PACIFIC SCHOOL OF RELIGION
We are PSR: Unafraid since 1866
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
Center for LGBQ Studies
The Center for LGBTQ and Gender Studies in Religion was established at Pacific School of Religion in Berkeley, California and opened its doors in the fall of 2000. Discussions about the establishment of the Center began in 1996 and included the insights and assistance of many people at PSR, the Graduate Theological Union, and the broader religious community. Since the late 1970s and early 1980s, Pacific School of Religion (PSR) has supported LGBTQ seminarians in many ways. The school currently numbers many LGBTQ identified people among its student body, faculty, staff and Board of Trustees. The establishment of the Center for LGBTQ and Gender Studies in Religion (CLGS) marked another, very significant step in PSR’s commitment to justice for all of God’s children. Pacific School of Religion is a progressive, multi demoninational seminary and center for social justice that prepares spiritually-rooted leaders to work for the well-being of all people.
Doctor of Ministry (DMin)
An advanced professional degree for experienced professional leaders interested in evolving their practice in progressive social change, disciplines of performative practice, and chaplaincy paths. This distance learning program allows you to remain in your home community while also becoming part of a multicultural cohort that includes academic colleagues and faculty mentors. Culminating with a final project, the degree can be finished in 24 months if pursued full time and can be completed in three years part-time.
Master of Divinity (MDiv)
A practical and comprehensive theological training for todays spiritually rooted leader. Students will advance their knowledge across multiple categories: religion in society, preaching in homiletics, worship and worship practice, community and organizational design, and more. Students will participate in internships and fieldwork opportunities. Students will pick between a concentration in chaplaincy and congregational ministry.
Master of Arts in Social Transformation (MAST)
Innovative and rigorous curriculum that fuses leading-edge practices in organizational leadership and design thinking with spiritual formation. Youll work closely with a faculty advisor and a social innovation fieldwork supervisor to devise a course of study leading to a meaningful, applied project in social transformation. MAST students earn a CSSC after the first year of study.
Certificate of Spirituality and Social Change (CSSC)
Specialized training for the work of social change-making. Learn leadership skills for ethical decision-making, design thinking for social change, spiritual formation and theological reflection, along with community organizing and activism principles. The CSSC can be completed as a stand-alone program or become the foundation for MAST or MDiv programs.
Certificate of Sexuality and Religion (CSR)
Whether you are a religious professional, work in a secular field that addresses issues of sexuality, or an LGBTQ+ activist, the CSR will enable you to speak with authority and expertise on the issues of religion and sexuality, within faith traditions and the broader society. The CSR can be added to an MDiv, MTS or DMin for broader understanding.
Certificate of Theological Studies (CTS)
The CTS offers a broad foundation of theological knowledge. Perfect for adding to a previous masters degree to reach the required preparation and academic units for chaplaincy candidates or for any church or community leader seeking a broader understanding of theology.
Where we work
Affiliations & memberships
WASC 2023
ATS 2023
External reviews
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?
At Pacific School of Religion, we have a dream that one day we will live
in a world where all can thrive. However the world, the Church and faith
communities, and education are facing multiple crises, and the existing
models of theological education are not fulfilling their potential.
The models are limited in their ability to identify, prepare, and network
leaders who can contribute to the solution. To solve that problem, PSR
prepares a diverse cadre of spiritually rooted leaders with the vision,
resilience, and skill to create a world where all can thrive. When
successful, PSR will confer 200 certificates/degrees in 2025, 70% to
students of color, and host 1,500 paid participants in the ecosystem
platform powered by a distributed, diverse network of partners.
The world, the Church and faith communities, and
education are facing multiple crises, and the existing
models of theological education are not fulfilling their
potential. The models are limited in their ability to identify,
prepare, and network leaders who can contribute to the
solution.
PSR is conferring 200 certificates/degrees annually from the
graduate programs (40), TEL (30), and Ignite (130), certifying that
recipients are spiritually rooted with vision, resilience, and skill.
70% are students of color
PSR hosts 1,500 paid participants in the ecosystem platform powered
by a distributed, diverse network of partners.
70% year over year retention of PSR program alumnx in robust
ongoing engagement through paid membership in the
ecosystem platform.
What are the organization's key strategies for making this happen?
We have identified two complementary strategies: a stackable
approach to education, which includes everything from minicredentials
all the way to our cutting-edge graduate programs, and a
distributed network or collective of value-aligned individuals and
organizations.
PSR is innovating on the traditional seminary programmatic structure to offer
significantly expanded value exchange through the implementation of the ecosystem,
increasing and expanding revenue generation into earlier stages of the participant path.
In a tuition model, we provide students with education and they pay us for ithence
there is a value exchange. Our new vision is to expand the spectrum of that value
exchange by providing a broader range of ways in which people receive value from us
and help to finance it.
Develop stackable and distributed learning models.
Integrate academic processes.
Integrate social emotional spiritual learning.
Create systems for academic data collection and interpretation.
Integrate academic and co-curricular programming.
Obtain state authorizations for distance learning.
Conduct degree program reviews.
Nurture Emancipatory and Collaborative Learning
What are the organization's capabilities for doing this?
Funded through a $5M grant from Lilly Endowment Inc, we are
building a beta in 2023, incubating partners in 2024, and launching a
fully ecosystem in 2025.
150+ year history of being on the right side of history
Commitment to an emerging generation of color
Interdisciplinary, non-binary approach
Stackable curriculum
Distributed learning model
SWOT Analysis
What internal strengths and weakness, and what external opportunities and
threats will impact our strategy and mission?
Distinctives
What have they accomplished so far and what's next?
F a l l 2 0 2 3 S e m e s t e r ( J u l y - D e c )
P r o j e c t s o f F o c u s
What is our focus this semester to layer in capacities that increase the likelihood
that we'll fulfill our mission?
ADAPTIVE QUARTERLY PLANNING
Develop an Ecosystem Platform and Collective
Finish Lilly grant revenue and subgrant structures.
Integrate stackable curriculum.
Integrate CRM and SIS.
Pilot Beta membership model.
Test content contributor model.
Grow Public Engagement and Enrollment
Create integrated PSR marketing plan.
Integrate PSR marketing assets.
Create comprehensive campaign marketing plan.
Create expert directory.
Develop new communications strategy.
Create institution-wide public relations plan.
Implement DEIB goal achievement into recruitment plan.
Enhance data-driven recruiting and retention.
Integrate program funnels CRM-driven communications.
Enhance Employee Experience and Capacity
Implement coaching model
Revise employee handbook and onboarding process
Strengthen data-drive and responsive decision-making
Strengthen employee professional development
Achieve Operational and Financial Sustainability
Integrate and improve HR and payroll processes.
Integrate and improve payment receivable processing.
Improve budgeting and financial modeling.
Strengthen technological support and infrastructure.
Plan campus utilization and improvement.
Develop tenant programming partnerships.
Complete comprehensive campaign silent phase.
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 engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive
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What challenges does the organization face when collecting feedback?
We don't have any major challenges to collecting feedback
Financials
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Operations
The people, governance practices, and partners that make the organization tick.
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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Connect with nonprofit leaders
SubscribeBuild 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.
PACIFIC SCHOOL OF RELIGION
Board of directorsas of 02/19/2024
Sandra Nathan
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 ? 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? Not applicable
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:
Race & ethnicity
Gender identity
Transgender Identity
Sexual orientation
Disability
No data
Equity strategies
Last updated: 01/30/2024GuideStar 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 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 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.