Madonna Place, Inc.
Strengthening Families Since 1987
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Family Support Center
Comprehensive family support center offering drop-in and structured programming including parenting education, literacy, basic needs assistance, an open kitchen, informal counseling, crisis intervention, referrals, child development screening, summer enrichment programming for children, and emergency assistance.
Fatherhood Initiative Program
The goal of the program is to encourage positive fatherhood involvement in the lives of children. We work 1-1 and in groups to build on the strengths of fathers and father figures to help them break down any barriers which may impeded them from meeting their financial, emotional, educational or medical responsibilities to their children. Case management services help develop an individualized plan for each father; specialized group parenting classes are offered just for Dads.
Great Beginnings - MIECHV
Great Beginnings is a program designed to engage high-risk pregnant mothers, including first time mothers who are not eligible for other programs and non-first time mothers. Families must enroll in our program before their first child reaches three (3) months of age. Great Beginnings also engages fathers through a fathering component led by a fathering home visitor. Great Beginnings serves families in Norwich, Griswold and Sprague.
Great Beginnings uses Parents as Teachers, an evidenced-based parent education and family support home visiting model. With this model, Great Beginnings provides pregnant women and their families with information, support, and encouragement to help reduce the risk of poor birth outcomes; as well as infant care that supports optimal child development during the crucial early years of life. Services include weekly home visits, maternal and child health and development screenings, family support, parent education, group connection meetings and referrals to other resources as needed. Participation in this program is voluntary.
This program will be transitioning to the Healthy Families Model effective 7/1/2021. We will be expanding our service area to cover all of New London County, and Windham County, and partnering with TVCCA, the VNA of Southeastern CT, L&M, Backus and Day Kimball Hospital to provide coordinated, family and provider friendly access to services.
Great Beginnings is a Connecticut Maternal, Infant and Early Childhood Home Visiting (MIECHV) Program.
Where we work
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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Which of the following feedback practices does your organization routinely carry out?
We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, 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
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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, Staff find it hard to prioritize feedback collection and review due to lack of time
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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
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Connect with nonprofit leaders
SubscribeBuild relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.
- 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.
Madonna Place, Inc.
Board of directorsas of 06/04/2021
Michael Anderson
Anderson Trial Lawyers
Term: 2009 - 2021
Lisa Griffin
Eastern Connecticut Savings Bank
Term: 2018 - 2022
Michael Anderson
Anderson Trial Lawyers
Chrissy Caplet
Chelsea Groton Bank
Paul Mancarella
People's United Bank
Dale Patricia Merrill
Foxwoods Casino
Suzanne Colaluca
Retired
Kimberlee Beagle
Volunteer
Gloria Dover
CONTAC/Three Rivers Community College
Kathryn Tracey
Eastern CT Savings Bank
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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CEO oversight
Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes -
Ethics and 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? No
Organizational demographics
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
Leadership
The organization's leader identifies as:
Race & ethnicity
Gender identity
No data
Transgender Identity
No data
Sexual orientation
No data
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 06/04/2021GuideStar 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
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- We ask team members to identify racial disparities in their programs and / or portfolios.
- We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
- We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
- 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 disaggregate data by demographics, including race, in every policy and program measured.
- 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 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.