Bloody Historical

BHistorical is a 501(c)(3) that supports education through immersive displays, downloadable resources and online exhibits.

Mansfield Center, CT   |
GuideStar Charity Check

Bloody Historical

EIN: 45-4677529


BHistorical pursues the preservation and interpretation of history of multiple time periods, specifically related to that of American History. BHistorical further fulfills its interpretive function through exhibitions, educational programs, publications, and an online resource website. Immersive education and resources for teachers, museums and other professionals is a large part of our mission, bringing history and education to our community.

Ruling year info


Principal Officer

Chelsey Knyff

Co Principal Officer

John Knyff

Main address

487 Stafford Rd

Mansfield Center, CT 06250 USA

Show more contact info



Subject area info


Historical activities

Population served info

LGBTQ people


Women and girls

Men and boys

IRS subsection

501(c)(3) Public Charity

IRS filing requirement

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



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?

Free Weekly Paperwork and Resources

This program is a weekly addition of free resources for all ages to use. They are either patterns to recreate vintage or antique items or printable reproductions of historic documents to use in educational purposes. These are shared up on our website to download, and news of their addition is posted through our Facebook and Instagram.

Population(s) Served
Women and girls
Men and boys

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Total number of off-site performances held

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success


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 large goals include opening up a permanent exhibit/museum on the efforts of women and marginalized groups within 20th century warfare. We hope to start with an online exhibit on women's branches of WWII, then move into an exhibit on women in WWII and hopefully a building eventually that we can use to educate and display the valiant efforts of the many marginalized men and women in WWII, WWI and other 20th century wars. Education on race, sexuality and more would be included in this goal.
Beyond this large goal, we hope to continue building our website to be a resource for educators with digitized original documents for research purposes.

We are building up our website, and applying for grants to achieve an online exhibit as our first steps. We hope to continue fundraising and save up for an eventual permanent location. We will also be reaching our to neighboring towns to see if there are any historic buildings we can take over the maintenance for and use as our exhibit location.

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, 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?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection


Bloody Historical

Financial data

SOURCE: Self-reported by organization

Bloody Historical

Revenue & expenses

Fiscal Year: 2022

SOURCE: Self-reported by organization

Contributions, Grants, Gifts $1,000
Program Services $0
Membership Dues $0
Special Events $3,000
Other Revenue $0
Total Revenue $4,000
Program Services $2,000
Administration $1,050
Fundraising $0
Payments to Affiliates $0
Other Expenses $500
Total Expenses $3,050

Bloody Historical

Balance sheet

Fiscal Year: 2022

SOURCE: Self-reported by organization

Total Assets $1,090
Total Liabilities $500
Fund balance (EOY)
Net Assets $1,090


The people, governance practices, and partners that make the organization tick.

Letter of Determination is not available for this organization
Form 1023/1024 is not available for this organization

Principal Officer

Chelsey Knyff

Co Principal Officer

John Knyff

There are no officers, directors or key employees recorded for this organization

There are no highest paid employees recorded for this organization.

Bloody Historical

Board of directors
as of 06/07/2023
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

John Knyff

Josh Dummit

Kyle Brogan

Carissa Gulick

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 7/21/2022

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:

Race & ethnicity
Gender identity
Female, Not transgender (cisgender)
Sexual orientation
Gay, lesbian, bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person with a disability

The organization's co-leader identifies as:

Race & ethnicity
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or straight
Disability status
Person without a disability

Race & ethnicity

Gender identity


Sexual orientation


We do not display disability information for organizations with fewer than 15 staff.

Equity strategies

Last updated: 07/21/2022

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

  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • 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 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.