REAP, Inc.

Next wave of leaders

Portland, OR   |  www.reapusa.org

Mission

REAP is a year around multicultural youth leadership program committed to empowering the next wave of leaders. Our Mission: To proactively ignite, elevate and engage the next wave of leaders for the future now.

Ruling year info

2002

Principal Officer

Lovell Thomas

Co Principal Officer

Mark Jackson

Main address

10808 NE Halsey St

Portland, OR 97220 USA

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EIN

93-1315162

NTEE code info

(Human Service Organizations) (P20)

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?

Solutions

The REAP Solution program is a 10-month leadership curriculum open to students from all backgrounds and cultures. The curriculum provides a series of interactive leadership modules focused on civics, education, health, business, and entrepreneurship. Program offerings are focused on specialized, applied learning approaches emphasizing writing, speaking, reading, and inquiry.
Students participating in the Solutions program learn and demonstrate school/community leadership skills, develop and strengthen academic skills needed for school success, college readiness, & future careers; bolster positive behavior and relational communication and problem-solving skills, such as negotiation and teamwork, and learn the value of serving and collaborating within their community.

Population(s) Served

Renaissance is a leadership development program designed to respond to the staggering academic and social needs specific to young males of color. This gender/culturally specific program provides increased and focused interventions exclusive to their unique challenges. Our vision is to affirm the positive identity and self-worth of young males of color of diverse backgrounds. REAP accomplishes this by promoting positive images of males, developing their leadership potential, and fostering their innovative abilities. Our young men model leadership through peer mentoring, civic engagement, business innovation, and public speaking.

Population(s) Served
Ethnic and racial groups
At-risk youth
Economically disadvantaged people
Children and youth

The REAP Reflections program provides support for students identified as having disciplinary issues. All support is provided through a cooperative management and strengths-based lens. Elevate is the intervention program for Reflections. Elevate focuses on keeping students caught up on school work, supporting them in addressing their behavior issues, and promoting a student’s right to equal access of education. REAP also uses School Climate Surveys to assist in analyzing fair discipline policies through a restorative and equitable lens to evaluate fair practice and develop the framework for appropriate student behavior, ultimately contributing to a positive school culture. Reflections also engages students in Mindful Moments, an exercise that serves as an opportunity to work with students to promote quick problem solving skills and reinforce de-escalation techniques so students can approach issues more composed and open to resolution.

Population(s) Served

REAP’s Young Entrepreneurs Program (YEP) creates opportunities for students to unleash their innovation and explore ways to create their own wealth to become self-sufficient. In bringing to scale entrepreneurial opportunities for students between the grades of 6-12. Students develop baseline skills in pursuing business ventures, strengthen public speaking skills, and foster networking skills to build relationships with community members, mentors, and potential business investors.

Population(s) Served
Children and youth
Ethnic and racial groups
At-risk youth
Economically disadvantaged people
Children and youth
Ethnic and racial groups
At-risk youth
Economically disadvantaged people
Children and youth
Ethnic and racial groups
At-risk youth
Economically disadvantaged people

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 shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    REAP serves both students in grades 3-12 who face barriers in comparison to statewide averages in academic, health, and other socioeconomic outcomes. We currently serve over 1,000 students and their families in 8 different school districts at 24 school sites in 4 counties - 85% are culturally diverse students and/or immigrant/refugees, including 49% who identify as Black or African American; 80% are low-income (eligible for federal free or reduced lunch). We represent culturally diverse students and families who come from locations including Africa, South America, China, Haiti, Korea, and Romania. We also know that at times we serve students who are experiencing or at risk of experiencing homelessness 100% of our programs are aimed at serving these priority populations.

  • 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 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,

  • With whom is the organization sharing feedback?

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

  • 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?

Financials

REAP, 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

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REAP, Inc.

Board of directors
as of 07/18/2022
SOURCE: Self-reported by organization
Board chair

Mr. Jeremy Rogers

Oregon Association of REALTORS

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 7/15/2022

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
Black/African American/African
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
Black/African American/African
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: 07/15/2022

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.