YMCA of Central Maryland, Inc.

The Y. For a Better Us.

aka The Y in Central Maryland   |   Baltimore, MD   |  ymaryland.org

Mission

The Y is a charitable organization in Central Maryland dedicated to developing the full potential of every individual through programs that build healthy spirit, mind, and body for all.

Ruling year info

1934

Principal Officer

John K. Hoey

Main address

303 W. Chesapeake Ave

Baltimore, MD 21204 USA

Show more contact info

EIN

52-0591699

NTEE code info

YMCA, YWCA, YWHA, YMHA (P27)

Physical Fitness/Community Recreational Facilities (N30)

IRS filing requirement

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

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Communication

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?

Youth Development, Social Responsibility, and Health & Wellness

Founded in 1853, The Y in Central Maryland (the Y) serves over 300,000 community members in Baltimore City and Anne Arundel, Baltimore, Carroll, Harford, and Howard counties. We operate 12 Y Family Centers and multiple youth development programs, including Head Start, at 120 sites. The Y is firmly committed to mobilizing our scope and scale as a tool to build healthier and more equitable communities. We are a leader in providing a wide range of asset-rich programming focusing on low-income, underserved populations. The Y focuses on three core areas: Youth Development, Healthy Living, and Social Responsibility. Programs include early childhood development, afterschool and summer enrichment activities, mentoring, volunteerism, chronic disease prevention, food security, and community-based health and wellness opportunities. The Y is dedicated to the communities we serve, employing residents of the surrounding neighborhoods at our Centers and our programs.

Population(s) Served
Ethnic and racial groups
Families
At-risk youth
Economically disadvantaged people

Where we work

External assessments

Evaluated via the Impact Genome Project (2019)

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.
  • Who are the people you serve with your mission?

    Residents of Baltimore City, Anne Arundel, Baltimore, Carroll, Harford, and Howard Counties. The majority of the people we serve live in Baltimore City; we are the Lead Agency at 23 Community Schools in the City and as the Lead Agency, implement annual community needs assessments.

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Community meetings/Town halls, Constituent (client or resident, etc.) advisory committees,

  • 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,

  • What significant change resulted from feedback?

    We recently initiated a Youth Advisory Group that will have access to the Board of Directors.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    We have seven Community Leadership Boards - one for every region we serve - and feedback from the community shifted the goals and purposes of those boards to be more responsive to the community.

  • 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, The people we serve tell us they find data collection burdensome,

Financials

YMCA of Central Maryland, Inc.
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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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  • 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.

YMCA of Central Maryland, Inc.

Board of directors
as of 09/05/2022
SOURCE: Self-reported by organization
Board chair

Mr. Mohannad Jishi

M&T Bank

Term: 2028 - 2008

Mohannad Jishi

M&T Bank

Kevin Banks

Morgan State University

Harry Thomasian, Jr

Precigen

Leigh Howe

Maryland Proton Treatment Center

Stephanie Baker

Worldwide Assurance for Employees of Public Agencies

Anthony Brandon

American General Media

Thomas Brandt, Jr.

Community Volunteer

John Bremer

CIMED International Healthcare

Cornell Brown

Harford County Public Schools

Alan Cason

McGuireWoods

Annette Danek-Akey

Penguin Random House

David DiPietro

T. Rowe Price

Frances Draper

AFRO-American Newspapers

Andrew Flott

Community Volunteer

Joseph Foss

Community Volunteer

Pamela Gray

SB & Company

Jim Hayden

BDO USA

Mary Jean Herron

Wilmax Advisory

Carlos Ince

Ascension St. Agnes Hospital

Doug Lane

Capgemini Government Solutions

Bobby Lindsey

Ropes & Gray

Byron Marchant

US Naval Academy Alumni Association & Foundation

Thomas Mooney IV

Mooney & Fitzgerald Realtors

Bonnie Phipps

Phipps Advisory

Marcus Pollack

Community Volunteer

Kera Ritter

The Ritter Group

John Sarbanes

United States House of Representatives

David Schwing

PNC Bank

Dana Smith

AIIR Consulting

Thomas Smyth

University of Maryland St. Joseph Medical Center

Kevin Sullivan

Cleghorn Ventures

David Vahos

BGE

Kathryn Watson

Maxor

Barry Williams

Curio Wellness

Gary Williams

Williams Asset Management

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 9/5/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 09/05/2022

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

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 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.
Policies and processes
  • 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.