PLATINUM2023

Police2Peace

Uniting departments and communities around programs that uplift and heal them.inat

aka Police2Peace   |   Scottsdale, AZ   |  https://police2peace.org/

Mission

To unite police departments and communities around programs that uplift and heal them.

Ruling year info

2020

Executive Director

Lisa Broderick

Main address

6424 E Greenway Pkwy Suite 100

Scottsdale, AZ 85254 USA

Show more contact info

EIN

83-2915192

NTEE code info

Alliance/Advocacy Organizations (W01)

IRS filing requirement

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

Sign in or create an account to view Form(s) 990 for 2022, 2021 and 2021.
Register now

Communication

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

In the US, the problem of community dissatisfaction with the police is pervasive. After the George Floyd murder, unquestionable demand for police reform developed. Within communities and around the country, calls of defund the police exist alongside calls to transform them. What these narratives are really expressing is the desire for significant police cultural change to occur. Right now, in the absence of a solution, what exists is the pervasive atmosphere of tension, animosity, frustration, and unmet expectations on both fronts. What is missing is the recognition that sustainable, authentic culture change needs to occur institution-wide in American policing. To do this will require both buy-in from the police and buy-in from the community, which no other solution offers. The localized nature of policing exacerbates the problem with 8,000 police agencies. Some solutions target single agencies but not American policing as a whole. Police2Peace targets the whole problem.

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?

Peace Officer Framework

Police2Peace is a national nonprofit with a diverse with team and board members from the activist community and from the police community. We’re scaling low cost or no-cost, national police reform through police culture change rooted in what it means for law enforcement to be “Peace Officers”. We do this because the public is demanding a less aggressive approach to public safety, and community dissatisfaction with the police is high. Over the last 4 years, having grown the idea from introducing PEACE OFFICER wording into police agencies and communities, we are developing the Peace Officer Promise and online curriculum for introduction in late Spring 2022. Today, Police2Peace is scaling the delivery programs around the nation that transform departments into peace officer departments with peace officer curriculum and technical assistance to operationalize the change. We unite police departments and the communities they serve through community-based programs for better engagement.

Population(s) Served
Emergency responders
Age groups

Where we work

Affiliations & memberships

Alliance for Peacebuilding 2021

US DOJ National Training and Technical Assistance Center Provider 2022

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 assessment guides developed

This metric is no longer tracked.
Totals By Year
Related Program

Peace Officer Framework

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of programs documented

This metric is no longer tracked.
Totals By Year
Related Program

Peace Officer Framework

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of consulting projects completed

This metric is no longer tracked.
Totals By Year
Related Program

Peace Officer Framework

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of community initiatives in which the organization participates

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

Age groups

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

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.

Our mission is to unite departments and communities around programs that uplift and heal them. One way we serve is as a trusted source of ideas, strategies, programs and policies for positive change in policing for departments, municipalities, the federal government and civil society. We are able to achieve this because we exist at the intersection of policing and peacebuilding. As a connector and translator between sometimes opposing organizations, we help build bridges with police services agencies of all types nationally and the citizens they serve and protect. Police2Peace also brings expertise and proven solutions to agencies that are redefining, reimagining and advancing policing in America for the purposes of cultural, procedural and operational change and departmental alignment. Police2Peace board members and executives believe that trusted bridges can be built between policing and communities such that departments co-produce public safety with their citizens. Our values include innovation, aspiration, thought leadership, equity, fairness, transparency and articulating the possible.

Police2Peace is scaling low cost or no-cost, national police reform through police culture change rooted in what it means for law enforcement to be “Peace Officers”. We do this because the public is demanding a less aggressive approach to public safety, and community dissatisfaction with the police is high. Over the last 4 years, having grown the idea from introducing PEACE OFFICER wording into police agencies and communities, we are developing the Peace Officer Promise and online curriculum introduced in Fall 2022. Today, Police2Peace is scaling the delivery programs around the nation that transform departments into peace officer departments with peace officer curriculum and technical assistance to operationalize the change. And we unite police departments and the communities they serve through community-based programs for better engagement, police-based programs for training such as de-escalation, and peace initiatives which unite stakeholders around building peace in their communities so that everyone can lead their best possible lives.

We're a women-led, diverse team working across the country from small departments to large. We have board members from the activist and police communities, so we represent the diverse stakeholders we serve. 50% of the organization is people of color of all ages. One team leader is an experienced entrepreneur from the tech industry skilled in starting and companies, and other team leaders are 35-year career policing professionals experienced in leading change and helping communities to create safe spaces through engagement and joint problem solving between police and community stakeholders. The combination results in professionals from the policing, mediation, technology, project management and non profit industries whose life experiences inform the work and programs delivered. When designing the solution, the input collected from team members directly impacted through their life experience by the issue of policing in America was foundational. The solution which resulted is an all-encompassing one which brings two opposing parties together--the police and the community--to create “Peace Officers” in approach an dbehavior.

Over the last four years, Police2Peace has grown from the idea of introducing PEACE OFFICER wording into police agencies and communities into the Peace Officer Project. The Peace Officer Project is a multifaceted, multipronged approach to changing the culture of policing by changing the perception of police. This includes the perceptions officers have of themselves as well as the perceptions the community has of the police who serve and protect them. Our goal was to design a solution which makes sense to police and resonates with community members at odds with the police. Having done this work, we understand that without the involvement of the police, there is no hope for lasting change. The Peace Officer Project represents hope for change for American police agencies from being strictly enforcers of the law to reaffirming their role as keepers of the peace. And at a time when budgets are stretched, it’s also low-cost or no cost. Our tools, training, programs and collaborations were developed with the knowledge that maintaining the peace involves a lot more than just controlling crime. This paradigm shift away from the police thinking of themselves solely as law enforcement is driven by what the police do every day. From communicating with people, to mediating disputes, to intervening when necessary to protecting the vulnerable, policing is at its core about peacekeeping. In this sense, Police2Peace is realizing the promise of community policing.

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

    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

  • 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

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

Police2Peace
lock

Unlock financial insights by subscribing to our monthly plan.

Subscribe

Unlock nonprofit financial insights that will help you make more informed decisions. Try our 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.

Operations

The people, governance practices, and partners that make the organization tick.

lock

Connect with nonprofit leaders

Subscribe

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.

lock

Connect with nonprofit leaders

Subscribe

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.

Police2Peace

Board of directors
as of 01/19/2023
SOURCE: Self-reported by organization
Board co-chair

Anthony Williams

Dentons

Term: 2019 - 2023


Board co-chair

Scott Osman

MG 100 Coaches

Term: 2019 - 2023

Lisa A Broderick

Police2Peace

Amanda Adams

Patrick Johnson

OpenPolicing

Arthur Joseph

Vocal Awareness

Sue Rahr

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 1/19/2023

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
Female, 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: 08/03/2021

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.