After-School All-Stars
EIN: 95-4441208
as of September 2024
as of September 09, 2024
Programs and results
Reports and documents
Download other documentsWhat we aim to solve
The mission of After-School All-Stars (ASAS) is to provide free, comprehensive after-school programs that keep children safe and help them succeed in school and life. We serve more than 90,000 youth at 460 schools across 19 chapters nationwide with an emphasis on the middle grades (6 – 8). Of the students we serve, 91% are youth of color, and 85% qualify for the Federal Free and Reduced Meal Program, an indicator of household poverty. ASAS provides chronically underserved students with academic and enrichment programs that promote racial equity and help counteract widening opportunity and achievement gaps.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Academic Readiness
Academic Readiness programs give our students the support and homework help they need to build positive academic behaviors at school that can lead to success in high school and college.
Health & Wellness
Health and Wellness programs encourage healthy habits like daily exercise, healthy eating, and social-emotional development by offering experiences in athletics, fresh food preparation and mindfulness.
Career Exploration
Career Exploration programs expose our students to career pathways and industry mentors. Students develop strategies for realizing career and education goals, while building hard and soft skills.
STEM
Project-based learning experiences in STEM teach students valuable life skills including collaboration, communication, problem-solving, and creativity.
Visual & Performing Arts
Visual and Performing Arts programs build confidence, encourage self-expression, and develop technical and leadership skills. Arts programs include many courses that have been cut from traditional school programming.
Social-Emotional Learning
ASAS weaves SEL into all our programming, helping youth make positive decisions, foster a growth mindset, and develop skills and behaviors for leadership, resilience, empathy, and more. We aim to provide training and content that engages families directly in their immediate physical, mental, emotional, and academic situations.
Where we work
Awards
Humanitarian Action & Services - Corporate Social Responsibility 2022
Webby/Anthem Awards
Our results
How does this organization measure their results? It's a hard question but an important one.
Percent of students who participated in Academic Readiness programming who expressed high academic self-efficacy, believing they can do well in school.
This metric is no longer tracked.Totals By Year
Population(s) Served
Children and youth
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Increasing
Average number of times per week that Health & Wellness participants engage in 30 minutes of physical activity
This metric is no longer tracked.Totals By Year
Population(s) Served
Children and youth
Type of Metric
Output - describing our activities and reach
Direction of Success
Holding steady
Percent of students who participated in career exploration who said they know what education or experience are necessary for careers they are interested in.
This metric is no longer tracked.Totals By Year
Population(s) Served
Children and youth
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Holding steady
Number of emergency meals provided
This metric is no longer tracked.Totals By Year
Population(s) Served
Children and youth
Related Program
Health & Wellness
Type of Metric
Output - describing our activities and reach
Direction of Success
Holding steady
Context Notes
As a response to the COVID-19 crisis in 2020, ASAS provided emergency food and supplies to over 84,000 students and families.
Number of meals served or provided
This metric is no longer tracked.Totals By Year
Population(s) Served
Children and youth
Related Program
Health & Wellness
Type of Metric
Outcome - describing the effects on people or issues
Direction of Success
Holding steady
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Reports and documents
Download strategic planLearn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
Our goals for our All-Stars are that they grow up safe and healthy, graduate from high school and go to college, find careers they love, and give back to their communities. To reach the students in greatest need, ASAS focuses exclusively on youth from under-resourced schools and communities. ASAS is working to reinvent what after-school time looks like for our students. Their schools offer limited opportunities for the diverse enrichment and experiential learning opportunities that power creative thinking and build social-emotional skills. Such schools often struggle to offer students consistent access to necessary supports, including academic interventions, counseling, and family educational resources. Through our holistic approaches to extended-day learning, ASAS helps fill this gap and enhance underserved students’ opportunities to grow and thrive.
What are the organization's key strategies for making this happen?
To best serve our youth, ASAS uses a comprehensive approach that expands access to and improves the quality of educational experiences in five key areas: Health & Wellness; Academic Readiness; Career Exploration; STEM; and Visual & Performing Arts. We are strategic in our focus on out-of-school programming for middle school youth. Extensive research demonstrates that both the middle-school years and the after-school hours represent crucial windows in which youth engage in activities that will shape their futures.
Unfortunately, such opportunities are not distributed equitably, and are often least accessible to those youth who need them most. “From Risk to Opportunity: Afterschool Programs Keep Kids Safe When Juvenile Crime Peaks,” a study published in October 2019 by the Council for a Strong America in partnership with Fight Crime: Invest in Kids, reports that “afterschool programming is unavailable for over 19 million children, more than half of whom are low-income, whose parents would enroll them if an afterschool program was available.” Such disparities in academic opportunity are closely related to other social inequalities that influence each other and impact the youth we serve, who regularly face many challenges and stressors that rarely if ever affect the lives of their more privileged peers. The COVID-19 pandemic has magnified these challenges by further restricting the already limited access underserved youth have to such opportunities and exacerbating educational, financial, justice, and health inequalities rooted in structural racism and systemic poverty.
For these reasons, and in order to reach those students in greatest need, ASAS focuses exclusively on youth from underserved schools and communities. At a time when our students need these programs more than ever, we provide them with more than just enrichment programs that keep them engaged: we help fill the achievement gap and help youth develop lifelong skills that transform the way they see themselves and their ability to impact the world.
What are the organization's capabilities for doing this?
ASAS' highly collaborative, school-based program model is unique because it allows programs to be adapted to the needs of each school with which we partner. Through our school relationships and conversations with principals and other administrators, we are better able to understand and respond to student needs. In addition to tailoring our curriculum to individual schools, we have been able to build relationships between our schools and ASAS program partners who provide innovative curricula, from STEM programs to performing arts.
ASAS is committed to the continued financial health and vitality of our programs. We work toward long-term sustainability through continually cultivating a diverse pool of strategically aligned donors and by building a group of core, sustaining partners, with a focus on securing multi-year commitments. The ASAS National Development and Operations teams have staff dedicated solely to grants managements and administration. They have expertise in finance, including the accounting and management of restricted funding, programmatic requirements associated with public and private grant funding, and grant reporting. Our national team supports our local chapters with fundraising development, marketing, operations, and strategic leadership to ensure that each chapter has the capacity to grow and execute strong programming.
Traditionally, we have offered programs in person at school sites. When schools closed in March 2020 due to the COVID-19 pandemic, we pivoted to a more community-focused model and began offering virtual programs. To meet students’ needs in the pandemic-informed learning environment of the 2020-21 academic year, we continue to offer virtual programming in all chapters, including in Los Angeles, though we also offer in-person and hybrid options in locations where it is safe and feasible to do so. We have developed safety plans for in-person programming. We will use Virtual Learning to help bridge the transition to in-person programs, and we anticipate preserving some level of Virtual Learning even after we fully resume our core school-based programming.
What have they accomplished so far and what's next?
By providing diverse, high-quality enrichment for youth from underserved communities, ASAS aims to break cycles of inequality. We have responded to the COVID-19 health crisis—and related financial, educational, and justice crises rooted in systemic racism—by adapting our model to address current realities, meet urgent needs, and engage more deeply with families and communities. Guided by the belief that social-emotional skills and antiracist practices are inseparable, we have structured our programs with the goal of helping heal our students and empower them to share their experiences, perspectives, and stories. We expect this work to yield positive impact on the individual and community levels.
To this end, we continue to provide safe spaces and incorporate SEL and restorative practice with program content. We are elevating youth voices and providing students with the tools and platforms for youth-led social justice storytelling. Major events such as All-Star Leadership University, our annual youth leadership gathering, and All-Star Academies, our new model of intensive, discipline-focused skill-building courses and convenings piloted with our successful Songwriting Academy, provide high-profile platforms for youth voices and empower underserved students to express their feelings, stories, perspectives, and ideas about justice.
ASAS expects to meet the following objectives and outcomes through our comprehensive programming:
Objective 1: Students will be academically engaged with high self-confidence
o Outcome: 70% of regular participants in our Academic Readiness programming will demonstrate high levels of academic confidence, believing they can do well in school even if it is challenging
Objective 2: Students will engage in regular moderate to vigorous physical activity
o Outcome: 70% of regular participants in our Health & Wellness programming will report having exercised at least three days per week
Objective 3: Students will develop career pathway confidence
o Outcome: 70% of regular participants in our Career Exploration programming will report having confidence in their ability to understand and navigate various career pathways
Objective 4: Students will develop their personal voices as an essential component of youth development
o Outcome: 80% of regular participants in our programming will report feeling empowered to share their thoughts, ideas, and feelings
Objective 5: Students will enhance their social-emotional health and have a greater chance to thrive
o Outcome: 70% of regular participants in our programming will report having confidence in their ability to cope with adversity and manage emotions
How we listen
Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.
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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
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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 act on the feedback we receive
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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
Financials
Financial documents
Download audited financialsRevenue vs. expenses: breakdown
Liquidity in 2023 info
2.42
Months of cash in 2023 info
5.4
Fringe rate in 2023 info
17%
Funding sources info
Assets & liabilities info
Financial data
After-School All-Stars
Balance sheetFiscal Year: Jul 01 - Jun 30
The balance sheet gives a snapshot of the financial health of an organization at a particular point in time. An organization's total assets should generally exceed its total liabilities, or it cannot survive long, but the types of assets and liabilities must also be considered. For instance, an organization's current assets (cash, receivables, securities, etc.) should be sufficient to cover its current liabilities (payables, deferred revenue, current year loan, and note payments). Otherwise, the organization may face solvency problems. On the other hand, an organization whose cash and equivalents greatly exceed its current liabilities might not be putting its money to best use.
Fiscal Year: Jul 01 - Jun 30
This snapshot of After-School All-Stars’s financial trends applies Nonprofit Finance Fund® analysis to data hosted by GuideStar. While it highlights the data that matter most, remember that context is key – numbers only tell part of any story.
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Business model indicators
Profitability info | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|
Unrestricted surplus (deficit) before depreciation | $1,171,797 | $14,913 | -$606,670 | $9,662,662 | $6,610,135 |
As % of expenses | 6.6% | 0.1% | -4.7% | 56.7% | 31.2% |
Unrestricted surplus (deficit) after depreciation | $1,158,167 | $1,162 | -$616,652 | $9,652,227 | $6,283,224 |
As % of expenses | 6.6% | 0.0% | -4.8% | 56.6% | 29.2% |
Revenue composition info | |||||
---|---|---|---|---|---|
Total revenue (unrestricted & restricted) | $18,997,132 | $18,706,159 | $13,148,528 | $22,271,426 | $28,622,389 |
Total revenue, % change over prior year | 21.8% | -1.5% | -29.7% | 69.4% | 28.5% |
Program services revenue | 7.7% | 3.2% | 2.3% | 9.8% | 13.6% |
Membership dues | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
Investment income | 0.0% | 0.0% | 0.0% | 0.0% | 0.6% |
Government grants | 20.9% | 25.0% | 47.7% | 29.8% | 31.2% |
All other grants and contributions | 71.4% | 71.7% | 49.9% | 60.3% | 51.9% |
Other revenue | 0.0% | 0.2% | 0.1% | 0.1% | 2.7% |
Expense composition info | |||||
---|---|---|---|---|---|
Total expenses before depreciation | $17,653,473 | $18,342,659 | $12,868,780 | $17,040,085 | $21,159,688 |
Total expenses, % change over prior year | 13.7% | 3.9% | -29.8% | 32.4% | 24.2% |
Personnel | 67.2% | 65.3% | 73.3% | 68.8% | 69.8% |
Professional fees | 2.4% | 3.1% | 3.1% | 3.3% | 3.1% |
Occupancy | 3.9% | 3.9% | 5.8% | 2.8% | 1.9% |
Interest | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
Pass-through | 3.4% | 1.5% | 1.0% | 1.4% | 2.1% |
All other expenses | 23.1% | 26.2% | 16.9% | 23.7% | 23.1% |
Full cost components (estimated) info | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|
Total expenses (after depreciation) | $17,667,103 | $18,356,410 | $12,878,762 | $17,050,520 | $21,486,599 |
One month of savings | $1,471,123 | $1,528,555 | $1,072,398 | $1,420,007 | $1,763,307 |
Debt principal payment | $0 | $0 | $759,586 | $400,345 | $0 |
Fixed asset additions | $0 | $0 | $23,719 | $0 | $352,217 |
Total full costs (estimated) | $19,138,226 | $19,884,965 | $14,734,465 | $18,870,872 | $23,602,123 |
Capital structure indicators
Liquidity info | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|
Months of cash | 1.7 | 4.3 | 5.3 | 6.2 | 5.4 |
Months of cash and investments | 1.7 | 4.3 | 5.3 | 6.2 | 5.4 |
Months of estimated liquid unrestricted net assets | 1.2 | 1.2 | 1.1 | 7.6 | 9.7 |
Balance sheet composition info | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|
Cash | $2,514,613 | $6,633,409 | $5,687,795 | $8,815,028 | $9,461,934 |
Investments | $0 | $0 | $0 | $0 | $0 |
Receivables | $5,865,360 | $2,692,073 | $4,125,811 | $5,693,409 | $12,499,025 |
Gross land, buildings, equipment (LBE) | $73,638 | $73,638 | $97,357 | $106,661 | $142,508 |
Accumulated depreciation (as a % of LBE) | 60.4% | 79.1% | 70.1% | 73.8% | 62.6% |
Liabilities (as a % of assets) | 26.1% | 29.3% | 30.6% | 17.2% | 17.9% |
Unrestricted net assets | $1,816,127 | $1,817,289 | $1,200,637 | $10,852,864 | $17,136,088 |
Temporarily restricted net assets | $4,512,755 | N/A | N/A | N/A | N/A |
Permanently restricted net assets | $0 | N/A | N/A | N/A | N/A |
Total restricted net assets | $4,512,755 | $4,861,342 | $5,747,760 | $1,316,439 | $2,169,003 |
Total net assets | $6,328,882 | $6,678,631 | $6,948,397 | $12,169,303 | $19,305,091 |
Key data checks
Key data checks info | 2019 | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|---|
Material data errors | No | No | No | No | No |
Operations
The people, governance practices, and partners that make the organization tick.
Documents
Chief Executive Officer
Mr. Ben Paul
Ben Paul is CEO of After-School All-Stars, a national non-profit organization providing free daily after-school programs to over 92,000 low-income children across the country. During his nine-year tenure as COO and then CEO, Paul has overseen the expansion of program operations from 45 to nearly 400 schools. In 2004, Paul was part of the founding team of Larchmont Charter School where he served as Chairman of the Board of Directors. Today, Larchmont Charter is LAs top performing charter network. Paul also co-founded a sister school, Larchmont Charter West Hollywood, and is the Founding Board Chair of Valley Charter Elementary, Valley Charter Middle School and The City School, a 6-12 public charter. Paul serves on the Board of Trustees of America's Promise Alliance, a collaborative network founded by Colin and Alma Powell as well as on the Board of Directors of Palindrome Advisors.
Paul combines his passion for education with a strong business and leadership background, including nearly 20 years of management and entrepreneurial experience. Prior to joining After-School All-Stars, Paul served as the founding partner of a Los Angeles real-estate investment group, he worked for International Consultants on Targeted Security (ICTS), an anti-terrorism flight-security company and served for four-years as a commander in the Israeli army.
President
Andrea Bazán
Andrea Bazán is After-School All-Star’s President. Previously, she was the CEO of PUENTE Learning Center and oversaw its Charter School. Other previous roles include serving as the Senior Vice President of United Way of Metropolitan Chicago, where she supervised a large team in securing resources for a 6-county area, serving 1 million people. In 2012, Andrea was part of President Obama’s reelection team and oversaw the Operation Vote efforts in the South, including management of field, marketing, press, and other teams in 11 states. For over seven years, she was the President of Triangle Community Foundation, a philanthropic institution based in Durham, NC. For many years, Andrea served as the Executive Director for El Pueblo, a North Carolina statewide organization based in Raleigh.
Her national involvement includes serving over ten years on the Board of Directors of the National Council of La Raza (now Unidos US), including serving as Chair. Under the Obama Administration, she was a member of the Homeland Security Council’s Southwest Border Task Force as well as a member of the President’s Advisory Council on Faith-Based and Community Partnerships. Ms. Bazán was a board member of Wachovia Bank and Blue Cross Blue Shield of NC. She has served on the Raleigh Chamber of Commerce Board of Directors, the Duke University Duke Health System Advisory Board, was an advisor to the UNC System President Erskine Bowles, and is a current member of the Board of Farmworker Justice.
She holds a Master’s Degree in Social Work and a Master’s Degree in Public Health, Department of Maternal and Child Health from UNC-Chapel Hill. Andrea graduated from Ursuline Academy and received her undergraduate degree in Sociology from Millsaps College.She grew up in Argentina and moved to New Orleans as a young teenager. Andrea is the proud mother of three daughters.
Number of employees
Source: IRS Form 990
After-School All-Stars
Officers, directors, trustees, and key employeesSOURCE: IRS Form 990
Compensation data
After-School All-Stars
Highest paid employeesSOURCE: IRS Form 990
Compensation data
After-School All-Stars
Board of directorsas of 09/11/2024
Board of directors data
Paul Wachter
Main Street Advisors
Joseph Schlater
Jane Macon
Daniel Hernandez
Brett Brewer
Maverick Carter
Tom Werner
Arnold Schwarzenegger
Ben Paul
Laura DiMaggio
Scott Galer
Annie Duke
Omar Johnson
Michael Reinsdorf
John Simonian
John Tighe
Michael Beckerman
Tim Hepplewhite
Conyers Davis
John F. Ghingo
Keith Barish
Marjorie Harris
Priscilla Hernandez
Matthew Pritzker
Andy Heyward
Mark Madgett
Kendall Holbrook
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
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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 ? No -
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? Not applicable -
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? No
Organizational demographics
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:
The organization's co-leader identifies as:
Race & ethnicity
Gender identity
Transgender Identity
Sexual orientation
No data
Disability
No data
Equity strategies
Last updated: 03/22/2022GuideStar 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 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 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.