Inspirica Inc.

“Jim metzger and nancy gramps, board members of the organization, have a family relationship.”

“Property management of the 2 wholly-owned limited liability companies, atlantic psh, llc and colony psh, llc, were operated by demarco management corporation. The property management company oversees the accounting for the companies, including receiving payments and disbursing funds from the companies bank accounts. In fiscal year 2016, demarco management was paid $26,650 for these services. The organization has a management agreement for certain administrative and human resources with adp totalsource, inc. The officers and highest compensated employees list in part vii and schedule j were paid by adp totalsource, inc. In fiscal year 2016, adp totalsource, inc. Was paid an estimated $71,000 for these services.”

“Inspirica, inc. Has its form 990 prepared by an outside accounting firm and has established the following review process to ensure that the information reported is complete and accurate. When the form 990 has been prepared, reviewed by management and is ready to be filed with the internal revenue service, it is electronically sent to the board for approval and a conference call is held for discussion. Once the board has approved the return it is filed with the internal revenue service.”

“All directors and employees sign a conflict of interest form annually. In each fiscal year at least one board meeting includes an agenda item on conflict of interest, reminding all board members of their commitment to adhere to the policy and asking if there are any known or potential conflicts of interest. All employees must avoid establishing financial interests, outside affiliations or relationships which may create a conflict, or appear to create a conflict, between the employee's personal interests and the interests of inspirica or its clients. A conflict of interest exists whenever an inspirica employee (or a member of his or her immediate family) has a direct financial or other personal interest in any transaction or proposed transaction involving inspirica. A conflict of interest may also exist where the employee has an indirect interest in a transaction, for example, because the transaction will benefit someone with whom the director or employee has a friendship or other personal relationship. In such situations, employees must disclose the conflict to their supervisor and recuse themselves from the decision making process with respect to the transaction in question and from influencing or appearing to influence the relationship between inspirica and the party or parties to the transaction involved. The appearance of a conflict of interest may be just as damaging to inspirica's reputation as an actual conflict and more difficult for the individuals involved to identify. All employees are expected to be objective in making decisions and to consider any improper interest or influence that could arguably impair that objectivity. In determining whether there is an appearance of conflict, each employee should determine whether a reasonable, disinterested observer (i.e. A client, supplier, funder, an acquaintance, examiner or a government representative) would have any grounds to believe: -that inspirica was serving one client's interests at the expense of another; or -that business with inspirica was done on the basis of friendship, family ties, the giving and receiving of gifts, or to curry favor with some specific entity or individual rather than on the merits; or -that the inspirica name or resources were used by employees for their personal gain. If an employee's participation in a decision making process would raise the appearance of a conflict of interest, the employee should recuse himself or herself from that decision making process.”

“The process for determining the compensation of the ceo, cfo, coo, and chief program officer included commissioning a comprehensive compensation survey by an independent entity. The survey was completed in fy 2012 and included compensation data for the above positions at similar not-for-profit organizations in southwest ct. The data was presented to the board for review and approval at the time the survey was completed. Additionally, in fy14, inspirica completed a detailed, comprehensive compensation survey of not-for-profits in fairfield county and westchester county, including 89 respondents. The ceo's salary for fy16 was determined by the executive committee. The committee utilized the above surveys in determining the ceo's salary. It further based its decisions on a comprehensive 360-degree performance review. A review of results/outcomes, financial standing of the organization, and performance measurement against goals determined at the start of the fiscal year. The ceo's salary was presented to the full board for comment, and documented in an email by the board chair. The salaries of the cfo, coo and chief program officer were determined by the ceo based on the above survey.”

“Financial statements, governing documents, form 990 and form 1023 are made available for public viewing upon written request.”

“We are unique for several reasons. - the first is the breadth of housing we provide. By operating shelters, transitional housing, permanent housing, deeply affordable housing and rapid rehousing, we work across the spectrum of housing, enabling us to break the cycle of homelessness rather than provide only a temporary fix. - the second is the scope of people we serve. By serving single men, single women, families, people with mental illness, and persons living with hiv/aids, we are able to work across the spectrum of people who are homeless rather than with just one segment. - the third is our comprehensive approach to helping people. We address not just the physical part of homelessness, but all of the underlying reasons a person becomes homeless, improving our success rate. Our ability to integrate services is a key element of our success and sets us apart from many other organizations. Inspirica is also unique for a fourth reason -our intense focus on results. We measure success not by how many people we serve, but the ultimate goal: how many of them achieve and maintain permanent housing and stability. Community needs the economy has improved, but the effects have not yet trickled down. Today, 101 million people in the united states (1 out of 3) live in poverty or within 50% of the poverty line (defined as "near poverty"). From there they are cascading into homelessness. Our area has been particularly hard hit due to the high cost of living. The stamford-norwalk metropolitan area is now the 5th most expensive housing jurisdiction in the nation. While most daily expenses here track a few percentage points above national norms, housing costs are an outlier - they are 208% of the national average. This has resulted in a different kind of homelessness: economic homelessness. While mental illness and substance abuse still play an outsized role, the rising cost of living coupled with wage stagnation is now leading to soaring homelessness and a record demand for our services. Indeed, homelessness in our community is rising faster than elsewhere in connecticut. Inspirica continues to address the rising - and changing - face of homelessness through several means, including: creating the field and expanding our stock of deeply affordable housing; launching a wage growth initiative; expanding rapid rehousing; and, forging multiple collaborations on a local and regional level. The population we serve inspirica serves individuals and families that live in poverty or near poverty and all are homeless or at risk of becoming homeless. The majority have little or limited job experience and often deficient educational backgrounds. Many suffer from substance abuse, mental illness and/or hiv/aids. We serve single women, men, families, individuals with cognitive impairments as well as some with a history of incarceration. Without inspirica, they are unlikely to secure employment and earn the income they need to be able to move into the community and become productive members of society. Our clients' demographics include 49% african american, 29% caucasian, 21% latino and 1% other. The ages of our program participants range from newborns to seniors in their late 70s. Programs inspirica is unique in its ability to address the needs of our clients holistically and comprehensively through end-to-end platform of integrated services, all of which leverage each other. We are one of only a few organizations nationally that has combined residential and support services under one roof in a one-stop-shop setting. Our ability to address both the physical aspect of homelessness and its underlying root causes exponentially increases our success rate. Residential programs family housing: our family housing program has two distinct components: an emergency shelter that provides housing and support services to approximately 17 families (42 individuals) for up to two months; and, a transitional housing facility that provides housing and support services to appr”

“Outcomes & results inspirica holds itself to a high standard. We measure success not by how many people we serve, but by how many of them attain jobs and move into permanent housing. Our rigorous approach to metrics and ability to evaluate our programs have proven extremely successful. In fy15 our results included the following: job placements: we made a record 200 job placements at a record average starting wage of $11.54 per hour (26% above minimum wage), bringing our five-year total to a record 880. The average person whom we placed in a job worked 31.5 hours per week. Housing: we moved a record 163 men, women and children (100 households) into permanent housing, bringing our five-year total to a record 700 individuals. Children's services: at the end of the school year, 95% percent of the children in our care graduated to the next grade level. Their average grade was a b-. Both statistics far exceed the national average. Job & housing retention: the people we place in jobs and housing remain employed and housed. The following far exceed national averages. Job retention: 94% of participants whom we place in jobs remain employed after 1 month, 87% after 3 months, 84% after 6 months, and 73% after 12 months housing retention: 100% of participants whom we place in permanent housing remain housed after 1 month, 100% after 3 months, 98% after 6 months, and 95% after 12 months”

“Loss on disposal of assets -12,191.”

“The organization has an audit committee that assumes the responsibility for oversight of the audit and selection of the independent accountant. No changes have been made in the prior year.”