COMO PARK LIVING AT HOME BLOCK NURSE PROGRAM

aka como park/falcon heights living at home block nurse program   |   Saint Paul, MN   |  www.comobnp.org

Mission

The Block Nurse Program links older adults in the Como Park/Falcon Heights area with community resources, using staff and volunteers. Our services support independence, increase opportunities for socialization and promote safety for adults as they age.

Ruling year info

1996

Executive Director

Ms. Lisa Kane

Main address

1376 Hoyt Ave W

Saint Paul, MN 55108 USA

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EIN

41-1819275

NTEE code info

Home Health Care (includes Visiting Nurse Associations) (E92)

Community Health Systems (E21)

Health Support Services (E60)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

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Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Como Park Living at Home Block Nurse Program

The Block Nurse Program links older adults in the Como Park/Falcon Heights area with community resources, using staff and volunteers. Our services support independence, increase opportunities for socialization and promote safety for adults as they age.

Population(s) Served
Seniors
Caregivers

Where we work

Financials

COMO PARK LIVING AT HOME BLOCK NURSE PROGRAM
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

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COMO PARK LIVING AT HOME BLOCK NURSE PROGRAM

Board of directors
as of 04/04/2022
SOURCE: Self-reported by organization
Board co-chair

Ms. Nancy Houlton

Retired Social Worker/Active Consultant

Term: 2020 - 2022


Board co-chair

Ms. Nancy Houlton

MN UCare

Term: 2020 - 2023

Board leadership practices

SOURCE: Self-reported by organization

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 ? No
  • 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? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 7/1/2021

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.

Leadership

No data

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation

Disability

No data

Equity strategies

Last updated: 09/11/2019

GuideStar 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

Data
  • 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.
Policies and processes
  • 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.