Second Stride, Inc.

Connecting Hearts

Crestwood, KY   |  http://www.secondstride.org

Mission

Second Stride is a 501 (c)(3) tax-exempt, non-profit organization providing professional rehabilitation, retraining, and placement for transitioning thoroughbred racehorses in qualified homes so that they may reach their full potential in a productive second career.

Notes from the nonprofit

Second Stride Inc. Equine adoption program a 501C 3 Charity founded in 2005. Providing Rehabilitation, retraining and Placement for Equines. We rescue, rehabilitate, re-train and re-home equines in need. Focusing on Thoroughbreds with transitional needs.

Ruling year info

2006

Founder and CEO

Kim Smith

Vice Chair

Jeff Willard DVM

Main address

7204 Highway 329

Crestwood, KY 40014 USA

Show more contact info

EIN

20-2947614

NTEE code info

Animal Protection and Welfare (includes Humane Societies and SPCAs) (D20)

Animal Training, Behavior (D61)

Animal Related Activities N.E.C. (D99)

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

We are working towards a complete safety net for area transitioning Thoroughbred racehorses, abuse cases or breeding stock needing a new career or home. Providing a professionally run outlet for the race trainers and owners that are in need of a place to send a horse in a timely manner due to the relocation of their race stable or reallocation of permitted stalls at the race tracks. To gather qualified staff to rehabilitate and start training and communicating the needs of each horse coming into our program.

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?

Second Stride, Inc.

Second Stride networks with those in the thoroughbred industry in need of transitioning thoroughbreds, and networks with those looking to adopt a horse to work in a variety of new careers. Second Stride provides professional rehabilitation, and retraining so thoroughbreds can be adopted in a variety of things such as dressage/eventing, polo ponies, Search and Rescue Police horses, ranch cutting horses, pleasure/trail horses, lesson ponies, etc.

Population(s) Served
Adults

Where we work

Accreditations

Thoroughbred Aftercare Alliance 2021

Affiliations & memberships

The Right Horse Partnership 2021

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 retired thoroughbred racehorses adopted into new homes per year

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

Adults

Related Program

Second Stride, Inc.

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Our program was founded in 2005, The average number is over 100 per year.

Average number of dollars received per donor

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

Adults

Related Program

Second Stride, Inc.

Type of Metric

Input - describing resources we use

Direction of Success

Increasing

Number of Facebook followers

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

Adults

Related Program

Second Stride, Inc.

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

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.

Second Stride's goal is to insure that every thoroughbred bred for racing, will have a safe, well cared for life after racing. We believe in most cases, the best life for a thoroughbred is to "have a job." From their very first day, thoroughbreds are conditioned to do well in a stable environment, with set schedules, and daily routine care. Upon retirement, they have special needs to help them transition from racetrack stable life, to their new life which will often be very different than what they have ever known. We have the facilities, and qualified staff to work with each thoroughbred and retrain him so he can be adopted and succeed in something new. We also have the ability to follow up on the horses and make sure the matches are appropriate and the horses are not passed onto inappropriate situations such as "Bail Lots" or "Kill Pens".

Second Stride believes the successful transition of a former race horse from race track life to another life, is dependent on several factors.
1. Create a familiar environment, similar to where they came from, to minimize stress.
2. Use well qualified staff to handle the horse when they first arrive.
3. Have each horse evaluated by an equine Veterinarian upon entry for a base line
4. Evaluate the individual horse under saddle to find what they would be suited for.
5. Provide quality training at a pace that works for the horse.
6. When ready, match the horse with a well screened adopter.
7. Provide adopters with information to insure a successful match.
8. Follow up on the adoption matches to ensure a safe appropriate home.
9. Providing educational/informational outreach to area race tracks, community programs and events.
10. Partnering with local companies and establishments to further our mission

Second Stride is uniquely qualified to safely transition retired thoroughbreds to new career because of the background of the board members, staff, and volunteers. Our people have backgrounds in the racing industry, and the sport horse industry. We are able to network well with horsemen in need of finding new homes for their horses, as well as network with the people who adopt Second Stride horses. We are in close contact with these groups, and can find ways to meet each of their needs. Our advisory board includes several of the most respected names in racing, and we are certified by the Kentucky Equine Health and Welfare Council as an equine rescue facility. We are often asked to participate in the development of equine rescue safety guidelines to help other rescues achieve their goals. We are accredited and or partners of several national governing programs, including the Thoroughbred Aftercare Alliance, and The Right Horse full Partnership level.

Second Stride has been able to use grant money specified for capital improvements to increase our barn capacity and useable land. We have the space for horses and the qualified staff to work with more horses. What we need now are the funds to care for additional horses while in our program. We are very careful to never take in more horses than we can afford, so we only bring in new horses when our budget allows, from fundraising, adoption fees, and industry grants. This most often means we have a waiting list of horses to come in, even though we have the facilities and staff available to begin their transition. Our goal is to never have a waiting list, and know that every thoroughbred will have the opportunity to be retrained for a new career. Because of Second Stride's retraining program, over 1000 horses, whose fate was uncertain, now have new careers and are very well cared for. We are excited for the years ahead and look to increase our services in the community by 25% for the coming year thanks to new partnerships we have developed.

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?

    Horse owners from across the Nation

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

    Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees, Suggestion box/email, social media,

  • 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 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?

    We made revisions to our adoption applications and adoption contracts to be worded more inclusive and with more open ended questions. We have implemented an adoption counselor that is a relationship based guide for our adopters to feel able to communicate their needs in person or over the phone in a less threatening and more communicative way than a suggestive short answer form.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

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

    Through engaging feedback sessions with our partnerships we have learned the value of communication and the relationship based program. We can protect our horses and show respect and value for our adopters as well.

  • 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 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 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?

    We don’t have the right technology to collect and aggregate feedback efficiently, 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

Second Stride, 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
  • 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.

Second Stride, Inc.

Board of directors
as of 4/20/2021
SOURCE: Self-reported by organization
Board co-chair

Kim Smith

Moserwood Farms LLC

Term: 2020 - 2022


Board co-chair

Dr Jeff Willard

Jericho Equine

Term: 2020 - 2022

Kim Smith

Founder and Executive Director

Jeff Willard

Vice Chair

Laura Forbes

Secretary

Glen Curry

Treasurer

Karen Ward

Board

Lauren Smith

Board

Gary Palmisano

Board

Sean Beirne

Director

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 ? Not applicable
  • 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 04/20/2021

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, 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
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

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

Equity strategies

Last updated: 04/10/2021

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 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.
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 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.