Job Opportunity: YWCA Northeast Indiana Open Positions

YWCA

Be a part of community change!  

YWCA Northeast Indiana’s Mission is to eliminate racism, empower women, and promote peace, justice, freedom, and dignity for all in Allen, DeKalb, Huntington, Noble, Wells, and Whitley Counties.

We operate Indiana’s longest-serving domestic violence crisis shelter and support Northeast Indiana’s most diverse refugee community.

We are seeking candidates for the follow two positions: a Full-time Executive Assistant and  a Part-time Crisis Service Assistant.

Expectations of every YWCA Staff Member:

  • Uphold and promote the YWCA Mission.
  • Maintain compliance with state standards.
  • Adhere to established policies and procedures.
  • Contribute to fund development efforts for support of all programs and the overall Association.
  • Provide support to other departments and staff.

Full-time Executive Assistant

Purpose:  Provide overall administrative support and coordination for the organization through the Executive Staff (CEO, COO, CFO), the Board of Directors and associated Committees. Performs basic bookkeeping tasks and provides back-up support to the development department.

Essential Duties:

  • Manages all administrative and data entry support for the Chief Executive Officer, Board Committees and other senior staff
  • Responsible for administration support for the Organization, including operations, board of directors, committees, special events, etc.
  • Provides basic bookkeeping support to CFO
  • Completes a broad variety of administrative tasks for the CEO including: managing an active calendar of appointments, completing expense reports, composing and preparing correspondence that is sometimes confidential; arranging detailed travel plans, itineraries, and agendas; and compiling documents for travel-related meetings.
  • Successfully completes critical aspects of deliverables with a hands-on approach, meeting materials, personal correspondence, and other tasks that facilitate the CEO’s ability to effectively lead the organization.
  • Coordinates executive office and board meetings to ensure they are well organized, all pertinent information is provided and chairpersons are prepared. Includes meeting notices, reminder calls, agenda creation, support materials, and room set-up.  Attends meetings and records minutes as assigned.
  • More in full description.

Education:

  • Associate’s Degree or equivalent combination of education and experience

Knowledge and Experience:

  • Strong customer service skills with ability to communicate in a professional manner with a wide range of people.
  • Proven ability to effectively and respectfully interact with diverse populations, including clients, co-workers, board members, volunteers and agency.
  • Ability to exercise independent judgment and discretion when handling potentially confidential or sensitive manners.
  • Strong time management skills.
  • More in full description.

Physical/Mental Essential Requirements:

  • Walking, standing, bending, stooping, reaching, moderate lifting and carrying (up to thirty (30) pounds).
  • Full range of body motion including manual and finger dexterity and eye-hand coordination.
  • Requires corrected vision and hearing to normal range.
  • Ability to sit at a computer work station for extended periods of time.
  • More in full description.

See FULL description of all responsibilities and requirements here.


Part-time Crisis Service Assistant

This is a regular part-time position with the YWCA of Northeast Indiana provides residential clients with support services and activities to assist their process of moving from crisis to stability on Saturday & Sunday – 11:00 AM – 4:30 PM.

Essential Duties:

  • Maintain accurate and appropriate records including but not limited to: Communication Logs, Daily Entry, Crisis Calls, and Intakes.
  • Responsible for accurate data entry of intakes, crisis calls, abusers log, and rooms list.   This includes cross training other staff.
  • Manage shelter activities ensuring adequate coverage and working procedures are in place at all times.
  • Monitor and respond to activity at entry doors.
  • Answer incoming crisis calls.
  • Respond to and resolve client issues; create and maintain high quality work environment to perform at highest level.
  • More in full description.

Education requirements:

  • High School Diploma or equivalent combination of education and experience
  • CPR and First Aid certifications.

Knowledge and Experience:

  • Strong customer service skills with ability to communicate in a professional manner with a wide range of people. Unequivocal commitment to pluralism.
  • Ability to exercise independent judgment and discretion when handling potentially confidential or sensitive manners.
  • Strong time management skills; ability to take initiative to solve problems and work with minimum supervision.
  • Proficient in Microsoft Office including Outlook, Word, and Excel.
  • 1-3 years of general office experience, including reception and telephone duties.
  • 1-3 years of experience with general office equipment (copiers, printers).
  • More in full description.

See FULL description of all responsibilities and requirements here.

NOTE: You must complete an application and submit a cover letter and resume for consideration

Nonprofit Unemployment and Employee Benefit Survey – Society for Nonprofits

nonprofit survey image

Survey Objective: To help identify current trends surrounding unemployment and employee benefit practices within the nonprofit community.

Society for Nonprofits want to hear from you. If you have 10+ full time employees, take a moment and complete the short survey here.

SURVEY CLOSES FRIDAY, SEPTEMBER 2nd

Health Insurance Seminar at Community Foundation of Greater Fort Wayne

Do you find managing group health insurance for your nonprofit a burden and an increasingly larger expense each year? Are health insurance terms like “grandmothered” and “community rating” confusing?  What type of plan is best for your organization – traditional or high deductible? What about an employer sponsored plan versus sending your employees to the exchange? What are some tips for being good health care consumers?  What is the best way to communicate all of this to your employees?Community Foundation of Greater FW

For answers to these questions, and much more, join us on July 27 from 9:00 to 10:30 a.m. at the Community Foundation of Greater Fort Wayne for an interactive Health Insurance Panel Discussion. Panelists include: Jon Albright, General Counsel & Director of Employer Relations, Physicians Health Plan of Northern Indiana; Chad Burch, President of Phillips Benefits Advisors; and, Ryan Stoneburner, Owner of Health Insurance Inc.

Seating is limited. RSVP at http://www.eventbrite.com/e/health-insurance-panel-discussion-tickets-26227607480 by July 22. Please note that each person attending the seminar will have to RSVP individually using the link.

Please be sure to bring your questions!

Income Inequality in Nonprofits

2016-03-30 09.09.10
Amanda Neumann

Economic inequality is a major problem. There are studies upon studies and articles upon articles that discuss the different facets of economic inequality.

Income inequality, one type of economic inequality, refers to the extent to which income (not necessarily wealth) is distributed in an uneven manner among a population.

How can nonprofit organizations help solve income inequality from within?

Nonprofit Quarterly published an article centered on how nonprofits can, at the very least, avoid mirroring practices that perpetuate inequality.

  1. Nonprofit employees should be paid a livable wage, sufficient to afford adequate shelter, food, and the other necessities of life.
  2. Executive compensation should be reasonable and proportionate within the organization’s structure.
  3. Nonprofits should consider capping their pay and publishing their pay ratios.
  4. The civic voice of a nonprofit organization should be applied broadly to advance the organization’s mission and the people it serves, not narrowly used to protect its parochial interests in its own program and revenues.
  5. Governance responsibilities should be broadly shared, not closely held, by recruiting board members who represent the organization’s constituents.
  6. Each organization should assess the ethnic and racial diversity in its leadership as well as elsewhere inside the organization.
  7. Each organization should assess its own equality footprint to examine whether the net effect of its actions increases, decreases, or has no effect on the equality of conditions.

When considering economic inequality, it is important to remember that all inequality is connected. The nonprofit sector must stand to keep equality as a core principle and organizations must take initiative to ensure they do not contribute to, or exemplify, the problem of income inequality.

Questions to Consider:

Is your organization ensuring that all employees are being paid a livable wage that is commensurate with their duties?

Does your organization take the cost of emotional labor into consideration?

Does your organization have pay transparency?

Does your organization have a way to measure its commitment to equality?


Sources & Resources
Not Adding to the Problem: Seven Ways Your Nonprofit Can Avoid Mirroring Practices That Perpetuate Inequality via Nonprofit Quarterly
Fighting Income Inequality Should Be Top Nonprofit Priority via The Chronicle of Philanthropy
Economic Inequality: It’s Far Worse Than You Think via Scientific American
20 Facts About U.S. Inequality that Everyone Should Know via Stanford Center on Poverty and Inequality

New Department of Labor Overtime Regulations Seminar June 29th

Community Foundation of Greater FWThe Department of Labor (DOL) recently released updated rules increasing the salary level used under the Fair Labor Standards Act to determine if employees are classified as exempt from overtime. The new rules go into effect starting December 1, 2016 with the key change being that salaried workers paid up to $47,476 annually must be paid overtime if they work more than 40 hours in a work week. This is the first update to overtime regulations in nearly 12 years and doubles the maximum salary allowed for overtime pay. Is your organization prepared and have a plan for the financial impact?

Make sure you are informed and prepared by joining the Community Foundation for the Overtime Regulations and the Impact for Nonprofits seminar Wednesday, June 29 from 8:30 – 10:00 a.m. at the Community Foundation of Greater Fort Wayne (555 E. Wayne St.).  Thomas M. Kimbrough, Partner Barrett McNagny LLP will discuss the new rule and its implications for organizations, as well as provide helpful tips on discussing the rule with employees.

Thomas M. Kimbrough provides counseling and representation to union and non-union employers in every aspect of employee relations and employment law. He also exclusively represents, counsels, and defends corporations and professional organizations in a number of labor and employment cases. With more than 30 years of experience in defense of companies in discrimination and employment related claims, Thomas also has extensive experience in handling other litigation claims, including insurance defense.

Seating is limited. RSVP at https://www.eventbrite.com/e/overtime-overhaul-preparing-for-the-new-rule-seminar-tickets-25678996570 by June 24. Please note that each person attending the seminar will have to RSVP individually using the link.

23rd @ 4pm: Performance Reviews

Is your nonprofit too small to have a human resources department?

perfreviewSmall nonprofits have limited staff and some of those wear multiple hats so adding HR responsibilities to their duties may mean performance reviews aren’t a top priority.  Part of the difficulty is that nonprofit managers simply don’t have the will to perform unpleasant tasks, like telling someone in their employ how poorly they are doing.

Performance reviews are tough and time consuming, but postponing until a crisis occurs is problematic. Marilynn Fauth will provide resources and examples of the employee assessment process which you may find useful in your nonprofit.

Topics to be covered:

  • Where to find federal and state labor laws;
  • record keeping obligations from the EEOC;
  • the value of self-evaluation forms;
  • elements of a successful assessment process;
  • what questions are appropriate and
  • the best practices in nonprofit HR.

Come to this information session to learn and share your experiences with your nonprofit colleagues! Register for this free program here.

23rd @ 4pm programs are held on the 23rd of every month where the date falls during the work week. They are intended to introduce information in an informal setting in one hour or less and are perfect forums for networking with, and learning from, others in the sector.

Nonprofit Questions Answered by “Rita” and “Dr. Conflict”

Have you ever looked at the “Ask Rita” and “Dr. Conflict” archives on the Blue Avocado and Nonprofit Quarterly websites, respectively? We at PCNRC often reference these national publications. Both sites are similar in structure: a question marknonprofit professional can submit a question to the website involving some sort of workplace conflict or difficulty. Then, the question might be answered by “Rita” or “Dr. Conflict”!

“Ask Rita”

Blue Avocado’s “Ask Rita” feature leans more toward the legal side. If you browse the archives, you’ll find questions about job descriptions, volunteer insurance, performance evaluations, and much more! The “Rita” feature is actually written by three HR attorneys, so the answers state things in clear legal terms.

My favorite “Ask Rita” article? “Firing Someone for Slamming Their Nonprofit Employer on Social Media: Legal Update.” Spoiler Alert: The answer is more complicated than you might think.

“Dr. Conflict”

Nonprofit Quarterly’s opinion feature called “Dr. Conflict” is written by Mark Light, MBA, PhD. A lot of the questions in the “Dr. Conflict” feature concern board difficulties, as well as personnel problems, such as office bullies.

As is the case with “Ask Rita,” it’s worth your time to browse the archives. Who knows? Maybe you’ll stumble upon a question you can relate to, and perhaps you’ll find “Dr. Conflict’s” answer helpful for your own situation.

My favorite “Dr. Conflict” article? “About That %$@# Troublemaking Board Member…