GOLD2022

Historic Rowayton, Inc.

aka HR   |   Norwalk, CT   |  www.historicrowayton.org

Mission

Historic Rowayton's mission is to collect and preserve local artifacts, photographs, documents, and printed materials and to educate the community about the history of Rowayton and the surrounding region.

Notes from the nonprofit

We are very proud of what we have accomplished over the past three years despite COVID. We opened a brand new maritime museum in 2021, the only one in Fairfield County, have created curriculums for visiting 2nd, 3rd, 4th, and 5th grade students, opened a vintage general store in our main museum to engage younger visitors, created a permanent exhibit on local businesses from about 1850 to the present, and are now working to renovate our Antique Tool Barn. For the 2022 holiday season, we were delighted to offer our perennially popular annual holiday train show for the first time again since COVID began.

Ruling year info

1972

President

Ms. Wendell Willis Livingston

Main address

PO Box 106

Norwalk, CT 06853 USA

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Formerly known as

Rowayton Historical Society

EIN

06-6105257

NTEE code info

History Museums (A54)

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?

Historic Rowayton

Collection Management: Maintains the Society's collection of thousands of photographs, documents and artifacts, including a Maritime Museum, Antique Tool Barn, and on-going Maritime Exhibit.

The Historic Plaque Program: identifies, researches, and plaques houses of historical significance within the community, approximately 1600 households.

Educational Outreach: Provides talks and tours for school children about local history; children from local schools (about 2,500 students) as well as from neighboring towns welcome (upwards of 10,000 children of varying ages and abilities.)

Community Outreach: Provides a wide range of stimulating and entertaining programs, including speakers, singers, story telling, historic exhibits, and walking tours of Rowayton, as well as special events for children. Attendance at events generally ranges from 50 to 100 people.

Population(s) Served
Adults
Children and youth

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?

    The people we serve are residents of Norwalk, CT who represent a broad range of nationalities, races, religions, and ages.

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

    Discussions with the community,

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

    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?

    We have broadened our reach with programming and curriculums and have worked hard to display imagery and stories of people of color as much as possible while telling the stories of our community.

  • With whom is the organization sharing feedback?

    The people we serve, Our board, Our funders, Our community partners,

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

    We find our members and visitors love to share their views about what they enjoy and what they would like to see at their local history museum that isn't already being shown. We reach out to residents and local businesses to engage them as we put together programming and events to ensure that we have as broad a reach as possible.

  • Which of the following feedback practices does your organization routinely carry out?

    We aim to collect feedback from as many people we serve as possible, 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?

    We don’t have the right technology to collect and aggregate feedback efficiently,

Financials

Historic Rowayton, 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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  • 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.

Historic Rowayton, Inc.

Board of directors
as of 12/30/2022
SOURCE: Self-reported by organization
Board chair

Ms. Wendell Livingston

Historic Rowayton, Inc.

Term: 2008 - 2030

Lesley Korzennik

Lynne Pratt

Deborah Hastings

Isabelle Hunter

Ed Hynes

Dana Laird

Gardner Gray

Ellen Duggins

Joanne Gray

Donna Gauthier

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 ? Not applicable
  • 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? Not applicable
  • 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 10/25/2022

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

 

Sexual orientation

Disability

Equity strategies

Last updated: 12/29/2022

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

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.