Chaplaincy Institute for Arts and Interfaith Ministries

aka The Chaplaincy Institute   |   Beaverton, OR   |  https://chaplaincyinstitute.org/

Mission

To educate and empower individuals for innovative interfaith service and spiritual care that heals and transforms the world. • ChI graduates combine applied theology with the healing arts and spiritual care to invite health and wholeness for all beings. • ChI embraces mysticism, respecting the soul as a source of revelation that spurs Divine connection, healing and justice-making.

Ruling year info

2000

Executive Director

Andrew Chirch

Main address

9450 SW GEMINI DR PMB 27853

Beaverton, OR 97008 USA

Show more contact info

EIN

94-3334108

NTEE code info

Interfaith Issues (X90)

Higher Education Institutions (B40)

IRS filing requirement

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

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Programs and results

What we aim to solve

SOURCE: Self-reported by organization

We aim to provide an increasing number of interfaith care providers, knowledgeable and skilled in ALL the world's major faith traditions, to help provide spiritual care to people of any faith, and to the increasing number of individuals who identify as spiritual, but not religious.

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?

Interfaith Chaplaincy Program

The Chaplaincy Institute is nationally recognized in interfaith education and spiritual formation, inspiring a community of graduates who heal and transform the world by honoring the sacred connection of all.

• ChI’s renowned interfaith chaplaincy and spiritual direction programs equip graduates for spiritual care and social transformation in a changing world.

• ChI is thriving and connected, fostering an Interfaith spiritual identity that connects all paths and wisdom traditions with a commitment to radical inclusivity and service.

Population(s) Served
People with diseases and illnesses
Victims and oppressed people

Where we work

Affiliations & memberships

Association of Professional Chaplains 2017

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 paid registrants to classes

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

Students, Teachers, Young adults, Seniors, Older adults

Related Program

Interfaith Chaplaincy Program

Type of Metric

Outcome - describing the effects on people or issues

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.

Leadership Goals:
I. To strengthen, recruit, and build the Chaplaincy Institute Board into an engaged, committed, and mission-centered board that provides the necessary resources, governance, and leadership for ChI to thrive

II. To recruit and retain skilled, mission-centered faculty and staff who are passionate advocates for ChI’s mission

III. To empower the ChI Community in support of ChI’s mission and vision.

Financial Adaptability Goals:
I. To provide the needed resources in support of the mission and vision of the Chaplaincy Institute

II. To establish effective and efficient operations that contribute to the long-term financial sustainability of ChI

Program Delivery Goals
I. To provide the right resources and facilities to deliver the highest quality programs to our students

Leadership
• Implementing board development recruitment and training strategies to help board members become more engaged, committed, mission-centered and accountable ambassadors.
• Establishing and empowering a board Governance Committee charged with reviewing ChI’s bylaws, clarifying the governance function of the board and the Community Councils, evaluating the board, and engaging in board member recruitment and development.
• Clarifying and strengthening staffing organizational structure with development and training

Financial Adaptability
• Developing a robust development program and staffing it appropriately
• Engaging in strategic enrollment management and recruitment efforts
• Align all marketing efforts in support of recruitment and development strategies
• Strengthening ChI’s financial practices and reporting

Program Delivery
• Engaging in ongoing program design reviews to align programs with ChI’s core mission, vision and identity
• Establishing an exploratory task force for evaluating accreditation opportunities
• Making the necessary investments to support and empower faculty and staff as they deliver ChI’s powerful, transformative curriculum and programs.

We have a growing student enrollment driving short term revenues which is allowing us to strategically invest in talented new staff and consultants. With us now are a revitalized and independent board, newly-hired executive director, and a key advisor who are mission-aligned and working collaboratively toward sustainability and vibrance.

Board is independent and highly-functioning now, E.D. has been hired and is up to speed. Programs are functioning incredibly well, with clear plans for future growth of student enrollment and new partnerships.

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 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 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, We don’t have the right technology to collect and aggregate feedback efficiently

Financials

Chaplaincy Institute for Arts and Interfaith Ministries
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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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Connect with nonprofit leaders

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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.

Chaplaincy Institute for Arts and Interfaith Ministries

Board of directors
as of 03/30/2022
SOURCE: Self-reported by organization
Board chair

Rev. Ineda Adesanya

Pacific Lutheran Theological Seminary

Term: 2018 - 2022

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? No
  • 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 3/30/2022

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 with 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: 05/17/2021

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 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 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.