Arts, Culture, and Humanities


Moving For Change Since 1989

aka JDPP

Hartford, CT


Through innovative multi-arts performance and community-based arts programming, Judy Dworin Performance Project harnesses creative expression as a catalyst for positive change. On stage, in schools, and in prisons, JDPP uses arts engagement and movement-based performance to examine contemporary social issues building bridges of understanding across diverse communities that inspire both individual growth and collective action.

Ruling Year


Executive/Artistic Director

Ms. Judy Dworin

Associate Artistic Director

Ms. Kathy Borteck Gersten

Main Address

75 Charter Oak Ave Building One Suite 206

Hartford, CT 06106 USA


Arts Organization





Cause Area (NTEE Code)

Arts Council/Agency (A26)

IRS Filing Requirement

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Social Media

Programs + Results

What we aim to solve New!

Communities such as Hartford are challenged by income disparities, racial and cultural isolation, inadequate infrastructure, political entrenchment, crime, and/or violence, individuals become disconnected from their sense of inherent worth while others participate in tacit or intentional discrimination failing to see the value of inclusion. Symptoms of this etiology surface in addiction, under achievement, anti-social behaviors, and self-deprecation, compounded with complicit public policy and societal attitudes that perpetuate marginalization. The net result is an actual and felt invisibility by those marginalized that cries out for change. JDPP sees it as a responsibility to address some of the injustices inherent in our society through the arts, which so richly lend themselves to replacing invisibility with voice and loss of identity with personhood.

Our programs

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

SOURCE: Self-reported by organization

The Ensemble

'Moving Matters!' Residency Program

Bridging Boundaries Arts Intervention Program

Where we workNew!

Charting Impact

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

SOURCE: Self-reported by organization

What is the organization aiming to accomplish?

What are the organization's key strategies for making this happen?

What are the organization's capabilities for doing this?

How will they know if they are making progress?

What have and haven't they accomplished so far?

Confident in the power of the arts to transcend boundaries and unite humanity, JDPP fearlessly approaches contemporary and historical issues that have marginalized and divided people, and seeks ways to heal the spirit, rebuild community, and enhance culture in Connecticut and beyond. JDPP addresses the needs of underresourced school children in Hartford, who lack access to high-quality arts-based curriculum enrichment that can counter the challenges to educational achievement posed by poverty, language barriers, food insecurity, and other family stressors. We address the need among children and families of incarcerated individuals to reconnect and rebuild healthy relationships through creative practice and self-exploration. We serve the needs of incarcerated women and men, especially mothers and fathers, for opportunity and encouragement to draw upon "the artist within" for energy and direction to reflect, redefine, and remake oneself in positive ways.

The 2014 - 2019 Strategic Plan establishes the following goals; (1) raise the company's visibility regionally and beyond while fortifying its reputation as a catalyst for social change, (2) engage more people and organizations in our mission and in support of our message, (3) expand the impact of arts outreach programs through new residencies and by training that make the JDPP residency model replicable in other schools and prisons, and (4) lay the foundation for organizational stability and financial sustainability.

Over the past four years, JDPP has doubled its operating budget and engages professional performers, teaching artists, and mentors to work onstage, in schools, in prisons and in the communities to examine divisive issues and the requisite community involvement to solve these challenges.

All JDPP programs are continuously evaluated against their immediate (number and kind of participants, number of service hours/sessions, adherence to program model, attendance, etc.) and longer-term objectives (evidence of change in achievement, satisfaction, personal growth, etc.) by program staff and JDPP leadership. These evaluations are adjusted annually for existing programs, and rigorously designed when new programs are added. Evaluation tools include post-program participant surveys, observations by program leaders and other staff, interviews with representative program leaders and participants, and third-party data such as school performance reports and studies investigating the effectiveness of arts-based interventions. When possible, JDPP utilizes outside evaluators to collect and analyze specific data that can be used to measure success in quantitative and qualitative terms. Communication and quantification are core operating values at JDPP.

Since its founding in 1989, JDPP has developed three distinct programs that bring the arts where they are most effective in effecting change on a personal scale: into schools, into prisons, and on stage. JDPP reaches over 3,400 youth and adults through public performance and at 14 residency sites in Hartford and throughout Connecticut.

External Reviews




Fiscal year: Jul 01 - Jun 30

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

Need more info?

FREE: Gain immediate access to the following:

  • Address, phone, website and contact information
  • Forms 990 for 2017, 2016 and 2015
A Pro report is also available for this organization for $125.
Click here to see what's included.

Board Leadership Practices

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section, which enables organizations and donors to transparently share information about essential board leadership practices.

SOURCE: Self-reported by organization


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?



Has the board conducted a formal, written assessment of the chief executive within the past year?



Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year?



Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership?



Has the board conducted a formal, written self-assessment of its performance within the past three years?


Organizational Demographics

In order to support nonprofits and gain valuable insight for the sector, GuideStar worked with D5—a five-year initiative to advance diversity, equity, and inclusion in philanthropy—in creating a questionnaire. This section is a voluntary questionnaire that empowers organizations to share information on the demographics of who works in and leads organizations. To protect the identity of individuals, we do not display sexual orientation or disability information for organizations with fewer than 15 staff. Any values displayed in this section are percentages of the total number of individuals in each category (e.g. 20% of all Board members for X organization are female).

SOURCE: Self-reported by organization


Race & Ethnicity

Sexual Orientation

This organization reports that it does not collect this information.


This organization reports that it does not collect this information.

Diversity Strategies

We track retention of staff, board, and volunteers across demographic categories
We track income levels of staff, senior staff, and board across demographic categories
We track the age of staff, senior staff, and board
We track the diversity of vendors (e.g., consultants, professional service firms)
We have a diversity committee in place
We have a diversity manager in place
We have a diversity plan
We use other methods to support diversity