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An Examination of the American Humanics Certificate Program: Understanding its Impact on the Nonprofit Workforce Teresa VanHorn Heather Carpenter University of San Diego 2009 Cohen Grant
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An Examination of the American Humanics Certificate Program:
Understanding its Impact on the Nonprofit Workforce
Teresa VanHornHeather Carpenter
University of San Diego
2009 Cohen Grant
The Study
Purpose
Examine the impact of AH certification on
nonprofit workforce.
Focus on nonprofits that historically hire AH
graduates.
Background
What research has been done on employer benefits of the AH certificate?
How can partnerships improve the recruiting and hiring of AH graduates?
What considerations are made by AH partner agencies when hiring?
Certificate vs. No certificate
Research Questions
Is there a difference in hiring an entry-level AH graduate versus hiring an entry-level employee in general? Are AH graduates’ competencies and personal
attributes different than those competencies and personal attributes of entry-level employees in general?
What is the role of AH, Inc. in the hiring process? Can it be improved?
Design
Methods Qualitative
Focus Group at National Nonprofit HR Conference HR Session at AHMI
Quantitative Surveyed AH Partners (HR Professionals)
Survey Monkey Edited and vetted Use of an Incentive-Ipod touch
Analysis Descriptive Statistics -- SPSS
Sample
Convenience Sample AH Inc. provided list of 70 alumni currently or previously
employed by an AH nonprofit partner. AH National partner agencies were contacted and asked
to provide email lists for HR directors.
120 Email Addresses 57 responded (47.5% response rate) Skewed towards Girl Scouts HR Directors
Respondent Demographics
Aware of AH before working for current organization Yes 10.2% No 89.8%
Hiring and/or Recruiting Human Resources Department 53.1% Human Resources Director 34.7% Executive Director/CEO 28.6% Operations Manager 20.4% Office Manager 8.2% Other 28.6%
Respondent Demographics
#people
Years
Respondent Demographics
Interviewed or recruited an American Humanics graduate? Yes 43% No 21% Don't Know 36%
Did you hire an AH Grad? Yes 28% No 28% Don’t Know 44%
Expectations Different than other Employees? Yes 42% No 58%
FINDINGS
Are AH graduates’ competencies and personal attributes different than those competencies and personal attributes of entry-level employees in general?
Competencies Nonprofit Management Board Management Committee Development Community Outreach Marketing and Public Relations Diversity Awareness Understanding of Nonprofit Ethics & Values Fundraising Principles Historical Understanding of the Nonprofit
Sector Information Management and Technology Nonprofit Accounting and Financial
Management Program Planning, Implementation and
Evaluation Risk Management and Legal Issues Human Resource Management Volunteer Management Youth & Adult Development Career Development and Exploration
Personal Attributes Works Well with Others
Communication Skills Flexibility Employability Skills Passion Authenticity Writing Skills Voices Opinion
To what extent are the following competencies important for an entry-level candidate to possess?
Entry-level
Entry-level AH
Nonprofit Management 62% 84%
Board Management Committee Development 39 53
Community Outreach 84 90
Marketing and Public Relations 70 84
Diversity Awareness 92 100
Understanding of Nonprofit Ethics & Values 90 95
Fundraising Principles 74 74
Historical Understanding of the Nonprofit Sector 38 58
Information Management and Technology 67 84
Nonprofit Accounting and Financial Management 55 58
Program Planning, Implementation and Evaluation 80 95
Risk Management and Legal Issues 56 83
Human Resource Management 41 43
Volunteer Management 84 90
Youth & Adult Development 83 84
Career Development and Exploration 52 58
Which competencies are entry-level new hires deficient in? Yes or No response
Entry-level
Entry-level AH
Entry-level Deficient
Entry-level AH Deficient
Nonprofit Management 62% 84% 43% 0%
Board Management Committee Development 39 53 38 27
Community Outreach 84 90 30 9
Marketing and Public Relations 70 84 26 18
Diversity Awareness 92 100 30 18
Understanding of Nonprofit Ethics & Values 90 95 45 0
Fundraising Principles 74 74 43 46
Historical Understanding of the Nonprofit Sector 38 58 34 18
Information Management and Technology 67 84 11 0
Nonprofit Accounting and Financial Management 55 58 49 46
Program Planning, Implementation and Evaluation 80 95 30 27
Risk Management and Legal Issues 56 83 47 46
Human Resource Management 41 43 36 18
Volunteer Management 84 90 45 27
Youth & Adult Development 83 84 28 0
Career Development and Exploration 52 58 23 27
The Differences between entry-level and entry-level AH
Entry-level
Entry-level AH
Entry-level Deficient
Entry-level AH Deficient
Nonprofit Management 62% 84% 43% 0%
Board Management Committee Development 39 53 38 27
Community Outreach 84 90 30 9
Marketing and Public Relations 70 84 26 18
Diversity Awareness 92 100 30 18
Understanding of Nonprofit Ethics & Values 90 95 45 0
Fundraising Principles 74 74 43 46
Historical Understanding of the Nonprofit Sector 38 58 34 18
Information Management and Technology 67 84 11 0
Nonprofit Accounting and Financial Management 55 58 49 46
Program Planning, Implementation and Evaluation 80 95 30 27
Risk Management and Legal Issues 56 83 47 46
Human Resource Management 41 43 36 18
Volunteer Management 84 90 45 27
Youth & Adult Development 83 84 28 0
Career Development and Exploration 52 58 23 27
The Differences between entry-level and entry-level AH
Entry-level
Entry-level AH
Entry-level Deficient
Entry-level AH Deficient
Nonprofit Management 62% 84% 43% 0%
Board Management Committee Development 39 53 38 27
Community Outreach 84 90 30 9
Marketing and Public Relations 70 84 26 18
Diversity Awareness 92 100 30 18
Understanding of Nonprofit Ethics & Values 90 95 45 0
Fundraising Principles 74 74 43 46
Historical Understanding of the Nonprofit Sector 38 58 34 18
Information Management and Technology 67 84 11 0
Nonprofit Accounting and Financial Management 55 58 49 46
Program Planning, Implementation and Evaluation 80 95 30 27
Risk Management and Legal Issues 56 83 47 46
Human Resource Management 41 43 36 18
Volunteer Management 84 90 45 27
Youth & Adult Development 83 84 28 0
Career Development and Exploration 52 58 23 27
The Differences between entry-level and entry-level AH
Entry-level
Entry-level AH
Entry-level Deficient
Entry-level AH Deficient
Nonprofit Management 62% 84% 43% 0%
Board Management Committee Development 39 53 38 27
Community Outreach 84 90 30 9
Marketing and Public Relations 70 84 26 18
Diversity Awareness 92 100 30 18
Understanding of Nonprofit Ethics & Values 90 95 45 0
Fundraising Principles 74 74 43 46
Historical Understanding of the Nonprofit Sector 38 58 34 18
Information Management and Technology 67 84 11 0
Nonprofit Accounting and Financial Management 55 58 49 46
Program Planning, Implementation and Evaluation 80 95 30 27
Risk Management and Legal Issues 56 83 47 46
Human Resource Management 41 43 36 18
Volunteer Management 84 90 45 27
Youth & Adult Development 83 84 28 0
Career Development and Exploration 52 58 23 27
The Differences between entry-level and entry-level AH
Entry-level
Entry-level AH
Entry-level Deficient
Entry-level AH Deficient
Nonprofit Management 62% 84% 43% 0%
Board Management Committee Development 39 53 38 27
Community Outreach 84 90 30 9
Marketing and Public Relations 70 84 26 18
Diversity Awareness 92 100 30 18
Understanding of Nonprofit Ethics & Values 90 95 45 0
Fundraising Principles 74 74 43 46
Historical Understanding of the Nonprofit Sector 38 58 34 18
Information Management and Technology 67 84 11 0
Nonprofit Accounting and Financial Management 55 58 49 46
Program Planning, Implementation and Evaluation 80 95 30 27
Risk Management and Legal Issues 56 83 47 46
Human Resource Management 41 43 36 18
Volunteer Management 84 90 45 27
Youth & Adult Development 83 84 28 0
Career Development and Exploration 52 58 23 27
The Differences between entry-level and entry-level AH
Entry-level
Entry-level AH
Entry-level Deficient
Entry-level AH Deficient
Nonprofit Management 62% 84% 43% 0%
Board Management Committee Development 39 53 38 27
Community Outreach 84 90 30 9
Marketing and Public Relations 70 84 26 18
Diversity Awareness 92 100 30 18
Understanding of Nonprofit Ethics & Values 90 95 45 0
Fundraising Principles 74 74 43 46
Historical Understanding of the Nonprofit Sector 38 58 34 18
Information Management and Technology 67 84 11 0
Nonprofit Accounting and Financial Management 55 58 49 46
Program Planning, Implementation and Evaluation 80 95 30 27
Risk Management and Legal Issues 56 83 47 46
Human Resource Management 41 43 36 18
Volunteer Management 84 90 45 27
Youth & Adult Development 83 84 28 0
Career Development and Exploration 52 58 23 27
The Differences between entry-level and entry-level AH
Entry-level
Entry-level AH
Entry-level Deficient
Entry-level AH Deficient
Nonprofit Management 62% 84% 43% 0%
Board Management Committee Development 39 53 38 27
Community Outreach 84 90 30 9
Marketing and Public Relations 70 84 26 18
Diversity Awareness 92 100 30 18
Understanding of Nonprofit Ethics & Values 90 95 45 0
Fundraising Principles 74 74 43 46
Historical Understanding of the Nonprofit Sector 38 58 34 18
Information Management and Technology 67 84 11 0
Nonprofit Accounting and Financial Management 55 58 49 46
Program Planning, Implementation and Evaluation 80 95 30 27
Risk Management and Legal Issues 56 83 47 46
Human Resource Management 41 43 36 18
Volunteer Management 84 90 45 27
Youth & Adult Development 83 84 28 0
Career Development and Exploration 52 58 23 27
What extent are these personal attributes important for an entry-level candidate to possess?
Entry-level Entry-level
AH
Works Well with Others 100% 100%
Communication Skills 100 100
Flexibility 100 100
Employability Skills 100 100
Passion 100 100
Authenticity 96 100
Writing Skills 96 100
Voices Opinion 90 95
What personal attributes are entry-level new hires deficient?
Entry-level Entry-level
AHEntry-level
DeficientEntry-level AH
Deficient
Works Well with Others 100% 100% 18% 10%
Communication Skills 100 100 51 30
Flexibility 100 100 36 30
Employability Skills 100 100 22 30
Passion 100 100 27 0
Authenticity 96 100 16 10
Writing Skills 96 100 56 30
Voices Opinion 90 95 16 0
Are expectations truly different for AH new hires? Interviewed or recruited an American Humanics graduate?
Yes 43% No 21% Don't Know 36%
Did you hire an AH Grad? Yes 28% No 28% Don’t Know 44%
Expectations Different than other Employees? Yes 42% No 58%
What is the role of AH in the Hiring Process?
Where Advertise Jobs? Online sites
82.7% Nonprofit Job Sites 82.7% Organizational Websites 75.0% Local/Regional Newspaper 53.8% University Websites 53.8% Professional Recruiting Companies
13.5% Trade Journals 9.6% Job Match Program 3.8%
What is the role of AH in the Hiring Process?
Advertise Jobs Cont. Other 19.2%
Targeted Media, Print Sources State Employment Sites Word of Mouth College Career Fairs County Meetings Workforce Agencies Listservs, Community Bulletin Boards Regional Job Sites
What is the role of AH in the Hiring Process?
Events to recruit employees Career Fairs 78.0% Professional Association Meetings
41.5% American Humanics Management Institute 17.1% Other 12.2%
Types of events*College & University Career Fairs *Local Events *Idealist Events *Association Career Fairs *Minority conferences *Summer Camp Career Fairs *Regional Events *Mall Career Fairs *Association of Fundraising Professionals Events *Diversity Fairs
What is the role of AH in the Hiring Process?
50% attended AHMI Reason for not attending AHMI
Time Information Cost Location Not invited by local AH at University
Only 3 attended AHMI placement day
Only one person included American Humanics certificate "preferred" in want ad or in the job description.
What could be the role of AH in the Hiring Process?
Hiring managers would like AH to:Post job openings online 91.3%
Refer American Humanics graduates to job openings 82.6%
Promote job openings at AHMI 60.9%
Limitations
Small Sample Size
Potential for Bias
Most likely the respondents were most likely Girl Scout HR directors.
Even though many respondents were aware of AH before receiving the survey, they didn’t know the extent they could utilize AH.
Missing data from several national partners.
Next Steps
Results of this study will be shared with AH CED’s and AH partner organizations.
Results will be shared at a National Nonprofit HR conference.
Survey Methodology can be used at the local level with AH campuses and local nonprofit agencies.
The data may also be used as a benchmark for further inquiry.
Discussion
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