strong field project model

1. strong field project model revised 11/29/11 guiding values: diversity, collaboration, innovation, learning outcomes assumptions inputs strategies Increases in individual skills in management and leadership • Stronger collaborative and individual leadership will improve the DV field’s impact. • Individual DV leaders have limited time/ opportunities to step away from the fray, connect as a network, and innovate. • In some regions, the system of DV services is fragmented and isolated. • Different perspectives about how to prevent and end DV sometimes impede coordination and clear messaging. • Some high-need, underserved populations are underrepresented in field leadership. 1 • Leadership Development • Targeted outreach/recruitment • Selection criteria & application • Approx. 40 participants • Two 18-month program cycles • Assessment & coaching • Customized curricula and training • Retreats & peer training • Resources to support leaders’ participation BSCF Funds Measurable improvements in organizational strength 2 short-term 2010-12 + BSCF Staff & Consultants Stronger DV networks and field capacity to network and collaborate to promote peer learning & share best practices 3 Intermediary Partners • Organizational Strength Grants • Targeted outreach/recruitment • Capacity & other assessments • Selection criteria & RFP process • Approx. 30 grants • Convenings & TA coaches • Overlap with LDP New, diverse individual and organizational stakeholders engaged with DV orgs DV Orgs & Leaders 4 • Technically and financially well-resourced organizations are needed to lead the field. • Organizations are constantly operating in crisis mode. • Few resources are available for leadership or management development. • Staff turnover with limited succession planning and low salaries limit progress. • Scarcity mindset can constrain collaboration and innovation. California Partnership to End DV Creative and effective tools, practices, models, and collaborations (organizational and regional) to address DV 5 Intermediate 2012-2014 + Project-Level Coordination & Integration across SFP components • Network Building & Knowledge Sharing • Shared between SFP partners • Content coordination/integration • CPEDV partnership • Statewide & regional convenings • Webinars • Tracking of field capacity • SFP website/extranet • Technical assistance directory SFP Advisory Group A rich & relevant knowledge base useful to the DV field 6 Coordinating Committee & Work Groups Increased skills, knowledge & spaces to develop a coordinated & shared agendato prevent/end DV 7 • A critical mass of respected DV leaders recognizes the need and opportunity for change. • There is a sufficient number of leaders and organizations with a baseline of capacity and readiness to make change. • BSCF believes a leadership program can provide the structure and support to develop leaders that will catalyze change and advance the field. Technical Assistance Providers Increased engagement by state and local leadership to shape and advance a coordinated DV policy advocacy agenda • Complementary Strategies • CPEDV support • Core Support Initiative • Technical assistance (finance, IT, SR) to DV orgs w/ highest needs • Focus on high-need, underserved • Research & data on DV field • Engagement of other funders 8 long-term 2014 + Research & Evaluation Strengthened statewide (CPEDV) & local coalitions to network, support, and sustain the DV field in CA 9 ultimate impact: a strengthened DV field, equipped with a critical mass of diverse leaders and organizations that have sufficient capacity and the right support, tools, skills and knowledge to lead forward a stronger movement to prevent and end DV Values: Diversity, Collaboration, Innovation, Learning