SILVER2023

South Park Inn, Inc.

Breaking the cycle of homelessness

Hartford, CT   |  www.southparkinn.org

Mission

South Park Inn’s mission is to improve our community by providing equal access to shelter and solutions for all people to make homelessness rare, brief, and non-recurring.

Ruling year info

1983

Acting Executive Director

Ms. Rebekah Lyas

Main address

75 Main St

Hartford, CT 06106 USA

Show more contact info

EIN

06-1083735

NTEE code info

Temporary Shelter For the Homeless (L41)

Homeless Services/Centers (P85)

Other Housing Support Services (L80)

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

Since 1984, South Park Inn has been dedicated to serving individuals who are experiencing the challenges of homelessness. Each day, 120 men, women, and veterans are provided safe housing, essential needs, as well as critical programs and services. Case managers work diligently to help individuals identify the barriers to permanent housing and self-sufficiency. Together, they develop a plan which will result in appropriate housing options and financial independence.

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?

Emergency Shelter

South Park Inn serves men, women and veterans who are homeless. The Shelter operates 365 days per year, 24 hours per day and has been in continous operation for nearly 40 years. South Park Inn is centrally located on bus lines to many parts of the metropolitan area and is within walking distance of downtown and other social service agencies. Three nutritious meals are served seven days per week. Case managers meet with each resident and arrange for supportive services, refer them to appropriate programs, and assist in finding permanent and stable housing. A number of services are available on site such as the in-house medical clinic operated by UConn School of Medicine students and faculty. Dental care is provided by students and faculty from the UConn School of Dental Medicine . Goals: To provide safe housing and nutritious meals for up to 120 men, women, and veterans each night who are homeless in the Hartford area.

Population(s) Served
Homeless people
Unemployed people

People experiencing homelessness are more vulnerable to disease, infection, chronic stress, and other disabling conditions, especially when they are discharged directly from hospitalization into homelessness. South Park Inn’s medical and behavioral respite program works with people who are well enough to no longer require hospitalization but who would be at elevated medical risk if they were placed in shelter or, worse, sent to the streets.

Our 17-bed program operates in an environment conducive to recovery and healing, providing dedicated 24/7 staff to facilitate follow-up medical care. The lower staff-to-guest ratio helps staff to closely monitor and track medical compliance and to identify any potential side effects or complications quickly. The short-term, 30-day program contracts directly with Hartford Healthcare and St. Francis Hospitals and offers case management support to help guests access housing or other long term solutions to their homelessness.

Population(s) Served
Homeless people
Adults

South Park Inn specializes in providing services focused on homeless Veterans through all the agency’s programs. South Park Inn works closely with the local Veterans Administration Homeless Service Coordinator to identify and place homeless Veterans as soon as possible. South Park Inn hosts a weekly Drop-In Center each Thursday. Caseworkers from the Newington VA Medical Center and area Veteran service agencies are available to meet individually with homeless and at-risk Veterans to identify their needs and develop plans for addressing them. At the Center, veterans receive a hot meal, as well as essential items such as toiletries and clothing. For Veterans admitted to the Emergency Shelter free transportation is available daily to the VA Medical Center. South Park Inn is honored to provide safe shelter, critical resources and services for our veterans.

Population(s) Served
Veterans
Military personnel

Where we work

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.

A low-barrier shelter is an integral part of an effective homeless response system. South Park Inn does not operate as a stand-alone shelter. We are a part of an entire system designed to address homelessness from the moment someone is at risk of losing housing to assisting people to access and maintain housing. While being part of an effective system is important, South Park Inn is a low-barrier shelter to serve those who need services the most.
Being a low-barrier shelter means that South Park Inn does not require sobriety as a condition of shelter. We do not require background checks, income, participation in services, or identification to access shelter and services. We do not have a specific length of time people can stay and we do not ask people to leave for things that do not relate directly to safety. Being low-barrier is about looking at all the reasons people do not come into shelter and eliminating those the best we can. Often people will not accept shelter because the shelter will not accept their pet, therefore we do our best to accommodate people with pets.
South Park Inn adopted a low-barrier shelter model to be able to provide a life-saving intervention to those who need it the most. A low-barrier shelter is an integral part of an effective homeless service delivery system but more importantly, low-barrier shelter saves lives.

The staff of our 120-bed shelter, which serves women, men, and Veterans, sees every person as an individual. Our Coordinators work one-on-one with guests to get to know them, identify their strengths, and create a robust plan to start the next chapter of their lives. Our strong landlord relationships help match guests with safe, affordable apartments, and our network of community relationships facilitates access to medical care, mental health support, harm reduction or recovery resources, workforce development, supplemental income, and other critical stabilizing resources.
As we look to the future, South Park Inn continues to emphasize relationship building and community engagement as a means of sustaining our financial support, our volunteer base, and ultimately our programmatic success. Our goal is to continue to provide shelter to homeless men, women and veterans in our community, particularly the most vulnerable populations who have exhausted all other resources and options.
We continue to recruit a diverse, caring and skilled staff that understands and represents the population we serve. We also strive for diversity and inclusion on our board of directors with an eye towards achieving equity, mutual respect and vision for a successful future.

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 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 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?

    We don't have any major challenges to collecting feedback

Financials

South Park Inn, Inc.
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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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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.

South Park Inn, Inc.

Board of directors
as of 10/24/2023
SOURCE: Self-reported by organization
Board chair

Mr. Kevin Noblet

Retired Journalist

Term: 2021 - 2025

Andrew DePeau

Partner, Robinson + Cole

Divya Subramanian

Senior Executive, Aetna/CVS

Dena Rosenbloom

Psychologist

Rob Zielonka

Co-Owner, GrowlerPower

Loni Richards

CEO Service After Service

Dejshona George

Finance Executive, Pratt & Whitney

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 10/24/2023

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

Leadership

No data

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

Equity strategies

Last updated: 05/17/2023

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 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.