Case Studies
Case studies are ways to tell stories stories that share the journeys of others. These case studies have been chosen because they illustrate a range of initiatives on the awareness-collaboration framework and because they each hold valuable lessons for networks and umbrella groups developing their own labour force strategy.
Each case study follows a common format position on the Awareness-Collaboration Framework, an overview, their story, insights and tips, and contact information. The case study also references the steps outlined in Developing a Strategy section of this guide.
A final note on case studies: they should be read as a snapshot in time. Each of the case studies continues to grow and evolve and, even though their story has been captured to illustrated different ways of developing a labour force strategy, the richness of their lessons is still hidden in the future.
Alberta Council of Disability Services
The labour force strategy profiled in this case study is an example of D4 on the Awareness-Collaboration Framework. Alberta Council of Disability Services (ACDS) has a long history of working collaboratively with its members and external partners. The organization was intentional about its labour force strategy and accompanying activities and has taken advantage of external resources and supports for nonprofit sector labour force activity in Alberta. In this case study, ACDS used all the recommended steps in the labour force strategy process. Labour Force 2010 is a good example of being in the right place at the right time combined with passionate leadership, and the ability to seize an opportunity.
Big Brothers Big Sisters of Canada
The labour force strategy profiled in this case study is an example of C2 on the Awareness-Collaboration Framework. Big Brothers Big Sisters of Canada (BBBSC) has a formal governance structure for independent organizations and a shared labour force interest. From a national office perspective, this case study is of interest to those who have scarce resources but want to attract and retain a high quality work force by maintaining a high quality work place. From a member organizations perspective, this case study provides resources and strategies for supporting member agencies that are part of a national organization but have autonomy at the local level.
The national office has completed steps 1 and 2 in the planning process and has moved into step 3. For member organizations, BBBSC is in steps 1 and 2 of the planning process.
Community Development Halton
The labour force strategy profiled in this case study is an example of C3 on the Awareness-Collaboration Framework. Community Development Halton (CDH) has a formal governance structure to act on behalf of a group of organizations and has undertaken a one-off strategic project to explore the challenges of Halton's nonprofit labour force.
This case study will be of interest to community-based advocacy and planning bodies that already have a constituency base and track record as a convener in the broader community.
The information presented in this case study is an example of research conducted in step 1 of the process to develop a labour market strategy.
New Brunswick's Blueprint for Action: Building a Foundation for Self-Sufficiency
The labour force strategy profiled in this case study is an example of D2 on the Awareness-Collaboration Framework. The Task Force was appointed by the provincial government and the Secretariat for Community and Nonprofit Organizations is a department within the provincial government. The Secretariat provides leadership for multiple ongoing system-level initiatives, including support for the nonprofit labour force in New Brunswick.
This case study will be of interest to government and to those who are hoping to persuade government decision-makers to address labour market strategies through comprehensive policy actions.
This case study demonstrates steps 1, 2 and 3 in the planning process.
Newfoundland's Supportive Housing & Homeless Services Sector
The labour force strategy profiled in this case study is an example of C3 on the Awareness-Collaboration Framework. The St. John's Housing and Homelessness Network and the Transition House Association of Newfoundland each have a formal governance structure for independent organizations and they have agreed to collectively undertake an initiative to recruit, develop and retain workers in their sector.
This case study will be of interest to multi-agency networks that share common service delivery and labour force issues. In this case study, a group of partners worked collaboratively together to target specific human resource challenges and develop action-oriented, effective solutions.
This is a case study that illustrates steps 1, 2 and 3 in the planning process.
Olive - Capacity Waterloo Region
The labour force strategy profiled in this case study is an example of A2 on the Awareness-Collaboration Framework. The group began as a small, informal, information-sharing network of funders. The group's governance structure remains relatively informal. They have discovered and are working to address a community-level need to support the organizational capacity of the nonprofit sector in Waterloo Region.
This case study will be of interest to organizations that are interested in developing a collaborative approach to labour force issues and who do not yet have the governance or infrastructure in place to support shared projects.
In this case study, Olive has partially completed step 2 and has moved into step 3 for specific labour force activities.
Ontario Network of Employment Skills Training Projects (ONESTEP)
The labour force strategy profiled in this case study is an example of C2 on the Awareness-Collaboration Framework. This membership-based umbrella organization has a formal governance structure and a Manager of Organizational Solutions whose role is to identify and secure resources to develop HR tools and projects for members.
This story will be of interest to umbrella organizations that would like to understand how a series of one-off projects can be creatively combined so that the whole is greater than the sum of the parts and networking organizations that are interested in undertaking individual projects.
In this case study, ONESTEP moved directly to step 3 for specific labour force activities and is now starting to work on step 1 in terms of a more comprehensive approach to their work.
Pillar Nonprofit Network
The Labour force strategy profiled in this case study is an example of C2 on the Awareness-Collaboration Framework. A formal governance structure exists through Pillar Nonprofit Network and there has been interest expressed by several partners to work together on labour force issues although activity has been largely led by Pillar.
This case study will be of interest to multi-sector networks that have come together to share resources within a geographically defined area. Pillar provides an infrastructure and creates a common ground for nonprofit organizations to research the local labour market and, potentially, undertake collective action.
In this case study, Pillar was working on step 1 of the process and moving into step 2.
The Initiative for Nonprofit Sector Careers
The labour force strategy profiled in this case study spans B3 and C3 on the Awareness-Collaboration Framework. The initiative itself is a significant expansion of the regular nonprofit management training undertaken by American Humanics on behalf of its members. It also involves stakeholders beyond the existing membership group.
This case study will be of interest to groups initiating a large-scale labour force strategy that can take advantage of an existing governance structure. It includes strategies for embedding a strong evaluation component to the collaborative labour force activity, advocating for and marketing the sector, and choosing quick win projects to build momentum for the larger strategy.
In this case study, the Coalition has used all steps in the labour force strategy but not in the order suggested.
United Way-Centraide Movement
The labour force strategy profiled in this case study is an example of C2 on the Awareness-Collaboration Framework. United Ways and Centraides have worked together on a range of issues for decades. Working intentionally as a movement is a recent focus of the past three years. They have not addressed labour force issues as a movement, however a number of pre-strategy activities have been undertaken in pockets of the movement.
This case study will be of interest to umbrella organizations and their members who are focused on collective action at the local and national level and yet still respect the autonomy of individual organizations.
In this case study, the national office and individual parts of the United Way-Centraide movement are working on step 1 of the process in terms of a labour force strategy. The United Way-Centraide movement has experienced all three steps of the process in terms of one specific Labour force activity - the Standards of Excellence - although this initiative was not perceived as a labour force activity when it was undertaken.
