2023 SABBATICAL PROGRAM
PROGRAM OVERVIEW

The Application Process for the 2023 Program is Closed

The 2023 Sabbatical Program Cohort
will be announced mid-May 2023

Sabbatical Program Criteria

ORGANIZATIONAL CRITERIA

  • A nonprofit organization in good standing with the IRS. (Fiscally sponsored projects, government agencies, and schools are not eligible).
  • Headquartered in either San Mateo or Santa Clara County.
  • Have at least four paid employees – full-time or part-time – including the executive director.
  • Formal board support for the sabbatical and view it as an opportunity to develop staff capacity and build organizational sustainability.
  • Be able to sustain regular operations during the executive director’s absence.
  • Executive director, board of directors, and staff agree to work with an organizational development coach to assist with the planning, implementation, and execution of the plan for the sabbatical.
  • Submit an initial plan for organizational management during the executive director’s absence. This plan may be adjusted with the help of the organizational development coach and/or executive coach.

 

CANDIDATE MUST:

  • Have served in their current executive director role for a minimum of four years.
  • Be employed full-time at their organization.
  • Be a full-time resident in the Bay Area.
  • Be willing to meet and collaborate with other awardees in the Sabbatical program.
  • Agree to work with an executive coach to assist in planning their sabbatical and return to work transition.
  • Have support and consent from Board to take a 6-consecutive-week sabbatical in the 2023 year.

 

PROGRAM REQUIREMENTS:

  • Sabbaticals must be 6 consecutive weeks in length and begin no later than December 15, 2023.
  • Support for the board, staff, and executive director will be provided to assist with the sabbatical planning, implementation and return by organizational development coaches and executive coaches.
  • Awardees MUST NOT be in contact with their organization (except under extreme circumstances) and not participate in any form of professional activities during the sabbatical. This includes, but is not limited to networking, advancing job function-related skillsets, etc.
  • An existing staff member or a team of staff members must assume leadership in the executive director’s absence. The organization may not hire an outside individual to serve as the interim executive director nor shall the organizational development or executive coach serve in this capacity.
  • Agree to working with a coach which will be provided through the program.
  • Awardees will be asked to submit a brief report within six weeks of completing their sabbatical.

 

SELECTION CRITERIA:

CANDIDATE READINESS

  • Is the candidate ready to fully step away from their role to reflect and recharge?
  • Is this the right time professionally and/or personally for this program?

 

CAPACITY-BUILDING POTENTIAL AND ORGANIZATIONAL READINESS

  • Does the organization’s leadership team see this as an opportunity to strengthen the organization’s staff capacity and sustainability?
  • Is the organization able to take advantage of this opportunity to learn and grow from it in a positive and meaningful way?
  • Is the initial plan for interim leadership well-thought out and been reviewed by the Board and senior leadership and does it provide continuity for the organization and their program recipients?
  • Is the Board in full support of the sabbatical?

Sabbatical Program Pilot: 2023 Cohort FAQS

What is the purpose of the Sabbatical Program Pilot?

Nonprofit leaders have faced incredible disruptions and challenges over the past few years including responding to a global pandemic, managing through economic uncertainty, and addressing racial and political unrest.  Despite all of these challenges, our nonprofit leaders have stepped up and been there for the most vulnerable in our community. Now a coalition of local funders are stepping up to invest and support the sustainability and wellness of our nonprofit leaders.

What is the goal of the Sabbatical Program Pilot?

The goal of the pilot program is to give the ED/CEO of each organization a chance to take a break and recharge while also not causing undue management stress or financial harm to the organization. The sabbatical also gives the organization an opportunity to strengthen processes/practices and build staff capacity. Our intention is that after this pilot, the program becomes something leaders in our region can rely upon as a resource and wellness is incorporated into the fabric of the nonprofit for all staff.

Why a pilot program?

Our goal is to provide an opportunity for our nonprofit leaders to rest and recharge, and to support the sustainability of nonprofits working in our hardest hit communities. While we have conducted extensive research on how to design and implement a sabbatical program, we are keenly aware that we do not have all the answers, nor can we anticipate all the needs of the leaders and their organizations. By starting the Sabbatical Program as a pilot, we desire to learn from our leaders what is works and what needed so that we can continue to provide this opportunity of wellness and support for leaders and their staff in the years to come.

What makes an organization a good fit for the Sabbatical Program Pilot?

  • A nonprofit organization in good standing with the IRS. (Fiscally sponsored projects, government agencies, and schools are not eligible.)
  • Headquartered in either San Mateo, Santa Clara County, or San Francisco County.
  • Have at least four paid employees – full-time or part-time – including the executive director.
  • Full board support for the sabbatical and view it as an opportunity to develop staff capacity and build organizational sustainability.
  • Be able to sustain regular operations during the executive director’s absence.
  • Executive director, board of directors, and staff agree to work with an organizational development coach to assist with the planning, implementation, and execution of the plan for the sabbatical.
  • Submit an initial plan for organizational management during the executive director’s absence. This plan may be adjusted with the help of the organizational development coach and/or executive coach.
 

What makes a leader a good fit for the Sabbatical Program Pilot?

  • Have served in their current executive director role for a minimum of four years by the time of application submission.
  • Be employed full-time at their organization.
  • Be a full-time resident in the Bay Area.
  • Be willing to meet and collaborate with other awardees in the Sabbatical program.
  • Agree to work with an executive coach to assist in planning their sabbatical and return to work transition.
  • Have support and consent from Board to take a 6-consecutive-week sabbatical in the 2023 year.
 

What are the program requirements for leaders, staff, and board of directors?

  • Sabbaticals must be 6 consecutive weeks in length and start no later than December 15,
  • Support for the board, staff, and executive director will be provided to assist with the sabbatical planning, implementation, and return by organizational development coaches, executive coaches, and All Stars capacity-building staff.
  • Awardees MUST NOT be in contact with their organization (except under extreme circumstances) and not participate in any form of professional activities during the sabbatical. This includes, but is not limited to networking, advancing job function-related skillsets, etc.
  • An existing staff member or a team of staff members must assume leadership in the executive director’s absence. The organization may not hire an outside individual to serve as the interim executive director nor shall the organizational development, executive coach, or All Stars staff serve in this capacity.
  • Agree to working with an executive coach which will be provided through the program.
  • Awardees will be asked to submit a brief report within six weeks of completing their sabbatical and returning to their role.
  • The executive director plans to return to the organization and resume organizational leadership for at least 6 months after the sabbatical.

 

How will the organization be evaluated?

  • Does the organization’s leadership team see this as an opportunity to strengthen the organization’s staff capacity and sustainability?
  • Is the organization able to take advantage of this opportunity to learn and grow from it in a positive and meaningful way?
  • Is the initial plan for interim leadership well-thought out and been reviewed by the Board and senior leadership and does it provide continuity for the organization and their program recipients?
  • Is the Board in full support of the sabbatical?

 

How will the leader be evaluated?

  • Is the candidate ready to fully step away from their role to reflect and recharge?
  • Is this the right time professionally and/or personally for this program?
 

Application Process

What is the application process?

  • This is an invitation-only application process. Only those leaders recommended from the partnership organizations are invited to apply.
  • Information Session (optional) will be held via Zoom on Monday, April 3rd at from 3:00pm – 4:00pm to discuss the process, the application, and answer any questions.
  • Application: The on-line application opens Tuesday, March 28th at 1:00pm and closes Tuesday, April 18th at 11:59pm PT.
  • Independent Reviewers: A team comprised of nonprofit professionals, philanthropists, and foundations will review the applications from April 19th– 28th and recommend up to 10 semi-finalists to move on to the In-depth Interviews.
  • In-depth Interviews: Up to 10 semi-finalist applicants will be invited to participate in a 1-hour Zoom call with All Stars staff, the nonprofit leader, and one board member – preferably the board chair. This will take place during the May 8th – 12th timeframe.
  • Up to 7 leaders will be awarded the sabbatical grant and notified by Monday, May 15th.
  • We want your application to shine and encourage questions! If you need assistance with translation or access to the application, please reach out to Julie Brown at julie@allstarshelpingkids.org.
 

If selected, what can I expect?

  • A general operating support grant to be used to cover the leader’s salary, benefits, stipends for the interim leader(s), assistance with planned sabbatical activities, and more.
  • Up to 10 hours of executive coaching sessions with an executive coach.
  • Up to 10 hours of access to an organizational development coach for the board of directors and staff.
  • A team of dedicated professionals ready to partner with you and your organization to help throughout the entire process.
  • Participation in a peer-learning cohort with up to seven other awardees.
  • Expert coaching, consulting, and technical assistance from All Stars Helping Kids, partners, and community.

 

When are funding decisions made?

  • On-line grant application opens March 28, 2023 at 6:00pm and closes at 11:59pm PT on April 18, 2023.
  • Up to 10 semi-finalists will be invited to participate in In-depth Interviews from May 8th – 12th between the All Stars staff, nonprofit leader and a board member, preferably the board chair.
  • The 7 awardees will be notified by Monday, May 15th.

 

What are the reporting requirements?

Awardees will be asked to submit a brief report within six weeks of completing their sabbatical and returning to their role. The goal of the report is to understand if the leader was able to relax and recharge, what impact the sabbatical had on the organization, is the organization stronger as a result, and how the organization plans to incorporate staff wellness going forward.

How will an executive coach be selected/assigned?

The application asks for the characteristics and/or skills the leader desires their executive coach to have. Each leader will be provided a couple of bios to learn more about the coach. We strongly encourage the leader to set-up an informational interview with the coach to see if they are a fit. The leader will then indicate which coach they prefer, and All Stars will initiate the agreement for both to sign. The leader and the executive coach will work together on the number of sessions and the focus of each session.

How will an organizational development coach be selected/assigned?

The application asks for the characteristics and/or skills the organization would benefit from in an organizational development coach. The organization (board of directors and staff) will be provided a couple of bios to learn more about the coach. We strongly encourage the organization to set-up an informational interview with the coach to see if they are a fit. The organization will then indicate which coach they prefer, and All Stars will initiate the agreement for both to sign. The organization and the organizational development coach will work together on the number of sessions and the focus of each session.

What happens if an issue arises during my sabbatical?

While we hope the planning and preparation process prepares the organization for issues or opportunities that arise, we can’t anticipate everything. All Stars’ capacity-building staff is available to assist as necessary in addition to the organizational development coach.

What components should the initial plan for interim leadership contain?

The initial plan for interim leadership submitted with the application is not expected to be the final plan, but an outline. Things to take consider including in the plan:

  • Outline executive director’s functional roles and responsibilities.
  • Identify an individual or a team to perform those roles and responsibilities during the sabbatical and decision-making authority.
  • Timeframe for planning, training – if necessary, transition before and after executive director’s sabbatical.
  • Expectations for staff, board, and executive director during the sabbatical
  • Communication to staff, board, donors, community served, etc.

While the executive coach and organizational development coach will work closely to solidify the interim leadership plan, having an initial draft of the plan is the first start in planning for the sabbatical

How is success measured / defined?

  • First and foremost, the nonprofit leader was able to rest and recharge.
  • The organization was able to identify opportunities to strengthen its capacity and build staff capacity.
  • The organization reflects on what is working? What isn’t working? What challenges arose? What successes arose? And work towards strengthening the overall organization with that information.

Funders & Partners

Who are the funders for this pilot program?

Silicon Valley Community Foundation – Since 2007, SVCF has leveraged its unique position and relationships to create dynamic partnerships that further the success of our neighbors throughout the region. We invest in building community voice and power; grow the culture and practice of effective philanthropy; and ensure we
act as a trusted partner when help is needed. We bridge critical gaps and divisions to deliver strategies that reduce systemic inequities.

All Stars Helping Kids – Founded in 1989 by NFL Hall of Famer Ronnie Lott and his wife, Karen, All Stars has invested more than $30 million in grants and resources to over 600 organizations, impacting the lives of thousands of youth. Each year All Stars selects a cohort of innovative Bay Area nonprofits to participate in a three-year intensive Accelerator Program that is designed to help build the organizational capacity, financial sustainability and community impact of those organizations working to disrupt the cycle of poverty for Bay Area
youth. We believe investing in the potential of our youth, our nonprofit partners and our local communities can break the cycle of poverty that is keeping far too many youth from succeeding.

Satterberg Foundation – Founded in 1991, Satterberg Foundation is committed to supporting non-profits through authentic, relationship-based partnerships within BIPOC communities. At Satterberg
we value and understand the importance of supporting leaders with sabbaticals, healing spaces and extended breaks from their day to day work so they can prioritize personal health and healing. Our hope is that during the sabbatical each leader will be able to rest, restore and reflect on their purpose so they can keep doing the very work that gives them so much life.