Attach to Form 990 or Form 990-EZ.
See separate instructions.| (i) Name of supported organization |
(ii) EIN |
(iii) Type of organization (described on lines 1- 9 above or IRC section (see instructions)) |
(iv) Is the organization in col. (i) listed in your governing document? |
(v) Did you notify the organization in col. (i) of your support? |
(vi) Is the organization in col. (i) organized in the U.S.? |
(vii) Amount of support? |
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| Yes | No | Yes | No | Yes | No | ||||
| Total | |||||||||
| Calendar year(or fiscal year beginning in) | (a) 2006 | (b) 2007 | (c) 2008 | (d) 2009 | (e) 2010 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 1 | Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grants.") .... | 326,012 | 329,177 | 320,797 | 245,878 | 560,583 | 1,782,447 |
| 2 | Tax revenues levied for the organization's benefit and either paid to or expended on its behalf....... | ||||||
| 3 | The value of services or facilities furnished by a governmental unit to the organization without charge.. | ||||||
| 4 | Total. Add lines 1 through 3.. | 326,012 | 329,177 | 320,797 | 245,878 | 560,583 | 1,782,447 |
| 5 | The portion of total contributions by each person (other than a governmental unit or publicly supported organization) included on line 1 that exceeds 2% of the amount shown on line 11, column (f).. | 641,022 | |||||
| 6 | Public Support. Subtract line 5 from line 4. | 1,141,425 | |||||
| Calendar year(or fiscal year beginning in) | (a) 2006 | (b) 2007 | (c) 2008 | (d) 2009 | (e) 2010 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 7 | Amounts from line 4.. | 326,012 | 329,177 | 320,797 | 245,878 | 560,583 | 1,782,447 |
| 8 | Gross income from interest, dividends, payments received on securities loans, rents, royalties and income from similar sources.. | 13,415 | 20,019 | 9,396 | 2,865 | 2,882 | 48,577 |
| 9 | Net income from unrelated business activities, whether or not the business is regularly carried on.. | ||||||
| 10 | Other income. (Explain in Part IV.) Do not include gain or loss from the sale of capital assets.. | 7,109 | 11,923 | 18,535 | 37,567 | ||
| 11 | Total support (Add lines 7 through 10). | 1,868,591 | |||||






| Calendar year(or fiscal year beginning in) | (a) 2006 | (b) 2007 | (c) 2008 | (d) 2009 | (e) 2010 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 1 | Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grants.") . | ||||||
| 2 | Gross receipts from admissions, merchandise sold or services performed, or facilities furnished in any activity that is related to the organization's tax-exempt purpose...... | ||||||
| 3 | Gross receipts from activities that are not an unrelated trade or business under section 513.. | ||||||
| 4 | Tax revenues levied for the organization's benefit and either paid to or expended on its behalf... | ||||||
| 5 | The value of services or facilities furnished by a governmental unit to the organization without charge.. | ||||||
| 6 | Total. Add lines 1 through 5. | ||||||
| 7a | Amounts included on lines 1, 2, and 3 received from disqualified persons... | ||||||
| b | Amounts included on lines 2 and 3 received from other than disqualified persons that exceed the greater of $5,000 or 1% of the amount on line 13 for the year. | ||||||
| c | Add lines 7a and 7b.. | ||||||
| 8 | Public Support (Subtract line 7c from line 6.) | ||||||
| Calendar year (or fiscal year beginning in) | (a) 2006 | (b) 2007 | (c) 2008 | (d) 2009 | (e) 2010 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 9 | Amounts from line 6... | ||||||
| 10a | Gross income from interest, dividends, payments received on securities loans, rents, royalties and income from similar sources.. | ||||||
| b | Unrelated business taxable income (less section 511 taxes) from businesses acquired after June 30, 1975. | ||||||
| c | Add lines 10a and 10b. | ||||||
| 11 | Net income from unrelated business activities not included in line 10b, whether or not the business is regularly carried on. | ||||||
| 12 | Other income. Do not include gain or loss from the sale of capital assets (Explain in Part IV.) | ||||||
| 13 | Total support (Add lines 9, 10c, 11 and 12.). | ||||||




| Facts And Circumstances Test |
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| Explanation |
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| SCHEDULE A, PART II, LINE 10, EXPLANATION OF OTHER INCOME: MISCELLANEOUS INCOME |
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Attach to Form 990 or 990-EZ.| Identifier | Return Reference | Explanation |
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| ADDITIONAL INFORMATION ABOUT THE LP PROGRAM | FORM 990, PART III, LINE 4A | REFLECTIONS ON THE LP EXPERIENCE IN THE WORDS OF LPXVII: "I NOW REALIZE THAT TRUE LEADERSHIP REQUIRES RISK TAKING AND INVOLVEMENT. SIMPLY HAVING AN OPINION DOES NOT COUNT FOR LEADERSHIP." "THE EXPERIENCE HAS CAUSED ME TO "THINK" ABOUT WHAT IT MEANS TO BE A LEADER. I HAVE ALWAYS CONSIDERED MYSELF A LEADER, BUT LED MORE BECAUSE IT IS MY NATURE, RATHER THAN WORKING TO DEVELOP THE ART OF LEADERSHIP. I AM NOW MORE AWARE THAT TRUST AND BUY-IN FROM THOSE WHO YOU NEED TO FOLLOW ARE ESSENTIAL IN BECOMING MORE SUCCESSFUL AS A LEADER IN ACCOMPLISHING POSITIVE CHANGE." "SEVERAL PIECES OF FEEDBACK I GOT DURING THE YEAR WERE EXTREMELY VALUABLE IN HELPING ME THINK HOW MY STRENGTHS CAN TRANSLATE INTO GREATER INFLUENCE. FOR EXAMPLE, BECAUSE OF SIMSOC I REALIZED THAT I AM CAPABLE OF TAKING AND COMMUNICATING 'THE LONG VIEW': I NEVER CONSIDERED THAT QUALITY AS AN ASSET BEFORE. OVER THE COURSE OF THE YEAR, I ALSO REALIZED THAT A SELF-EFFACING PERSONALITY DOES NOT NECESSARILY PRECLUDE LEADERSHIP: THAT QUALITY CAN BE TRUMPED BY DEEP KNOWLEDGE, "ENCOURAGING THE HEART" AND MAKING A MORAL ARGUMENT." "I HAVE LONG KNOWN THAT I AM THE KIND OF LEADER WHO PUSHES RATHER THAN PULLS, SO MY CORE LEADERSHIP BELIEFS HAVEN'T CHANGED, BUT I HAVE BEEN ABLE TO MORE CLEARLY SEE HOW I CAN MORE EFFECTIVELY PUSH IN THE FUTURE. IT HAS ALSO BEEN VERY REWARDING TO SEE THAT ON OCCASION I WAS "ELECTED" TO A LEADERSHIP POSITION SPECIFICALLY BECAUSE I LED SOFTLY. THAT GAVE ME CONFIDENCE IN THE LEADERSHIP STYLE I KNOW WORKS BEST FOR ME." "SPEAKING AS AN EDUCATOR, THE LEADERSHIP PITTSBURGH EXPERIENCE HAS TREMENDOUSLY ENHANCED MY PERSONAL GROWTH. I HAVE EXPANDED MY THOUGHT-PROCESSES AND ESTABLISHED A NEW SET OF NETWORKING CONTACTS. I VALUE THE PROFESSIONAL ADVICE I HAVE RECEIVED FROM THE MEMBERS OF MY LP XXVII COHORT. THEIR KNOWLEDGE AND EXPERTISE HAS BEEN EXTREMELY BENEFICIAL TO ME BECAUSE I AM EXPERIENCING AN INCREASING AMOUNT OF JOB-RELATED TASKS THAT ARE INTERCONNECTED WITH CORPORATE SECTOR ISSUES." HOW LP XXVII WILL LEAD DIFFERENTLY BECAUSE OF THEIR LEADERSHIP PITTSBURGH EXPERIENCE: "I FEEL BOTH MORE EMPOWERED AND OBLIGATED." "I HAVE BECOME A MORE CONFIDENT LEADER AND COMMUNITY ADVOCATE AS A RESULT OF MY LEADERSHIP PITTSBURGH EXPERIENCE. MY KNOWLEDGE PERTAINING TO REGIONAL ISSUES AND POLICY-MAKING HAS DEFINITELY INCREASED. THE INFORMATION THAT I HAVE GAINED DURING THE PROGRAM WILL BE UTILIZED DURING MY TENURE AS A NEW APPOINTEE TO THE PENNSYLVANIA DEPARTMENT OF EDUCATION PROFESSIONAL STANDARDS AND PRACTICES COMMISSION." "STARTING WITH THE RETREAT I'VE BEEN THINKING ABOUT THE CONCEPT OF COURAGEOUS LEADERSHIP. I LISTENED TO WALTER'S STORY AND WONDERED WHAT COURAGEOUS LEADERSHIP MEANT TO ME. I EXPLORED THE IDEA A BIT DURING MY EXECUTIVE COACHING EXPERIENCE. THEN I HAD THE OPPORTUNITY TO EXPLORE COURAGEOUS LEADERSHIP WITHIN MY WORK ENVIRONMENT. ENCOURAGING MY BOD TO MAKE A HARD DECISION THAT IMPACTED THE FUTURE OF OUR ORGANIZATION AND THEN WORKING THROUGH THE PROCESS HAS TAUGHT ME A GREAT LESSON IN COURAGEOUS LEADERSHIP. WHILE IT'S BEEN CHALLENGING, I HOPE THAT I CAN CONTINUE TO DEVELOP MY LEADERSHIP WITH THIS EXPERIENCE IN MIND." "I KEEP POSNER'S 5 PRACTICES ALWAYS IN MY MIND WHEN MEETING WITH STAFF, PEERS AND EVEN FAMILY." "I INTEND TO "THINK" MORE ABOUT THE ART OF LEADERSHIP AND WORK MORE DILIGENTLY TO CULTIVATE THIS SKILL WITHIN MYSELF BY PRACTICING WHAT I HAVE READ AS PART OF LP AND BY READING ADDITIONAL BOOKS ON LEADERSHIP." "I WILL DO EVERYTHING I CAN TO STRENGTHEN THIS COMMUNITY IN EVERYTHING I DO." BECAUSE OF THEIR PARTICIPATION IN LEADERSHIP PITTSBURGH: * 100% REPORT THAT THE PROGRAM MOTIVATED THEM TO LEAD. * 100% REPORT THAT THE PROGRAM INCREASED THEIR AWARENESS OF COMMUNITY ISSUES. * 100% REPORT THAT THE PROGRAM OPENED DOORS THAT WILL ENABLE THEM TO BECOME ENGAGED AND INFLUENTIAL IN THE COMMUNITY. * 100% REPORT THAT THE PROGRAM RAISED THEIR AWARENESS OF PUBLIC POLICY AND HOW IT AFFECTS OUR REGION'S QUALITY OF LIFE. * 93% REPORT THAT THEY NOW HAVE GREAT FAMILIARITY WITH THE SIGNIFICANT CHALLENGES AND OPPORTUNITIES FACING OUR REGION. * 92% REPORT THAT THEY HAVE GREAT FAMILIARITY WITH THE LEADERSHIP ROLE THAT THEY CAN PLAY TO STRENGTHEN OUR REGION AND IMPROVE OUR QUALITY OF LIFE. * 100% REPORT THAT THE PROGRAM ENCOURAGED THE DEVELOPMENT OF EXEMPLARY LEADERSHIP CAPACITIES - AND INSPIRED A MAJORITY OF THE CLASS MEMBERS TO ALWAYS/OFTEN LEAD WITH THEM. * 91% REPORT THAT THEY FEEL THAT THEY NOW HAVE THE KNOWLEDGE AND NETWORKS NECESSARY TO INFLUENCE PUBLIC POLICY AND CIVIC CHANGE IN OUR REGION. PRE-PROGRAM, ONLY 26% REPORTED FEELING THIS WAY. * DESPITE THE HIGH LEVEL OF PUBLIC-POLICY CONSIDERATION, WHICH MAY BE THOUGHT TO BE FOUND IN A COHORT OF LEADERS SUCH AS THE ONES IN LP XXVII, ONLY 21% OF THE CLASS REPORTED THAT, BEFORE THEIR LP EXPERIENCE, THEY ALWAYS CONSIDERED PUBLIC POLICY WHEN EXAMINING AND RESPONDING TO OUR COMMUNITY AND REGION'S CRITICAL ISSUES AND CHALLENGES. 21% REPORTED THAT THEY SOMETIMES CONSIDERED IT. BY THE END OF THE PROGRAM YEAR, 71% OF CLASS MEMBERS ALWAYS CONSIDERED IT AND 29% SOMETIMES CONSIDERED IT. * 93% REPORT THAT THEY WILL NOW ALWAYS/OFTEN UTILIZE THEIR PERSONAL/PROFESSIONAL NETWORKS TO CREATE CHANGE. PRE-LEADERSHIP PITTSBURGH, 21% REPORTED THAT THEY ALWAYS/OFTEN UTILIZED THEIR PERSONAL/PROFESSIONAL NETWORKS TO CREATE CHANGE. * 100% REPORT THAT THEY ARE VERY COMMITTED/COMMITTED TO ENGAGING WITH THEIR CLASSMATES AND UTILIZING THEIR NEW LP NETWORK NOW AND IN THE FUTURE. * 91% REPORT THAT THE LEADERSHIP PITTSBURGH EXPERIENCE WAS VERY VALUABLE IN TERMS OF THEIR CONTINUED PERSONAL, PROFESSIONAL AND COMMUNITY LEADERSHIP DEVELOPMENT. |
| ADDITIONAL INFORMATION ABOUT THE LDI PROGRAM | FORM 990, PART III, LINE 4B | WE CONTINUED THE INCORPORATION OF THE STAR PERFORMER MODEL IN THE LDI PROGRAM CURRICULUM. IN WORKING ALONGSIDE THE AVID LEARNER CONSULTANTS (LICENSED TO DELIVER THE TRAINING IN CORPORATIONS), OUR STAFF TEAM DEVELOPED ITS OWN COMPETENCIES TO BETTER INTEGRATE THE MODEL WITH OUR PHILOSOPHY OF COMMUNITY LEADERSHIP. WE WENT BEYOND THE MERE PRESENTATION OF THE MODEL - SINCE THAT ALONE CAN BE ACQUIRED BY STUDENTS AT A UNIVERSITY OR WITHIN A COMPANY'S INTERNAL TRAINING SYSTEMS. WHAT MADE THE MARRIAGE BETWEEN LDI AND STAR PERFORMER MODEL WORK IS THAT WE EMBRACED THE BASIC PRINCIPLES OF THE MODEL AND PROVIDED OPPORTUNITIES TO THE HIGH-POTENTIALS ENROLLED IN LDI TO APPLY THE KNOWLEDGE AND SKILLS THEY ACQUIRE DURING THE COURSE OF THE LDI EXPERIENCE WITHIN THE CONTEXT OF COMMUNITY NEEDS. OF NOTE, ONE OF THESE OPPORTUNITIES RESULTED IN A SUCCESSFUL COLLABORATION, INITIALLY WITH THE SPROUT FUND, AND THEN WITH THE PITTSBURGH PARTNERSHIP FOR NEIGHBORHOOD DEVELOPMENT (PPND) IN A MORE SUSTAINED MANNER TO PRESENT: POP UP! PITTSBURGH. (PLEASE REFER TO THE DESCRIPTION OF POP UP! PITTSBURGH FOUND FURTHER ON SCHEDULE O.) SURVEY MONKEY RESULTS FOR THE LDI XVIII CLASS REFLECT WELL ON THE PROGRAM'S ABILITY TO DEVELOP LEADERSHIP SKILLS, HONE PROFESSIONAL/SOCIAL NETWORKS, AND CREATE OPPORTUNITIES TO IMPACT THE COMMUNITY FOR LDI PARTICIPANTS. THE FOLLOWING QUANTITATIVE INDICATORS STRONGLY SUGGEST THAT WE HAVE BEEN SUCCESSFUL IN STRENGTHENING THE LEADERSHIP OF THE LDI XVIII CLASS THROUGH PROGRAMS, PARTNERSHIPS, AND CONNECTIONS: * 100% OF LDI XVIII GRADUATES ARE LIKELY-TO-CERTAIN TO RECOMMEND THE PROGRAM TO OTHER YOUNG PROFESSIONALS. * 100% OF LDI XVIII GRADUATES BELIEVE THAT LDI WAS VALUABLE TO THEIR DEVELOPMENT AS EMERGING LEADERS. * 81% OF LDI XVIII GRADUATES PLAN TO GIVE BACK TO LPINC. THROUGH THE LPI CONNECTIVE. * 81% OF LDI XVIII GRADUATES BELIEVE THAT IT WAS VALUABLE AS EMERGING LEADERS TO HAVE AN OPPORTUNITY TO EXAMINE THEIR MYERS BRIGGS TYPE INDICATOR IN LDI. * 90% OF LDI XVIII GRADUATES REPORTED THAT LDI HELPED THEM TO BUILD BENEFICIAL RELATIONSHIPS OUTSIDE OF THEIR REGULAR PROFESSIONAL NETWORK. THE FOLLOWING QUALITATIVE STATEMENTS STRONGLY SUPPORT THE QUANTITATIVE INDICATORS OF PROGRAM SUCCESS: "TO ME, IT WAS NOT ANY ONE PARTICULAR SESSION THAT HAD THE GREATEST IMPACT BUT THE ENTIRE CURRICULUM HAS MADE ME A MORE CONFIDENT PERSON. ADDITIONALLY, THE COACHING EXPERIENCE THAT I RECEIVED WAS VERY BENEFICIAL TO ME. I WAS ABLE TO APPLY THE COACHING TIPS TO MY PROJECTS AND GET INSTANT BENEFIT FROM THEM." "LDI SPARKED SELF-REFLECTION AND SELF-EXAMINATION IN A WAY I'VE NEVER BEFORE EXPERIENCED. EACH SESSION PROVIDED ME WITH INSIGHT INTO WHO I AM AS A PROFESSIONAL, CO-WORKER, FRIEND, AND PARENT." "I FOUND THE STAR PERFORMER MODEL TO BE AN EXCELLENT FRAMEWORK FOR THIS EXPERIENCE. WE ALL KNOW THAT THERE ARE THINGS WE NEED TO DO AND SKILLS WE NEED TO PRACTICE TO BECOME GREAT LEADERS - BUT THE STAR MODEL GAVE US THE FRAMEWORK TO BETTER UNDERSTAND AND DEMONSTRATE THESE SKILLS." "GOING INTO THE CLASS, I DID NOT KNOW WHAT TO EXPECT, BUT THE CLASS WAS EXTREMELY POWERFUL FOR ME. BETWEEN THE CLASSROOM LESSONS, MEETING THE OTHER EMERGING LEADERS, AND THE COMMUNITY PROJECT, THE CLASS WAS EXTREMELY WELL RUN. THE STAFF OF LEADERSHIP PITTSBURGH WAS INCREDIBLE AS WELL AS ALL THE VOLUNTEERS WHO PARTICIPATED IN THE SESSIONS. I LOOK FORWARD TO REMAINING IN CONTACT WITH LEADERSHIP PITTSBURGH AND LOOK FORWARD TO HELP THE PROGRAM IN ANY WAY I CAN IN THE FUTURE." |
| ADDITIONAL INFORMATION ABOUT THE BOARD MATCHING AND PLACEMENTS PROGRAM | FORM 990, PART III, LINE 4C | AS A RESPONSE TO THE LEADERSHIP METRICS STUDY, WHICH DOCUMENTED A NEED TO ENGAGE GRADUATES AND, SIMULTANEOUSLY, EXPERIENCING INCREASING REQUESTS FROM COMMUNITY ORGANIZATIONS TO ASSIST IN IDENTIFYING AND RECRUITING GRADUATES FOR BOARD PLACEMENT, THE LAUNCH OF THE BOARD MATCHING PROJECT WAS IMPLEMENTED IN AUGUST 2009. BUILDING ON THE EXPERIENCE OF OUR PROGRAM, LEADERSHIP ON BOARD (GUEST PLACEMENTS OF OUR LDI GRADUATES FOR A YEAR ON BOARDS), WE NOW ARE ACTIVELY ENGAGED IN BOARD MATCHING AND PLACEMENTS IN THE REGION; THESE EFFORTS INCLUDED WORK STARTED WITH THE OFFICE OF THE GOVERNOR OF PENNSYLVANIA IN 2009, AND CONTINUED WITH THE NEW ADMINISTRATION, TO TARGET INFORMED CITIZEN LEADERS SUCH AS THE ALUMNI OF LPI FROM SOUTHWESTERN PA TO SERVE ON STATE BOARDS AND COMMISSIONS. THE PROCESS IS INITIATED BY COMMUNITY REQUESTS WITH A KEY LEADERSHIP STAFF PERSON SEARCHING FOR APPROPRIATE GRADUATE CANDIDATES, BASED ON THE NEEDS OF THE ORGANIZATIONS, AND LPI GRADUATES WHOSE SKILLS AND INTERESTS MAY PROVIDE A POTENTIAL MATCH. IN THESE PAST TWELVE MONTHS ALONE, OVER 40 ORGANIZATIONS HAVE PARTICIPATED IN THE PROJECT AND OVER 40 LPI GRADUATES HAVE BEEN PLACED ON COMMUNITY BOARDS. AT PRESENT, THERE IS NO FEE FOR THIS SERVICE BUT THIS WILL NEED TO BE REVIEWED AS A POTENTIAL REVENUE SOURCE AS THE PROGRAM BECOMES PERMANENTLY OPERATIONALIZED. THE BOARD MATCHING PROJECT HAS ABLY SERVED LPINC.'S GOAL TO INCREASE GRADUATE ENGAGEMENT AND LIKEWISE EXPAND CIVIC ENGAGEMENT, NOT ONLY IN WESTERN PENNSYLVANIA, BUT ALSO ON THE STATE LEVEL. OUR GRADUATES NOT ONLY REPRESENT OUR REGION, BUT THEY BRING A WEALTH OF SKILLS AND EXPERTISE TO THESE CIVIC ENDEAVORS. WE BROADENED OUR OUTREACH ACROSS THE COMMUNITY TO ATTRACT HIGHLY QUALIFIED INDIVIDUALS TO OUR PROGRAM OFFERINGS. THROUGH THE EFFORTS OF OUR BOARD OF DIRECTORS AND STAFF, THE QUANTITY AND QUALITY OF APPLICATIONS FOR BOTH OUR LP AND LDI PROGRAMS INCREASED IN SIGNIFICANT WAYS. LPINC. CONTINUES TO REFINE, ENHANCE AND IMPROVE THE QUALITY OF OUR PROGRAMS, ENVISIONING OUR ORGANIZATION AS BECOMING A PREMIER LEADERSHIP ORGANIZATION WITHIN THE COMMUNITY LEADERSHIP MOVEMENT. TOWARD THAT END, WE CONTINUED TO REACH OUT TO LEADERS IN ACADEMIA, IN BUSINESS, IN GOVERNMENT AND IN THE NONPROFIT SECTOR TO HELP GUIDE LPINC. TOWARDS THIS GOAL, THROUGH BOARD PARTICIPATION, THROUGH FIELD PARTICIPATION AND THROUGH SPECIAL PROJECTS. IN THE 2010-11 PROGRAM YEAR, WE WERE ABLE TO LEVERAGE OUR LEADERSHIP EXPERTISE COST-EFFECTIVELY THROUGH COLLABORATION, WHICH STRENGTHENED OUR POSITION IN AND IMPACT ON THE COMMUNITY. CORRESPONDINGLY, THIS STRATEGY STRENGTHENED OUR ORGANIZATIONAL CAPACITY THROUGH CONTINUOUS LEARNING OPPORTUNITIES THAT NATURALLY FLOW FROM SUCCESSFUL PARTNERSHIPS. WE CONTINUED OUR WORK WITH AREA FOUNDATIONS ON THE EXPERIENCED DREAMERS INITIATIVE - AN INITIATIVE TO ENCOURAGE YOUNGER MEMBERS OF THE BABY BOOMER GENERATION TO CONSIDER A MOVE TO THE PITTSBURGH REGION; INITIATED A NEW PARTNERSHIP WITH VIBRANT PITTSBURGH TO ENGAGE DIVERSE NEWCOMERS TO THE REGION; STRENGTHENED PARTNERSHIP WITH THE KATZ BUSINESS SCHOOL OF THE UNIVERSITY OF PITTSBURGH TO ENGAGE THEIR EXCEPTIONAL STUDENTS WITH LOCAL BOARDS AS A COMPONENT OF THEIR LEADERSHIP AND ETHICS CURRICULUM; CONTINUED TO RECRUIT AND ENGAGE LPI ALUMNI TO SERVE AS MENTORS FOR STUDENTS IN UNIVERSITY OF PITTSBURGH'S LEADERSHIP LIVING AND LEARNING COMMUNITIES; DEVELOPED AND PRESENTED WORKSHOPS WITH AND FOR THE GREATER PITTSBURGH ARTS COUNCIL AND THE COMMUNITY DESIGN CENTER OF PITTSBURGH AS WELL AS THE BAYER CENTER FOR NONPROFIT MANAGEMENT. WE ALSO PARTNERED WITH THE NATIONAL ORGANIZATION, TEDWOMEN, FOR A SIMULCAST OF SOME OF THE BEST THINKING IN THE AREA OF WOMEN IN LEADERSHIP; WE WERE PROUD TO PARTNER WITH FISA FOUNDATION TO DEVELOP LOCAL CONTENT TO ENHANCE THIS SIMULCAST. SEVERAL OTHER PARTNERSHIP ACTIVITIES WERE UNDERTAKEN THIS PAST YEAR THAT LEVERAGE OUR KNOWLEDGE OF CIVIC ISSUES AND LEADERSHIP AND ENHANCE THE IMPACT OF OTHER CIVIC AND NONPROFIT ORGANIZATIONS. AS OUR REPUTATION GROWS, WE FIND THAT WE ARE APPROACHED MORE OFTEN TO CONTRIBUTE TO COMMUNITY AGENCIES' AGENDAS - OUR STAFF CAPACITY FORCES US TO BE SELECTIVE. |
| ADDITIONAL INFORMATION ABOUT OTHER PROGRAM SERVICES | FORM 990, PART III, LINE 4D | POP UP! PITTSBURGH: POP UP! PITTSBURGH IS A 9-MONTH LEADERSHIP DEVELOPMENT PROJECT UNDERTAKEN BY A COHORT OF YOUNG PROFESSIONALS WORKING IN CONCERT WITH A DEFINED CITY NEIGHBORHOOD'S STAKEHOLDERS THAT CULMINATES IN A ONE-DAY EXPERIENCE IN THAT NEIGHBORHOOD. POP UP! PITTSBURGH UTILIZES THE NEIGHBORHOOD'S OPEN SPACES TO SURPRISE, ENGAGE AND BRING TOGETHER A COMMUNITY'S RESIDENTS AND VISITORS IN WAYS THAT ENCOURAGE APPRECIATION OF THE NEIGHBORHOOD'S ASSETS, OFFER OPPORTUNITIES TO ENVISION ITS POTENTIAL AND CHALLENGE ALL TO SEE THE NEIGHBORHOOD IN NEW WAYS. THE LDI COHORT OF 2010-11 DEVELOPED ITS POP UP! PITTSBURGH AS A CLASS-DIRECTED AND COMMUNITY SUPPORTED EFFORT IN THE FINEVIEW NEIGHBORHOOD OF PITTSBURGH. THE PROJECT WAS DESIGNED TO POSITIVELY ENGAGE AND AFFECT THE LOCAL COMMUNITY BY ENCOURAGING BOTH RESIDENTS AND OUTSIDERS TO EXPERIENCE AND APPRECIATE FINEVIEW'S CURRENT ASSETS AND FUTURE POTENTIAL. THROUGH THE DESIGN AND PRODUCTION A DOCUMENTARY WAS FILMED DURING A COMMUNITY FESTIVAL ORGANIZED BY THE CLASS, IN EARLY SUMMER OF 2011, NEARLY 400 INDIVIDUALS WERE EXPOSED TO THE CHARMS OF AND OPPORTUNITIES OF THIS UNIQUE NEIGHBORHOOD. OVER 15 ORGANIZATIONS (SEVERAL FROM OUTSIDE THE IMMEDIATE AREA) PARTICIPATED IN MAKING POP UP! PITTSBURGH A SUCCESS. THE COMMUNITY DEVELOPMENT AGENCIES WORKING IN THE AREA REPORT THAT FROM THEIR POINT OF VIEW, POP UP! PITTSBURGH WAS EXTREMELY SUCCESSFUL. THE DOCUMENTARY IS SLATED FOR RELEASE IN THE FALL OF 2011. THE DEVELOPMENT, DESIGN AND EXECUTION OF POP UP! PITTSBURGH PROVIDED THE EMERGING LEADERS FROM OUR REGION'S CORPORATE AND NON-PROFIT SECTORS PARTICIPATING IN LDI WITH A RICH, EXPERIENTIAL LEADERSHIP LEARNING LAB ENVIRONMENT WHERE THEY CAN EFFECTIVELY HONE THE 9 STAR PERFORMER SKILLS/STRATEGIES FOR SUCCESS WHICH SERVE AS THE UNDERPINNING OF THEIR LDI PROGRAM CURRICULUM. THESE SKILLS (INITIATIVE, NETWORKING, SELF-MANAGEMENT, PERSPECTIVE, FOLLOWERSHIP, SMALL-LEADERSHIP, TEAMWORK, ORGANIZATIONAL SAVVY AND PERSUASION) ARE BASED UPON THE RESEARCH OF DR. ROBERT L. KELLY, CARNEGIE MELLON UNIVERSITY, IN HIS BOOK "HOW TO BE A STAR AT WORK: 9 BREAKTHROUGH STRATEGIES YOU NEED TO SUCCEED". IN ADDITION TO THE ABOVE PROCESS-BASED LEADERSHIP LEARNINGS, POP UP! PITTSBURGH ENGAGED YOUNG LEADERS, MOST OF WHOM HAD NEVER ENGAGED IN NEIGHBORHOOD LEVEL CIVIC ACTIVITIES PERSONALLY, TO LEARN ABOUT COMMUNITIES AT THE GRASSROOTS LEVEL AND THEIR ISSUES FROM THIS REAL-LIFE AND FORMATIVE EXPERIENCE. THIS PROCESS CAN'T HELP BUT INCREASE THE YOUNG PROFESSIONALS' AWARENESS OF COMMUNITY NEEDS AND GAVE THEM A DEEPER APPRECIATION FOR THE STRUGGLES AS WELL AS THE CREATIVE POTENTIAL IN WHAT MANY WOULD DESCRIBE TO BE COMMUNITIES "AT RISK". WE HAVE SEEN A DRAMATIC INCREASE IN THE INTEREST OF LDI GRADUATES TO BE ENGAGED IN BOARD SERVICE AS A RESULT OF THESE CURRICULUM ENHANCEMENTS. CHAMPIONS CONNECTIONS: AFTER-HOURS BUSINESS NETWORKING AND INFORMATION-SHARING EVENTS FEATURING EXCITING DEVELOPMENTS IN THE REGION. THESE ARE OPEN TO ALL INTERESTED CIVIC-MINDED PROFESSIONALS AND ARE OFFERED THREE/FOUR TIMES A YEAR. EXECUTIVE WELCOME: AN INVITATION-ONLY OPPORTUNITY FOR SENIOR-EXECUTIVES (WITH PARTNER/GUEST) WHO ARE NEW TO THE PITTSBURGH REGION OR NEW TO THEIR POSITION TO LINK THEM TO A NETWORK OF THEIR PEERS IN THE COMMUNITY. HOSTED BY A LOCAL CEO AND HELD QUARTERLY, THESE ARE TYPICALLY DINNER EVENTS IN AN INTIMATE SETTING MEANT TO WELCOME THE NEWCOMERS AND FAST-TRACK THEIR CONNECTIVITY TO THE REGION. |
| FORM 990, PART VI, SECTION B, LINE 11 | THE FORM 990 IS PRESENTED TO THE FINANCE COMMITTEE, AUDIT COMMITTEE, AND THE BOARD OF DIRECTORS FOR REVIEW PRIOR TO FINALIZATION. | |
| FORM 990, PART VI, SECTION B, LINE 12C | ANNUALLY, EACH DIRECTOR COMPLETES A DISCLOSURE STATEMENT REFLECTING HIS OR HER INTERESTS, IF ANY. IF A CONFLICT SHOULD ARISE, THE DIRECTOR SHALL DISCLOSE THE EXISTENCE AND CIRCUMSTANCES OF THE ACTUAL OR POTENTIAL CONFLICT, RECUSE HIMSELF OR HERSELF FROM VOTING ON THE SUBJECT, AND LEAVE THE ROOM WHILE THE MATTER IS BEING DISCUSSED. THE MINUTES OF THE BOARD MEETING SHALL REFLECT THE RESOLUTION OF THE MATTER. | |
| FORM 990, PART VI, SECTION B, LINE 15 | WHEN DETERMINING COMPENSATION FOR LPI'S EMPLOYEES, THE BOARD CONSIDERS THE COMPARABLE DATA PRODUCED BY THE BAYOR CENTER AND UNITED WAY OF ALLEGHENY COUNTY; MATCHES IT AGAINST THE QUALIFICATIONS NEEDED FOR THE POSITION; AND BALANCES THE NEEDS OF THE ORGANIZATION, COMPETITION FOR TALENT, AND ORGANIZATION BUDGET CONSIDERATIONS. | |
| FORM 990, PART VI, SECTION C, LINE 19 | LEADERSHIP PITTSBURGH'S GOVERNING DOCUMENTS, CONFLICT OF INTEREST POLICY, AND FINANCIAL STATEMENTS ARE MADE AVAILABLE TO THE PUBLIC UPON REQUEST. |
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