HOUSING DEVELOPMENT ALLIANCE INC

Building Homes, Building Communities

HAZARD, KY   |  www.hdahome.org

Mission

Use the power of housing to transform lives and build a brighter future for our communities.

Ruling year info

1994

Executive Director

Mr. R. Scott McReynolds

Chief Operating Officer

Mr. Chris Doll

Main address

PO BOX 7284

HAZARD, KY 41702 USA

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Formerly known as

Hazard Perry County Housing Development Alliance

EIN

61-1253346

NTEE code info

Housing Development, Construction, Management (L20)

Financial Counseling, Money Management (P51)

Rural (S32)

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

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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?

Homeownership

HDA's income-based Homeownership Program helps low-income individuals and families living in Breathitt, Knott, Leslie, and Perry counties in East Kentucky become new homeowners. Prospective homeowners who qualify for our program receive Housing Counseling to prepare them for homeownership and contribute over 100 hours of sweat equity in the construction of their homes. HDA has made the homeownership dreams of over 300 East Kentucky families come true across its 27-year history.

Population(s) Served
Social and economic status
Age groups
Ethnic and racial groups
Health
Sexual identity

Where we work

Videos

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.

Provide safe, decent, energy efficient and affordable homes for those in need in Perry, Knott, Breathitt and Leslie Counties of southeastern KY.

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 collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Paper surveys, Focus groups or interviews (by phone or in person), Community meetings/Town halls, Phone Calls/Surveys,

  • 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,

  • What significant change resulted from feedback?

    We conducted a series of community meetings within the last year in each of our counties and discovered that we were doing a poor job of informing the public outside of Perry County about our services. In response, we have devised a marketing outreach campaign to address that issue in each county we serve. Additionally, we discovered that Big Creek Ministries, a local volunteer group, is the go-to service for home repairs in Leslie County, but the chief need in that county is affordable new home construction, which we need to be offering more of to families living there. We reached out to low-income families in that county via Facebook and immediately received over 40 new applications for our Homeownership Program.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners, Community leaders,

  • What challenges does the organization face when collecting feedback?

    We don't have any major challenges to collecting feedback,

Financials

HOUSING DEVELOPMENT ALLIANCE 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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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.

HOUSING DEVELOPMENT ALLIANCE INC

Board of directors
as of 2/4/2021
SOURCE: Self-reported by organization
Board co-chair

Mr. Jonthan Collins

Attorney at Law - Hollins & Collins

Term: 2020 -


Board co-chair

Mr. Johnie Akers

WellCare Health Plans of Kentucky

Term: 2020 -

Annie Williams

Appalachian Regional Healthcare (ARH)

Betsy Clemons

Hazard-Perry County Chamber of Commerce

Emily Hudson

CommonBond Christian Fellowship Ministries

Morgan Kirk

WellCare Health Plans of Kentucky

Bobby Duff

Self-Employed

Jonathan Collins

Attorney at Law

Johnie Akers

WellCare Health Plans of Kentucky

Derek Lewis

KY State Representative & Business Owner

Joanie Baker-Combs

Kentucky Community & Technical College System (KCTCS)

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 02/04/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

The organization's co-leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 02/04/2021

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 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.