PLATINUM2024

Dana Thompson Memorial Fund of Awesome

We rock mics, not stereotypes

Portland, OR   |  http://www.DTMFA.org

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Mission

Our mission is to keep Dana Thompson’s young, vibrant warrior spirit alive by helping to equip Black youth to experiment and develop their artistic confidence. In loving memory of Dana L. Thompson, December 31, 1977 - July 18, 2019

Ruling year info

2019

Board president

Christine Claringbold

Main address

3850 SE 82nd Ave # 90881

Portland, OR 97266 USA

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EIN

84-3553645

NTEE code info

Public Foundations (T30)

IRS filing requirement

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

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?

Scholarships to Music Camps

Providing full scholarships for Black youth to attend Rock'n'Roll Camp for Girls, a week-long summer empowerment program in Portland. Also providing supports and stipends for families to help overcome barriers they face when sending their kids to camp.

Population(s) Served

Direct support for Black youth in the form of cash stipends to families. These payments are meant to assist youth in completing music and arts related lessons, camps, and other activities.

Population(s) Served
Children and youth
People of African descent
Children and youth
People of African descent

SCHOOLS OUT ROCK OUT is a culturally specific SUN program at Boise-Eliot Humboldt Elementary in collaboration with Self Enhancement, Inc and Friends of Noise.

This project is funded in part by grants from the Oregon Community Foundation and the Regional Arts and Culture Council.

Population(s) Served
Multiracial people
People of African descent
LGBTQ people
Economically disadvantaged people
Out-of-home youth

Where we work

Affiliations & memberships

Black American Chamber of Commerce 2020

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 diversity training courses conducted

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

Adolescents, Children, People of African descent, Young women, Transgender people

Related Program

Scholarships to Music Camps

Type of Metric

Input - describing resources we use

Direction of Success

Holding steady

Context Notes

We contract with Empress Rules Equity Consulting to conduct DEI trainings for our board and volunteers.

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 objective is to offer space for Black youth to experiment and develop their artistic confidence.

We are creating a robust, safe, sustainable organization that centers Black families and offers year-round programs, workshops, events and spaces where youth can explore the arts, develop creative skills, and rock out.


Our strategies include: recruiting Black leadership for our board; hiring Black musicians to teach workshops, lessons and camps; hiring Black artists to perform at fundraising events and design event materials; partnering with other organizations to co-produce workshops and events where Black youth can experiment and develop their artistic confidence.

We provide direct support including honoraria, musical instruments, and tuition assistance for Black youth to complete arts-related summer camps and activities.

We increase access to the arts by connecting Black youth to workshops, lessons, camps, after-school programs, jam sessions, rock band formation, rehearsal spaces, mentoring, performance opportunities and more.

This year we are raising funds to create mobile and house-based spaces for our programs.

We are capable of meeting our goals because we have dedicated leaders who are active in the community we serve, including artists, musicians, small business owners and diversity practitioners.

Our capabilities include knowledge of the community, experience working with youth, understanding of DEI principles, physical space to hold events and activities, and a strong network of supporters, volunteers and strategic partners.

Since 2020 we have provided tuition and stipends for 15 Black youth to attend Portland's Rock 'n' Roll Camp for Girls.

We have worked with partner businesses and nonprofits to provide musical instruments and art supplies such as electric guitars, amplifiers, acoustic guitars, ukuleles and keyboards to 6 Black youth.

We have increased the diversity of our leadership by adding 3 Black women to our board.

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.
  • 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

  • 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?

    It is difficult to get the people we serve to respond to requests for feedback, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection

Financials

Dana Thompson Memorial Fund of Awesome
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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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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.

Dana Thompson Memorial Fund of Awesome

Board of directors
as of 02/29/2024
SOURCE: Self-reported by organization
Board chair

Christine Claringbold

Eye Pop Art

Term: 2019 - 2024

Charles Claringbold

Deoshia Hopkins

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 1/24/2023

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
Disability status
Person without a disability

Race & ethnicity

Gender identity

No data

Transgender Identity

No data

Sexual orientation

No data

Disability

Equity strategies

Last updated: 04/15/2021

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.