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Is your health unit grappling with an overwhelming workload for your administrative and operational teams month after month? There's a solution at hand.
Sparkrock 365 is a modern, flexible, and cloud-based Enterprise Resource Planning (ERP) system powered by the Microsoft Dynamics Business Central platform. Our software is tailored to meet the unique needs of the healthcare sector, offering solutions that cater to:
We understand the distinctive challenges that your sector faces, and we've developed solutions to tackle them head-on. Having worked closely with numerous health units, we're happy to share our insights with you.
Curious to see if Sparkrock 365 is the ideal fit for your organization? Watch our product demo video and discover how our powerful software can enhance the efficiency of your health unit and amplify its impact! Just 7 minutes of your time, then you can decide whether you want to continue talking to us.
In this video, you will gain insights into:
If you have questions, please reach out to us at firstname.lastname@example.org.
Ah, June, that blissful time of year when students find it hard to sit still, and teachers eagerly anticipate the arrival of their well-deserved summer holidays. June can be a tough time for many reasons, and discipline is one of them. We often associate discipline negatively in schools, but let's not forget its importance.
Discipline helps maintain a safe and productive learning environment for both students and staff. Unfortunately, many teachers feel unsupported in this area, contributing to burnout and frustration. And with a significant increase in principal turnover in recent years, new administrators may struggle to establish and enforce effective disciplinary procedures.
The good news? There are ways for administrators to re-establish discipline and support their staff and students during these final days of the school year. Here are five strategies to help schools overcome that year-end slump.
Schools need proactive approaches to discipline, and they need to be consistent. Teachers should receive the support they need to manage classroom behavior, especially during the last month of school.
Discipline cannot be effective without the support and collaboration of all staff:
Educators play a critical role in creating a positive and supportive learning environment. When equipped with the right:
All personnel effectively respond to student behavior and misconduct.
A school's discipline policy is only as strong as the staff who uphold it, so we must give educators a seat at the table. Through collaboration, educators and administrators can come up with new and fresh ideas.
Each discipline style includes one common thread:
They're all rooted in empathy and understanding.
It's hard when the little indiscretions add up inside the classroom walls. Teachers can only take so much, but kids will still be kids. So remember that corrective action needs to be for empowerment, not retribution.
Let's take a closer look at those strategies:
1. Positive Behavior Interventions and Supports (PBIS) is a proactive approach to discipline. It focuses on teaching and reinforcing positive behaviors, rather than punishing negative behaviors. This includes:
PBIS reduces the need for punitive discipline by emphasizing positive behaviours and targeting support. This fosters positive learning communities, which perpetuates higher school morale.
But to create a PBIS program that is not "program rich, impact poor," administrators need ongoing training. With high teacher turnover and student behavioral issues, continued PBIS training is an investment with a huge ROI. That's because teachers cite student behavioral issues as a leading cause of their burnout. Since PBIS is an evidence-based practice, it's worth keeping it as continuous professional development for all staff.
2. Restorative justice practices emphasize repairing and restoring relationships rather than punishing. This approach involves bringing together the parties involved in a conflict to:
This empathy-driven approach builds better understanding and support. Some schools don't use this for peer-to-peer conflicts either. Restorative justice works well in repairing student and teacher relationships, too. For example, a teacher refers a student to detention or in-school suspension. Before receiving the consequence, there's a standard procedure. The school building principal can meet with both parties to discuss the incident. This promotes student voice and student agency. And it helps to mend the crucial student-teacher relationship. Restorative justice practices can create a more positive and collaborative school culture.
3. Trauma-informed care recognizes and addresses the underlying trauma that may contribute to a student's behavior. Many students carry the weight of the world on their shoulders. Sometimes school is the only safe place for them. So, they tend to lash out. Trauma-informed care creates a more supportive and inclusive learning environment for all students.
One in every five students at Henry County School District lost a family member to COVID-19. They knew they couldn't return to school with a business-as-usual attitude. That's why administrators applied ESSER III funds to create a new role in mental health. This is the epitome of responsiveness. Now students receive specialized support services through proactive interception instead of reactive punishments.
4. Mindfulness and social-emotional learning (SEL) are also important strategies for supporting students during their last month of school. Some state legislatures clash over SEL's presence in the classroom. Whatever you want to call it, student well-being intersects with student achievement.
Districts can drive SEL with ample student practice in:
Adams-Friendship Area School District is an example of successful SEL implementation. Teachers embed SEL throughout the school day. That way, they don't feel like it's outside their daily responsibilities. Students share how they witness conflict-resolution skills during recess and gym class: a true testament to SEL's impact. Mindfulness and SEL help students cope and manage their emotions and behavior. Students get concrete tools to communicate. As a result, it reduces the need for ineffective, punitive discipline.
5. Teacher recognition. School administrators can foster a positive school culture that emphasizes:
Administrators boost morale and motivation with genuine acknowledgment. Schools with happy staff are contagious. If everyone feels respected and supported, it makes the work joyful again.
One principal in Knoxville, Tennessee, wrote handwritten letters to each staff member's family. This principal wanted to share her appreciation while also acknowledging how hard their job is, how hard they work, and what a difference they make every day. This meant more to them than a casual Friday.
Healthy, supportive learning environments need responsive discipline strategies. Successful implementation of proactive discipline requires:
Collaboration helps everyone navigate challenges more effectively, ending the school year on a positive note. And by setting up these discipline strategies towards the end of the school year, administrators and teachers can ensure a smoother transition into the new one.
School administrators should evaluate discipline policies regularly to ensure effectiveness. First, define the goals and desired outcomes of the disciplinary plan. Then, follow evidence-based methods. Districts can maintain transparency and accountability of their discipline policies by reporting them to the public.
Sparkrock 365 provides a secure platform for sharing disciplinary updates, interventions, and progress monitoring, ensuring that sensitive information remains confidential and only accessible to those with the correct permissions. Our modern cloud-based ERP system promotes effective communication and collaboration among teachers, administrators, and staff members. By fostering improved communication channels, administrators can maintain consistency in implementing the new discipline strategy across the entire school community. Learn more now.
School district leaders understand the value of attending EdTech conferences. These conferences offer resources to help school districts meet their overarching strategic goals. Though sometimes costly and time-consuming, these conferences provide insights into cutting-edge technologies and vetted solution providers. Hearing from industry experts and networking with colleagues from other schools inspire administrators to address their district's unique needs with innovation.
While EdTech conferences can cut into a district leader's time and resources, they're still vital to helping schools reach their goals. That's why administrators need to plan out their EdTech conference attendance.
Careful preparation and coordination are necessary to get the most from these events. Data from your Enterprise Resource Planning (ERP) system can help create the most intuitive plan. An ERP solution allows organizations to combine siloed applications and systems to:
ERPs can empower district administrators to attend educational conferences with more significant insights. This will ultimately benefit their school and align critical resources with their strategic goals. After all, better data leads to better outcomes.
In one study by Deloitte, organizations that use ERP systems saw improvements in efficiency, decision-making, and scalability. With this in mind, using an ERP to guide conference attendance can help districts become more efficient and effective in meeting their goals.
EdTech conferences can be overwhelming. Knowing where to focus attention can be tricky with many sessions, speakers, and vendors. School districts likely have specific goals they want to achieve from conference attendance, like addressing teacher burnout or improving student outcomes. Without validating these goals with data, conference attendance becomes scattered and disconnected.
An ERP system helps administrators refine their conference goals with insights into past performance metrics. This information makes spotting areas for improvement much more effortless. Once this happens, administrators can readily analyze data on
When seeking out viable solutions for their schools, administrators can now prioritize the sessions and vendors that can significantly impact their strategic goals.
District leaders often create impactful school-wide initiatives, but they can quickly become "top-down" approaches. When initiatives come from the top, no matter how well-intentioned or evidence-based they are, they can be met with resistance from teachers. Teachers are burnt out and want to feel supported. Educators want a seat at the table regarding decisions directly affecting their autonomy and pedagogy. An ERP system enables administrators to involve key stakeholders in decision-making by providing critical data, building consensus, and delivering positive results.
Here are four ways for districts to use their ERP to build better buy-in and solidify their goals:
Before attending any conferences, define what the district wants to achieve. Schools can use their ERP system to analyze data on performance indicators such as student achievement and teacher performance.
District leaders can develop a plan for attending conferences based on their overarching goals. After generating a report and identifying areas for improvement, match the program's vendors and presentations that best align with these goals. Plan out a specific schedule with questions for available solutions. Identifying sessions and vendors well in advance will ensure you can access insights and resources that best meet your district's needs.
Before making any purchase decisions, an ERP can help in better understanding resource allocation. An ERP system can determine any overlapping or duplicate resources and current adoption rates amongst staff members. After conferences, school administrators can use their ERP system to analyze the data collection. They can see how well different solution providers match the needs of their schools.
The administration can communicate with staff members about their conference attendance beforehand. In doing so, district leaders can receive input on what sessions and vendors would be most valuable to the classroom teachers and building principals. District leaders actively involving teachers and staff in the conference attendance process are more likely to develop a well-rounded and effective plan. Additionally, open communication can reduce resistance and ensure teachers feel supported in decision-making.
School administrators drive change based on the decisions they make. An ERP system helps them make the best decisions for their staff. Attending EdTech conferences is a wise investment for districts looking to improve student achievement and meet their strategic goals. By using an ERP solution to analyze data and make informed decisions, district leaders can maximize the value they receive from these events. This powerful needs-based and cost-saving tool allows administrators to confidently plan their conferences and make informed decisions about implementing new ideas and technology.
If you're new to Sparkrock 365, dive into our comprehensive guide to learn more about our K-12 optimized solution, built on Microsoft's cloud platform - Business Central. Discover how integrating HR management with finances, payroll, scheduling, and other key features can empower K-12 institutions to thrive. Explore the possibilities today!
How often has your organization adopted a new system that left you with more questions than answers? Shep Hyken, author and expert on customer service, says, "Customers don't just buy a product; they invest in the support that comes with it. The quality of support determines the value they truly receive." Unfortunately, not all support teams are built the same.
When school districts invest in a product to help them, they aren't just throwing money at a solution. They're looking for a partnership. They want a company that adds value to their operations and makes their job easier. So, the support embedded within any ERP solution should be a given-not an afterthought.
There's little worse than purchasing a product at a high cost and then also having to figure out how to use it on your own. Initial training sessions are great, but additional support layers are required after a project has gone live to maximize system usage and mitigate risk. That's where meaningful user support plays a critical role.
User support refers to the services and assistance provided to individuals using a particular product within your organization. It should be designed in a way that helps users resolve issues, answer their questions, and ensure a positive experience with the product or service. High-quality user support can provide the following results:
Adopting and using an ERP system requires some degree of technical aptitude. But with any new system, learning and understanding its uses takes time. That's why effective and timely customer support is critical. Unfortunately, ERP users can face many challenges in their support journey. But it's not just the technical issues themselves; it's not getting the help they need when they need it most that is the bigger problem. Here are some of the most common challenges across finance and HR teams:
Nothing's more frustrating and disruptive than when a customer waits a long time for a response or resolution. They can only proceed once they receive the necessary help to resolve the issue. This causes obstacles for users, hindering progress in completing their work.
Delayed responses don't just impede someone's work, it impacts critical areas like payroll, for example. It causes more than just frustration; it affects people's livelihoods. Imagine being unable to pay staff on time because payroll is waiting for an issue to be fixed.
High-level customer support requires deep product knowledge and expertise. Unfortunately, some ERP companies struggle to adequately train their support teams, so they cannot offer effective troubleshooting and guidance to their customers. As a result, customers feel underserved and think their software provider does not truly understand their needs.
ERP companies might outsource their support to shave off costs to the end user. While outsourcing support functions can offer cost advantages, it can create:
This can make it difficult for customers to get help, exacerbating their frustration even more.
ERP systems can be quite complex depending on the system and the level of customization. Customers often need help with technical issues, and insufficient support can hinder their ability to use the system to its fullest extent.
Many individuals cite needing advanced technical knowledge to leverage the full breadth of the system. The lack of documentation and support post-go-live can leave customers unprepared to navigate and make the most of their ERP system in the long term.
The quality of support can vary within the ERP industry. Certain companies offer excellent support during the initial stages. But, as customers' needs evolve or more complex issues arise, their customer support vanishes.
Without access to knowledgeable support personnel, customers can't:
Once again, a lack of ongoing customer support prevents districts from using and deriving value from their investment.
ERP systems often require heavy customization to align with the specific needs of K-12. This is typical because most solutions are designed for the for-profit industry (think manufacturers, distributors, or other revenue-generating businesses). To avoid this, find software optimized for education that gives you access to critical features upfront. You should be able to easily remove what you don't need as well, saving you time and valuable resources on the project.
That said, some K-12s may still have requirements unique to their district, which software providers should anticipate. Unfortunately, many of them offer little to no support for customizations after a project has gone live. Whether you're a district of 500 or 5,000, having the flexibility to customize your ERP solution can help things run more smoothly. Your software provider should be able to support those customizations throughout your journey.
It's also not uncommon for customer support teams to prioritize the needs of larger districts over smaller ones, limiting the level of support you may receive, especially when they hear "customization."
When users have to contact customer support, a heightened level of frustration mounts after a ticket is left open for some time. Nobody wants to get passed from one representative to another, be on lengthy holds or, the worst offense: lose their connection.
Customers need clear escalation paths and processes when dealing with complex or critical issues. These are necessary to reach the proper support personnel or resolve their problems promptly. Delays or miscommunications prolong issue resolution times and diminish customer satisfaction, which, unfortunately, is a common recurrence with many software providers out there today.
When it comes to ERP software, many solutions on the market can be less intuitive than one might expect. They need a considerable amount of setup and customization to perform essential functions. That's why there are so many benefits to going with a familiar platform like Microsoft. If you've already used products like Microsoft Word or Excel, you'll find ERP systems like Sparkrock 365 a lot more intuitive than others.
Sparkrock seeks to provide its users with unparalleled customer support. No matter their size, each organization deserves a partner to aid them in their daily work. When districts choose Sparkrock 365, they feel supported by an end-to-end solution.
Here are just a few things that Sparkrock 365 users can expect from the get-go:
In addition, accurate tracking of bug-related cases enables their software development team to identify and address issues more efficiently, reducing the risk of recurring problems while prioritizing critical issues. With enhanced traceability, Sparkrock is better equipped to make product improvements, enabling K-12s to stay ahead of trends in education technology.
When a school district invests in an ERP system, they need to understand how it's working for them. Sparkrock support provides organizations with a monthly snapshot and status report of each support case and shares performance indicators related to the quality of their service.
Their customer-centric approach helps by:
Customers who adopt any ERP system deserve a commitment to excellence, guidance, and support. Are you ready to partner with a more supportive ERP solution? Contact us today to get started!
Artificial intelligence is the defining technology of our time. AI tools and technology are already having an enormous impact on education and nonprofit organizations.
Microsoft recently shared its plan to embed artificial intelligence into all of its products. By building these features into their product lines, they hope to:
At Sparkrock 365, we believe that Enterprise Resource Planning systems are crucial tools for organizations to streamline their operations and make data-driven decisions. AI features will make ERP systems more efficient, accurate, and user-friendly.
Here are five ways AI-enhanced ERP solutions will benefit your organization:
The typical error rate for manual data entry hovers between 1-4%. The risk of errors due to oversight is significantly reduced by removing the need for human intervention.
AI can reduce human error by:
AI-powered systems can automatically capture and input data from various sources into an ERP system. This reduces the time and effort required for manual data entry, minimizes errors, and improves the accuracy and completeness of data.
Routine tasks can be a total time sink. Almost 60 percent of workers surveyed estimate they could save 6+ hours a week if the repetitive functions of their jobs were automated. This is nearly an entire workday that can be spent on more important tasks.
AI features can help automate repetitive and time-consuming tasks. These tasks can include:
By automating these routine tasks, employees can now focus on higher-value activities like data analysis and decision-making. This is both a time and cost savings, which will ultimately improve the efficiency of your organization.
Artificial intelligence tools can analyze data at a scale and rate significantly more than an independent human can. AI algorithms can analyze historical data to identify patterns, trends, and anomalies and use this information to predict future outcomes.
For example, AI tools can be used to:
AI can make these forecasting models more accurate and efficient by analyzing large data sets in real-time. This can help companies make better decisions, optimize resources, and avoid complex problems.
When human-technology interaction is negative, it results in poor product usage. Today more than ever, providing an intuitive product experience is necessary.
AI can improve employee communication and ERP systems by enabling natural language processing (NLP). NLP is how computers understand and generate human language. In turn, it allows ERP systems to understand and interpret human language, such as:
NLP allows employees to interact with ERP solutions using voice commands or chatbots. It can be used to interpret the meaning of a user's typed or written words to improve the user experience. It can also improve accessibility by making products and services easier to use.
The addition of NLP will help companies enhance their communication with employees, which will subsequently improve their user experience.
Employee happiness is a key factor in attracting and retaining quality talent. AI features can be used to deliver a personalized employee experience that sets your organization apart.
Artificial intelligence can help create personalized user interfaces for employees based on their roles, preferences, and past behaviors, improving user adoption and engagement with ERP systems.
AI can be used to:
Improved user experience will directly impact employee satisfaction, but it will also improve client experience.
AI can use data on individuals to personalize their experience within the ERP solution. By integrating AI-powered chatbots and voice assistance into ERP systems, organizations can provide more personalized and efficient services, such as:
A better user experience will increase both client and employee retention and loyalty, improving your organization's outcomes.
Artificial intelligence features can help organizations use their ERP systems better by improving efficiency, accuracy, and decision-making capabilities.
Over time, AI can help ERP solutions become more personalized and user-friendly, providing organizations with a competitive advantage in today's fast-paced business environment.
As the leader in AI, Microsoft has invested hundreds of millions in helping drive innovation in this area for its customers. As a Microsoft partner, Sparkrock will dedicate further resources to expand our AI capabilities within Sparkrock 365, our premier ERP product. As one of the few Microsoft partners focused on delivering modern ERP solutions for nonprofits, human services, and K-12 organizations, Sparkrock is committed to helping our customers achieve the best outcome for their organization. If you're ready for digital transformation, contact us to get started today.
Teacher shortages create more than just an empty classroom. When an educator submits their resignation letter, they create a pressurized system. Staff members who stay have to fill in the void until administrators find a replacement. But what happens when they can't fill the position? According to NPR, there's roughly a shortage of 300,000 teachers and staff across the nation, and only 128,961 public and private K-12 schools - supply needs to meet demand here. When districts can't fill positions, it wreaks havoc on the remaining staff, perpetuating an endless cycle of teacher burnout, absenteeism, and turnover.
It's obvious why burnout in education exists:
People continuously ask how they can support teachers, but it's also important to consider how to support the administration as they navigate this unfamiliar landscape. As administrators take these challenges head-on, it's important for them to stop operating in silos. If district leadership isn't collaborating to address teacher shortages, how can they expect the rest of their schools to do the same?
Every time a teacher resigns from a position, it costs schools anywhere between $20,000 to $30,000 dollars. The amount of time and energy expended just to find a replacement makes the job of filling teaching vacancies that much harder.
Separated systems hinder Human Resources from doing their jobs more effectively, riddling them with unproductive tasks. When HR lacks the functionality to generate reports, they lose the capacity to find qualified candidates.
Teaching candidates are a rare commodity. To keep school districts afloat and prepared, it's vital to have systems that work together.
School administrators keep their entire district and network of staff members operating at high levels. With the guidance of the Superintendent, each administrator oversees their area of specialty. Whether it's the:
…these folks and their systems play a key role in a school district's operations. This is why integrating each separate system enables optimal levels of management and efficiency.
Enterprise Resource Planning (ERP) helps integrate finances, human resources, and payroll systems, to name a few. Here are some of the benefits to your school district:
HR needs help getting to the root cause of staff shortages to keep their teachers engaged. According to McKinsey & Company's quantitative analysis, employees across all industries value "interpersonal relationships and interesting careers." After the novelty of teaching wears off, what can educators do to craft a fulfilling career? HR has the ability to proactively address stagnancy with thoughtful upskilling. Using systems to track qualification and training management, teachers can find new exciting career pathing for greater retention. This helps to quell burnout and maintain engagement.
Education only offers upskilling for teachers if it involves costly schooling. However, the school administration has a large pool of highly talented individuals with special interests and strengths. In need of professional development for your high population of English language learners? Instead of hiring externally to train staff (who have no relationship with the school district), HR can track teachers with ELL students in their classrooms. Then, the Director of Curriculum can pay them to work with the district's ESL teacher and/or supervisor to craft compelling training. With intuitive tracking, HR has the potential to help their staff reignite their passions with career pathways.
HR can save time, especially when it comes to teacher recruitment. In March of 2022, there were 44% of teaching vacancies in public schools, according to National Center for Education Statistics. These vacancies equate to cut-throat competition in filling these holes. And their time could be more productive if HR didn't have to manually input data, extract it, or connect disparate systems. With an ERP, a Director of HR can add, modify, and approve job requisitions to streamline the hiring process. This saves the school district's precious time and resources in finding and, more importantly, placing the right candidate, saving them money long-term.
With high volumes of teaching vacancies across the country, an ERP system helps HR. ERPs create a centralized database of candidate information. This includes current teachers' resumes and qualifications. When it's challenging to fill vacancies, HR has the potential to use its existing staff to alleviate these voids. While not a long-term solution, this database gives HR a sense of relief, especially during times of high turnover. They have a whole pool of current staff members to turn to in these trying times.
A streamlined standard procedure enables a teacher's smooth exit every time a teacher resigns. While administrators want to fill teaching vacancies quickly, they'll need to understand why the employee left in the first place. Otherwise, teacher resignations have more significant potential to repeat themselves.
With an ERP system, HR has the power to improve teacher retention rates. The centralized data, coupled with an exit interview, helps districts with forecasting and long-term planning.
For example, with an ERP, school administrators can generate real-time data on teachers' workloads, schedules, class sizes, and student performance. These metrics help HR, Directors of Curriculum, and superintendents make informed decisions when it comes to offering authentic support and professional development. Backing an exit interview's qualitative data with tangible metrics helps district leaders defend their budgeting proposals during challenging economic times.
Every time a teacher resigns from a position, it leaves a gaping hole.
The director of Human Resources and HR specialists must fill the void as quickly and compliantly as possible.
Before they can even post the teaching vacancy, they need to know the district's codes and policies and how they align with Federal and state regulations. With an ERP, HR has the power to run reports and ensure compliance for every job posting, application, interview, and hire.
Not only that, an ERP system helps bridge communication tools from an IT perspective. HR can share critical personnel information with the Director of Technology to ensure they have access to email, grading portals, and other online resources.
With an ERP, Human Resources can automate contracts, benefits, and payroll. Additionally, ERP software can integrate and streamline document management when districts secure new employment. They can share and save important information and documents, saving many headaches in the future.
District-level management systems create a trickle-down effect in schools. Disorganized, separated systems foster miscommunication, inefficiency, and low morale. When school administrators merge their systems into one source of truth, they're better able to handle the challenges in education with data-driven insights, especially when it comes to curbing teacher turnover.
To help plan your next technology investment, read the in-depth guide to our product, Sparkrock 365 for K-12 Educational Organizations. Let us take you through the benefits of a fully-integrated, single platform for Human Resources, Scheduling, Payroll, and Financial Management and the key features we've built to help K-12s thrive.
Right to Play (RTP) is committed to using the transformative power of play to educate and empower children around the world who are facing adversity. Founded in 2000 by four-time Olympic gold medalist and social entrepreneur Johann Olav Koss, Right to Play uses play, including sport-based games and activities, to teach children essential life skills such as how to protect themselves from disease, resolve conflict, and create peaceful communities.
Before implementing their new solution, a key donor might donate via multiple routes; both personally and via their company. One of those donations would then show up as a corporate donation, but in reality, the person who needed to be stewarded was the individual within the company.
Their old financial software couldn’t give them that breakdown of information because there was no true reporting on the individual. The solution manager would have to know to go into the spreadsheets and look for and add up the donor amount manually – and that was assuming the spreadsheets had up-to-the minute information.
Then there was the harmonization of donor data within spreadsheets from each of the fundraising offices around the world. Financial information used to be separated from actual donor information, whereas the new system now integrates the donor’s data with their donation information.
Right to Play’s engagement with Sparkrock has helped the organization create, pilot, and improve many of their technology tools, including specific enhancements to incorporate business processes such as the end-to-end management of grants and other types of restricted fundraising. The way the money is broken down from the donors’ perspective and RTP’s perspective is well captured.
For example, if a donor agrees to a multi-year grant, each year can include a different dollar amount for different projects. The donor could be looking at their year as June to June; Right to Play’s fiscal year is January to January.
Their new solution allows them to capture all of this information and look at it from the two diverse perspectives through custom reporting capabilities.
Managing donor funds and allocations to programs in over 20 countries on four continents, Right to Play’s Donor Management system is now able to support online integration of their grants management and funding allocation processes, allowing them to work more efficiently and give more of their focus to affecting sustainable change for children globally.
“We deal with many different government funders and Sparkrock’s financial solution gives us the flexibility to get the required information reported properly, accurately and fast. It’s wonderful and liberating to be confident that our information is correct.”
CRM Solution Manager
Additionally, a project can have a number of donors in one fiscal year, so they have to make sure they don’t over-allocate, leaving another project underfunded. Through reporting within the new solution, the Right to Play team can pull out the big picture – for all the donors and projects – as line by line items.
This allows them to better allocate funds to programs internationally, with up-to-date financial information that’s viewable at the touch of a button.
Lastly, by utilizing custom reporting capabilities within their solution, RTP now has the power to do much more complex analysis and calculations, and can get a better overall picture of where donations are being used and what their programs are accomplishing. This allows them to take this information back to their donors and show them the impact they’re having.