VOLUNTEER

VENTURES
ABBY, KAYLEE, LUCY, MADDIE, MADISON, AND OLIVIA
CONTENT
ABOUT US

OUR TEAM

METRICS

CONSIDERATIONS

PLAN

STRATEGY

CHARTS
 Volunteer Ventures is a consulting firm that
specializes in offering Human Resource solutions to
organizations of all sizes to help strengthen their
clients’ teams and help them exceed the
architecture of their workforce.
Who We Are
We utilize HR platforms such as Oracle and SAP to &
maximize the strength of our client teams. What We Do

We believe that the power of an organization is

derived from the strength of its team.
 OUR TEAM VOLUNTEER VENTURES

CEO: Lucy
CFO: Kaylee
CMO: Maddie
COO: Abby 114 employees

CHRO: Madison 30 other senior positions

25 entry level positions
VP: Olivia

entry level → team leader → portfolio manager → account executive → VP → Chief level
 Our mission is to help our clients
make distinctive, lasting, and
substantial improvements in their
performance.

Our We do this by building a great firm

Mission & that attracts, develops, excites, and
retains exceptional people.
Values
Our core values include:
Integrity
Collaboration
Innovation
 ACCEPTANCE RATES
Tracking employee acceptance rates will help us determine if the
percentage of accepted job offers is comparable to the total number of
offers made for this role.

Acceptance Rate Calculation:

number of job offers extended by a company / number of positive
responses received

This helps our recruitment team identify candidate’s priorities,

requirements, and deal breakers before they are extended an offer.

This metric will indicate how attractive and competitive our job offers
are.
 ACCEPTANCE
RATES CHART
70

30
40
50

10

0
20
60

Ja
nu
ar
y
Fe
b ru
ar
y
M
ar
ch

Ap
r il

M
ay

Ju
ne

Ju
ly
Au
g
Acceptance Rate

us
Se t
pt
em
be
r
O
ct
ob
er
No
ve
m
be
De r
ce
m
be
r
 MONTHLY TURNOVER RATES
Employee turnover rate: tracks the rate at which employees leave
Volunteer Ventures and visualize the patterns in employee turnover.

Monthly Turnover Rate Calculation: (number of separations during

month / average number of employees during month) x 100

Employee turnover is costly and could potentially decrease company

morale.

By measuring employee turnover, we can forecast and predict

employee-related issues and try to be proactive about employee
retention.
 RATES CHART
MONTHLY TURNOVER
14

4
8
10
12

0
6

Ja
nu
Fe ary
br
ua
ry
M
ar
ch
Ap
r il
M
ay
Ju
ne
Ju
Au ly
Se gu
pt st
Turnover Rate

em
O ber
ct
No ob
ve er
De mb
ce er
m
be
r
 CORRELATION
-Acceptance rate and monthly turnover rate go hand-in-hand because after the
employees are hired and onboarded at Volunteer Ventures, they will go through
initial training before starting.

-After initial training: implement training and development programs throughout

the year (to keep employee engagement high and monthly turnover low).

-If, for example, we have a high employee acceptance rate and high monthly
turnover, we would need to take a look at what is causing our employees to leave.

-Goal: high employee acceptance and a low monthly employee turnover.

 Employee Absence Rate:
1
Other measusures how often our team

Metrics members are absent from work

We due to various reasons

Considered 2
Promotion Rate: measuring

the frequency at which

employees are promoted

 1. Define what constitutes acceptance rate
and turnover rate at Volunteer Ventures
2. Establish a system to collect the relevant
data for our two metrics
3. Track job offers made, accepted, and
declined
4. Record employee turnover and reasons

PLAN
for departure
5. Regularly review data and and identify
trends to help us make the appropriate
improvements to our company
6. Conduct employee surveys and exit
interviews
7. Implement employee engagement
initiatives and adjust benefits packages
as see fit
Focuses on measuring and improving key metrics
related to Volunteer Ventures

HOW DOES OUR

Establishes a system to collect the relevant data for
223434
our two metrics; Acceptance Rate & Monthly

PLAN FIT WITH

Turnover
!!!!!!!!

THE STRATEGY?
Demonstrates our commitment to data-driven
decision-making and continuous improvement

242243434
Implement engagement activities, and
implementing new or revised benefits packages
!!!!!!!

Our plan will align with our strategy by

aiming to enhance retention and
acceptance rates within our company
4 STEP STRATEGIC PLAN TO IMPROVE RETENTION

01 02 03 04

EMPLOYEE CAREER ENHANCE RECOGNIZE &

SATISFACTION DEVELOPMENT WORK-LIFE REWARD
SURVEYS PROGRAMS BALANCE EMPLOYEE
INITIATIVES CONTRIBUTIONS

EMPLOYEE
SATISFACTION
SURVEYS
Regularly conduct
anonymous employee
satisfaction surveys to
gather feedback on
workplace culture, job
satisfaction, and areas
needing improvement.
Analyze survey results to
identify trends, areas of
dissatisfaction, and factors
influencing retention.
Use insights from surveys
to develop targeted
retention strategies and
address employee
concerns effectively.
ENHANCE RECOGNIZE &
CAREER
WORK-LIFE REWARD
DEVELOPMENT
BALANCE EMPLOYEE
PROGRAMS
INITIATIVES CONTRIBUTIONS
Establish career Establish a comprehensive
Introduce flexible work
development programs that
arrangements, such as recognition and rewards
provide opportunities for program to acknowledge
remote work options, flexible
skill enhancement, employees for their
hours, or compressed
advancement, and achievements, contributions,
workweeks, to accommodate and milestones.
promotion within the
company.
employees' personal needs Offer monetary incentives,
and promote work-life performance bonuses, or non-
Offer mentorship programs,
balance. monetary rewards such as extra
training workshops, and
Encourage employees to take time off, company-wide
educational assistance to
recognition, or professional
support employees' regular breaks, vacations, and
development opportunities.
professional growth and mental health days to
prevent burnout and Celebrate employee
career aspirations. accomplishments publicly,
maintain well-being.
Clearly communicate career whether through company-
paths and progression Foster a culture that respects wide announcements, awards
opportunities available employees' time outside of ceremonies, or dedicated
within the organization to work and emphasizes the appreciation events, to reinforce
encourage long-term importance of maintaining a a culture of appreciation and
commitment and retention. healthy work-life balance. recognition
 We aspire to always
identify areas for
improvement and make
informed decisions for
the sake of our clients

Summary The monthly turnover

rate and acceptance
rate metrics allow us
to better our company
internally so we can
create a strong
workforce externally
THANK YOU!

QUESTIONS?