GRAVA Conference July 9, 2015 ¢  Brand articulates a niche. Branding is: Symbolic of...

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Transcript of GRAVA Conference July 9, 2015 ¢  Brand articulates a niche. Branding is: Symbolic of...

  • GRAVA Conference

    July 9, 2015

  •  The evolution of job titles

     Factors affecting salary levels

     Key findings from recent GRAVA survey

     Repositioning strategies for internal advocacy

  • Lady Bountiful, Militia Captain

    Chairwoman, President, Fire Chief

    Community Organizer, Director of Vol. Services

    Director/Coordinator/Supervisor of Vols.

    Vol. Coordinator, Vol. Program Manager

    Community Resource Manager

    Community Outreach Coordinator

    Manager of Volunteer Resources (CA)

    Volunteers Manager (UK)

    Director of Vol. Engagement

    Vol. Project Leader, Service Leader

  •  Volunteer Resource Developer

     Coordinator of Employee Engagement

     Community Engagement Manager

     Volunteer Initiatives Manager

     Manager of Volunteer & Community Service

  •  Job title

     Organizational hierarchy of job titles

     % of time spent on the function

     # direct reports

     Level of responsibility / other duties

     Years of experience

     Level of education / credentials

     Size of organization’s budget

  • Community Organizer $45,794

    Volunteer Coordinator $36,535

    Volunteer Director $55,360

  • Salary Range % of Responses

    $19K or less 5.10 %

    $20-39K 36.7%

    $40-59K 41.84%

    $60-79K 13.37%

    $80-99K 3.06%

    $100K+ 0.00%

  • Title % of Responses

    Coordinator 45.45%

    Manager 22.22%

    Director 21.21%

    None of the above 11.11%

  •  Most responders work full-time, in nonprofits, and were evenly spread across all title categories.

     “Directors” tend to have the higher salaries.

     “Directors” tend to work with larger numbers of volunteers.

     Longevity does not necessarily dictate title:

    1/3 of both “Coordinators” & “Directors”

    have 13+ years experience in the field.

  •  “Coordinators” spend time spread across many other functions/activities. Top activities are “Communications/Marketing” (65%) & “Programming” (50%).

     75% of “Managers” spend time on “Communications/Marketing”

     73% of Directors spend time on “Management”

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  •  Brand articulates a niche.

     Branding is:

     Symbolic of reputation and relationship

     A tool for gaining support

     Consistent marketing & communications

     Integration of words and actions

     Quality = promises made, promises kept.

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  •  Fundamental brand elements:

     Core values

     Message

     Personality

     Icons

    Source: United We Brand, Michael Moser

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  • How would your boss (or others in power) describe you and/or your role in terms of:

     Core values (what you stand for)

     Message (what s/he hears from you)

     Personality (what type of person you are)

     Icons (a graphic symbol)

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  • How do you WANT your boss (or others)

    to describe you and your role?

     Core values

     Message

     Personality

     Icons

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  •  Reputation

     Ability

     Direction

     Relationships

     Communication

     Optimism Source: Volunteer Management, Lynch & McCurley

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  • Strategically educate:

     Yourself – then others

     Deliver in digestible amounts, in teachable moments

     Use 2015 CCVA competency framework

     Offer an updated job description

     Give your boss a copy of From the Top Down (Energize, Inc.)

     Cite relevant trends in volunteerism and/or your industry

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  • Nurture strategic relationships:

     Who needs to be educated or better informed?

     Whose support do you want/need?

     Conversely, who needs to feel supported and respected by you?

     Who do you need to learn from?

     Who are your internal allies who can help you advocate for change?

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  • Be clear about the unique value

    you contribute:

     What is your skills inventory (without using the “V” word)?

     What are you responsible for making happen?

     What are your positioning statements?

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  • Make language work FOR you:

     Avoid “volunteer program”! (align with HR)

     Use terminology from those with power:

    cost containment, talent management, job

    effectiveness, outcome measures, strategic deployment of resources, cost-benefit, quality control, human capital

     Proactively offer data/information

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  •  Introduce key information into your performance evaluation conversation

     Get examples from comparable organizations

     Earn the CVA certification or other relevant credential

     Take charge of your own professional development – and talk about it

     Avoid whining!

  •  What results would make you feel successful?

     What should be your priority? What specific change would be the most important right now?

     What specific action will you take soon to to change your brand, convey your value, and reposition your professional role?

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  • From the Top Down, by Susan J. Ellis

    www.energizeinc.com

    Certified in Volunteer Administration (CVA) certification www.CVAcert.org

    2014 NPT Salary & Benefit Survey

    http://www.shopthenonprofittimes.com/non profit-salary-and-benefits-reports

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    http://www.energizeinc.com/ http://www.cvacert.org/ http://www.shopthenonprofittimes.com/nonprofit-salary-and-benefits-reports