Our results
SOURCE: Self-reported by organization
How does this organization measure their results? It's a hard question but an important one.
Evaluation documents
Download evaluation reports2023 EvaluationPlan
Number of animals with freedom to express normal behavior
Totals By Year
Population(s) Served
Ethnic and racial groups, Age groups, Family relationships, Social and economic status
Related Program
Leading With Horses
Type of Metric
Output - describing our activities and reach
Direction of Success
Increasing
Context Notes
The equine residents at Second Chance Ranch are provided a natural habitat with the amenities and protection of living in captivity. This attributes to their unique therapeutic qualities.
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.
What is the organization aiming to accomplish?
- As an equine sanctuary, we strive to provide optimum care for our talented and specially trained horses. And to
demonstrate the value of horses as instruments of healing and teaching- Increase awareness of sound mental health
- Provide an alternative environment to conventional talk therapy for therapists who could not otherwise offer animal assisted therapy.
- Effectively impact and empower the younger generation of our communities in a program that includes the families, social structures, and other people influencing each client uniquely
What are the organization's key strategies for making this happen?
Our program is fulfilling an essential need, and our services are sought out. We have grown our clientele list, however, as a nonprofit, their contributions alone are not enough to sustain the organization. We continue to reach out to donors and foundations for contributions to meet our budget needs.
We will continue to utilize local media, social media, organized fundraisers and open house events to bring awareness to our cause. In 2022 we were able to achieve a capitol improvement goal of building an indoor arena and stables to offer seasonal availability to our clients. Now that we have a fully functional facility, we can increase marketing efforts and expand the number of people served.
What are the organization's capabilities for doing this?
Executive Director, Katie Merwick, founded Second Chance Ranch in 1999 and developed the nonprofit from inception to present. Katie has also enjoyed a successful 43-year career as an animal behaviorist, equine and canine trainer, instructor and stable owner. She has pioneered many innovative concepts and programs that are now industry standards, while holding the lead in the largest and longest standing nonprofit of an equine sanctuary and sport horse rehabilitation facility.
SCR collaborates with licensed mental health professionals who incorporate our program into their treatment plan. This team approach of licensed mental health professional and equine expert offers a safe, controlled environment for the client. Through the construction of creative activities, sessions are structured and facilitated to specifically address the reasons clients come to therapy, and designed to best create metaphors to “real life”.
Our program has a diverse collection of volunteers and interns who participate in the care of the horses as well as program curriculum. SCR has enlisted some of the brightest minds in Washington as mentors, advisors, and consultants. Collectively, SCR’s Board of Directors and Advisory Board includes equestrian professionals and those with backgrounds in nonprofit marketing and business administration. The organization also draws on a community of volunteers as expert advisors in the fields of legal, accounting, marketing and development.
What have they accomplished so far and what's next?
SCR has enjoyed many amazing successes over the past 25 years. The flexibility in our program services have allowed us to follow the needs of our community. In 2020 our focus was to navigate the pandemic and quickly search for solutions to offer mental health professionals. We continue to provide a safe environment and an effective alternative treatment for mental health issues.
We have invested significantly in building a fully functional facility that offers seasonal availability, comfort, and safety for our guests. Each year since 2018 we have made small improvements and in 2022 we built an indoor arena and deluxe stables.
We have had a successful relationship with Excelsior Wellness for three years and this year we have added two new mental health agencies this year - Tamarack Psychiatric Hospital, Providence Rising Strong, as well as two independent therapists, Jennifer Hammond and Kodie Mobbs.
The next five years will be focused on increasing program service fees as well as income from grants by growing and expanding our Equine Facilitated Psychotherapy program as we invite both for-profit and nonprofit organizations to join us in cultivating a stronger and healthier Spokane!
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.
doneWe demonstrated a willingness to learn more by reviewing resources about feedback practice.
doneWe shared information about our current feedback practices.
How is your organization using feedback from the people you serve?
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
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 take steps to ensure people feel comfortable being honest with us, 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
Operations
The people, governance practices, and partners that make the organization tick.
- Board of directors
- Officers, directors, trustees, and key employees
- Highest paid employees
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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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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 Moreabout GuideStar Pro.
SECOND CHANCE RANCH
Board of directors
as of04/23/2023
SOURCE: Self-reported by organization
Board chair
Katie Merwick
Valerie Burgess
Jessica Hoppe
Alexandra Sutton
Board leadership practices
SOURCE: Self-reported by organization
GuideStar worked with BoardSource, the national leaderin 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?YesCEO oversight
Has the board conducted a formal, written assessment of the chief executive within the past year ? YesEthics and transparency
Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year?Not applicableBoard composition
Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership?YesBoard 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 4/23/2023
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
Heterosexual or Straight
Disability status
Person with a disability
Race & ethnicity
Gender identity
Transgender Identity
Sexual orientation
Disability
Equity strategies
Last updated: 01/26/2021
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.
