GOLD2024

Andromeda Community Initiative

Training the next generation

aka ACI   |   LONG ISLAND CITY, NY   |  www.andromedainitiative.org

Mission

Formed in January of 2018, ACI is a not-for-profit organization that provides participants with professional development opportunities, free educational programs, and job-related training that prepares members for gainful employment in the construction industry.

Ruling year info

2018

Director

David Nidus

Main address

4912 31ST PL

LONG ISLAND CITY, NY 11101 USA

Show more contact info

EIN

82-4497530

NTEE code info

Public, Society Benefit - Multipurpose and Other N.E.C. (W99)

Employment Procurement Assistance and Job Training (J20)

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

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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?

Masonry Restoration Program

The Masonry Restoration Program focuses on developing core, hands-on skills, as well as educating students on the necessary safety and compliance measures set forth by the Department of Buildings (DOB) and The Occupational Safety and Health Administration (OSHA). Hands-on training is taught on simulation façades utilizing real masonry materials under the guidance of instructors who are active in their area of expertise. The theoretical portions are taught by ACI’s certified instructors in the program’s designated auditorium and classrooms. During the program, all students receive free OSHA, Suspended Scaffold, Supported Scaffold, Respiratory Silica, and Fall Prevention training courses.

Population(s) Served
Unemployed people
Adults

ACI's Clean Construction Technology Training (CCTT) program tackles unemployment, particularly among People of Color facing barriers in New York City (NYC),and addresses the rising demand for green jobs in construction. By providing FREE hands-on experience and certifications in clean energy and technology, we empower at-risk populations. With NYC's unemployment at 5.2% and Black unemployment at 9.4%, the need is urgent. By 2030, an estimated 30,000 energy-efficient jobs will emerge.

Training covers High-Efficiency HVAC systems, Building Electrification/Heat Pump Technologies, Insulation and Air Sealing, construction safety, and general and green construction fundamentals. Basic safety certifications provided will include the OSHA-30 and DOB 10 Hour Site Safety Training, the DOB 16 Hour Suspended & 4 Hour Supported Scaffolding Certification, and the DOT Flaggers Certification. Beyond this, additional course certifications include the GPRO Mechanical (energy efficiency HVAC op

Population(s) Served
Multiracial people
Economically disadvantaged people
Incarcerated people
Unemployed people

Where we work

Financials

Andromeda Community Initiative
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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

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Andromeda Community Initiative

Board of directors
as of 03/28/2024
SOURCE: Self-reported by organization
Board chair

John Pantanelli

Andromeda Advantage

Term: 2022 - 2024

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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 3/28/2024

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

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: 03/28/2024

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.