Management of Not-For-Profit Organizations Fall 2014

Effective Human Resource Practices Recruitment and Retention in Nonprofit Organizations ch 24 Watson & Abzug

People First? Our mission comes first! But our mission is about people! ₋ But most missions are about people external to the organization.

Who Works at Non-Profits? people who agree with organization’s values primarily self-motivated many prone to over-commitment ₋ “a self-exploiting workforce” (Paul Light, 2004) some “duds” may not share org’s values may adjust effort to salary burn-out = exhaustion ≠ duds

“HR Is a System, Not a Set of Tasks” HR Decisions Have Consequences the “experienced culture” ₋ what you value is revealed by  why you hire  why you promote  why you let go who

“If You Build It, They Will Come (And Stay)” creating an explicit–and shared--culture training ₋ activities ₋ goals “fit” “embeddeness” ₋ links to people ₋ links to other aspects of their life ₋ being aware of what would be lost if they left how their role facilities the mission

“First Things First: Make It Legal” the absolute least you can do know the law ₋ US & Canada similar but not identical explain it to staff & board follow it

“First Things First: Make It Legal” the absolute least you can do know the law ₋ a contract is a contract ₋ you’re accountable for staff actions ₋ discrimination, except for BFOR, is a crime

“First Things First: Make It Legal” US isn’t Canada If in doubt, ask a lawyer.

“First Things First: Make It Legal” US ₋ Title VII of the 1964 Civil Rights Act  Specifically prohibits discrimination based on »Race »Skin color »Religion »Sex »National origin  established EEOC »Equal Employment Opportunities Commission

“First Things First: Make It Legal” US ₋ Title VII  disparate treatment »a.k.a. “deliberate” or “direct” discrimination  adverse impact »“indirect” or “unintentional” discrimination »“when the aggregate outcomes for a protected group are less advantageous than for the majority group” »“prima facie” case—“the four-fifths rule” »a “job-related defense”  criteria must be quantifiable & empirically proven

“First Things First: Make It Legal” US ₋ Title VII  sexual harassment »interpreted as discrimination based on gender »What’s your mechanism for reporting? »“quid pro quo” »“hostile work environment” »can come from anywhere

“First Things First: Make It Legal” US ₋ Age Discrimination in Employment Act (1967) ₋ Pregnancy Discrimination Act ₋ Americans with Disabilities Act (1990)  “reasonable accommodation”  “invisible” disabilities ₋ don’t  screen on the basis of disabilities ₋ do  ask if employee can do essential functions

“First Things First: Make It Legal” US ₋ more  Fair Labor Standards Act (1938)  Equal Pay Act (1963)  Executive Order  Family and Medical Leave Act (1993)  Homeland Security Act (2002)  Occupational Safety and Health Act (1970)  US Patriot Act (2001)  Health Insurance Portability and Accountability Act (1996)  Patient Protection and Affordable Care Act (2010)  state & local laws

“First Things First: Make It Legal” Canada ₋ best places to start:  HRCouncil.ca »  Manitoba Labour Standards »  Manitoba Human Rights Commission » “recognition of the individual worth and dignity of every person”

“First Things First: Make It Legal” legal ≈ fair ≈ Christian avoid exemption-hunting search for agreement ₋ staff discussions  What does it mean to be “a great place to work”? ₋ community standards ₋ defending your staff from board-member opinions

Human Resources Process 1.doing an HR audit 2.creating staffing plan 3.recruiting 4.searching 5.selecting a candidate

Human Resources Process 1.doing an HR audit »exhibit 24.1, pg 686 org & job structure human resource planning org culture 2.creating staffing plan 3.recruiting a.identifying job characteristics b.writing job descriptions

Human Resources Process 4.searching external ₋ postings ₋ career fairs ₋ headhunters ₋ referrals internal ₋ internal promotion ₋ volunteer recruitment ₋ client recruitment

Human Resources Process 5.selecting a candidate a.Which have required qualifications? b.Which are among best for position? ₋ structured interviews essential ₋ know what questions are legal ₋ 2 or 3 heads better c.Who can be verified? ₋ keep notes d.make decision e.make offer

Retention Through Motivation motivation is a manager’s life-long challenge many sources of motivation ₋ and of de-motivation only some are understood only some can be managed

Retention Through Motivation what I’ve learnt ask listen talk include celebrate

“Discharges, Layoffs, and Voluntary Turnover” what I’ve learnt don’t think “the problem will solve itself” prayer is essential ₋ but prayer is not a substitute for action ₋ God won’t do your job for you a Christian manager isn’t soft ₋ but they are gentle