My Better Benefits

Better benefits for you!

aka mBB   |   Pittsford, NY   |  www.mybetterbenefits.org

Mission

The mission of my Better Benefits is "to work in partnership with member organizations to create a more informed and caring workforce - one aware and invigorated by a deeper understanding of resources available to employees and the community at large. mBB gives back to organizations working with children in the communities it serves.

Notes from the nonprofit

my Better Benefits is the only program of its type (offering discounts and employee benefits to companies who are part of the association) to be recognized as a 501(c)3 charitable organization.

Ruling year info

2015

CEO

Pam Gerace

Main address

395 Garnsey Rd

Pittsford, NY 14534 USA

Show more contact info

EIN

47-2356623

NTEE code info

Fund Raising and/or Fund Distribution (P12)

Professional Societies, Associations (N03)

Voluntary Employees Beneficiary Associations (Non-Government) (Y43)

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

Enhancing individual organizational awareness of employee benefits.

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?

Recreation & Sports

Provision of discounted tickets and admission to recreation and sporting events

Population(s) Served
Adults

Where we work

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.

18% revenue grown annually.

12% growth in annual member participation.

8% annual grown in contributions to organizations supporting work addressing the needs of underprivileged children within the communities we serve.

Geographic growth to eventually encompass offerings in 40% of all counties within NY State.

Enhanced marketing including increased utilization of Facebook and Twitter to make information about mBB and its mission and goals known to a wider audience.

Collaboration with organizations supporting human resource and benefits activities throughout NY State and the northeast.

Increased staffing to support the marketing activities of the association.

Weekly newsletter to members highlighting offers and opportunities for giving.

Web fund raising targets set through Go Fund Me and Facebook.

Regular updates to Facebook and Twitter accounts by dedicated mBB staff.

Enhanced networking through VisitRochester and other similar networking organizations.

Weekly newsletter published through Campaigner e-mail marketing.

In 2014, the first year that mBB began active operations, we went from 0 to 212 member companies as participants, over 180 of those organizations offering financial assistance in support of mBB's mission to serve underprivileged children.

27 separate organizations received either direct financial assistance or assistance in kind from mBB in support of their activities working with underprivileged children.

In 2020, we experienced a contraction in operational revenues. With a significant portion of our income derived from fundraising activities held at amusement parks (Seabreeze, NYS Fair, etc.) as well as from the entertainment and travel industries, we saw drop of 30% in revenues from 2019.

At the same time, we were able to trim expenses so that our net for the year was a loss of only $195.

We were successful for applying for a small PPP grant of less than $7,000 in 2020 and a second round of $11,000 in 2021. Application for the first PPP grant forgiveness was submitted in April 2021.

We saw a very small increase in the # of participating companies in 2021 which was the first year that growth did not occur in this area. We retained many company members by waiving participation fees in 2021. We hope to see this trend reversed in 2022.

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?

    Employees and their families of our member companies - over 300,000 diverse individuals.

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

    Constituent (client or resident, etc.) advisory committees, Suggestion box/email,

  • 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?

    At the suggestion of member organizations, we reduced and or eliminated membership fees for social service organizations who serve underrepresented populations in the communities we operate in.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board,

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

    Feedback has resulted in increased sensitivity to our publications and statements - specifically statements made on our website and in our newsletter. We have been proactive in pushing for racial equality and health concerns.

  • Which of the following feedback practices does your organization routinely carry out?

    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 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,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, 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, It is hard to come up with good questions to ask people,

Financials

My Better Benefits
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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

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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.

My Better Benefits

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

Daniel Miles


Board co-chair

Kevin Sweeney

Taryn Mattison

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 4/16/2021

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
White/Caucasian/European
Gender identity
Female
Sexual orientation
Decline to state
Disability status
Decline to state

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 04/16/2021

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 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.
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 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.