As the Canadian economy faces the challenges of a downturn, the role of human services becomes vital, particularly for nonprofit organizations. Economic recessions can lead to the following:
As a result, individuals and communities turn to human services for support. But when large volumes of people need the same help, yet financial support dwindles, strategic approaches and collaborative efforts are needed to ensure the well-being of Canadian citizens.
The economic landscape in Canada has seen its share of fluctuations, with recessions affecting diverse sectors and communities alike. Most notably, according to the Financial Post, major Canadian banks' stock prices have dropped due to the worsening economic outlook. Even though human services may not directly receive funding from banks, this financial setback could still indirectly impact them. Let's consider the reasons why.
Recessions often lead to a decrease in available funds. During the Great Recession, total social sector revenue saw a significant decline. Nonprofit organizations might receive funding from foundations, many with assets invested in the financial markets. An economic recession can reduce the value of these investments, resulting in smaller grants from those foundations. Additionally, banks tightening lending standards can make securing loans more difficult for for-profit entities. As a result, an economic recession can create a highly competitive environment for limited resources.
To make matters worse, a recession typically increases demand for human services. More individuals and families require assistance with basic needs such as food, housing, and healthcare. With reduced funding, it may be even more challenging for organizations to meet the growing service demand. It is essential to recognize this pattern and proactively prepare for the surge in demand by:
These are all crucial strategies for human services to navigate these challenges.
Partnerships with other organizations can be beneficial during a recession. Together, they can share resources, knowledge, and expertise, enabling them to pool their efforts and provide comprehensive support even in challenging economic conditions. Collaborative approaches can also enhance advocacy efforts and increase collective influence.
While the COVID-19 pandemic wasn't the result of a recession, its aftermath in job loss and mental health issues are similar. Many human services partnered with other nonprofit organizations during that time to provide relief. Here are a few collaborative partnerships that helped during this challenging time:
Relying on a single funding stream can make human services more vulnerable during a recession. To mitigate this risk, use a variety of different funding sources. Below are some ideas:
Government Agencies
Government agencies at the local, provincial, and national levels often provide grants for human services. Contact Human Services (HHS) or the Canadian Social Development Department for grant opportunities.
Private Foundations
Private foundations offer grants to support various causes, including human services. Canada.Grant.Watch, or FoundationSearch Canada, provide searchable databases of foundations and their grant opportunities.
Nonprofit Grant Directories
Online grant directories and databases provide comprehensive listings of grants available to organizations. Imagine Canada's Grant Connect allows searching for assistance based on criteria such as focus area, location, or funding amount.
Access to different funding sources can ensure financial stability and reduce reliance on a single funding stream that may be affected by economic downturns.
Organizations need to use their limited resources wisely while proving their effectiveness. By emphasizing outcome measurement, they can prove their value and efficacy to funders and stakeholders.
Also, they need to identify their high-value-impact areas within their assessment. These metrics build a compelling case for continued funding, support, and strategic resource allocation. Additionally, they can yield significant cost savings by reallocating resources from less effective departments.
In times of economic uncertainty, human service organizations are crucial in providing support, fostering resilience, and promoting well-being in Canadian society. By recognizing the potential impact of economic downturns and adopting proactive strategies, they can better navigate the challenges and demands of recessionary periods. It is imperative to harness this knowledge, leverage available resources, and encourage collaboration to continue providing essential services to those in need.
Investing in a modern Enterprise Resource Planning (ERP) system can help enable better decision-making, and that's what human service organizations need during challenging times. For one organization, an ERP allowed them to report back to their funders and demonstrate the positive impact that funding had on their outcomes. Read their story here. This proof of efficacy is vital to maintaining continuity in funding for years.
As we embrace the challenges and opportunities within the human services sector, our commitment to empowering organizations to weather economic downturns and meet the growing demands of communities across Canada remains steadfast. By fostering collaboration, diversifying funding sources, and prioritizing effectiveness, Sparkrock 365 stands alongside human services organizations, enabling them to deliver essential support and make a meaningful difference in the lives of Canadian citizens.
Together, we can navigate the complexities of uncertain times and build a more resilient and compassionate future.
We want to help you prepare for challenging economic times and are happy to share what we've learned about your industry. An Enterprise Resource Planning (ERP) Tool can help provide accurate financial insights and help you evaluate your organization's performance with less effort.
Let us take you through the benefits of a fully-integrated, single platform for financial management, human resources, scheduling, payroll, and the key features we've built to help human services thrive. Reach out to us here.
Is your school district at risk of losing its valuable educators?
According to a recent survey, a staggering 65% of educators have been actively browsing other job opportunities in the past year. In normal times, district leadership would find that unsettling. During an unprecedented teacher shortage?
Downright nerve-racking.
Employee expectations are on the rise. Workforce expectations shifted dramatically, and now employees want more from their employers. In a post-pandemic world, more people are asking for:
And yet, schools are constrained by contracted salaries, limited funding for perks, and zero flexibility when it comes to the time and place of work. With these limitations and soaring student behavioral issues, teachers feel drained and overwrought, all significant contributors to a toxic workplace.
So what can be done to meet rising employee expectations?
The solution is simple: Improve the employee experience.
Many people still believe that employee experience is all about perks, but it's much more than that. It's about communication, culture, being heard, and being supported professionally and personally. Improving the employee experience will increase:
These things aren't only on the minds of employees. Teacher recruitment, staff well-being, and retention are top priorities for K-12 human resources professionals. The Director of Human Resources is integral to the functioning of the school district. They can be one of the most influential in improving the employee experience by helping leaders shift from a transactional to a human-first approach.
Here are three ways that the Director of HR can improve employee experience:
Communication is vital to building trust and respect in the workplace. HR has an essential role in creating a welcoming and inclusive work environment. The Director of HR can facilitate relationship-building with employees by engaging in personalized employee experience conversations.
These conversations can help HR:
An intentional plan for how the conversation will proceed will make the discussion productive. For example, HR could initiate the conversation by acknowledging the employee's contributions to the school district. This discussion can be followed by exploring the employee's interests in professional growth. Finally, the Director of HR can collaborate with the employee on a plan to support them with necessary resources and follow-up conversations.
Meaningful, transparent communication will build trust and respect between staff and central administration. In turn, fostering a culture of trust and respect will positively impact the overall school environment.
An engaged workforce is more likely to be:
But how do you boost engagement when teachers have never been more exhausted? The answer is prioritizing employee recognition. Recognizing staff members' contributions and hard work can help them feel valued and motivated to strive for excellence.
Though well-intentioned, recognition must be more than just an all-staff email appreciation or an assembly shout-out. It needs to be timely, specific, and authentic.
Teachers and school staff frequently work outside contracted hours and support their students by attending games, concerts, musicals, and other extracurricular activities. In-person or handwritten acknowledgments of these efforts are highly effective. Writing a personalized thank-you note or showing gratitude in person can go a long way in boosting morale.
San Diego Unified School District created a successful employee recognition program, a platform that allows teachers to receive awards from their peers, administrators, and even parents. This strategy allowed them to promote a culture of appreciation and recognition that benefited both employees and the district.
Recognizing and acknowledging the contributions of staff members will help prevent burnout. It can also increase their motivation to continue going above and beyond for their students.
87% of millennials rate "professional or career growth and development opportunities" as important to them in a job. And yet, more than half of districts do not provide or offer teachers coursework to improve their teaching. A Director of HR that prioritizes opportunities for professional growth will have a more profound impact on employee experience.
HR directors can provide professional development support by offering opportunities for ongoing learning, such as:
In addition to offering training opportunities, the HR Director can provide instructional coaching to help teachers improve their teaching techniques and classroom management skills. An example can be pairing teachers with experienced mentors who can offer feedback, guidance, and support. Coaching programs can be delivered through professional learning communities, where teachers can collaborate with peers and learn from others' experiences.
Schools can also look to other districts for inspiration on how they provide professional development programs. The Los Angeles Unified School District provides teachers with access to resources such as workshops, seminars, and online courses that help them stay up-to-date on best practices in teaching. This district also offers mentorship opportunities with experienced educators who can guide them in improving their teaching skills. By providing these resources, LAUSD has fostered an environment of growth and learning for its teachers.
HR directors can also encourage staff growth by creating a culture of continuous improvement and upskilling. By fostering an environment where educators feel comfortable taking risks and trying new strategies, HR directors can promote a growth mindset that encourages staff to improve their skills and knowledge continually.
Employees want to know that their input is valued and considered. It's evident to educators when district leaders are talking the talk but not walking the walk.
Show employees you're committed to improving employee experience by:
Building a great employee experience within an organization requires the right modern technology. This is where an ERP system comes into play. By leveraging the power of data, particularly in the HR module of an ERP system, organizations can unlock valuable insights that contribute to their understanding of employees' needs, preferences, and performance.
With the ability to collect and analyze employee data, including demographics, compensation details, performance evaluations, training history, and attendance records, an ERP system equips organizations with the necessary tools to make informed decisions. By harnessing the potential of this technology, organizations can implement targeted strategies, foster a positive work environment, boost employee engagement, and ultimately drive overall organizational success.
To help plan your next technology investment, read the in-depth guide to our product, Sparkrock 365. Let us take you through the benefits of integrating HR management with finances, payroll, scheduling, and the key features we've built to help K-12s thrive.
What happens when US public education experiences the most seismic shift of funds ever seen?
As school district leaders and administrators face the looming expiration of the Elementary and Secondary School Emergency Relief (ESSER) funds in 2023 and 2024, many are taking a hard look at their bottom line.
School administrators are much more selective regarding educational products and curricula. They want viable tech resources with high adoption and customer retention rates. With the unstable economy, teacher shortages, and expiring funding, districts have pumped the brakes on their heavy-handed pandemic spending. Schools must exercise even more discernment in how they allocate resources moving forward. An Enterprise Resource Planning (ERP) solution can assist school districts in being more than ready for the drying up of federal funds.
Congress passed three pieces of legislation due to the pandemic: CARES Act, CRSSA Act, and ARP. Each legislation has its own ESSER fund: ESSER I, II, and III, respectively. These funds must be obligated by September 2022, 2023, and 2024.
ESSER funds provide support to K-12 public schools. Many districts used ESSER funds to purchase technology for remote learning, improve air ventilation and filtration systems, and hire additional staff members. While it's not necessarily a shock to district leaders that these funds have an expiration date, they will need to begin planning now to:
With a recession, districts must tread carefully in using funds to pay for personnel. According to EdWeek Market Brief, educational consultants advise school districts to spend their funding sources on infrastructure and large, one-time costs instead of ongoing salaries and benefits for staff positions.
The best predictor of what's to come is to examine past funding cliffs in the wake of a cooling economy. This phenomenon has been around for a while, and districts have had to pull at their purse strings to bear the brunt of a funding freeze and recession.
During the Great Recession of 2008, many states experienced significant budget cuts, leading to many funding cliffs. Many schools struggled to maintain programs and services, leading to teacher layoffs and larger class sizes. New York state, for example, was forced to cut education spending, which led to widespread layoffs of teachers and school staff, larger class sizes, and program cuts. In 2009, the Rochester City School District laid off over 200 teachers due to budget cuts. These budget cuts and layoffs didn't end in one year, either. The New York City public school system made significant cuts in the following years, with a proposed dismissal of over 4,000 positions.
So what does this mean for public education in the next five years? Some dark days may be ahead without careful financial planning and school management. Thankfully there are resources to drive better decision-making for schools now. Most districts lacked the proper technology back in 2008; fortunately, that's not the case today.
According to a survey conducted by McKinsey, more than 90 percent of districts have yet to use even half of their funding. Based on this survey, they predict that:
"Nearly $20 billion in ESSER funds may not be obligated by the deadline because of various factors, including administrative hurdles, limited internal planning capacity, and talent and vendor shortages."
When making level-headed decisions with limited planning capacity, an ERP solution can help a great deal. ERPs help school districts plan strategically and efficiently by providing comprehensive, real-time data on the following:
This vital data helps school districts make empowered, data-driven decisions that optimize resources and allocate funding where needed most.
School districts can save costs and maximize outcomes by identifying areas where resources can be better aligned and used, including staffing, facilities, and supplies. An ERP solution can help school districts identify underutilized resources and optimize them to their fullest potential or help eliminate excess weight.
Financial planning becomes more effective with an ERP solution because all financial data integrates into one system. School districts can easily track budget and expenditure data and ensure well-managed finances. In turn, this helps them be better prepared for funding cliffs. Now they can efficiently manage their funds for optimal use. Additionally, with more significant financial insights, districts can plan multi-year budgets in the wake of financial constraints.
An ERP solution creates an environment where data is readily available and accessible. This data can inform financial decisions and resource allocation and identify cost-saving opportunities. With real-time data, administrators can readily view the financials and inform decision-making on fees, asset acquisition, construction, or other initiatives.
An ERP solution can automate repetitive administrative tasks such as contractor management, time-sheet management, and excursion approval. Freeing up valuable resources minimizes time-consuming, mundane tasks so administrators can focus on more impactful, strategic projects. The time saved on administrative work allows district leaders to invest in maintaining effective student engagement and educational programming, even during a funding cliff.
An ERP solution can enhance communication between schools, districts, and other stakeholders. School districts can use grant money management and communication tools to maintain, engage and communicate with organizations and alternative funding sources. Monetary efforts and goals can also be tracked and managed with these resources.
An ERP solution is a valuable tool that can help school districts prepare for funding cliffs. It allows administrators to allocate their resources more thoughtfully and strategically to have the greatest impact on any student's educational experience. Staff can see the real-time status of funding projects as improvements and additions are being managed, and these necessities can be prioritized with complete transparency. With the help of an ERP solution, educators and administrators can plan for successful, sustainable educational programming within their budgets, despite funding cuts.
In addition to these benefits, an ERP solution can also increase data accuracy and transparency, enabling more ethical management practices. This is especially useful in the face of tighter funding-- administrators can learn to do more with less. Employee retention climbs as benefits and features become more tailored to district needs. With dynamic planning, budgeting, and budget projection tools within an ERP solution, district management can make determinations that lead their school to success and sustainability.
To help plan your next technology investment, read the in-depth guide to our product, Sparkrock 365. Let us take you through the benefits of integrating HR management with finances, payroll, scheduling, and the key features we've built to help K-12s thrive.
Providence Child Development Society (Providence) has programs that support Canadian children with learning disabilities and developmental delays in Calgary, AB, Canada. They operate six preschools with kindergarten and offer community-based programs for young children. Combined, those programs serve over 1,600 children. Their mission is to work together with the child, family and community to support the well-being and development of all children.
Providence has expanded significantly over its 75 years in operation. With that growth comes challenges. One issue was an accounting system that could not keep up with all of their needs. As the central administration discussed possible changes, they asked themselves:
"What would it look like to have a system that can include finance, payroll, and human resources?"
Masarra Smoka
Finance Manager, Providence
Smoka, who has been with the organization for four years, shares some of the problems Providence faced before implementing Sparkrock 365, including:
After conducting trials and demos of various accounting systems, the organization implemented Sparkrock 365. Sparkrock offered an all-in-one solution that seamlessly integrated payroll, HR, and finance departments.
By selecting Sparkrock 365, Providence knew that there would be:
In addition to improving integration between payroll, HR, and finance, Sparkrock 365 also provided comprehensive and easy-to-understand data, enabling in-depth analysis and better decision-making. Their organization now has access to real-time reports generated by Power BI and powerful visualizations that facilitate deeper insights into their operations.
The transition to Sparkrock 365 has significantly impacted the day-to-day operations at Providence. "Staff are excited to use the system as they were able to increase their learning as more resources are available to them, "Smoka expressed.
Some of the benefits of shifting to Sparkrock 365 have included:
One of the unexpected outcomes of implementing the system has been an increase in employee self-reliance and empowerment. Previously, when employees had questions, they would direct them to a specific department for clarity.
Today, Smoka has noticed that people are more willing to use the resources at their disposal, such as:
"Sparkrock 365 empowers employees and gives them more confidence in their role. It helps us as an organization because everyone is taking responsibility for their role, but they are also able to grow."
Masarra Smoka
Finance Manager, Providence
In addition to professional growth, Sparkrock also offered the flexibility to scale up as the organization grows. They could easily add more user licences and manager review capabilities to accommodate expanding staff. The new system ensured they could remain future-focused and adapt to constantly changing needs.
Sparkrock 365 provided unparalleled training to ensure Providence maximizes its outcomes, including comprehensive onboarding procedures and self-paced learning resources.
At the start of implementation, Providence received personalized training sessions with consultants specializing in finance, payroll, and HR. The flexibility and availability of the consultants helped employees grasp the system's functionalities. Additionally, support teams were available post-implementation.
“Having that training was very valuable. Even after we went live, we had the support team that was available to answer any questions.”
Masarra Smoka
Finance Manager, Providence
In addition to the initial implementation training, Sparkrock also provided a diverse array of self-paced learning resources. Providence had access to training materials, including articles and videos. “This helped my overall learning experience in understanding the system because it supplemented the training they already provided,” Smoka stated.
Eager to see how Sparkrock 365 can improve your organization’s workflow and increase productivity?
Contact Sales to learn more!
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!