Resources (basic) Payroll/taxes automated Payroll may be outside Payroll (hire/retain expertise) service No formal timekeeping Basic timekeeping for legal Timekeeping for legal, grant requirements Timekeeping for legal grant requirements, staffing/program No written personnel policies requirements analysis (understood) Basic written personnel policies, focus on culture More rigorous personnel Policies may be amended to Recruitment/ad hoc policies to protect organization, include sabbatical, other new Beginnings of consistent Minimal or no personnel employees retention benefits hiring system, recruit diversity in files, job descriptions, or Staff and Board Use wider ranges of Accumulate pool of internal evaluation process recruiting media, interview and external candidates Supervisor keeps techniques; incorporate legal files; broad job Institutional relationship “personnel” requirements in hiring and descriptions (may be outdated); between job descriptions, orientation subjective evaluation process performance review, and Standardized, legally organizational goals job descriptions & personnel files; written, collaborative evaluation process Changing Programs, Changing Relationships Organizational Stage 1 2 3 Stage 4 Area Creativity/Startup Direction/Establishment Delegation/Institution Consolidation/Permanence Product/Program Single product Multiple Eliminate some Focus program on core products/programs sometimes products/programs competencies Basic approach based on funding Performance standards/trend More sophisticated analysis of Develop more analysis influence product design environment/trends sophisticated approach Develop more systematic Ability to quickly take advantage approach to new products, new of market opportunities markets Focus of Individuals Programs organization Impact/Public Outcomes Performance
Resources (basic) No formal timekeeping No written personnel policies (understood) Recruitment/ad hoc Minimal or no personnel files, job descriptions, or evaluation process Payroll/taxes automated Basic timekeeping for legal requirements Basic written personnel policies, focus on culture Beginnings of consistent hiring system, recruit diversity in Staff and Board Supervisor keeps “personnel” files; broad job descriptions (may be outdated); subjective evaluation process Payroll may be outside service Timekeeping for legal grant requirements More rigorous personnel policies to protect organization, employees Use wider ranges of recruiting media, interview techniques; incorporate legal requirements in hiring and orientation Standardized, legally job descriptions & personnel files; written, collaborative evaluation process Payroll (hire/retain expertise) Timekeeping for legal, grant requirements, staffing/program analysis Policies may be amended to include sabbatical, other new retention benefits Accumulate pool of internal and external candidates Institutional relationship between job descriptions, performance review, and organizational goals Changing Programs, Changing Relationships Organizational Area Stage 1 Creativity/Startup 2 Direction/Establishment 3 Delegation/Institution Stage 4 Consolidation/Permanence Product/Program Single product Basic approach Multiple products/programs sometimes based on funding Develop more sophisticated approach Eliminate some products/programs Performance standards/trend analysis influence product design Develop more systematic approach to new products, new markets Focus program on core competencies More sophisticated analysis of environment/trends Ability to quickly take advantage of market opportunities Focus of Performance Individuals Programs organization Impact/Public Outcomes