1. Performance Indicators for High Impact Corporate Volunteering Programs©
The Six Essential Elements and their Indicators.
Essential Element One – Leadership Commitment and a Positive Organizational Environment
Indicator #1 - The company has made a formal commitment to employee volunteering in the community as a
strategic component of its policies and practices of corporate social responsibility.
Indicator #2: Leaders at all levels create a positive environment that places high value on and encourages
employee volunteering in the community.
Essential Element Two – Policy Framework that Enables High Performance
Indicator #3: There are written policies, well publicized to employees, which clearly articulate the company’s
commitment to employee volunteering and recognize its contribution to achieving strategic
business goals and its benefit to the workers who participate and to the community.
Indicator #4: All employees in all parts of the company are encouraged and enabled to engage in the
community, both through structured programs and spontaneous activities initiated by employees.
Indicator #5: Policies, structures, and processes encourage and enable employees to be involved in all aspects
of planning, implementing, and evaluating employee volunteering activities.
Essential Element Three – Strong Partnerships with the Community
Indicator #6: Strong, mutually beneficial partnerships are developed with the community that ensure that
employee volunteering responds to recognized needs in ways that maximize benefit to the
community.
Essential Element Four – Managing for Impact, Sustainability and Innovation
Indicator #7: It is expected that the management of the company’s volunteer activities will meet the same
performance standards as all other aspects of the company’s work, with goals, action plans,
timetables, monitoring, and reporting.
Indicator #8: The company allocates appropriate human and material resources to ensure the success of its
employee volunteering activities.
Indicator #9: Employee volunteers are supported through high quality orientation, training, supervision,
technical assistance, and resources needed to do their work.
Essential Element Five – Learning from Action
Indicator #10: There are established processes to ensure that volunteering directly contributes to the personal
and professional development of employees and to organizational learning.
Indicator #11: There are established processes for regularly measuring and assessing the quality of volunteers’
experience, the results of their work, and the impact of that work in the community and for the
company.
Essential Element Six – Leadership for Business and Community
Indicator #12: The company gives active, visible leadership in promoting volunteering, not only to other
companies but to the community as a whole.
© 2008 Mónica Beatriz Galiano and Kenn Allen - More information: monica@iniciativabrasil.com.br and kenn@civilsocietyconsulting.com