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          <CityNm>TUCSON</CityNm>
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      <RecipientTable>
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          <CityNm>TUCSON</CityNm>
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      <RecipientTable>
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      <RecipientTable>
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        <PurposeOfGrantTxt>GENERAL SUPPORT</PurposeOfGrantTxt>
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      <RecipientTable>
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          <BusinessNameLine1Txt>INTERFAITH COMMUNITY SERVICES</BusinessNameLine1Txt>
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      <RecipientTable>
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      <RecipientTable>
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        <ExplanationTxt>SVP TUCSON IS AN EVER EXPANDING COMMUNITY OF ENGAGED PHILANTHROPISTS DEDICATED TO BUILDING THE CAPACITY, STRENGTH AND IMPACT OF NONPROFITS IN ADDRESSING SOCIAL PROBLEMS. WE ACCOMPLISH THIS THROUGH: THOUGHTFUL AND STRATEGIC INVESTMENTS AND COLLABORATIONS OUR PARTNERS ENGAGEMENT AND EXPERTISE, AND INSPIRING AND EQUIPPING PARTNERS TO BE MORE STRATEGIC AND EFFECTIVE WITH THEIR GIVING</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>FORM 990, PAGE 6, PART VI, LINE 11B</FormAndLineReferenceDesc>
        <ExplanationTxt>PERSONNEL FROM BOTH COMMUNITY FOUNDATION FOR SOUTHERN ARIZONA (CFSA) AND SOCIAL VENTURE PARTNERS TUCSON AS WELL AS THE CFSA FINANCE COMMITTEE MEMBERS REVIEW FORM 990 PRIOR TO FILING.</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>FORM 990, PAGE 6, PART VI, LINE 12C</FormAndLineReferenceDesc>
        <ExplanationTxt>OFFICERS AND DIRECTORS ARE REQUIRED TO DISCLOSE POTENTIAL CONFLICTS ANNUALLY.</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>FORM 990, PAGE 6, PART VI, LINE 15A</FormAndLineReferenceDesc>
        <ExplanationTxt>EXECUTIVE COMPENSATION POLICY COMPENSATION INCLUDES SALARY AND BENEFITS AND SHOULD SATISFY THE IRS INTERMEDIATE SANCTIONS SAFE HARBOR REQUIREMENTS OF INDEPENDENT DECISION- MAKING, RELIANCE ON COMPARABLES, AND DOCUMENTATION. THE SVP TUCSON BOARD SHALL ESTABLISH AND APPROVE THE MEMBERSHIP OF A HUMAN RESOURCES (HR)COMMITTEE THAT HAS GENERAL OVERSIGHT OF THE ORGANIZATION'S HUMAN RESOURCE PROCEDURES. SPECIFIC DUTIES OF THIS COMMITTEE WILL INCLUDE OVERSIGHT OF AN ANNUAL PROCESS TO EVALUATE THE CHIEF EXECUTIVE'S PERFORMANCE, AND PROVIDE HR RESOURCES AND SUPPORT TO THE CHIEF EXECUTIVE AS NEEDED. THE COMMITTEE MEETS INDEPENDENT OF THE CHIEF EXECUTIVE TO DISCUSS PERFORMANCE RELATIVE TO THE POSITION DESCRIPTION. DURING THESE DELIBERATIONS, THE COMMITTEE ALSO CONSIDERS INPUT OBTAINED FROM OTHER BOARD MEMBERS, STAFF, PROFESSIONAL ADVISORS, GRANT RECIPIENTS, AND OTHER INFORMED COMMUNITY LEADERS AS NECESSARY AND/OR APPLICABLE. ONCE A CONSENSUS IS REACHED REGARDING PERFORMANCE, A SIMILAR DISCUSSION IS HELD CONCERNING COMPENSATION RELATIVE TO ANNUAL BENCHMARK AND ESTABLISHED OBJECTIVES. THE COMMITTEE PRESENTS ITS FINDINGS AND COMPENSATION RECOMMENDATION TO THE BOARD IN AN EXECUTIVE SESSION, WITHOUT THE CEO, FOR A VOTE. ONCE APPROVED, THE SALARY AND BENEFITS WILL BE INCLUDED IN THE BUDGET FOR THE NEXT FISCAL YEAR. THE HR COMMITTEE CHAIR AND/OR BOARD CHAIR WILL THEN MEET WITH THE CHIEF EXECUTIVE TO DISCUSS AND DOCUMENT STRENGTHS, WEAKNESSES, AND GOALS FOR THE UPCOMING YEAR. COMPENSATION FOR THE UPCOMING YEAR IS ALSO DISCUSSED AND DOCUMENTED.</ExplanationTxt>
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