Dismas Home of New Hampshire Inc

Changing Lives, one woman at a time

Manchester, NH   |  http://www.dismashomenh.org

Mission

Dismas Home of NH offers previously incarcerated women, with co-occurring substance use disorder and mental illness, the opportunity to improve their lives. We provide effective clinical treatments and a wide range of social support services, in a safe, loving home-like residential environment. Once ready to return to the community, Dismas Home offers extended continued support in job assistance, housing, and ongoing mental health support so they have the resources to be contributing members in their communities.

Ruling year info

2015

Principal Officer

Janice Halle

Co Principal Officer

Julie McCarthy Brown

Main address

102 4th St

Manchester, NH 03102 USA

Show more contact info

EIN

47-2722572

NTEE code info

Transitional Care, Half-Way House for Offenders/Ex-Offenders (I31)

IRS filing requirement

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

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Communication

Blog

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?

ASAM Level 3.1 treatment program

Operating since September of 2016, Dismas Home of NH, Inc is a licensed low intensity treatment program which serves up to 8 residents at a time in a home at 102 Fourth Street, Manchester New Hampshire. Our Residents are exclusively previously incarcerated women who have been diagnosed with substance use disorder. The treatment program focuses on the physical and mental health of residents and their recovery from substance use and other mental illness developed from trauma. The program also offers pathways to education, employment, and housing as they transition back into the community somewhere between 90 days and one year. We are changing lives, one woman at a time.

Population(s) Served
Adults
Women
Homeless people
Ex-offenders

Transitional Living Program is the next "step up" phase in the Dismas Home Program. Residents use the next 90 days to learn to adopt new life skills, find meaningful work, and begin the search for long term post program housing. They continue to attend group therapy and individual counseling.

Population(s) Served
Adults
Substance abusers
Economically disadvantaged people
Ex-offenders

Where we work

Accreditations

Certified Member of NHCORR 2022

Videos

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 previously incarcerated women served

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

Adults, Substance abusers, Women and girls, Incarcerated people

Related Program

ASAM Level 3.1 treatment program

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

This metric highlights the number of women admitted to the Dismas Home program. 2020 and 2021 were measured during the Covid 19 Pandemic

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.

Goals for the next 3 years are to expand program services and the residential capacity to serve more women, and lower the rate of recidivism in NH.

The strategic pillars are:
1. Expand program services: add a second home, provide wrap around mental health services, leverage therapy services in partnership with other providers
2. Create financial sustainability through a 3-5 year financial plan, create and endowment and and investment fund, embark on a capital campaign to build capacity and fund projects
3. Expand collaborative partnerships with other provider agencies and community organizations and corporations to expand workforce development and housing opportunities
4. Solidify human capital by being a known organization where staff come to work and stay- because of a great internal work culture, and a great external reputation.

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?

    Dismas Home serves previously incarcerated women diagnosed with substance use disorder and co-occurring mental illness triggered by trauma.

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

    Paper surveys, Case management notes, 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?

    In Order to better serve residents, Dismas Home recently restructured it staff roles and schedules to add more effective coverage during peak "busy" hours.

  • 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?

    Dismas Home residents feel empowered and included in the general operations of their "home". When their opinions are considered, it creates a bond of trust, and helps them move forward in their healing journey.

  • 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 ensure people feel comfortable being honest with us, 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,

  • 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, Staff find it hard to prioritize feedback collection and review due to lack of time,

Financials

Dismas Home of New Hampshire 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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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.

Dismas Home of New Hampshire Inc

Board of directors
as of 08/02/2022
SOURCE: Self-reported by organization
Board co-chair

Janice Halle


Board co-chair

Julie McCarthy Brown

retired

Term: 2022 - 2024

Julie Brown

Founder/Co-Chair

Ken Brown

Vice Chair

Randy Foose

Treasurer

Janice Halle

Co-Chair

Chris Young

member at large

Mariette Young

Seretary

Jodi Hoyt

member at large

Annika Smith

member at large

Darren Schriever

member at large

Madeline Hutchings

member at large

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 8/2/2022

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
White/Caucasian/European
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female, 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: 07/05/2022

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 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 seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • 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.