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0 Strong & Starlike Consulting, Inc. Listening Zone Initiative Phase I Report
EmcArts Process
Listening Zone
Strategic Plan
80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00%
Figure 1.0 Ensemble Singer Survey Q. 13
70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Yes
No
Figure 2.0 Chorus Singer Survey Q. 13
70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Yes
No
Figure 3.0 Board Survey Q. 8
50.00% 45.00% 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% ¡Cantaré! Chorus Ensemble Lullaby Advisory Singers Singers Project Council
Osher Other Singers of Lifelong Board this Age Learning Members Institute
Staff
Vintage WITNESS I feel Voices Advisory connected Council with, and informed about, all of the above
Figure 4.0 Community Shareback Attendee Chart
45.00% 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% ¡Cantaré! Advisory VocalEssence Council Chorus & Ensemble Singers
VocalEssence Board
VocalEssence SOTA VocalEssence Staff WITNESS Advisory Council
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• •
Figure 5.0 Comments from SOTA Singer Survey Q. 12
45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Different Venues
Targeted Marketing Strategies
Musical Selections
Community Partnerships
80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Board member
Advisory council/committee where you can lead and help shape how SOTA is designed and operates
Future focus groups
Feedback surveys
Staff
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% WITNESS & ¡Cantaré!
Chorus Singers
Ensemble Singers
Staff
Board
80% 70% 60% 50% 40% 30% 20% 10% 0% WITNESS & ¡Cantaré!
Chorus Singers
Ensemble Singers
Staff
Board
80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00%
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Chorus Singers
Ensemble Singers
Staff
Board
• • • •
100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Chorus Singers
Ensemble Singers
Staff
Board
120% 100% 80% 60% 40% 20% 0% WITNESS Focus Group
• • •
Chorus Singers
Ensemble Singers
Staff
Board
• •
•
• • • •
• • • • •
•
• • • •
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•
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100.00% 90.00% 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Time
Staff capacity
Resources
Understanding Institutional of how to best Commitment advance inclusion, access and equity
Other: (please Please feel free specify in the to comment on comment box your response below)
90.00% 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Time
• •
•
Staff capacity
Resources
Understanding of how to best advance inclusion, access and equity
Institutional Commitment
Other (please specify)
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.
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Other (please specify) Succession Planning Strategic Planning Risk Management Nonprofit Management Marketing & Branding Legal Knowledge of Choral Music as a Field Information Technology Human Resources Governance Fundraising & Development Education Diversity & Inclusion Community Relationships Accounting & Finance 0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Strategy / Recommendation BUDGET & FUNDING/DEVELOPMENT Identify a budget for advancing Inclusion, Access & Equity (IAE) efforts Draft a funding plan for how the Director of IAE will be funded Assess the funding landscape and funding opportunities aligned with (1) the Strategic Plan and (2) where the organization is on its IAE journey TRAINING Outline a scope of work for a diversity and inclusion training consultant that specializes in individual and organizational diversity and inclusion training with staff on different places of the spectrum Identify all (board, staff, singers) who will be included in the training and any desired timelines for each Identify and contract with diversity & inclusion training consultant with a specialty in the areas listed above Begin organizational-wide (board, staff, singers) training Ongoing organizational training Have staff identify at least one training or workshop they can attend to advance their individual journey (ex: YWCA) Ongoing individual training and professional development OPERATIONS Incorporate IAE into staff work plans and performance evaluations Update the employee handbook to include the IAE Statement and expectations of staff related to work plans and performance evaluations STAFFING Identify staff leading the initiative until a position is created Research similar job descriptions at other similarly situated organizations Draft job description and posting Secure workspace for new position onsite along with necessary technology Post position and interview candidates Hire and onboard new Director of Inclusion, Access and Equity
October -December 2018
January -March 2019
April-June 2019
July-September 2019
Strategy / Recommendation DATA & INFORMATION Track demographics of audience members, all singers in all ensembles, teaching artists, board members, and staff Track demographics of vendors from whom VocalEssence purchases as well as consultants (MBEs [minority-owned businesses] and WBEs [woman-owned businesses]); For MBE data track in a disaggregated manner, meaning track African American-owned businesses, Latinx businesses, Asian-owned businesses, Native American-owned businesses, etc. MARKETING & COMMUNICATION Draft IAE statements Update Mission, Vision, and Values page on website to include link for IAE Statement as a separate page Post reports on progress with IAE plans and data tracked on IAE page (ongoing) CONNECTIONS ACROSS CONSTITUENCIES Plan for and design Annual Meeting where (1) all constituencies may connect and (2) VocalEssence can (a) report out on its progress with the strategic plan Hold Annual Meeting AUTHENTIC STRATEGIC PARTNERSHIPS Identify whether VocalEssence will (1) deepen existing relationships with diverse communities such as WITNESS, ÂĄCantarĂŠ!, SOTA and Vintage Voices, (2) seek out new communities to engage such as the Hmong and Somali communities, or (3) do both. If choosing both, identify whether existing staffing capacity supports this. Through authentic strategic partnerships, identify opportunities to "intercept" audiences as defined during the staff focus group and Community Shareback for 2019-2020. With authentic partnerships, seek to apply for funding as a partnership with the diverse community-based organizations with which VocalEssence is partnering for a program, performance or event.
October -December 2018
January -March 2019
April-June 2019
July-September 2019
42% 58%
Participated
Did Not Participate
Figure 17.0 Participation Breakdown by Constituencies
120% 100% 80% 60% 40% 20% 0%
Participated
Did Not Participate
• • •
Persons of Color as a percent of the total population Twin Cities 7-county region, Greater MN, and Minnesota, 1960-2035 50%
40%
30%
Twin Cities Greater MN Minnesota
20%
10%
0
0
0
0
0
0
4
0
5
0
5
19 6
19 7
19 8
19 9
20 0
20 1
20 1
20 2
20 2
20 3
20 3
0%
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