The people, governance practices, and partners that make the organization tick.
Interim Chief Executive Officer
Ms. Janice Polizzotto
Janice Polizzotto joined Music Will in 2017 and brings more than 25 years of experience working in both the private and public sectors with an emphasis on social impact, nonprofit management, fundraising, event planning, and strategic partnerships.
As Interim Chief Executive Officer of Music Will, Janice is managing the organization’s operations by delegating and directing goals and objectives, supporting revenue generation to achieve financial sustainability, managing organizational structure and strategy and communicating with the board. She’s also forging new relationships with major donors and partners and stewarding educational leaders to support the organization’s continued growth and expansion.
Janice’s years of experience in start-up ventures, corporate philanthropy, fundraising, strategic partnerships and stewardship will serve to further the impact and mission of Music Will.
Chief Visionary Officer
Dave Wish has distinguished himself as a dynamic and visionary educational leader. In 2005, Dave was awarded a fellowship by the Draper Richards Foundation to support his work as a social entrepreneur. Before founding Music Will in 1996, he spent ten years as an elementary school teacher, serving his peers as a master teacher, clinician, and trainer. He has also worked as a Spanish bilingual teacher, a school music teacher, and a professional musician. Dave has used his hands-on experience as an educator to develop the innovative methodology that enables Music Will programs to transform music education in public schools. Dave is a credentialed teacher in the state of California and holds B.A. in Sociology and History from Brandeis University.
Number of employees
Source: IRS Form 990
Music WillOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
Music WillHighest paid employees
SOURCE: IRS Form 990
Music WillBoard of directors
as of 08/11/2023
Board of directors data
Mr. Jay Vyas
Vyas Capital Management, Co-founder
Term: 2023 - 2025
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes 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 oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? Yes
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? Yes
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
The organization's leader identifies as:
The organization's co-leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 01/20/2021
- 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.
- 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.