Queen Bee Music Association

Mission

Queen Bee Music Association's mission is to support musicians in every stage of their career, no matter age, aspiration, or ability. Queen Bee currently offers music classes and private lessons for children and adults, online kids sing alongs, summer camps, and supplementary music programming for schools. During its inaugural year of 2019, Queen Bee served 74 students in Santa Fe, New Mexico and Crested Butte, Colorado, and partnered with the Santa Fe Botanical Garden to present their Sunset Concert Series.

Ruling year info

2019

Executive Director

Lindsay Taylor

Artistic Director

Brian Nelson

Main address

PO Box 4011

Santa Fe, NM 87502 USA

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EIN

83-4233514

NTEE code info

Music (A68)

IRS filing requirement

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

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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?

Group Classes & Lessons

Queen Bee's Group Classes and Lessons are taught through a folk-music education model. We take familiar songs to learn instruments, guitar, ukulele, fiddle, and percussion. Each student is met where they are, and taught in a low-pressure environment. Our goal is not to produce virtuosos, but rather to truly instill a love of music into someone's life that they carry with them always.

Population(s) Served
Adults
Children and youth

Where we work

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?

    Contrary to the general perception of Santa Fe being a wealthy retirement community, the city faces incredible income and racial disparities. Prior to the COVID-19 pandemic, 75% of students who attend Santa Fe Public Schools, qualified for the Federal Free/Reduced Breakfast and Lunch Program. While the data has not been compiled for the 2020-21 school year, this number has most certainly increased as individuals have lost their jobs.

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

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person),

  • 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?

    While the organization was founded in 2019, the teaching staff had been working with a music festival in Colorado to present our Kids Bluegrass Camp since 2013. Based on parent feedback from surveys, the decision was made to separate from the music festival to focus more on the education of beginning and intermediate students. The program has continued and expanded into Santa Fe, New Mexico.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our community partners,

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

    Asking for feedback has increased the strength of our relationships with our students. They know that their voices and opinions are valid and are genuinely listened to–they are not just speaking into a void. We listen, and act, and if we choose not to act, we follow up and let them know why a change was not made.

  • 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,

  • What challenges does the organization face when collecting feedback?

    It is difficult to find the ongoing funding to support feedback collection,

Financials

Queen Bee Music Association
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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.

Queen Bee Music Association

Board of directors
as of 11/9/2021
SOURCE: Self-reported by organization
Board chair

Matt Brown

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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 09/18/2021

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
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
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
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 09/18/2021

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 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.
Policies and processes
  • 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.