GOLD2020

Forty Plus of Greater Washington

Empowering Professionals in Career Transition

aka 40 Plus of Greater Washington   |   Washington, DC   |  www.40plusdc.org

Mission

To empower and connect experienced professionals, managers, and executives for successful career transitions.

Ruling year info

1997

Operations Director

Ronald E. Moore

Main address

1325 G Street NW Suite 500

Washington, DC 20005 USA

Show more contact info

EIN

52-6054861

NTEE code info

Employment Procurement Assistance and Job Training (J20)

Adult, Continuing Education (B60)

IRS filing requirement

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

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Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Ageism today, as in 1953 when we were founded, is a significant and sometimes insurmountable obstacle for older workers needing to re-enter the workforce. 40 Plus gives the older worker the tools and the self-confidence to successfully overcome the ageism factor. A 2018 analysis by ProPublica and the Urban Institute--based on a nationwide longitudinal study sponsored by NIH and Social Security Administration of 20,000 workers over the age of 50--found that 56% of workers in the study were laid off or involuntarily separated from their job at least once after age 50, with one third of these losing a second or more jobs. Only 10% of these workers were able to regain their previous income level. 40 PLUS HELPS OUR ALUMNI BEAT THE ODDS TO BECOME RE-EMPLOYED FASTER. Moreover, as our 2019 survey indicates, 39% OF OUR GRADUATES WERE ABLE TO REGAIN OR SURPASS THEIR PRIOR INCOME LEVEL ---that puts us four times the national average, as indicated in the NIH and SSA study.

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?

Career Transition Skills Course

A four-week immersive and transformative job search skills training course, facilitated by 24 selected volunteers who are graduates of the course and have mastered the skills being taught. Fees paid to take the 43-hour course are a fraction of the cost of private coaching (approximately $14.00 per instruction hour). Each class has a maximum of seven students to assure optimum small-group dynamics. About 42 people benefited from taking the course in 2019. Training in 2019 included Pre- and Post-Assessments to help students identify areas that they should focus on during the course and how they have improved after the course. After the course ends, students form a job club with their former classmates to support and assist each other through the job search process. ***** ACCOMPLISHMENTS FOR CAREER TRANSITION SKILLS COURSE: A 2019 survey found 89% of training-course graduates are employed or self-employed, with 39% of training course graduates regaining or surpassing their prior income level. The survey found 15% of graduates surpassed their prior income by 10% or more. Scored assessments conducted before and after the course indicate an improvement of up to 85% in interviewing skills. Furthermore, 94% of graduates would recommend our course to family and friends.*****

Population(s) Served

We conduct our FREE Weekly Monday Morning Meetings for 48 weeks out of the year, with each meeting featuring a different speaker covering some aspect of career transition and job search. The Monday Morning meetings are a destination for those who are unemployed to begin the week on a positive note and an opportunity for them to learn job search and networking skills. We also offer free or very low-cost monthly evening events with speakers and networking, as well as occasional workshops. ***** ACCOMPLISHMENTS FOR MONDAY MORNING SPEAKER SERIES***** A) 94% of attendees indicated content was valuable/highly valuable; B) 97% would recommend them to family and friends; C) 1,000 people benefitted from these weekly meetings in 2019 D) We have successfully taken these meetings to a virtual format and have experienced up to five-fold increases in attendance, with up to 117 people attending a meeting!

Population(s) Served

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.

WE AIM TO EMPOWER EXPERIENCED PROFESSIONALS TO SUCCESSFUL CAREER TRANSITIONS THROUGH THE FOLLOWING GOALS:
1) Increase in revenue and resources to meet the new demand for job search guidance and tools
2) Increase in course offerings, potentially reducing the price point, to meet the new demand
3) Grow and further professionalize our organization by adjusting our business model

OUR STRATEGIES ARE TO:
1) Further develop and grow our VIRTUAL Monday Morning Speaker Series and Career Transition Skills Course offering, as the adaptation to a virtual offering due to Covid has proven to be a great growth opportunity, effectively catering to the 40+ and 50+ target group, and reducing future costs.
2) Increase revenue by increasing the quantity of Career Transition Skills Course offerings, adding a daytime and weekend track. (Currently we have an evening and Saturday morning track.)
3) Increase revenue through partnership and grant proposal opportunities to assist us in increasing the resources to fund this growth. This will allow us to bring our offerings to significantly higher scale, and potentially permitting the reduction of the student fee.

OUR CAPABILITIES ARE:
1) Significant in-house know-how for teaching our Career Transition Skills Course, with a cadre of 24 experienced facilitators, graduates of the course, and who have mastered and utilized the skills being taught through their own successful job search.
2) Dedicated and knowledgeable volunteer administrative staff, who are helping to engineer and support our growth plans.

We are actively seeking out partnership and grant funding opportunities to generate the resources to fund our growth plans. We would like to set the foundation to implement these plans beginning in 2021.

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 collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person),

  • 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 measure the acquisition of new skills that are taught in our Career Transition Skills Course.,

  • What significant change resulted from feedback?

    We had to adapt our Monday Morning Speaker Series and our Career Transition Skills Course to a VIRTUAL format due to Covid-19 restrictions. We gathered feedback from our Monday Morning attendees and the students in our class as to whether we are fulfilling our constituents' needs. We have obtained feedback after every meeting and every class, and have been very pleasantly surprised as to how well our virtual offerings are received. This has allowed us to forecast that until there is greater public safety that can be provided by a vaccine, we can be very successful in providing our meetings and classes virtually. This, in turn, provides greater flexibility and capacity than our in-person offerings, at a future lower cost!

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • Which of the following feedback practices does your organization routinely carry out?

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback,

Financials

Forty Plus of Greater Washington
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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

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Forty Plus of Greater Washington

Board of directors
as of 02/25/2021
SOURCE: Self-reported by organization
Board chair

Ms. Jeryl Skinner

Executive Committee, Board of Directors

Term: 2017 - 2020

Lori Sharn

BOD Secy.

Santina Rocca

BOD Treas.

Greg Collins

Exec. Comm.

Jeryl Skinner

Exec. Comm.

Pam Colbert

Christopher Cordom

Robert Henderson

Barbara Hoenig

Ronald Moore

Scott Morris

Hallock Northcott

Ken Schoppmann

Organizational demographics

SOURCE: Self-reported; last updated 09/25/2020

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

Race & ethnicity

Gender identity

 

Sexual orientation

No data

Disability

No data