FIRE HISTORICAL AND CULTURAL ARTS COLLABORATIVE
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Poetry Slam & Louder than a Bomb
Fire hosts the Kzoo Youth Poetry Slam to amplify youth voice and the experiences of in Kalamazoo, Michigan. The point is not the points, the point is the poetry and the people power built through listening. The top ten youth build together as a team before heading to Michigan Louder than a Bomb (LTAB), a statewide teen poetry slam festival entering its sixth year. Modeled after Chicago’s highly successful pilot festival now in its 17th season, LTAB teams are represented by high schools and teen-serving organizations from across Michigan. LTAB is rooted in community enrichment and driven by teen voice. It’s about crossing geographic boundaries and building personal connections through literary arts. It’s about providing teen-driven space to share the stories, reflections, and experiences that matter to the young people of Michigan. In 2021, the Kzoo Slam workshops will begin in November, with the qualifying Slam held in January for April's LTAB.
Youth Organizers
Our relationship with local youth organizers (YO) of summer protests transmuted into a series of workshops curated to their interests and skill sets. It merged to engage youth in deep work, through a lens of transformative justice, around their identity, roles in community, and relationship building as a way of organizing. To ensure community safety, we began as a small cohort of 4 in 2020. We spent the summer in person, then transitioned to weekly virtual fall sessions to maintain space for their voices and artistry. The first cohort collaborated on the creation of We’re Coming for Your Money: a zine about abolishing policing & imagining justice. YO cohorts have 6-10 participants who meet for 6-8 weeks, culminating in a self-designed project. In 2021, cohorts are engaging in workshops that explore the interconnected nature of mental health and community. Visual arts have been the primary medium with public posters and murals in the building.
Guardians
A group (4-8) of youth over 18 who have been a part of Fire programming for a minimum of 3 years with an interest in shaping the future of strategic and building planning. Often close to aging out of our program structure, these youth are empowered through one-on-ones, community building, and workshops to become part of the collaborative decision making of the organization with the Co-Executive Directors, Board and their peers. This group has explored environmental reports, space layout and program design for younger youth. They currently act as our Community Advisory Board and will begin hosting forums and community talkbacks in 2022.
Individual Youth Development
We support and engage youth development through one-on-one creative & leadership workshops. Through these relationships we refer youth to local services, provide access to resources and tools in times of crisis, and create concrete pathways to youth aging out of programs to become staff members.
Queer Prom
A tradition since 2016, Queer Prom comes back from hiatus in April 2022. This is a special event that is an affirming space where youth can safely bring their partners, where whatever clothing they want, while dancing the night away. Taking place in our building, staff and elder youth serve as chaperones for the evening and ensure there is food and fun in a sober space for Queer youth in Kalamazoo. This is a fun alternative to some of the violence youth may experience fully expressing themselves at their school's function.
Adaptive Workshops
Based on one-on-one interactions and suggestions from program participants, we develop and engage workshops that tend to the weekly needs of youth. Sometimes that means a boundaries workshop over zoom, sometimes it's inviting them into the space after school for a story prompt and sharing new notebooks. There are weekly offerings posted to our Discord and Instagram that youth are able to drop-into or sign-up for and receive supplies ahead of time. Whatever the offering, we ensure there is an element of mental health support or Social Emotional Learning that provides a concrete tool to walk away with.
Where we work
Goals & Strategy
Reports and documents
Download strategic planHow we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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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
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What challenges does the organization face when collecting feedback?
Staff find it hard to prioritize feedback collection and review due to lack of time
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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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Connect with nonprofit leaders
SubscribeBuild 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.
FIRE HISTORICAL AND CULTURAL ARTS COLLABORATIVE
Board of directorsas of 10/29/2021
Jennifer Heymoss
Kalamazoo Community Foundation
Term: 2018 - 2022
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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? Yes -
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
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
Gender identity
Transgender Identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 10/22/2021GuideStar 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
- 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.
- 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.
- 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 help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
- We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
- 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.