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human resources
2010 Nonprofit Employment Trends Survey Results
May 21st
Over the past five months I served as the team leader for the 2010 Nonprofit Employment Trends Survey, a research project of the Caster Family Center for Nonprofit and Philanthropic Research.
Nonprofit HR Solutions (a Washington DC based nonprofit human resources consulting firm) approached us to work on this national survey of nonprofit employment practices. I am happy to report that the data we collected is representative of organizations across the nonprofit sector by size, subsector, and location!!
The Caster Center will be hosting a Nonprofit Human Resource Management Symposium to discuss the key findings and implications this data on San Diego area nonprofits. I would like to highlight a few of these key findings here along with my commentary.
1. The nonprofit job market appears to be stabilizing. Nonprofits are starting to recover from the economic downturn and they are planning to hire new staff in the latter part of 2010 into 2011.
2. Nonprofits are doing more with less. As the demand for nonprofit services increases, nonprofits are turning to current employees to get the work done rather than hiring new employees. This is especially the case with smaller organizations. This staffing strategy has potential negative consequences of employee burnout and voluntary turnover.
3. Succession planning continues to be a problem for organizations. For senior and executive level positions, nonprofits are hiring from outside of the organization. This is especially disconcerting for emerging leaders. There are few opportunities for upward mobility within nonprofit organizations and the move out to move up mentality still rings true. (This finding mirrors the NP2020 research)
Click here to access the full report.
Nonprofit HR Solutions (a Washington DC based nonprofit human resources consulting firm) approached us to work on this national survey of nonprofit employment practices. I am happy to report that the data we collected is representative of organizations across the nonprofit sector by size, subsector, and location!!
The Caster Center will be hosting a Nonprofit Human Resource Management Symposium to discuss the key findings and implications this data on San Diego area nonprofits. I would like to highlight a few of these key findings here along with my commentary.
1. The nonprofit job market appears to be stabilizing. Nonprofits are starting to recover from the economic downturn and they are planning to hire new staff in the latter part of 2010 into 2011.
2. Nonprofits are doing more with less. As the demand for nonprofit services increases, nonprofits are turning to current employees to get the work done rather than hiring new employees. This is especially the case with smaller organizations. This staffing strategy has potential negative consequences of employee burnout and voluntary turnover.
3. Succession planning continues to be a problem for organizations. For senior and executive level positions, nonprofits are hiring from outside of the organization. This is especially disconcerting for emerging leaders. There are few opportunities for upward mobility within nonprofit organizations and the move out to move up mentality still rings true. (This finding mirrors the NP2020 research)
Click here to access the full report.
Nonprofit Human Resources Management Symposium – San Diego
May 7th
I hope that you'll attend the Nonprofit Human Resources Management Symposium - San Diego. I organized this symposium through my work at the Caster Family Center for Nonprofit and Philanthropic Research.
Date: June 16, 2010
Time: 1-5pm
Place: University of San Diego’s School of Leadership and Education Sciences
Cost: $50 - Click Here to Register
This symposium will be framed around results from the 2010 Nonprofit Employment Trends Survey conducted jointly by the Caster Family Center for Nonprofit and Philanthropic Research and Nonprofit HR Solutions. This national survey of nonprofit employment practices provides insight from over 500 nonprofit organizations and is representative of nonprofit organizations across the sector by size, subsector, and location.
Key findings from the survey include data about:
Following a panel discussion, attendees will be given the opportunity to attend smaller seminars conducted by nonprofit HR experts from San Diego and across the country and themed around the following issues.
Recruiting and Maintaining a Diverse Workforce (Lisa Morton, CEO, Nonprofit HR Solutions)
Pay for Performance (Joe Brown, Principal, Slope Resources)
Employee Recruitment Best Practices: Face-to-Face and Through Social Media (Laura Gassner Otting, CEO, Nonprofit Professionals Advisory Group & Emily Davis, President, EDA Consulting, Founder and Board Chair, YNPN San Diego)
Essential Employment Law Practices For Non-profit Organizations: How To Avoid Getting Sued (Christopher Olmsted, Partner, Barker, Olmsted, and Barnier)
Risk Management Basics (Ann Shankin, Director of Loss Control, Nonprofits' Insurance Alliance of California)
The Role of HR in your Organization and How it Impacts Employee Retention (Karen Kramer Horning, Principal Consultant, NextLevel HR)
Work with Me: Working Together Across Generations (Sherri Petro, President, VPI Strategies)
Date: June 16, 2010
Time: 1-5pm
Place: University of San Diego’s School of Leadership and Education Sciences
Cost: $50 - Click Here to Register
This symposium will be framed around results from the 2010 Nonprofit Employment Trends Survey conducted jointly by the Caster Family Center for Nonprofit and Philanthropic Research and Nonprofit HR Solutions. This national survey of nonprofit employment practices provides insight from over 500 nonprofit organizations and is representative of nonprofit organizations across the sector by size, subsector, and location.
Key findings from the survey include data about:
- Staff Size and Projected Growth for 2010-2011
- Recruitment Strategies and Budgeting
- Key Staffing Challenges
- Staffing Resource Management
Following a panel discussion, attendees will be given the opportunity to attend smaller seminars conducted by nonprofit HR experts from San Diego and across the country and themed around the following issues.
Recruiting and Maintaining a Diverse Workforce (Lisa Morton, CEO, Nonprofit HR Solutions)
Pay for Performance (Joe Brown, Principal, Slope Resources)
Employee Recruitment Best Practices: Face-to-Face and Through Social Media (Laura Gassner Otting, CEO, Nonprofit Professionals Advisory Group & Emily Davis, President, EDA Consulting, Founder and Board Chair, YNPN San Diego)
Essential Employment Law Practices For Non-profit Organizations: How To Avoid Getting Sued (Christopher Olmsted, Partner, Barker, Olmsted, and Barnier)
Risk Management Basics (Ann Shankin, Director of Loss Control, Nonprofits' Insurance Alliance of California)
The Role of HR in your Organization and How it Impacts Employee Retention (Karen Kramer Horning, Principal Consultant, NextLevel HR)
Work with Me: Working Together Across Generations (Sherri Petro, President, VPI Strategies)
Nonprofit HR Conference: The Future of Nonprofit Recruitment
Oct 5th
I love discussing the future of the nonprofit sector because the sector is going through a shift. James Weinberg CEO of Commongood careers and Gretchen Anderson from On-ramps Recruiting Firm shared the future of nonprofit recruitment and hiring.
They said:
1. Recruitment in the future done with social media. Yeah!!! LinkedIn, Twitter, Facebook, Ning, etc.
2. Organizations will take full advantage of ALL the people that apply for a job. Organizations will add these candidates to their database and newsletter. These candidates are future donors, volunteers, and supporters of the organizations.
3. Organizations will orient new employees on their first day, week, month (also known as onboarding).
4. Staff will receive professional development opportunities within the organization. For example, career planning, career ladders, mentoring, Peer-to-peer learning, and brown bag lunches.
They said:
1. Recruitment in the future done with social media. Yeah!!! LinkedIn, Twitter, Facebook, Ning, etc.
2. Organizations will take full advantage of ALL the people that apply for a job. Organizations will add these candidates to their database and newsletter. These candidates are future donors, volunteers, and supporters of the organizations.
3. Organizations will orient new employees on their first day, week, month (also known as onboarding).
4. Staff will receive professional development opportunities within the organization. For example, career planning, career ladders, mentoring, Peer-to-peer learning, and brown bag lunches.
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