Launch of Impact Measurement Project Stephanie Robertson Brendan - - PowerPoint PPT Presentation

• Audit. Advise. Achieve.

Launch of Impact Measurement Project

Stephanie Robertson Brendan Baines LBG Canada June 8, 2015

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Introductions

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• LBG Canada Network
• Community Investment, Employee

Volunteering & Giving Policy Development & Implementation Strategies

• Metrics – Business & Community
• Decision-Making Frameworks to

Guide CI, EV & EG programming

• Communications for Community

Investment

• Impact Measurement Framework

(Business, Community, NPO

• Social Return on Investment

(SROI)

SiMPACT-at-a Glance

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LBG International

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LBG Model – The Global Standard

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LBG Canada 2016

“We’ve made a number of changes to our community investment program over the last two years. And I think much of those changes have been spear headed because of our LBG Canada membership.”

Kia Pyrcyz Senior Community Investment Advisor

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• Audit. Advise. Achieve.

Audit

Adopt a recognized global standard and report results with greater ease, clarity and focus.

Advise

Gain insights and tools to maximize community investment performance.

Achieve

Demonstrate the strength of community partnerships and measureable impact for business and society.

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Why Audit?

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Challenges of Community Investment

• ‘Community investment’ means

different things to different audiences

• Valuing community investments varies

between organizations

• Reporting focuses on dollars not

impact

• Approach varies by business unit,

branch, region, etc. - a challenge to meeting objectives

• Lack of consistent investment and

impact data

“Never before have corporations and companies been under such constant 24/7 spotlight, the expectations of stakeholders have never been

• higher. What this really means

is the importance of taking a shared value approach to community investment. The LBG Model has never been so salient”

Cyril Elbers Manager, Corporate Social Responsibility

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LBG Canada Audit & Review

• Investment $
• Administration S
• Communications
• Performance
• Program Structure
• Guidelines
• Reporting….

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Insights & Opportunities

• Year-on-Year

(Company)

• Sector
• Peer
• Regional
• Portfolio Size

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A Recognized Symbol of Quality

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Volunteering and Giving Challenges

• Volunteering programs are ‘the

flavour of the day’

• Yet ‘volunteering’ means different

things to different audiences (program value, working hours versus non-working hours, )

• Many variations in programming

(team, versus corporately organized, individual time, flagship program…)

• Not universally recognized as a

business activity, value not understood

• Available resources often inadequate

to meet goals

“By being a member of LBG Canada it has really helped with our employee giving

• program. We really used the

data that LBG Canada has provided back to us in terms of structuring our employee giving program how we structured our donation matches our employee volunteer grants…”

Joel Longland Community Investment Specialist

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Volunteer Participation Trends 2015

• Participation in volunteering

programs as been increasing

• ver the last three years
• Companies identify increase

in employee interest (58%) and enhanced executive support (55%) as reasons for increased participation

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Changing Expectations 2015

• Volunteer programs are

increasingly seen as a means to create business value. In 2015,

• nly 6% of companies in

LBG Canada report that goals for corporate volunteer programs were not incorporated into their strategy. A significant decrease from 25% in 2011.

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Key Challenges

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Management Insight 2015

• Of the companies offering DwH volunteering, only 68% report having guidelines

for management approval of time off to volunteer and only 60% report that the process for obtaining time off is clear and well documented.

• These types of management insights can help companies improve their internal

processes for increased program participation.

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DwH Programs – 2015

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DwH Guidelines in Place 2015

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LBG Canada Company Example (2014)

 Specific budget allocation  Adequate staff resourcing  Clear definitions of personal and corporate volunteering  Materials in orientation  Formal communications strategy  Employee experience evaluation  Community partner feedback  Guidelines for health and safety

• Five types of NwH offering, seven types of DwH
• Despite all these best practices, still saw a decline in participation

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LBG Canada Company Example 2015

 Specific budget allocation  Adequate staff resourcing  Clear definitions of personal and corporate volunteering  Materials in orientation  Formal communications strategy  Employee experience evaluation  Community partner feedback  Guidelines for health and safety

Reduced # of options, increased participation

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Staffing of Volunteer Programs 2015

• There is still a staffing gap

for various volunteering programs, with 36% of companies responding that DwH volunteer programs are not adequately staffed.

• Few companies have

employees managing the volunteer programs full- time.

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Evaluation Stakeholder Experience

• A decreasing number of

companies are evaluating employee experience.

• Less are also asking

community partners for feedback on corporate-run events.

• This feedback plays an

important role in informing continuous improvement

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Measuring the Value

• Social Return on Investment

Example: TD Money Matters

• Measure the value to all

stakeholders: Community and TD

• Audit. Advise. Achieve.

LBG Canada Overview and Service Offering

Stephanie Robertson Founder & CEO SiMPACT Strategy Group LBG Canada

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• Emerged in response to increased

demand for performance data and information

• Illustrate company performance

data—internally year-on-year and externally with sector and peer comparisons

• Inform internal analysis and

decision

• Aid in external reporting

Overview of the I&O Report

2011-2012

2014- 2015

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• Company year-on-year trends

Benchmarking Performance

• Sector benchmarking

Se Sector LB LBG Can anada Company Company

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Employee Engagement Report

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Employee Engagement Report

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Employee Engagement Report

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Employee Engagement Report

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Employee Engagement Report

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The Survey

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The Survey

The LBG Canada Volunteering Survey will be submitted on June 15th. Responses are expected by Thursday, June 30th at 5pm.

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Who wants to measure impact of volunteering?

20% 20% 32% 60% 64% 8% 12% 24% 52% 0% 10% 20% 30% 40% 50% 60% 70%

# of volunteer hours donated # of employees volunteered # of group volunteer projects conducted Employee feedback on their volunteer experience # of employees engaged in skill development

• pportunities

External recognition by customers External recognition by government Media coverage Non-profit partner feedback

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Impact Measurement Framework (IMF)

• Building off of work done by LBG

UK: Making a Difference

• Launching a Canadian version of

the Impact Measurement Framework

• Shifting focus from what

companies invest into to what that investment achieves

• Goal: A simple tool that helps

companies capture the impact of their community investments

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Old LBG Model View

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LBG Model Today

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Purpose

To make available in Canada, a straight-forward framework that enables companies to map, assess and report on the impact of community investments.

Objectives

• Confirm IMF structure and key indicators in

core impact areas

• Develop tools to assess community,

business & employee impact

• Build guidance and share tools to enable

companies to report more effectively

• Increase understanding of the value of CI

IMF Objectives

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IMF Reporting Example

XXX XXX XXX

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In order to report on impact more effectively, two key steps need to

• ccur …. The IMF focuses on working with companies to

a) map out investment objectives per beneficiary group, and then b) assess when the objective was achieved.

Steps to Impact Mapping Process

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IMF Framework

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Depth of Impact (for illustration)

Impact

Connect

Awareness, Understanding

Improve

Ability, Action, Seeing Results

Transform

Accomplish, Achieve

People Organizations Environment Employees Company

Raise awareness Get involved Behave differently Bring people together Offer additional services Operate differently Transfer knowledge Use new knowledge Take on a new role

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Community Indicators

Benefits to people Making a positive change in people's attitude or behaviour, e.g.: Addressing substance misuse Reduction in anti-social behaviour Increased attendance at school Increased sporting/fitness activity Eating more healthily Making informed choices Stopping criminal activity More energy efficient Positive attitude to authority (e.g. school, police) Positive attitude to school / higher education Positie attitude to subjects (e.g. science) Positive attitude to career progression Skills and personal effectiveness, e.g.: Increased academic achievement Increased awareness (e.g. of environment) Increased employability Increased literacy Increased numeracy Ability to manage finances Business skills Better parenting skills Interpersonal communication skills Negotiation / refusal skills Empathy skills Cooperation and teamwork Advocacy skills Decision making / problem solving skills Critical thinking skills Stress management skills Time management skills Quality of life People Time management skills Quality of life Improved physical health Access to clean water Access to health facilities Increased life expectancy Access to medicine Improved nutrition Improved financial situation Access to educational facilities Access to finance / microfinance Access to state benefits Opportunity for employement Imprived access to shelter / housing Access to basic services (heat, light, etc.) Able to access information / public services Increased independence Increased confidence / self esteem Increased community safety Reduced isolation Dignity (at end of life) Enabled engagement in the community Increased access to culture / leisure Increased access to green spaces Access to justice / legal services Benefits to organizations Improved or new services, e.g.: Provide new services / products Reached more or more time with clients, e.g.: Wider impact Deeper impact Improved management processes, e.g.: Reduced paperwork; more efficient processing Improved HR function Increased their profile, e.g.: Helped to lobby for legislative change Make cash savings / improve financial situation Increased media recognition Access to other sources of funds / resources (leverage) Taken on more staff or volunteers; Increased number of staff Training for staff / voluteers Environmental benefits Direct environmental impact, e.g.: Protect and/or replant tree stocks Protect endangered species Improve / conserve waterways Conserve protected land / sites Decrease waste to landfill Reduce greenhouse gas emissions Impact on environmental behaviour, e.g.: People engaged on environmental issues / activity Increased levels of recycling Improved energy efficiency Reduced water usage Organizations Environment

Current List of IMPF Community Impact Indicators – (to be tested in the Canadian Context)

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Business Indicators

Benefits of volunteering for employees Job-related Skills Adaptability Teamworking skills Communication skills Influencing / negotiation skills Problem solving skills Leadership skills Planning & organization skills Decision making Maximizing performance of others Customer Focus Excellence and continuous improvement Business awareness Technical / professional skills Personal wellbeing Self confidence Sense of well-being / happiness Understanding of and empathy with colleagues Awareness of wider social issues Increased job satisfaction Pride in the company / my job Increased commitment to the company Motivation Understanding of community issues Empathy with other people Behaviour change Undertake more volunteering Recommend volunteering to a colleqgue Talk positively about the company Do job better rs Employees

Benefits of volunteering for the business Human resource benefits Retention Recruitment Morale Team building Pride in the company Improved employee 'proposition' Stakeholder relations / perceptions Value / impact of press coverage Improved relationship with Government / regulators Building stakeholder trust Improved relationship with the community Known as employer of choice Business generated Increased sales Increased sales leads Operational improvement delivered Better able to meet customer expectations Transfer of employee volunteer skills to business Increased cooperation among departments Uplift in brand awareness Brand building / profile Increased site visits Increased media coverage Company

Current List of Employee & Business Impact Indicators (to be tested in the Canadian

context)

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International `Happenings` ON LBG – (Non-profit LBG Model)

Organización Non-Lucrativa Benchmarking Group

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International `Happenings` ON LBG – (Non-profit LBG Model)

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For more information:

www.simpactstrategies.com www.lbg-canada.ca Join us on LinkedIn Follow us on Twitter

Stephanie Robertson, CEO & Founder, stephanie@simpactsg.com

Calgary: (403) 444-5683