1

Organizational Analysis

Organizational Analysis Paper

HSP 435

Human Services and Management

Professor: Kristi Slette

Fall 2013

Aletia Bennett

Subject:

Pioneer Human Services

2

Organizational Analysis

My analysis of the organizational structure of Pioneer Human Services (PHS), provided me

with a more complete understanding of the organization and the innovative structure that they

utilize. The analysis is broken down into the instructions from the assignment, the supporting

documentation, and my synthesis of the learning in the course HSP 435, Nonprofit

Management. There was a lot of information that was required for this paper, which provided

both breadth and depth of information. After researching and analyzing the documents from

Pioneer Human Services which came from various sources, and the knowledge acquired in the

Nonprofit Management course these are the insights I have gained into their organizational

structure.

A. An Introduction of the organization, including the agency mission statement; life cycle

stage, type of non-profit (i.e. 501 © 3).

Pioneer Human Services is a holistic approach to reintegrating ex-offenders and people

dealing with mental health and addiction issues, in order to become successful and contributing

members of society. Pioneer Human Services is an organization that has been both financially

and strategically successful. They incorporate good governance and multi-faceted sources of

funding.

3

Organizational Analysis

The Mission statement is: We provide a Chance for Change to people overcoming the

challenges of chemical dependency, mental health issues or criminal histories by

offering an integrated array of housing, employment, training, reentry and treatment

services, using earned revenue from our entrepreneurial activities (PHS, our-story,

2013).

Pioneer Human Services has a long term relationship with many partners, which allows them

to network in order to provide and recruit services. Pioneer Human Services consistently seeks

knowledge, strategically plans and reviews, then incorporates best-practice standards (Worth,

2014, p.133). I would consider them in “Stage V: Renew and Review” (Worth, 2014, p. 192).

They seem to have the spirit of a young and enthusiastic organization, yet the wisdom learned

through many years of experience. [The organization started in 1963 and continues to thrive as

a nonprofit. In 2012, they offered a chance for change to 10,183 people across the state of

Washington. “Despite our growth and progress, our core values and purpose have not

waivered. Everyone deserves an opportunity to achieve their potential. We provide people a

chance for change so they can, in turn, contribute to stronger, healthier communities.” (PHS,

annual report pdf, 2013)]. Pioneer Human Services is a registered nonprofit (Registration

#3717), Exempt 501C3 (sos.wa.gov, 2013).

4

Organizational Analysis

B. An outline and brief description of current programming and services.

“As the only organization in Washington State that offers a fully integrated array of

housing, employment, training, reentry and treatment services, we give more than

10,000 people a year the tools they need to build better lives” (PHS, our-story, 2013).

They are the only involuntary addiction treatment program in the state of Washington

also (PHS, treatment/involuntary, 2013).

“Our business model is also unique. Unlike most nonprofits, Pioneer is a social enterprise

organization. We operate a diverse line of businesses that provide on-the-job training and work

experience for the people we serve, while generating revenue that helps fund our social

mission. As social entrepreneurs, we combine the passionate pursuit of our mission with the

discipline and innovation of a for-profit company (PHS, our-story, 2013).

To my understanding, Pioneer Human Services is a best practices business model that utilizes

strategic management while incorporating entrepreneurial tools (businessmodelgeneration,

2013). Their unique approach to services and their business model allows them to be a leader in

the nonprofit sector, in my opinion. They consistently utilize tools to evaluate their programs

and services. They incorporate logic models, Balanced Scorecard analysis, Dashboard analysis,

SROI analysis, OASIS (a form of balanced scorecard), and SWOT analysis in their program

evaluations.

5

Organizational Analysis

These performance tools are discussed by Worth in chapter six, (pp. 145-147) and chapter

seven (pp. 167 and 173). The consistent program evaluations to my understanding, allow

Pioneer Human Services to evolve and stay true to their mission.

C. A brief description of the geographic area served and the demographics of the

agency’s direct service clients.

Pioneer Human Services has over sixty locations throughout the state of Washington. The

demographics show that the poverty rates in these areas overall, average 30.1 % in 2013 (PHS,

service map, 2013). The [demographic variables show that the service areas are primarily in low

income, urban cluster areas with high unemployment, behavior measures indicate a high rate

of addictive behaviors, recidivism, and mental health concerns.

The psychographic data suggests that the populations in these areas are conditioned by

criminal activity acceptance. They have a mindset of survival, because they have to deal with

basic needs. (Worth, pp. 214, 246)].

These demographics to me, indicate that the demographic area served is in need of the

services and opportunities available at Pioneer Human Services. The clients served are from a

culture that is oppressive and hard to transition from. The psychological acceptance of illegal

activity, and the constant need for survival promote the use of addictive substances, criminal

activity, and the inability to pay for psychological medications.

6

Organizational Analysis

The locations of the services offered at Pioneer Human Services are strategically located in

these areas, see the service map at:

http://www.pioneerhumanservices.org/servicemap/

D. An outline or explanation of the agency’s most recent fiscal year funding snapshot:

Include overall income, expenditures and diversification mix (clearly show the amounts and

types of funding generated.

Figures are for the organization's fiscal year ending Dec 31, 2012.

Beginning Assets $55,450,153

Revenue $76,283,954

Program Services $65,291,129

Total Expenses $71,639,387

Ending Assets $59,970,648

(sos.wa.gov, PHS, charities, 2013).

7

Organizational Analysis

REVENUE

Contributions $0 Foundation $95,000

Government Grants $31,982,233Program Services $3,834,108InvestmentsSpecial EventsOther $25,233,659

Total Revenue$61,145,000

(seattlefoundation, PHS, financials, 2013)

Pioneer Human services is considered a public-serving, hybrid organization which pays equal

attention to their double bottom line, focusing on both social and economic value (Worth, pp.

34-37). The social innovation schools’ broader model of social entrepreneurs, states that they

would be considered agents of change that pursue "earned income or other sources of revenue

to implement their new ideas" (Worth, p. 406). My understanding of the organization and the

information in Nonprofit Management, suggests that Pioneer Human Services is a successful

social entrepreneurship.

8

Organizational Analysis

E. A description of the ways the organization markets and communicates to

stakeholders to meet its mission, aspirations and financial needs.

Andresen describes, (as cited in Worth, 2014, p.240) that Pioneer Human Services marketing

has a target audience mindset. The organization has a best practices marketing mix such as the

example in figure 10.1 The Marketing Process (Worth, p. 244). They utilize target marketing to

communicate their missions/aspirations and generate funding for their financial needs (Worth,

p. 245).

Pioneer Human services incorporates media, networking, partnerships, the internet,

meetings with stakeholders, brochures, and private communications with stakeholders (PHS,

personal communication, 2013). In my observations, I feel that the stakeholders are a respected

and are an admired part of the organization. Pioneer shares their passion and enthusiasm with

the stakeholders and as a result they have a committed and loyal group of stakeholders, which

continues to grow.

F. Outline, describe or show the organizational structures of the Board of Directors and

staff (paid and volunteer).

The organizational structure of Pioneer Human Services is as follows: [“The president of the

organization answers to a Board of Trustees, whose role is mainly financial oversight,

confirmation of policy decisions, and ensuring that management does its job.

9

Organizational Analysis

PHS also has a Board of Governors, which meets infrequently and provides advice and counsel

to the agency president as needed. The president in turn oversees the operations of the

agency, and represents PHS to the outside community.” Together, the staff/groups encompass

the organization's nearly 900 employees - a mix of program people, trainees and non-program

employees. “Units in the Enterprises group undergo constant change, as does the rest of PHS.

As businesses, units are forced to respond to market demands.” (Sommers, Mauldin & Levin,

2000)].

Pioneer Human Services is an open system, since they are dependent on and interact

frequently with their external environments. In most regards they are a linear with the above

mentioned exceptions. The organizational culture in respect to the organizational structure at

Pioneer Human Services reflects a consistency in core values and synergistic dynamics in the

attitudes and work of the organization (Worth, pp. 63, 64, 99)].

G. A description of the organizations’ human resources (paid and volunteer) function

including integration of volunteers and management activities to recruit, train, recognize and

retain its staff.

Pioneer Human Services does not have direct volunteers that work for the organization,

although they do have several companies and organizations that have donated their time,

services, material and money to Pioneer Human Services’ programs (PHS, human + resources,

2013). They do have a mentoring program that seeks and trains mentors for the ex-offenders.

10

Organizational Analysis

They also have ongoing trainings and seminars for staff development and give special

recognition and awards to their staff.

The human resources function of Pioneer Human Services utilizes distinctive core

competencies and internal as well as external sourcing (Worth, p. 167). The way I see it, is that

the human resources at Pioneer Human Services are integrated functions. There are trainings of

the staff and mentors, which optimizes competency. They network and partner with external

sources to increase effectiveness. They also give special recognition and awards to their staff,

thereby increasing staff retention.

H. A discussion of how the organization utilizes strategic planning and an overview of

significant strategic goals or objectives of the agency over the future 3-5 year period.

Pioneer Human Services has a diversified “tool kit” of assessments and use the following

analyses and models as described by Worth (2014):

Logic model: (p.139)

Balanced Scorecard: (p.145)

Dashboard: (p.145)

SROI analysis: (p.146-147)

OASIS: (p.147)

SWOT: (p.167, 173)

11

Organizational Analysis

The strategic goals and objectives for the next three to five years include, but are not limited to:

Successful acquisition, implementation and compliance with current grant funded programs

Chemical dependency services funding Expansion, development, revision of programs as needed

(PHS, personal communication, 2013)

I have observed that they are transparent and are easily accessible from various websites

and sources. They have best practices methods in earned income strategies, social impact

assessment, strategic planning, implementation, social entrepreneurship, and strategic

communications/marketing.

I. A brief discussion on external issues that impact the organization’s ability to meet its

mission and achieve its goals (political, economic, social). This might include issues that the

organization watches legislatively.

The external factors impacting the mission and goals include national legislation on chemical

addiction funding, working with King County Drug Court, federally administered grants, and

external partnerships. Pioneer is currently asking people to “contact their legislatures and tell

them they support funding for chemical dependency treatment (PHS, about/priorities, 2013).

They are also developing and strengthening relationships with the King County Drug Court.

Federally administered grants are fairly new to Pioneer Human Services, They applied for and

received their first federal grant last summer. They have also just received word of another

approval for a grant and are currently working on other request for proposals (RFP) (PHS,

personal observation, 2013).

12

Organizational Analysis

Operating as an open system Pioneer Human Services, interacts frequently with their external

environment (Worth, p. 50). They actively lobby for specific legislation with a “call to action”

and provide addresses to contact legislators (Worth, p. 367). Pioneer Human Services is

proactive in the external issues that affect them. They recognize and actively seek successful

resolution of external factors that impact their mission and goals.

J. Conclusion, including your personal assessment of the Strengths, Weaknesses,

Opportunities and Threats (SWOT) that you recognized as you reflected upon and

processed this information.

SWOT ANALYSIS

S: BEST PRACTICES METHODOLOGY, GOVERNANCE, MARKETING, PARTNERSHIPS, STRATEGIC

PLANNING, ACCOUNTABILITY AND MEASURING PREPORMANCE.

W: LACK OF EXPERIENCE WITH FEDERAL GRANTS

O: FEDERAL FUNDING, INCREASED DIVERSITY OF FUNDING MIX, EXPANSION OF PROGRAMS,

INCREASED COMMUNITY PARTNERING.

T: FEDERAL CUT-BACKS IN CHEMICAL DEPENDANCY TREATMENT FUNDING, EXTERNAL

PARTNERS FISCAL HEALTH AND CONTRACTS (SUCH AS: BOEING)

13

Organizational Analysis

Learning and understanding the importance of the information that was gathered allows me

a different “lens” in which to view Pioneer Human Services. As I analyze the organization and

apply the learning from Nonprofit Management, I have come to realize that this is an

extraordinary organization with the structure to excel in the future, in best practices and their

social impact. This is an organization with an “old soul” and a young heart. Since 1963 they have

had a vision and a goal to give people a chance for changing their lives for the better. Pioneer

Human Services has continued to grow and thrive, always looking for ways to improve. I believe

they are true pioneers in the nonprofit industry.

14

Organizational Analysis

Reference

Pioneer Human Services. (2013). Annual report. Retrieved from

www.pioneerhumanservices.org/about/annual

Pioneer Human Services. (2013). Our story. Retrieved from

http://www.pioneerhumanservices.org/about/our-story/

Pioneer Human Services. (2013). Human resources. Retrieved from

http://www.pioneerhumanservices.org/?s=human+resources&x=4&y=4

Pioneer Human Services. (2013). Treatment involuntary. Retrieved from

www.pioneerhumanservices.org/treatment/cd/involuntary

Pioneer Human Services. (2013). Service map. Retrieved from

http://www.pioneerhumanservices.org/servicemap/

Pioneer Human Services. (2013). About board. Retrieved from

http://www.pioneerhumanservices.org/about/board/

Pioneer Human Services. (2013). Human Resources. Retrieved from

http://www.pioneerhumanservices.org/?s=human+resources&x=4&y=4

15

Organizational Analysis

Pioneer Human Services. (2013). About priorities. Retrieved from

http://www.pioneerhumanservices.org/about/priorities/

Seattle Foundation. (2012). Pages Pioneer Human Services. Retrieved from

http://www.seattlefoundation.org/npos/Pages/PioneerHumanServices.aspx

Office of Secretary of State. (2013). Charitable Solicitations Program Charity Profile

Report. Retrieved from

http://www.sos.wa.gov/charities/search_detail.aspx?charity_id=3717

Sommers P., Mauldin B. & Levin S., (2000). Pioneer Human Services: a case study

University of Washington. Retrieved from

http://depts.washington.edu/npc/npcpdfs/phsrep.pdf

Worth, M. (2014). Nonprofit management:

Principles and Practice. Thousand Oaks, CA: Sage Publications, Inc.

16