Managing A Nonprofit Organization 1st Edition Thomas Wolf - Solutions

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How can an organization address the competitive nature of seeking help during a crisis?How can it be strengthened through cooperation and mutual efforts with many of its competitors?
What specific steps can an organization take to learn from a crisis and improve? Who might be involved in the self-assessment process?
How is scenario planning different from paradigm planning and what is the purpose of each? How do they relate to an organization’s regular strategic planning efforts in normal times?
What characteristics would best define a leader when a nonprofit organization faces a crisis? Does your organization have such leadership?
What are some particular crisis warning signs associated with specific kinds of nonprofits? How easy are they to recognize?
What preparatory steps should be taken to be prepare for a crisis? Who should be responsible for each?
Has your organization been through a crisis with an external cause? Has it experienced an internal crisis? How well did the organization and its leadership respond? What could it have done better?
How are leaders nurtured?
How are leaders identified, developed, and recruited?
What key characteristics are sought in a leader? How does the internal culture of the organization help determine these characteristics?
To what extent does the organization employ a for-profit business model in its approach to problem-solving?
What kinds of collaboration and strategic alliances have been explored?
Would any type of merger or consolidation be beneficial?
What diagnostic process has been employed to determine whether the organization is too big or too small?
How do policies regarding the endowment fund either contribute to or detract from stability and sustainability?
To what extent has the organization directly addressed key questions relating to sustainability? How well does it meet expectations with respect to adaptability, constituency service, effectiveness/efficiency, accountability, and leadership?
What is the strategy for garnering support for long-range planning in your organization?Is there an effort to develop a climate of enthusiasm around the process of planning?
What is the mechanism for preparing alternative financial scenarios? Are they in a form that will be useful to the people who must make big decisions about the future?
Does your organization have a fully documented process for planning with clear deadlines? Is it well understood by all participants?
Are consultants being used by your organization in planning? Are their responsibilities clearly defined?
Are both board and staff involved in planning activities? Have appropriate ways been found to involve volunteers, constituents, funders, and other important community representatives?
Is some kind of evaluation scheme built into the planning process so that the plan can be adjusted if things do not work out as predicted?
Do planning activities in your organization include a review of the mission, vision, and values, the development of goals and objectives, the formulation of an action plan, the development of a timeline, and the preparation of appropriate financial projections for purposes of analysis?
Has your organization explored bequests, gifts of life insurance, charitable trusts, charitable gift annuities, and pooled-income funds? Does the organization educate donors about the advantages of these and other planned-giving (or deferred-giving)vehicles?
Does your organization do extensive research on corporate prospects and visit them before submitting proposals? Do proposals to foundations and public agencies reflect the guidelines and priorities of the funder?
Does your organization raise funds from a wide variety of local businesses? Is solicitation done by peers (other local businesspeople) and/or customers? Is there a convenient way for businesses to renew their gifts each year without responding to a special request for funds?
Does your organization raise funds by phone? Are callers properly trained and scripted?Is adequate research done on each prospect, including giving history, before a call is made?
Are online contributions growing in number and percentage of total gifts? Have you maximized the ways to grow your email list and keep people on it? Does your website make it easy to give? Are you effectively using social media in your fundraising strategy?
Is your direct mail attractive and is it properly targeted and personalized? Are messages compelling and short? Is there follow-up to those who do not respond?
Does your organization do at least one fundraising event annually? Are volunteers utilized effectively? Does income from events increase each year as it should?
Has your organization developed strategies to increase the number and amount of ongoing, individual, unrestricted gifts?
Provide some examples of how a staff might prioritize the timing of approaches to a specific donor. Why wouldn’t you just try any and every kind of solicitation?
What is customer relationship management? How can it be utilized most effectively?
Why is unrestricted funding important? How do you increase it from year to year?
How does an organization determine which donors are most valuable? What are factors that need to be taken into account?
What are some examples of how a donor might give to an organization in many different ways? What should organizations know about the ways that donors can get independent assessments concerning organizations they are considering for support?
What are the best strategies for young organizations and those that have not received tax-exempt status?
How do such variables as donor age and wealth help an organization determine the type of fundraising approach that might be most effective?
Does your organization meet all the filing requirements for your state, including annual reports and tax returns?
Does your organization file required financial forms in a timely manner (including IRS Form 990, Form 990-T, Form 940, Form 941, Form W-3, Form 1099-NEC, and Form 1096)? Does your organization provide the necessary forms to employees and independent contractors in a timely manner, including IRS
Are your organization’s computerized financial records adequately protected and backed up?
Are there proper controls over bill payment, dealing with incoming money, and handling cash in your organization? Is the organization properly protected through bonding against financial loss?
Has your board developed a regular procedure for monitoring income and expenditures and amending the annual budget?
Does your organization have a properly prepared balance sheet (statement of financial position) and income statement (statement of activities) that together accurately report the organization’s net worth and fiscal year’s financial activity?
Has your organization determined which method of accounting is most appropriate for its needs (i.e., cash basis, modified cash basis, or accrual)?
Does your organization do regular cash flow analyses?
Does your organization do multiyear budgeting for long-range planning purposes?
Does the budgeting process allow for the input of board members? Is the process sufficiently conservative to prevent the incurring of unintended deficits at the end of the year?
Has your organization developed a cash reserve fund?
Does your organization’s budgeting system allow board and staff to analyze the comparative cost of various programs and activities?
Does your organization’s chart of accounts provide sufficient detail to allow for necessary financial analysis of performance?
Does the timing of your organization’s fiscal year allow for meaningful financial comparisons to be made between one year’s activities and the next?
Has your organization conducted in-depth market research within the last five years?Have you made organizational decisions based on the results of this research?
Are the products, services, and programs of your organization appropriately priced?
How effective are social media strategies? Is there sufficient manpower to produce content and keep the website up to date?
Does your organization promote itself and its activities to all of its constituencies? Are promotional efforts effectively targeted? Are sufficient dollars budgeted for public relations efforts, and are these dollars deployed wisely?
Does your organization offer products, services, and programs that are competitive in the marketplace? Are constituents satisfied (i.e., does your organization deliver on its promises)?
Is the organization able to assess the effectiveness of its brand in the community and among its various constituencies? Is there a strategy for enhancing and improving the organization’s brand?
Has your organization accurately identified its various constituencies? Does it have an effective way to determine whether they are well served?
Do professional development activities for staff, board, and volunteers build uniform DEIB-related skills, fluency, and vocabulary?
Does the power structure within the organization give everyone a voice? Are the opinions of all respected and considered?
Is the pay structure fair, and does it recognize the unique contributions of people from marginalized communities?
Are there adequate orientation, mentoring, training, and performance review opportunities in place once people are hired?
Do recruitment and hiring procedures ensure fairness, and do they address DEIB concerns? Has the organization and its leadership reached out and connected with specific organizations and individuals whose background and expertise can help identify diverse candidates for job openings?
Are there open channels of communication that allow feedback on cultural equity issues and initiatives and guarantee anonymity?
Has the organization developed a statement on cultural equity that is reviewed and updated annually—or more often if required? Do personnel and other organizational policies reflect the values contained in the statement?
Has the organization conducted a cultural diversity audit? Is it prepared to address the shortcomings identified, develop a DEIB plan, and establish measurable benchmarks of success?
Is the organization prepared to make diversity, equity, inclusion, and belonging an ongoing priority and an area to which staffing and resources will be allocated on an annual basis?
Are there systems in place to ensure that people who work in the organization know they are appreciated?
Does your organization have a personnel manual or employee handbook? Is it complete and up to date?
Is there a sexual harassment policy? Do you provide employee training to create awareness of your sexual harassment policy?
Has your organization developed conflict-of-interest policies for employees?
Has your organization clearly documented its hiring and pay procedures? Is there a formal evaluation procedure for every employee in your organization? Have grievance and termination procedures been developed?
Are employee benefits comparable to those in other nonprofit organizations of similar size? If salaries and benefits are not adequate, is there a plan to address this issue?
Are compensation scales realistic and fair in your organization? Have you examined pay practices to ensure internal as well as external equity?
Are there job descriptions for all employees in your organization? Are they up to date?
Does your organization have an organization chart that clearly and unambiguously shows chains of employee authority and accountability?
How diverse is the workforce in terms of gender, race, ethnicity, religion, age, sexual orientation, and physical abilities?
Is there a separate volunteer organization that is affiliated with your organization? Are issues of control and authority clearly resolved and documented?
Is there a volunteer coordinator in your organization? Are the coordinator’s responsibilities clearly spelled out? Are this person’s activities well integrated into the operation of your organization?
Has your organization found effective ways to identify, recruit, orient, motivate, and recognize the work of volunteers?
Are tasks in your organization appropriately distributed among salaried staff members, volunteers, independent contractors, and outside organization service providers?
Are there ways to ensure that consideration of corporate culture does not work against bringing in people with diverse backgrounds and points of view?
Is the organization’s unique corporate culture considered in making hiring decisions?
Has a proper assessment been made of all the tasks that need to get done in your organization? Has it been documented?
Do employees come to your organization with the proper management skills related to the jobs they will perform? Do they seem to work well with others?
Is there a leader (or leaders) in your organization skilled in personnel work? Has the organization developed a system that ensures that each job will be filled by the best possible candidate?
Has your board considered the question of trustee liability? If appropriate, has your organization secured proper protection for the trustees, including insurance protection?
Is there a process that ensures that appropriately qualified people become officers in your organization?
Has your organization considered a board of incorporators (or overseers, advisors, or friends)?
Have sufficient numbers of committees been developed in your organization to accomplish the work of the board effectively?
Is there a trustee manual in your organization that spells out the requirements of trusteeship? Is there a clearly documented conflict-of-interest policy?
Is the process for identifying and recruiting new trustees effective? That is to say, does it result in a collection of trustees with the necessary skills and diversity of backgrounds? Is there a proper orientation process for new trustees?
Does your board play a leadership role in promoting your organization in the community?
Has your board developed a process for evaluating the performance of the chief executive? Have your trustees given some thought to how they will recruit and hire a new chief executive when the time comes?
How active is your board in raising money? Are all trustees active in fundraising?
Are all board members required to make a financial contribution? Is there a system that ensures that they will do so?
Has your board developed and approved proper financial controls that meet generally accepted practices for nonprofit organizations?
Is your board (or a subcommittee of the board) involved in the process of developing the annual budget? Do the trustees formally approve the budget? Do they compare financial performance to budgeted figures throughout the year?
Has your board engaged in a comprehensive long-range planning process within the last five years? Does your board approve specific goals and objectives each year?

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Managing A Nonprofit Organization 1st Edition Thomas Wolf - Solutions

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