Madonna Place, Inc.

Strengthening Families Since 1987

Norwich, CT   |  www.madonnaplace.org

Mission

The mission of Madonna Place is to strengthen families, promote health and to prevent child abuse and neglect.

Ruling year info

1989

Executive Director

Nancy Gentes

Main address

240 Main St

Norwich, CT 06360 USA

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EIN

06-1205879

NTEE code info

Single Parent Agencies/Services (P42)

Family Services (Adolescent Parents) (P45)

Family Violence Shelters and Services (P43)

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

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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?

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.

Population(s) Served
Adults
Ethnic and racial groups
Children and youth

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.

Population(s) Served
Adults
Ethnic and racial groups
Children and youth

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.

Population(s) Served
Adults
Children and youth
Ethnic and racial groups
Family relationships
Health

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.
  • Who are the people you serve with your mission?

    A diverse population of under represented, economically insecure parents and children who reside in Eastern Connecticut.

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

    Paper surveys, Focus groups or interviews (by phone or in person), Case management notes,

  • 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,

  • What significant change resulted from feedback?

    Ensuring that we are meeting client families needs, and interests in providing ongoing Family Connections groups.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders,

  • How has asking for feedback from the people you serve changed your relationship?

    Families feel they are listened to and have input that helps us to better tailor services to their needs.

  • 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,

  • 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

Madonna Place, Inc.
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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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  • 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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Madonna Place, Inc.

Board of directors
as of 6/4/2021
SOURCE: Self-reported by organization
Board co-chair

Michael Anderson

Anderson Trial Lawyers

Term: 2009 - 2021


Board co-chair

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 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

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 ? 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

SOURCE: Self-reported; last updated 06/04/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

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

Equity strategies

Last updated: 06/04/2021

Policies and practices developed in partnership with Equity in the Center, a project that works to shift mindsets, practices, and systems within the social sector to increase racial equity. 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 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.
Policies and processes
  • 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.