The Rosendin Foundation

Impact. Empower. Inspire.

Mission

The Rosendin Foundation was established to positively impact communities, build and empower people, and inspire innovation.

Notes from the nonprofit

We have started strategic planning but continue to build out our strategic plan as we gather additional data and try new ventures to increase support and impact.

Ruling year info

2020

President

Mrs. Jolsna John Thomas

Main address

880 Mabury Rd

San Jose, CA 95133 USA

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EIN

84-4957804

NTEE code info

Private Grantmaking Foundations (T20)

Philanthropy / Charity / Voluntarism Promotion (General) (T50)

Corporate Foundations (T21)

IRS filing requirement

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

Communication

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?

Grant Making

The Rosendin Foundation has one annual financial grant cycle up to $50,000 with an application deadline of August 15. The Foundation will issue grants in November annually to qualifying 501 (c)(3) organizations. The Foundation also reviews grant applications from qualifying organizations on an as-needed basis for one-time emergency grant requests up to $2,500.

The Rosendin Foundation, a 501(c)(3) charitable corporation, mission is to positively impact communities, build and empower people, and inspire innovation, through financial grants and/or volunteer hours to 501(c)(3) non-profit organizations.

Funding for the Foundation comes primarily from contributions made by Rosendin employees, Rosendin retirees, Foundation fundraisers, and money donated by Rosendin Holdings Inc. and its subsidiaries.

Population(s) Served
Adults

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

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.
  • Who are the people you serve with your mission?

    Volunteers and nonprofit organizations that receive grants.

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Suggestion box/email,

  • 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,

  • What significant change resulted from feedback?

    Adjusted volunteer activity to Friday afternoon despite leadership wanting the activity to take place on a Saturday so working parents could volunteer without interfering with their children's activities. Expanded volunteer activities to week long rather than single day to provide local flexibility for volunteer preference in time/location of volunteer activity. Adjusted from 2 annual grant cycles to 1 to ensure equity for grant giving based on complete pool rather than limited applicant pool. 2nd grant cycle received considerably more applications than first grant cycle so similarly situated nonprofits did not receive the same level of support, by adjusting to 1 annual grant cycle hopefully all will be judged on a level playing field.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    Got them engaged and bought in.

  • 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, It is difficult to identify actionable feedback,

Financials

The Rosendin Foundation

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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.

The Rosendin Foundation

Board of directors
as of 01/27/2022
SOURCE: Self-reported by organization
Board chair

Mrs Jolsna Thomas

The Rosendin Foundation

Term: 2020 - 2023

Salina Brown

The Rosendin Foundation

Hank Brasch

The Rosendin Foundation

Matt VanFossen

The Rosendin Foundation

Matt Hisaka

The Rosendin Foundation

John Koester

The Rosendin Foundation

Stephanie Roldan

The Rosendin Foundation

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 ? Not applicable
  • 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? Not applicable

Organizational demographics

SOURCE: Self-reported; last updated 1/27/2022

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
Asian American/Pacific Islanders/Asian
Gender identity
Female, 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: 08/17/2021

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 disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • 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 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.