Parks Alliance of Louisville Inc.

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501(c)(3) organization

Donations are tax-deductible

WWW.PARKSALLIANCELOU.ORG

PO BOX 5755
Louisville KY 40255-0755

502-314-9690

Louisville KY | IRS ruling year: 2006 | EIN: 20-4372292

Organization Mission

DRIVE EQUITABLE INVESTMENT IN OUR PUBLIC PARKS TO ELEVATE THE WELLBEING OF THE ENTIRE COMMUNITY.

Rating Information

Not currently rated

Ratings are calculated from one or more beacon scores. Currently, we require either an Accountability & Finance beacon or an Impact & Results beacon to be eligible for a Charity Navigator rating. Note: The absence of a rating does not indicate a positive or negative assessment; it only indicates that we have not yet evaluated this organization.

See rating report below to learn why this organization is not currently eligible.

Beacon Weights

Historical Ratings

Rating Report

Impact & Results
Accountability & Finance
Culture & Community
Leadership & Adaptability

Impact & ResultsAccountability & FinanceCulture & CommunityLeadership & Adaptability

Culture & Community

Score

92

This beacon provides an assessment of the organization's culture and connectedness to the community it serves.

Learn more

Metrics

Full Credit

Partial Credit

No Credit

Constituent Feedback - Data Available100/100 points

30% of beacon score

This organization reported that it is collecting feedback from the constituents and/or communities it serves. The methodology leveraged for Constituent Feedback is based on The Core Principles of Constituent Feedback, which describes listening and responding well to feedback. Charity Navigator participates in a consortium with other feedback experts and leading nonprofit infrastructure platforms to drive Constituent Feedback's advancement, promotion, and data collection.

Who are the people you serve with your mission? Describe briefly.

We serve all of Louisville, KY, but 74% of the public parks we support are in underserved communities.

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), Paper surveys, Community meetings or town halls, Constituent (client or resident, etc.) advisory committees, Other means

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 strengthen relationships with the people we serve

With whom does your organization share the feedback you got from the people you serve?

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

How has asking for feedback from the people you serve changed your relationship with them or shifted power - over decisions, resources, rules or in other ways - to them?

It has completely changed the way we approach improvements in our public parks, and opened our eyes to the tremendous knowledge each neighborhood has about their community.

What challenges does your organization face in collecting feedback from the people you serve?

It is difficult to get the people we serve to respond to requests for feedback

Briefly describe a recent change that your organization made in response to feedback from the people you serve.

We have done extensive community outreach in the California neighborhood, where we are building a new park. We have formed a Leadership Committee of residents, and done extensive community outreach to determine the needs and desires of the community for THEIR new park. We are using a "place specific design" process to ensure the park reflects the neighborhood.

Equity Practices - Data Available89/100 points

70% of beacon score

This organization's score of 89 is a passing score. The organization reported that it is implementing 9 Equity Practices.

This assessment demonstrates the importance of implementing practices that contribute positively to an organization's overall culture, both internally and with respect to community engagement. Furthermore, equity centered frameworks and similar approaches have drawn much attention from donors, experts, and sector leaders who underscore its value to the nonprofit's overall health and capacity for mission success. Currently, the Equity Strategies Checklist assessment consists of practices and policies that promote racial equity in their operations and programs (per the Equity Strategies checklist administered by Candid). As we refine our DEI assessment, Charity Navigator partners with DEI consultants and field experts to broaden and deepen this work.

Equity Practices (4/7)
	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.

Equity Policies and Procedures (5/7)
	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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