Your SlideShare is downloading. ×
0
 
Accountability <ul><li>What does accountability mean to a nonprofit organization? </li></ul>
What are we accountable for?  Who are we accountable to? Human resources Financial resources Mission, goals and outcomes d...
Role of strategic planning and evaluation Mission, goals, outcomes Programs and services  Resources <ul><li>How well are w...
Strategic Planning and Evaluation <ul><li>Cyclical process (listen, plan, do, evaluate) </li></ul><ul><li>Learning is inhe...
Discussion <ul><li>How are we currently using planning within our organization? </li></ul><ul><li>What issues/ concerns do...
<ul><li>What are our organization’s human resources? </li></ul>
Human Resource Needs and Challenges  <ul><ul><li>Growth in the sector </li></ul></ul><ul><ul><li>For-profit competition  <...
<ul><ul><li>Average turn-over rate in nonprofits is 21%  </li></ul></ul><ul><ul><li>It is higher in smaller organizations ...
<ul><li>Why do people work and volunteer in the nonprofit sector? </li></ul>
Important Factors in Evaluating a Job Opportunity <ul><ul><li>Mission and program of the organization </li></ul></ul><ul><...
Motivations for Volunteering <ul><li>Mirror same motivations in seeking to work in a nonprofit: </li></ul><ul><ul><li>Do s...
Activity <ul><li>Draw your organizational structure </li></ul><ul><li>Use one color for paid staff and choose another one ...
Compliance with Laws Efficient HR processes Recruitment, hiring, monitoring appraisal Effective HR programs Retention, tur...
Employee Identified Good Practices <ul><li>Feeling continually challenged </li></ul><ul><li>Believing in the strategic pla...
Voice from Emerging Leadership <ul><li>Need for leadership development and professional training opportunities </li></ul><...
Good Practices in Human Resource Management <ul><li>Calculate turn-over rate and begin a discussion on turn-over and vacan...
<ul><li>Monitor employee satisfaction levels </li></ul><ul><li>Management training for managers (good coaches and managers...
<ul><li>Must haves: </li></ul><ul><li>Handbook </li></ul><ul><li>At-will employment policy </li></ul><ul><li>Orientation <...
Laws to consider <ul><li>Title VII, Civil Right Act </li></ul><ul><li>Age Discrimination in employment Act </li></ul><ul><...
Who are the volunteers? <ul><li>Look at the profile of volunteers in America </li></ul><ul><li>Identify trends and demogra...
Activity <ul><li>Brainstorm around the different age demographics of volunteers. </li></ul><ul><li>What types of positions...
How to ensure meaningful work? <ul><li>What types of positions are available? </li></ul><ul><li>What types of support and ...
Volunteer Management <ul><li>Part of an organization’s human resource structure </li></ul><ul><li>Actual work/job descript...
Volunteer management practices that impact retention (Urban Institute, 2004) <ul><ul><li>Training and professional develop...
<ul><li>Must haves: </li></ul><ul><ul><ul><li>Handbook  </li></ul></ul></ul><ul><ul><ul><li>At-will employment policy </li...
Johnson Center for Philanthropy and Nonprofit Leadership Nonprofit Leadership Institute Nonprofit Good Practice Guide The ...
Upcoming SlideShare
Loading in...5
×

Ceo 201 - Human Resources Presentation

3,851

Published on

Published in: Economy & Finance, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
3,851
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
145
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide
  • Thank you Jesse for inviting - Johnson Center is happy to be a part… And thank you to all of you for spending your morning with us as we learn about the nonprofit sector and how we can be responsible, accountable board members. It was great to see how many of you are already board members in your communities. I’d like to ask all of you…
  • Transcript of "Ceo 201 - Human Resources Presentation"

    1. 2. Accountability <ul><li>What does accountability mean to a nonprofit organization? </li></ul>
    2. 3. What are we accountable for? Who are we accountable to? Human resources Financial resources Mission, goals and outcomes donors Federal and state authorities grantors Our community Our staff and volunteers
    3. 4. Role of strategic planning and evaluation Mission, goals, outcomes Programs and services Resources <ul><li>How well are we managing our resources? </li></ul><ul><li>Are we being good stewards of our resources? </li></ul><ul><li>Do we have enough resources to achieve our mission? </li></ul><ul><li>What programs or services are necessary for us to achieve our mission? </li></ul><ul><li>Are our programs and services achieving positive change among those served? </li></ul><ul><li>What are our organizational outcomes? </li></ul><ul><li>Are we achieving our goals and mission as an organization? </li></ul>
    4. 5. Strategic Planning and Evaluation <ul><li>Cyclical process (listen, plan, do, evaluate) </li></ul><ul><li>Learning is inherent in evaluation </li></ul><ul><li>Using learning to enhance our work </li></ul><ul><li>Alignment between resources, programs and mission is critical </li></ul>
    5. 6. Discussion <ul><li>How are we currently using planning within our organization? </li></ul><ul><li>What issues/ concerns do we have about planning? </li></ul><ul><li>How do we connect resources, programs and outcomes in planning? </li></ul><ul><li>Do we evaluate how well we have achieved our plan? </li></ul><ul><li>Do we learn from the outcomes of our evaluation? </li></ul><ul><li>How are we being accountable to our stakeholders? </li></ul>
    6. 7. <ul><li>What are our organization’s human resources? </li></ul>
    7. 8. Human Resource Needs and Challenges <ul><ul><li>Growth in the sector </li></ul></ul><ul><ul><li>For-profit competition </li></ul></ul><ul><ul><li>Emerging leadership deficit </li></ul></ul><ul><ul><li>Nonprofits face tight budgets, it is typical to cut training and professional development. </li></ul></ul>
    8. 9. <ul><ul><li>Average turn-over rate in nonprofits is 21% </li></ul></ul><ul><ul><li>It is higher in smaller organizations (to 28%) but seen as less of a problem by these nonprofit organizations </li></ul></ul><ul><ul><ul><li>The average turn-over rate is computed as: </li></ul></ul></ul><ul><ul><ul><li>Total number of employees who leave in one year </li></ul></ul></ul><ul><ul><ul><li>Average total number of people employed in that year X 100 </li></ul></ul></ul>Human Resource Needs and Challenges
    9. 10. <ul><li>Why do people work and volunteer in the nonprofit sector? </li></ul>
    10. 11. Important Factors in Evaluating a Job Opportunity <ul><ul><li>Mission and program of the organization </li></ul></ul><ul><ul><li>Salary and benefits </li></ul></ul><ul><ul><li>Effectiveness and impact of the organization </li></ul></ul><ul><ul><li>Personal value match the values of the organization </li></ul></ul><ul><ul><li>Sources: Common Good Career, 2008 </li></ul></ul>
    11. 12. Motivations for Volunteering <ul><li>Mirror same motivations in seeking to work in a nonprofit: </li></ul><ul><ul><li>Do something good for the community </li></ul></ul><ul><ul><li>Contribute to community </li></ul></ul><ul><ul><li>Believe in the mission of the organization </li></ul></ul><ul><li>Network and socialize </li></ul><ul><li>Other factor that keep volunteers: </li></ul><ul><ul><li>Quality of job assignments volunteers receive </li></ul></ul><ul><ul><li>The way they are treated by organization staff </li></ul></ul><ul><li>They volunteer because they were asked </li></ul>
    12. 13. Activity <ul><li>Draw your organizational structure </li></ul><ul><li>Use one color for paid staff and choose another one for unpaid staff (or volunteers) </li></ul>
    13. 14. Compliance with Laws Efficient HR processes Recruitment, hiring, monitoring appraisal Effective HR programs Retention, turn-over management, training, etc. Alignment with the strategic goals of the organization Adapted from US Office of Personnel Management, 1999 Mission, goals, outcomes Programs and services Resources
    14. 15. Employee Identified Good Practices <ul><li>Feeling continually challenged </li></ul><ul><li>Believing in the strategic plan </li></ul><ul><li>Liking my co-workers </li></ul><ul><li>Mentoring from my boss </li></ul><ul><ul><li>source: Common Good Careers </li></ul></ul>
    15. 16. Voice from Emerging Leadership <ul><li>Need for leadership development and professional training opportunities </li></ul><ul><li>Need for mentors </li></ul><ul><li>Address structural barriers such as high burn-out, low pay, lack of professional development and generation differences in organization expectations </li></ul><ul><li>Lack of diversity in the sector in terms of staff, leadership and boards </li></ul><ul><li>NP 2020, 2008 </li></ul>
    16. 17. Good Practices in Human Resource Management <ul><li>Calculate turn-over rate and begin a discussion on turn-over and vacancy with ED, board and staff </li></ul><ul><li>Audit your recruitment and hiring process </li></ul><ul><li>Ask leadership to take a long/hard look at themselves ( 360 evaluation) </li></ul><ul><li>Clarify and redefine roles (instead of doing more with less) </li></ul><ul><li>Good work environment (expectations and value clear, work is valued, able to speak their minds, able to use skills and talents and to grow) </li></ul><ul><li>Do a salary and benefit review </li></ul>
    17. 18. <ul><li>Monitor employee satisfaction levels </li></ul><ul><li>Management training for managers (good coaches and managers and accountability) </li></ul><ul><li>Professional and career development opportunities designed by employees and with intentionality </li></ul><ul><li>Consider how to provide flexibility </li></ul><ul><li>Create a system for recognizing and appreciating staff </li></ul><ul><li>Plan for regular turn-over </li></ul><ul><li>Retention interview as well as exit interview </li></ul><ul><li>Succession plan for top positions </li></ul><ul><ul><ul><li>Source: Opportunity Knocks, 2008 </li></ul></ul></ul>Good Practices in Human Resource Management
    18. 19. <ul><li>Must haves: </li></ul><ul><li>Handbook </li></ul><ul><li>At-will employment policy </li></ul><ul><li>Orientation </li></ul><ul><li>Job analysis and job descriptions </li></ul><ul><li>Recruitment </li></ul><ul><li>Interviewing policy </li></ul><ul><li>Performance appraisals </li></ul><ul><li>Disciplinary action/corrective action procedures </li></ul><ul><li>Employee compensation and benefit (entitlement vs. performance-oriented) </li></ul>Good Practices in Human Resource Management
    19. 20. Laws to consider <ul><li>Title VII, Civil Right Act </li></ul><ul><li>Age Discrimination in employment Act </li></ul><ul><li>Americans with Disability Act </li></ul><ul><li>Family and Medical Leave Act Fair Labor Standards Act </li></ul><ul><li>Minimum Wage and Overtime </li></ul><ul><li>Occupational Safety and Health Act </li></ul>
    20. 21. Who are the volunteers? <ul><li>Look at the profile of volunteers in America </li></ul><ul><li>Identify trends and demographics </li></ul><ul><li>The Independent Sector estimates the hourly value of volunteer time as $19.51 for 2007. </li></ul>
    21. 22. Activity <ul><li>Brainstorm around the different age demographics of volunteers. </li></ul><ul><li>What types of positions may be important for: </li></ul><ul><ul><li>College students </li></ul></ul><ul><ul><li>Baby Boomers </li></ul></ul><ul><ul><li>Virtual volunteers </li></ul></ul><ul><li>What are their motivations? </li></ul><ul><li>What are their needs? </li></ul><ul><li>What things need to happen within the organization to make the volunteer engagement work? </li></ul>
    22. 23. How to ensure meaningful work? <ul><li>What types of positions are available? </li></ul><ul><li>What types of support and infrastructure is available? </li></ul><ul><li>What are the policies/procedures? </li></ul><ul><li>What type of training and professional development is provided? </li></ul><ul><li>Are the staff members on-board with the volunteer/s position and are they clear about the roles and expectations? </li></ul><ul><li>What level of volunteer commitment is expected/desired? </li></ul>
    23. 24. Volunteer Management <ul><li>Part of an organization’s human resource structure </li></ul><ul><li>Actual work/job descriptions </li></ul><ul><li>Need organizational support </li></ul><ul><li>Apply same good practices as needed in managing staff: </li></ul><ul><ul><li>Recruitment process </li></ul></ul><ul><ul><li>Interviewing and screening </li></ul></ul><ul><ul><li>Orientation and training </li></ul></ul><ul><ul><li>Monitoring/supervision </li></ul></ul><ul><ul><li>Evaluation </li></ul></ul><ul><ul><li>Exit interviews </li></ul></ul>
    24. 25. Volunteer management practices that impact retention (Urban Institute, 2004) <ul><ul><li>Training and professional development </li></ul></ul><ul><ul><li>Volunteer position is a “fit” </li></ul></ul><ul><ul><li>Regular “supervision” and communication with volunteers have a negative impact </li></ul></ul><ul><ul><li>Organizational climate that is welcoming to volunteers </li></ul></ul><ul><ul><li>Investment in infrastructure, culture and experience that will make volunteers want to keep on coming back </li></ul></ul>
    25. 26. <ul><li>Must haves: </li></ul><ul><ul><ul><li>Handbook </li></ul></ul></ul><ul><ul><ul><li>At-will employment policy </li></ul></ul></ul><ul><ul><ul><li>Orientation </li></ul></ul></ul><ul><ul><ul><li>Job analysis and job descriptions </li></ul></ul></ul><ul><ul><ul><li>Recruitment </li></ul></ul></ul><ul><ul><ul><li>Interviewing policy </li></ul></ul></ul><ul><ul><ul><li>Performance appraisals </li></ul></ul></ul><ul><ul><ul><li>Disciplinary action/corrective action procedures </li></ul></ul></ul><ul><ul><ul><li>Employee compensation and benefit (entitlement vs. performance-oriented) </li></ul></ul></ul>Good Practices in Human Resource Management <ul><ul><ul><li>Volunteer program evaluation </li></ul></ul></ul>
    26. 27. Johnson Center for Philanthropy and Nonprofit Leadership Nonprofit Leadership Institute Nonprofit Good Practice Guide The Grantmaking School The Community Research Institute www.johnsoncenter.org
    1. A particular slide catching your eye?

      Clipping is a handy way to collect important slides you want to go back to later.

    ×