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St. Vincent de Paul Louisville

We house, feed and support those in need with compassion and dignity.

aka St. Vincent de Paul Louisville   |   LOUISVILLE, KY   |  www.svdplou.org

Mission

We house, feed, and support those in need with compassion and dignity.

Ruling year info

2019

CEO & Executive Director

Mr. David Calzi

Main address

P.O. Box

LOUISVILLE, KY 40217-0126 USA

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EIN

61-0727110

NTEE code info

Homeless Services/Centers (P85)

Temporary Shelter For the Homeless (L41)

Youth Development Programs (O50)

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

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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?

St. Vincent de Paul Louisville

Originally founded in 1853, St. Vincent de Paul Louisville (SVDP) serves individuals and families in need, including those who are homeless, living in poverty, suffering from addiction, enduring mental illness, or experiencing acute economic crisis.

Our programs include:

- Permanent Supportive Affordable Housing for 266 households (539 adults, 232 children)
- Domestic Violence Transitional Housing for 56 households (110 adults, 46 children)
- Ozanam Inn Mens 24/7 Emergency Shelter serving 229 men
- Veterans Transitional Housing for 42 men
- Open Hand Kitchen serving 11,000 meals per month
- Food Pantry feeding 500 families per month
- Family Success Center provides after-school tutoring and summer programming for 120 K-8 grade students
- Mental Health & Substance Use Program available for all we serve

In addition, we have three thrift stores serving the community and supporting our programs.

Population(s) Served
Homeless people
At-risk youth
Veterans
Low-income people
Victims and oppressed people

Where we work

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.

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capabilities

We track outcomes for all programs through monthly report cards and monitoring of HMIS data, as well as through various reports required by funders. Outcomes are reported on a bi-monthly basis to the Board of Directors through a consolidated report submitted by the Director of Programs.

We served 1250 unduplicated people in 2022-2023.

FY 22-23 Goals / Outcomes by Quarter

85% of households that exit permanent housing do not return to homelessness (Q1 80%, Q2 81%, Q3 86%, Q4 87%)

85% of households that exit transitional housing do not return to homelessness (Q1 87%, Q2 84%, Q3 82%, Q4 81%)

25% of men that exit Ozanam Inn Emergency Shelter go to permanent housing (Q1 32%, Q2 34%, Q3 32%, Q4 30%)

85% of crisis are positively resolved (Q1 98%, Q2 97%, Q3 98%, Q4 98%)

90% of students in the After School Program will read at grade level (Q1 75%, Q2 80%, Q3 75%. Q4 79%)

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 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?

    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, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time

Financials

St. Vincent de Paul Louisville
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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.

St. Vincent de Paul Louisville

Board of directors
as of 03/08/2024
SOURCE: Self-reported by organization
Board chair

Mr. James Smith

Smith & Smith Attorneys

Term: 2023 - 2026

James V. Smith

Smith & Smith Attorneys

Campbell Barnum

DD Williamson, Inc. (retired)

David Dutschke

Catholic Charities (retired)

Larry Blandford

Precision for Value

John Hanks

Stock Yards Bank & Trust

John Poole

Todd Asset Management

Carleen Herde

Retired

Jim Williams

Social Worker

Bruce Ferguson

The Underwriters Group

The Rev. Bernard Crayton

Little Flock Baptist Church

Sarah Friedman

Brown-Forman Corp.

Tonda Helton, DDS

David Schuler

Schuler Attorneys

Jeannie Donovan

Retired

John Higgins

Retired Brown Forman

Frederick Moore

Morgan & Morgan

Tyler Ward

PNC

David Neill

Humana

Yolanda Pritchard

Brown Forman

Jeri Quillman

Retired

Donna Russell

Volunteers of America

Dick Scherrer

Retired

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 3/8/2024
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
White/Caucasian/European
Gender identity
Male
Disability status
Person with a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

No data

Disability

Equity strategies

Last updated: 03/07/2024

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.