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Hello All,

I am borrowing this from a member (Chris Bowyer) of a network to which I belong. It was quite helpful

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As with everyone on this group, we are living through an experience that was likely not fully anticipated and it is certainly testing our professional and personal capacity. A reminder to everyone that mental health is an aspect of health, so in addition to your hand washing please take care of your mental health while we live through these events.


Our organization is fortunate that over the last several years we have developed the basic how-to-guides for our essential building operations and over the last several days have been compiling those details within our Continuity of Operations Plan. Thank you Princeton University for having a template that I have found to be helpful in that process. As a landlord we are also confirming our full legal understanding of the various contractual obligations and limitations. We appreciated the earlier mention of partially reimbursing events from one of the other members as we have unfortunately had many events cancelled in the last 48 hours.

Related to cleaning, we continue to follow the guidelines of the CDC and I have personally met with our janitorial provider for their professional input. Additional cleanings and providing resources to our tenants have occurred and we anticipate continuing to do so for some time. We have also closed a hard-to-recycling center for our building that draws members of the public to our building as we deemed it non-essential and too high of a risk to the health of the immediate members of our team to sort those materials.


To the comment of cleaning in the event of an individual who tests positive is in our space, our janitorial company has shared information associated with an electrostatic disinfection sprayer that can be used within the building to disinfect all surfaces of our 40,000 sf facility in just a few hours. I can not comment on the ability to kill COVID-19 but this may be a solution for certain groups to explore, you should also check with your local public health department to confirm that this type cleaning is sufficient after exposure.


When and if the situation should worse here in Colorado (likely did so today), we have the intention of going to a "redundancy" plan for staffing purposes. We will try to limit the number of team members onsite to only a single individual per essential business function. In our case we currently see those including building operations, tenant services and events. This plan would stagger our schedules to work from home 2-3 days a week and in the office those other days.


Please take care of yourselves and be mindful of those around for their health and wellbeing.

You are invited to join state officials on Friday for a webinar update on COVID-19 (Coronavirus) information intended for not-for-profit community-based organizations. The call will offer an opportunity to receive further guidance, review actions that have been taken, and raise questions.

Please RSVP to Katlyn.halstead@illinois.gov if you are able to participate.

Friday, Mar 13, 2020 11:30 – 12:15 pm


The session will be limited to 1,000 participants, so please join in a group if possible. It will be close-captioned.

If you are unable to attend for any reason, a recording of the webinar will be posted online for later viewing.

45% of respondents to a recent survey by Nonprofit HR said they will be looking for new or different ... [+]A new study from Nonprofit HR reveals an “alarming” trend on the horizon for nonprofit organizations around the U.S.The company revealed that 45% of responding nonprofit employees indicated that they will seek new or different employment in the next five years. Of that group, 23% said that nonprofits would not be among the types of organizations they intend to pursue.


Email me at info@thrivecollaborativecenter.org to receive a copy of the report.

Of the 45% who said they’d seek other employment, a plurality — 49% — said that nonprofit organizations do not pay enough. Additionally, 19% said that nonprofits do not offer good long-term career opportunities, and 12% concluded that nonprofits are not well-run businesses.“These statistics are alarming and should serve as a warning to social impact organizations of all types who have not adapted a talent attraction strategy to remain competitive,” said Lisa Brown Alexander, CEO of Nonprofit HR. “Gone are the days of talented professionals being willing to take a vow of poverty to work for a cause or a mission they are passionate about. The social sector, rich with diverse and rewarding career opportunities, has long faced the misperception of being low-paying with limited opportunities for professional growth. These results confirm how pervasive this misperception is across the nation and re-ignites urgency in refuting this myth.”Employee turnover has long been an issue for the nonprofit sector. According to ExactHire.com, the voluntary annual turnover rate is 19% — far outpacing the all-industry average of 12%. The Nonprofit Leadership Alliance even created a ‘Cost of Employee Turnover’ calculator to help nonprofits measure their own circumstances. “Spoiler alert: Turnover costs your organization more than you think!” the site exclaims.The Nonprofit HR data represents 1,004 nonprofit employees from “the four regions of the United States, covering a broad respondent demographic,” according to a press release from the company. According to a spokesperson for Nonprofit HR, the nonprofit line of questioning was part of a broader survey, from which the 1,004-person subset was deemed qualified to respond. The company declined to release additional information about the data collected.


Chris Strub Contributor CMO NetworkI