Community School of Music and Arts 230 San Antonio Circle Mountain View Ca 94040

Community Schoolhouse of Music and Arts

Operations

The people, governance practices, and partners that brand the organisation tick.

• Officers, directors, trustees, and key employees
• Highest paid employees
• Board of directors

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• Clarify a variety of pre-calculated financial metrics
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• Compare nonprofit financials to similar organizations

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Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a depression commitment monthly programme today.

• Clarify a variety of pre-calculated financial metrics
• Admission beautifully interactive analysis and comparison tools
• Compare nonprofit financials to similar organizations

Want to see how you tin enhance your nonprofit research and unlock more than insights? Larn More about GuideStar Pro.

Community School of Music and Arts

Lath of directors
as of 10/29/2021

SOURCE: Self-reported past organization

Board chair

Carolyn Stuart

John Miller, Jr.

John Miller Architect, AIA

Peter Landsberger

No Amalgamation

Robert Reay

Linear Technology

Anne Marie McCauley

Investor Relations

Judy Crates

Mountain View Whisman Schoolhouse Commune (Ret.)

Carolyn Stuart

Attorney (Ret.)

John D'Ambrosio

Sohi Sohn Chien

Michael Couch

Kathy Thibodeaux

KM Thibodeaux Consulting LLC

Sean Wilkinson

Wilson Sonsins Goodrich & Rosati

James Sandstrom

Retired Finance and Management Executive

Sharmila Acharya

Co-Chair GWC Foundation

Juliette Faraco

Sr. Research Scientist (Retired) Stanford Center for Sleep Sciences in Medicine

Suyun Kim

Attorney (Retired)

Suchitra Subrahmanyan

Managing Director, Coop M&A Applied Materials

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit lath leadership and governance, to create this section.

• Board orientation and education

  Does the board conduct a formal orientation for new board members and crave all lath members to sign a written agreement regarding their roles, responsibilities, and expectations? Aye

• CEO oversight

  Has the board conducted a formal, written assessment of the main executive within the past twelvemonth ? Yes

• Ideals and transparency

  Have the lath and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes

• Board limerick

  Does the board ensure an inclusive lath member recruitment process that results in diversity of idea and leadership? Aye

• Board performance

  Has the lath conducted a formal, written self-cess of its functioning inside the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated x/29/2021

Who works and leads organizations that serve our various communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Centre.

Leadership

The system'due south leader identifies as:

Race & ethnicity

White/Caucasian/European

Gender identity

Female, Not transgender (cisgender)

Sexual orientation

Heterosexual or Straight

Inability status

Person without a inability

Race & ethnicity

Gender identity

Sexual orientation

Disability

Equity strategies

Last updated: 10/29/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this department. Larn more

Data

• We review compensation data across the organization (and by staff levels) to identify disparities by race.
• Nosotros inquire team members to identify racial disparities in their programs and / or portfolios.
• We analyze disaggregated data and root causes of race disparities that bear on the organisation'southward programs, portfolios, and the populations served.
• Nosotros disaggregate information to arrange programming goals to go on pace with changing needs of the communities we support.
• Nosotros accept long-term strategic plans and measurable goals for creating a culture such that one'south race identity has no influence on how they fare inside the organization.

Policies and processes

• We seek individuals from various race backgrounds for lath and executive director/CEO positions within our organisation.
• Nosotros have community representation at the lath level, either on the board itself or through a community informational lath.
• Nosotros assist 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 disinterestedness work and ensure that individuals sympathise their roles in creating culture such that i's race identity has no influence on how they fare within the arrangement.

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Source: https://www.guidestar.org/profile/23-7023900

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