Big Brothers Big Sisters of Orange County and the Inland Empire, Inc.

Igniting the power and promise of youth through mentorship

aka Big Brothers Big Sisters of Orange County and the Inland Empire/BBBSOCIE/BBBSOC/BBBSIE   |   Santa Ana, CA   |


The mission of Big Brothers Big Sisters of Orange County and the Inland Empire is to provide strong and enduring, one-to-one professionally supported mentoring relationships that ignite the power and promise of youth.

Notes from the nonprofit

Over the last 30 years, BBBS mentoring model, one-to-one mentoring with professional support from staff, has been shown to be one of the most effective models for long term youth impact. The US Department of Education has included Big Brothers Big Sisters mentoring as a proven practice for helping youth complete school work and helping youth stay in school. The Boston Consulting Group evaluated Big Brothers Big Sisters programs and found that as adults, mentored youth were far more likely to finish college, had higher earnings and were more likely to volunteer as adults. Local program evaluation shows that 94% of the youth we serve are more likely to graduate high school and attend college and 84% have reduced depressive symptoms as a result of mentoring. Building a healthy, sustainable mentorship relationship for low income youth of color is needed to help them stay engaged and inspired toward a better future.

Ruling year info



Sloane Keane

Main address

1801 E. Edinger Ave. Ste. 101

Santa Ana, CA 92705 USA

Show more contact info

Formerly known as



Big Brothers Big Sisters of Orange County


Big Brothers Big Sisters of the Inland Empire



NTEE code info

Big Brothers, Big Sisters (O31)

Children\u0027s and Youth Services (P30)

Higher Education Institutions (B40)

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 2021, 2020 and 2019.
Register now



Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Our agency focuses on at-risk youth and low-income households with limited access to support networks that can promote long-term success. BBBSOCIE’s goal is to bridge the gap for our local, underserved youth by providing quality, professionally supported mentorship that will guide them through personal struggles, academic challenges, and career pathways.

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?

School-Based Mentoring: High School Bigs

High School Bigs is designed for high school students to be trained as mentors to children attending Title I elementary schools identified by teachers and counselors as needing mentoring support. Program staff provide support curriculum targeted towards socio-emotional growth, academic success, and health/wellness. High School Bigs is a free, after-school program and is carried out in partnership with elementary schools, youth mentors from high schools, meeting together in 36 weekly sessions. This is a dual-impact program, as the high school volunteers are trained in leadership and youth advocacy to better address challenges in their community by learning to become mentors. Mentors also receive college and career resources. We currently provide the High School Bigs program within the three counties in 17 school districts, weekly sessions at 35 elementary schools in 27 cities.

Population(s) Served
At-risk youth
Children and youth
Young adults

Our Community Based One-to-One Mentoring is designed for a Big and Little Brother/Sister to meet twice monthly. Volunteer mentors commit to mentoring for at least one year; the average match length is 38 months. Every Match has a Match Support Specialist who monitors safety concerns, addresses challenges in the development of the mentoring relationship and serves as a guide for the match. In addition, BBBSOCIE has dedicated Match Engagement and Enrichment Managers who focus on match retention through events and activities that foster a true community within our program. Our staff also host workshops called "Big Chats" and "Parent Chats" where mentors can receive guidance from other mentors, and parents can work through learning opportunities with other parents. These events and workshops support positive and long-lasting mentorship matches.

Population(s) Served
Children and youth
At-risk youth

Workplace Mentoring is a recommended 3-year partnership with corporations and local high school students. In this program, low-income high school students are paired one-to-one with corporate mentors for 10 months during the school year. Strong emphasis is placed on high school graduation and college and career preparation, and soft skills. Current and past partners are PIMCO (Women in Finance), Edwards Lifesciences (STEM), OC Fair, Hybrid Apparel, St. Joseph's Hospital, Disney, Banc of California, Citizens Business Bank, Mathis Brothers Furniture, Keenan & Associates, and Ingram Micro.

Population(s) Served
At-risk youth
Children and youth
Young adults

We partner with local law enforcement and junior high school students where matches meet once a month on site at the police department. Curriculum content is focused on trust-building, improving police perception in our community, and academic and career exploration and success. Beyond the curriculum, they also have the opportunity to learn about law enforcement and to prepare for life after high school.

Population(s) Served
At-risk youth
Children and youth
Young adults

College Bigs is a program model that aims to help first generation high school students increase social capital, strengthen college and career readiness, and find their voices as community advocates with the help of a college mentor. A Big Brothers Big Sisters team member facilitates monthly sessions/meetings. This program provides youth the opportunity to explore college experiences and post-high school options they may not have even known were possibilities. A tailored social emotional learning curriculum focuses on college readiness, relationship building, and youth advocacy with a unique spin based on the philanthropic culture of the university or institution. We currently partner with a variety of universities including UC Irvine, UC Riverside, Chapman College, Orange Coast College, Cal Baptist, Santa Ana City College, and Cal State San Bernardino.

Population(s) Served
Young adults
At-risk youth

Where we work


Number of high school graduates who are persisting in college

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

At-risk youth, Students, Young adults

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Holding steady

Context Notes

100% of the youth we serve graduate high school on time. Does not include High School Big mentors. The number of graduating seniors varies depending on how many seniors are enrolled per program year.

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.

Our program provides professionally supported one-to-one mentoring for at-risk youth in our local community. The addition of this high quality support system in a youth's life has been recognized by the World Bank, the Ford Foundation, and the Department of Education to reduce the educational and career inequity among underserved communities. Matches participate in activities such as college preparation work, writing college applications and resumes, mock interviews, and life goals explorations. Our program has also been highlighted by the CDC as a tool to mitigate the impact of Adverse Childhood Experiences. Most youth in our program face challenges outside of their control and in most cases, have had traumatic experiences such as abuse, homelessness, or have an incarcerated parent. Trusting others can therefore be difficult for our clients, which makes the mentorship of a Big
Brother or Big Sister the key to success in our program. We aim to build resilience among our youth so they are more likely to graduate high school, have a postsecondary plan, and live a happy, healthy life.

We have incorporated best practices from mentoring research, youth development, new civics education, adverse childhood experiences (ACEs) research, and our own experience developing programs that focus on achieving academic success. Our program is supported by our case workers and program managers who carefully curate workshops and curriculums to run college and career readiness focused programs. Our case managers (Match Support Specialists, Program Specialists), Match Engagement and Enrichment Manager, and our College and Career Specialist all provide our agency with the skills and tools necessary to implement a strong program. Effective and long-lasting matches rely on the steady, guiding hand of our Match Support and Program Specialists who check in with all groups and provide support on a monthly basis. They are assigned to each match and work closely with Bigs, Littles, and their parents/guardians to provide training, guidance, and resources to ensure a successful and beneficial mentorship. Our Match Engagement and Enrichment Manager is also a great asset to our program. He oversees case management and focuses on supporting and sustaining mentorship relationships, mentor enrichment through workshops and events hosted by our agency, community partnerships, and resource identification.

We are experts at creating and supporting the relationships that help our youth develop the characteristics needed for academic, social, and economic success. Our Executive Leadership Team is innovative, experienced and dedicated to transforming the lives of the youth and the communities we serve. Our volunteer base is over 2,500 strong. BBBSOCIE staff provide monthly case management support for mentees, mentors and families, as well as facilitate learning sessions for student mentees. Our Match Support Specialists and Program Specialists participate in over 40 hours of training on courses including but not limited to: coaching; justice, equity, diversity, and inclusion; standards of practice; and child safety. Our staff, board of directors, volunteers, donors and partners, help uplift our youth. Mentorship, and the additional wraparound support we provide via our Family Support Specialist, are meant to be part of a wider set of community and education services.

Our driving force is to create connections between mentors and mentees that ignite the potential in the youth that we serve, resulting in stronger, more successful and resilient communities. Through incorporating cutting edge Social and Emotional Learning (SEL), BBBSOCIE has taught mentors how to guide their mentees on self awareness, self management, responsible decision making, relationship skills, and social awareness key to developing 21st century workforce skills. Big Brothers Big Sisters offers five program models that are accountable for successfully guiding youth in achieving the following among other goals: 1) higher aspirations, greater confidence, and better relationships, 2) avoidance of risky behaviors, such as alcohol and drug use, and 3) educational success, improved grades.

BBBSOCIE measures success through our Youth Outcome Survey (YOS) or Child Outcome Survey (COS), which starts with a pre-assessment for our mentees. This gauges knowledge and attitude on education, risk-taking behavior, and socio-emotional wellness. Mentees (Littles) participate in follow-up assessments every twelve months for the duration of their Match. The survey provides a good measure of the impact that mentoring has on a child’s life and focuses on nine criteria supported by research to positively improve through one-to-one mentorship: Social acceptance, scholastic competency, education expectations, grades, school attendance, attitude to risk behavior, parental relationships, other adult relationships, and juvenile justice systems involvement. Our areas of focus are child safety, flagging trauma and mental risk factors, and college/career readiness. Responses are tracked and updated on our Matchforce Database.

In 2022, our youth self-reported the following:
*84% experienced reduced depressive symptoms
*85% had improved academic performance
*89% had seen socio-emotional growth
*94% were more likely to graduate (both high school and college)
*93 were less likely to engage in risky behaviors

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 shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    We serve disadvantaged children and youth, ages 6-24, across three counties: Orange, Riverside, and San Bernardino. 75% of the youth we serve identify as Latino, 9% as White, 5% as Black, 6% as Multi-racial or other, 4% as Asian, and 1% as American Indian or Native Hawaiian. 59% identify as Female, 40% as Male, and 1% as Other. 23% of our families are from Riverside and San Bernardino and 77% are from Orange County. 53% of our youth are living in a single-parent household, 58% are living in poverty (household income under $30,000), 79% are receiving free or reduced lunch, and 8% have an incarcerated parent.

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

    SMS text surveys, Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Case management notes, 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?

    Our families expressed a need for more mentors of color and from the LGBTQ+ community. For several families, it was important that Littles had mentors who came from a similar background, and we were not always able to meet this need. Now, one of our recruitment initiatives is to recruit more male mentors of color, female mentors of color, and LGBTQ+ mentors so that our program can be more inclusive and embrace the culture and background of our community.

  • With whom is the organization sharing feedback?

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

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

    We are committed to our board, families, youth and mentors to mobilize feedback into action. This commitment is a journey, and we have built out an action plan with thoughtful, measurable, timely goals that we will communicate to our staff, stakeholders and board. We have incorporated best practices from mentoring research, youth development, new civics education, ACEs research, our own experience developing programs and youth voice to create a multidisciplinary approach centered on college and career mentoring. The power of our programming, decisions, resources, and policies has always been focused on the feedback and needs of the people/youth/families that we serve.

  • 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,


Big Brothers Big Sisters of Orange County and the Inland Empire, Inc.

Unlock financial insights by subscribing to our monthly plan.


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.


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


Connect with nonprofit leaders


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.


Connect with nonprofit leaders


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 Orange County and the Inland Empire, Inc.

Board of directors
as of 03/22/2023
SOURCE: Self-reported by organization
Board chair

Henry Walker

Farmers & Merchants Bank

Term: 2022 -

Patricia Arvielo

New American Funding

Erin Boyl


Brian Davis

Forward Counsel

Peter Desforges

Wohl Investment Company

Michael Fox


Robert Friedman

F&F Capital Group, LLC

Paul Fruchbom

KDF Communities

Elliot Gordon


Chris Ivey

Stradling, Yocca, Carlson & Rauth

Todd Pickup

Plus Four Management

Tim Ryan

OC Vibe

Caroline Sabo

Sabo Law

Brian Stevens

Advantage Solutions

Marilyn Stemper


Kim Thompson

Rutan & Tucker, LLP

Steve Blanc

Blanc Ventures LLC

Steve Borowski

Aristotle Capital Management

Kurt Belcher

STA Jets

Cary Hyden


Gus Theisen

Columbia Steel

Chris Reedy

GAP Managers, Inc

Tom Duddy

Mega Western Sales

Dave Moellenhoff


Tom Reyes

Harbor Distributing

Matt Bailey


Tim Crosson


Blake Johnson


Guy Johnson

Johnson Capital

Scott Nelson

Ernst & Young

Henry Walker

Farmers and Merchants Bank

Phil Berry

Commercial West Brokerage, Inc.

Peter Desforges

DHI Directors Committee Chair

Joe Juliano

United Pacific

Jason Krotts

Real Estate Development Associates,

Jacqueline Gustafson

Cal Baptist University

John Lenell

Qxonix Inc.

Navin Narang

FPH Capital Partners

Meital Taub

Meital Taub Luxury Group- First Team Christie’s International Real Estate

Bradley Todd


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 3/17/2023

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.


The organization's leader identifies as:

Race & ethnicity
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


No data

Equity strategies

Last updated: 04/07/2021

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

  • 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.