Annual Meeting 
The annual meeting of the Girl Scouts of Greater Mississippi will be Saturday, April 22, 2023. We will again meet virtually this year. The link to join the virtual meeting will be sent by email the week of the meeting.
Forms and Documents
Board Meeting Schedule
January 24, 2023 - 10:00 am ~ Conference Call
March 28, 2023 - 10:00 am ~ Conference Call
May 5, 2023 - 10:00 am ~ Conference Call
July 25, 2023 - 10:00 am ~ Conference Call
September 26, 2023 - 10:00 am ~ Conference Call
November 28, 2023 - 10:00 am ~ Conference Call
Board Meeting Minutes
Financial Documents
All required financial reports are filed with Guidestar. Copies of most current financial reports may be found here:
2022
2021
2020
Governance Documents
Strategic Plan
Girl Scouts of Greater Mississippi
Strategic Plan
2018- 2024
Increase Membership
By September 30, 2022, GSGMS will have an 8% market share.
Retention - increase retention to 60%
Older Girls:
Provide opportunities for older girls to express what they want out of their Girl Scout experience
Plan travel opportunities for older girls Provide outdoor experiences for older girls
Plan "life skills" workshops and events - checkbook balancing, etiquette, etc
Recruitment - grow volunteer led troops by 1.5% each year
Make recruitments fun events for girls, whether big or small audience
Spring recruitment for Fall volunteers - advertise and be honest about time commitment
"Other Than Mother" leaders
Involve area churches when school and/or community based recruitments don't work
Reach out to EVERY school, even if just with interest flyer
Recruit More Adults
More and better training and follow up with new leaders
Recruit current volunteers to help with new volunteer recruitments, and train them
Plan events that make new troops feel like "Girl Scouts" from the beginning.
Retain More Leaders
Create "sharing" opportunities for leaders
More corporate partnerships
Make sure the word gets out that we are not funded by nor do we fund Planned Parenthood
Effective Operations - Everyone Singing from Same Choir Book
By September 30, 2020, GSGMS will foster a productive partnership with council staff and volunteers that allows for the exchange of ideas and feedback.
Implement a plan to include girl and volunteer input and ideas in the areas of program, retention and product sales.
Develop comprehensive Volunteer Policies and Procedures manual
Stronger National Brand - Speaking with One Voice
By September 30, 2020, develop internal and external marketing plans that increase public awareness of the presence of Girl Scouts in our communities and the positive outcomes of participation.
Ensure that all communications and use of social media to parents and the public are compliant with all GSUSA messages.
Continue to use social media to reach girls, parents, volunteers and the public
Continue to promote girls and adults wearing Girl Scout uniform, especially when performing community service.
Highlight Bronze, Silver and Gold Award recipients in our communities on Facebook, webpage and local newspaper.
More consistent messaging through the use of social media and "hashtags" to appeal to the girls.
At parent meetings and all GS events, be sure to encourage parents to follow us on social media outlets.
Whistleblower Policy
The Girl Scouts of Greater Mississippi (GSGMS) requires the Board of Directors, other volunteers, and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. Employees and representatives of the organization must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and regulations.
Policy:
A whistleblower as defined by this policy is an employee, director or other volunteer of Girl Scouts of Greater Mississippi who reports an activity that she/he considers to be illegal or dishonest to one or more of the parties specified in this Policy. The whistleblower is not responsible for investigating the activity or determining fault or corrective measures; appropriate management officials are charged with these responsibilities.
Examples of illegal or dishonest activities include violations of federal, state or local laws; billing for services not performed or goods not delivered; fraud, corruption, or other forms of lawbreaking covered by the Racketeer Influenced and Corrupt Organizations Act (RICO), the Whistleblower Protection Act of 1989, or by state whistleblower statues; and other fraudulent financial reporting. It is the responsibility of all Board of Directors, other volunteers, and employees to report ethics violations or suspected violations in accordance with this Whistleblower Policy.
Procedures:
No Retaliation
No director, other volunteer, or employee who in good faith reports an illegal or dishonest activity shall suffer harassment, retaliation or adverse employment consequence. Any individual who retaliates against someone who has reported an illegal or dishonest activity in good faith is subject to appropriate disciplinary action by the Council, including termination from the organization. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within GSGMS prior to seeking resolution outside GSGMS.
Reporting Concerns - Employees
Employees should first discuss their concern with their immediate supervisor. If, after speaking with his or her supervisor, the individual continues to have reasonable grounds to believe the concern is valid, the individual should report the concern as follows: Financial infractions to the Chair of the Audit Committee of the Board of Trustees; All other concerns to the Board Chair. In addition, if the individual is uncomfortable speaking with his or her supervisor, or the supervisor is a subject of the concern, the individual should report his or her concern directly to the Chair of the Audit Committee or the Board Chair.
If the concern was reported verbally, the reporting individual, with assistance from the Chair of the Audit Committee or the Board Chair, shall put the concern in writing. For non-financial concerns brought directly to the Board Chair, she/he will determine if the complaint should be reported to the Chair of the Audit Committee, who has specific and exclusive responsibility to investigate all concerns. If the Board Chair, for any reason, does not forward the concern to the Chair of the Audit Committee, the reporting individual may directly report the concern to the Chair of the Audit Committee. Concerns may also be submitted anonymously. Such anonymous concerns should be in writing and sent directly to the Chair of the Audit Committee.
Board of Directors and Other Volunteers
Board of directors and other volunteers should submit concerns in writing directly to the Chair of the Audit Committee.
Handling of Reported Violations
The Audit Committee shall address all reported concerns. The Chair of the Audit Committee shall immediately notify the Audit Committee, the Board Chair, and the CEO, of any such report. The Chair of the Audit Committee will notify the sender and acknowledge receipt of the concern within five business days, if possible. It will not be possible to acknowledge receipt of anonymously submitted concerns.
All reports will be promptly investigated by the Audit Committee and appropriate corrective action will be recommended to the Board of Directors, if warranted by the investigation. In addition, action taken must include a conclusion and/or follow-up with the complainant for complete closure of the concern.
The Audit Committee has the authority to retain outside legal counsel, accountants, private investigators, or any other resource deemed necessary to conduct a full and complete investigation of the allegations.
Confidentiality
Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Acting in Good Faith
Anyone reporting a concern must act in good faith and have reasonable grounds for believing the information disclosed indicates an improper accounting or auditing practice, or a violation of the Code of Conduct. The act of making allegations that prove to be unsubstantiated and that prove to have been made maliciously, recklessly, or with the foreknowledge that the allegations are false, will be viewed as a serious disciplinary offense and may result in discipline, up to and including dismissal from the volunteer position or termination of employment. Such conduct may also give rise to other actions, including civil lawsuits.
Email Chairman of the Board and Audit Committee - Robin Robinson robin.joyce.robinson@gmail.com
