JULIUS & ESTHER STULBERG COMPETITION INC
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Competition
An annual event drawing applications from around the world from gifted young string artists under the age of 20. Twelve semifinalists are chosen to compete live in Kalamazoo, MI for cash awards and performance opportunities. The Competition is adjudicated by a world-renowned panel of judges.
Master Classes
Stulberg Master Classes are held in conjunction with the annual Competition, with world-renowned Competition judges serving as clinicians. Regional string students under the age of 20 are chosen by audition to perform in these classes, which are free and open to the public.
Education Outreach
Stulberg medalists and Master Class students perform education outreach services for underserved audiences throughout the community.
Where we work
Photos
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
The Stulberg Competition promotes excellence in string instrument performance by gifted young artists under the age of twenty. We provide performance and educational opportunities for young musicians through our Competition, Master Classes, and Education Outreach/Community Engagement programs. We seek to assist young musicians in preparing for their performance careers and/or college studies, while providing exceptional musical experiences for diverse audiences.
What are the organization's key strategies for making this happen?
The Stulberg continues to be guided by the strategic map, created by the board of directors working under the guidance of TSI Consulting Partners Inc in 2012. That Strategic Plan identifies four areas of priority:
A. Continue to Improve the Competition Experience and Value
B. Expand and Strengthen the Stulberg's Reputation and Visibility
C. Expand and Diversify Funding to Support Growth and Sustainability
D. Strengthen Organizational Effectiveness
The Stulberg is currently engaged in a new Strategic Planning Process, facilitated by Dr. Peter Dams of Dams & Associates. Completion is anticipated in early 2019.
What are the organization's capabilities for doing this?
The Stulberg's board of directors provides critical professional expertise and financial support. Board members are community leaders with expertise in finance, law, marketing, fund development, music education/performance, technology, and business. The Stulberg's part-time executive director (Margaret Hamilton) brings over 30 years of experience in music, education and arts administration. Important IT resources include Acceptd (online application/audition system), GiftWorks donor software and QuickBooks financial software. In addition to printed materials and advertisements, the Stulberg uses internet resources such as its web site, Facebook, Twitter, YouTube and Constant Contact. Other valuable resources include ONEPlace, Cultural Data Project, Epic Center, partner organizations, Discover Kalamazoo, Arts Council of Greater Kalamazoo, and American String Teachers Association. Annual financial reviews are conducted by Flegal & Melnik of Portage, MI.
What have they accomplished so far and what's next?
The Stulberg celebrates 44 years in 2018-19, a notable record of longevity. Its roster of laureates and judges reflect luminaries in the musical world. Recent accomplishments include record numbers of applications (over 200 in 2018) and attention from NPR's From the Top, which broadcast a documentary-style program in October 2018, based on its coverage of the 2018 Competition.
The Stulberg is currently engaged in a strategic planning process, facilitated by Dams & Associates. Completion is anticipated in early 2019. Future goals will include growing the donor base, expanding corporate sponsorships, revitalizing planned giving program, establishing an alumni network, and increasing performance opportunities for medalists.
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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Which of the following feedback practices does your organization routinely carry out?
We collect feedback from the people we serve at least annually, 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 act on the feedback we receive
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What challenges does the organization face when collecting feedback?
We don't have any major challenges to collecting feedback
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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
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Connect with nonprofit leaders
SubscribeBuild 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.
JULIUS & ESTHER STULBERG COMPETITION INC
Board of directorsas of 09/30/2024
Ms. Ann Fergemann
Retired - Kalamazoo Community Foundation
Term: 2022 - 2025
David Johnson
Legal Office of David J. Johnson, PLLC
Alisa Carrel
Gilmore International Keyboard Festival
Naomi Siegel Morse
Community Volunteer
Kurt Voissem
Jetech, Inc.
Jane Rooks Ross
Arts Consultant
Audrey Lipsey
Crescendo Academy of Music
Josh Koets
Iron Bytes
Janet Gover
Media Consultant
Pamela Walker
Former President, Arcadia Benefits Group
Derl Oberlin
Retired Development Professional
Sorina Dodu
Stryker
Kory Heitzig
Gilmore Piano Festival
Thomas G. King
Kreis, Enderle, Hudgins, and Borsos
Keith Kothman
Western Michigan University
Sarah Lee
The Chronicle of Philanthropy
Camille Riley
Law Consultant
Helayne Smith
Business Management Professional
Mira Stulberg-Halpert
3-D Learners
Sophie Tang
Western Michigan University
Sophié van der Westhuizen
Kalamazoo College
Sherie Veramay
Alma College
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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
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
Gender identity
Transgender Identity
Sexual orientation
Disability
We do not display disability information for organizations with fewer than 15 staff.
Equity strategies
Last updated: 09/30/2024GuideStar 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
- 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.
- 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.