Developing our people – NFP Workforce Survey 30th October 2018

How the sector is tracking with people management

How the sector is tracking with people management Breakdown of policy costs on Association Liability Insurance 2017-2018 Settlement Costs $ 43,091.45 Legal Costs $122,179.08 Total Payments $141,352.53 Premium $ 90,650.00 Presentation Title and Footer Information (change on Master page) | 2

How the sector is tracking with people management Accreditation Top 3 standards where improvement plan actions are required: Governance Staffing, including volunteers Cultural Safety for Aboriginal and Torres Strait Islander staff and clients Only 3 CLCs across Australia were fully compliant in the staff, including volunteers standards The average amount of improvement actions items per CLC in this standard is 4.2

Tools for supporting and supervising staff

Tool # 1 Workforce Survey

Workforce Survey: CLCQ’s experience Why complete a workforce survey? Centre for Social Impact Australian Not-for-profit workforce survey The plan Why? Identified sector issues – made us reflect Pretty flat structure, focus on teamwork Large growth in short time (from 2.2 staff to 5.4) but still small My management style? Imposter, no formal training, etc The Plan Test for sector Our own insights & improvements

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Issues identified Working in a peak organization means we’re removed from frontline services (see challenges in ‘work design – job enrichment’ (p10), ‘beneficiary contact’ (p12), etc) Proposed way of addressing: Encouraging staff to spend more time visiting or embedded with member organisations Presentation Title and Footer Information (change on Master page) | 2

Issues identified Staff wellbeing, although note timing may have contributed to this (p7). Proposed ways of addressing: Manage wellbeing around travel (ie encouraging TOIL or leave following stints of travel); recognize and value our (existing) practice of debriefing and providing support to peers; review our employment arrangements (currently a mix of employment conditions, policy and award). Presentation Title and Footer Information (change on Master page) | 2

Issues identified Performance management and compensation rates lowly, compared to benchmarks (p12). Proposed ways of addressing: Review our employment arrangements, including mechanisms to value employees’ skills and experiences, and identify learning opportunities (see also ‘learning climate’ (p4)) strengthen regular review processes. Presentation Title and Footer Information (change on Master page) | 2

Reflections? Really positive conversations Built trust within group Presentation Title and Footer Information (change on Master page) | 2

Australian Not-for-profit Workforce Survey Ramon Wenzel, Director Learning for Purpose, Centre for Social Impact, University of Western Australia

Next steps on Workforce survey Whole of sector???

Leading People

Tool #2 Learning from Colleagues

Staff Supervision and Support: The Good, the Bad and the Ugly A conversation you want to have with others Questions you want answered Information you want to share A project you want help on A dilemma you are working through Something that has worked well A lesson that has been learnt Participants write their idea on a post-it note and share to the group. Post-it notes is stuck on wall – grouping of similar topics may be necessary Allocate spaces and convenors to the topics – 30 mins for conversation Summary Sheet to be filled out for report back

Tool #3 Next steps

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