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Stakeholder Analysis Quadrant Exercise

Stakeholder Analysis Quadrant Exercise

Stakeholder Analysis Quadrant Exercise

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Description

The strategic planning quadrant can be used during strategic planning to identify and prioritize stakeholders based on:

  1. Their level of power or influence they have over your organization.
  2. Their level of interest in your organization, products and/or services.

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Employee On-Boarding Checklist

Employee On-Boarding Checklist

Employee On-Boarding Checklist

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Description

Stellar onboarding experiences lead to increased retention and engagement.

Effective onboarding leads to:

  • Better job performance
  • Greater commitment to the organization
  • Reduced stress
  • Higher job satisfaction
  • Better retention

This sample employee on-boarding checklist can help get you and your new hire prepped and ready to go.

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Volunteer Position Description

Volunteer Position Description

Volunteer Position Descriptions

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Description

Before you begin any volunteer recruitment process, the first step is a clear description of the skills, experience and expected deliverables you require for each role. Position descriptions improve your chances that the right volunteer with the right skills will apply. They also set clarity around required deliverables, improving successful execution by the volunteer.

In this toolkit you’ll find a Volunteer Position Description template as well as two samples of Vantage Point Position Descriptions we’ve created for actual roles on our external talent team.

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Salaried Employee & Board Handbook for Working with Knowledge Philanthropists (Volunteers)

Salaried Employee & Board Handbook for Working with Knowledge Philanthropists (Volunteers)

Salaried Employee & Board Handbook for Working with Knowledge Philanthropists (Volunteers)

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Description

This handbook includes policies and procedures for salaried employees and board members to engage knowledge philanthropists. Clear policies and procedures for salaried employees and board members to follow create a consistent experience for knowledge philanthropists and set well-defined parameters.

This version of Vantage Point’s handbook can easily be adapted to fit your organization. It was developed to be used alongside the Handbook for Knowledge Philanthropists (Volunteers) also available on the Vantage Point website.

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Salaried Employee & Board Handbook for Working with Knowledge Philanthropists (Volunteers)

Project-Based People Plan

Project-Based People Plan

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Description

Scoping new projects and initiatives often begins from a place of financial constraint.

But thinking more broadly about the resources at hand can remove this!

When starting a new project, focusing first on human resources by using a Project-Based People Plan can empower a more abundant approach to scoping. At its core, a Project-Based People Plan challenges assumptions about resource constraints and allows you to plan in a way where you are not limited solely to budgetary capacity. Focusing first on the people, the Project-Based People Plan outlines all the skills and talent required to see your project through to success.

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Salaried Employee & Board Handbook for Working with Knowledge Philanthropists (Volunteers)

Annual Goal Setting & Development

Annual Goal Setting & Development

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Description

The First Phase of Performance Management: Goal Setting

Use this worksheet to develop annual performance goals, assess progress and provide feedback to ensure that employees are meeting their objectives and career goals.

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Stakeholder Analysis Quadrant Exercise

Modes of Governance: Sharing Leadership With Your Board

Modes of Governance: Sharing Leadership

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Description

Boards have three primary approaches to governance.

According to authors Chait, Ryan and Taylor, not-for-profit boards have three primary approaches to their work in governing organizations: fiduciary, strategic and generative.

Think of three modes of governing as three different types of conversations that need to happen at the board table. These conversations become tools that help board members feel empowered to make the right types of decisions, harness the collective wisdom of the board, and improve board performance.

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Better Use of Board Time

Better Use of Board Time

Better Use of Board Time

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Description

Most boards spend fewer than 25 hours each year together around the board table – it’s important that this time be used wisely and effectively, discussing matters of consequence and keeping an eye towards the future. This tool can be used as a conversation starter with your board members to reflect on what makes the best use of your board’s time and identify potential changes to your board meeting agenda or board calendar.

Upon submitting the form, an email will be sent out to your inbox with a link to complete the download.

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Better Use of Board Time

Board Role Descriptions

Board Role Descriptions

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Description

Strong organizations begin with effective governance, management and planning.

This toolkit contains several role description templates for attracting and developing your board members. These versions of Vantage Point’s role descriptions can easily be adapted to fit your situation.

Great boards don’t just happen. First, the right people are recruited and oriented. Then they are provided with the opportunity and support to do great things.

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Better Use of Board Time

Responsibility Overview: Board/Executive Director and Employees

Responsibility Overview: Board/Executive Director and Employees

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Description

Role clarity is crucial to a high-performing not-for-profit organization. This chart is designed as a simplified reference tool to distinguish different levels of responsibility for board and executive director/employees in fourteen key functions of your organization. This is not a complete list of roles and responsibilities for board and salaried employees, but a reference for key areas where there is often role confusion. You can easily adapt this resource to your organization.

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