Third Sector put together a short video to summarize our recent blog series, Strategies for Inclusively and Equitably Building a Diverse Team: Recruitment Process Changes. Third Sector Associate Joanna Kuang and HR Manager Danielle Antico take us through the three parts of the Recruitment Process Changes:
After watching this video, please follow the links above for more detail, or contact Danielle Antico at dantico@thirdsectorcap.org
In Part I of this post, we described how outcomes-oriented contracting can leverage linked data to inform government spending and support better service delivery and outcomes for individuals, families, and communities. We also described how Integrated Data Systems (IDS) can supply the critical data needed throughout the outcomes-oriented contracting process. In this post, we dive deeper into outcomes-oriented contracting as a high-value use case for IDS– providing examples from the Empowering Families cohort, outlining key considerations for building IDS, and discussing opportunities to combine these two strategies to enhance your
Public agencies and their partners hold important, yet largely unused, administrative data on individuals, families, and communities. These data are routinely collected in the course of service delivery, and taken together, form a rich picture of people’s experiences and trajectories. The challenge is that all too often, each agency, department, or program only has access to one piece of a larger picture. When we start to bring these pieces together, important connections and opportunities are brought to light that can improve the lives of individuals and families.
For example, access to
This is the fifth of five posts in a series of blog posts that explore Third Sector’s progress in evaluating and redesigning our recruitment practices with a diversity, equity, and inclusion lens.
Alongside gathering Equal Employment Opportunity Commission (EEOC) baseline data that now informs our understanding of the composition of our candidate pipeline, we recognize the importance of ensuring each step of our interview process is equitable. Each summer, Third Sector hires two “Summer Managers” to join our team for a 10-week internship assisting with client engagements and special initiatives that
This is the fourth of five posts in a series of blog posts that explore Third Sector’s progress in evaluating and redesigning our recruitment practices with a diversity, equity, and inclusion lens.
Alongside gathering Equal Employment Opportunity Commission (EEOC) baseline data that now informs our understanding of the composition of our candidate pipeline, we recognize the importance of ensuring each step of our interview process is equitable. Each summer, Third Sector hires two “Summer Managers” to join our team for a 10-week internship assisting with client engagements and special initiatives that
