Youth Development

SHERIFFS COMMUNITY IMPACT PROGRAM

aka SCIP

Sacramento, CA

Mission

To foster productive citizens by engaging youth in dynamic community programs.

Ruling Year

2011

Director

Michael Saigeon

Main Address

2350 Northrop Ave

Sacramento, CA 95825 USA

Keywords

Juvenile Delinquency Prevention Intervention

EIN

27-3457087

 Number

4554468523

Cause Area (NTEE Code)

Youth Development Programs (O50)

Recreational and Sporting Camps (Day, Overnight, etc.) (N20)

Urban, Community (S31)

IRS Filing Requirement

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

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Social Media

Programs + Results

What we aim to solve New!

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Our programs

What are the organization's current programs, how do they measure success, and who do the programs serve?

SOURCE: Self-reported by organization

Deputy Friend

SCIP Fit

Impact Boxing

SHOCK

Youth Leadership Council

Project Lifelong

Helpful Hounds

Where we workNew!

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Charting Impact

Five powerful questions that require reflection about what really matters - results.

SOURCE: Self-reported by organization

What is the organization aiming to accomplish?

What are the organization's key strategies for making this happen?

What are the organization's capabilities for doing this?

How will they know if they are making progress?

What have and haven't they accomplished so far?

SCIP partners with other organizations to reduce duplication of services and identify and meet gaps in services to youth in the area. Since SCIP'S inception, the organization has creatively thought of ways to introduce positive adult role models into existing and newly developed programs/activities. Collaborations with a local community based youth counseling agency, for example, has opened the door to share a licensed mental health therapist for the SHOCK program and other SCIP sponsored intervention programs.

Delivering powerful programs/services to youth and families is dependent upon the ability to develop capacity at both the administrative level as well as at the program level.

SCIP uses two carefully selected indicators to determine if the organization is creating productive citizens through dynamic community programming, and to that end, improving the relationship between vulnerable youth and law enforcement. The first indicator is the number of program participants (also called SCIP Members) who have no subsequent negative interactions with law enforcement after membership begins. Negative interactions are defined for this purposes as 1) arrests, 2) incarcerations, and 3) informal interactions that result in law enforcement personnel contacting SCIP staff to provide negative feedback about the participant. Second, SCIP uses the member's perception of their relationship with law enforcement as a barometer of the effectiveness of the programming and a sustainability factor in the member's future productivity as a citizen. The ability to navigate interactions with both law enforcement and other authority figures is a protective factor that SCIP measures through pre-/post- surveys and staff observations.

In reviewing both our SHOCK and Youth Leadership Council programs that had an enrollment of 50 participants, the recidivism rate for arrests, incarcerations, and negative confrontations with law enforcement was less than 10%. Additionally, more than 90% of participants engaged in both SHOCK and the Youth Leadership Council rate their most recent interaction with law enforcement as positive and respond "Fair" or "Good" when asked to rate their overall perceptions of law enforcement. The goal for these indicators in 2015 and 2016 is to decrease the recidivism rate to 5% and increase the response to the law enforcement indicators to 95% each.

External Reviews

Photos

Financials

SHERIFFS COMMUNITY IMPACT PROGRAM

Fiscal year: Jan 01 - Dec 31

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Operations

The people, governance practices, and partners that make the organization tick.

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Board Leadership Practices

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section, which enables organizations and donors to transparently share information about essential board leadership practices.

SOURCE: Self-reported by organization

BOARD ORIENTATION & 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 & 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?

No

BOARD PERFORMANCE

Has the board conducted a formal, written self-assessment of its performance within the past three years?

No

Organizational Demographics

In order to support nonprofits and gain valuable insight for the sector, GuideStar worked with D5—a five-year initiative to advance diversity, equity, and inclusion in philanthropy—in creating a questionnaire. This section is a voluntary questionnaire that empowers organizations to share information on the demographics of who works in and leads organizations. To protect the identity of individuals, we do not display sexual orientation or disability information for organizations with fewer than 15 staff. Any values displayed in this section are percentages of the total number of individuals in each category (e.g. 20% of all Board members for X organization are female).

SOURCE: Self-reported by organization

Gender

Race & Ethnicity

Sexual Orientation

This organization reports that it does not collect this information for Board Members and Full-Time Staff.

Disability

We do not display disability information for organizations with fewer than 15 staff.

Diversity Strategies

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We track retention of staff, board, and volunteers across demographic categories
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We track income levels of staff, senior staff, and board across demographic categories
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We track the age of staff, senior staff, and board
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We track the diversity of vendors (e.g., consultants, professional service firms)
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We have a diversity committee in place
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We have a diversity manager in place
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We have a diversity plan
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We use other methods to support diversity