Scopa Has A Dream Inc

aka Corazón Healdsburg   |   Healdsburg, CA   |  www.corazonhealdsburg.org

Mission

Founded in 2011 as Scopa Has a Dream by restaurateurs Ari Rosen and Dawnelise Regnery Rosen, Corazón Healdsburg’s mission is to build a compassionate and just community by empowering and dignifying individuals and families, advocating against injustices, and uniting people to celebrate diversity.

Notes from the nonprofit

For us, participation is key. Not just li a regular word from the dictionary, but an intentional and organized community action plan. To define what participation means to Corazón, we use Nabeel Hamdi’s definition1: Participation is about taking responsibility with authority and in partnership with other stakeholders in pursuit of common goals. Responsibility, because with participation come rights and also obligations. Authority, because without a large measure of control and self-determination, we cannot have ownership and without ownership you undermine commitment over the longer term, at the very least. Lastly, partnership, because it demands cooperation, not just to deliver on needs but also to forge alliances vertically with other authorities and horizontally with our own, which in time can influence politics or policy and which can both empower and transform. Community members, partners, the entire board and all staff members participated in the strategic plan process.

Ruling year info

2011

Chief Executive Officer

Glaydon de Freitas

Main address

PO Box 1004

Healdsburg, CA 95448 USA

Show more contact info

EIN

27-3044487

NTEE code info

Human Services - Multipurpose and Other N.E.C. (P99)

Cultural, Ethnic Awareness (A23)

Alliance/Advocacy Organizations (B01)

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?

FirstGen College Counseling

FirstGen College Counseling

FirstGen College Counseling helps prepare historically underserved Healdsburg high school students to become the first in their families to complete college through comprehensive one-on-one support of the entire college application process. FirstGen aims to strengthen the greater Healdsburg community and improve educational equity for all students by increasing the four-year college attendance rate for students from low-income backgrounds (all participants are Free and Reduced Lunch eligible). The students in the FirstGen program have self-identified as wanting to go to college, are taking honors and AP level courses and maintaining a GPA of 3.0 or higher.

Population(s) Served
Adolescents

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of families served

This metric is no longer tracked.
Totals By Year
Population(s) Served

Economically disadvantaged people, Immigrants and migrants, Adults, Children and youth

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

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.

Holistic and Family-Centered Case Management
Academic Development Support for Children & Youth
Holistic Workforce Development Program

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?

    Underserved Community who is predominantly from Latin-American origins.

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

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees,

  • 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?

    Our whole strategy for 2021-23 was done by participatory community planning. More than 250 individuals were interviewed during the process. A Comite meets every month to evaluate and discuss the organization's development.

  • With whom is the organization sharing feedback?

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

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

    We have formed a comite that represents the community we play an important role in the decision-making of the conception and evaluation of our services. They also decide the agenda and platform for our activism platform and decide how we will engage the community for services and campaigns.

  • 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 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 find the ongoing funding to support feedback collection, It is hard to come up with good questions to ask people, It is difficult to identify actionable feedback,

Financials

Scopa Has A Dream Inc
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Operations

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

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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.

Scopa Has A Dream Inc

Board of directors
as of 02/22/2022
SOURCE: Self-reported by organization
Board chair

Bridget Doherty

Ari Rosen

Ariel Kelley

Ashley Mauritson

Carlos Carrera

Dawnelise Regnery Rosen

Doug Provisor

Jorge Flores

Jimmy Sanchez

Kevin Deas

Lisa Rhodes

Marci Ellison

Mark McWilliams

Tom Gore

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? 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

SOURCE: Self-reported; last updated 11/24/2021

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
Hispanic/Latino/Latina/Latinx
Gender identity
Male, 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: 11/24/2021

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 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.
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 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.