GOLD2023

Big Brothers Big Sisters of Central California

EMPOWERING POTENTIAL

Fresno, CA   |  www.bigs.org

Mission

Create and support one-to-one mentoring relationships that ignite the power and promise of youth.   We partner with parents/guardians, volunteers and others in the community and hold ourselves accountable for each child in our program to achieve higher aspirations, greater confidence, and better relationships, avoid risky behaviors, and educational success.

Ruling year info

1969

Executive Director

Mrs. Diane Phakonekham

Operations

Mrs. Elizabeth Smith

Main address

4047 N Fresno St

Fresno, CA 93726 USA

Show more contact info

Formerly known as

Big Brothers Big Sisters of Fresno, Kings, and Madera Counties, Inc.

EIN

94-1668376

NTEE code info

Big Brothers, Big Sisters (O31)

Children's and Youth Services (P30)

IRS filing requirement

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

Sign in or create an account to view Form(s) 990 for 2020, 2019 and 2018.
Register now

Communication

Programs and results

What we aim to solve

This profile needs more info.

If it is your nonprofit, add a problem overview.

Login and update

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?

Community-based Youth Mentoring

Youth eligible for community-based mentoring meet 2 of 3 criteria:   1) live in non-traditional households (single parent, grandparent-led, foster parent, etc)  2) are eligible for school free-or-reduced lunch program or 3) have a parent or loved one with a history of incarceration. A family interview is conducted to assess interests, needs and possible other family referrals. 

Mentors are recruited from community groups, employers, churches, media and community fairs.  They undergo a rigorous background check to ensure the youth's safety. Mentors are matched with youth based on interests and compatibility in order to develop long and strong matches.  Matches meet 2-4 times per month; each outing lasting approximately 2-4 hours.

Mentors, parents and youth are called by staff monthly the first year and then quarterly to see how the match is progressing. Points addressed during the contact calls include: overall check-in, inquiring if there are any safety concerns and offering guidance on any questions or issues that arise.  A licensed clinician is available to staff for consultation.

Population(s) Served
Children
Preteens
Adolescents

The High School Bigs Program is a collaboration of an elementary school with a local high school and facilitated by Big Brothers Big Sisters of Central California staff. Our elementary school clients (Littles) are referred to the program either by self referral, school counselor, social worker or school personnel. Littles are assessed and matched with a mentor based on compatibility.

Our high school mentors (Bigs) also take part in a rigorous vetting process to ensure commitment to the program and their Little.

Once enrolled in the program, Bigs and Littles are matched based on compatibility and meet once a week for 90 minutes throughout the school year and monthly during the summer.

All High School Bigs program match meetings are supervised by professionally trained staff with a bachelor's degree in social work or a related field.

Population(s) Served
Adolescents
Children
Preteens

Where we work

Awards

Family Strengthening Award 2007

Annie E. Casey Foundation/Big Brothers Big Sisters of America

Family Strengthening Award 2008

Annie E. Casey Foundation/Big Brothers Big Sisters of America

Quality Award 2005

Big Brothers Big Sisters of America

Gold Standard 2016

Big Brothers Big Sisters of America

Quality Award 2015

Big Brothers Big Sisters of America

Pinnacle 2017

Big Brothers Big Sisters of America

Videos

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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?

    At-risk youth who need a mentor/ role model in their life.

  • 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 have listed to feedback from our constituents, especially during the pandemic, and modified our outings policies to make way for matches that were comfortable meeting while still following CDC guidelines.

  • 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?

    We don't have any major challenges to collecting feedback

Financials

Big Brothers Big Sisters of Central California
lock

Unlock financial insights by subscribing to our monthly plan.

Subscribe

Unlock nonprofit financial insights that will help you make more informed decisions. Try our 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.

Operations

The people, governance practices, and partners that make the organization tick.

lock

Connect with nonprofit leaders

Subscribe

Build 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.

lock

Connect with nonprofit leaders

Subscribe

Build 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 Central California

Board of directors
as of 03/15/2023
SOURCE: Self-reported by organization
Board chair

Mr. William Hicks

County of Fresno

Term: 2016 - 2023

Jim Horn

Tamiyasu, Smith, Horn, and Braun

Chris Wiehl

Utility Cost Management

Richard Lord

SolutionsHRGroup

Greg Mason

McCormick Barstow

Sarah Wright

Adventist Health System

Scott Weber

RBC Wealth Management

Jayme Stevens

Stevens Wireless Communications

Craig Fourchy

Ultragro

Angela Venetis-Colon

Avenal State Prison

Moses Stites

Public Utilities Commission

Charles Taylor

Lang Richert Patch

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 ? No
  • 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 6/15/2021
info Candid has made improvements to the race and ethnicity options.

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
Asian/Asian American
Gender identity
Female, Not transgender (cisgender)

The organization's co-leader identifies as:

Race & ethnicity
Hispanic/Latino/Latina/Latinx
Gender identity
Female, 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: 06/15/2021

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 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 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.