Springfield Cultural Partnership Incorporated
Art lives here, art plays here, art works here
Springfield Cultural Partnership Incorporated
The people, governance practices, and partners that make the organization tick.
Karen Finn is the Executive Director of the Springfield Cultural Partnership. In her current role, she works to advance the SCP’s mission of sustaining strong and secure arts and cultural environment in Springfield. She has been an entrepreneur and business owner as well as held positions with higher education and the federal government. She has experience in community service, advocacy, and program management. Karen also holds a Master’s of Business Administration (MBA) degree and is a recipient of the prestigious U.S. Presidential Management Fellowship. She relocated to the Springfield MA area in 2018 with her husband, two sons, and two Bernese Mountain Dogs. She and her family enjoy partaking in cultural events, skiing, and traveling.
Arts & Culture Coordinator
Kali Green is the Arts & Cultural Coordinator for Springfield Cultural Partnership. She supports our programming, collaborations, marketing and weekly “Thank an Artist” segment on WTCC 90.7 FM. Kali uses her creative talents to highlight arts and culture within Springfield.
Kali is a Springfield native, artist, Make-It Springfield fellow and graduate of AIC. Her passion for the local arts ecosystem allows her to challenge the bounds of how to best elevate the partnership and community creatives.
In addition to focusing on her art, she curates art for the Artist Cafe in downtown Springfield, is a partner for HeyBigHeads and is highly involved in supporting Springfield’s local arts and cultural community.
Number of employees
Source: IRS Form 990
Springfield Cultural Partnership IncorporatedOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
Springfield Cultural Partnership IncorporatedBoard of directors
as of 08/05/2023
Board of directors data
Community Music School of Springfield
Springfield Cultural Council
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes 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 oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? Yes
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? Yes
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
The organization's leader identifies as:
The organization's co-leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 08/01/2023
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- 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.
- 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.