Official Business Track Sponsor:

Understanding the Talent Development Benefits & Metrics

of Pro Bono Engagement

Develop your Employees & Measure Your Success

Panel: 30 minutes• Janet Donovan Kotsakis, Merck & Co., Inc.• Evan Hochberg, Deloitte• Matt Hines, Capital One• Farron Levy, True Impact• Lindsay Firestone, Taproot Foundation

Breakout Sessions: 2x 30 minutes each• Building the connection with your HR/Talent organization • Best ways to develop your people: Examining some of the

top pro bono experiences and how they have tied into staff development

• How to measure the effectiveness of your pro-bono program• Assigning a dollar value to your employees’ time

Introduction and Agenda

Our Panel of Experts

• Janet Donavan Kotsakis, Merck & Co., Inc.• Evan Hochberg, Deloitte • Matt Hines, Capital One• Farron Levy, True Impact• Lindsay Firestone, Taproot Foundation

Janet Donovan KotsakisOffice of Corporate Philanthropy

Merck & Co., Inc.

Background

• Award-winning 15 year old legal pro bono program through General Counsel

• Began work with Taproot in late 2009 to create scalable, supported pro bono program across other departments

• Needed to establish a working relationship from scratch with HR

Establishing a Relationship of Mutual Benefit

• Understand your HR department’s goals• Articulate the value proposition to HR• Get to know the “right” person• Make it personal

Starting with the Basics:Building a Connection with HR

Evan HochbergNational Director, Community Involvement

Deloitte Services LP

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Deloitte Pro Bono: Before & After

Program Elements Ad hoc Formal Program

Liability •No contract • Formal signed contract

Quality & Risk Management •Disjointed review/criteria • Formal review committees & scorecards

Scalability, Cost-efficiency, Administration

•Reinventing the wheel • Leverage Deloitte business model

Utilization •Nights and weekends • Sanctioned teams/projects

Tracking & Reporting •Off the books • ROI software and client billing system

Knowledge Management •No central repository • Pro bono quals help win paid work

Learning & Development •No formal link to training • Performance Reviews, PPD oversight

Recruiting/Retention •Ad hoc stories on campus • Recruits seek out PB Fellows, Teams

What We Are Learning

1. Quality pro bono work is about delivering a superior end product that drives results for the nonprofit, rather than using volunteerism to increase morale or as a team-building tool.  

2. When we engage with a nonprofit, we should be working to address one of the organization’s top concerns, not low-priority busy-work.  When we address a top priority, nonprofits are more likely to recognize pro bono as “currency” with similar sponsorship benefits as cash donations.

3. It is easier to give away $50M in cash donations than to donate $50M of pro bono support. Nonprofit clients have limited capacity to translate business needs to available pro bono skills sets and limited infrastructure to “accept” the help,

4. Formal recognition of pro bono teams (through revenue/utilization credit) ensures the same world class service afforded to our commercial clients.

5. In making the community a $50MDeloitte in essence professionalized pro bono service and empowered pro bono clients to hold our teams accountable for the same level of service as a paid consultant.

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Matt HinesSenior Manager, Corporate Volunteerism

Capital One

The Capital One Pro Bono Program

Since 2008, Capital One pro bono volunteers have

donated close to 7500 hours to more than 125

nonprofit partners, resulting in nearly $4 million in professional

services.

Lessons learned through the development of the program enable Capital One to share best practices

• “Top-down & bottom-up”– Acquire both key leadership buy-

in as well as organic support

• “Don’t reinvent the wheel”– Seek out professional consulting

to help build a program

• “Find the passion”– Identify 1-2 employees willing to lead initial efforts and take it

from there

• “Balance the scale”– Be mindful of supply and demand; make sure to lay the

foundation before building the program

Best ways to develop your people

Examine leading pro bono experiences, research, and best practices on how to link with staff development.

Nearly 75% of managers reported that participation in pro bono volunteerism helped associates enhance their leadership skills

-- LBG Associates “Pro Bono: The Business Case”

Measuring Social & Business Value

Farron Levy, PresidentTrue Impact

flevy@trueimpact.com • 617.739.3899

Practical measurement techniques

• Sales• Recruiting• Skill development / productivity• Retention• Risk• Satisfaction• Social Value

– (Condition change; socio-economic andmarket value)

Lindsay FirestoneSenior Manager, Partnerships and Consulting

ServicesTaproot Foundation

Tracking and valuing your employees’ pro bono service hours

• Average hour of pro bono service is valued at $120, compared to $20.50 for traditional volunteer activities

• Establish scalable processes and tools to track and report pro bono service hours

• Benefit your community partners by documenting a cash-equivalent donation

Breakout Tables (30 minutes each): Building the connection with your HR/Talent

organization Janet Donavan Kotsakis, Merck and Co., Inc.Veronica Parages, HandsOn Network

Best ways to develop your people: Examining some of the top pro bono experiences and how they have tied into staff development

Evan Hochberg and Amy Silverstein, DeloitteMatt Hines, Capital One

How to measure the effectiveness of your pro-bono program

Farron Levy, True Impact

Assigning a dollar value to your employees’ timeLindsay Firestone, Taproot Foundation

Select 2 breakout sessions to attend and learn more