Page 35 - 2024 Nonprofit Industry Trends

33 HR STATS 34

60% and forms due to length or complexity

70% experience boost the quality of new hires by 70% EDWARD PROBST

COREY D’ARCO CLU CHFC CHHC RHU HCR REBC GLEN J. LANDOW
AIA NCARB LEED AP
51% Of companies agree that the diversity of their employees SENIOR ACCOUNT EXECUTIVE EMPLOYEE BENEFIT PARTNER
CONSULTANT-PRESIDENT
PAYLOCITY
LANDOW AND LANDOW
VANGUARD BENEFITS
ARCHITECTS AIA
Many nonprofits I’ve worked with over my career are accustomed to their current In 2024, non-profit organizations are likely to grapple with several significant employee In the aftermath of the Covid pandemic, organizations, both nonprofit and for profit, have been
71% Of employees that went through an inboarding process had a clearer processes and procedures. While it may have the anticipated outcome, I would benefit issues. The ongoing impact of the global pandemic may continue to shape the re-examining the amount of space they need to run their operations given employees’ preference
to work at least partially from home. For most healthcare, educational, and community-based
landscape. Organizations will need to prioritize employee well-being and mental health
recommend evaluating other solutions and platforms in the marketplace to better
assist with automating those manual processes, as well as saving time and money. support as a vital piece of their culture and be alert to signs of stress and employee burnout entities, where a hands-on delivery of services is required, this is not necessarily a viable option
for their front facing staff. Many office-based functions though are taking advantage of this new
which continue to be on the rise. Rising healthcare costs remain a perennial concern, dynamic and by doing so, nonprofits are able to either reduce the amount of square footage they
12% Of employees strongly agree their or does a great Over the last few years, there has been an increasing demand for a greater level of and we have seen a trend of significantly higher health insurance renewals than we have require or convert the extra space to programming.
technology that can support organizations’ changing needs. In today’s world, there
job when it comes to onboarding new employees
is no longer a need for one dimensional payroll systems that can cut an employees’ seen in several years, particularly for non-profits. We expect this trend to continue placing It is critical for the economic health of an organization that a facility analysis be performed to
additional financial pressure on the sector. Additionally, attracting and retaining top talent
check and handle the most basic tax services. The nonprofit sector in particular needs has become increasingly more competitive necessitating that non-profits become more determine the optimal amount of space necessary to support the mission, both now and in the
40% Of employees say their managers fail to frequently a system that can help drive data analytics and have insight and transparency into open-minded when evaluating strategies to reduce costs. foreseeable future. That analysis begins as zero-base budgeting. Forget what you currently
have …start with what you actually need.
their workforce. Additionally, the need to further automate manual processes like
grant tracking, time and attendance, and providing a better employee experience Furthermore, non-profit organizations face a spectrum of significant risks related to
has been top of mind for many nonprofit organizations. employee benefits. As previously mentioned, escalating healthcare costs remains a top Many times, the analysis involves surveys, questionnaires, and focus groups conducted with
the various end users. Once that information is collected and culled, a Building Program
30% of employment It is very common that organizations rely on spreadsheets and manual processes concern, potentially straining budgets and limiting the ability to provide comprehensive is developed with a list showing the required spaces and their uses, their sizes, number of
coverage at affordable costs to employees. Economic uncertainties, including the prospect
occupants, adjacencies, required furniture and equipment, and additional information. The
to track and manage these ever-changing areas. Whether if it’s new regulatory or
legislative changes, or responses to the overall economy, companies need systems of a recession, could amplify financial pressures, impacting the ability of non-profits to Building Program will demonstrate the total square footage actually needed for the organization
sustain or enhance employee benefits. This could heighten the ongoing challenge of
to operate efficiently. Then, your existing facility can be overlayed to see what works and what
that can support them in real time and scale with them as they grow. Since the attracting and retaining skilled personnel, potentially leading to increased turnover and doesn’t. Too much or too little space leads to wasted financial resources that would otherwise
NONPROFIT JOB CATEGORIES WITH VACANCIES pandemic, companies are still rebounding with the changes and demands from their talent shortages. Addressing these risks will require a strategic and adaptive approach, go towards improved and increased programming.
workforce. Having a system that can incorporate reporting, AI Data, and Analytics
into demographic data such as Generation, Ethnicity, Pay Type, Gender, Veteran emphasizing financial resilience, compliance readiness, and innovative benefit solutions to Another area affecting nonprofits is the degree to which facilities are energy efficient. Those that
ensure the well-being of their workforce. Non-profits will need to ensure they are nimble and
Status, and Disability, as well as Headcount, Labor Costs, Retention and Turnover, is exploring options such as Professional Employer Organizations (PEOs) or Self Insurance fail to address older, outdated equipment and systems find that they are hemorrhaging money
PROGRAM AND SERVICE DELIVERY 74% extremely helpful in planning for the future state of their workforce. for no good reason. While energy codes are now more stringent, there is a significant financial
ENTRY LEVEL 41.4% which could offer impactful savings and opportunities to increase benefits. benefit to making improvements that reduce overall energy consumption and thereby operating
expenses. Some strategies include changing all lighting to LEDs, replacing old windows with
ADMINISTRATION AND HR 31.7% Creating efficiencies and ensuring accuracy in reporting and data are some areas Finally, adapting to an astute talent pool and a culture of employees whose needs are insulated glass, increasing insulation, replacing old HVAC equipment, and installing occupancy
that can help improve areas where nonprofits often struggle with. Nonprofits need
DEVELOPMENT AND FUNDRAISING 25.2% to embrace change. continually evolving with society will require that non-profits place emphasis on creative sensors among others.
benefits such as flexible work arrangements, professional development opportunities,
SENIOR MANAGEMENT 12.5% and a robust work-life balance. Benefits such as hybrid work schedules, remote work The cost of operating facilities, whether they be offices, healthcare institutions, schools, housing,
COMMUNICATIONS 11.1% capabilities, daycare, and tuition assistance could make the difference in attracting or community centers, or other building types, is not going down. The effects of inflation continue
to be felt everywhere. Buildings account for roughly 30% of all energy use, so their impact on an
retaining top talent. Employees will also continue to look to their employers for enhanced organization’s annual budget is significant.
0% 10% 20% 30% 40% 50% 60% 70% 80% mental health benefits and ancillary options such as fitness benefits and pet insurance to
improve their quality of life.