 2012 |
| Above & Beyond Award | Direct Support Professionals Assoc. of Tennessee (DSPAT) | 2007 |
| Agent of Change; Direct Support Professional of the year; Jo Andrews Award; Agency of the year | Mayor's Advisory Committee for People with Disabilities | 2012 |
| Best Commuter-Friendly Workplace | Metro Transportation Authority | 2006 |
| Certificate of Appreciation | Meals on Wheels | 2009 |
| Employer Partner of the Year | Goodwill Industries | 2011 |
| Finalist, Piedmont Natural Gas Excellence in Sustainable practices Award | Center for Nonprofit Management | 2014 |
| Frist Team Building Award for 'Walk & Roll' | Center for Nonprofit Management | 2007 |
| Individual Achievement Award- Olivette Parker | TNCO | 2018 |
| John Henry Family Award - Russ Overby and Sara Smith | TNCO | 2018 |
| Lifetime Achievement - Sally Mills | TNCO | 2015 |
| Outstanding Direct Support Professional in Middle Tennessee | Tennessee Community Organizations | 2006 |
| Outstanding DSP in Middle Tennessee | Tennessee Community Organizations | 2009 |
| Outstanding DSP in Middle Tennessee | Tennessee Community Organizations | 2010 |
| Outstanding Employer/Progress Marriott Enclave | ARC of Tennessee & DSPAT | 2006 |
| Outstanding Manager in Middle Tennessee | Tennessee Community Organizations | 2009 |
| Outstanding Manager in Middle Tennessee | Tennessee Community Organizations | 2010 |
| Outstanding Manager in Middle Tennessee | Tennessee Community Organization | 2011 |
| Power of Inclusion Award | CABLE | 2014 |
| President's Award | Tennessee Community Organizations | 2007 |
| Tennessee Agency of Distinction | The ARC of Tennessee | 2010 |
| Top 5 Community Day Projects | HCA Caring for the Community | 2012 |
| Top Workplaces | Workplace Dynamics | 2013 |
| Top Workplaces | Workplace Dynamics | 2014 |
| Top Workplaces | Workplace Dynamics | 2015 |
| TWO Winners - DSP Above & Beyond Award | Direct Support Professionals Assoc. of Tennessee (DSPAT) | 2008 |
| TWO Winners - DSP Above & Beyond Award | Direct Support Professionals Assoc. of Tennessee (DSPAT) | 2009 |
| Volunteer of the Year ? Christy Jackson | TNCO | 2015 |
| Rising Star Award - Lily Wojcik | TNCO | 2019 |
| Individual Achievement Award - Travis Cook | TNCO | 2019 |
| MCO Community Connector Award - Ciara Beyer | ECF | 2020 |
| Work Initiative Award - Jamal Burgess | The Arc of Tennessee | 2019 |
CEO/Executive Director/Board Comments
| It's fair to say that we don't ascribe to a particular or "canned" management philosophy at Progress. Our general approach to management can be described using the upside down pyramid, with each layer being responsible for the success of the layer(s) above?meaning that the Executive Director is responsible for the success of everyone else, and particularly for the department directors; the department directors are responsible for the success of the managers/supervisors; they are in turn responsible for the success of the direct support staff. In a perfect world, this keeps us honest and pushes us to find ways to help everyone grow professionally and look for solutions to problems before we blame or give up. We promote an "open door" philosophy ? perhaps clich?, but also tried and true. And, while it's a familiar non-profit claim, we try to make management decisions through the screen of our mission, balanced with the wisdom of fiscal responsibility. We have developed a couple of strategies that over time have proven to help us manage more effectively. Once a month, the management team takes an entire day away from the office to work together as a team. This allows us to work uninterrupted and deal with issues that may require confidentiality. It also keeps everyone in management up to speed on what is happening within other departments or divisions. The environment in our field has been especially stressful over the past four or five years, and we try to stay attuned to problems with morale and employee disquietude. |
