Thurgood Marshall College Fund, Inc.

Where Education Pays Off

aka TMCF   |   Washington, DC   |  tmcf.org

Mission

As the only national organization representing America's 47 publicly-supported Historically Black Colleges and Universities (HBCUs), and the nearly 300,000 students that attend them each year, TMCF's mission is to ensure student success by promoting educational excellence and preparing the next generation of workforce talent through leadership development.

Ruling year info

1993

President & CEO

Dr. Harry L. Williams

Main address

901 F Street NW, Suite 700

Washington, DC 20004 USA

Show more contact info

Formerly known as

Thurgood Marshall Scholarship Fund

EIN

41-1750692

NTEE code info

Scholarships, Student Financial Aid, Awards (B82)

Leadership Development (W70)

Employment Training (J22)

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

SOURCE: Self-reported by organization

Too often, low-income, minority and underserved students fail to complete college due to financial shortfalls, and while attending college do not strategically chose corse work or degree programs that can maximize their skill sets. The result is a high college drop out rate, as well as graduates being unprepared to enter into and remain in economically sustainable careers. Additionally, students from fragile communities often are not college ready when they graduate high school. All of this serves to reinforce familial and community poverty. HBCU students - low-income and minority students - often do not complete college due to lack of financial and non-financial resources, and do not have access to career readiness preparation - leading to high drop-out rates and high student loan debt - further expanding the racial wealth gap.

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?

Leadership Development Program

With our vision "Changing The World … One Leader At A Time,” TMCF identifies and cultivates students attending our 47 member-schools, who demonstrate leadership qualities. TMCF's leadership development programming begins on-campus, and includes the GALLUP Clifton Strength Finder Assessment, TMCF’s proprietary leadership development framework, on-campus programs to identify students who will be successful at upper levels of education and entering a professional career, and creating a personalized career plan.

For 14 years, the centerpiece of TMCF's leadership development programming has been our Leadership Institute, which brings together top-tier students from our member-schools who participate in on-campus leadership programming, in Washington DC for advanced leadership training. At this competitive 4-day Institute students receive a first-hand professional development experience. As part of this intensive conference, TMCF Scholars participate in a recruitment fair, where major employers from all sectors can meet top talent from TMCF publicly supported HBCU member-schools. Through this process, TMCF facilitates opportunities that neither the student nor the employer might otherwise have. Students immediately see the benefit of this experience, and employers are eager to reach out to our diverse student population.

Population(s) Served
Ethnic and racial groups
Economically disadvantaged people

TMCF’s TQRP program recruits aspiring and new teachers in several categories: generalist teachers for grades 4-8 who do not have a background in STEM – to increase their competency in science and mathematics; African-American male teachers, who are critical role models for young men and boys; and STEM-focused students who are interested in teaching. The goal is to build teacher-leaders who will be change agents for high-needs schools in low-resource communities – which are often predominantly minority in population. To achieve this goal, TQRP provides professional development and support for participating TMCF member-school students and alumni, beginning with pre-service training and continuing through their third year in the classroom. The program consists of a two-week Summer Institute, mentoring, year-round support, and a Fall Professional Development Workshop. The Summer Institute includes both pedagogical workshops and a hands-on practicum at a school that is reviewed and critiqued by peers and master teachers. Understanding the need for teacher support through the critical first years of classroom teaching, TQRP’s mentoring and year-round engagement system provides the necessary support to help teachers remain in the classroom, address complex issues, and persist so that they can fulfill their potential to be teacher leaders.

The TQRP Summer Institutes provides opportunities for participants called Fellows to examine research-based strategies for effective teaching that included topics on classroom management, differentiated instruction, Common Core Standards, technology, and instructional objectives. Fellows were expected to develop lesson plans and implement them in middle school classrooms, under the supervision of cooperating teachers. The majority of the Fellows are recruited from HBCUs and are currently enrolled in Education and STEM majors at their respective colleges or universities.

TQRP directly addresses issues of teacher persistence in the classroom, which is a key to good student academic achievement. For minority and disadvantaged students, one in five teachers (20%) leave each year – 50% more than in more affluent schools. Teacher attrition is one of the most critical issues facing America’s entire educational system, because, as University of Michigan School of Education Assistant Professor Matthew Ronfeldt explains, teacher turnover hinders student learning. "There's fairly substantial empirical evidence that you need to get teachers past those first five years for them to be as effective as they can be. They leave before they get their feet under them. My sense is that teaching is less a lifetime career choice than it used to be." Indeed, close to 500,000 teachers leave the classroom or move each year, costing the U.S. up to $2.2 billion annually. Of those, 50% of new teachers leave.

Through TQRP, TMCF directly addresses these trends, which support high school completion and academic achievement.

Population(s) Served
Adults
Economically disadvantaged people

TMCF's Innovation & Entrepreneurship Program identifies public HBCU students with an entrepreneurial bent, and helps them develop the necessary skills to innovate and create - allowing them to look beyond the status quo to see the possibilities of what could be. This key change in viewpoint would allow students at TMCF member-schools to both envision a brighter future, create a plan for how to achieve that vision, and integrate innovation into their professional and personal lives.
TMCF partners with corporations to hold I&E challenges during which students develop an idea into a minimally viable product. In this way, TMCF is changing the future for students by preparing them to be innovators, problem solvers, communicators and collaborators – thus becoming better employees (intra-preneurs) and job creators (entrepreneurs).

Population(s) Served
Economically disadvantaged people
Ethnic and racial groups

TMCF awards need- and merit- based scholarships to qualified students attending America's 47 publicly-supported HBCUs. TMCF employs a last-dollar strategy, so as to maximize the scholarship funds.
Completing an HBCU education is the #1 mechanism through which low-income Black American youth enter the middle class permanently, and these scholarships support low-income students get to and through college and into economically sustainable careers.

Population(s) Served
Economically disadvantaged people
Ethnic and racial groups

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 teachers who report feeling prepared to address diverse student needs, including learning disabilities and limited English proficiency

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

Adults, Ethnic and racial groups

Related Program

Teacher Quality and Retention Program (TQRP)

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

96% of TQRP Fellows reported that as a result of participating, they were at an advantage relative to their peers who didn’t attend - and their supervisors agree. 87% persist in the education field

Average financial aid award per FTE student

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

Adults, Ethnic and racial groups, Economically disadvantaged people

Related Program

Scholarship Programs

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

TMCF provides need and merit based scholarships, as well as gap scholarships to facilitate graduation. Most TMCF scholarships are $6200 - $7400 - but students have increasing need due to COVID.

Number of entrance scholarships and awards and exit scholarships

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

Adults, Ethnic and racial groups, Economically disadvantaged people

Related Program

Scholarship Programs

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

TMCF awards scholarships to high-achieving, low-resource students attending America’s 47 publicly supported HBCUs, providing college access with a goal of graduating and entering sustainable careers.

Number of clients placed in internships

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

Adults, Ethnic and racial groups, Economically disadvantaged people

Related Program

Leadership Development Program

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

TMCF identifies, develops, and places students in internships with our partners. Those intern placements are reflected here. TMCF facilitates internships via our programs, but does not track those.

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.

TMCF supports America's 47 publicly-supported Historically Black Colleges and Universities (HBCUs), including medical and law schools, through a variety of strategies that make college accessible through affordability for high-achieving, low-resource, diverse students; build capacity amongst its member-schools, so they can provide the best education for their close to 300,000 students each year; and develop leadership qualities in students on these campuses, thereby helping them succeed in college and in future careers. TMCF understands that a college education is the best guarantee of financial stability, lifting low-resource, high-achieving students out of poverty, and creating a cycle that supports future homeownership, wealth-creation and future family education and success.

Through its programs, TMCF seeks to:

1. Increase access to college for low-income/low-resource, high-achieving students
2. Increase college persistence and graduation rates at publicly-supported HBCUs
3. Train and support teachers for high-need urban and rural communities - to improve the pipeline of college-ready high school students
4. Increase workforce diversity through partnering with companies and government agencies to link quality, top-tier students to professional internship and employment opportunities that they would not otherwise have
5. Improve publicly-supported HBCUs through training and introduction of best practices across the spectrum - from administration to education

Through all of these strategies, TMCF seeks to decrease the racial wealth gap by supporting HBCU students, who can change the economic trajectory of their families and communities through college completion and success in economically sustainable careers.

TMCF also is addressing racial inequity in corporate American through partnering with major Fortune 500 corporations to build dedicated HBCU talent development pipelines, that includes soft skill training, internships, mentoring, and other programs that help to prepare students to succeed long-term in corporate careers.

TMCF is preparing tomorrow's leaders today through programs that:

• Provide scholarships to low-income and first generation students, so they can remain in college and graduate
• Strengthen HBCUs so they can provide top-quality education
• Train future leaders to excel through our Leadership Institute and other leadership development programs
• Connect highly qualified member-school students with top-tier employment opportunities that they might not otherwise be able to access
• Ensure quality and retention of teachers graduating from our member-schools
• Open new opportunities internationally through our global initiatives
• Spark entrepreneurship and innovation at select TMCF member-schools

Since COVID-19, TMCF has expanded its efforts to provide scholarships to low-income HBCU students who did not have the resources to meet unexpected costs of moving, and who lost income due to the pandemic.

TMCF simultaneously supported our member-schools - public HBCUs - so that they can continue to educate the overwhelmingly low-income and first-generation Black students, support college completion, and facilitate movement into the middle class.

TMCF also provides faculty research grants to HBCU faculty, as a capacity building strategy for public HBCUs.

TMCF continues to be guided by its mission and strategies, staying focused on deepening its impact, reach and program quality. TMCF continuously seeks to improve its capabilities through introducing effective elements into its programs. In this regard, TMCF recently integrated a strength-based assessment program that helps evaluate students' strengths, so that TMCF's professional staff can help guide them into careers in which they can leverage those strengths, thus deepening our impact for training future leaders and connecting students to employment opportunities.

As for scholarships, TMCF's capabilities are only limited by the funds we raise each year to support scholarships. Additionally, TMCF engages scholarship recipients throughout the year - including through peer-mentors, to ensure that they have the necessary wrap-around services and support that they need to persist in their college education and graduate.

TMCF's Teacher Quality and Retention Program trains aspiring and new teachers in educational techniques to better deliver subject matter instruction to children in high-need urban and rural communities, and provides supportive mentoring from veteran teachers to ensure that teachers remain in the classroom.

TMCF's leadership and professional development programs engage students on 47 publicly supported HBCUs - through on-campus activities such as the GALLUP Strengths Finder Assessment, strengths-coaching, mentoring, our proprietary leadership framework, and individualized career plans. TMCF also links highly qualified and interested students to professional internship and job opportunities with top-tier employers and government agencies. The centerpiece of our leadership development program is TMCF's Leadership Institute, which is a highly selective 4-day conference that brings together top students from HBCU campuses and corporate executives, to create a unique engagement and learning environment. Participants have been coming to this conference for 20 years - entering as students and leaving as professionals.

TMCF creates talent development programs linking HBCU students to corporate partners like Boeing and Hennessy, to provide unparalleled opportunity for both the corporation and HBCU students. TMCF has expanded its talent development to 24 individual corporate talent development programs.

• TMCF will awarded over 1300 scholarships for the 2019-20 school year will help high-achieving students afford the cost of college, and avoid student loans in 33 separate programs. In 2020-21, TMCF expanded to over 100 separate scholarship programs.

• Students receiving TMCF scholarships and supportive wrap-around services have a college graduation rate of 97%. The national African Americans college graduation rate is 21%.

• First-Generation students receiving TMCF scholarships and supportive wrap-around services continue into their second year at a rate of 85%, while the national college retention rate for first-generation students is 10%.

• TMCF's on-campus Leadership and Professional Training activities and our annual Leadership Institute are unique centerpieces of TMCF's programs, preparing students for success in the workplace by teaching them corporate America's “unwritten rules".

• To create a pipeline of students ready to achieve at the college level, TMCF's Teacher Quality and Retention Program supports new and continuing teachers, preparing them to teach in high-needs schools in urban and rural communities and providing year-round mentoring support. The U.S. Department of Education confirms that teacher turnover is highest in public schools serving low-income, high need communities – resulting in lower student achievement rates, higher drop-out numbers, and fewer college students. Yet, 87% of TMCF-trained and supported teachers remain in the classroom.

• TMCF has observed increased need for each HBCU student, due to the impact of COVID-19 - especially on the African-American community - due to job loss, health impact, and other negative impacts.

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 shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    TMCF serves students attending publicly supported Historically Black Colleges and Universities (HBCUs) and Predominantly Black Colleges (PBIs), who are overwhelmingly low-income (over 72% of first-time, first-year HBCU students are Pell Grant eligible, with some schools serving 90% Pell Grant eligible students), African-American (85% across all HBCUs), and mostly first-generation to attend college (52%). Students often do not have the financial and non-financial resources to get to and through college and succeed in economically sustainable careers. TMCF fills those resource gaps, to help bridge racial equity gaps. TMCF also provides resources to HBCUs as institutions, as HBCUs have been underfunded compared to Predominantly White Institutions - in state per-capita funding,

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

    Electronic surveys (by email, tablet, etc.), Case management notes, Direct phone calls with some Scholars,

  • 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,

  • What significant change resulted from feedback?

    TMCF continuously engages in conversation with our students and funding partners. TMCF identified new needs for first-generation, low-income HBCU students who were not progressing, and adjusted our program to meet the identified needs. In response to COVID-19, TMCF engaged with our member-schools and students to identify new financial needs. TMCF's partner engagement helps to identify new areas of training in our career preparation and leadership development programs, and we created new program platforms to support that training. TMCF's TQRP adjusted its professional development offerings to support trauma informed teaching and online teaching, to ensure teachers are able to serve the low-income, minority students they educate.

  • With whom is the organization sharing feedback?

    Our staff, Our funders, Member-schools,

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

    Feedback allows TMCF to be more responsive to the needs of HBCU students, so that our programs are more effective, and that more students stay in college, persist, graduate, and enter economically sustainable careers. TMCF's feedback from our member-schools allows us to build a sense of community amongst HBCU leaders and HBCU administrators - to share best practices and solve problems. The sense of community has led to a greater success in addressing challenges brought from scarce resources.

  • 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 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 act on the feedback we receive,

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback,

Financials

Thurgood Marshall College Fund, 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
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  • Compare nonprofit financials to similar organizations

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Thurgood Marshall College Fund, Inc.

Board of directors
as of 10/13/2021
SOURCE: Self-reported by organization
Board chair

Mr. Charles Merinoff

Breakthru Beverage

Term: 2018 - 2022

Dr. N. Joyce Payne

Founder

Gary Bettman

National Hockey League

Ted Colbert

The Boeing Company

Robert Engel

Wells Fargo

Gregory Jones

Charles Merinoff

Breakthru Beverage

Michelle Nettles

Manpower Group

Raquel Oden

JP Morgan Chase

Neil Simmons

Altria Client Services

David Stern

National Basketball Association

Paul Sweeney, Jr.

K&L Gates LLP

Kevin Walling

PPG Industries

Doris Harley

Costco Wholesale

Dr. Cynthia Jackson-Hammond

Central State University

Dr. Kent Smith, Jr.

Langston University

David Osswald

MillerCoors

Joshua Petty

Booz Allen Hamilton

Toni Townes-Whitley

Microsoft

William Walton, III

American Honda Motor Co., Inc

Sandra Hurse

GCM Grosvenor

Collis Jones

Deere & Company

Lane McBride

Boston Consulting Group

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 10/13/2021

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

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 10/13/2021

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 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 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 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.