Big Brothers Big Sisters of Miami
We are BIGGER together.
Programs and results
What we aim to solve
Miami-Dade County Public Schools is the fourth largest school district in the United States, annually serving 350,000+ students. 69% of MDCPS students are eligible for free/reduced lunch. In total, Miami-Dade County is home to 550,000+ children, more than half of whom live with financial instability; 25.4% live in poverty, and additional 34% of households with children live in A.L.I.C.E., which is just above the poverty level with constant risk of falling into poverty. Poverty is associated with poor psychosocial development and increased risky behaviors, which lead to low-income children being more likely to experience teenage pregnancy and juvenile incarceration. Children who grow up in low-income households are less likely to graduate high school, and those without high school diplomas are three times more likely to be unemployed, 2.5 times more likely to rely on government assistance throughout their lives, and 3.5 times more likely to be arrested at some point in their lives.
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
One-to-One Mentoring
Children and teens, aged 5-18 (Littles), are strategically matched with a committed adult volunteer (Big), who develops and maintains a trusted relationship, serving as a positive role model and source of reliable support. Matches are based Littles’ needs and Bigs’ backgrounds and skills, as well as common interests, aspirations, and personalities, allowing for a strong connection to grow over time. Bigs model positive behaviors, point out teachable moments, and provide guidance and inspiration. One-to-one mentoring programs are comprised of community-based mentoring, Bigs in Schools, School to Work, a Graduate Program, and Bigs in Blue – all described below.
Community-Based Mentoring
Twice a month, Bigs and Littles explore the local community and share fun, educational and culturally enriching activities they both enjoy. BBBSM staff works with Bigs, Littles, and Littles’ families to encourage a continuous relationship through regular check-ins, as well as through coaching sessions on how to handle difficult situations for Bigs. They also coordinate fun and engaging, culturally enriching programmatic events throughout the year; these events include a back-to-school event, holiday celebrations and more.
Bigs in Schools/Sites
Bigs and Littles spend time together on a weekly basis throughout the school year. Bigs visit their Littles at school or at a designated after-school program, such as BBBSM’s Group Engagement & Mentoring. Although not exclusive to younger volunteers, this program allows high school students who have mentors themselves to pass along the lessons they have learned and volunteer their time as a mentor to a younger child, serving as a positive role model who offers support and guidance throughout the year.
School to Work
School to Work provides Littles in high school students with career readiness and job-shadowing experiences at an actual place of work. Working closely with MDCPS and corporate partners, BBBSM transports Littles once a month from school to a designated corporate partner site, where they are matched one-to-one with a Big. In addition to job shadowing and mentoring, students participate in customized workshops to learn basic life and employability skills, such as appropriate dress, interpersonal interactions, public speaking, time management, conflict in the workplace, personal finance and the necessity of an advanced degree for career growth.
Graduate Program
The Graduate Program allows Littles who would have otherwise aged out of the BBBSM programs, along with their Bigs, to continue receiving professional match support as they transition into the early stages of adulthood. Whether a Little pursues higher education, trade school, the military or a career immediately after high school, the ongoing resources and coaching allow for the mentoring relationship to continue as the Littles enters a new phase of life. With many Littles coming from low-income households, they are likely the first ones in their families to attend college, making their Big an even more critical component of their success after high school.
Bigs in Blue
Bigs in Blue is a unique subset of BBBSM programs in which Littles are matched with Bigs who are local police officers. Bigs in Blue operates throughout all other one-to-one mentoring programs – in the community, at schools and at places of work (police departments). With 99% of BBBSM Littles being from families of African American, Hispanic, or mixed/other descent, Bigs in Blue has the added benefit of establishing and strengthening trust between communities of color and law enforcement.
Group Engagement & Mentoring
Group Engagement and Mentoring (GEM) provides enhanced programming for youth who are waiting to be matched with a Big, as well as for those who are already matched. Youth in the programs engage in activities that have a positive impacts in one or more of five key areas, known as the BIG5 – Academic Enrichment, Career Pathways, Digital Literacy, Health & Wellness, and Music & the Arts.
Continuing Education
Continuing Education programs provide post-secondary readiness programming, both to Littles in high school and to those who already graduated high school. With a combination of college success coaching through Take Stock in Children, workshops and career panels at the Carnival Center for Excellence, and college fairs at local institutions of higher education, the Continuing Education programs ensure that Littles are aware of all post-secondary options available to them.
Continuing Education also includes a scholarship component. Littles who are served through Take Stock in Children receive a full scholarship through the Florida Pre-Paid Program, and all graduating seniors have the opportunity to apply for a variety of scholarships through the Five Millers Scholarship Program, which includes scholarships from the Carnival Foundation, the Take Charge Foundation, the Lori Brener Memorial Scholarship Fund, and more.
Where we work
External reviews

Videos
Our Sustainable Development Goals
Learn more about Sustainable Development Goals.
Goals & Strategy
Reports and documents
Download strategic planHow 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?
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Which of the following feedback practices does your organization routinely carry out?
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What challenges does the organization face when 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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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.
Big Brothers Big Sisters of Miami
Board of directorsas of 11/23/2022
Mr Allan Prindle
Power Financial Credit Union
Term: 2022 - 2024
Ms. Tina Van der ven
NewStar Media
Term: 2021 - 2023
Matt Gorson
Greenberg Traurig
Richard L. Kohan
AFO, LLC
Carolina Menendez
Iberia Bank
Gary Saslaw
Gary R. Saslaw, P.A.
Natalie Norfus
MDO Partners
Allan Prindle
Power Financial Credit Union
Asha Elias
Tina Van der Ven
NewStar Media
Linda Coll
Carnival Foundation
Amanda Israel
Burger King McLamore Foundation
Bonnie Crabtree
Korn Ferry International
Julie Grimes
Hilton Bentley Hotel
Ricardo (Rick) Fernandez
Northern Trust
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
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Sexual orientation
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Disability
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Equity strategies
Last updated: 11/09/2022GuideStar 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 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.
- 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.