Problems, Skills and Training Needs in Nonprofit Human Service Organizations Dr. Rick Hoefer University of Texas at Arlington School of Social Work

Previous Literature Nonprofit management is a: Pressure Cooker 2

Context 3

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At least that’s what we think is the current context and situation. Still, I thought it would be important to: Ask Executive Directors. 5

Research Questions Respondents were asked What is the number one problem you encounter as a high-level manager? How much need is there to improve each of 25 skills important to nonprofit managers? To what degree is formal training needed to improve these 25 skills important to nonprofit managers? 6

Methods Cross sectional mailed survey of human service agency directors in Texas Sent out 148 surveys; received 65, for a response rate of 44% 7

Demographics Gender: 69% female; 31% male They have been managers from 3 to 40 years, with an average of just over 20 years of management experience. Respondents come from larger organizations, with over half working in organizations with more than 50 staff members. 8

Topics of Number 1 Problems Which got the most responses? – Sheer Overwhelm – Staff Issues – Money – Staff Skills 9

What is the #1 Problem You Face? N = 62 10

Typical Staff Issues Problems Communication between staff Staff retention Identifying hard-working staff Keeping everyone motivated Obtaining staff that is qualified Personal conflicts Hiring motivated and knowledgeable staff 11

Typical Funding Problems Adequate funding for programs Continuing need for funding--multi-year funding is unusual Ever decreasing funding from state and local sources without relief from st ate standards including staff to client ratios and paperwork We are dependent on shrinking finances (-17%) with a 20% increase in outcomes! 12

Typical Overwhelm Problems How to balance between all the different roles and responsibilities: fund-raising, personnel, board, etc. Telling our story—must have staff expertise in social media, print media, audio or video, picture taking, data collection and interpretation, word something and legalize to get the job done correctly and completely So much to do—so little time 13

Typical Skills Problems Staff professional development Business skills of middle managers Consistent communication that is properly transferred across the agency Inadequate training—preparing social service administrators to be effective managers Managers acting like managers 14

Question 2: Which skills are most in need of improvement? 15

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Other Skills and Mean Scores Evaluate Personnel (5.23) Delegation (5.11) Manage Board (5.08) Evaluate Programs (5.03) Budgeting (4.97) Grant Writing (4.94) Written Communication (4.86) Leadership (4.86) Oral Communication (4.66) Decision-making (4.64) Manage meetings (4.61) Work in teams (4.56) 6 more below

Question 3: To what degree is formal training needed to improve these 25 skills important to nonprofit managers? 18

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Other Skills and Scores Evaluate programs (5.25) Negotiating (5.14) Written communication (5.10) Manage Board (5.05) Grant-writing (5.02) Leadership (5.02) Manage stress (4.92) Oral communication (4.78) Supervising (4.78) Decision-making (4.76) Working in teams (4.73) Plan programs (4.70) Delegation (4.70) Rest are below this 20

Summary and Implications Human Service nonprofits in Texas are hurting in four key areas: 21

Comparing Problems and Skills Biggest Problems Staff Issues Funding Sheer Overwhelm Staff Skills Skills Most Needing Improvement Manage Conflict Marketing Negotiating Manage Stress Plan Strategically Evaluate Personnel 22

Comparing Needed Skills and Training Skills Most Needing Improvement Manage Conflict Marketing Negotiating Manage Stress Plan Strategically Evaluate Personnel Skills Best for Formal Training Budgeting Plan Strategically Manage Conflict Marketing Evaluate Personnel Evaluate Program 23

Implications The problems nonprofits have are not necessarily easily addressed with job skill improvements The overall need for additional funding hampers being able to improve the situation for maintaining and improving staff performance BUT… 24

Implications Within the current context for nonprofits, we can reach out to understand what skills ARE needed most, AND Find ways to provide them, such as through Trainings, classwork, continuing education courses, on-line training materials, etc. 25

Implications Given the rapidly changing (often mainly getting worse!) situation, that even we as educators are in, it seems clear that we will need to step up to the plate to help out. 26