Project BEE

Providing equity and anti-poverty services to rural communities in North Dakota.

aka YWCA Minot   |   Minot, ND   |  https://projectbeend.org/

Mission

Providing equity and anti-poverty services to rural communities in North Dakota.

Ruling year info

1965

Executive Director

Ms Liz Larsen

Main address

400 E Central Ave. Suite 302

Minot, ND 58701 USA

Show more contact info

Formerly known as

YWCA Minot

Project BEE

EIN

45-0227018

NTEE code info

Temporary Shelter For the Homeless (L41)

YMCA, YWCA, YWHA, YMHA (P27)

Homeless Services/Centers (P85)

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

Through our anti-poverty programming, we wish to positively impact Western North Dakota. We offer supportive programs for at-risk families and individuals, such as a diaper supplement and basic needs pantry. This allows folks to make their income stretch further to meet their own goals. While our primary program is our homeless shelter, long-term, we wish to flip things. If we can prevent homelessness, by expanding our prevention and support programs, we would save a ton of money. Homeless clients often have barriers, like evictions on their record, and are a challenge. If possible, we want to keep people in their homes and find ways to support them.

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?

Emergency Shelter

Currently, the Emergency Shelter can serve 21-28 adults/their children (if any) at any given time, and is frequently full. We serve people from all over North Dakota, as we are the only year-round, housing-first shelter outside of the Fargo/Grand Forks area.

Population(s) Served
Women and girls
Homeless people
Families

The Dakota Diaper Pantry, a Project BEE program, works to eliminate diaper need in Western North Dakota. By bridging the gap for families, we promote dignity and help to empower them to pursue their ambitions.

Population(s) Served
Military personnel
Caregivers
Families
Economically disadvantaged people
Immigrants and migrants

This service has the potential to transform the lives of many in a short period of time. One of the main barriers to employment for the homeless population is access to something we all take for granted, the chance to literally get clean. This "fresh start" program can empower community members (of all ages and genders) who are unable or unwilling to stay in the shelter.

Population(s) Served

Our community closet proudly helps community members acquire career clothing, personal care items, and household necessities at no cost to them.

Population(s) Served
Economically disadvantaged people
Victims and oppressed people
Families
Economically disadvantaged people
Victims and oppressed people
Families
Unemployed people
Economically disadvantaged people
Victims and oppressed people
Families
Unemployed people

The Project BEE Winter Warming Center’s mission is to work with the greater Minot community to better serve those experiencing homelessness with dignity and respect by providing a safe and warm place for homeless adults 18 years and older and any of their potential children (no unaccompanied minors) to get in and out of the cold during the winter months from October 1 until April 30. The Warming Center is located downtown at 205 3rd Ave. SE Minot, ND, 58701. Guests are able to take a shower and wash their clothes.

Hours for the center are from 7:00 pm until 8:00 am, Monday through Sunday, including holidays. The center offers open intake from 7:00 pm until 8:00 pm each night. After 8:00 pm the police, hospitals, and other agencies can refer guests. The center does allow those individuals who are currently suffering from mental health and/or addictions to enter the facility as long as they are acting in a calm and respectful manner.

Population(s) Served
Economically disadvantaged people
Economically disadvantaged people

The purpose of this program is to help prevent homelessness. The program provides emergency assistance to an individual or family facing eviction or transitioning from our Emergency Shelter program into permanent housing.

The rental assistance is a one-time payment made directly to the landlord for people who cannot pay their rent due to a personal emergency or a situation beyond their control.

Population(s) Served
Low-income people
Families

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 bed nights (nights spent in shelter)

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

Homeless people, Women and girls

Related Program

Emergency Shelter

Type of Metric

Output - describing our activities and reach

Direction of Success

Decreasing

Context Notes

In 2020, we went from 28 beds in our shelter to limited budget vouchers to combat COVID19.

Number of clients served

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

Economically disadvantaged people

Related Program

Career Closet/Basic Needs Pantry

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of families assisted with rent or mortgage to avoid eviction

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

Economically disadvantaged people

Related Program

Rental Assistance

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

We never officially kept track/considered this a program. Now, in 2021, homeless prevention is more critical than ever.

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.

It is our desire to evolve with the changing needs of the communities we serve and to be a strong advocate for anti-poverty programs within the North Dakota government to ensure that rural community needs are met.

We have worked hard to change our internal culture starting with our board. We have a strong board, ready to support the staff. We have an experienced and educated staff, with lived experience, that is ready to help folks meet their goals no matter the challenge.

Currently, we have a case management team with staff members with lived experience, formal education, case management experience, and a combination of the above.
We invested in fundraising and administrative staff so that our funding can keep up with program needs, and to make sure we are in compliance with certifications, grants, audits, and more.

In 2021, we were awarded a $5.8 million, federally funded family shelter project due to our strong leadership.

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 collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Case management notes,

  • 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 identify where we are less inclusive or equitable across demographic groups,

  • What significant change resulted from feedback?

    Re: the Dakota Diaper Pantry, we discovered that our clients felt that they were not receiving enough of a supply of diapers/wipes for their children. After feedback was analyzed, we concluded that we needed to distribute more. We changed the process.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders,

  • 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 act on the feedback we receive,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, The people we serve tell us they find data collection burdensome, 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

Project BEE
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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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lock

Connect with nonprofit leaders

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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.

Project BEE

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

Olga Stanford

United States Air Force

Term: 2021 - 2024


Board co-chair

Tarina Crook

United States Air Force

Term: 2021 - 2024

Becky Bertsch

Alliance Real Estate

Robbie Keelan

Account Executive

Kate Eick

Roberts Counseling

Mercedes Drechsel

State of ND

Corbin Dickerson

United States Air Force

Erica Riordan

Trinity Health

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 2/19/2022

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
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person with a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 09/17/2021

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

Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • 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 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.