PLATINUM2024

HARBOR CAMPS

aka CAMP ARANUTIQ   |   Miami, FL   |  www.harborcamps.org

Mission

We provide camps for youth & families of specific populations that may often feel marginalized; our camps build confidence, resilience, community, and offer a place where campers can be their authentic selves.

Ruling year info

2009

Executive Director

Umut O Dursun MA

Main address

P.O. Box 431314

Miami, FL 33243 USA

Show more contact info

EIN

26-4037161

NTEE code info

Other Recreation, Sports, or Leisure Activities N.E.C. (N99)

Other Youth Development N.E.C. (O99)

Minority Rights (R22)

IRS filing requirement

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

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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Transgender youth in general experience adversity, such as bullying, discrimination, and suicide, at significantly higher rates than their peers. Safe spaces are needed now more than ever. A report by the Gay, Lesbian, and Straight Education Network (GLSEN) titled "Harsh Realities" (Greytak, Kosciw, & Diaz) describes some of these hardships: 50% of those who endured bullying attempt suicide Approximately 75% do not feel safe at school 50% missed partial or entire days due to bullying 87% are verbally harassed by other students Approximately 25% experience bullying from school staff Harbor Camps offers 1, and 2-week sessions for youth ages 8-15 as well as three two-week for counselors- in-training ages 16-18. We offer two long weekend family camp sessions for trans youth and their family members of all ages. We build confidence, resilience, and community for our campers. We also provide confidence, resilience, and community for kids with skeletal dysplasia and facial differences.

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?

Harbor Camps for transgender and non-binary youth

Harbor Camps for transgender and non-binary youth is an overnight summer camp program for transgender and non-binary youth ages 8 through 18 as well as a family overnight camp for all ages.

Population(s) Served
LGBTQ people
Children and youth

Camp Seneb is an overnight summer camp for youth with skeletal dysplasia ages 8-16.

Population(s) Served
People with physical disabilities
Children and youth

Camp Reflections for kids with facial differences serves youth ages 8-16 at an overnight camp where they can be with others like them and enjoy typical camp activities. Siblings are also welcome.

Population(s) Served
Children and youth

Where we work

Awards

Eleanor P. Eells Award for Program Excellence 2012

American Camp Association

Our results

SOURCE: Self-reported by organization

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

Number of campers enrolled

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

Children and youth, LGBTQ people

Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

Context Notes

In 2020 we did not run our in-person camp programs due to the pandemic.

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.

We build confidence, resilience, and community for our campers by way of our campers:
-Living communally in a bunk with others
-Having face-to-face relationships with one another (no electronics!)
-Participating in fun and challenging outdoor activities in a noncompetitive atmosphere
-Learning that they are strong and have unlimited possibilities regardless of the challenges they face
because of their identity or condition
-Learning to be independent and to step outside their comfort zone
-Making lifelong friendships

At a time in our country when transgender youth and youth with disabilities appear to be losing rights, and sometimes losing hope, our camps are ever more important. We provide a safe haven for kids and families to be among friends who understand - entirely - what each other are going through in life. Our programs foster relationship-building, confidence, and community. We provide skill-building in our daily schedule via the following activity areas: various field and court sports, archery, rock climbing, swimming, paddle boarding, canoeing/kayaking, low elements challenge course, fine art, drama, and music.

We focus on the joy of camp, letting kids be kids, learning, growing and having fun!

Harbor Camps has four full-time, year-round staff that recruit campers, hire staff/volunteers, maintain the facility, and raise funds, and take care of all other aspects of the business operations. During the summer we have well over 100 staff and volunteers making our programs run smoothly.
Funds from donors enable us to be able to provide much-needed financial aid and scholarships for those campers who would otherwise not be able to attend our camps. Tuition fees cover the rest of the operating costs for our camps.
Nick Teich, PhD, LCSW, founded Harbor Camps in 2009 and has many years of camp experience prior to that. In 2022, Nick became the Director Emeritus and Board Chair, and Umut Dursun, MM took over the role of Executive and Camp Director.

Nick and many of camp's founding members are still involved in the organization through the board and are deeply invested in it's continued growth.

We began in summer 2010 with 40 campers at a rented site for one week. We now serve over 900 campers each summer at our own facility, over 7 weeks. We have always been able to provide financial aid and scholarships to campers who would otherwise not be able to attend. Since purchasing our property in 2015, we have continued to build and renovate at camp, adding new cabins, bathrooms, a new health center, and office, plus updating common spaces, all to benefit our campers. We look forward to continued expansion and growth, with a promise to never turn a camper away because of lack of financial means to attend camp.

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 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

  • 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 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

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback

Financials

HARBOR CAMPS
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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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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.

HARBOR CAMPS

Board of directors
as of 01/22/2024
SOURCE: Self-reported by organization
Board chair

Dr. Nicholas Teich

Nicholas M Teich

Melissa MacNish

No Affiliation

Julie Lipson

No Affiliation

Umut Dursun

Harbor Camps

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 ? Not applicable
  • 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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 1/22/2024

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
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Male, Transgender
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

Equity strategies

Last updated: 12/28/2020

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 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.