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How Much Should You Pay Your Nonprofit Executive Director?

September 1, 2015 by Spokes For Nonprofits

Lately at Spokes, we’ve received a lot of questions about nonprofit executive compensation.  Many nonprofits are planning and budgeting to hire their first-ever executive directors in 2016.  Others, unfortunately, have suffered some turn-over in their executive positions.

So, how does a nonprofit that is hiring a new executive director – either for the first time or to replace a previous one – decide what to offer to attract and retain the best person for the job?   How does a nonprofit compete with increasing employment opportunities in all sectors of our economy?  How does a nonprofit balance its fundraising obligations with its desire to retain good employees?

The answer is complicated. And, there is no one solution for all organizations.  As with all nonprofit management issues, there is quite a bit of art mixed in with the science of budgeting and managing employees.

First, visit Spokes!  We have purchased the most recent Compensation and Benefits Survey for Southern & Central California Nonprofit Organizations.  Published by the Center for Nonprofit Management, the survey provides detailed compensation information from 509 participating nonprofits for every staff position, including executive director, bookkeeper, administrative assistant, program officer, volunteer coordinator, development manager, counselor, receptionist, gardener, case worker, activity director, thrift store clerk, network technician and many more.  We have only one reference copy available in our library, so you’ll need to visit us to view the survey. Members, however, may also call us to request scanned copies of portions of the report.

One of our favorite educational resources, Blue Avocado, recently published an article that offers some concrete steps boards can take to better inform their compensation discussions and decisions. Highlights include:

  1. Consider the value the individual brings to your organization.  Salaries are paid for the work to be done.  What would it cost to recruit and hire someone else to meet your goals for next year?  If your expectations are escalating, perhaps your salary budget needs to grow as well.
  2. Ask other nonprofits what they pay their executives. If there are not enough local comparisons, consider similar positions in same-size organizations in the for-profit or government sectors to establish a benchmark that’s in line with your community’s cost-of-living.  Remember, salaries within the same sector can vary widely throughout the country.
  3. Consider what benefits you are offering.  Retirement and health benefits can add thousands of dollars to the overall compensation package.  More and more employee candidates are more interested in benefits than salary, especially with escalating healthcare costs and concerns over the future of social security.  If you don’t offer benefits, the salary may need to be higher to allow the employee to purchase/invest independently.

For many of us, a new fiscal year and budget will be here before we know it.  Start planning now by scheduling time on your next board meeting agenda to discuss your process for evaluating the executive director, ensuring that other employees are being evaluated and defining a strategy or policy to guide your salary and budgeting discussions.  As always, please let Spokes know if we can assist you as you move through your process. We’re here to help!

Blue Avocado article link: http://www.blueavocado.org/content/how-much-pay-executive-director

Create Cultural Values, Create Value for Your Nonprofit

August 4, 2015 by Spokes For Nonprofits

Lots of nonprofit organizations tend to “skip” the creation of cultural values for their organization.  Are you one of them?  If so, you may be missing a valuable opportunity to establish a tool that will help you more effectively identify and recruit board members, staff and volunteers who can best move your mission forward.

Most business management mantras will dictate that having the “right” team members is critical to the success of any organization.  But, how do you know if your team members are the “right” ones?  How do you evaluate or identify if a prospective team member understands and embodies the key values needed to realize your mission if you haven’t yet defined those values for the organization as a whole?

The value of your values may start with building your nonprofit’s leadership, staff and volunteer teams, but that value grows as it permeates every layer of your organization.

Take strategic planning, for instance.  After confirming your vision and mission, it’s important to clarify your organization’s values – the “rules of engagement” for how your team (board members, staff, and volunteers) will treat each other, your donors and, most importantly, the men, women and children you serve.  If your organization is fortunate to have a broad team with individuals independently working towards common strategic goals, its important that they share and abide by a core set of values to ensure that they can a) identify and recruit more of the “right” folks, as needed; b) meet minimal expectations for individual performance and c) create consistency in the interactions they each have with your organization’s various external stakeholders.Remember, too, that the work of a nonprofit (perhaps life, in general) rarely progresses in a linear fashion.  Unforeseen and unexpected events pop up all the time.  Having great policies in place will help you weather the worst case scenarios that may arise from most unforeseen events.  But, what about that exceptional event that falls outside all of your policies?  What then?  Think of your organization’s values as an umbrella insurance policy for the work of your organization.  When all other policies fail to provide adequate direction for a specific circumstance, your organizational values serve as an ultimate guide for each of your team members to help them make the very best decision possible.

Values are most valuable when they are regularly reviewed, modified as needed and disseminated throughout every level of your organization.  If it’s been a while since your organization has reviewed its corporate values – or if your organization doesn’t have any written values – consider allocating 15 minutes of your next board meeting to have a thoughtful review or discussion about them.  Use Spokes’ Core Values Worksheet to help identify what values are most critical for your organization at this point in your history.  Starting from scratch?  Identify at least three core values as a start.  Know that the board is always able to add new values as they may be identified – or rewrite previous ones.

To help you start the conversation about values within your organization, consider sharing this video: http://bigthink.com/videos/culture-at-30000-feet-above-ground from Dr. Frances Frei, Professor, Harvard Business School, and Anne Morriss, Chief Knowledge Officer of Concire Leadership Institute.  (The video is directed to for-profit companies in the service industries; please remind your colleagues that every nonprofit is a service organization.)

Remember: Embezzlers Don’t Want You To Know What They Are Doing

April 14, 2015 by Spokes For Nonprofits

Screen Shot 2015-04-14 at 9.25.12 AM
Click to download this 5-page Accounting Controls Checklist

Far too often, nonprofit board members assume that their organization’s finances are safe because large sums of money haven’t gone missing.  What they don’t know is that embezzlers rarely steal large sums of money.  They don’t want anyone to know that they are stealing money so they do their best to stay “under the radar” in their illegal behavior.  In fact, most embezzlement occurs in increments of $100 – $300 and are recorded as payments to fake vendors.  Sometimes, the embezzlers even create fake invoices to justify the fake payments, further deluding board members who try to track funds carefully.

And, did you know that there is actually a group of criminals who prey on athletic clubs and programs?  Many of these entirely volunteer-run organizations have minimal accounting controls making it easy to manipulate financial data and steal funds.  In fact, just last month, another athletic program fell victim to an individual who stole up to $700,000 from their organization and a local business, both located in Paso Robles, CA. Read the story below.

Protect your organization – and your own liability as a board member – by ensuring that your organization is using proper accounting controls.  Following is a list of several recommended controls any organization can implement to help prevent financial misappropriation.  Employ as many as you can, check references and backgrounds on bookkeepers (volunteer, contracted and salaried) and remain diligent in monitoring your organization’s financial reports and accounts. If you need more assistance in protecting your organization, know that Spokes is always here to help!

Bookkeeper suspected of embezzling from Paso Robles business

By Matt Fountain

[email protected]

March 23, 2015

A Paso Robles bookkeeper was arrested last week on suspicion of embezzling at least $700,000 from a local manufacturing business over a period of six years and possibly embezzling money from the North County youth sports nonprofit where she was treasurer for about seven years.

Police say they are still investigating whether the nonprofit suffered any losses.

Denna Carol Serda, 56, was arrested following an investigation that included a Feb. 5 search of her Paso Robles home and a subsequent review of her personal bank accounts, according to Paso Robles police Sgt. Tod Rehner.

As a result of their investigation, detectives secured an arrest warrant for Serda, who turned herself in to the Paso Robles Police Department on Friday.

She was booked into San Luis Obispo County Jail on Friday on suspicion of felony grand theft exceeding $950 as well as forgery, and the San Luis Obispo County District Attorney’s Office is considering filing additional criminal enhancements for taking property exceeding $50,000, aggravated white-collar crime exceeding $100,000 and the denial of probation for a crime exceeding $100,000.

Rehner would not identify the nonprofit or the private company Monday, but The Tribune has learned they are Make-It Manufacturing of Paso Robles and the Paso Robles Youth Sports Council. Serda is no longer with either entity.

The Police Department said in a news release that Serda is suspected of embezzling more than $700,000 from her for-profit employer between 2008 and 2014. Officers believe Serda also forged more than 450 financial documents in order to embezzle those funds.

Detectives are compiling additional financial documents from the Paso Robles Youth Sports Council; that investigation remained ongoing Monday afternoon.

Greg Powell, president of Make-It Manufacturing, confirmed Monday that Serda was hired as his company’s bookkeeper in 2008.

Powell said he was served with a summons by the Internal Revenue Service, which stated that Serda and her husband, Steven Serda, were being audited for suspicious income. When he met with auditors, Powell said, he was presented with a document on his company’s letterhead approving an employee loan to Denna Serda with his signature at the bottom, which he said was forged.

Before hiring her, Powell said, he knew Serda for years through family and friends, as well as through local youth sports.

He said that he brought the matter to his insurance agent, who is also involved in the Paso Robles Youth Sports Council, for which Serda was treasurer.

“He literally went white,” Powell said. They then contacted police, he said.

Marc Dart, current president of the sports council, said Monday that Serda was one of the founding organizers of the 501(3)(c) and served as its treasurer from 2007 until January 2015.

The nonprofit consists of representatives from local sports organizations, elected board members and liaisons from the city and the Paso Robles Joint Unified School District to advise and petition the city and school district on matters related to youth sports.

Serda’s husband previously served as the sports council’s president beginning in 2006.

Dart confirmed that the organization’s board became aware of concerns about Serda from her employer and asked to discuss it with her. She came in accompanied by her husband, Dart said, and both promptly resigned in January.

Dart added that the organization has gathered financial records and is cooperating with detectives and the District Attorney’s Office.

According to court records, Denna Serda was convicted in 2003 in San Luis Obispo Superior Court for grand theft of more than $400 in property. She served 30 days in County Jail and three years of formal probation and was ordered to pay about $720 in restitution and $700 in other fines.

She remained in County Jail on Monday evening in lieu of $1.2 million bail.

All public phone numbers listed for Steven Serda in Paso Robles were disconnected as of Monday afternoon.

Assistant District Attorney Lee Cunningham said Monday that prosecutors had not yet filed charges against Denna Serda; Cunningham was not able to comment on the possibility of criminal charges against her husband.

Does Your Board Deserve A Raise?

February 4, 2015 by Spokes For Nonprofits

Time for annual reviews. For many nonprofit organizations, this is the time to review staff performance over the last fiscal year and reward good performance or address poor performance. And, the same is true for your board members. Like your employees, your board members are critical human resources to your organizations and, like employees, they, too, require a performance review.In order to conduct an effective and equitable review, however, you must be very clear in your organization’s definition of “good performance” –  starting at the board level. Board member service isn’t easy.

The men and women who choose to serve as board members for your organization are making a tremendous personal gift toward the welfare of your organization. Their intent is to do good and to strengthen your organization. Honor that intent by ensuring that they understand what your organization needs from them, providing them with the information and education required to meet those needs, holding them each equally accountable to their responsibilities, celebrating those who serve the organization well and “thanking and releasing” those who do not serve your organization well.

Not sure how to start this discussion and review process?
Read Nonprofit Quarterly’s article “Enhance Attrition or Thank and Release? Firing Lousy Board Members” for great tips on how to improve the functionality and health of your board today.

Crowdfunding: The Right Strategy for Your Nonprofit

November 11, 2014 by Spokes For Nonprofits

Here you are, a harried development professional or an executive director who has been struggling to get the board more involved in fundraising, and your newest board member comes to you, excited about the Ice Bucket Challenge or other online fundraising craze, with a “new” idea: “Let’s crowdfund!”

Crowdfunding is a fairly new term to describe raising money for a project by getting small gifts from a large number of people, usually through fundraising webpages and such. In this way, it’s no different than what we call “grassroots fundraising”, except that it’s done online. Artists as well as for-profit entrepreneurs, seeking investments from their community for creative projects or start-up businesses, first used the term “crowdfunding”. It has become increasingly popular with non-profits as online strategies become a larger part of groups’ fundraising and communications work.

But what do you need to know to assess whether crowdfunding is the right tool and strategy for your nonprofit organization? First of all, it’s important to note that crowdfunding relies on the same underlying principles of more traditional, offline fundraising. You will have the greatest likelihood of success with crowdfunding if you have:

  • A realistic monetary goal,
  • A compelling reason for people to give,
  • A list of people to solicit, and
  • A team of staff and/or volunteers who will ask people they know for gifts.

So how is crowdfunding different from other individual donor fundraising strategies? It relies on an online platform, such as Indiegogo, which introduces potential donors to your campaign and encourages them to give. Crowdfunding tends to focus on very specific projects and capital needs—not general support—and offers perks or benefits for different gift levels that are related to a nonprofit’s mission (eg, a handmade card from women working in a cooperative in Africa), or give concrete examples of what different gift amounts would “buy”, such as a day’s worth of meals for homeless residents at a local shelter. While traditional fundraising appeals use these tactics as well, they are a more central feature of crowdfunding campaigns.

These crowdfunding platforms ask for specific information about your campaign—what you are raising the money for, how much you need raise—and often require a deadline by which you will raise your funds. They therefore force you to have a systematized approach to your fundraising campaign. In this way, crowdfunding has helped create more savvy and sophisticated donors, so that even if you don’t think crowdfunding is the right strategy for your nonprofit, the more popular crowdfunding becomes, the more your donors are going to expect clear, well-run fundraising campaigns, with compelling stories, regular updates about the progress toward your goals, and timely thank you notes. If your organization’s fundraising drives don’t have these key elements donors may lose confidence in your operation.

So good crowdfunding is based on sound fundraising practices. But does it save time and will it raise the money you need? According to the Crowdfunding Industry Report, crowdfunding platforms raised $2.7 billion and successfully funded over 1 million campaigns in 2012. It is estimated that global crowdfunding volumes have doubled since 2012, totaling nearly $5.1 billion in 2013. And social media expert Beth Kanter reports that 30% of the $5.1 billion crowdfunded went to nonprofits, an increase of 60% from 2012 to 2013.

Sources differ about the average donation size through crowdfunding, with the range offered being between $75 and $88. Individual solicitors raise an average of $534 for nonprofits through their own crowdfunding pages. And nonprofit organizations have raised an average of $7,000 to $9,238 through crowdfunded campaigns. Only about 40 campaigns have raised more than $1 million since crowdfunding was first used.

So how to know whether crowdfunding is something your nonprofit should try? Crowdfunding as a strategy can be used in conjunction with your annual or semi-annual campaigns. Factors that would suggest doing a crowdfunding campaign include having enough people to participate in asking their contacts and/or enough names on your social media or email lists to approach. Crowdfunding is best for getting lots of small gifts, not for the more personalized approach you’d use for major gift solicitation.

Another factor to consider is how much time a crowdfunding campaign will require from staff, board and other volunteers. Many people think that crowdfunding effort will save time, but that is not always the reality. First off, with more than 500 crowdfunding platforms out there now, it takes a little time to research which will be right for you. Additionally, studies show that campaigns using a video raise twice as much money as those without one. Creating a strong video will require a budget and some basic skills as well.

And just like in traditional fundraising, you have to start the campaign with people you already know—current donors, staff, board and volunteers—who can make the first gifts, and only then might you be successful in reaching new folks. According to Razoo, campaigns that receive their first donation during the first 3 days of the campaign are more likely to hit their goal than those who don’t, regardless of the length of the campaign.

Getting the word out about the campaign is key—through email blasts, in your e-newsletters, on the front page of your website, and on all your social media feeds. (You know all those people who have “liked” your group’s page on Facebook? Now is the time to build up those followers!) And you have to get your board, staff, supporters, and volunteers to do the same: email their friends asking them to donate to the campaign, post asks and information on their social media feeds, and create their own individual pages on the crowdfunding site. You won’t get donations from those you don’t know until you have a good amount of traction from your own network.

So when does it make sense to go the crowdfunding route? Here are some situations in which crowdfunding could be a good option:

  • If you have a very specific, tangible need that is less than $20,000, such as buying a new van to transport the youth you serve or to pay for members to travel to and attend a conference in another state.
  • If you are a brand new organization and don’t have any donors but do have a lot of people wanting to help.
  • If your organization has tried other, more traditional fundraising activities and nothing has really gotten off the ground, especially if your staff, board and volunteers have networks that they relate to often online and via social media.

But remember, asking for gifts from several major donors or prospects in-person could easily exceed the $7,000 to $9,000 average that is raised from crowdfunding campaigns. Also, one by-product of more personal interactions with your donors is that you will lay the groundwork to make future asks a whole lot easier.

Crowdfunding can be one of the tools in your toolkit, but it will not replace or make traditional fundraising strategies irrelevant—such as more high-touch strategies, like personal solicitations of major gifts, mail and e-mail appeals, as well as house parties or other small-scale events. As with any good tool, knowing when and how to use it is critical to using it well.

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