Understanding the Compensation of Nonprofit Executive Directors: Examining the Influence of Performance and Organizational Characteristics

In this study we aimed to provide a better understanding of executive compensation in nonprofit organizations. We examined factors including organizational size, market, subsector, organizational type, staffing level, and organizational performance as potential influences driving variation across the nonprofit sector. The models utilize data on the population of nonprofit organizations required to file Form 990 returns with the Internal Revenue Service in order to broadly examine compensation. The results indicate associations between various measures of performance and compensation in nonprofit orga‐nizations and also suggest that different types of nonprofits may be sensitive to different measures of performance.     

Women’s Voluntary Organizations in Canada: Bridgers,Bonders, or Both?

Using a sample of 645 voluntary organizations in Canada, this study explores the differences between women’s voluntary organizations and gender-neutral organizations in their propensity to form a bridging or a bonding interorganizational relationship. The results suggest that not only do women’s organizations in Canada collaborate more than gender-neutral organizations, but also the tendency to have bridging or bonding relationships is significantly different. The factors predisposing women’s organizations to have collaborators inside or outside their network seems to be affected by how much the environmental changes in Canada impact their survival and whether the nature of the causes they support makes them an attractive partner. For gender-neutral organizations the tendency to bridge or bond seems to relate more to traditional organizational characteristics, such as size and staffing efficiency.     

Supporting and Sustaining Grassroots Youth Organizations: The Case of New Detroit

Grassroots organizations have a central place in service provision within many urban communities, particularly as they work with young people. Enhancing the potential of youth serving organizations is vital as many of these small groups lack infrastructure and resources. One organization has gone beyond grant making to organizations to include providing technical assistance, then moving to a model of capacity building to improve their ability to fulfill their mission. This paper describes the efforts of New Detroit to improve the infrastructure of youth serving grassroots organizations through a multi-faceted model and the outcomes evidenced from the first cohort. In addition we explore the contradictions inherent in working with small groups. How do you improve effectiveness without destroying the “homegrown” character these groups possess? The model presented here shows the value of empowering small grassroots groups to build capacity.     

Using Resilience to Reconceptualise Child Protection Workforce Capacity

Abstract

Current approaches to managing and supporting staff and addressing turnover in child protection predominantly rely on deficit-based models that focus on limitations, shortcomings, and psychopathology. This article explores an alternative approach, drawing on models of resilience, which is an emerging field linked to trauma and adversity. To date, the concept of resilience has seen limited application to staff and employment issues. In child protection, staff typically face a range of adverse and traumatic experiences that have flow-on implications, creating difficulties for staff recruitment and retention and reduced service quality. This article commences with discussion of the multifactorial influences of the troubled state of contemporary child protection systems on staffing problems. Links between these and difficulties with the predominant deficit models are then considered. The article concludes with a discussion of the relevance and utility of resilience models in developing alternative approaches to child protection staffing issues.     

Why do drug treatment organizations use contingent staffing arrangements? An analysis of market and social influences

Contingent staffing arrangements are defined as conditional and transitory work arrangements. In the drug abuse treatment sector, contingent staffing arrangements have the potential to improve treatment if they are used to increase access to needed services. Alternatively, such arrangements could interfere with the development of consistent, long-term client-staff relationships. Unfortunately, little is known about the consequences of or influences on contingent staff arrangements in this sector. The goal of this study is to examine the conditions under which outpatient substance abuse treatment organizations are more likely to use contingent staffing arrangements. Building on previous research on the social organization of health care structures and practices, we develop a conceptual model based in market economics and institutional perspectives to suggest that treatment organizations choose contingent arrangements in response to market conditions and uncertainty, institutional demands, and client needs. Using data from a nationally representative study conducted in 1988, 1990, and 1995, we find limited evidence that drug treatment units use contingent staff in response to market pressures. Labor market and demand uncertainty, however, are systematically associated with greater use of contingent staff. Study results suggest that expectations and norms from the institutional environment, particularly the organizational context of the treatment unit are strong predictors of the use of contingent staff. By considering both market and social influences of contingent staffing, we contribute to a growing body of research on how markets and institutions interact to influence organizational structures and practices in the health care system.     

Staffing,retention, and government funding: A case study

This study analyzes the implications of government‐contract funding on the staffing pattern of a nonprofit agency, the Canadian Red Cross, Toronto Region. Furthermore, the study explains the implications of the staffing pattern on services and on the agency's organization. Staffing is one area that the literature on nonprofit organizations has not adequately addressed. The findings indicate that contract‐based funding leads to the hiring of temporary staff and affects the retention of employees. Although contract funding has some benefits, temporary staffing is detrimental to the agency's services. It affects not only employee recruitment and retention but also training. The results highlight how change in government funding from grants to contracts resulted in the agency's new staffing strategy and ultimately reduced the effectiveness of the services the agency provided to the community.     

A framework of operating models for interdisciplinary research programs in clinical service organizations

A framework of operating models for interdisciplinary research programs in clinical service organizations is presented, consisting of a "clinician-researcher" skill development model, a program evaluation model, a researcher-led knowledge generation model, and a knowledge conduit model. Together, these models comprise a tailored, collaborative approach to enhancing research-informed practice in community-based clinical service organizations. The models place different degrees of emphasis on the development of research-related skills in practitioners, the generation of knowledge tailored to clinical practice, and knowledge sharing. The nature, philosophical basis, roles of research staff members, outputs and impacts, and strengths and limitations of each model are described, in the context of a long-standing, interdisciplinary research program in a children's rehabilitation service organization. The use of the model framework as a tool for the design of interdisciplinary, community-based research programs is discussed.     

Organizational structure,leadership and readiness for change and the implementation of organizational cultural competence in addiction health services

Increasing representation of racial and ethnic minorities in the health care system and on-going concerns about existing health disparities have pressured addiction health services programs to enhance their cultural competence. This study examines the extent to which organizational factors, such as structure, leadership and readiness for change contribute to the implementation of community, policy and staffing domains representing organizational cultural competence. Analysis of a randomly selected sample of 122 organizations located in primarily Latino and African American communities showed that programs with public funding and Medicaid reimbursement were positively associated with implementing policies and procedures, while leadership was associated with staff having greater knowledge of minority communities and developing a diverse workforce. Moreover, program climate was positively associated with staff knowledge of communities and having supportive policies and procedures, while programs with graduate staff and parent organizations were negatively associated with knowledge of and involvement in these communities. By investing in funding, leadership skills and a strategic climate, addiction health services programs may develop greater understanding and responsiveness of the service needs of minority communities. Implications for future research and program planning in an era of health care reform in the United States are discussed.     

Employee Assistance Program Evaluation in a Federal Government Agency

Demonstrating the efficacy of an Employee Assistance Program is an equally important endeavor in public and private sector work organizations. This paper discusses the cost-benefit and cost-effectiveness evaluation that was conducted by the U.S. Department of Health and Human Services Employee Counseling Services program. Further, it details the components of the 30 month project relative to evaluation design, data collection processes, and strategies used to maintain employee privacy while analyzing personnel data. Results of the evaluation are also presented.     

The Logic of A Co‐Operative Economy and Democracy 2.0: Recovering the Possibilities for Autonomy,Creativity, Solidarity,and Common Purpose

Over the past 30 years, the collectivist‐democratic form of organization has presented a growing alternative to the bureaucratic form, and it has proliferated, here and around the world. This form is manifest, for example, within micro‐credit groups, workers’ co‐operatives, nongovernmental organizations, advocacy groups, self‐help groups, community and municipal initiatives, social movement organizations, and in many nonprofit groups in general. It is most visible in the civil society sector, but demands for deeper participation are also evident in communities and cities, and the search for more involving and less bureaucratic structures has spread into many for‐profit firms as well. Building on research on this form of organization, this article develops a model of the decisional processes utilized in such organizations and contrasts these “Democracy 2.0” standards for decision making from the Democracy 1.0 (representative and formal) standards that previously prevailed. Drawing on a new generation of research on these sorts of organizations, this article and this special section discuss: (a) how consensus decisional processes are being made more efficient; (b) how such organizations are now able to scale to fairly large size while still retaining their local and participatory basis; (c) how such organizations are cultivating a more diverse membership and using such diversity to build more democratic forms of governance; (d) how such organizations are combatting ethnoracial and gender inequalities that prevail in the surrounding society; and (e) how emotions are getting infused into the public conversations within these organizations and communities.     

Limits to expansion: transnational corporations and territorial embeddedness in the Japanese temporary staffing market

Recent changes to employment legislation have combined with shifting macro‐economic conditions to drive dramatic growth in Japan's temporary staffing industry. Leading transnational staffing agencies have sought to capitalize on this growth as part of their wider globalization strategies but have faced substantial challenges both in entering the market and in their subsequent attempts at expansion. In this article, we explore the ways in which the particularities of the Japanese host market regulatory and institutional environment combine with the inherent characteristics of the temporary staffing business model to challenge the expansionary strategies of these firms. We argue that while transnational firms have sought to adapt their business practices and strategies to the Japanese case, the attributes of the Japanese staffing market mean they have been unable to make significant inroads into the dominant market shares held by their domestic rivals.     

Are fire services ‘extremely gendered’ organizations? Examining the Country Fire Authority (CFA) in Australia

Emergency management organizations often have military‐based histories and continue to maintain militaristic styles of operation. Similar to the military, these organizations tend to be male dominated and culturally masculinized. The militarization and masculinization of rural fire services in Australia are generally unrecognized but highly important elements defining these organizations, and the example of the Country Fire Authority (CFA) is considered here. Using a cultural artefacts approach, historical and contemporary elements of the CFA's structure and practice are analysed using the concept of an ‘extremely gendered’ organization, with a focus on how the CFA is structurally and culturally gendered. We argue there is value in expanding the notion of ‘extremely gendered’ institutions beyond the military, to include other militarized organizations. Doing so not only helps to better understand and address resistance to change and gender equality measures, it also draws attention to the important role that such organizations play in the greater patriarchal order.     

Moving Toward Collaboration

Summary

Traditionally, organizations serving children and families have focused service delivery by available funding stream criteria. Federal funding streams supported fragmented services by tightly channeling monies to specific programs for specific needs. The intensity of providing and improving the delivery of services has overshadowed building connectedness across organizations and systems. Service has been the major goal and intense effort has gone into maximizing opportunities and measuring effects through service frequency. Over the past several years, new funding incentives have provided the opportunity for new collaboratives. This article describes an innovative collaboration between the Idaho Department of Health and Welfare (IDHW) and Eastern Washington University (EWU) and the unique directions and support that a university/agency partnership can provide for both organizations. Key features of this collaboration include shifts in funding and staffing strategies that contributed to more flexible services and increased levels of collaboration between IDHW, EWU and other community and state organizations and institutions. This article describes how funding can be viewed as a tool to increase the level of collaboration between systems, thus potentially leading to a breakdown of the traditional service delivery system. Finally, this article describes how an agency/higher education partnership played a key role in documenting the success of a school based program in meeting the emergency assistance needs of children and families, and how program evaluation, like funding requirements, can provide a supportive role in building collaborative relationships.     

Consistent Assignment of Nurse Aides: Association With Turnover and Absenteeism

Consistent assignment refers to the same caregivers consistently caring for the same residents almost every time caregivers are on duty. This article examines the association of consistent assignment of nurse aides with turnover and absenteeism. Data came from a survey of nursing home administrators, the Online Survey Certification and Reporting data, and the Area Resource File. The measures were from 2007 and came from 3,941 nursing homes. Multivariate logistic regression models were used to examine turnover and absenteeism. An average of 68% of nursing homes reported using consistent assignment, with 28% of nursing homes using nurse aides consistent assignment at the often recommended level of 85% (or more). Nursing homes using recommended levels of consistent assignment had significantly lower rates of turnover and of absenteeism. In the multivariate analyses, consistent assignment was significantly associated with both lower turnover and lower absenteeism (p < .01). Consistent assignment is a practice recommended by many policy makers, government agencies, and industry advocates. The findings presented here provide some evidence that the use of this staffing practice can be beneficial.     

Sustainability Assessment and Reporting for Nonprofit Organizations: Accountability “for the Public Good”

Nonprofit organizations serve the public good by offering services that benefit communities and the individuals who live in them. While many large for-profit companies and a few international nonprofits have begun voluntarily assessing and reporting their environmental, cultural, economic, and social sustainability performance in response to growing public awareness of sustainability issues, nonprofit organizations have generally been slow to adopt the practice. This paper makes the case that nonprofits have an obligation to assess and report sustainability performance to account for their positive and negative environmental, cultural, economic, and social impacts in the communities they serve precisely because of their promise to serve the public good; and that sustainability assessment and reporting are not only possible, but that they can actually offer several practical advantages for organizations that integrate the practice into their missions and models. Several sustainability reporting frameworks are reviewed. Two case examples are presented to illustrate the utility of sustainability assessments and reports for different types and sizes of nonprofit organizations. Challenges to the process of adoption and implementation of sustainability programs in the nonprofit sector are discussed.     

The organizational structure of child welfare: Staff are working hard,but it is hardly working

Child welfare has been overseen, litigated, reviewed, and chastised by those internal to the system and those who have never faced a traumatized child or an abusive parent. The work of child welfare occurs within organizations, generally large, public sector agencies. Literature has paid little attention to the organizational structure or staffing patterns of the agencies mandated to serve vulnerable children and families. This article explores the challenges facing child welfare and ponders the notion that the structure of public child welfare agencies has developed in response to internal and external factors. The resulting organizational structure may not be the best to support the myriad of mandates that child welfare must achieve.     

Florida's Efforts to Improve Quality of Nursing Home Care Through Nurse Staffing Standards,Regulation, and Medicaid Reimbursement

Between 1999 and 2007, Florida implemented two initiatives combining legislative, regulatory, and reimbursement strategies to increase nurse staffing levels in nursing homes to improve quality of care. Despite a $40 million incentive package allocated for direct-care staffing, per-resident-day staffing increased only after legislative requirements mandated minimum nursing hours per resident day. Total Medicaid expenditures grew by $1.1 billion over the 8 years; per diem rates increased 65% to reimburse providers' costs. Registered nurses' hours decreased, while licensed nurses' and paraprofessionals' hours increased. This article describes the impact of staffing policy changes, includes stakeholders' views about approaches to achieve quality outcomes, and documents state policy implementation efforts. Seven lessons from the implementation of state nurse staffing standards to improve quality of care outcomes are also presented.     

Fidelity in philanthropy: Two challenges to community foundations

Two recent court cases have raised doubts about how faithful community foundation officials must remain over time to the donor's charitable intent. For trustees of community foundations, nonprofit managers, and potential donors, the two cases discussed in this article raise three critical questions: Under what conditions can and should a donor's charitable intentions be modified? Do nonprofit organizations have legitimate claims to funds in community foundations earmarked for their organizations by donors? Should donors consider disbursing their philanthropic funds themselves rather than seek to have them held in perpetuity in a foundation? In addition to addressing these questions, the author suggests that the two court cases examined here reveal something important about the broader evolution of philanthropy over the past three decades.     

Service Organizations for Gay and Lesbian Youth

This paper discusses six youth service organizations that represent different solutions to the same problem: the acceptance of sexual minority youth. These solutions include youth-led groups, organizations dedicated to training and education, and agencies that provide direct services to youth. This chapter tries to bring some insight into the forces that formed these groups and discusses some of the new directions in the youth service community. Although each of these groups started with different structures and services, many have evolved to offer a common set of services. Future organizations will be able to benefit from this by assembling programs from the model components that have already been implemented. Future work should enhance those effective service components that have received little attention and develop new models to meet youth needs.     

The Decoupling of Organizational Society: The Case of Norwegian Voluntary Organizations

The means, motives, and opportunity of cooperation must be present if organizations are to establish mutual ties. Public benefit and conflict oriented organizations are hypothesized to have stronger motives for cooperation than member benefit and consensus oriented groups, and organizations with broad activity scope are likely to face more opportunities of cooperation than specialized organizations. These hypotheses are strengthened by results from regression analyses. The article further shows a historical decline in both the motives and opportunities for such cooperation in the case of Norway through processes of depoliticization, individualization, and specialization. Thus, here, the preconditions for cooperation within organizational society are gradually deteriorating. Such developments are likely to weaken the interconnectedness of voluntary organizations and the potential micro, meso, and macro benefits of such ties.