Intentionality Assessment. Assessment Introduction. 1 of 1 7/23/12 11:31 AM. Next. Introduction

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1 Introduction Assessment Introduction The purpose of the is to assist each Big Brothers Big Sisters agency with achieving its goals for serving children from diverse racial and ethnic groups and increase the quality and outcomes of these matches, consistent with our Nationwide Strategic Direction. Specifically, the features of a thoroughly intentional agency as reflected in each of the assessment's Essential Elements, are designed to promote relevancy and quality of programmatic service to communities being served. This tool is designed for both assessing and planning your objectives for serving specific communities. Intentionality is the term used on our Nationwide Strategic Direction to define which children, volunteers and communities we intend to serve. It is a conscious strategy based on values of diversity and inclusion, and our commitment to reducing the risks to positive development that our children face. The primary focus of this assessment is on the three communities of color identified in our Strategic Direction. We encourage agencies to identify mentoring services with new emerging communities. Please complete one for each community identified. This tool is a powerful agency planning and evaluation tool. Your first or "baseline" set of scores will be used to help determine the agency's overall readiness to advance your intentionality objectives, and identify areas for planned improvement and technical assistance. Future scores will measure implementation progress and identify new areas for action planning. Process Graphic goes here 0% 1 of 1 7/23/12 11:31 AM

2 Intentionality Survey General Instructions General Instructions The starting point for completing this exercise is a careful review of your agency's Strategic Plan. This exercise is built on how your agency's plan for Intentional Mentoring in communities of color reflects the Nationwide Strategic Direction. The assessment process is the following: Choose from one to three communities of color for each program year; Create a multi-disciplinary and multi-level agency assessment work team to complete the assessment; Review, reflect and dialogue over the assessment prior to completing it. Know that you may exit the survey and sign back on at a different time without losing your data. Complete the online. The assessment uses a 4-point numeric rating scale. The benchmarks given for each measure permits BBBS agencies to self-assess relative to common standards. Your agency's rating for each measure is your work team's conclusion about the extent to which the agency has implemented the associated practice. This is an informed but subjective assessment, based on your group's knowledge of your agency's current implementation of the assessment elements. Essentially, your agency should score somewhere near the middle of a particular level's range if the work team feels that the agency has built the capacity and is implementing that particular practice. The scoring options are designed such that higher scores presumes higher stages of implementation and each level builds on previous levels. For example, a score of 3 indicates that the previous levels of implementation (1 through 2) have been accomplished and now exceeded. Agencies should record the rating that reflects their current stage of implementation for each recommended practice. Scores for each individual element, as well as the average total score, can be interpreted as follows: Score Interpretation () () () () % 1 of 1 7/23/12 11:14 AM

3 Agency Information Agency Information Enter your agency information 1. Enter Your Agency ID * 2. In 2012, Our Agency has a special focus on * African American Asian/Hawaiian/Other Pacific Islander Hispanics Native Americans Other * 3. Are you filling out this Assessment for a grant requirement? * Yes No 4. Name of person filling out this assessment * 5. Enter your address (your score will be ed to you at the end of the survey) * 6. What is your current Job Title / Position? * 11% 1 of 2 7/23/12 11:15 AM

4 Essential Elements Instructions Essential Elements For the next 9 Essential Elements the format will be the same. There will be a grid which provides a summary of best practices and/or behaviors which indicate progress on intentionally serving communities of color. It will help you identify which level best describes your agency's progress on each Essential Element. Instructions Read the description and list of practices in the first column beginning on the left side. Then read the description and list of practices in the columns which follow. Reflect and discuss with your work team which score best describes where your agency is today relative to this Essential Element. Then select a number from the drop-down menu to reflect that particular score. Then describe in the next box, why the work-team chose this score. 17% 1 of 1 7/23/12 11:17 AM

5 Essential Element #1 - Board & Executive Staff Essential Element #1 - Board & Executive Staff & Capacity) There is a written definition and commitment to Diversity and Inclusion at the Board and Executive Staff level. Indicators of a commitment at this level may look like: The Board Development Plan includes goals Board policy HR policy and strategic planning which reflect diversity. This plan includes goals and a timeline to achieve those goals. Indicators of initial progress at this level may look like: The Board Development Plan on diversity and inclusion has been substantially implemented and is interwoven throughout the organizational programs and operations Indicators of substantial progress at this level may look like: The Board of Directors is fully engaged with Executive Staff in setting Diversity and Inclusion policy planning and recruitment of board members. Indicators of exemplary progress at this level may look like: A written Board Development Plan which includes Diversity and Inclusion in its values statement. A Board of Directors which has at least one person of color represented in it's membership. An Executive Staff which has at least one person of color represented in it's leadership team. An established diversity group or committee which review policies procedures and the strategic plan. A Board of Directors which reflects the communities of color it serves with between 15% - 30% ethnic representation of the community it serves. The pool of candidates for open staff positions is comprised of 15% - 30% of ethnically diverse candidates. A diversity group or committee which is successful in implementing changes of improvement in the area of diversity to the agency's policies procedures and the strategic plan. A Board of Directors which reflects the communities of color it serves with a 30% - 40% ethnic representation of the community it serves. The pool of candidates for open staff positions is comprised of 30% - 40% of ethnically diverse candidates. An annually reviewed Board Development plan with diversity and inclusion goals and timelines. Policies structures and operations which are informed by both internal and independent group of advisors. Percent of people of color on the Board of Directors fully reflects the percentage of ethnic diversity of the children served. Percent of people of color in Executive Staff reflects the percent of ethnic diversity of the children it's agency serves. 7. Board & Executive Staff Score * -- Please Select Describe why you have chosen this score - Board & Executive Staff (Limit 200 characters) * Words used: 0 out of of 2 7/23/12 11:18 AM

6 22% 2 of 2 7/23/12 11:18 AM

7 Essential Element #2 - Strategic Business Planning Essential Element #2 - Strategic Business Planning (Building Cultural Competency The agency has begun to conduct a Community Asset Map to identify community resources. This mapping includes identifying key leaders associations and institutions. The agency has begun to develop a business plan based on the Community Asset Mapping. The agency developed a business plan informed by its Community Asset Mapping with community input for cultural relevancy. The agency's business plan includes clear program goals and objectives actions timelines and individuals responsible for serving children and volunteers of color. The agency has made substantial progress in setting and meeting the objectives actions and timelines on its business plan to serve people of color. As a learning organization the agency's business plan is being implemented evaluated and resources are aligned accordingly. The agency has a current written business plan using well-researched data. The agency consistently meets or exceeds its goals on serving people of color. The agency measures the success of its business plan with input from its diverse partners and community leaders. The agency is seen as a stakeholder in the community it serves and is present in conversations regarding children of color. 9. Strategic Business Planning Score * -- Please Select Describe why you have chosen this score - Strategic Business Planning (Limit 200 characters) * Words used: 0 out of % 1 of 1 7/23/12 11:19 AM

8 Essential Element #3 - Strong Advisors Essential Element #3 - Strong Advisors The agency's leadership and Board of Directors are developing a network of leaders within communities of color to potentially serve as advisors. The agency is determining what type of formal advisory structure it needs to better serve it's targeted communities of color. The agency has begun to establish an advisory council or similar body to specifically provide guidance on servicing people of color. The advisory council or similar body provides guidance and feedback regarding policy and practices related to servicing communities of color. The advisory council or similar body is fully supported and engaged by the agency and recommends relevant policies and practices to better serve communities of color. The agency actively implements the advisory council's or similar body's recommendations to improve its programs and services to people of color. A liaison exists between the advisory council or similar body and the Board of Directors. The advisory council or similar body continually seeks to broaden it's network to seek new potential members and to connect the agency with resources to better serve it's populations of color. 11. Strong Advisors Score * -- Please Select Describe why you have chosen this score - Strong Advisors (Limit 200 characters) * Words used: 0 out of % 1 of 1 7/23/12 11:20 AM

9 Essential Element #4 - Staff Hiring Assigning & Training Essential Element #4 - Staff Hiring Assigning & Training Agency begins to review hiring practices and policies including increasing the pool of diverse candidates staff hiring retention salary equity and promotion at all levels of the agency. The agency utilizes its advisory council or other advisors board members current staff and partners to help recommend people of color for open staff positions. On-boarding for staff includes training on diversity. The agency has adequate bi-lingual staff to ensure effective services to the community it serves. There are frequent diversity trainings throughout the year. Agency provides professional development opportunities for its staff to help develop diverse leadership with the agency. The agency has qualified culturally competent staff at all levels. All staff are held accountable to the agency's goals and objectives on diversity. Agency has significant knowledge of places to list or post job openings. It utilizes its relationships with its advisors current staff and diverse partners to fill positions. Agency has clear benchmarks for inclusion and hiring people of color. 13. Staff Hiring Assigning & Training Score * -- Please Select Describe why you have chosen this score - Staff Hiring, Assigning & Training (Limit 200 characters) * Words used: 0 out of % 1 of 1 7/23/12 11:21 AM

10 Essential Element #5 - Customer Relations Essential Element #5 - Customer Relations Agency is moving toward culturally competent CR staff providing training resources and the necessary tools to develop them from within. Agency is beginning to seek bi-lingual staff to effectively communicate with the population it serves. The agency has developed mechanisms such as surveys and assessments to obtain input from it's constituency such as children families volunteers partners donors and other stakeholders. CR is aware of match goal for the year for children of color and begins to develop a recruitment plan. Program documents and forms are available in the language of the targeted communities. The agency has a written policy which states the requirement for culturally competent CR staff. CR staff have an understanding on how mentoring fits the cultural needs of the families within the community it serves. Agency has sufficient bi-lingual CR staff to have effective communication with caregivers, children, and volunteers. CR staff has culturally competent contact with caregivers, children, and volunteers The agency has developed consistent methods of gathering and evaluating data from its constituency for appropriate action and follow-up. Staff within the agency have deep knowledge of the community it serves. Informed by its advisors, data and partners, agency recruits at identified sources for children and volunteers. Agency tracks yield from recruitment events. Agency tracks families as they make their way through the enrollment and match process. 15. Customer Relations Score * -- Please Select Describe why you have chosen this score - Customer Relations (Limit 200 characters) * Words used: 0 out of % 1 of 1 7/23/12 11:21 AM

11 Essential Element #6 - Match Enrollment Support & Relationship Development Essential Element #6 - Match Enrollment Support & Relationship Development The agency understands the need for culturally competent staff for the communities it serves. The agency is developing current staff and/or hiring new staff which is culturally competent. The agency provides Match Enrollment and Support training on quality relationship development. Match Enrollment and Support staff can articulate and process the needs of the children families and volunteers of color it serves. Match Enrollment and Support has the necessary training and support to provide matches and their families from the targeted community with culturally relevant communication and assistance to facilitate relationship building. Match Enrollment and Support utilizes internal and external tools to improve delivery of services to families of color Staff assigned to Match Enrollment and Support provides matches and families from the targeted community with culturally relevant communication and assistance to facilitate relationship building. Staff receives trainings throughout the year on quality relationship development and the implications for families of diverse ethnic backgrounds. The agency provides cultural competency training to volunteers which are matched cross-culturally. Match Enrollment and Support utilizes a pool of community resources to support the ethnically diverse population it serves. 17. Match Enrollment Support & Relationship Development Score * -- Please Select Describe why you have chosen this score - Match Enrollment Support & Relationship Development (Limit 200 characters) * Words used: 0 out of % 1 of 1 7/23/12 11:22 AM

12 Essential Element #7 - Marketing Essential Element #7 - Marketing The agency has surveyed it's assigned and unassociated Service Community Areas. The agency is developing a culturally sensitive marketing plan. The agency is reviewing all of it's current communication materials for recommendations on targeting communities of color. The agency has a culturally relevant marketing plan which has been reviewed for input by the targeted communities of color. The agency has included it's community survey/mapping results in it's marketing plan. The agency's communication materials are being updated for relevancy toward the targeted communities of color. The agency's culturally relevant marketing plan is being implemented. The agency's marketing materials are relevant to the targeted communities of color. Specific ethnic markets are targeted for services in these communities. The agency's marketing plan includes potential funders organizations and partners who may provide resources to communities of color. Culturally relevant materials are developed and available to targeted communities of color. The agency is executing an effective and culturally relevant marketing plan which is updated frequently with advice from the targeted communities of color. The agency utilizes researched- based practices in multicultural communications to reach communities of color including specific audiences such as parents youth and volunteers. The agency is pro-active in it's marketing approach with an internal trained team which informs the marketing plan and its execution. The agency's marketing is relevant and informed by the communities of color it serves. The agency develops partnerships with key local media on an on-going basis. 19. Marketing Score * -- Please Select Describe why you have chosen this score - Marketing (Limit 200 characters) * Words used: 0 out of % 1 of 1 7/23/12 11:23 AM

13 Essential Element #8 - Volunteer Recruitment Essential Element #8 - Volunteer Recruitment The agency is committed to developing a network of partners for recruitment of volunteers of color. The agency has plans to survey it's assigned and unassociated Service Community Areas to identify leaders and organizations of color who could potentially serve as volunteers or provide connections to volunteers. The agency is developing a network of partners for recruitment of volunteers of color. The agency has surveyed it's assigned and unassociated Service Community Areas to identify leaders and organizations of color who could potentially serve as volunteers or provide connections to volunteers. The agency has an established network of partners within communities of color to enlist volunteers. The agency's recruitment strategy includes on-going community surveys specifically targeting communities of color. The agency utilizes its community surveys to inform recruitment of volunteers of color. The agency utilizes research- based practices for strategies to enlist volunteers to attract and recruit this community's members as volunteers and supporters particularly men. The agency utilizes it's network of partners including it's advisory council former Bigs and the Board for recruitment of volunteers of color. The agency utilizes community relationships demographic data partners research to identify where to target communities of color for recruitment of volunteers 21. Volunteer Recruitment Score * -- Please Select Describe why you have chosen this score - Volunteer Recruitment (Limit 200 characters) * Words used: 0 out of % 1 of 1 7/23/12 11:24 AM

14 Essential Element #9 - Partnerships Essential Element #9 - Partnerships The Board of Directors and staff have plans to develop partnerships with schools funders and leaders within communities of color. The agency is committed to developing community advisors to assist in partnership development. The Board of Directors and staff have developed at least one partnership which had directly improved outreach to communities of color. The Board of Directors staff and community advisors have produced several partnerships within communities of color. The agency's Board staff and community advisors have developed productive partnerships with schools funders and leaders within communities of color. The agency has developed partnerships with organizations which provide mentors of color. The agency has developed partnerships with organizations which benefit it's programs and funding particular to communities of color. Agency partners understand and are an asset to the agency's diversity agenda. 23. Partnerships Score * -- Please Select Describe why you have chosen this score - Partnerships (Limit 200 characters) * Words used: 0 out of % 1 of 1 7/23/12 11:25 AM

15 Review Page Essential Element #1 - Board & Executive Staff You Scored This Section As 4 & Capacity) There is a written definition and commitment to Diversity and Inclusion at the Board and Executive Staff level. Indicators of a commitment at this level may look like: The Board Development Plan includes goals Board policy HR policy and strategic planning which reflect diversity. This plan includes goals and a timeline to achieve those goals. Indicators of initial progress at this level may look like: The Board Development Plan on diversity and inclusion has been substantially implemented and is interwoven throughout the organizational programs and operations Indicators of substantial progress at this level may look like: The Board of Directors is fully engaged with Executive Staff in setting Diversity and Inclusion policy planning and recruitment of board members. Indicators of exemplary progress at this level may look like: A written Board Development Plan which includes Diversity and Inclusion in its values statement. A Board of Directors which has at least one person of color represented in it's membership. An Executive Staff which has at least one person of color represented in it's leadership team. An established diversity group or committee which review policies procedures and the strategic plan. A Board of Directors which reflects the communities of color it serves with between 15% - 30% ethnic representation of the community it serves. The pool of candidates for open staff positions is comprised of 15% - 30% of ethinically diverse candidates. A diversity group or committee which is successful in implementing changes of improvement in the area of diversity to the agency's policies procedures and the strategic plan. A Board of Directors which reflects the communities of color it serves with a 30% - 40% ethnic representation of the community it serves. The pool of candidates for open staff positions is comprised of 30% - 40% of ethnically diverse candidates. An annually reviewed Board Development plan with diversity and inclusion goals and timelines. Policies structures and operations which are informed by both internal and independent group of advisors. Percent of people of color on the Board of Directors fully reflects the percentage of ethnic diversity of the children served. Percent of people of color in Executive Staff reflects the percent of ethnic diversity of the children it's agency serves. Essential Element #2 - Strategic Business Planning You Scored This Section As 4 (Building Cultural 1 of 5 7/23/12 11:25 AM

16 The agency has begun to conduct a Community Asset Map to identify community resources. This mapping includes identifying key leaders associations and institutions. The agency has begun to develop a business plan based on the Community Asset Mapping. The agency developed a business plan informed by its Community Asset Mapping with community input for cultural relevancy. The agency's business plan includes clear program goals and objectives actions timelines and individuals responsible for serving children and volunteers of color. The agency has made substantial progress in setting and meeting the objectives actions and timelines on it's business plan to serve people of color. As a learning organization the agency's business plan is being implemented evaluated and resources are aligned accordingly. The agency has a current written business plan using well-researched data. The agency consistently meets or exceeds its goals on serving people of color. The agency measures the success of its business plan with input from it's diverse partners and community leaders. The agency is seen as a stakeholder in the community it serves and is present in conversations regarding children of color. Essential Element #3 - Strong Advisors You Scored This Section As 4 The agency's leadership and Board of Directors are developing a network of leaders within communities of color to potentially serve as advisors. The agency is determining what type of formal advisory structure it needs to better serve it's targeted communities of color. The agency has begun to establish an advisory council or similar body to specifically provide guidance on servicing people of color. The advisory council or similar body provides guidance and feedback regarding policy and practices related to servicing communities of color. The advisory council or similar body is fully supported and engaged by the agency and recommends relevant policies and practices to better serve communities of color. The agency actively implements the advisory council's or similar body's recommendations to improve its programs and services to people of color. A liaison exists between the advisory council or similar body and the Board of Directors. The advisory council or similar body continually seeks to broaden it's network to seek new potential members and to connect the agency with resources to better serve it's populations of color. Essential Element #4 - Staff Hiring Assigning & Training You Scored This Section As 4 Agency begins to review hiring practices and policies including increasing the pool of diverse candidates staff hiring retention salary equity and promotion at all levels of the agency. The agency utilizes it's advisory council or other advisors board members current staff and partners to help recommend people of color for open staff positions. On-boarding for staff includes training on diversity. The agency has adequate bi-lingual staff to ensure effective services to the community it serves. There are frequent diversity trainings throughout the year. Agency provides professional development opportunities for it's staff to help develop diverse leadership with the agency. The agency has qualified culturally competent staff at all levels. All staff are held accountable to the agency's goals and objectives on diversity. Agency has significant knowledge of places to list or post job openings. It utilizes its relationships with it's advisors current staff and diverse partners to fill positions. Agency has clear benchmarks for inclusion and hiring people of color. Essential Element #5 - Customer Relations You Scored This Section As 4 2 of 5 7/23/12 11:25 AM

17 Agency is moving toward culturally competent CR staff providing training resources and the necessary tools to develop them from within. Agency is beginning to seek bi-lingual staff to effectively communicate with the population it serves. The agency has developed mechanisms such as surveys and assessments to obtain input from it's constituency such as children families volunteers partners donors and other stakeholders. Program documents and forms are available in the language of the targeted communities. The agency has developed consistent methods of gathering and evaluating data from it's constituency for appropriate action and follow-up. CR staff have culturally competent contact with caregivers children and volunteers. The agency has written policy which states the requirement for culturally competent CR staff. CR staff have an understanding on how mentoring fits the cultural needs of the families within the community it serves. Agency has sufficient bi-lingual CR staff to have effective communication with caregivers children and volunteers. Staff within the agency have deep knowledge of the community it serves. Essential Element #6 - Match Enrollment Support & Relationship Development You Scored This Section As 4 The agency understands the need for culturally competent staff for the communities it serves. The agency is developing current staff and/or hiring new staff which is culturally competent. The agency provides Match Enrollment and Support training on quality relationship development. Match Enrollment and Support staff can articulate and process the needs of the children families and volunteers of color it serves. Match Enrollment and Support has the necessary training and support to provide matches and their families from the targeted community with culturally relevant communication and assistance to facilitate relationship building. Match Enrollment and Support utilizes internal and external tools to improve delivery of services to families of color Staff assigned to Match Enrollment and Support provides matches and families from the targeted community with culturally relevant communication and assistance to facilitate relationship building. Staff receives trainings throughout the year on quality relationship development and the implications for families of diverse ethnic backgrounds. The agency provides cultural competency training to volunteers which are matched cross-culturally. Match Enrollment and Support utilizes a pool of community resources to support the ethnically diverse population it serves. Essential Element #7 - Marketing You Scored This Section As 4 The agency has surveyed it's assigned and unassociated Service Community Areas. The agency is developing a culturally sensitive marketing plan. The agency is reviewing all of it's current communication materials for recommendations on targeting communities of color. The agency has a culturally relevant marketing plan which has been reviewed for input by the targeted communities of color. The agency has included it's community survey/mapping results in it's marketing plan. The agency's communication materials are being updated for relevancy toward the targeted communities of color. The agency's culturally relevant marketing plan is being implemented. The agency's marketing materials are relevant to the targeted communities of color. Specific ethnic markets are targeted for services in these communities. The agency's marketing plan includes potential funders organizations and partners who may provide resources to communities of color. Culturally relevant materials are developed and available to targeted communities of color. The agency is executing an effective and culturally relevant marketing plan which is updated frequently with advice from the targeted communities of color. The agency utilizes researched- based practices in multicultural communications to reach communities of color including specific audiences such as parents youth and volunteers. The agency is pro-active in it's marketing approach with an internal trained team which informs the marketing plan and 3 of 5 7/23/12 11:25 AM

18 relevant and informed by the communities of color it serves. The agency develops partnerships with key local media on an on-going basis. Essential Element #8 - Volunteer Recruitment You Scored This Section As 4 The agency is committed to developing a network of partners for recruitment of volunteers of color. The agency has plans to survey it's assigned and unassociated Service Community Areas to identify leaders and organizations of color who could potentially serve as volunteers or provide connections to volunteers. The agency is developing a network of partners for recruitment of volunteers of color. The agency has surveyed it's assigned and unassociated Service Community Areas to identify leaders and organizations of color who could potentially serve as volunteers or provide connections to volunteers. The agency has an established network of partners within communities of color to enlist volunteers. The agency's recruitment strategy includes on-going community surveys specifically targeting communities of color. The agency utilizes its community surveys to inform recruitment of volunteers of color. The agency utilizes research- based practices for strategies to enlist volunteers to attract and recruit this community's members as volunteers and supporters particularly men. The agency utilizes it's network of partners including it's advisory council former Bigs and the Board for recruitment of volunteers of color. The agency utilizes community relationships demographic data partners research to identify where to target communities of color for recruitment of volunteers Essential Element #9 - Partnerships You Scored This Section As 4 The Board of Directors and staff have plans to develop partnerships with schools funders and leaders within communities of color. The agency is committed to developing community advisors to assist in partnership development. The Board of Directors and staff have developed at least one partnership which had directly improved outreach to communities of color. The Board of Directors staff and community advisors have produced several partnerships within communities of color. The agency's Board staff and community advisors have developed productive partnerships with schools funders and leaders within communities of color. The agency has developed partnerships with organizations which provide mentors of color. The agency has developed partnerships with organizations which benefit it's programs and funding particular to communities of color. Agency partners understand and are an asset to the agency's diversity agenda. 72% 4 of 5 7/23/12 11:25 AM

19 Summary Your Overall Average score is 4 Congratulations on your excellent work! Your organization has scored as a level IV organization in intentionally serving communities of color. This means that as a whole, you are making exemplary progress with the implementation of best practices in serving communities of color. Typically at this stage, organizations are managing and sustaining momentum which directly impacts the targeted population. The agency is proactive in it's approach toward diversity. Often at this level, there is racial and ethnic diversity at all leadership and staff levels which accurately reflect the population served. At this stage you have expertise in understanding of communities of color. The agency's practices and policies reflect this understanding. It's cultural competency is reflected in its diverse Board of Directors, Executive Leadership, Staff, Partnerships, as well as it's culturally relevant program. Typically at this level, the agency actively implements the group of advisors' recommendations to improve its service toward the targeted population. It is successful in securing funding for innovative efforts with communities of color. The agency serves as a model for other agencies in effectively serving communities of color. Here is a summary of your answers for the 9 Essential Elements Element 1 - Board & Executive Staff Score 4.0 Element 2 - Strategic Business Planning Score 4.0 Element 3 - Strong Advisors Score 4.0 Element 4 - Staff Hiring Assigning & Training Score 4.0 Element 5 - Customer Relations Score 4.0 Element 6 - Match Enrollment Support & Relationship Development Score 4.0 Element 7 - Marketing Score 4.0 Element 8 - Volunteer Recruitment Score 4.0 Element 9 - Partnerships Score The following Essential Elements represent your lowest 3 scores. They are the scores which need immediate attention. Select 1 of these 3 scores to create an Action Plan and to focus your efforts for the coming year. Note that once you make your selection, you will not be able to go back and change it. * Element 1 - Board & Executive Staff Element 2 - Strategic Business Planning Element 3 - Strong Advisors Element 4 - Staff Hiring Assigning & Training Element 5 - Customer Relations Element 6 - Match Enrollment Support & Relationship Development Element 7 - Marketing Element 8 - Volunteer Recruitment Element 9 - Partnerships 78% 1 of 2 7/23/12 11:26 AM

20 Action Plan You have selected Essential Element 7 - Marketing For further guidance on this element please refer to Click here to open the resource in a new browser window 26. Enter your Action Plan below * Action Steps Timeline Persons Responsible Strategy Action Plan Strategy 2 Action Steps Timeline Persons Responsible Strategy Action Plan Strategy 3 Action Steps Timeline Persons Responsible Strategy Enter any additional comments 83% 1 of 2 7/23/12 11:27 AM

21 Core Metrics 30. Core Metrics - African American Focus * Enter your Actual, 2012 Goals and 2012 Projected % Change in the fields provided Jan - Dec 2011 Actual Values Jan - Dec 2012 Goals Jan - Dec 2012 % Change # Total Children Served * Children Served CBM * Children Served SBM * # Total New Matches * New Matches CBM * New Matches SBM * # Total Volunteers Served * Volunteers Served CBM * Volunteers Served SBM * 31. Core Metrics - General Population * Enter your Actual, 2012 Goals and 2012 Projected % Change in the fields provided Jan - Dec 2011 Actual Values Jan - Dec 2012 Goals Jan - Dec 2012 % Change # Total Children Served * Children Served CBM * Children Served SBM * # Total New Matches * New Matches CBM * New Matches SBM * # Total Volunteers Served * Volunteers Served CBM * Volunteers Served SBM * 89% 1 of 2 7/23/12 11:28 AM

22 Quality Metrics 32. Quality Metrics - African American Focus * Enter your Actual, 2012 Goals and 2012 Projected % Change in the fields provided Jan - Dec 2011 Actual Values Jan - Dec 2012 Goals Jan - Dec 2012 % Change Average Match Length CBM * 6 Month Retention Rate CBM * 12 Month Retention Rate CBM * Match Support % Done CBM * Average Match Length SBM * 6 Month Retention Rate SBM * 12 Month Retention Rate SBM * Match Support % Done SBM * 33. Quality Metrics - General Population * Enter your Actual, 2012 Goals and 2012 Projected % Change in the fields provided Jan - Dec 2011 Actual Values Jan - Dec 2012 Goals Jan - Dec 2012 % Change Average Match Length CBM * 6 Month Retention Rate CBM * 12 Month Retention Rate CBM * Match Support % Done CBM * Average Match Length SBM * 6 Month Retention Rate SBM * 12 Month Retention Rate SBM * Match Support % Done SBM * 34. Revenue Metrics * Enter your Actual, 2012 Goals and 2012 Projected % Change in the fields provided Jan - Dec 2011 Actual Values Jan - Dec 2012 Goals Jan - Dec 2012 % Change Agency Revenue Growth * 1 of 2 7/23/12 11:29 AM

23 Submit 94% 2 of 2 7/23/12 11:29 AM

24 Quiz Score Thank you for completing the Intentionality Survey If you have any technical issues filling out the survey please contact If you have any questions regarding the content of the survey please contact 100% 1 of 1 7/23/12 11:30 AM