GOLD2024

FUTURO, Inc.

LEAD.SERVE.CONNECT.

Mount Juliet, TN   |  http://futuroisnow.com/

Mission

FUTURO, Inc. is dedicated to closing the equity gaps in higher education by providing career-readiness skills and leadership training for Latino students and other underrepresented peers. Our motto of "LEAD.SERVE.CONNECT" highlights our commitment to creating strong community relationships. We believe in creating a more inclusive, diverse, and equitable workforce. Through our familia of supporters, students gain access to the skills, support, and opportunities they need to build self-confidence and improve their economic mobility. Our goal is to ensure our students graduate with a degree in one hand and a job offer, graduate admission, or business plan in the other. One life, one familia, one community at a time - FUTURO students are creating a new future, right now.

Ruling year info

2015

Executive Director

Mrs. Jennifer Novo

Main address

2005 Wintergreen Way

Mount Juliet, TN 37122 USA

Show more contact info

EIN

47-3783118

NTEE code info

Higher Education Institutions (B40)

Alliance/Advocacy Organizations (B01)

Professional Societies, Associations (R03)

IRS filing requirement

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

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Communication

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

FUTURO is designed to help prepare students in Middle Tennessee for their future by targeting attrition rates among Latino college students and addressing the professional and leadership gap in our communities. Ninety-five percent of our students are first generation college students, and over half come from families where the parents have less than a high school diploma. The 2022 THEC College-Going Report noted that the "college-going rate for Hispanic/Latino and Black or African American students is lower compared to the college-going rate for White students." In fact, the Tennessee Hispanic-White gap in college going rates is 21.5%, with a 14% degree attainment gap. To address attrition among already alarmingly low enrollment rates for Latino students, we provide career readiness education, leadership opportunities, and mentorship programming while forging vital connections with community partners to ensure our students have strong networks to depend on after graduation.

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?

FUTURO Career Fast Track

The FUTURO Fast Track Program is an accelerated, 8-week course that prepares students for the college-to-career transition. Over the course of the program, FUTURO students develop a greater understanding of the workforce through weekly guest speakers, mentorship support, guided exercises, leadership development, and professional planning.

Participants commit to intensive work preparing for an internship, job search, application process, interviews, and personal and career success. Students are also paired with a professional mentor to discuss personal roadmaps to success and provide practical recommendations for career-specific areas. Upon completion of the program, students will have established a more in-depth and active role in their career planning and understanding of how to navigate the next phase of their FUTURO. Key areas of the program are professional planning, leadership development, financial literacy, and support in finding internships and career mentors.

Population(s) Served
Young adults
People of Latin American descent
Immigrants and migrants
Students
Low-income people

The FUTURO Select 100 program challenges students to earn 100 points across key developmental areas focused on engagement, service, leadership, and career readiness. This gamification approach provides students with a roadmap to college and career success. The program runs across all chapters and rewards the top ten and top three recipients for their work and achievement.

FUTURO Select 100 is a points-incentive and rewards system for FUTURO college student members. This program assigns points to priority activities in five developmental categories: campus engagement, FUTURO engagement, community service, professional development, and networking all centered around college and career readiness. Each student is challenged to earn 100 points. This can be achieved by completing activities such as attending a FUTURO Leadership Conference, creating a resume, updating a LinkedIn profile, applying for internships, or becoming a FUTURO chapter officer.

Population(s) Served
Adolescents
People of Latin American descent
Low-income people
Immigrants and migrants
Students

Our Fall and Spring Leadership Conferences are day-long events for FUTURO members to sharpen professional skills, hear from local community leaders and FUTURO alumni, network with industry professionals, and connect with other FUTURO students.

In the Fall and Spring FUTURO Leadership Conferences, students are able to build community and network with employers and students from other chapters. Topics discussed in these conferences include challenges after graduation, motivational speeches, testimonials from diverse community leaders, the universal principle of the six degrees of separation, and alumni success stories.

Population(s) Served
Young adults
Adolescents
People of Latin American descent
Low-income people
Students

This program is foundational to the success of well-organized and highly functioning student chapters. Chapter leaders are trained in functional areas such as developing action plans including recruiting, budgeting, planning programs and workshops, membership engagement and campus engagement. Leaders are also given a sample of professional development workshops. Critical leadership skills such as developing others, conflict management, and effective communication are ongoing development topics.

Population(s) Served
Young adults
Adolescents
Students
People of Latin American descent

As many as 25% of our members have had to take a semester off or delay the start of college due to financial hardships.  Being outside of the university network makes it more difficult to stay on track for degree completion.  We created the Aspire chapter to address the needs of our non-traditional students, students experiencing hardship, those working on degree completion, and those who are aspirants but have yet to enroll.

Population(s) Served
Young adults
Adolescents
People of Latin American descent
Low-income people
Students

Where we work

Awards

Thomas J. Sherrard Inspiring Innovation Award 2021

Nashville Public Education Foundation

Affiliations & memberships

Center for Nonprofit Management (Nashville) 2018

Videos

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 demonstrated a willingness to learn more by reviewing resources about feedback practice.
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 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 tell the people who gave us feedback how we acted on their feedback

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently

Financials

FUTURO, 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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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.

FUTURO, Inc.

Board of directors
as of 02/27/2024
SOURCE: Self-reported by organization
Board chair

Allison Plattsmier

AQP Consulting

Term: 2021 - 2024

Allison Quintanilla Plattsmier

AQP Consulting

Robert Wilson

Culture Shift Team

Allan Moreno

Vanderbilt University Medical Center

Ann Gillespie

Culture Shift Team

Kavya Patel

Prudential Financial

Nancy Angel

Tractor Supply Company

Jennifer Novo

FUTURO

Melinda Noblitt

Asurion

Tanya Hernandez

KIPP Nashville

Yessenia Gonzalez

redpepper

Brianna Antonella Valdivia

Vanderbilt University

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 ? No
  • 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? No
  • 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 2/27/2024
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
Hispanic/Latino/Latina/Latinx
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Decline to state

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

No data

Equity strategies

Last updated: 02/09/2022

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.