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Boomer Solution: Skilled Talent to Meet Nonprofit Needs
 

Boomer Solution: Skilled Talent to Meet Nonprofit Needs

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Slides from a presentation by Carol Kratz, Program Director at Virginia G. Piper Charitable Trust, speaking at Arizona Grantmakers Forum's April 11th program "Engaging Older Adults as Untapped ...

Slides from a presentation by Carol Kratz, Program Director at Virginia G. Piper Charitable Trust, speaking at Arizona Grantmakers Forum's April 11th program "Engaging Older Adults as Untapped Resources."

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  • TRAINER #2“COA” = Came of AgeMillennials – only are listing those 18 and older; LL specifiesMillennials are from 1981 - 2000

Boomer Solution: Skilled Talent to Meet Nonprofit Needs Boomer Solution: Skilled Talent to Meet Nonprofit Needs Presentation Transcript

  • Engaging Older Adults as Untapped Resources
    First in the Series of Educational Forums:
    Creating Arizona as a
    Great Place to Grow Older
  • Marc FreedmanFounderCivic Ventures
    The Big Shift:
    Navigating the New Stage Beyond Midlife
  • Carol Kratz Program Director Virginia G. Piper Charitable Trust
    The Boomer Solution:
    Skilled Talent to Meet Nonprofit Needs
  • Elementsof Successful Aging
    1. Prevention of disease and disability
    2. Attainment of peak physical and psychological functioning
    3. Participation in rewarding and productive activities
    Successful Aging, Rowe and Kahn, 1998
  • Productive Aging
    More seniors - boomers
    Healthier, living longer
    Educated
    More financially Prepared
    What next?
  • Piper Trust Investments
  • Potential Contributions of Professional and Leadership Volunteers
    Professional advice and/or assistance that you can’t afford or that is not provided by your Board members
    Examples include: legal, accounting, marketing, public relations, grant writing, evaluation, and community outreach
    8
  • New Ways of Engaging
    Design ladders of engagement that offer a variety of flexible and meaningful opportunities from the boiler room to the board room, such as:
    Leadership- and professional-level roles as well as direct service
    Bridge jobs
    Internships
    Short-term consulting projects
    Self-directed team projects
  • What Does This Mean for Non-Profits?
    Creating a menu of unpaid and paid opportunities
    Tailoring marketing and recruitment strategies
    Finding the right fit-balancing organizational needs with individual interests
    Supporting and empowering an expanded workforce rather than top-down management
  • “Methods of Significant Service” Benefits to Nonprofits in One Year
    • Ten Maricopa County projects tracked 55+ volunteers in professional- and leadership-level roles over one year.
    • Calculated the value and return on investment using the Strategic Metrics and Results Tracking (SMART) tool.
    The value of the leadership volunteers’ work: $ 1,340,000
    The investment for the programs by 10 nonprofits: $ 218,380
    The return on investment: $ 1,121,620
  • Success in the Trenches: Using Older Adults to Expand Organizational Capacity
    Linda Llewellyn, BSW, CAVS
    Director Network Volunteer Services, John C. Lincoln Health Network
    SunneeO’Rork
    Executive Director, Arizona Museum for Youth
    Michelle Dionisio
    President and CEO, Benevilla
  • Linda Llewellyn Director Network Volunteer Services
    John C. Lincoln Health Network
  • John C. Lincoln Health Network
    • North Mountain Hospital & Trauma Center
    • Deer Valley Hospital & Mendy’s Place
    • Anthem Urgent Care
    • Physician Practices
    • Outpatient Radiology Centers
    • Adult Day Health Care
    • Desert Mission Programs:
    Food Bank, Community Health Center, Children’s Dental Clinic, Lincoln Learning Center, Marley House, Neighborhood Renewal
  • Mission Critical Roles
    North Mountain Auxiliary – fundraising/leadership
    Information Desks/Public Areas
    Courtesy Van
    Spiritual Support
    Friendly Visitor
    Specialty Projects/Committees
    Teaching new volunteer orientation
    Handicraft items
    Scholarship Program
  • Impact
    Financial - $126,575 in grants to network
    Taking initiative on projects/services and ensuring outcomes
    Positive, comforting first impression that gives confidence
    Provide staffing during weekdays
    Dependable, Reliable, Commitment and Tenure
    Provide best training for new volunteers & serve as role model
    Experienced and safe-driving record
    Lifelong communication skills, life experiences & hospital experiences provide for enhanced support, visits & interactions
    Developed comprehensive network handbook for new volunteers
    Assist in teaching new volunteer orientation w/ real examples & stories
    Add a personalized touch to the experience
    Awarded $32,600 in heathcare scholarships
  • Michelle DionisioPresident and CEO
    Benevilla
  • Volunteers Truly Are the Foundation of Benevilla
    In mid-2011, the number of volunteers contributing time to the organization has hit an all-time high of 561.
    That army of volunteers extends the reach of each one paid staff member by 5.5 additional people and enables us to provide over 30,000 hours of service in the community.
    Last year alone, the value of the volunteer contribution was $605,758.
  • Volunteers Offer Diverse Interests, Diverse Talents
    As community needs change, both our services and our volunteers have changed.
    Roles are being created that better suit the Boomer need to make a meaningful contribution and which provide opportunities for all ages, abilities and area of expertise.
  • Keys to Building a Strong Volunteer Base
    • Invest in the right leadership for the program and make it organization-wide
    • A strong staff member is dedicated to skillfully interviewing, tailoring opportunities and managing volunteers.
    • The entire staff is encouraged to act as ambassadors in growing current and recruiting new volunteers.
    • Recognize and honor volunteers for their efforts
    • The agency works with other community organizations to acknowledge volunteers through tokens such as free baseball tickets
    • Regular quarterly staff and volunteer meetings are held to recognize contributions and build involvement
    • An annual Volunteer Recognition event is held to recognize length service and to award the Volunteer of the Year award
  • SunneeO’Rork Executive Director
    Arizona Museum for Youth
    • John and Jack Whiteman Founders
    • Original Children’s Museum Focused on Art
    • 1st Children’s Museum in Arizona
    • Partnership with City of Mesa in 1987
    • Mission: To inspire children of all ages to experience their world differently through art, creativity and imagination.
  • Mesa Arts & Culture Departments:
    Boomer Volunteers
    Ubuntu Project: 3 Ability Experts
    Stipend Volunteers- M.M.S.S.
    • Mesa Arts Center, Arizona Museum of Natural History and Arizona Museum for Youth
    • Vicky Bundy- Technology
    • Karen Sherman –Evaluation & Way Finding
    • Now- Museum Accounting Specialist and
    • AMY Board Member
  • OutComes
    New Volunteer Program: $134,000 savings and hours for Gallery Educators and other staff
    Partnerships:
    • AgeWorks
    • Americorps Vista - Exhibition Assistant,
    3 Gallery Educators
    • National Charity League, Phoenix Hands On
    • Second-Wind Mesa United Way
  • Nora Hannah Chief Consortium Officer Experience Matters
    Expanded Opportunities for Funders to
    Support Connecting People to Social Purpose
  • 26
    2. The agency assesses its financial resources and finds them deficient.
    3. The leadership (ED/board) assumes volunteers’ free labor requires little financial/ strategic investment.
    1. The nonprofit recognizes it needs assistance to achieve its mission.
    The Cycle of Poorly Managed
    Volunteer Engagement
    4. The organization issues a call and finds volunteer(s) who may or may not be qualified for the task.
    6. When the effort achieves little, volunteers receive the blame and are approached with skepticism, if at all, the next time their service is required.
    5. A staff person may oversee the volunteer effort, but expectations, accountability, & communication remain unclear.
  • Traditionalists
    Boomers
    Gen X
    Millennials
  • Comparison of Volunteer Characteristics
    28
    Drivers
    Boomer
    Traditional
    Civic Duty
    Time
    Administrative
    Socializing
    Routine
    Participation
    Well meaning
    Rules oriented
    Local community
    Status quo
    Make a positive difference
    Expertise, skill
    Projects, team based
    Adding value
    Challenge
    Value-added contribution
    Progressive
    Change Agent
    Network-wide
    Forward
    Community
    Contribution
    Assignment
    Incentive
    Energy
    Preference
    Personality
    Engagement
    Reach
    Direction
  • Traditional
    Boomers
    Volunteer Skills & Expertise
    Leadership
    Consulting
    Organization Management
    Business Process Re-engineering
    Statistical Analysis
    Technical, computer
    Training
    Financial
    Corporate fund raising
    Specialist
    29
    • Teaching
    • Administrative
    • Accounting
    • Staff
    • Supervisory, management
    • Community fund raising
    • Generalist
    • JCL = 178,000 volunteer hours last year
    • @ $20 per hour = $3,560,000 of Financial Resources
    • NOT including Fundraising, Donations and Legacy Gifts
    • If you had an operating budget of $750,000 it would be a 500% return on investment (ROI)
  • New Volunteer Opportunities
    Leadership
    • Team Leaders – oversee volunteer teams
    • Relationship Leaders – communication and peer-to-peer support
    • Transformational Leaders – develop future volunteer leaders
    Consultant
    • Facilitate meetings
    • Diagnostic and analytic (non-medical)
    • Process review and re-engineering
    Training
    • Train the trainer
    • On & off boarding processes
    Specialists
    • Documentation, presentation, and graphics experts
    • Technical projects
    • Event planning, fund raising, and coordination
    Special Projects
    • Corps of “On Demand” volunteers
  • Purpose
    To develop and organize the Maricopa County marketplace that connects individuals age 50+ to social purpose opportunities.
    Vision
    Experienced People Building a Stronger Community
    Mission
    To create a culture in our community and its organizations that fosters meaningful work and service opportunities for experience people in the second half of life.
    • The Learning Lab
    Three-day workshop for nonprofit leaders who want to learn how to tap into the valuable and underused resource of community talent.
    • Encore Fellowships
    Matches highly skilled executives and managers with social purpose organizations for a high-impact assignment for 6-12 months.
    • Explore Your Future Workshops
    Explore Your Future Workshops are a four-session series designed for employees and individuals age 50+ who are in job transition or seeking to discover their pathway in the next phase of their lives.
    • Your Experience Counts
    A nationally proven model, Your Experience Counts will match adult mentors aged 55+ with students in grades K through 6 to provide mentoring / tutoring in reading, writing and math.
    • Community Talent Leaders
    Stipend positions for trained individuals to assist organizations in development, enhancement and implementation of new models of volunteer engagement.
  • Increase your grantees’ abilities to make a difference by engaging older adults:
    • Encourage them to attend the Learning Lab
    • Inform grantees that they can host an Encore Fellow in their organization
    • Sponsor an Encore Fellow at one of your grantee organizations
  • Thank You
  • Upcoming GIA Programs
    Economic Security – September 2011
    Healthy Aging – December 2011
    EngAGEment Initiative Design Team
    ....needs your help to plan the next events!
    Just complete the volunteer form on your table.