GOLD2023

Big Brothers Big Sisters Northwestern Ohio

All youth achieve their full potential!

aka BBBS of NWOhio, BBBS of NWO   |   Toledo, OH   |  www.bbbsnwo.org

Mission

Create and support one-to-one mentoring relationships that ignite the power and promise of youth. By partnering with parents/guardians, volunteers, and others in the community we are accountable for each child in our program achieving: 1. Higher aspirations, greater confidence, and better relationships 2. Avoidance of risky behaviors 3. Educational success

Ruling year info

1983

Chief Executive Officer

Dr. Marvin Whitfield

Main address

P.O. Box 1369

Toledo, OH 43604 USA

Show more contact info

EIN

34-1396251

NTEE code info

Big Brothers, Big Sisters (O31)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Nationwide school closures for primary and secondary education have directly impacted the amount of time, and exposure youths have with one another, needed resources, and positive role models. Preliminary research suggests that there will be behavioral health needs among youth, especially youth from vulnerable and historically marginalized communities, due to the social isolation and negative economic impact associated with the COVID19 pandemic. Recent data indicate that the confluence of peer presence, lax supervision, and unrestricted use of time was most conducive to increased likelihoods of delinquency. Community-based diversionary practices will counter this likelihood and show to be more cost-effective and safer for youths’ health. Our new Empowering Future Leaders Program is designed from evidence-based practices, will serve as a positive diversionary program, and will run in conjunction with our well-established one-to-one mentoring programs.

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?

One-to-One Mentoring

Big Brothers Big Sisters of Northwestern Ohio focuses on a child’s potential, and the role adults have to help children achieve their best possible futures. The organization’s mission is to create and support one-to-one mentoring relationships that ignite the power and promise of youth, and to defend the potential of every child.

Population(s) Served
Children and youth
Adults

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

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

BBBSNWOs programs aim to increase pro-social skills and behaviors, such as school engagement, academic efficacy, career development, cultural competence, and reduce adverse outcomes, including involvement in juvenile delinquency, victimization, and substance use. We meet these objectives by expanding and enhancing mentoring programs to reach new, at-risk, victimized, or underserved populations, providing tailored services that employ evidence-based effective mentoring practices.

Our Empowering Future Leaders Program will run in conjunction with our current internal mentoring programs and support our external partners' programs. The program focuses on four critical areas: Life Skills, Leadership Development, Cultural Competence, and Career Development.

We have invested in additional training and equipment in the area of technology.

BBBSNWO currently provides four types of mentoring programs Community-Based Mentoring, M-3 Program, Bigs In Blue, and Beyond School Walls. Approximately 80% of our program participants maintained at least a" C" or better average for the school year and experienced healthy relationships with adults.

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.
  • 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

  • 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 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 share the feedback we received with the people we serve, We tell the people who gave us feedback how we acted on their feedback

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

Big Brothers Big Sisters Northwestern Ohio
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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

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Big Brothers Big Sisters Northwestern Ohio

Board of directors
as of 11/10/2023
SOURCE: Self-reported by organization
Board co-chair

Dr. Maria Bush

Latham Bush Educational Consultants


Board co-chair

Chrissy Redrup

Communica, Inc.-Sr. Acct. Supervisor/Partner|

Adrianne Larbus

Staff Attorney with Lucas County Children Services

Dr. Victor Coleman Jr.

Supervisor | First Energy/Toledo Edison

Judge Allen McConnell

Retired Presiding Judge

Dr. Treva Jeffries

Assistant Transformational Leader of Equity, Diversity and Inclusion | Toledo Public Schools

Brittany McClinton

Ford Motor Credit Company

Ciera Ford

Student Counselor | Toledo School of Arts

Richard Crayon

International Representative | United Auto Workers

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? Yes

Organizational demographics

SOURCE: Self-reported; last updated 11/10/2023

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
Black/African American
Gender identity
Male, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

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: 02/09/2022

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

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 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.