Seeing Place Theater Inc
The place we go to see ourselves
Mission
The Seeing Place is an actor-driven social justice theater company dedicated to exploring the intersection between the actor's voice and the playwright's words, by reinterpreting masterful works live and in the moment to make them relevant, visceral, truthful, and accessible to a modern audience.
Ruling year
2017
Producing Artistic Director
Brynn Asha Walker
Executive Artistic Director
Erin Cronican
Main address
165 E 87th Street #3FW
New York, NY 10128 USA
EIN
27-2158721
NTEE code
Arts, Cultural Organizations - Multipurpose (A20)
IRS filing requirement
This organization is required to file an IRS Form 990-N.
Sign in or create an account to view Form(s) 990 for 2020.
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Communication
Programs and results
What we aim to solve
There are a distinct lack of stories told by and about women, Global Majority (BIPOC), LGBTQIA+, immigrant, and disabled/chronic illness communities. Our ensemble is comprised of artists from these communities, and we seek to always keep expanding our outreach so that audiences from these communities have access to high quality theater that is affordable to attend.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Mainstage Productions
The Seeing Place produces 4-5 MainStage productions per year that address critical issues facing our society today. We place a specific emphasis on sharing stories from underrepresented communities in the theater, including female, LGTBQIA+, BIPOC, disabled, and immigrant artists - using established texts by master writers. We also are committed to theater being affordable for every income level: we subsidize our ticket prices so that 50% are available for low income audiences at $0-$10 per ticket, and 50% are $20-$30 for general audiences.
Ensemble Theatermaker Training Program
The Seeing Place is the only actor-driven ensemble in New York City that actively train the next generation of theater-makers in all areas of producing: fundraising, management, marketing, leadership, and community outreach. Every ensemble member is trained weekly in producing elements and uses their collective skills to produce 4-5 MainStage production per year, and 2-3 public readings. We have a particular focus on developing ensemble members from underrepresented communities in the theater, including female, LGTBQIA+, BIPOC, disabled, and immigrant artists.
TSP Education and Outreach program
An education program that serves professional artists and theater lovers across the country, which uses online technology and trained teaching artists to bring affordable classes and workshops to actors, directors, and stage managers.
Ripple For Change Series
In tandem with our MainStage productions, we present 2-3 readings per year of lesser known works by master playwrights, and 100% of the proceeds from these readings support community organizations whose missions align with the themes of the plays we select. Nearly 10% of our overall budget in 2020 was donated to organizations in need.
Where we work
Awards
Nomination - Outstanding Ensemble 2019
New York Innovative Theater Awards
Nomination - Outstanding Revival of a Play 2019
New York Innovative Theater Awards
Nomination - Outstanding Performance by a Leading Female Actor 2019
New York Innovative Theater Awards
Nomination - Outstanding Performance by a Leading Male Actor 2013
New York Innovative Theater Awards
Affiliations & memberships
Actor's Equity Association 2010
External reviews
Photos
Videos
Our results
How does this organization measure their results? It's a hard question but an important one.
Number of sector award nominations earned by the organization
This metric is no longer tracked.Totals By Year
Related Program
Mainstage Productions
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Context Notes
THE MAIDS (2019) and DANNY AND THE DEEP BLUE SEA (2013) were nominated for New York Innovative Theater awards, including Outstanding Revival of a Play and several awards for Outstanding Acting.
Number of people trained
This metric is no longer tracked.Totals By Year
Population(s) Served
Artists and performers
Related Program
Ensemble Theatermaker Training Program
Type of Metric
Output - describing our activities and reach
Direction of Success
Holding steady
Context Notes
Metrics reflect training of ensemble members between 2009-2020, in all theater-making elements including outreach, activism, fundraising, social media, marketing, and education.
Number of audience members who received subsidized (free or greatly reduced priced) tickets to see shows
This metric is no longer tracked.Totals By Year
Population(s) Served
Economically disadvantaged people, Ethnic and racial groups, Seniors, LGBTQ people, People with diseases and illnesses
Related Program
Mainstage Productions
Type of Metric
Output - describing our activities and reach
Direction of Success
Holding steady
Context Notes
Audience members who paid $10 or less to see our work. Around 80% of these tickets were free.
Total number of works developed
This metric is no longer tracked.Totals By Year
Population(s) Served
Economically disadvantaged people, LGBTQ people, Women, Ethnic and racial groups, People with diseases and illnesses
Related Program
Mainstage Productions
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
In terms of world premiere works, our members have written three original plays and four adaptations of literary works into plays. We have also produced three new plays written by outside playwrights.
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
We want to be the first theater company you think of when you want uniquely told stories that create a community conversation, and we want to do that while inspiring social change.
What are the organization's key strategies for making this happen?
First and foremost, two times per year we audition some of the best actors in New York City from diverse and underrepresented communities. This helps us to make sure that our ensemble represents the communities we serve.
Secondly, we've worked hard to make sure that funders of all kinds know about the work we do, so that we can continue to grow our programs. We've taken on the task of writing more grants, and we're always looking for new ways to engage our donors through public events and individualized relationship building.
Finally, we've launched a nationwide online training program to raise revenue, expand our programming, and serve more audiences.
What are the organization's capabilities for doing this?
We have a dedicated, longtime team of volunteer staff, board members, and consultants who are all committed to growing the organization in the coming years. We're hungry to be a main player in the industry, and are working hard together to meet these goals.
What have they accomplished so far and what's next?
2021 was a banner year for us. We were awarded funding by both the city (NYC) and the state, which were our first government grants. We also received foundation support from six organizations and corporate funding from eight businesses. We are also proud to say that though we were closed for live theater due to the pandemic, due to some clever pivoting to online theater (through our Ripple For Change Program) we were still able to increase our revenue by 64% in 2021 (after a 45% increase in 2020) and ended the year with s surplus. Our expenses included paying our artists more of a living wage and donating to local social-justice non-profits we chose as partners for our online productions.
In 2022 we have pivoted back to in-person theater, starting with our critically acclaimed production of WIT (Dec 30, 2021-January 16, 2022) which was featured in American Theatre magazine and named a "Must-See" and "Audience Acclaimed", both distinctions given via Show-Score (the highest honors given by the organization.) We plan to do 1-2 more live productions this year.
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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Who are the people you serve with your mission?
We serve all populations, but are particularly focused on telling stories by, for, and about women, Global Majority (BIPOC), LGBTQIA+, immigrants, and disabled people/people with chronic illnesses.
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How is your organization collecting feedback from the people you serve?
Electronic surveys (by email, tablet, etc.), Suggestion box/email,
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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 inform the development of new programs/projects, To strengthen relationships with the people we serve,
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What significant change resulted from feedback?
One of our audience members remarked that we began our talkback too quickly after a performance. She and her guests felt like they wanted and needed more "space" between the drama of the play and the dialogue of the talkback panelist. We found that feedback incredibly helpful. For remaining performances, we increased the time between the end of the performance and start of the talkback.
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With whom is the organization sharing feedback?
Our staff, Our board,
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How has asking for feedback from the people you serve changed your relationship?
We can see that asking for feedback depends our engagement with our patrons, most notably in the way they interact with us after we put their ideas/suggestions into action.
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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, We tell the people who gave us feedback how we acted on their feedback,
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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,
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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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.
Seeing Place Theater Inc
Board of directorsas of 02/22/2022
Jill Reiter
Fixed Income Portfolio Manager, First Manhattan Co.
Term: 2020 - 2022
Teresa Petersen
Independent Event Consultant
Stephanie Curran
Engineering Manager
Kelley Henry
Executive Director, SoGal Foundation
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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Board orientation and education
Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes -
CEO oversight
Has the board conducted a formal, written assessment of the chief executive within the past year ? No -
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:
The organization's co-leader identifies as:
Race & ethnicity
Gender identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 05/02/2020GuideStar 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 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.
- We use a vetting process to identify vendors and partners that share our commitment to race equity.
- We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
- 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.
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