Attach to Form 990 or Form 990-EZ.
Go to
www.irs.gov/Form990 for instructions and the latest information.
| (i) Name of supported organization | (ii) EIN | (iii) Type of organization (described on lines 1- 10 above (see instructions)) | (iv) Is the organization listed in your governing document? | (v) Amount of monetary support (see instructions) | (vi) Amount of other support (see instructions) | |
|---|---|---|---|---|---|---|
| Yes | No | |||||
|
Total |
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Calendar year (or fiscal year beginning in) ![]() |
(a) 2015 | (b) 2016 | (c) 2017 | (d) 2018 | (e) 2019 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 1 | Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grant.") .. | 86,282,823 | 60,427,127 | 62,938,410 | 65,542,615 | 67,945,664 | 343,136,639 |
| 2 | Tax revenues levied for the organization's benefit and either paid to or expended on its behalf.... | 0 | |||||
| 3 | The value of services or facilities furnished by a governmental unit to the organization without charge.. | 0 | |||||
| 4 | Total. Add lines 1 through 3 | 86,282,823 | 60,427,127 | 62,938,410 | 65,542,615 | 67,945,664 | 343,136,639 |
| 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).. | 15,126,115 | |||||
| 6 | Public support. Subtract line 5 from line 4. | 328,010,524 | |||||
Calendar year
(or fiscal year beginning in) ![]() |
(a) 2015 | (b) 2016 | (c) 2017 | (d) 2018 | (e) 2019 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 7 | Amounts from line 4.. | 86,282,823 | 60,427,127 | 62,938,410 | 65,542,615 | 67,945,664 | 343,136,639 |
| 8 | Gross income from interest, dividends, payments received on securities loans, rents, royalties and income from similar sources... | 1,454,533 | 1,417,747 | 1,567,329 | 1,720,168 | 1,936,600 | 8,096,377 |
| 9 | Net income from unrelated business activities, whether or not the business is regularly carried on.. | ||||||
| 10 | Other income. Do not include gain or loss from the sale of capital assets (Explain in Part VI.).. | 0 | |||||
| 11 | Total support. Add lines 7 through 10 | 351,315,175 | |||||
Calendar year (or fiscal year beginning in) ![]() |
(a) 2015 | (b) 2016 | (c) 2017 | (d) 2018 | (e) 2019 | (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) 2015 | (b) 2016 | (c) 2017 | (d) 2018 | (e) 2019 | (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 VI.) .. | ||||||
| 13 | Total support. (Add lines 9, 10c, 11, and 12.).. | ||||||
| Section A - Adjusted Net Income | (A) Prior Year |
(B) Current Year (optional) |
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| 1 | Net short-term capital gain | 1 | ||||
| 2 | Recoveries of prior-year distributions | 2 | ||||
| 3 | Other gross income (see instructions) | 3 | ||||
| 4 | Add lines 1 through 3 | 4 | ||||
| 5 | Depreciation and depletion | 5 | ||||
| 6 | Portion of operating expenses paid or incurred for production or collection of gross income or for management, conservation, or maintenance of property held for production of income (see instructions) | 6 | ||||
| 7 | Other expenses (see instructions) | 7 | ||||
| 8 | Adjusted Net Income (subtract lines 5, 6 and 7 from line 4) | 8 | ||||
| Section B - Minimum Asset Amount | (A) Prior Year |
(B) Current Year (optional) |
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| 1 | Aggregate fair market value of all non-exempt-use assets (see instructions for short tax year or assets held for part of year): | 1 | ||||
| a | Average monthly value of securities | 1a | ||||
| b | Average monthly cash balances | 1b | ||||
| c | Fair market value of other non-exempt-use assets | 1c | ||||
| d | Total (add lines 1a, 1b, and 1c) | 1d | ||||
| e |
Discount claimed for blockage or other factors (explain in detail in Part VI): |
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| 2 | Acquisition indebtedness applicable to non-exempt use assets | 2 | ||||
| 3 | Subtract line 2 from line 1d | 3 | ||||
| 4 | Cash deemed held for exempt use. Enter 1-1/2% of line 3 (for greater amount, see instructions). | 4 | ||||
| 5 | Net value of non-exempt-use assets (subtract line 4 from line 3) | 5 | ||||
| 6 | Multiply line 5 by .035 | 6 | ||||
| 7 | Recoveries of prior-year distributions | 7 | ||||
| 8 | Minimum Asset Amount (add line 7 to line 6) | 8 | ||||
| Section C - Distributable Amount | Current Year | |||||
| 1 | Adjusted net income for prior year (from Section A, line 8, Column A) | 1 | ||||
| 2 | Enter 85% of line 1 | 2 | ||||
| 3 | Minimum asset amount for prior year (from Section B, line 8, Column A) | 3 | ||||
| 4 | Enter greater of line 2 or line 3 | 4 | ||||
| 5 | Income tax imposed in prior year | 5 | ||||
| 6 | Distributable Amount. Subtract line 5 from line 4, unless subject to emergency temporary reduction (see instructions) | 6 | ||||
| Section D - Distributions | Current Year | |
|---|---|---|
| 1 Amounts paid to supported organizations to accomplish exempt purposes | ||
|
2
Amounts paid to perform activity that directly furthers exempt purposes of supported organizations, in excess of income from activity |
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| 3 Administrative expenses paid to accomplish exempt purposes of supported organizations | ||
| 4 Amounts paid to acquire exempt-use assets | ||
| 5 Qualified set-aside amounts (prior IRS approval required) | ||
| 6 Other distributions (describe in Part VI). See instructions | ||
| 7Total annual distributions. Add lines 1 through 6. | ||
|
8
Distributions to attentive supported organizations to which the organization is responsive (provide details in Part VI). See instructions |
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| 9 Distributable amount for 2019 from Section C, line 6 | ||
| 10 Line 8 amount divided by Line 9 amount | ||
| Section E - Distribution Allocations (see instructions) |
(i) Excess Distributions |
(ii) Underdistributions Pre-2019 |
(iii) Distributable Amount for 2019 |
|
|---|---|---|---|---|
| 1 Distributable amount for 2019 from Section C, line 6 | ||||
|
2
Underdistributions, if any, for years prior to 2019 (reasonable cause required-- explain in Part VI). See instructions. |
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| 3 Excess distributions carryover, if any, to 2019: | ||||
| a From 2014....... | ||||
| b From 2015....... | ||||
| c From 2016....... | ||||
| d From 2017....... | ||||
| e From 2018....... | ||||
| fTotal of lines 3a through e | ||||
| g Applied to underdistributions of prior years | ||||
| h Applied to 2019 distributable amount | ||||
|
i
Carryover from 2014 not applied (see instructions) |
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| j Remainder. Subtract lines 3g, 3h, and 3i from 3f. | ||||
| 4Distributions for 2019 from Section D, line 7: | ||||
| $ | ||||
| a Applied to underdistributions of prior years | ||||
| b Applied to 2019 distributable amount | ||||
| c Remainder. Subtract lines 4a and 4b from 4. | ||||
|
5
Remaining underdistributions for years prior to 2019, if any. Subtract lines 3g and 4a from line 2. If the amount is greater than zero, explain in Part VI. See instructions. |
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|
6
Remaining underdistributions for 2019. Subtract lines 3h and 4b from line 1. If the amount is greater than zero, explain in Part VI. See instructions. |
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7 Excess distributions carryover to 2020. Add lines 3j and 4c. |
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| 8 Breakdown of line 7: | ||||
| a Excess from 2015..... | ||||
| b Excess from 2016..... | ||||
| c Excess from 2017..... | ||||
| d Excess from 2018..... | ||||
| e Excess from 2019..... | ||||
| Facts And Circumstances Test |
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| Return Reference | Explanation |
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| Software ID: | |
| Software Version: |
Attach to Form 990 or 990-EZ.
Go to www.irs.gov/Form990 for the latest information.
| Return Reference | Explanation |
|---|---|
| Form 990, Part VI - Policies & Procedures | 990 Review Process The Form 990 review process at MDRC includes an internal review by MDRC's Senior Vice President/Chief Financial Officer and President as well as external review by Grant Thornton. The Form 990 is then reviewed by the Audit Committee of the Board of Directors. The full Board is provided with a copy of the Form 990 prior to its being filed with the IRS. The full board discusses the Form 990 post-filing at its scheduled annual meeting in December. |
| PART VI, SECTION B LINE 12C | Conflict of Interest Policy Enforcement & Monitoring Directors and officers are required to complete and sign an annual conflict of interest disclosure statement. The statements are reviewed by the corporate Secretary and the President for actual or possible conflicts of interest. If any is disclosed, or inferred, these actual or possible conflicts of interest are brought to the attention of the Chairman of the Board. In response, the Chairman might convene a group of disinterested directors to discuss and address the conflict. All employees, including officers who are also staff members and key employees, are required to read and sign a code of ethics, which includes information about conflicts of interest. Annually, each employee must sign a statement disclosing the presence or absence of conflicts of interest on behalf of the employee and family members. Failure to do so can result in disciplinary action up to and including termination. These statements are reviewed by the Human Resources Department and, as appropriate, by counsel for determination regarding action that should follow the reporting of an actual or potential conflict of interest. In addition to the required annual report, all employees are instructed by the code of ethics that they have a responsibility to report a violation of the code. Employees can report any such violation to MDRC supervisory personnel, the Human Resources Department, or to an independent organization, Lighthouse Services, which hosts an online site and toll-free number which employees can use to make complaints anonymously or in identifiable form. |
| PART VI, SECTION B LINE 15A | Process for Determining Compensation The Finance and Compensation Committee ("The Committee") of MDRC's Board of Directors establishes each year the compensation and bonus payments, if any, for the top paid and next top paid officer of the organization based on survey information provided to them from both internal and external sources. The individuals at the end of 2019 are Dr. Knox and Mr. Amadeo. Each year MDRC's Human Resources function conducts a review of the Form 990's and other documents of research organizations that perform similar research as MDRC, to ascertain their pay structures for the top and second top paid officers, which is typically the CEO or President and the COO/CFO. Included in this survey is the base salary and bonus payments made to the top and second top paid executives of these other policy research firms, along with such comparable factors as size of the organization as measured by headcount and operating budgets. This survey information is supplemented by comparable information provided from an external, third party consulting firm called The National Think Tank Compensation Survey (NTTC) conducted by Akron Incorporated, a Washington DC based compensation consulting firm. The NTTC compiles the base salary and bonus payment information provided by survey participants and displays the information anonymously by quartile, location, and firm size (stated in terms of employees and budget). Survey participant include competing policy research organizations, as well as foundations, endowments, and universities. The results of both the in-house and external surveys and comparison of Form 990's for those comparable not-for-profit organizations are presented to The Committee, which then deliberates, and based on the information provided, establishes the pay level for MDRC's President and Chief Financial Officer. The compensation of the President and Chief Financial Officer is approved by the Board. |
| PART VI, SECTION B LINE 15B | Process for Determining Compensation The Committee establishes compensation levels for the Chief Financial Officer, as required by the California Nonprofit Integrity Act of 2004. Compensation for the rest of the officers and employees is based on a recommendation by the President to The Committee. The recommendation from the President establishes a merit and bonus pool for the coming year, based on the organization's standard pay practice as described below. The President sets and approves the salary level and bonus payments for officers other than the Chief Financial Officer, and for other key employees. Each year, MDRC's President recommends to the Board a salary pool for merit increases and discretionary bonuses to be paid to other officers and key employees in the organization. The merit increase and bonus pools are generally competitive within the two marketplaces in which the organization competes for Human Talent (New York and California). The President bases the recommendation on survey information provided by the organization's Human Resources Department, which in turn, obtains local labor market pay practices from external third party consulting firms such as Mercer Human Resources Consulting and Towers Perrin Compensation Consulting, as well as conducting a survey of pay practices from other policy research organizations. Typical merit increase pools in recent years have been in the four percent (4%) to five percent (5%) range. Once the merit increase pool has been established and approved by the Board, MDRC establishes each employee's salary based on two factors: performance on the job during the most recent calendar year (MDRC uses a four tier performance rating system), and where an employee's salary falls within the salary range established for their position (called a compa-ratio). Holding performance constant, MDRC's compensation system provides a greater increase in salary to those employees who are low in their salary ranges and provides smaller increases in salary to those employees who are high in their salary ranges. Salary ranges are determined by an internal job evaluation committee based on job descriptions of work performed, coupled with market salary information from third party sources. The same salary system is deployed for other officers, key employees, and the general employee population of the organization. |
| PART VI, SECTION C LINE 19 | Availability of Documents MDRC's Financial Statements are made available to the public through the MDRC website and a hard copy is provided upon request. MDRC's governing documents and conflict of interest policy are generally available to the public upon request. Part VII-A Line 1 - Former Officer Senior Fellow, Frederick Doolittle, is reported as a former officer on the Form 990 as he is still currently employed by MDRC, but in a non-officer capacity. |
| FORM 990, PART III, LINE 4D - OTHER PROGRAMS | Postsecondary Education Access to higher education has been greatly expanded since the mid-1960s. Unfortunately, rates of persistence and credential completion in remain distressingly low, particularly at community colleges - where only one third of all students who enter with the intention of earning a degree or certificate actually meet this goal within six years. The reasons behind this problem are myriad: a lack of adequate preparation in the K-12 system and the challenge of balancing work, family, and school responsibilities and others are the result of institutional or policy constraints (for instance, insufficient advising and financial aid, uncertainty over how to teach basic skills to adults, and constraints in course offerings and inflexible scheduling). Policymakers and the philanthropic sector have focused new efforts on increasing student persistence and achievement in postsecondary education. Since the launch of its Opening Doors Demonstration in the early 2000s, MDRC has been directly involved developing and evaluating strategies to help students succeed, particularly students at community colleges and nonselective four-year institutions. Through our work, we have identified the most effective programs developed by others, helped replicate those programs in new contexts, and assisted communities and institutions in developing new interventions based on evidence developed in studies available. Our current centerpiece project, SUCCESS, focuses on helping states and higher education institutions adopt and scale the more successful interventions that have been developed and tested. K-12 Education For 25 years, MDRC has been learning what may be most effective to raise the academic achievement of young people who are at risk of failing. We collaborate with public school systems, charter organizations, and national nonprofits to evaluate their programs and to use that information to help them develop evidence-based strategies for continuous program improvement. At a time of growing national and state interest in improving low-performing schools and better preparing students for college and work, our evaluations of comprehensive high school reform models and career and technical education programs have established MDRC as a respected voice in education research and policy and as a leader in designing rigorous education evaluations. At the elementary school level, we are studying a cluster of programs designed to raise literacy and math skills in elementary and middle schools and to improve teaching and learning by investing in the skills of teachers. Center for Effective Career and Technical Education Motivated by a desire to address both education and wage disparities, policymakers, educators, employers, and philanthropists have increasingly begun to invest in new models of career and technical education (CTE) that are based on the premise that all students need postsecondary credentials to adapt to an increasingly complex labor market. No longer simply a stand-alone vocational class in high school or an occupational skills course at a community college, CTE now encompasses a broad range of multi-faceted models - including career pathways, apprenticeships, sectoral training, and employer relationships - and services everyone from secondary and college students to at-risk youth and adult workers. Building on MDRCs 20-year history of studying CTE programs, the Center incubates new ideas, synthesizes findings and lessons learned, and disseminates this knowledge to policymakers, practitioners, and other researchers in order to help ensure that expansion of CTE programs is informed by a growing evidence base. The Center draws on knowledge across education and training systems and uses a broad lens to detect cross-cutting issues, develop a targeted research agenda, and share findings. Center for Criminal Justice Research The criminal justice system is emerging from decades of "get tough" policies that quadrupled the rate of incarceration nationally, to the point where the United States, with less than 5 percent of the worlds population, now holds more than 20 percent of the worlds prisoners. Driven by budget pressures, questions about the most effective way to respond to crime, and concerns about unequal treatment under the law, a growing number of states and localities are reforming their criminal justice systems. They seek to reduce incarceration and increase fairness by changing the way cases are handled from the front end of the system (arrest and pretrial) to the back end (incarceration and reentry). The MDRC Center for Criminal Justice Research works with national and local criminal justice agencies, policymakers, courts, and community-based organizations to answer pressing questions and improve both the effectiveness of the criminal justice system and the outcomes of individuals involved in it. Center for Applied Behavioral Science (CABS) Too often, programs and policies do not consider the way people actually think and behave. It is often assumed that those most in need will find a way to overcome obstacles, but behavioral science demonstrates that even small hassles create barriers that prevent those in need of services from receiving them. Applying these insights can improve the way programs are designed and services are delivered. CABS has collaborated with scores of education and human service programs in more than two dozen states to develop and test behavioral interventions to improve outcomes for clients and students. CABS combines MDRCs expertise in social programs with insights from behavioral science. Projects that are affiliated with CABS develop innovative, low-cost interventions to improve the effectiveness of social programs and the experiences of the families and individuals receiving these services. Interventions are based on research from behavioral science, including behavioral economics, social psychology, cognitive psychology, and organizational behavior. Problems tackled by the Center address relevant policies in human services programs, educational settings, and employment training programs. Using a diagnostic methodology to identify opportunities most amenable to light-touch, high-impact interventions, CABS designs interventions and tests their impact through experimentation and provides technical assistance to social service agencies implementing such approaches. In 2019, we developed a dedicated CABS website that highlights the breadth of the centers work with 100 agencies, educational institutions, and nonprofits in 26 states using behavioral science to solve problems and improve outcomes. Center for Data Insights Across the social sector, government agencies, educational institutions, and nonprofit organizations are all benefiting from greater access both to more detailed and frequent data and to a variety of options for increased computing power. With data-science tools and guidance in applying them, practitioners can harness multiple sources of data to gain new insights about the individuals they serve, the contexts in which they operate, their staff members, and their program features. When such tools are incorporated into daily operations in a responsible way, they can help practitioners improve their programs and the lives of those they serve. With the launch of the MDRC Center for Data Insights, MDRC is furthering its long-standing commitment to helping organizations with which we collaborate their programs and systems by harnessing the benefits of operational data-science techniques - those that produce actionable insights that can affect daily practice. Ranging from simple descriptive summaries to advanced machine learning algorithms, the centers projects aim to use institutions increasingly rich data to provide new insights that can help them refine and target their services. The centerpiece of CDIs work is a major federal project the TANF Data Initiative which works with welfare agencies in building long-term staff capacity at the local, state, and federal levels, while also making immediate contributions to the quality of TANF data.the quality of TANF data. |
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