PLATINUM2024

NPower (non-profit)

Launching Tech Careers. Transforming Lives.

Brooklyn, NY   |  www.npower.org

Mission

We create pathways to economic prosperity by launching and advancing digital careers for young adults from underserved communities, low to moderate income women, and military-connected individuals. In todays economy, over 50% of all jobs require some degree of technology and digital skill. Yet the job market is not keeping pace. A recent Microsoft Data Science report estimates that digital job capacity or the total number of new technology-oriented jobs in the U.S. will grow to 13 million by 2025. NPower currently operates in New York, Texas, California, Maryland, Toronto, New Jersey, Missouri, and Michigan, North Carolina, and Ohio.

Ruling year info

2001

Chief Executive Officer

Bertina Ceccarelli

Main address

55 Washington Street, Suite 560

Brooklyn, NY 11201 USA

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Formerly known as

NPower

EIN

13-4145441

NTEE code info

Management & Technical Assistance (S02)

Business, Youth Development (O53)

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 2022, 2021 and 2020.
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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

NPower addresses critical societal issues including persistent generational poverty, chronic unemployment, lack of access, and the widening skills gap. There are too few young adults from underserved communities and military-connected individuals that lack the skills or access to launch successful careers in the digital economy, limiting their opportunity to participate in the workforce and build a strong financial future. There is also an inadequate domestic pipeline of skilled, diverse employees prepared to meet the demands of the digital labor market.

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?

Tech Fundamentals

Up to 20-week program consisting of 16 weeks of interactive virtual training with live instructors and professional skill-building followed by a paid opportunity to put into practice the training. Coursework focuses on basic tech competencies needed for entry level IT employment.

Population(s) Served

This program offers multiple paths for advanced IT coursework including Cybersecurity and Cloud Computing designed to prepare NPower alumni for more advanced IT employment.

Population(s) Served
Veterans
Young adults
Military personnel

First course offering of Path2TECH - 20-week virtual, instructor-led Full Stack Developer intermediate program designed for women 21 or older.

Program instruction will focus on three main areas:
- Front-End Web and Application Fundamentals
- Back-End Web and Application Fundamentals
- Software Development Fundamentals using Agile and Java
The program will also introduce students to Generative AI through ChatGPT and CoPilot AI integration.

Population(s) Served
Young adults
Veterans
Young adults
Veterans

Where we work

Videos

Our results

SOURCE: Self-reported by organization

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

81% of students who enroll in the program graduate.

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

Young adults, Veterans, Military personnel

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

*based on all-time national data

81% of NPower graduates get jobs or continue their education

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

Young adults, Veterans, Military personnel

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

* all time, national graduate data based on 12-18 month placement cycle

336% average salary increase for NPower graduates

This metric is no longer tracked.
Totals By Year
Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

*nationwide, based on only graduates with self-reported post-program salary data

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.

NPower envisions a future where our domestic technology workforce is diverse, and clear pathways exist for all people regardless of ethnicity, gender, or socio-economic background to succeed in our digital economy. We aim to create systems-level impact that changes lives and transforms communities.

1. Increase the number of individuals trained while maintaining strong job placement outcomes and reducing the average cost per student.

2. Strengthen alumni engagement, upskilling and career success

3. Position NPower as an authoritative voice within the workforce development and training fields.

4. Maintain Financial Sustainability through Earned Income and Diverse Funding Streams.

5. Recognized as the most innovative skills training nonprofit to work for, where employees grow and thrive.

1. Customize learning modalities and modulate intensity of social supports by aligning training delivery approach with learner needs.

2. Build an NPower Alumni Community that fosters a sense of belonging and empowers Alumni to contribute to the broader NPower mission.

3. Advance policies that support education, training, and career opportunities for the
communities we serve using impact data from surveys and primary research, coalition building, volunteer engagement and media coverage.

4. NPower will prioritize closing gifts and grants from high-net-worth individuals while
maintaining its strong track record of winning corporate and private foundation grants.

5. Foster fluid internal communications that celebrate candid dialogue, inquiry, and active exchanges on our weaknesses and opportunities that keep performance front and center as we grow.

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.

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

    To make fundamental changes to our programs and/or operations, 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

  • 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 share the feedback we received with the people we serve, 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?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to get honest feedback from the people we serve

Financials

NPower (non-profit)
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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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  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

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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.

NPower (non-profit)

Board of directors
as of 03/13/2024
SOURCE: Self-reported by organization
Board chair

Mr. Matthew Horner

Gail Fierstein

Caastle

Bertina Ceccarelli

NPower

Anupam Singhal

Tata Consultancy Services

Frank Pedersen

Digital Transformation Executive

David Reilly

Former Bank of America

Stephen Murphy

Accenture

Josh Sutton

Agorai

Mike Fey

Island

Diane K. Schwarz

Johnson Controls

Dean Del Vecchio

Guardian Life Insurance

Viola Thompson

Former ITSMF

Matt Horner

Worldwide Technology

Guillermo Diaz, Jr

Connectado

Peter Trizzino

Dell Technologies

Gerald Charles, Jr.

Capital One

Ami Desai

Vista Equity Partners

Kier Gumbs

Edward Jones

Kateau James

McKinsey & Company

Tony Kerrison

Bank of America

Mark Patterson

Cisco Systems

Dwight Shepherd

IBM

Sangy Vatsa

Digital Insights

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? No
  • 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 3/12/2024
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
White/Caucasian/European
Gender identity
Female, Not transgender
Sexual orientation
Decline to state
Disability status
Decline to state

Race & ethnicity

No data

Gender identity

No data

Transgender Identity

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 03/13/2024

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 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.