The document outlines a collaborative initiative involving Bhethlehem Haven, the Center for Victims of Violence & Crime, and POWER in Pittsburgh, aimed at addressing shared human resources needs and enhancing services for their communities. Key steps included identifying a shared human resources department, conducting audits, and adopting a collaborative operating agreement to increase efficiency, visibility, and funding. The document also discusses the evolving challenges faced by these organizations due to economic changes and emphasizes the importance of investing in staff development to maintain service quality.

1. Partners Bethlehem Haven Center for Victims of Violence & Crime POWER Pittsburgh, Pennsylvania

2. Bethlehem Haven’s mission is to provide a continuum of care to homeless women that leads to self sufficiency. The Center for Victims of Violence & Crime’s mission is to heal trauma, resolve conflict & end violence. POWER’s mission is to help women reclaim their lives from the disease of addiction & to reduce the incidence of addiction in future generations.

4. Collaboration . . . mutually beneficial relationship between two or more organizations that includes: Commitment to shared relationships & goals Jointly developed structure & shared responsibility Mutual Authority & Accountability Sharing of Resources & Rewards Report from The Forbes Funds

5. “ Mutually Beneficial” Step 1: Identified the Problem Growing HR needs Limited resources Step 2: Envisioned the Solution To address growing HR needs by creating a shared HR department

6. Getting Started Step 3: Who Should be Involved? Identified ourselves as the Partners Obtained Board approval Secured initial Foundation support Hired Consultant

7. HR Director & Partners with consultant Kate Dewey, Dewey & Kaye

8. “ Commitment to Shared Relationships & Goals” Why it worked (and works!) Initially . . . Trust, respect & mutual likability Throughout . . . Operating Agreement Today . . . History and trust, respect & mutual likability The Relationship

9. HR-C Original Partners HR Director, Nancy Simpronio, with Executive Directors of HR-C Partner Agencies – Marilyn Sullivan, Rosa Davis and Stephanie Walsh

10. The Goals Address growing HR & personnel management needs of the three partner agencies Ensure legal compliance & best practices Become employers of choice Realize cost savings through economies of scale

11. Step 4: Conducted a Readiness Assessment Hired consulting firm to conduct HR audits of each organization

12. “ Jointly Developed Structure with Shared Responsibilities” Step 5: Developed a Plan Establish a workable model Created a job description Agreed on plan for recruiting HR Director Developed an Operating Agreement

13. Planning Cont’d. Agreed on Resources & Inputs Time ~ commitment to monthly meetings Talent ~ each ED took responsibility for portion of the plan (i.e. grant writing, supervision, pr) Funding ~ sought & secured $325,000+ from foundations

14. Planning Cont’d. Identified Desired Outputs Hire & Share HR Director Develop materials, templates, etc. Establish structure for future expansion Assigned responsibilities Rosa ~ grant writer & keeper of records Stephanie ~ space & management Marilyn ~ communications/PR

15. “ Mutual Authority & Accountability for Success” Step 6: Implemented the Collaborative Operating Agreement described: our values & guiding principles how decisions would be made the exit strategy

16. HR-C received the People Do Matter Award April 5, 2006

17. HR-C wins People Do Matter award, sponsored by the PHRA, in the category of “Work Structures & Processes” Nancy Simpronio, MSHR, PHR and her mom!

18. Increased Local Visibility & National Attention Respect & Recognition/Model Increased Funding from Foundation Community Opportunities to Share & Learn Outside of HR SHARING MORE RESOURCES & REWARDS

19. So, where are we now and where are we headed?

20. Today’s Team

21. A Strategy for Expanding the Impact of the HR-C With additional funding from Richard King Mellon Foundation , we hired consultant Rhonda Schuldt of The Synergos Group LLC to help us develop a business model & plan for expanding the HR-C. (Outline for the business plan developed by consultant follows)

22. An Expanded HR-C The HR-C’s Primary Customer Executive Directors of Nonprofit Organizations What They Need (What we’ve learned*) HR Audits Benefits and Pay Professional/Expert Knowledge Uniform Policies and Procedures Successful Recruiting & Retention Collaboration Consulting * customer research through surveys in early 2008 & executive director round table discussion in the summer of 2008

23. What Has Changed? Radically Changing Economic Times Current HR-C Members All 3 have merged and/or grown – increased complexity & issues that accompany such changes have stressed HR-C capacity Nonprofit Community Stress on Employees – as more people seek assistance & resources to deliver services, organizations need assistance in training, motivating & retaining employees Downsizing – assistance with layoffs and organizational closures Risk Management – employee stress can increase risk, particularly in human services agencies Partnership & Mergers – cultural and programmatic alignment to better serve the community through organizational alliances

24. Invest in staff development – “Agency leaders must be cautious of the stress being placed on nonprofit staffs and avoid burnout during this tumultuous time. Workloads must be monitored, and agencies must implement activities to keep staff energized, refreshed, and current with needs and trends.” Understanding the Impact of the Economic Downturn on Pittsburgh Residents and Human Services Agencies The Forbes Fund November 2008

25. OPPORTUNITY “ We are all faced with a series of great opportunities - brilliantly disguised as insoluble problems.” ~ John W. Gardner

26. Immediate Opportunities Assist organizations in crisis by helping them thoughtfully address staff reductions while maintaining critical services.

27. Longer Range Opportunities Strategic Direction Mission our purpose, expressed in lives changed “ To professionalize human resources for nonprofit organizations so they can better focus on their mission. ” 9/3/08

28. Strategic Vision strategic destination…where we want to be “ The HR-C will be a premier builder of human resource capacity for the nonprofit community in Southwestern Pennsylvania” 9/3/08

29. Responding to the Needs differing levels of need and engagement Partners New partners in the “ collaborative ” Professional HR function to be present within the organization HR professional as a member of the management team Clients Specific services offered Short-term engagement “ consulting ” Subscribers Access to a knowledge bank, updated information related to HR issues “ Call-In ” option for HR questions needing a quick answer from a HR professional Community/Network

30. Potential Offerings

31. Strategic Next Steps Moving Forward

32. Contacts & Resources HR-C, Nancy Simpronio, PHR 412.243.7535, x-221 [email_address] Bethlehem Haven, Lois Mufuka-Martin, MEd 412.391.1348 [email_address] www.bethlehemhaven.org

33. Contacts & Resources CVVC, Stephanie Walsh, MSW 412.482.3240, x-120 [email_address] www.cvvc.org POWER, Rosa Davis, MSW 412.243.7535, x-213 [email_address] www.power-recovery.com

34. Contacts & Resources The Synergos Group LLC, Rhonda Schuldt 412.551.4408 [email_address] www.synergosgroup.com Dewey & Kaye, Kate Dewey 412.281.9690 [email_address] www.deweykaye.com

35. Contacts & Resources The Forbes Funds, Diana Bucco 412. 394.4271 [email_address] www.forbesfunds.org