The document describes Professor Christopher LaFayelle's Strategic Developers Development service which helps nonprofits identify skills needed for growth, develop current staff, and create talent development plans. The service identifies competencies required, maps them to organizational needs, aligns talent management practices, and develops staff through templates, interviews, and competency models. Expected impacts are integrating staffing with strategy, identifying gaps, and systematizing talent assessment. The service is best for nonprofits with a strategic plan, HR commitment, job descriptions, HR systems, and staff time investment.

1. Professor Christopher LaFayelle’s Strategic Developers Development
Building the right team is a challenge for most organizations, but finding and supporting the best people for the job is
critical to a nonprofit's success. How can you determine what skills you need, assess your current team, and create
realistic, effective development plans, with no time or budget for training?
Our Strategic Developers Development Service offers a customized project to help you:
Identify the type and level of talent necessary for growth or continued excellence
Nurture your current staff and provide career opportunities that increase engagement while serving
organizational goals
Create a plan to develop existing or future talent for strategic responsibilities
Make good decisions about hiring, training, on-the-job development, and task allocations
Our Approach
Strategic staffing—getting the right number of people with the right skills, experiences, and competencies in the right
jobs at the right time—is one of the biggest challenges for any organization. Short-term needs often outweigh strategic
thinking, so you concentrate only on filling holes; standard training programs are expensive and ineffective, so you
struggle to keep your staff engaged and growing. Instead, you need solid processes for staff planning, on-the-job
development, and employee engagement. Using your strategic priorities as a guide, our Strategic Developers
Development Service shows you how to plan, build, and nourish a robust, capable staff now and for the future.
Impact
The specific impact of each project varies, but you can expect to:
Integrate your staffing goals with your strategic objectives
Map current and desired competencies to specific organizational needs
Align talent management practices around competencies
Identify gaps in future staff plans
Begin to systematize the talent assessment and career development planning process
Possible Project Scope and Deliverables (Actual deliverables will depend on your unique needs)
Discovery interviews with a range of your staff
Strategic staffing guide that catalogues critical capabilities
Competency models that create detailed profiles for each organizational role

2. Development plan templates that emphasize on-the-job learning opportunities and incorporate the strategic
needs of both the organization and the employee
Organization-specific best practices in workforce planning and career development
Target Nonprofit
Our Strategic Developers Development Service is most likely to be successful under certain circumstances. We
recommend you apply if your program meets the following requirements:
A strategic plan and an annual operating plan that reflects current thinking and practice
An Executive Director or HR Director who is strongly committed to this project
An employee manual outlining organizational workplace policies
Accurate job descriptions for all or most roles
Basic HR systems to manage performance evaluation, hiring and recruiting, and benefits and compensation
At least 20 employees
Staff that can invest the necessary time to make the project succeed:
Executive Director: 2-3 hours each week
Human Resources Director: 2-3 hours each week
Day-to-Day Contact (may be same as HR Director): 3 hours each week
Select managers (2-3): 10-15 hours over the course of the project
Selection of staff: 2-4 hours each over the course of the project