The Primavera Foundation Inc.

“After review and approval by the finance committee, the form 990 is provided to all board members via email. The board has an opportunity to ask for clarification, provide edits, and make suggestions. Shortly thereafter the form is submitted to the irs.”

“The organization regularly and consistently monitors and enforces compliance with the conflict of interest policy. Each board member signs the conflict of interest policy when they become a board member as well as signing the policy annually. If anyone on the board feels that they should not vote on a matter before the board because they have a personal connection, they are expected to voice their concern. All members are fully aware of this policy. If a member sees or hears something that might be questionable, the concern is brought before the executive committee.”

“Primavera foundation's performance evaluation takes into account the ceo's job description, annual goals and objectives from the work plan, and any other relevant factors identified or approved by the board. The ceo's annual goals and objectives will be closely tied to the organization's annual and strategic goals and objectives per its operating plan and strategic initiatives. The evaluation will include the ceo's own self assessment, the senior leadership team and executive assistant's assessment, as well as the board's evaluation of his or her performance. The full board will review all. The executive committee will make recommendations for compensation increases based on salary surveys and salary data from comparable organizations and the outcome of the ceo evaluation. The evaluation will be conducted annually and documented in writing. In all cases, the assessment will provide a permanent record that can be referred to by the ceo and the board. Compensation increases should not be the primary purpose for conducting the evaluation. Primavera foundation's performance evaluation for other officers and key employees is performed by the ceo on an annual basis. This process takes into account the job description, annual goals, and objectives from the officer's departmental work plan, and any other relevant factors identified or approved by the ceo. The annual goals and objectives will be closely tied to the organization's annual and strategic goals and objectives per its operating plan and strategic initiatives. The evaluation will include the officer's own self assessment and any other evaluations the ceo of his or her performance. The ceo will make recommendations for compensation increases based on salary surveys and salary data form comparable organizations and the outcome of the officer's evaluation, within the constraints of the approved budget.”

“The applicable documents are available upon request.”

“Primavera's emergency services, workforce development, property and asset management, homeownership and financial empowerment, community building and engagement, and neighborhood revitalization programs and services provide opportunities for individuals and families to develop, attain, and sustain safe, stable, independent, engaged, and productive lives. All programs are focused on the following four goals: survival, stability, security, and sustainability. In fy 2020-2021, primavera foundation maintained the following ratings and certification: neighborworks america exemplary health rating; four star charity from charity navigator; guidestar platinum seal of transparency; and, carf certification. Throughout fy 2020-2021, primavera foundation continued to adapt and expand its services and advocacy strategies in response to the ongoing covid-19 pandemic in order to ensure that the most marginalized members of the communities served receive relief, food, shelter/housing, basic needs, employment, and health and wellness strategies to minimize the impact of the pandemic. In addition, primavera worked with community and statewide partners to advocate with local, state, and federal government entities to invest in community level strategies to provide equity of health and wellness, including eviction prevention, covid-19 testing and vaccinations for the most vulnerable members of the communities in southern arizona. Primavera's resilient business model enabled the organization to pivot at critical times of high covid-19 spread by adding new protocols and plans throughout the fiscal year. The hybrid model of staff working both on-site and remotely, depending on the critical needs of program participants, enabled staff to adapt to the needs of program participants, while continuing to adapt to the fast paced, constantly changing pandemic environment. With support from government partners, foundations, and individual donors, primavera greatly expanded eviction prevention and utility assistance, and rapid re-housing programs supporting families in crisis from the pandemic. In addition, primavera halted evictions at all of its multifamily rental housing properties in order to keep residents as safe as possible during the pandemic and to minimize community spread.”

“In fiscal year 2020-2021, primavera continued to adapt the ways that volunteers could continue to support by minimizing volunteers serving on-site at program and administrative areas. Nevertheless primavera still had 1,553 volunteers providing 5,011 hours of service. This is a value of $143,014. Volunteer meal teams, including two restaurants, delivered originally packaged and sealed groceries and meals, nonperishable sack lunches for the men's shelter, casa paloma, and primavera works. Volunteers picked up donations from stores, prepared hygiene kits, and dropped them off for staff to prepare for particpants. Volunteers in philanthropy conducted research remotely. Volunteers in the community gardens worked outside with masks and following covid-19 protocols. Volunteers also assisted staff to design on-line financial and homebuyer educational workshops for remote learning. The board of directors provided governance and oversite and held all meetings remotely.”

“The process has not changed from the prior year.”