Showing posts with label Objectives. Show all posts
Showing posts with label Objectives. Show all posts

Tuesday, July 12, 2011

The Best Web Sites To Find Grants

There are hundreds of data banks listing grant opportunities. Many of them require a membership fee or they are dated. The list of funders and links here are valid when published. 

Some of the data banks I have included require a user name, a password and an e-mail address. In some instances your account will require activation through a return e-mail to you to be returned to them or clicking on a link. Please read the privacy notice at the web site, if there is one, and decide whether you want to give the information required.

The list includes links to U.S. foundations and corporations and for the United Kingdom, Canada and Australia. There are data banks aimed at international NGOs. There are specialized banks for animals, women, human rights, health, the environment and international development. I have included what I consider to be the best data banks for U.S. government funds including funds for international purposes...

This is the second new article about finding grant opportunities available at this blog. The earlier one is How to Find Grant Opportunities . You may be aware that I send out 6-8 grant opportunities announcement almost every evening through my Twitter account, http://twitter.com/#!/dgriesmann

There are over 1.3M nonprofit tax exempt organizations in the United States. Most of them are looking for grants to fund their missions. The funds available from nongovernmental sources, foundations, corporations and trust funds are miniscule compared to government sources.

The parameters for inclusion here are –

  • no fees
  • open to all
  • meaningful list
  • broadly based
  • user friendly
  • timely   
I hope that readers will add their favorite links to data banks of grant opportunities to this list, meeting the same parameters.

My overriding principle for this and other articles about grants is - what is on the internet that NPO/NGOs can secure with no cost or gimmicks?  We have many dedicated people in our sector who deserve our thanks who put almost everything we need to know out there for no cost. The hard part of course is mining it for value. That is what I try to do about grants - mining them for value. I have mined here the best data banks that can serve you well. The goal here is to make your search as little frustrating as possible.

The following is not an all inclusive list. I have tried to find as many data banks as possible. They can help you decide which grant opportunities to review and which may not be worth your time. I have added my own comments about the web sites as needed.

The Foundation Center has an excellent Guide to Funding Research for grantseekers that should be read by everyone, staff, consultant, volunteer or board member, starting out for the first or 30th time searching for grants, - http://foundationcenter.org/getstarted/tutorials/gfr/

I have included information and links for international grant opportunities. According to the Foundation Center there were over $7.6 billion in grants given to 15,675 international recipients in 42,169 foundation grants. http://fconline.foundationcenter.org/maps/ 

  1. Grants.gov is an excellent source for timely notice of federal grants, sorted by opening or closing date over the past 7 days. It includes domestic and international grants. I suggest this should be a “favorite” if you are interested in federal grants because it changes regularly  http://www.grants.gov/search/search.do?mode=Search&dates=7&docs1=doc_open_checked  
  2. Federal Grants Wire, a useful search tool for finding federal grants, government grants and loans. They currently index 2,481 federal grants and loans organized by sponsoring agency, applicant type, subject area http://www.federalgrantswire.com/   
  3. Federal Business Opportunities (Fed Biz Ops) with 25,000 - 32,000 contract opportunities, some for nonprofits. This is not an easy site to navigate but if you are looking for business contracts rather than grants this where you can start https://www.fbo.gov/?s=home&tab=list&mode=list 
  4. NonProfitExpert.com, detailed listing of grants and good information for grant seekers; review the categories listed on the left hand side.    http://www.nonprofitexpert.com/federal_grants.htm 
  5. Jon Harrison and Michigan State University have a comprehensive list of funders alphabetized by subject http://staff.lib.msu.edu/harris23/grants/2sgalpha.htm
  6. Youth Grants for NPOs working  in that service area http://www.youthtoday.org/grants.cfm
  7. Rural Assistance Center has an excellent directory of foundations with funding links by topics, and links to state resources http://www.raconline.org/funding/funding_topic.php  
  8. Common Grants material has a list of foundations that accept their universal grant application form. The list of foundations is in alphabetical order and is searchable by location, program type and beneficiary http://www.commongrants.com/participating-funders    
  9. Meyer Foundation’s list about funding opportunities, outside Meyer, includes information on ways to strengthen nonprofit organizations, research about people and communities that Meyer cares about, and useful links for nonprofits and grantmakers
    http://www.meyerfoundation.org/resources/Other+Funding+Opportunities/ 
  10. FundsNet Services.com has excellent information about grants and you can browse through categories of grants from Animal & Wildlife Grants to Women Grants - http://www.fundsnetservices.com/   
  11. Women’s Funding Network connects and strengthens more than 160 organizations that fund women’s solutions across the globe http://www.wfnet.org/the-network/member-directory  
  12. Google directory of foundations in alphabetical order, look at the links to categories to save some time http://directory.google.com/alpha/Top/Society/Philanthropy/Grants/Grant-Making_Foundations/  
  13. Grant Makers in Health has partners listed and linked alphabetically -http://www.gih.org/link_no_cat2664/link_no_cat.htm  
  14. Environmental Grantmaker Association has an alphabetical list and links - http://www.ega.org/funders/funder.php?op=list 
  15. Animal Rescue and Rehabilitation funders are listed at the University of Wisconsin grants’ library http://grants.library.wisc.edu/organizations/animals.html   
  16. California Polytechnic State University, listed by subject in alphabetical order -   http://www.calpoly.edu/~grants/3_FoundSubj.html   
  17. Foundation Center has a list of the 100 largest U.S. grantmaking foundations ranked by the market value of their assets, based on the most current audited financial data in the Foundation Center's database as of April 27, 2011. http://fdncenter.org/findfunders/topfunders/top100assets.html  
  18. ChristianGrants.com features links by key words and by work projects including building campaigns, program support, outreach ministries and more http://www.christiangrants.com/   
  19. National Association for the Exchange of Industrial Resources (NAEIR) features a catalog of donated merchandise for supplies http://www.naeir.org/    
  20. A reader suggested - ScanGrants™ is designed to facilitate the search for funding sources to enhance individual and community health – medical researchers, social workers, nurses, students, community-based health educators, academics and others
    http://www.scangrants.com/ 

For international grants:

  1. Canada’s CharityVillage has a section with a list of grantors in alphabetical order, searchable by categories http://www.charityvillage.com/cv/nonpr/nonpr17.asp and 

    Canadian international grants - http://www.charityvillage.com/cv/nonpr/nonpr9.html#sep1211 

  2. Canada funders can be found on FundsNet Services.com http://www.fundsnetservices.com/searchresult.php?sbcat_id=29    
  3. Nobel Peace Prize has a list of international foundations http://www.nobelpeaceforum.org/grantsandrelatedresources.htm   
  4. Grants from foundations aimed at United Kingdom, Australia, Canada and other international funders at Fundsnet Services.com  http://www.fundsnetservices.com/showcats.php?sbcat_id=10  
  5. Jon Harrison's list of Women in International Development, a compilation of web pages of potential interest to NGOs seeking funding opportunities related to women in international development- http://staff.lib.msu.edu/harris23/grants/2wid.htm 
  6. The International Human Rights Funders Group has a grants tool designed to enable both grantmakers and grantseekers to search for human rights funders by several key criteria: areas of rights funding, activities supported and geographic focus at http://ihrfg.org/funder-directory-search 
  7. Grant Makers without Borders does not provide grants but does have an excellent directory of foundations and other organizations interested in international grantmaking http://www.internationaldonors.org/advicegs/index.htm   
  8. LGBTQ Funders Directory provides information on funders of organizations and projects working with lesbian, gay, bisexual, transgender and queer (LGBTQ) communities. All of the groups included in the directory have provided financial support, of varying types, to LGBTQ programs. http://www.lgbtfunders.org/seekers/directory.cfm 
  9. ChristianGrants.com features international opportunities with links by key words and by work projects including building campaigns, program support, outreach ministries and more http://www.christiangrants.com/ 
  10. Grantmakers Online.com, an interactive database of world-wide funders, in Beta form, and a little clumsy but highly useful, http://www.grantmakersonline.com/
For other international listing see the companion piece, below, about free e-newsletters that provides timely notice of grant opportunities -

Through the Looking-Glass for International Grant Opportunities


For e-newsletters about grants, see

How to Find Grant Opportunities


Are you sure your organization is ready to receive and appropriately account for the assistance from a grant? Before you say “Yes”, please read this

One Phase of Nonprofit Organizational Readiness for Grant Funding – Recordkeeping  

Thursday, July 16, 2009

Beware The Nonprofit Watchdog – Charity Navigator

Here is why small and mid-size nonprofits and donors should be wary of the watchdog Charity Navigator. I am no fan of Charity Navigator. Charity Navigator is a tax exempt nonprofit organization. It holds itself out as the number one charity evaluator. Charity Navigator (CN) says of itself that they are “America's premier independent charity evaluator, (that) works to advance a more efficient and responsive philanthropic marketplace by evaluating the financial health of over 5,400 of America's largest charities.” They measure NPOs basically on previous Form 990s, a troubled, unclear and mistake prone IRS annual report. Not even CPAs agree what goes into certain financial parts of the 990 – what are administrative expenses, what are program expenses, what are fundraising expenses? Where are the issues of effectiveness, evaluation, outcomes, impact, results, change, morality, integrity and ethics in Charity Navigator's ratings? The new family of 990s may help but they are still new and will not address all the issues. Here are the problems with Charity Navigator.

Yes, there is a need for oversight and evaluation of nonprofits

There is a need for oversight of the third sector. Nonprofit organizations need to be accountable, transparent - their feet held to the fire as to what they say they are going to do. States’ Attorneys General, the Internal Revenue Service, independent groups and certain individual funding sources such as government funding and foundations are insufficient at this time to do that job.
  • But who should be doing this evaluation for the giving public?
  • What are the measurement standards?
  • Who should be reviewed?
  • How can the public trust their support will be used for the announced purposes?
  • How often should they be reviewed?
  • How can nonprofits appeal the findings?
  • How are international organizations to be reviewed?
  • How should advocacy groups be monitored?

These are important issues and there are no easy answers. Charity Navigator does not address them.

We need to assure the public that nonprofit tax exempt organizations are acting on measurable goals and objectives, that we are looking at effectiveness, outcomes, results, impact and change. Is that what Charity Navigator and others are doing? No way!

The movement to establish standards for high-performing nonprofits

On April 2009 GuideStar, BBB Wise Giving Alliance and Charity Navigator met to discuss new approaches to identifying high-performing nonprofits:

The Press Release about the meeting states:

The Alliance for Effective Social Investing, a network of nonprofit leaders, which includes the CEOs of GuideStar, Charity Navigator, BBB Wise Giving Alliance and Network For Good met in Washington, D.C. and agreed to work together to drive more funds to high-performing nonprofits.

Organized by Social Solutions, the Alliance for Effective Social Investing is an international effort to identify promising new metrics of organizations’ social impact and promote the development of a more robust environment for effective social investing - replacing financial measures as the sole barometer of an organization’s performance.

The Alliance, representing over 25 leading U.S. and European social sector organizations, is committed to supporting each other and working together to strengthen the evolving social capital market.

(Snip)

At the recent gathering (the Alliance’s second meeting) the group received updates from the Urban Institute, GuideStar and Charity Navigator about how each was moving to improve their websites and rating methodologies as well as develop new tools to support a more impactful nonprofit sector.

(Snip)

http://www.alleffective.org/news/Alliance_Press_Release_041409.pdf

Do the ratings at Charity Navigator help or hinder fundraising?

There is no mention of transparency about who become members of the CN closed membership. I wonder if the U.S. members of the Alliance have spoken loudly and forcibly that CN is hurting small and mid-size nonprofits by not including everyone required to file one of the 990 forms – or no one. There is no level playing field. There is no voice for the small and mid-size nonprofits in this group. Donors are also given a limited assortment of charities they could support.

At some point the factors for transparency and accountability of the Recovery Act (AARA) will impinge upon funded nonprofit contractors and sub-contractors.

No matter what the Alliance is attempting to do, Charity Navigator is the name of the game of ratings. See the article from CN about the media attraction listed in RESOURCES, below.

The ratings by CN are shown by numbers of stars from four stars as best and zero stars as worst.

Charity Navigator (CN) stands as the most popular, most cited, most perceived credible monitor of the nonprofit world by the nation’s press and media. For instance CNN and CN have an arrangement that CNN will use CN’s rated groups in a disaster or catastrophe, many times bypassing four star nonprofit groups on the ground in the affected community. CN should itself be held to a higher standard. In my view it does not pass muster and is dangerous to the public’s perception of the nonprofit world.

But all is not well in the CN world. Six days before Christmas 2008 the Wall Street Journal featured this article, Charity Rankings Giveth Less Than Meets the Eye - The Ratings of Nonprofits Are Often Uncharitable, Sometimes Failing to Credit Crucial Factors Such as Success Wall Street Journal by Carl Bialik. It says in part:

Call it a false sense of humanity.

It may make you feel better to know that your charitable donations are going to organizations that have been highly rated by any number of online charity rankings. But these sites fail to quantify the most-important and most elusive charity measurement: success in achieving its mission.

Like stocks, charities typically are rated by their financial numbers or by qualitative characteristics such as corporate governance -- or both. Unlike stocks, charities have no single measure akin to business profit to determine successful performance. There is a widespread search for such a number, but the challenges may be too daunting. Meanwhile, some of the measures that are used may inspire bad actors to try to game the system.

"In the nonprofit world, it is a billion times more complex," Michael Soper, a consultant to nonprofit groups based in Midway, Utah, said. "They're not here to produce a profit; they're here to provide a service."

And donors giving a relatively modest amount may not want to invest the necessary time to evaluate charities thoroughly. Their quickest recourse is to search Charity Navigator, one of the most popular sites that assigns ratings from zero to four stars to more than 5,000 nonprofit organizations that file a certain tax form with the Internal Revenue Service (some religious groups are exempt). Charities are evaluated in several financial categories, and compared to their peers. Food banks, for example, typically spend 1.9% of their expenses on administrative costs, far below the median for all charities of 9.6%. So a food bank that spends 8% on administrative expenses gets just five out of 10 possible points for that category.

"Our assumption is that the average person in our society doesn't have the time or expertise to wade through these kinds of financial statements," said Ken Berger, president and chief executive of Charity Navigator. "We're providing an analysis."

The ratings do more than measure charities; they can change them, not always for the better. Mr. Soper, the nonprofit consultant, said that some charities, focused too much on rankings, adapt to climb them, much like universities play to college rankings' criteria. Only "what gets measured gets done," said Mr. Soper.

Some critics of Charity Navigator said it can create backwards priorities, encouraging them to withhold funds instead of dispersing them. The ratings, for instance, encourage charities to keep assets in reserve that total as much as their annual budget -- and more for certain types of charities with big ongoing expenses such as museums and schools.

The National Wildlife Federation gets two stars from Charity Navigator, in part because it has on hand assets equal to about two-thirds of one year's expenses. Cynthia Lewin, senior vice president and general counsel, said that having more cash on hand would be a "breach of fiduciary duty."

(Snip – full article linked in RESOURCES)

The Washington Business Journal in January 2009 ran an article entitled In Focus: Nonprofits Making sure that the dollars do some good

U.S. charities took in $230 billion from individual donors in 2007. Now nonprofit experts are looking for ways to see if that money has any impact.

Donating to a local charity can be an incredibly rewarding experience. If the organization is smart about fundraising, it shares stories of success: Their newsletter shows photos of children smiling and laughing. The annual report reveals that a large portion of donated funds goes directly to people in need. At the awards luncheon, volunteers and recipients share heartwarming stories of changed lives, crises averted and hopes restored. Tears are shed.
Individual donors gave around $230 billion to U.S. charities in 2007, about twice the gross domestic product of India. But do they know their donations are being used to maximize social outcomes? Do they even know if they are helping recipients in any lasting way?

(Snip)

Administrative costs and fundraising prowess are key measures in one of the most popular charity-rating tools, CharityNavigator.org.

Charity Navigator, based in Mahwah, N.J., employs a star-rating system like those for restaurants or hotels. It also publishes a bevy of Top 10 lists, like “10 Slam Dunk Charities” and “10 of the Best Charities Everybody’s Heard Of.”

An estimated $10 billion in annual donations are affected by the research that donors do on the site, said Ken Berger, the chief executive officer of Charity Navigator.

He acknowledged the site is probably better at weeding out grossly wasteful organizations than it is at separating the effective from the not-so-effective.

“There arguably could be organizations that have good financials, but their outcomes are not so good,” Berger said.

An explainer on the site says the ratings should not be the only factor when making donations, but the stars overwhelm that message, Berger said. “I think what happens is some people go to the site, they type in the name, they look at the stars, they leave.”

That dynamic incenses [Steve] Butz, a former youth instructor at the Living Classrooms Foundation, a Baltimore-based nonprofit that just opened a D.C. campus. [Butz is president of Baltimore-based Social Solutions Inc., which makes software that enables human services workers to track and analyze program data.]

By rewarding nonprofits for lowering their administrative costs, “you’re valuing whoever can look the most harried and frenzied,” he said. “That’s the person the sector holds up as the gold standard.”

(Snip – full article linked in RESOURCES)

Well over 1 million nonprofit tax exempt organizations are hindered in fundraising by Charity Navigator and its self-styled assistance.

How Charity Navigator leaves you out of its rating system

There are over 1.4 million tax exempt organizations in the U.S. CN measures and lists 5,400 with 1,691 of them receiving 4 stars, barely making a dent in the charitable choices available for potential donors to consider. They limit charitable choice. They do not make the charity marketplace fair, competitive, open and transparent. It is a club with membership requirements.

Charity Navigator was developed to assist donors, not nonprofit organizations.

There are limitations and barriers to be included in the CN club:

  • Sources of Revenue: They require public support to be more than $500,000 in the most recent fiscal year.
  • Because their goal is to help individual givers, they evaluate only those charities that depend on support from individual givers.
  • Length of Operations: They require 4 years of Forms 990 to complete an evaluation. Elsewhere they say they need five years of 990s.
  • They eliminate charities that receive almost all of their funding from government grants, or from the fees they charge for their programs and services. Additionally, they exclude charities that report $0 in fundraising expenses, as they are interested only in charities that actively solicit donations from the general public.
  • If a particular region of the country is underrepresented in one of those lists, they add to that particular list a reasonable number of the largest available charities from the underrepresented region. They then combine these separate lists into a new master list of charities.
  • Very few small and mid-size NPOs will ever be listed. They will be nonexistent to the giving public who use CN to assess charitable giving
  • A nonprofit that expends funds on significant evaluation of its programs and participants will be penalized for higher administrative costs
  • An international nonprofit that provides security at its offices will have an inflated administrative cost and be downgraded.

They also look at –

  • Donor Privacy Policy - In order to meet their criteria, the charity must have a donor privacy policy in writing, guaranteeing that they will not sell or trade their donors' personal or contact information with anyone else, nor will they send mailings on behalf of other organizations. Furthermore, the policy must be prominently displayed on the charity's website or in its marketing and solicitation materials. They review each privacy policy annually when they update a charity's financial evaluation.
  • Finally they review also look at CEO Pay, Income Statement, and Mission (if known)
    From their FAQ section:

Why doesn't Charity Navigator evaluate program effectiveness?

At this time, evaluating the effectiveness of a charity's programs is out of our scope. We hope over time to expand the information we provide donors, and that includes developing a methodology for measuring an organization's output. For now we're still seeking a methodology that would allow us to apply a uniform standard to all charities and thus allow us to continue to provide donors unbiased, trustworthy ratings.

They see the IRS Form 990 as a “uniform standard”, an “unbiased, trustworthy” an original source for ratings. I shudder every time I read that. They are not looking at outcomes, impact and results. They and others may never be able to look that deeply to assist the donating public.

The issues of effectiveness - evaluation, outcomes, impact, results and change.

There are more aspects than evaluation, outcomes, impact, results and change. There are also issues of morality, integrity and ethics within each nonprofit organization. The difficulty of reaching a consensus about evaluations will be hard pressed to assess morality, integrity and ethics. Nevertheless they have been part of what has ruined too many nonprofits. The board and other staff failed to uphold standards of morality, integrity and ethics.

Nonprofits that place a high value on vital training on staff, board and constituents for one or more years may be penalized if those expenses are part of administration.

Charity Navigator competes with nonprofits - you - for funding. They are similar to those NPOs that advertise that for $x a child will be fed for one month. This is how CN phrases their plea in fundraising:

It costs Charity Navigator $1,000 to add a new charity to our database, and $100 per year to update each charity on our site.

Projects to Support
Sponsor an updated charity evaluation: $100Your contribution will enable our analysts to update a charity's financial rating and profile using the most recent data available. If you choose this project, please designate your gift as "updated evaluation" and let us know which charity you would like us to update. If current data is not immediately available, we will update the rating as soon as we receive the new information from the IRS.

Sponsor a new charity evaluation: $1,000With this contribution, our analysts will first determine whether or not the charity meets our criteria, then enter up to five IRS Forms 990 and research the charity's profile information. Please contact us if you would like to learn more about this funding opportunity.

Support a year's worth of data: $3,600Help Charity Navigator continue to directly acquire from the IRS every Form 990 filed in America just one month after the document is filed. These purchases are critical in our quest to supply America's charitable givers with evaluations based on timely financial data. With your permission, we would be pleased to recognize your support on our website. Please contact us if you would like to learn more about this funding opportunity.

Sponsor a block of charities: $8,500 Are you interested in seeing more evaluations of charities in your area, or in a specific charitable cause? Our analysts will review and select up to 10 new charities in your chosen area, determine if they meet our criteria, and prepare evaluations for our website. Please contact us if you would like to learn more about this funding opportunity.

Sponsor a study: $10,000Our in-depth studies, such as the Metro Market and CEO Compensation Studies, require that our analysts update thousands of charities and conduct additional analysis of their fiscal performance. Your contribution will help defray the costs of updating the ratings, compiling the findings and preparing these reports. Please contact us if you would like to learn more about this funding opportunity.

As you search for charities on the CN web site your search is interrupted by a solicitation for funds (emphasis in the original):.

Please contribute to Charity Navigator today. Your donation does so much good for so many--read on to find out how!

Dear Friend of Charity Navigator,

What do all of these GREAT CHARITIES doing GREAT WORK have in common?

These 9 [listed in the ad] are among an exceptional group of 1,691 charities receiving Charity Navigator’s coveted 4-star rating.

Charity Navigator rates itself as a four-star nonprofit worthy of contribution.

Conclusion

The third sector needs to be able to demonstrate to the giving public effectiveness, evaluation, outcomes, impact, results, change, morality, integrity and ethics which carry the worth of a nonprofit organization

CN has no way to measure the accomplishments or lack thereof in any charity. They have no clue what is happening as the result of the work of charities. They cannot demonstarte the change in peoples' and communities' lives affected by nonprofit groups.

They show a small wedge of light about very few charities and then claim they are the beacon on the mountain shedding light for all donors to know where wisely to give. The workhorse small and mid-size nonprofits on the Side Streets of America are not members of the CN club and are not listed on the CNN use of CN information.

CN does not and cannot show effectiveness, evaluation, outcomes, impact, results, change and morality, integrity and ethics which carry the worth of a nonprofit organization, not fiscal information.

CN does not show us their own annual 990 and other fiscal information about themselves and yet they are asking for donations. CN, because of its own serious limitations, does not help charities receive the deserved help they need. CN is a barrier to charitable giving. Our evaluations have helped millions of donors pursue effective philanthropy and influenced billions of dollars in charitable donations. But only to their club membership.

The organizations recognized by CN as worthy of four stars, the highest rating, help in the complicity against small and mid-sized nonprofits by emblazing its four star salute from CN as if it truly means something, that it is credible. The NPOs that receive the four star salute and list it at their web site have fallen into the trap of supporting CN in its meager selection of charities worth contributions. Some of those NPOs know it is a misleading rating and they short change their sister and brother groups that do not even get into CN’s website yet they put the rating up for all to see. They may be four stars but they are also being phony.

In a speech at the (Valuing Impact) conference, CN CEO Ken Berger said that sometimes he cannot sleep for worrying that Charity Navigator’s ratings (of up to 4 stars) “may do more harm than good”.

http://www.philanthrocapitalism.net/wp/2009/05/analyze-this/

Do you think?

Charity Navigator has to be called out about its weaknesses and fallibility. If the voices of the small and mid size nonprofits are not heard nationally and in local communities, nothing will change - for you. Do not be surprised if Ken Berger shows up in your area and lists the worst charities for the news media in the area. If you are one of them, what happens next?

What are your thoughts about Charity Navigator and evaluations of nonprofits for donors? What do you think can help the situation?

RESOURCES

Charity Navigator, http://www.charitynavigator.org/

Charity Navigator's New Course, Chronicle of Philanthropy, July 13, 2009.
http://philanthropy.com/giveandtake/article/1123/charity-navigators-new-course

Charity Ratings Based on Administration Costs can do More Harm Than Good by Saundra Schimmelofennig, May 20, 2009

http://informationincontext.typepad.com/good_intentions_are_not_e/2009/05/emphasis-placed-on-the-percent-charities-spend-on-administration-can-actually-lead-to-increased-wast.html

Charity Rankings Giveth Less Than Meets the Eye - The Ratings of Nonprofits Are Often Uncharitable, Sometimes Failing to Credit Crucial Factors Such as Success, Wall Street Journal by Carl Bialik, The Numbers Guy, December 19, 2008

http://online.wsj.com/article/SB122963299671419401.html

Nonprofit Leaders Meet to Discuss Driving More Funds to High-Performing Organizations, from Alliance for Effective Social Investing

http://www.alleffective.org/index.html

The Fallacy Of Financial Ratios: Why Outcome Evaluation Is The Better Gauge Of Grant Worthiness by Tony Poderis

http://www.raise-funds.com/100402forum.html

See the June 1, 2009 blog about outcomes by Ken Berger, the President of CN: Announcing an Open Forum on Outcomes

http://www.kenscommentary.org/2009/06/announcing-open-forum-on-outcomes.html

Ethics and Nonprofits, Stanford Social Innovation Review by Deborah L. Rhode & Amanda K. Packel, Summer 2009

http://www.ssireview.org/articles/entry/ethics_and_nonprofits/

Making sure that the dollars do some good, Washington Business Journal - by Jonathan O'Connell Staff Reporter, January 30, 2009

http://washington.bizjournals.com/washington/stories/2009/02/02/focus1.html

Rating the Raters, National Council of Nonprofit Associations and the National Human Services Assembly 2005

http://www.nydic.org/nassembly/documents/Rating_the_Raters_Final_3%20.pdf

The American Institute of Philanthropy (AIP) is a nationally prominent charity watchdog service whose purpose is to help donors make informed giving decisions, American Institute of Philanthropy http://www.charitywatch.org/

For Charities and Donors, Better Business Bureau for Charities and Donors http://www.bbb.org/us/charity/

Standards and Best Practices, Evangelical Council For Financial Accountability http://www.ecfa.org/Content/ECFABestPractices.aspx

Wise Giving to Charities, Compiled by Daniel Borochoff President, American Institute of Philanthropy http://www.heartsandminds.org/articles/wisegive.htm

Evaluating Charities: How do I choose?

http://www.libraryspot.com/features/evaluatecharities.htm

The Basics: How to tell a good charity from a bad one by Liz Pulliam Weston CNN/MSNBC

http://moneycentral.msn.com/content/Savinganddebt/consumeractionguide/P58021.asp

To What End? The Importance of Outcomes and Performance by Mario Morino, Venture Philanthropy Partners, April 2008

http://www.vppartners.org/learning/enews/archive/2008/apr08.html

Analyze This from blog philanthrocapitalism by Matthew Bishop & Michael Green

http://www.philanthrocapitalism.net/wp/2009/05/analyze-this/

Social Value Assessment Tool For Nonprofit Organizations in the Public Sector For Use by an External Evaluator by David Hunter and Steve Butz, June 20 2009

http://www.alleffective.org/docs/Nonprofit-Social-Value-Assessment-Questions-Version7.pdf

CN is not the only group attempting to measure the work of nonprofits. Here is a partial list of others attempting to rate quality from the blog Philanthropy 2173:

http://philanthropy.blogspot.com/2008/11/information-markets-in-philanthropy.html

Charity Navigator is the most visible nonprofit rater and is a media darling as detailed below from their web site:

“Last year alone, more than four million donors used the site that TIME Magazine called "One of America's 50 Coolest Websites for 2006." Additionally, the site is a two-time Forbes award winner for "Best of the Web," was selected by Reader's Digest as one of the "100 Best Things about America," and was chosen by PC World as "One of America's Top Websites." In 2007, BusinessWeek inducted Charity Navigator into its "Philanthropy Hall of Fame" for "revolutionizing the process of giving." Charity Navigator was singled out in 2006, 2007 and 2008 by Kiplinger's Financial Magazine as "One of the Best Services to Make Life Easier" and Esquire Magazine recently told its readers that using our service was one of "41 Ways to Save the World."

Charity Navigator's leaders have provided expert analysis and commentary on the charitable sector for The Factor with Bill O'Reilly, most CNN programs, and each of the network morning shows--NBC's The Today Show, ABC's Good Morning America, and CBS's The Early Show. We have also appeared on FOX News, CNBC, NBC Nightly News with Brian Williams, The Newshour with Jim Lehrer, Nightline, and Comedy Central's The Daily Show, among others, and served as contributors to National Public Radio programs Morning Edition and All Things Considered. We have been profiled in Fast Company magazine, Contribute, CFO Magazine, and The Washington Post, and quoted in nearly every major American newspaper or weekly magazine. We have published editorials and articles on charity accountability, the role of government regulation in the charitable sector, fund-raising ethics, and non-profit leadership in such newspapers as The Atlanta-Journal Constitution, The Chronicle of Philanthropy, The Seattle Post-Intelligencer, and The Los Angeles Times.

In order to expand our reach and better meet the needs of our users, Charity Navigator has worked hard to establish strategic partnerships with industry leaders in other sectors. We partner with CNN to identify and highlight charities for the global network's Impact initiative, with the World Economic Forum to review and approve prospective global leaders, with Foundation Source to supply philanthropists with quantitative research data to use in making charitable investments, and with Network For Good to offer the convenience of online giving.”

Now that is scary stuff.

Wednesday, December 3, 2008

The Real Clients of the Nonprofit CEO – It’s the Staff – Here Are 29 Reasons Why

We can make an argument that the clients of the CEO are the people served, the community, the board or the supporters and funders. And they are truly clients from time tom time for the CEO. For me, however, the number one client is – staff. Here are my top 29 aspects that the chief operating officer or executive director must exhibit for the nonprofit or nongovernmental organization employing her or him.

  1. Listen to staff, board and community. There is a reason this is first. CEOs and other leaders have a tendency to always talk at meetings. Learn to be brief if it is necessary to speak. Learn to actively listen to others. Listening is more and demands more than hearing people. Take it all in – the words, the phrases, the inflections, the facial expressions, body movements or lack thereof, the context, the group in the room, the emphases. The worst line a manager can say to staff is “I have an open door policy.” No you don’t. You are always willing to arrange a suitable timely period to talk. Make yourself available in person when both of you can talk.
  2. Provide leadership and encourage others to lead as appropriate and as needed. You are not the only person in the organization who can provide leadership. Use and let knowledgeable staff to develop and provide leadership when appropriate.
  3. Maintain and translate an understanding of the organization’s mission, values, vision, ethics and culture. Stimulate the energy and focus of the staff about why the whole thing exists and their roles. Translate the mission, vision and passion to board, employees and volunteers
  4. Know what everyone in the organization is doing to further the mission and he vision. You do not need to know how they do it, but you should know what they are doing and why they do it.
  5. Guide the organization through though and good times. One of the most difficult times for a CEO is when she/he does not know the answers or a best guess about the future. In these hard economic moments the CEO has to find and look at the facts and make best judgments for the mission and vision of the organization. There is an old saying, make haste slowly. When facing decisions, which decision are you likely to regret the most; it may be the right decision to make?
  6. Relate and develop relationships between staff and board. Avoid being the funnel between the board and staff. Make room in terms of paid time for some staff to attend board meetings. If the board and the staff are to be working on the same mission and vision, why should the CEO stand in the way?
  7. Play a supportive role in downsizing. That is not a contradiction of terms. It’s your job. I don’t care what it is, freezing or reducing salaries and benefits, laying people off, closing offices, shutting down programs, reducing hours, giving some people lead time to leave their jobs – it is difficult. No one will feel good about any of the decisions. Morale will fall. Gossip will increase. Facts will be twisted. Lies will be created out of whole cloth. Know it in advance. During this entire maelstrom, the support you give is to stay focused on the mission and vision of the organization. Tell the truth. Tell the staff what the current situation is and what the future presents, no matter how bleak. You are dealing with human lives. Spend time with staff and their pain. See #1 above – actively listen and respond with understanding. They may beat you up, but the problem is bigger than you and you can be bigger than the criticism. Take the high moral ground. The attack may be at you, but not about you. It is about the bad decisions that have to be made. It is about the causes that may not be fully understood. But you have to do it. Often times not making a decision is worse than making a bad decision.
  8. Develop fair, equitable salaries and benefits comparable to similar employment in the public or private sector. In good time and in bad times this may be my most critical point about our sector. We have bought into the myth that people work for nonprofits for personal satisfaction and they expect lower pay and benefits. As the CEO you should serve your clients much better than this. Salary comparability studies should be made. They are not difficult. I do not mean comparing your staff with nonprofit staff elsewhere. I mean compare staff salaries to comparable public and private wages and benefits at the local, regional or state levels. That comparability may be your staff is being paid currently at fifty% of the other sectors...are you satisfied and proud of that? What about mileage? In many nonprofits staff account for 70% to 85% of the budget. Generally the only salary out of that which is closest to comparable is the CEO’s. Yes, higher salaries will mean fewer staff members. That is the way it will be. Fewer staff members may translate into fewer case numbers. It may increase the quality for those cases handled. We have to do something here. We are cheating the staff, lying to funders about what the mission really costs and ultimately in my view the public. I do wonder if unionized nonprofits are faring well on this point.
  9. Create good, clean, safe and appropriate work space, comfortable chairs, desks, file cabinets, desk top equipment, and comfortable and attractive public areas. Have accommodations for disabled employees and guests. I am not talking top of the line and hiring a decorator. I am talking about showing dignity and caring for the work area. Each employee should have her/his stuff. Paint sometimes can do wonders over a couple of weekends – yes, as work time if necessary. Some staff member or board member or volunteer may know somebody who can reupholster the chairs in the common areas for the cost of the material.
  10. Provide sufficient and appropriate equipment and technology. Computers, monitors, calculators, printers, copiers, software programs, and other technology should be available, maintained and upgraded for staff to perform their work effectively and efficiently. And staff should be trained on how to use it.
  11. Budget for periodic relevant and fair training for staff and yourself. Although not every employee needs to attend a training event annually, there should be budget line items for training and travel for more than the CEO and other top echelon people. There can be room for paying for continued education for licensed staff. But more than that, other training is available in nonprofit accounting, support work, dealing with difficult people, employee relations and more.
  12. Assure productivity, goals and objectives are being measured and being met or revised as needed. You should be receiving regular reports showing the key features – not all features – about how the organization and individual staff members are producing, whether they are meeting goals and objectives in a timely fashion and you should assess where there are weaknesses, strengths and where changes may need to be made.
  13. Oversee supervision and leave nothing to chance or favoritism. Do not assume the senior employee, the highest degree or licensed person or the most experienced are doing what they are supposed to do and with quality. Verify they and all staff are doing the job correctly, meeting contract or legal compliance and are timely with work and reports.
  14. Know where the money is and where it is going. Receive and review fiscal reports including originals such as bank statements and check books. Check frequently that separation of duties for fiscal matters is functioning. Look at cancelled and voided checks for number sequential, payee and amount with billings. Review all payroll material.
  15. Know and utilize the lessons from the past and be creative in the long run - your own and the organization. We all learn from the past. And for most of us we will repeat the mistakes from the past. This is a sensitivity you as CEO should exhibit and retrain yourself to avoid them.
  16. Spend time planning fiscally along with the goals, objectives and activities of the organization. Look at the books in the context of what the staff and the organization are doing. What are you spending the money on? Do you have knowledge about the cost centers of the organization and why the money is spent that way? Do the priorities match the expenditures?
  17. Lead by guiding, modeling, mentoring by following when others know more than you do. You do not know everything and you do not know more than your staff put together. You can model what expectations are with humility and grace and honor and silence for others.
  18. Insist on evaluation of all employees on a regular basis including you. This starts with you. Help your board develop a legally defensible annual evaluation system with timely written evaluations for all employees and a written annual evaluation of you
  19. Assure responsible hiring. Develop the written policies, procedures, forms and recordkeeping of written on recruiting, hiring, training, and firing, Develop written personnel policies and procedures.
  20. Offer staff opportunities for growth, development and promotion. This can look to be next to impossible for a staff of 25 or less but it is not. Employees need to grow in their jobs and their accomplishments. Find creative ways to do this in consultation with staff.
  21. Help create and maintain a cultural competent environment. Set the mood, the standards and the actuality for cultural diversity in the organization. Be sensitive and aware of activities that may create barriers to the diversity and those that encourage a natural environment for diversity.
  22. Foster mutual respect and problem solving among staff. Set the tone and the skills for respecting differences of opinions and convictions. Provide the atmosphere for staff to resolve their own differences before heading to you or a supervisor - or the rumor mill
  23. Encourage a corporate culture that fosters cooperation, initiative, creativity, partnering, honesty, open communication, behavior and change. A silent and an acknowledged corporate culture exists in every organization. Your task is to keep those two cultures carefully aligned for the results listed above.
  24. Recognize and celebrate organizational and individual achievement, workable innovation and results. A negative environment may be productive but not without its costs. That is also true for a positive supportive organization – too much time spent on creature comforts of staff will have its costs. The staff is not the reason the organization exists but they are your clients. Salute them for work well done.
  25. Consider openness to new forms of work including telecommuting, networking, communicating. These may help the organization function more efficiently and effectively. It does take time thinking and planning in order to save in the future. Consider these along with other ways to be a better program.
  26. Partner at the top level with similar organizations working on the same mission in the region, state, country politically. Small and medium sized programs can suffer from being alone, not connected to other organizations that share similar missions, visions and history. CEOs should spend time looking for compatriots for partnering for support and even political support. You can gain muscle for the clients of the organizations and for your organization about public policies and funding nationally, statewide or regionally. You are not alone, why act that way? You can perform advocacy. Learn the rules. See Resources below.
  27. Throughout the organization foster an understanding about partnering with other organizations. Lead staff to partner with others and to be aware of services and activities that can be used by the organization’s clients. Duplication is wasteful. Funders are looking for realistic partnering not just simple referrals or nice-nice between CEOs.
  28. Find time for reflection, soul searching, contemplation, silence. I have a spiritual sense of our work in the nonprofit world. Our work is above us and guides us. I am not talking about religion or any God. I am talking about spending time with your soul and the soul of the organization. Think about you. Where are you doing well and where must you grow? Find a silent period on the clock or off it, but find it for the organization and for you.
  29. Prepare for succession of staff, board and yourself. One of the most important concepts an organization’s people have to understand and live with is change. Staff and board members will reign. The great CEO -, and founding person – will lead for change. Succession planning at levels is important. There needs to be in place a process to develop corporate memory so that what is lost by the person is not also an information lose. It is very important that the board have a plan for your successor. That could be tomorrow. Plan for it. Plan on it.

Resources

Making Performance Management Work ... Better - http://compforce.typepad.com/compensation_force/2008/11/making-performance-management-work-better.html

Reducing the Fear Factor Workers look for reassurance from their employers as the financial downturn raises economic anxiety to new heights, by Ed Frauenheim and Jessica Marquez - http://www.workforce.com/section/09/feature/25/98/06/index.html

The Numbers behind Workers’ Financial Fears: From unemployment to home foreclosures to declining wages, employees’ economic fears are well founded. - http://www.workforce.com/section/09/feature/25/98/06/259812.html

Looking for the Exit on Wall Street, by Jessica Marquez - http://www.workforce.com/section/09/feature/25/98/06/259810.html

Most Employers Exercising Caution on Slashing Jobs, by Jessica Marquez - http://www.workforce.com/section/09/feature/25/98/06/259809.html

Lobbying and the Law = http://www.mncn.org/lobbylaw.htm

Nonprofit Advocacy and Lobbying - http://www.independentsector.org/programs/gr/advocacy_lobbying.htm

Alliance for Justice Worry Free Lobbying for Nonprofits - http://www.afj.org/for-nonprofits-foundations/resources-and-publications/free-resources/worry-free-lobbying-for-1.html

Lobbying and Advocacy Handbook for Nonprofit Organizations: Shaping Public Policy at the State and Local Level - http://www.fieldstonealliance.org/productdetails.cfm?PC=27

Introductory guide to policy & lobbying for nonprofits - http://www.slideshare.net/SSE/introductory-guide-to-policy-lobbying-for-nonprofits

Why Don’t Nonprofits Fire Poor Performers and Jerks?

24 Factors In Developing an Exit Strategy for Nonprofit and Nongovernmental Organization (A Business Plan in Reverse)

According To My Crystal Ball, Your Nonprofit Organization May Be Toast In 2009

Friday, October 31, 2008

Why Don’t Nonprofits Fire Poor Performers and Jerks?

What values do nonprofits demonstrate when they fail to fire poor performers and jerks? Firing employees is very expensive because it causes down-time and rehiring. Failure to fire can be even more expensive. The failure to fire when needed is costly - it wastes money and damages the values of the organization, the corporate culture and the appreciation of stakeholders.

Here are some reasons I have seen and heard over the years for not firing. I have also given my comments on why nonprofits do not fire poor performers and jerks. There is a list of ten things organizations need to do about firing and some Internet resources at the end.

  1. We are charitable people – when an NPO does not fire poor performers and jerks, the charity is taking from the clients and giving it to that staff person. Being charitable people is not what you are about. It is about pursing the mission and the vision of the organization, not performing as a welfare program for a staff member. You should provide the assistance to make them better performers, and less a jerk, but there comes a time you fire someone. Every organization has to be prepared for change. Every employee has to be prepared for change. Employees who fail to change are potential problem people and the issues have to be addressed.
  2. It’s the organization’s fault for the poor performance because we did not train her/him enough – There can be some merit to this one. Many small and medium sized programs have little or no budget for staff (or board) training. Mistake! Those with government contracts and grants experience shifts in issues of contract compliance. What funders want can change annually or mid-stream. New technology and keeping up with new learning bring the need for training to be more effective and efficient. Training staff and encouraging them to know more and to do things better is worth the money. If you make that a low value, even from the beginning, you will be finding trouble meeting the mission.
  3. Fear of retaliation – Fear of an unknown or even an educated guess for management is – well – stupid. If this is a vindictive person you are about to fire or have just fired, take whatever precautions you must. Change the locks. Remove the computer. Hire a security person for a brief time. Write down what it is you really fear in advance: what form can the retaliation take? Some of them may not be realistic. Be prepared and face it.
  4. We don’t want to be sued – Let’s get this one straight. Anyone can sue any person about anything at any time. Got that? The object is, don’t lose. Got that one too? If you know or believe that the organization has not taken all necessary steps to comply with the law of the state and Federal government and adhered to contract compliance, your fear of losing should increase. Nonprofits should have appropriate and adequate insurance to cover the organizations, its board and leaders. That is a cost of doing business. But that does not replace doing things like firing correctly.
  5. But he’s disabled, how can we do that? – No matter what legal protections may be in place for certain classes of employees, following the law in the process of firing is not a problem. If you have complied with the requirements of the law, you can fire any person who is a poor performer. The top candidate for a human resources job was a person who was disabled and used a wheel chair at all times. I called all the references. One had worked with the candidate and told me that it would be a great hire. I asked if there were any problems he was aware of. He said, well there was that time he chased a woman around the office, forced her against the wall and said he would bang into her. The candidate was fired immediately. Guess what I did.
  6. What would a firing mean to the rest of the staff, conflict, and turmoil? – Be prepared to handle that if it may happen. My experience has been that most staff is relieved. They know when someone is not carrying their fair share of the load. Other employees who are not performing up to all the standards will see that can happen to them. They will probably improve or resign sometime soon. Before firing, develop your plan to handle rumors about the firing. The rumor mill is what hurts, not the firing.
  7. It will lower morale – This is similar to #6 above but deserves special mention. This could be true. Watch out for this one. It may show that even though you were correct in the firing, one or more employees may think it was unfair. This is where leadership has to shine and keep staff on the mission. Morale can be restored with renewed confidence in the work at hand, the goals and objectives and the process used. Gripes are allowed in the work place. Limit the time they occur. This will really not be a problem if you are consistent in following the written policies and procedures.
  8. I don’t think I can really fire that person who has been here since the doors opened up – Some years ago I fired the employee who had the longest tenure in the organization, over 20 years. Everyone liked her. But when she took a vacation, clients called asking about their cases. I could not find the files. I did find them stuffed behind the file cabinet including clients’ files who had not called. When she returned I confronted her with it. I told her she was fired She appealed my decision through the program disciplinary process and the termination was upheld. I told her when I fired her it was for cause and that I would fight unemployment. I did and she did not receive unemployment. Tough stuff? Yes, tough on the clients. Tough stuff on the reputation of the organization. Tough stuff if we had been sued for malpractice because that is what happened. She malpracticed. She knew her job and failed to perform. I also fired her supervising attorney for failure to oversee her work as required. They had worked together for years.
  9. I don’t know how to go about it – Then you better learn. This is not a reason. This is your fault. Buy some books, take a class, look at the Internet resources linked below or talk to other NPO leaders immediately. See if the organization has the requisite written policies, procedures, standards and record keeping and a disciplinary process. I personally favor a progressive disciplinary process that allows for improvement on most aspects of the job.
  10. I don’t want to fight her/his unemployment benefits – I understand this one. But let’s remember who is paying for those benefits – the organization. This is your choice of course. But do not fear challenging unemployment in the right case under your state law. Talk to your attorney if you have to.
  11. They’re trying to do a good job – So what? The question is how long have they been trying to do a good job without succeeding? How has the leadership tried to help improve performance and for how long? There are times when you have to cut your losses. There are employees who are competent but do not follow through with it. They were once good and are now failing at work. The clients suffer. The mission and the vision suffer. Other employees suffer, become resentful and start to be overworked. If you have a policy that firing must be for cause, then document in writing what has been occurring, the remedial action taken and the failure of improvement. Do the same thing if employment is at-will.
  12. They have their degree or license – If this is a qualification for employment, it is not an excuse card if the work is not being done. One thought on licensing. If the license must be renewed annually, verify it is. If continuing education is required, verify the requirement is met. I tried always to have a budgetary line to pay all or a portion of the cost for licensing and related continuing education. A degree helps get a job but it is not protection from losing the job. If you hired on the condition that a license or degree was to be secured within a certain period of time, and it is not, firing is the next step if you did everything correctly.
  13. He’s got a lot of political or community connections – I have been called by congress people, mayors, judges and others supporting someone I should hire or have fired. I listened politely. Wrote notes as the conversation continued and dated the notes. I tried to defuse the anger or the arrogance of commanders. I explained everything in terms of policy – how we have a process for hiring and fairness in the process. I explained the process for firing and the fairness in the process of evaluations. I did not discuss the person or the reasons. I have been asked to reconsider. Without substantial support for me to do that, I said I am satisfied we did all we could and were supposed to do. I did not create an enemy and they did not change my mind.
  14. She’s our IT person; she could close our technology down – Yep, in some cases that is really possible. When you are hiring an IT person, perform due diligence and verify recommendations and references as you do with all potential employees. A need to fire often is the result from a poor hiring process. Someone has to be the redundant person on technology who knows enough to protect the integrity of the system, passwords and information. It is one thing that you fired the IT person because she already compromised the technology. It is another to fear that retaliation as the result of the firing. One requires recovery, the other requires prevention. Either way you need backup not only of the information but also to get the equipment up and running again as soon as possible.
  15. That’s just “Gretchen being Gretchen” – We all have our peculiarities. However, if “Gretchen being Gretchen” is Gretchen being a total jerk that interferes with the work product, it has to be controlled or eliminated. I had one fiscal person who was very competent and did the work appropriately and timely. But he developed a habit of having a drink during lunch. It grew to several drinks during lunch. When he came back to work he was obnoxious to everyone. Alcohol was in the air. It lasted for several weeks and was getting worse. I asked for a meeting in a neutral place - a restaurant for lunch. Before we ordered I told him that I wanted him to stop drinking alcohol at lunch because it was interfering with his abilities and he was being a jerk to staff. He ordered a diet soda and the problem was alleviated. I never mentioned any threat. Not all jerks can change but you do have to start with talking with them about the behavior. In some instances you may need another manager with you. You will be talking about behavior, not the person. If they cannot change, they have to be fired. I am not minimizing that this is a sensitive area and requires caution.
  16. She’s a single Mom and she needs this job and benefits or he’s had a lot of (physical, mental) problems recently – OK, I have to admit this one gets me in the heart and soul. It does. Most of the women I worked with over some 47 years were single Moms. They were great. I remember having a deposition in a case at the office and we had three babies there. We made accommodation for the case to go on. There are times that it all piles up. Many small and medium nonprofits know we do not pay adequate and comparable salaries and benefits. We can offer support from other agencies to help relieve the pressure. We can simply listen when needed. But there may come a time when the work suffers and continues going downhill no matter what you do. Be aware of the laws for disability. I have offered them and others an opportunity to resign if it appears irresolvable. In every instance they knew they could no longer do the job. They resigned. They are the people I missed the most. The going-away party did not bring closure.

Please realize that the greatest threat to the organization is none of the above. It is wrongful termination. The largest number of lawsuits against NPOs is wrongful termination. Management and leadership may have a lot of work to do to be ready to fire poor performers and jerks and win. Talk to an attorney about employment rights.

A Checklist of Things You Need

  1. Improved hiring process, procedures and record keeping to avoid negligent hiring
  2. Written job descriptions that reflect the real requirements, work, skills and expectations
  3. Written policies, procedures and record keeping for annual evaluations that are fair, just, rational, forward-looking and legally defensible for all staff
  4. Written personnel policies, procedures and record keeping including but not limited to fair, just and legally defensible standards of practice or work, disciplinary rules and causes for firing
  5. Consistency in the practice of hiring, training, salaries and benefits, evaluation, discipline and firing
  6. Periodic review of all the above to be certain they are up to date.
  7. Clear evidence that employment is at-will, especially in larger print on all policies concerning employment
  8. Getting rid of the word “probation” in all personnel policies. Probation gives the impression that employment somehow becomes permanent. If you need a certain period of time for new staff to take vacations or start in the pension plan say so, but do not call it probation.
  9. Your organization may be egalitarian now, and may always be, but I have rarely seen it.
  10. Getting your 501 (c) (3) is when you start these policies, if only in draft form.
  11. Training of all management and employees about the policies, procedures and record keeping – all you need is some middle manager to do something stupid here.
  12. Prepare an annual staff training budget
  13. Talk with an employment lawyer
Please feel free to add to either list, to comment on any element or add to the Online Resources that follow.

Thanks, Don

Online Resources

Deciding to Fire
http://www.nolo.com/article.cfm/ObjectID/A0666D30-731F-4EE9-8DC622334DB0F9F8/

Employment At Will: What Does It Mean
http://www.nolo.com/article.cfm/ObjectID/AAD74992-4C86-44DA-8102A340BCEC520A/

The Right Things to do to Avoid Wrongful Termination Claims
http://www.workforce.com/section/03/

Basics of Firing an Employee
http://www.managementhelp.org/emp_perf/prf_issu/firing/basics.htm

Illegal Reasons for Firing Employees
http://www.nolo.com/article.cfm/ObjectID/E59AB29E-AE1C-40A6-BFAFDCF1E5210CB4/

Basic Guide to Staffing and Supervision
http://www.managementhelp.org/supr_dev/prsnlmnt.htm

Basic Considerations in Risk Management
http://www.managementhelp.org/legal/rskmgmnt.htm

Free Basic Guide to Leadership and Supervision
http://www.managementhelp.org/mgmnt/prsnlmnt.htm

Checklist of Human Resource Management Indicators for Nonprofit Organizations
http://www.managementhelp.org/org_eval/uw_hr.htm

Firing Employees FAQ - Answers to some commonly asked questions about firing employees, from limits on when you can fire to severance packages.
http://www.nolo.com/article.cfm/ObjectID/56AD023D-362A-4053-91E8F1ACD35A0963

Charities 'are afraid to sack people'
http://www.thirdsector.co.uk/News/DailyBulletin/848375/Charities-are-afraid-sack-people/FCD148A1619A09076A8DEFDC74F50F28/?DCMP=EMC-DailyBulletin

Suzy Welch on “Send the Jerks Packing”
http://bobsutton.typepad.com/my_weblog/2006/12/suzy_welch_on_s.html

Your Rights When You Leave a Job
http://www.nolo.com/article.cfm/objectID/380C5AEC-A63A-47D6-A399F8DCA4188684/104/150/146/ART/?e=b19b0000605102001

Wednesday, October 15, 2008

A Reflection about Nonprofits – Eliminating Poverty or Trying to Make It Palatable?

A Reflection about Nonprofits – Eliminating Poverty or Trying to Make It Palatable? Blog Action Day - Poverty 2008

Palatable: acceptable or agreeable to the mind or feelings: palatable ideas. Dictionary.com, http://dictionary.reference.com/search?q=palatable

A nonprofit, nongovernmental and governmental organization that features the word “Poverty” in its mission or vision statement, its goals and objectives should be reflecting and meditating today on that word: poverty. When I write “poverty” I include all its relatives, low-income community, working poor, low-income senior citizens, low-income disabled people, poverty community, the poor, homeless, medically unserved, people who are too different than us and are not deserving (to eat, to work, to have a home, to live) and so on.

Poverty in the United States and the world is predominately about women, children, disabled people, senior citizens and people who are “different”.

The reflection and meditation on the word “poverty” should include whether the group is seeking to eliminate poverty, for a person, a family, a neighborhood, a village, a country, the world or simply making it palatable. And the reflection, meditation should include palatable to whom? Is palatability for the person or family or group who are poor or palatable to the organization or palatable to the supporters of the organization or palatable to the rest of the world?

Reflection and meditation: Thinking with your soul and your brain.

Poverty is never palatable, never acceptable, and never agreeable to those who are poor. Never!

The poor may ask, “Are you trying to make me unpoor or to help me accept my poverty a little better today than I did yesterday?” What is the organization’s answer? What is your personal answer?

How does your organization show demonstrably to the poor and the rest of us that it is attempting to its fullest capabilities to eliminate poverty? Or are you satisfied with palatability?

Foundations, corporations, governmental bodies, donors: where do you stand on poverty? If poverty is what you are fighting, how are you demonstrating that through grants not only for services to the poor but also for advocacy by and for poor people? Who is listening to those you serve? Who is attacking the people who attack the poor?

In my view service without advocacy is leaving poverty palatable to someone…not the clients or customers or patients who receive the service. Advocacy is attacking the causes of poverty, the policies and decisions that have impact making or keeping poor people poor.

One interesting take on poverty that lingers with me is an article by Professor Herbert J. Gans of Columbia University written in 1972, The Uses of Poverty: The Poor Pay All. He writes in part:

"… there may be some merit in applying functional analysis to poverty, in asking whether it also has positive functions that explain its persistence.

[Snip]

Associating poverty with positive functions seems at first glance to be unimaginable. Of course, the slumlord and the loan shark are commonly known to profit from the existence of poverty, but they are viewed as evil men, so their activities are classified among the dysfunctions of poverty.

However, what is less often recognized, at least by the conventional wisdom, is that poverty also makes possible the existence or expansion of respectable professions and occupations, for example, penology, criminology, social work, and public health. More recently, the poor have provided jobs for professional and para-professional "poverty warriors," and for journalists and social scientists, this author included, who have supplied the information demanded by the revival of public interest in poverty.

Clearly, then, poverty and the poor may well satisfy a number of positive functions for many nonpoor groups in American society. I shall describe thirteen such functions - economic, social and political - that seem to me most significant."

[Snip]

For the thirteen positive functions that help keep poor people poor see the full article.
http://www.sociology.org.uk/as4p3.pdf

Is your organization in there? Are you in there? And am I in there? How will we change after reflection and meditation about poverty today?

Excellence can be attained if you

-Care more often than others think wise.

-Risk more often than others think is safe.

-Dream more often than others think is practical.

-Expect more than others think is possible.

Janet Cagery, date unknown

http://wku.edu/teaching/db/quotes/byart.php

Saturday, July 26, 2008

The Nonprofit Business Plan - Program Precedes Money. Planning Precedes Program

Here is an outline about what you should cover in your business plan. Each topic should be touched on in the Plan. As we noted earlier, the business plan can be short or long. It can be narrative or in an outline. It is never cast in stone. It is a document that changes over time.

Title Page - The Title Page will have the name of your organization, a list of the board of trustees or directors, the chief executive officer (I will refer to this person throughout this paper as the "executive director"), and the office address, telephone and fax numbers. If there is an e-mail address and a web site, include them as well. Note: some States call the board "trustees" and some States refer to the board as "directors". There is no real difference; use the word that is in your State nonprofit law.

Executive Summary - Actually you will write this last but it should be placed right after the Title Page. The reason you will write this last is that it summarizes briefly all the material following. The Executive Summary will tell the reader how the nonprofit is organized. It tells who you are and the function of the nonprofit organization. If you are looking for grants and money or will conduct fundraising activities, it will summarize your method and purpose for raising money that way. Key elements of the Executive Summary include clear identification of the organization, at least one sentence each on credibility, history, the problem being addressed, experience, goals and objectives, purpose and methods, assessment and evaluation. Include budget totals - total project cost, funds already obtained. Be sure it is brief, it is clear, it is interesting and it is truthful. This can also serve as a separate brief document to leave with potential supporters.

Corporation Description - Here you will give an overview of the function of your organization. Discuss briefly a history of how the idea of the organization began, its projected size (building needs, space, employees, equipment and tasks), a description of the service you will provide, how you will provide it and the community or the market your organization will be in. Character is the general impression you make to a prospective supporter, contributor or funder. Describe the character of your organization and its leadership. Discuss the values this organization and its leadership exhibit. Discuss the credibility of the principals, the problem being addressed, goals and objectives, purpose, methods and evaluation to be utilized. What are the benefits offered by the organization to the target population? Supporters and funders will form a subjective opinion as to whether or not you are sufficiently trustworthy actually to be able to perform the service and to handle the funds. The educational background and experience of the board and staff will be reviewed. The quality of the references and the background and experience of your leadership and employees will also be taken into consideration. Discuss those items here.

Market Analysis, Priorities, Data - Starting a nonprofit requires doing your homework, study and research. In this section you will discuss the research you preformed and the conditions and trends in the needs you want to meet. Write about the need for your service and the demand for it; how is it unique? Know what is happening in your community. Describe the priorities of the service or product and show how you developed the priorities. Describe how many other major competitors you have, both for-profit and nonprofit organizations, how much of the need your competitors meet and control, and your strategy for gaining a place meeting that need or developing a new niche. Describe how you are going to communicate with the community you intend to assist, to potential partners and funders. You need to be able to explain any barriers that you will have to face at the beginning, how you will maintain and sustain your activities as a nonprofit organization and how you plan to overcome those barriers. You may have discovered a gap in services; describe that gap, why you believe it exists and how you will close that gap. Are there other organizations that are willing to help you close that gap (list them and include letters of support in the Appendix)? How many people or other needs will you serve and what are those needs? What are the priorities and how do you know they are the priorities? Describe briefly the methods used to develop the priorities. Place the demographics about the need for this service in this section. Detailed surveys, tables and charts can be placed in the Appendix. You may need statistical information or data from the US census, for instance. Who will be your collaborators or partnering organizations? Do not name them unless you ask them and they agree to be included. Are there community leaders, both public and private, who support this effort? Have they written supporting letters? Put such letters in the Appendix. Is there anecdotal information that can support your plan?

Services - Explain your vision, your mission, the goals and objectives, the kind of services that will be provided and the activities, functions, evaluation and results in detail. How will other people know that you are able to meet these goals and objectives? How are your goals and objectives measurable? How will anyone know you are meeting your stated goals and objectives and meeting them timely? How do you know the activities you have planned will meet the stated goals and objectives? You have to answer the question, "So what?" So what if you will perform these activities? So what if you outline an extremely busy and detailed activity list? What will be different because you perform these activities in the way you perform them? What difference will it make? How will people or the problem improve or be alleviated or resolved? I have met with many community groups that work very hard and I have asked the question, so what? What have you changed or accomplished? Many are not able to articulate and prove they accomplished or changed anything. So…what will you change, how will you change it and how will you know your activities produced the change? What are the conditions under which your service will work? What is your mission and what is your mission statement? If your mission statement is brief and you have a logo, consider placing them on the Title Page as well. Here are some thoughts about a mission statement: There are those who believe it should encompass the basic reason for existence and can be several sentences long. There are others who say make it short so everyone can say it by memory and so it will fit on a T-shirt. Either way put the time in on creating this. It is not easy. Include others in the discussion and allow refinement as time goes on. We will discuss mission statements in a later article.

Operations - Explain how you will create and how you will deliver your service and meet the identified priorities and need(s). Specify how you will get your service out the door to customers/clients or supporters and meet the needs you see. Give the location of your service and state how and why that location was selected. Are there any barriers for your clients/customers because of this location? Will you be compliant with all laws regarding disabilities? Do you have a storage area? Where will your inventory be warehoused or kept? Create a flow chart that shows the steps you will take to offer and to provide the service. What records will you need to keep and what reports will you prepare about the organization? The State, IRS and funders require written reports, usually annually. In order to be recognized as a tax exempt organization (so that contributors may take a tax deduction for contributing) you have to complete and file IRS Form 1023. Form 1023 will take you hours and hours to complete. One of the most difficult sections of 1023 is Part IV where it states “describe your past, present, and planned activities in a narrative”. See also Part VIII where you are asked to list and discuss certain specific activities. The information you provide in your Business Plan here will help you be prepared for that IRS’ narrative and required details.

Marketing Plan - Describe how you intend to provide your service and who will use it. How will people know about the service? Describe your distribution plan and advertisement plan. Describe how you are going to market the mission, the vision, the activities, the results. Describe how you will reach potential customers and clients, how they will learn about the organization. Give the details of your marketing plan. Will you use fliers, the Internet, local newspapers and media, e-or snail-mailings, web site, blog, social networking, communication network or word of mouth? As with any other business the new nonprofit has to include in its marketing plan product positioning. Placing the NPO and its mission in front of its customers, clients, constituents, possible supporters and volunteers is vital to the success of providing the service. How will people know your address, your telephone number, how to reach you? For many new NPOs the marketing plan seems to be to have a web page up and running. I am surprised by the development of a web presence before the group is even incorporated. Do not be confused by this - I believe in a web presence but it is only one part of the marketing plan that has to be broader. How will your organization handle public relations? How will you protect privacy when required? Who can speak for the organization? Will there be a committee of the board to develop and hand marketing and public relations? If there will be such a committee, discuss its role here. If there is no experience in the group concerning marketing, how will you overcome this barrier? How will the organization handle bad publicity and other risks? Has the board detailed a risk assessment? There is a relationship between the mission of the organization and the marketing of the organization. For some material showing that discussion see http://www.independentsector.org/mission_market/index.html

Board of Trustees and Members – It takes a TEAM to raise a nonprofit organization – to raise it, to maintain and to sustain it. That team begins with the governing body. Describe the governing body of the organization, the board and indicate whether you will have members. Do you have bylaws? If you have bylaws, place them in the Appendix. What role will the members play? Who is on the board and who are the officers? Describe how these individuals became members, board members and officers. What experiences do the board members bring to the organization and its mission? NPOs should carefully consider paying for board and staff Errors and Omissions (E&O), Directors and Officers (D&O) insurance and liability insurance as protection in legal actions. If you intend to have a significant web site presence on the Internet, consider insurance to protect the organization with that as well. In my view insurance is a necessary ingredient to the budget, it is a cost of doing business. See my material Insurance Questions for Nonprofits - http://www.idealist.org/if/i/en/faq/144-221/40-8 . Attach resumes of at least the officers to the Appendix although it would be more helpful to have the resumes for all board members if the board is not too large.

Management and Personnel - Explain who will direct the day by day operation of the nonprofit. Who is she or he? What is the job description? Attach a job description and resume to the Appendix. Who will work with that person? What are the written standards that will be used to hire, train and evaluate the executive director and other staff? Describe how their experience and leadership will contribute to the success of the mission of the organization. Demonstrate the use of technology in your plan of service, particularly communication, finances and budgeting, Internet, e-mail strategy, web site and blog development, and availability of the technology to employees, volunteers and constituents. The organization needs to outline a risk assessment in this section and show how the mission and activities require the organizations to have risk management. What might cause risks, how will it be managed and by whom? Give an outline of the work plans that will be followed by employees and volunteers to meet the mission of the organization. A work plan shows what work will be done, who will do it, how it will be accomplished, where activities will take place, the date by which it will be done and feedback, evaluation and analysis of the effectiveness and efficiency of the tasks accomplished. Outline the employee policies you have or will have in place such as a written personnel manual, anti-sexual harassment policy, equal employment opportunity and so on; government and private grants require copies of many formal board-approved policies of this kind. Include written employees' job descriptions and personnel needs. Include copies of resumes for all known key staff people in the Appendix.

Funds and Resources Required and Expected Use of the Funds - If you are going to raise money, seek grants, hold fund raisers, collect dues, sell products, explain how you intend to raise the money, why you need the funds, how you will use the money, and how you will maintain fiscal records. Show how you will account for the money and what records you will keep. Please keep in mind that the board should prepare a resource development plan separate from the Business Plan. The resource development should address not only funding but other resources such as volunteers, pro bono assistance, low-cost or donated material and goods, such as through TechSoup, linked below. Describe your accounting system and the policies you have or will have in place concerning salaries and fringe benefits, travel expenses, bank reconciliation, separation of functions and so on. State a specific amount of money you will need for the first year and for the next two years. If you have letters of support and persons who are willing to provide funds once you are approved by the IRS as a nonprofit organization, consider whether to include them in the Appendix. You may not want to publicize them at this stage of your progress; they may want to remain anonymous. Describe your plan to secure funding and other resources and give a contingency plan in case your initial plan fails. One of the three most difficult sections of IRS Form 1023 is Part IX, the Financial Data. Form 1023 states in part: “If in existence 4 or more years, complete the schedule for the most recent 4 tax years. If in existence more than 1 year but less than 4 years, complete the statements for each year in existence and provide projections of your likely revenues and expenses based on a reasonable and good faith estimate of your future finances for a total of 3 years of financial information. If in existence less than 1 year, provide projections of your likely revenues and expenses for the current year and the 2 following years, based on a reasonable and good faith estimate of your future finances for a total of 3 years of financial information.” The time spent in preparing fiscal information here and in the next section below in the Business Plan will reduce the time and effort answering the questions in Form 1023, Part IX. Demonstrate the role of the board in funding and accounting in this section. Indicate how the organization will be maintained and sustained during the first three years. See internal controls suggested by the

New York State Attorney General - http://www.oag.state.ny.us/charities/internal_controls.pdf

TechSoup http://www.techsoup.org/

Financial Statements and Projections - Include projections and budgets for the expected performance of your nonprofit for the upcoming three to four years. You will need to demonstrate your understanding of basic accounting and the financial concepts that are crucial to the success of your organization. Detail the budget for three to four years covering personnel, fringe benefits, employee taxes, telephones, computers, insurance, space costs, travel, training, board development, furniture, supplies, insurance and so on. By using complete and accurate projected financial statements, you will be able to communicate to a prospective contributor or funder how these concepts will be successfully applied in your organization. The narrative about the finances will be in this section and the supporting documents are to be attached to the Appendix.

Appendices/Exhibits - This section will document any issues you cannot address in other sections. An example is an agreement you have with other nonprofits or individuals, contracts for the lease or purchase of your property, equipment, job descriptions, professional, operating or health licenses and so on. Add any surveys or questionnaires or other assessment tools you used to assess the mission, the market, the purpose, activities, the priorities and the risks. Other sections above list other documents to include in the Appendix. The material that you use here should be ultimately in separate files for retrieval. You will many of them over and over again.

Are you finished? Then you can prepare the Executive Summary.

The Nolo Press has an excellent brief article answering the question, Why You Need to Write a Business Plan linked below. The article addresses the reasons to create a business plan, the importance of financial forecasts and the need to raise money. There are temptations to skip financial projections; they are hard. There is an old bromide that says the devil is in the detail. That is true for the business plan and will be in every grant application you prepare. Do not skip the financial projections.

http://www.nolo.com/encyclopedia/articles/sb/why_bp.html?e=b20b0000206032001

SCORE has a useful 60-second Guide to Writing a Business plan, http://www.score.org/60_guide_business_plan.html. They also have a 31-page business plan template linked below. While it is aimed at small businesses, it can serve the purpose for a nonprofit as well. SCORE is a nonprofit association that provides entrepreneurs with free, confidential face-to-face and e-mail business counseling.

See also http://www.score.org/business_toolbox.html

http://www.lowcosttraffic.com/telemarketing/business-plans-non-profit.html

and

http://www.managementhelp.org/plan_dec/bus_plan/bus_plan.htm

Program precedes money. Planning precedes program. You have to start the program of your mission before others will provide funding. It is best if you have a business plan before you start the activities.
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