GOLD2022

Chesapeake Shakespeare Company

Shakespeare is for everyone.

aka CSC   |   Baltimore, MD   |  https://www.chesapeakeshakespeare.com

Mission

Baltimore-based Chesapeake Shakespeare Company (CSC) is dedicated to bringing the plays of Shakespeare and other classic playwrights into the lives of as many people as possible in ways that are personally meaningful, educationally inspiring, and theatrically compelling. We pursue artistic excellence, ensure accessibility, and promote regional awareness of classic theatre. Our mission is to engage our communities in the exploration of what makes Shakespeare so timeless and relevant while deepening the connection between audience and artist.

Ruling year info

2002

Founding Artistic Director

Mr. Ian Gallanar

Producing Executive Director

Ms. Lesley Malin

Main address

7 South Calvert Street

Baltimore, MD 21202 USA

Show more contact info

EIN

03-0418380

NTEE code info

Theater (A65)

Arts Education/Schools (A25)

IRS filing requirement

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

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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

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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?

Artistic Season

The artistic season is the performance and production portion of our program budget. CSC produces 5-7 professional productions on our main stage in Baltimore City and 1-2 productions at our outdoor venue, the Patapsco Female Institute Historic Park in Ellicott City, thanks to a partnership with Howard County Department of Recreation and Parks. We also produce, crossing program lines, a student matinee production of ROMEO AND JULIET each spring. We are expanding this in the 2017-2018 season to include matinee performances (for students and other constituencies) of our main stage productions.

Population(s) Served
Adults

CSC's education program served more than 10,000 students and their teachers during the 2015-2016 academic season, including nearly 7,000 alone through our annual ROMEO AND JULIET student matinee program. Our in-school residency and workshop programs continue to grow, serving approximately 2,000 students and their teachers in the same time period. Our summer programs, primarily taking place in Howard County but with plans to expand our offerings in Baltimore City, currently reach about 100 children with extra-curricular Shakespeare education activities.

In addition to our youth-focused programs, we are also expanding our reach into our communities through festivals (like BOPA's Light City Baltimore, the Baltimore Book Festival, the Annapolis Book Festival, etc.) and partnerships with local institutions (Walters Art Gallery, the Baltimore Musicales, the Peabody Institute of the Johns Hopkins University, etc.). With the opening of our new space, The Studio at the Chesapeake Shakespeare Company, we anticipate expanding our class offerings to include professional artist development, teacher development, and general professional development opportunities for people in the workforce. Lastly, we anticipate adding what we call a Community Corps which would enable groups of adults from a specific community to come together and produce their own production of a Shakespeare play, under the guidance of one or more of CSC's trained teaching artists.

Population(s) Served
Children and youth
Adults

CSC promotes the health and well-being of veterans and active military through the therapeutic activity of self-producing theatre.

Population(s) Served
Veterans

Where we work

External assessments

Evaluated via the Impact Genome Project (2019)

Videos

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.

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How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Paper surveys, Suggestion box/email,

  • 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 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,

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders,

  • 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, We ask the people who gave us feedback how well they think we responded,

  • 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, It is difficult to find the ongoing funding to support feedback collection,

Financials

Chesapeake Shakespeare Company
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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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lock

Connect with nonprofit leaders

Subscribe

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.

Chesapeake Shakespeare Company

Board of directors
as of 10/18/2022
SOURCE: Self-reported by organization
Board chair

Ms. Emily Rockefeller

McDonogh School

Term: 2022 - 2025

Robin Hough

Clark & Hough LLP

Lesley Malin

Chesapeake Shakespeare Company

Scott B. Helm

Vistra Energy Corporation

Earle W. Pratt, III

New Horizons Computer Learning Centers

Kevin Burke

Wilmington Trust

Joseph Ferlise, JD

Brown Advisory

Bill Henry

Baltimore City Comptroller

John E. McCann, Jr.

Miles & Stockbridge P.C.

Linda Pieplow

Howard County Public Schools

Emily Rockefeller

McDonogh School

Nan Rohrer

Midtown Partnership

Renée S. Lane-Kunz, JD

Shapiro Sher

Geri Byrd

Mayson-Dixon Companies

Celina Figueroa

Stanley Black & Decker

Neal Flieger

Golin

Ian Gallanar

Chesapeake Shakespeare Company

Nora Brigid Monahan

The Lark

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? 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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 10/17/2022
info Candid has made improvements to the race and ethnicity options.

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

No data

The organization's co-leader identifies as:

No data

Race & ethnicity

No data

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 10/17/2022

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 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 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 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 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.