Official Business Track Sponsor: Understanding the Talent Development Benefits & Metrics of Pro Bono Engagement Develop your Employees & Measure Your Success

Panel: 30 minutes Janet Donovan Kotsakis, Merck & Co., Inc. Evan Hochberg, Deloitte Matt Hines, Capital One Farron Levy, True Impact Lindsay Firestone, Taproot Foundation Breakout Sessions: 2x 30 minutes each Building the connection with your HR/Talent organization Best ways to develop your people: Examining some of the top pro bono experiences and how they have tied into staff development How to measure the effectiveness of your pro-bono program Assigning a dollar value to your employees’ time Introduction and Agenda

Our Panel of Experts Janet Donavan Kotsakis, Merck & Co., Inc. Evan Hochberg, Deloitte Matt Hines, Capital One Farron Levy, True Impact Lindsay Firestone, Taproot Foundation

Janet Donovan Kotsakis Office of Corporate Philanthropy Merck & Co., Inc.

Background Award-winning 15 year old legal pro bono program through General Counsel Began work with Taproot in late 2009 to create scalable, supported pro bono program across other departments Needed to establish a working relationship from scratch with HR

Establishing a Relationship of Mutual Benefit Understand your HR department’s goals Articulate the value proposition to HR Get to know the “right” person Make it personal Starting with the Basics: Building a Connection with HR

Evan Hochberg National Director, Community Involvement Deloitte Services LP

8 Deloitte Pro Bono: Before & After Program ElementsAd hocFormal Program LiabilityNo contractFormal signed contract Quality & Risk ManagementDisjointed review/criteriaFormal review committees & scorecards Scalability, Cost-efficiency, Administration Reinventing the wheelLeverage Deloitte business model UtilizationNights and weekendsSanctioned teams/projects Tracking & ReportingOff the booksROI software and client billing system Knowledge ManagementNo central repositoryPro bono quals help win paid work Learning & DevelopmentNo formal link to trainingPerformance Reviews, PPD oversight Recruiting/RetentionAd hoc stories on campusRecruits seek out PB Fellows, Teams

What We Are Learning 1.Quality pro bono work is about delivering a superior end product that drives results for the nonprofit, rather than using volunteerism to increase morale or as a team-building tool. 2.When we engage with a nonprofit, we should be working to address one of the organization’s top concerns, not low-priority busy-work. When we address a top priority, nonprofits are more likely to recognize pro bono as “currency” with similar sponsorship benefits as cash donations. 3.It is easier to give away $50M in cash donations than to donate $50M of pro bono support. Nonprofit clients have limited capacity to translate business needs to available pro bono skills sets and limited infrastructure to “accept” the help, 4.Formal recognition of pro bono teams (through revenue/utilization credit) ensures the same world class service afforded to our commercial clients. 5. In making the community a $50MDeloitte in essence professionalized pro bono service and empowered pro bono clients to hold our teams accountable for the same level of service as a paid consultant. 9

Matt Hines Senior Manager, Corporate Volunteerism Capital One

The Capital One Pro Bono Program Since 2008, Capital One pro bono volunteers have donated close to 7500 hours to more than 125 nonprofit partners, resulting in nearly $4 million in professional services. Lessons learned through the development of the program enable Capital One to share best practices “ Top-down & bottom-up” – Acquire both key leadership buy-in as well as organic support “ Don’t reinvent the wheel” – Seek out professional consulting to help build a program “ Find the passion” – Identify 1-2 employees willing to lead initial efforts and take it from there “ Balance the scale” – Be mindful of supply and demand; make sure to lay the foundation before building the program

Best ways to develop your people Examine leading pro bono experiences, research, and best practices on how to link with staff development. Nearly 75% of managers reported that participation in pro bono volunteerism helped associates enhance their leadership skills -- LBG Associates “Pro Bono: The Business Case”

Measuring Social & Business Value Farron Levy, President True Impact

Practical measurement techniques Sales Recruiting Skill development / productivity Retention Risk Satisfaction Social Value – (Condition change; socio-economic and market value)

Lindsay Firestone Senior Manager, Partnerships and Consulting Services Taproot Foundation

Tracking and valuing your employees’ pro bono service hours Average hour of pro bono service is valued at $120, compared to $20.50 for traditional volunteer activities Establish scalable processes and tools to track and report pro bono service hours Benefit your community partners by documenting a cash-equivalent donation

Breakout Tables (30 minutes each): Building the connection with your HR/Talent organization Janet Donavan Kotsakis, Merck and Co., Inc. Veronica Parages, HandsOn Network Best ways to develop your people: Examining some of the top pro bono experiences and how they have tied into staff development Evan Hochberg and Amy Silverstein, Deloitte Matt Hines, Capital One How to measure the effectiveness of your pro-bono program Farron Levy, True Impact Assigning a dollar value to your employees’ time Lindsay Firestone, Taproot Foundation Select 2 breakout sessions to attend and learn more