Big Brothers Big Sisters of Puget Sound

Inspiring potential

Seattle, WA   |  www.InspireBIG.org

Mission

The mission of Big Brothers Big Sisters of Puget Sound is to create and support 1-to-1 mentoring relationships that ignite the power and promise of youth.

Ruling year info

1959

President and CEO

Ms. Alonda Williams

Main address

1600 S Graham St

Seattle, WA 98108 USA

Show more contact info

EIN

91-0673185

NTEE code info

Big Brothers, Big Sisters (O31)

Adult, Child Matching Programs (O30)

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

SOURCE: Self-reported by organization

According to the Anne E. Casey Foundation, “When young children grow up in poverty, they are at high risk of experiencing difficulties later in life — having poor physical and mental health, becoming teen parents, dropping out of school and facing limited employment opportunities. African-American, Latino and American Indian children are at far greater risk of these negative outcomes than their white or Asian-American peers." Big Brothers Big Sisters of Puget Sound seeks to level the playing field for kids who face poverty, family instability, and other adversity.

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?

One-to-One Mentoring for Youth

Through 1-to-1 mentoring relationships, Big Brothers Big Sisters of Puget Sound (BBBSPS) ignites the potential of kids in our community.

By intentionally focusing on children affected by barriers like systemic bias and poverty, we give a boost to those most likely to struggle with school performance, risky behavior, and self-esteem.

Across King, Pierce, and Kitsap counties, we share a vision of mobilizing individuals, institutions and communities to inspire kids to see and live up to their potential in school, work, and life.

Through consistent contact, our staff monitor the progress of each young person, evaluating the effectiveness of the mentoring match and offering support when needed. This support is the key to longer, stronger matches that result in positive impacts for the child, the mentor, and the community.

Population(s) Served
Children and youth

Where we work

Accreditations

BBBSA 2017

Awards

CFO of the Year 2015

Puget Sound Business Journal

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Hours of volunteer service

This metric is no longer tracked.
Totals By Year
Population(s) Served

Adults, Children and youth

Related Program

One-to-One Mentoring for Youth

Type of Metric

Input - describing resources we use

Direction of Success

Increasing

Number of youth who have a positive adult role model

This metric is no longer tracked.
Totals By Year
Population(s) Served

Children and youth, Social and economic status, LGBTQ people, Ethnic and racial groups

Related Program

One-to-One Mentoring for Youth

Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

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 partner with parents/guardians, volunteer mentors and others in the community to give youth the support they need to achieve:
• More educational success
• Better relationships
• Higher aspirations
• Greater confidence
• Positive behavior choices
• Fewer depressive symptoms

Why do we focus on these areas? Educational success is associated with higher graduation rates, college attendance, and less disruptive behavior. Social acceptance is linked to higher grades, higher graduation rates, and decreased risky behavior. Making positive behavior choices keeps kids out of trouble and reduces negative outcomes in adulthood. If a youth can be successful in these areas, they can be successful in life.

We match children and youth in 1-to-1 relationships with volunteer mentors. Matches spend time together doing things they both enjoy, like playing sports, participating in hobbies, or sharing food. In time, the mentor becomes a consistent presence in their mentee's life—the confidant and advocate all youth need to thrive.
Our mentoring is unique because it gives youth an outlet during evenings and weekends, when few other programs are available. The most important aspect is the relationship, and that isn't tied to a particular place or time. This means Big Brothers Big Sisters is able to complement interventions that occur during school or business hours, instead of competing with them.
All of our matches are professionally supported. Before a match even begins, potential mentors undergo background checks and in-depth interviews to gauge their suitability and commitment. Screened volunteers move on to training, where they learn about the risk and protective factors kids live with—and how they, as mentors, can help their mentees thrive. Finally our enrollment staff carefully matches each trained volunteer with one young person, and they become a match.
Of course, we don't simply match a mentor and youth, then send them off together. The professional support continues throughout the lifetime of the match. An assigned program coordinator has regularly scheduled check-ins with each mentor and youth, plus the youth's parent or guardian. This consistent contact helps us assess and strengthen matches, address concerns, engage families, and connect participants with further resources or training.

Big Brothers Big Sisters of Puget Sound serves 2,500+ children and mentors in King, Kitsap, and Pierce counties of Washington state. Our agency has been a leader in mentoring services for 60+ years. As an affiliate of Big Brothers Big Sisters of America, we use nationally researched and validated tools to help us accomplish our mission and measure the outcomes of our work. Cultural competence is one of our core values, and our staff continually pursue professional development specific to race equity, poverty, trauma-informed care, and LGBTQ youth.
We are humbled by the trust of the youth, families, and mentors we serve, who share their very lives with us. To honor that trust, we lift up their concerns and push for progress through public-private partnerships and collective action work like Graduate Tacoma and Eastside Pathways. We envision a future where all kids can live up to their potential, and our communities and systems open doors instead of closing them.

The past 18 months have been difficult for kids, mentors, and families in our community. The COVID pandemic, school and work closures, and general uncertainty have taken a toll on everyone--and many have experienced illness or the death of loved ones. This is a time when relationships matter, to help cope and to keep hope alive.

In most years, youth in our mentoring programs widely report consistency or improvement in their mental health, self-esteem, relationships, and school performance. Mentoring wasn't able to counter all of the weight of 2020, but young people still reported some positive outcomes:
• 80% of youth mentored for at least 12 months maintained or improved their grades during the year.
• 75% reduced or saw no worsening of their depressive symptoms.
• 77% aspired to reach educational milestones like high school graduation.
• 83% maintained or improved their ability to regulate their emotions.

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?

    WE SERVE YOUTH who could benefit from a relationship with a consistent, supportive adult. The youth we serve are mostly BIPOC, ages 7-19, and live in the Seattle-Bellevue-Tacoma metro area. Most live in a home with one parent or a non-parent guardian. WE ALSO SERVE FAMILIES by building a network of support around each child and parent/guardian, including material resources, advocates, and coaches. AND WE SERVE VOLUNTEER MENTORS by providing education, coaching, and resources to develop interpersonal skills like listening and teamwork.

  • 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), Case management notes,

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

    To identify bright spots and enhance positive service experiences, To inform the development of new programs/projects, 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 fielded several requests for an informal venue that would connect Black youth with positive, reflective role models, both before and after they are matched with a mentor. In response, we partnered with the local chapter of Alpha Phi Alpha (a historically Black fraternity) to offer a monthly Alpha Forum program that would enable these organic connections to arise.

  • With whom is the organization sharing feedback?

    Our staff, Our community partners,

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

    Eliciting feedback from youth and families has made us very aware of how we talk publicly about our work and the people we serve. The historic narrative around mentoring has often been damaging to kids' self-image, which is antithetical to our mission. We are working to end harmful practices and enable participants to drive our mission and messaging.

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

    We collect feedback from the people we serve at least annually, We aim to collect feedback from as many people we serve as possible, We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive,

  • What challenges does the organization face when collecting feedback?

    The people we serve tell us they find data collection burdensome, Feedback questions don't measure what we want to know, but our parent organization requires them. ,

Financials

Big Brothers Big Sisters of Puget Sound
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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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Big Brothers Big Sisters of Puget Sound

Board of directors
as of 02/22/2022
SOURCE: Self-reported by organization
Board chair

Maurice James

T-Mobile

Term: 2020 - 2022

Tim Barber

Expeditors International

Terry Cook

Parcion Private Wealth

Jeff Davis

Davis Property & Investment

Ian Flatt

Lockton Companies

Peter Fonfara

Seattle Seahawks

Melvin Flowers

Microsoft (retired)

Brett Hartzell

CBRE

Brian Hayden

Flinn Ferguson Corporate Real Estate

Mike Maroni

Merrill Lynch, Pierce, Fenner & Smith

Chelsey Owen

Atelier Madrona

Dan Rosales

MassMutual Northwest

Peter Saladino

Charter Construction

Ray Szylko

Omnidian

Jenifer (Carter) Bitzer

Keller Williams Realty Greater Seattle

Engel Lee

City of Seattle

Julie Newell

Community Volunteer--Attorney

Pat Ogawa

Deloitte Digital

Bryce Phillips

evo

Joni Wickline

Jenson8

Rob Bennett

Microsoft

Maurice James

T-Mobile

Dara t'Sas

WSP

J. Ofori Agboka, Jr.

Amazon

Jennifer Durcan Andrews

Pierce County Superior Court

Gavin Bartlett

KPMG, US

Kevin Carothers

Starbucks Coffee Company

Kevin Conklin

Columbia Bank

Damon Daniels

Siemens Healthineers

Noah Fletcher

West Monroe Partners

Pete Gossin

Sprinklr

Lionel Lee

Google

Stephen McKay

Karr Tuttle Campbell

Kelly Souza

Real Estate Managed Assets Group

Gina Williams

Puget Sound Energy

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

Organizational demographics

SOURCE: Self-reported; last updated 10/20/2021

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
Black/African American/African
Gender identity
Female

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 10/20/2021

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 ask team members to identify racial disparities in their programs and / or portfolios.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • 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.