Why We Make a Difference

. Promote. eaucate ana unite me nonprofit s m o i to PrnV ae ennancea SeN ces to the c I zens n London Foster ng cot anoralion with n tne nonarofii sector ana among me public ann pr vale sectors

y the City of London should fund us

capacily in ourcomminn; by increasing the level of VolUnteeriSm in London Pillar increases the pmfeSSiOMlism. BCCOUntability and viribiliy of the nonpmft rector

. Pillar Contributes to the sU0talnability of the nonpmft sector Plllai increases the knowledge about the communily and the sewices available

* Pillar increases the engagement of cnliens and builds

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Highlights from

London's Voluntary Sector i .

oyment and Training Needs' Study ons in London's omplete a lengthy esource needs.

ed by the voluntary Overall, results show insufficient funds (58%) and a shortage of

ts and training needs Volunteers (42%) are the two main reasons why organizations are ry rewards OF working in unable to meet current service demands.

Respondents identified three main challenges which would inhibit their

- Reduced support and Funding from the government and

- A shift in funding towards specific projects rather than For Philanthropic organizations (55%) ' L tary sector organizations

i respondents completed the nes resuits with focus group core operationslservices (49%)

and philanthropic organizations (43%) studies conducted across , - A decrease in funds From sources other than the government

Without sufficient funding and dedicated volunteers, the sustainability and quality of service provided by London voluntary sector organizations may be in jeopardy.

Volunteers Whether volunteers make up the entire organization or work together with employees of an organization, they are seen as invaluable by ail

Survey resuits revealed: - 92% of organizations have volunteers, other than board members, who volunteered with their organization in the last 12 months - Organizations have a range in the number of volunteers from 1-5, to more than 500 who donated between 4 to 66 hours per year depending on the position heid - On average, 253 individuals volunteer per organization, however 112 of the organizations had more than 60 volunteers and another ' 1 2 had fewer than 60 volunteers

Education &research

Sodal services

Most volunteers performed the following activities: - Providing information - Canvassing, campaigning and Fundraising

Law, advocacy, &poliUcs

Philanthmpic Intermediaries & voluntarism promotion

Bushes5 & professional aswdations, unions

Not elsewhere classified

research reveals that in most cases volunteer management becomes part of everyone's job instead of the soie responsibility of one person.

Even with an employee or volunteer assigned to manage volunteers: - 49% OF respondents indicated there were not enough funds and resources to effectively organize volunteerpork - 45% OF respondents did not Feel there was sufficient time to effectively organize volunteer work

anizations were formed andlor incorporated

tions are mandated ouring counties and rural municipalities

n-profit' organization

Serve the City of London

respondents indicated their organization was an

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Volunteer Challenges

- 113 of organizations reported that there was a shortage of skilled Employees volunteers with appropriate education, experience and attitude

demands have forced dedicated existing volunteers to contribute a higher number of hours leading to 'volunteer burnout' - Respondents indicated finding leadership volunteers and managing high school volunteers continues to be a challenge in their organization

- The of tqualitv' and the increasing sewice Many individuals tend to forget that the voluntary sector is composed of dedicated, compassionate employees in addition to volunteers.

- Approximately 314 of organizations surveyed employ paid st2 - The average number of empioyees.per organization in Londc is 33 with 112 of the organizations employing more than 8 people and another 112 employing fewer than 8 people

following reasons...

Because of a personal / family experience with our

organization's services

To give back to socieQ

To gain relevant work experience

For the self satisfaction received from helping others

Several suggestions

Suggestions for recruiting volunteers include:

- Posting volunteer opportunities on Pillar's website www.piliarv.com - Using existing volunteers to identify other voiunteers - Targeting students - Offering training and workshops - Advertising in local media

Workforce Profile

- 48% of employees have a coiiege CertificateJdiploma, and another 23% have a university degree - Most employees in London's voluntary sector are aged 26-4! 44% of employees are 35 or under - Most senior managers are older than the average worker an are in the 36-55 age category - London voluntary sector employees generally have between 1-5 years of work experience (28.4%), followed by more th; 15 years of work experience (27.8%)

Boards of Directors

Boards of Directors are an integral part of any voluntary sector organization. - The average number of board members in London is 11.7 with

a min m.m requirea n-moer of 9 and a maxim-m of 14 per organization - London a'rectors genera y serve 3-4 years on a ooara - Respondents indicated the skills of fmaraising and revenue

- London responaents notea mere was a lac< of representat on generation were lacking on their board

on tneir boara from some sectors of soc:ety

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Shortage, Retention and Recruitment

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pillar Volontarv Sector Network

Benefits - Approximately 36% of organizations indicated they have, or expect to have, vacancies for paid staff positions within the next Respondents indicated their organization could eliminate,alleviate their 12 months retention challenge by improving benefits. . - Most orqanizations have a staff shortaae of 1-2 emolovees. This

alleviating retention challenges.

- Senior management salaries range from $15,000 to $114,999

- Management employees are paid $35,000 to $54,999 with the median being in the $55,000 - $64,999 range

- Senior administrative and clericalladministrative support salaries

- Professionals are in the $25,000 - $44,999 range - Intermediateltechnical staff are paid in the $25,000 - $34,999

Funding was found to be the main challenge faced by over of respondents when implementing technology. Other challenges when implementing technology include: underdeveloped skills of staff and

and a lack of supportfrom board memben in identifying technoiogyasa priority.

range from $25,000 - $34,999

c. range

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Revenue and Expenditures Operating Budget

- 17% of organizations completing the questionnaire had an

- Almost 3/4 of respondents (72%) had an operating budget of less

- Government, non-donated revenue, individuals, and membership

operating budget below $10,000

than $500,000

dues make up the largestcontributionsto revenue

Expenditures

- Salaries and wages make up more than 112 of London voluntaiy sector expenditures - Program and service delivery is the next largest expenditure making up 113 of expenses - After these expenditures, organizations are left with few funding dollars for crucial costs such as professional developmentltraining, fundraising, and volunteer expenditures

Changes in funding patterns toward short-term project funding has forced organizations to spend their time preparing grant proposals as insecurity looms amongst employees, volunteers, and clients.

Sustaina bility Tne majority of respondents no catea tneir organizat.on WOL d grow overa in tne next f ve years, followed by aec..ne, no change and c.osJre

Respondents stated that the foilowhg factors will cont organization's growth in the nextf.ve years:

- lncreasing s k h t o respond to the change in fJndra:s:ng/resoJrce generation (77%) - Support from tne government ana other o - naving a s-ffc'ent supp.y of vo.rlnteers (6 - riav ng a sJfficienr supply of paia staff (43

Over 18% of respondents na'catea tneir o strateg'cp an dpdatea in tne ast 12 mantns.

Most organ.zations indicated tne follow n for oeve,op'ng an0 strengthening London

- Improving networds - B,;la:ng partnersnips - Canadcting training workshops - Creatng awaros ceremonies - Hav.ngjobfa'rs

Respondents inaicatea tne fa owing important to tneir organ zation:

- hetworang apporrunit - Meaa ana pJb.ic.ty fo in tne dnaon area - Information on local tr - Sem nars on new nfor vo.mtaiy sector

-onaon stJoy results foun

emp oyment opportdn'ties

an organization are also ia can affect an organization self satsfact'on from help a voiuntaiy sector organi Contr'OLte to thissector.

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Pillar Nonprofit Network 257 Dundas Street, London ON N6A 6H9 Tel: (519) 433-7876 Fax: (519) 435-0227 Web: www.pi!larv.com

Programs and Services 2007 PROMOTION & BEST PRACTICES FOR NONPROFIT SECTOR

. Board Diversity Project Project to develop and foster diversification of volunteers on boards of directors in London’s nonprofit sector. Our goal i s to create an environment that wil l facilitate and enhance participation from London’s multicuttural population in decision-making and in leadership positions. Funded by Multiculturalism Program of Canadian Heritage 8

. Innovation Awards An annual Pillar event to recognize the nonprofit and charitable sector’s innovation, leadership and contribution to the quality of life in London

= Nonprofit 8 Charitable Expo, March 5-7, 2007 8 Jointly hosted by Pillar Nonprofit Network and London Public Library

Showcase of local nonprofits, professional development and public workshops

EDUCATION

1 2007 Power of Philanthropy Conference 9 Jointly hosted by Pillar Nonprofit Network and London & Region Fund Raising Executives

(LRFRE) Thursday, April 5, 2007, Lamplighter Inn, London, Ontario. Luncheon Keynote Speaker: Justin Trudeau

= Libro Financial Nonprofit Seminars . 9

Jointly hosted by Libro Financial, Pillar Nonprofit Network and Fanshawe College In Fall 2007 we will launch a series of nonprofit seminars on topics relevant to the sector

9 Canada Revenue Agency (CRA) Project In partnership with Canadian Federation of Voluntary Sector Networks (CFVSN) Workshops in London and area to help charities file complete and accurate T3010A forms on-time Funded by Canada Revenue Agency

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1 Networking Events 8 2 events in 2007 to offer an opportunity for members to network and discuss relevant

issues to the nonprofit sector

Our Mission Pillar strengthens and leverages the impact of the nonprofit sector for a civic and just society

Pillar Nonprofit Network 251 Dundas Street, London ON N6A 6H9 Tel: (519) 433-7876 Fax: (519) 435-0227 Web: www.pillatv.com

Programs and Services 2007, cont’d

VOLUNTEERISM

9 Volunteer referral service a t www.pillarv.com 9 Ongoing service for members of Pillar who need to find volunteers for their programs and

for citizens of our community who wish to find volunteer position

1 “Volunteers: This i s our story” - Youth Volunteering DVD * DVD for high school aged youth to teach them about civic engagement

RESEARCH - Employee Recruitment, Retention and Succession Planning in the Nonprofit Sector Follow-up to Pillar’s 2004 London’s Voluntary Sector Employment and Training Needs Study Funded by Service Canada, JCP Program =

INFORMATION

1 Getting Connected Newsletter * Pillar’s bi-weekly e-newsletter to members only

1 Nonprofit Library Network Community Collection * Housed in Pillar’s office; publications available for loan to the community

= Voluntary Gateway Portal 9 Pillar i s a contributing editor to http://voluntarvgatewav.ca

Voluntary Gateway i s a portal that makes it easier to locate information and resources, as well as facilitate collaboration to strengthen communities and social enterprise.

9 Pillar Nonprofit Network Website - www.pillarv.com 1 Resources, events and volunteer referral are featured on this comprehensive website

Our Mission Pillar strengthens and leverages the impact of the nonprofit sector for a civic and just society