Hey guys

Liked your powerpoint. It was nicely formatted, you didnt pack it with text and you used sub headings appropriately.

KPI # 1 - % Private Income
Simple yet effective - the right measure to use to hit the independence point

KPI # 2 – Administrative Cost
Yeah, i see what your saying, something to keep an eye on but at such a low level I thought there might be more important cost saving functions out there.

KPI # 3 – Appeal Response
Good one. Shows your think about the organisation and whats its goal is. Good measure too.
NB" You've got a quote at the bottom of the pyramid but no reference?

KPI # 4 – Timeliness of delivery / KPI # 5 – Cost Indicators
Good ot see someone thought about the logistical costs, massive savings to be made here. Any lit review on humanitarian cost effectiveness with bring this up, good to see you did it.

KPI # 6 – Treatment Effectiveness Ratio
Points for trying :) Great to see you included this as a KPI, not so sure the measure is correct (is it meant to be Total Cured Patients / Total Admitted)

KPI # 7 – Personnel Indicators
Good move covering all the key HR points.

Conclusion

Great powerpoint, best content I've seen, but where is the attached documentation?

I'll hold off on rating you until you chase it up, could be an upload error

Hi Sam.

Thank you for your comments.
The attached documents are as attached now. Please feel free to post any feedbacks for us.

Cheers!

arrgg, my eyes!

I liked your first video (Oxfam) a lot better.

Moving/flashing backgrounds are distracting and unprofessional. Just because you can, doesn't mean you should.

Next time, use the space on the right hand side of Danny to highlight your KPIs and key points.

Great work, guys :)

We really like your video, it give us a basic idea of the KPIs you come up with. The powerpoint is very easy to follow, and the content of the report is great.

We really like the fourth and fifth KPI.

Well done!

We really enjoy to read your report.

Andrea & Katy

Hi guys,

Well done on the report and presentation, both complemented each other well.

The report was clearly set out and you ensured your ratios clearly addressed the factors required by MSF (independence, transparency, prudence etc...)

I liked the use of the tables which showed a practical application of your ratios via the scorecard and treatment effectiveness. Including headings about the measurement of these was also effective in contributing to the feasibility of your suggested KPIs.

Well done anc good luck.

hey guys,


Do you think you could have rolled the 1st and 2nd KPI in one. As they are pretty similar. Total private donations as opposed to No. of private donations as KPI. The New KPI could analysis the major donators as a percentage of total donations, etc. That would have free'ed up another KPI for Awareness, which i see you have not commented on. Which is essential for competitive nonprofits in todays climate.

One major strength of MSF Australia is its staffs and the volunteers that it recruits. So the sustainability of field personnel is an interesting way to view the HR KPI. The use of charts and examples are really helpful and convey your points clearly.
I think that your transparency operations KPIs are more relevant to MSF international rather than MSF Australia, as MSF Australia has more control other those issues.
Overall great job.

Cheers
Ronny

Dear Judge

Thank you for reviewing our submission.

In response to your questions regarding the measure of new personnel coming into the organisation.

We feel that retention and recruitment are different sides of the human resources aspect. Retention of staff is desirable to ensure that staff stay with an organisation long enough to make an effective and valued contribution. At the same time, we also believe that recruitment of new personnel is an essential part of ensuring a succession plan is in place when staff choose to leave.

In the case of MSF, the unique nature of international posting requires MSF to balance the retention and recruitment requirements. As you are aware, MSF international missions are unique in the sense that they are often postings of specific timeframes. On average 6-9 months for medical staff, and up to a year for administrative staff. MSF also has policies for flexibility with option to extend postings for 3 month before handing over to a new volunteer. As such, there is a need to ensure sufficient volunteers are available to continue MSF international missions.

In addition, if we consider that MSF recruitment process requires at least 6 weeks, it is essential that MSF maintains a large and experienced pool of field workers at all times to quickly and adequately respond to disasters and emergency situations.

From the point of view of MSF Australia, the demographic implications of an ageing workforce create key challenges for MSF to recruit and retain experienced volunteers while attracting new volunteers.

Our KPI identified this need for new volunteers by highlighting the percentage of new volunteers entering the field personnel pool and the national staff. To create more useful information regarding retention, we can extend our HR scorecard to further classify volunteers based on months of previous ‘field mission experience’ for international staff and ‘months of employment’ for national staff.

This will identify the numbers of experienced volunteers in the field personnel pool and national staff to highlight any issues with recruitment or retention.

This setup would lend itself to useful statistical analysis of personnel such as:

Balance of new and experienced personnel: Average months of field experience/employment per volunteer

Under recruitment: low numbers of new volunteers

Poor retention: Few volunteers with previous experience

An example of such a scorecard is
provided below

http://spreadsheets.google.com/pub?key=pz3IlxQo08MirO6UswRBuUQ

By combining number of personnel, and the recruitment and retention characteristics of each profession, stakeholders can see

1. The quantity of MSF field personnel and national staff and

2. Ascertain the adequacy of retention and recruitment in each profession and

3. Target HR focus more specifically along professions of volunteers, international or national focus and deal with specific recruitment and retention issues.

We hope you have found our submission informative and useful.

Thank you again for taking an interest in our submission.

Kind Regards,

Danny Mau