MAKE IT MATTER PERFORMANCE MANAGEMENT SERVICE GRANT
OUTLINE Why Leadership Development & Strategic HR? Overview of Performance Management Service Grant Value proposition Scope Process Nonprofit eligibility criteria Pro bono consultant team The Leadership Development & Strategic HR Practice is presented by American Express. The design of this Service Grant has also been generously supported by American Express. The design of the Performance Management Service Grant has been generously supported by the Annie E. Casey Foundation
LEADERSHIP DEVELOPMENT & STRATEGIC HR WHAT EXPERTS ARE SAYING Many successful business CEOs spend well over half their time on people-related issues. In contrast, the executive directors of nonprofits tend to devote the lion s share of their time to fundraising. THE BRIDGESPAN GROUP The Nonprofit Sector s Leadership Deficit
LEADERSHIP DEVELOPMENT & STRATEGIC HR WHAT FUNDERS ARE SAYING A growing number of grantmakers are recognizing that leadership development is a key driver of organizational effectiveness and are beginning to invest in new and more robust models to help. SYLVIA YEE Vice President, Evelyn and Walter Haas, Jr. Fund
OVERVIEW OF SERVICE GRANT THE PURPOSE Help organizations think and act strategically with regard to talent management Use targeted leadership development to build capacity Integrate HR goals with broader organizational priorities THE RESULT More deeply engaged staff Stronger, more aligned organization Standard practices and reduced administrative burden
VALUE PROPOSITION Performance management is critical to aligning and enabling people at the organization and gaining from higher productivity, improved morale and higher retention rates. PERFORMANCE MANAGEMENT OFFERS: Assessment: current performance management needs Development: improved performance management system including necessary metrics, templates and timelines and a customized internal communications plan to roll-out the system Training: test runs with a few managers and training for up to 8 staff 6
POTENTIAL CHALLENGES TO BE EXPLORED Gaps resulting from rapid growth Role overlap/misalignment High turn-over Declining satisfaction/engagement Burn out Gaps in skills Confusion about process Poor management training on performance issues * The Pro Bono Consultant team will not have time to explore all of these issues in depth, only those that are most relevant 7
SCOPE In Scope Out of Scope Discovery: up to 10 interview sessions Discovery Findings Presentation Options for the Performance Management System A test run of the Performance Management System Training of the new Performance Management System for up to 8 managers More than 10 interview sessions Implementation of the Performance Management System (beyond training) Development of job descriptions One-on-one training
PROCESS Kickoff Discovery Draft Direction Delivery Establish rapport, conduct background research and create Project plan to serve as road map for rest of project Conduct interviews, Review other discovery materials, analyze and present findings and recommendations Present options for Performance Management System and receive feedback Conduct Test Run, revise and finalize materials, conduct training
NONPROFIT GRANTEE CRITERIA Clear strategic priorities and organizational goals Accurate job descriptions for all or most employees An Executive Director strongly committed to this project At least 8 full-time staff A compensation system flexible enough to support your performance management system Managers who have received at least some managerial training Staff that can invest the necessary time to make the project succeed: Executive Director: 2-3 hours each week Human Resources Manager*: 3-5 hours each week Day-to-Day Contact (may be the same as HR Director): 4-5 hours each week Managers (up to 10): 20-25 hours each Selection of all employees: 5-10 hours each over the course of the project * Or the person responsible for HR 10
THE SERVICE GRANT TEAM Account Director Name Project Manager Name Performance Management Analyst Name Internal Communications Manager Name Training Specialist Name