BRONZE2023

Big Brothers Big Sisters Miami Valley

Defending and Igniting Potential

aka BBBS Miami Valley   |   Dayton, OH   |  http://www.bbbsmiamivalley.org

Mission

Our mission is to create and support one-to-one mentoring relationships that ignite and support the promise of youth.

Ruling year info

1963

CEO

Ms. Anne Pfeiffer MS

Main address

22 S. Jefferson Street

Dayton, OH 45402 USA

Show more contact info

EIN

31-0641306

NTEE code info

Adult, Child Matching Programs (O30)

Big Brothers, Big Sisters (O31)

Youth Development Programs (O50)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

Sign in or create an account to view Form(s) 990 for 2023, 2022 and 2021.
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Communication

Blog

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Community-Based Mentoring

Bigs (mentors) and Littles (youth) in the community-based program go on one-to-one outings and activities, doing things they enjoy together, like:
- Attending a Dayton Dragons game or another sporting event
- Taking a walk in the park
- Going to the Boonshoft Museum of Discovery or another museum
- Hanging out and talking
- Listening to music
Some Bigs meet their Littles on the weekends or in the evenings. Each match is unique and develops a schedule that works for them.

Population(s) Served
Children and youth
Families
Population(s) Served

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Two of our most important goals are:

1) Mentor at least 500 youth annually

2) Have at least 90% of Bigs and Littles reporting strong relationships, as measured by the Strength of Relationship Survey (SOR)

Financials

Big Brothers Big Sisters Miami Valley
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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Connect with nonprofit leaders

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Build 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.

Big Brothers Big Sisters Miami Valley

Board of directors
as of 10/18/2023
SOURCE: Self-reported by organization
Board chair

Jessica Tuschong

RSM US

Term: 2021 - 2023

Jess Tuschong

RSM US

Aaron Powell

Navitus

Lindsay Ackley

Dayton Children's Hospital

Jennifer Brumby

Taft Stettinius & Hollister LLP

Laura Fenlon

Back to Business IT

Laurie Powell

Sychrony Financial

Jeff Sammons

Marsh & McLennan

Dave Crusey

AES Ohio

Andrew Lawrence

EJ Thomas

Laura Fenlon

Tiedemann-Bevs

Jessica Salisbury Copper

Thompson Hine

Jon Foley

Johnson Electric

Rob Schoenlein

Katie Armstrong

University of Dayton

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • 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? No
  • 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? No
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? No
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No

Organizational demographics

SOURCE: Self-reported; last updated 10/18/2023

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
White/Caucasian/European
Gender identity
Female
Sexual orientation
Decline to state
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

GuideStar 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

Data
  • 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.
Policies and processes
  • 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 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.