HPV Alliance
Spread Knowledge. Save Lives
HPV Alliance
EIN: 84-1950434
Mission
To empower individuals with knowledge about the health and lifestyle impact of HPV infection and embolden them to take the necessary action to prevent and treat the virus and eliminate its consequences.
Ruling year
2019
Co-Founder and Executive Director
Lillian Kreppel
Main address
PO Box 230575
New York, NY 10023 USA
EIN
84-1950434
Public health
Community health care
Education
Population served
Adults
Men and boys
Women and girls
LGBTQ people
Economically disadvantaged people
NTEE code
Public Health Program (E70)
IRS subsection
501(c)(3) Public Charity
IRS filing requirement
This organization is required to file an IRS Form 990 or 990-EZ.
Tax forms
Programs and results
What we aim to solve
Our programs
What are the organization's current programs, how do they measure success, and who do the programs serve?
HPV Related Cancer Awareness, Education, and Advocacy
The HPV Cancers Alliance's (aka HPV Alliance) mission is to raise awareness about HPV and the six cancers it causes. We aim to empower individuals to advocate for their own health by arming them with facts about HPV infection, prevention, cancer detection, and survival. We are also trying to end the negative stigma associated with HPV cancers and inspire those impacted by HPV cancer with the stories of those who have survived this deadly disease. We also work to increase awareness about HPV cancers in the medical community. Our medical advisory board, comprised of leading physicians whose work is impacted by HPV, helps us develop programs designed to educate physicians in the areas of General Practice, Dentistry, Dermatology, Ear, Nose and Throat, Infectious Diseases, Obstetrics and Gynecology, Oncology, Pediatrics, Pharmacology, and Urology.
Where we work
Goals & Strategy
Learn about the organization's key goals, strategies, capabilities, and progress.
Charting impact
Four powerful questions that require reflection about what really matters - results.
What is the organization aiming to accomplish?
To stop the spread of HPV infection and associated cancers.
What are the organization's key strategies for making this happen?
To empower individuals with knowledge about the health and lifestyle impact of HPV infection and embolden them to take the necessary action to prevent and treat the virus and eliminate its consequences. To create a trusted educational information source to dismantle medical knowledge inaccessibility.
What are the organization's capabilities for doing this?
HPV Alliance is currently expanding funding through grant sources, establishing partnerships with community-trusted members and organizations, and creating educational resources alongside content experts.
What have they accomplished so far and what's next?
Town Halls, Mission Partners, Awareness and Education webinars and in-person events
Financials
Financial documents
Download audited financialsRevenue vs. expenses: breakdown
Liquidity in 2023 info
11.98
Months of cash in 2023 info
1.6
Fringe rate in 2023 info
8%
Funding sources info
Assets & liabilities info
Financial data
HPV Alliance
Balance sheetFiscal Year: Jan 01 - Dec 31
The balance sheet gives a snapshot of the financial health of an organization at a particular point in time. An organization's total assets should generally exceed its total liabilities, or it cannot survive long, but the types of assets and liabilities must also be considered. For instance, an organization's current assets (cash, receivables, securities, etc.) should be sufficient to cover its current liabilities (payables, deferred revenue, current year loan, and note payments). Otherwise, the organization may face solvency problems. On the other hand, an organization whose cash and equivalents greatly exceed its current liabilities might not be putting its money to best use.
Fiscal Year: Jan 01 - Dec 31
This snapshot of HPV Alliance’s financial trends applies Nonprofit Finance Fund® analysis to data hosted by GuideStar. While it highlights the data that matter most, remember that context is key – numbers only tell part of any story.
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Business model indicators
| Profitability info | 2023 |
|---|---|
| Unrestricted surplus (deficit) before depreciation | $11,675 |
| As % of expenses | 4.2% |
| Unrestricted surplus (deficit) after depreciation | $11,675 |
| As % of expenses | 4.2% |
| Revenue composition info | |
|---|---|
| Total revenue (unrestricted & restricted) | $292,664 |
| Total revenue, % change over prior year | 0.0% |
| Program services revenue | 0.0% |
| Membership dues | 0.0% |
| Investment income | 0.0% |
| Government grants | 0.0% |
| All other grants and contributions | 100.0% |
| Other revenue | 0.0% |
| Expense composition info | |
|---|---|
| Total expenses before depreciation | $280,989 |
| Total expenses, % change over prior year | 0.0% |
| Personnel | 45.6% |
| Professional fees | 1.3% |
| Occupancy | 0.0% |
| Interest | 0.1% |
| Pass-through | 0.0% |
| All other expenses | 53.0% |
| Full cost components (estimated) info | 2023 |
|---|---|
| Total expenses (after depreciation) | $280,989 |
| One month of savings | $23,416 |
| Debt principal payment | $0 |
| Fixed asset additions | $0 |
| Total full costs (estimated) | $304,405 |
Capital structure indicators
| Liquidity info | 2023 |
|---|---|
| Months of cash | 1.6 |
| Months of cash and investments | 1.6 |
| Months of estimated liquid unrestricted net assets | 2.9 |
| Balance sheet composition info | 2023 |
|---|---|
| Cash | $38,405 |
| Investments | $0 |
| Receivables | $35,000 |
| Gross land, buildings, equipment (LBE) | $0 |
| Accumulated depreciation (as a % of LBE) | 0.0% |
| Liabilities (as a % of assets) | 8.3% |
| Unrestricted net assets | $67,276 |
| Temporarily restricted net assets | N/A |
| Permanently restricted net assets | N/A |
| Total restricted net assets | $0 |
| Total net assets | $67,276 |
Key data checks
| Key data checks info | 2023 |
|---|---|
| Material data errors | No |
Operations
The people, governance practices, and partners that make the organization tick.
Documents
Co-Founder and Executive Director
Lillian Kreppel
Number of employees
Source: IRS Form 990
HPV Alliance
Officers, directors, trustees, and key employeesSOURCE: IRS Form 990
Compensation data
There are no highest paid employees recorded for this organization.
HPV Alliance
Board of directorsas of 05/11/2024
Board of directors data
Marcia Cross
Paul Romesser
Memorial Sloan Kettering
Judith Smith
Texas McGovern Medical School
Carl McDougall
Weill Medical College Cornell University
Aaron Katz
Hospital Professor of Urology NYU School of Medicine
Stephen Goldstone
Icahn School of Medicine Mount Sinai
Michael Gaisa
Icahn School of Medicine Mount Sinai
Karyn Goodman
Icahn School of Medicine Mount Sinai
Marshall Posner
Icahn School of Medicine Mount Sinai
Keith Sigel
Icahn School of Medicine Mount Sinai
Marcelo Araujo
American Dental Association
Stephanie Blank
Icahn School of Medicine Mount Sinai
Anna Giuliano
Moffitt Cancer Center
Annie Lin
David Geffen School of Medicine UCLA
Abraham Aragones
Memorial Sloan Kettering
Shannon Christy
Moffitt Cancer Center
Rebecca Jopson
Rosemere Cancer Centre Lancashire Hospitals
Fatma Levent
AdventHealth For Children
Board leadership practices
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? Not applicable -
Board composition
Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Not applicable -
Board performance
Has the board conducted a formal, written self-assessment of its performance within the past three years? Not applicable
Organizational demographics
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
No data
Gender identity
No data
Transgender Identity
No data
Sexual orientation
No data
Disability
No data
Equity strategies
Last updated: 05/22/2022GuideStar 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
- 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.
- 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.
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- Financial statements for 2023
- Contractor and/or Paid Preparer data for 2023
- Board of Directors data for 2024
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