Host Organization

Welcome to the Newman’s Own Foundation Fellowship Program (Fellowship).  The Fellows selected to participate in the 2018-2019 cohort will spend the next 12 months at a nonprofit  organization (host organization) working on a project that aligns with the goals, mission and strategic vision of each organization. We are delighted that you will be hosting a 2018-2019 Newman’s Own Foundation Fellow (Fellow). This Handbook will provide you with information, and resources to ensure you have a successful experience hosting a Fellow.

The Fellows selected to participate in this Fellowship have demonstrated strong leadership skills and a commitment and passion for community development and social issues, including, poverty, hunger, education, and the environment. The Fellowship will provide the Fellows with a combination of work experience and personal, leadership, and professional development that we hope will set them on a career path that prioritizes and values the intersection of the nonprofit sector, philanthropy, social service, and social impact. We thank host organizations for all they do to ensure Fellows have a meaningful and transformative experience.

Letter from our President & CEO

Through the years, Newman’s Own Foundation has placed considerable emphasis on the mentoring and support of young leaders entering philanthropic and nonprofit careers.

Through grants to organizations such as Echoing Green, Net Impact, Campus Compact, and Social Enterprise Greenhouse, we have empowered young adults brimming with energy to change the world.

In 2015, we created the first formal class of Newman’s Own Foundation Fellows. The program gives recent college graduates opportunities and exposure to social impact and philanthropy that they may not otherwise discover. It provides a defining experience that has lasting impact.

As the 2018-2019 class of amazing Fellows begins their year, we continue to build the program with enrichment workshops, networking, and support, while also continuing to scale and diversify the program, and establish our growing Alumni Association.

On the following pages, I invite you to learn more about our Fellowship Program, and how your role will have an enormous impact on the Fellows experience this year.

Warm regards,

Robert Forrester

President & CEO, Newman’s Own Foundation

 

ORGANIZATION

Newman’s Own Foundation (NOF) is an independent, private foundation formed in 2005 by Paul Newman to sustain the legacy of his philanthropic work. The Foundation believes that each of us, through the power of philanthropy, has the potential to make a difference. Since 1982, when Paul Newman first declared, “Let’s give it all away,” more than $500 million has been donated to thousands of nonprofit organizations helping people in need around the world. Funded entirely through the profits and royalties of Newman’s Own products, the Foundation does not maintain an endowment, raise funds, or accept donations. The Foundation focuses on four key areas of impact: encouraging philanthropy, children with life-limiting conditions, empowerment, and nutrition. For more information about the organization, please visit www.newmansownfoundation.org.

Our Mission

Newman’s Own Foundation uses the power of giving to help transform lives and nourish the common good.

“I want to acknowledge luck. The benevolence of it in my life and the brutality of it in the lives of others.” – Paul Newman

Our Values

  • Common Purpose We treasure the virtuous circle of Newman’s Own.
  • Freedom to Dream We are a creative and inclusive idea factory that can respond and adapt quickly.
  • Trust & Respect We trust and respect our colleagues.
  • Quality We execute with excellence and the highest level of transparency, ethics, and integrity.
  • Serious Fun We take our work seriously but not ourselves.

Foundation Areas of Focus

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FELLOWSHIP PROGRAM

Newman’s Own Foundation places considerable emphasis on mentoring and training emerging young leaders by providing opportunities in the nonprofit and philanthropic sectors.

In 2015, Newman’s Own Foundation launched a 12 month paid Fellowship program to help develop the next generation of leaders in the nonprofit sector and create a more diverse pipeline of talent for this sector. Fellows spend a 1-year period at a host nonprofit organization that will provide them with hands on experience and give them exposure to leadership within these organizations. Fellows will work on key strategic initiatives at the host organizations and develop a better understanding of the sector. The Fellowship experience provides young emerging leaders with the skills and experience that will set them on a path of social impact, using their skills and resources to make the world a better place, whether they decide to pursue a career in the for-profit or non-profit sector. The program includes an in- person and virtual professional development and leadership program designed in conjunction with nonprofit and philanthropic professionals and experts.

Each Fellow spends 12 months at a different high-impact nonprofit organization. Newman’s Own Foundation selects the host organizations from its portfolio of grantees working in the following focus areas: food and nutrition, empowerment, children with life-limiting illnesses, and encouraging philanthropy. Each selected Fellow will work closely with the Foundation to determine their placement for the Fellowship year. The selection process includes interviews with both Newman’s Own Foundation and the host organization. Fellows receive a competitive annual salary of $38,000 and will receive health and other benefits offered to entry- level employees of the host organization. Fellows also receive a relocation stipend of $1,500 that is included in the final grant amount to the host organization.

Who are NOF Fellows?

  • College student graduating in the most recent year from a 4 year program and 25 years or younger.
  • Students that have demonstrated experience or interest in nonprofits, public service, the philanthropic sector, social entrepreneurship, community development or social justice.
  • Students with an established track record as an energetic self-starter who is able to work independently and approach challenges with a high degree of creativity, resourcefulness, and adaptability.
  • Students with strong interpersonal and collaboration skills, with experience working successfully as part of a team.
  • Students with exceptional written, communications, and presentation skills.
  • Students with strong organizational and project management skills.
  • Students with demonstrated experience in a leadership role (e.g. founder of a non-profit, student government position, captain of a sports team, etc.).
  • Students with the ability to embrace and embody the Foundation’s core values.

 

2018-2019 HOST ORGANIZATIONS 

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2017-2018 HOST ORGANIZATIONS 

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ONBOARDING PROCESS

 Terms of Employment

During the 12-month period of the Fellowship, each Fellow will be employed as a full

time employee by the host organization and be required to implement and execute the project as outlined in the NOF grant application. Fellows will receive a $38,000 salary as part of the Fellowship and as an employee of the host organization will be eligible to receive all of the benefits offered to an entry level full-time employee of the host organization, and as required by law. All host organizations must provide health insurance coverage to the Fellow.

Start and End Date

All Fellowships should begin after the June orientation.  The start date will be determined and set by the Fellow and host organization. Written consent and approval by NOF is required to begin a Fellowship prior to the June orientation

 Offer Letter

Upon acceptance of the Fellowship, the host organization will issue an offer letter to each Fellow outlining the terms and conditions of employment and will share with the Fellow the employment policies and procedures of the organization as well as policies regarding professional conduct, sexual harassment, discrimination, confidentiality, etc.

 Facilities

The host organization will provide suitable work facilities for the Fellow, including, but not limited to, and email account, a desk, computer, phone, and internet access.

Relocation Stipend

Each Fellow will receive a $1,500 relocation stipend. While the host organization is under no contractual obligation to provide relocation or housing services to Fellows, we do encourage host organizations to provide Fellows with general information about local housing options and opportunities and other relocation related matters. The Foundation will do its best to provide the assistance each Fellow requires to ensure a smooth and seamless transition. The payment of the relocation stipend should be paid in accordance with each organization’s financial guidelines and practices.

Direct Supervisor

Each Fellow will be assigned a direct supervisor by the host organization that will be responsible for the development of a work plan that will help the Fellow set and manage project related priorities, deadlines and timelines.  The direct supervisor will also meet regularly with Fellow to discuss progress, successes, challenges, and opportunities and is responsible for flagging work related issues that need to be addressed to successfully complete the agreed upon project.

Internal Mentors

When possible, the host organization should assign an internal mentor to the Fellow.  The mentor should not be the Fellow’s direct supervisor but can be a member of the leadership team. Some Fellows may be unsure of the specifics of their tasks or how to get started. It’s virtually guaranteed they will have questions during their first few weeks or months at work. Assigning a specific mentor (rather than leaving it up to chance) can help them to feel more comfortable and confident.

Leadership and Professional Development Opportunities

The host organization will do its best to provide each Fellow with leadership and professional development opportunities throughout the Fellowship year including, but not limited to, participation in staff and Board trainings and meetings, and participation in sector specific seminars and conferences. These opportunities will be coordinated and overseen by each Fellow’s direct supervisor or a designated member of the leadership team.

Orientation

The host organization will provide the Fellow with an orientation that includes, but is not limited to, introduction to key staff, including senior management, dress code, work hours, vacation policy, and general responsibilities and expectations. Please see the next page for tips and best practices for on boarding your Fellow.

ONBOARDING TIPS AND BEST PRACTICES

  • Give an office tour: On the first day if possible, the NOF Fellow should be given a tour of the office and introduced to all co-workers. An office tour helps the Fellow feel welcome and valued and increases their comfort level. If possible, introduce the Fellow to individual staff members.

 

  • Announcement: Share with the entire team and your Board that a NOF Fellow will be part of the team for the next 12 months. Also, please share exactly what the role and responsibilities of the Fellow are and describe exactly what a NOF Fellow is. Suggest ways to your team that they can connect and make the Fellow feel welcome.

 

  • Organizational Structure: Take the time to familiarize the Fellow with the organization chart and outline who reports to whom. Help the Fellow understand who the critical stakeholders are. Prioritize the list, and share why these people are important. Make introductions. And don’t just send the new hire out to go and find “Sam/Sarah.” It is also important to spend some time explaining the informal networks to the Fellow, the go-to people, the gatekeepers, and the connectors.

 

  • Myths and legends: Share the stories that help articulate the culture of your organization. This brings your organization to life and helps the Fellow better understand who you are and what you value.

 

  • Rules of engagement: Spend time explaining the rules of engagement — team etiquette that ensures success. Topics can include “how business gets done” from the outset, timing and frequency of meetings, decision-making processes, preferred modes of communication, etc.

 

  • Setting of Expectations: During the first week, the supervisor and the Fellow should meet to discuss desired management style and information about typical processes, such as how and how often information is shared. This is also the time to agree on expectations and create a timeline for deliverables. Supervisors should regularly schedule meetings to discuss projects and deliverables and provide feedback on progress / strengths / areas that need improvement.

 

  • Assign a mentor: If possible, assign a mentor to the Fellow, preferably not his/her direct supervisor.

 

  • Ask for feedback: During the first few weeks, frequently ask the Fellow for feedback. Ask how everything is going and if they have any questions. Is there anything they are worried about? Any concerns they have?

 

FELLOWSHIP ENRICHMENT PROGRAM

As part of the Fellowship, the Foundation provides an enrichment program focusing on personal, professional, and leadership development that consists of, but is not limited to, approximately 5 in person meetings and workshops hosted and facilitated by NOF in Westport, CT over the course of the Fellowship year. Attendance by the Fellows at all meetings and workshops that are part of the Enrichment Program is required. NOF will share the meeting/workshop schedule with the host organizations at least 3 weeks in advance of the meeting/workshop; these days should not be counted as personal or vacation days by the host organization.

Below are a list of workshops topics included in the enrichment program.

The Transition from College to Work

Organizational Structure

  • How to succeed in your organization’s structure
  • Identify dos and don’ts of culture/workplace

Knowing Yourself, Defining your Personal Brand and managing your professional image

  • Gaining insight into your values, personality, and strengths

Time and Project Management

Work / Life Balance and Mindfulness

Managing Others/Managing Up

  • Understanding your style and your supervisor’s style and establishing most effective methods of communication

Team Player

  • What makes a good team player
  • How to manage and engage team members

Equity, Diversity, and Inclusion

  • Developing mindfulness of EDI within workplace and community

Personal and Professional Values –Work on Purpose

  • Identify personal values & define personal purpose; Understand what moves and inspires you

Designing Your Future

  • Explore and define values, skills, interests in potential career paths

Career Advancement Support

  • Providing resources and expert guidance to prepare for next career move
  • Mock interview role-play
  • Q&A with nonprofit professionals about their career journey

HOST ORGANIZATION SUPPORT

Each Fellow has a variety of personal interests and passions, which may lead them to a not so obvious career pathway. We hope that you will join us by serving as a resource to Fellows in this capacity throughout their Fellowship. Below are a few things that you can do:

  1. Connect Fellow to external professionals in their industry for informational interviews.
  2. Introduce Fellow to internal contacts to network (i.e. board members, senior level staffers, etc.).
  3. Serve as a professional reference for the Fellow for employment, graduate school or special program.
  4. Encourage Fellow to participate in webinars, trainings, roundtables, and conferences that are topic specific and related to the focus area of your host organization or focused on the nonprofit /philanthropic sector.

Tips

  • Incorporate career-planning discussion into regular check-ins.
  • Encourage Fellows to utilize resources provided by Newman’s Own Foundation.
  • Ensure development opportunities are available to Fellows when possible.
  • Connect Fellows to colleagues who can share more about their pathway with Fellows. (i.e. brown bag lunches, coffee meet-ups, etc.)

PERFORMANCE REVIEWS AND FEEDBACK

Fellows want, expect and welcome feedback from their host organizations supervisors Feedback is a great tool to help Fellows set goals, understand expectations, and better identify their strengths and areas that need development/improvement. We recommend that host organization supervisors meet with Fellows weekly during the first month of the Fellowship and on a regular basis after that.

First Quarter Check-In

NOF will send surveys to both Fellows and host organizations after the first quarter to get feedback about the Fellowship. NOF will also schedule calls with all host organizations and Fellows at this time. The first quarter check-in is an opportunity for the host organization and Fellow to share feedback with NOF about the overall Fellowship including what is working well, areas that need improvement, and resources that NOF can provide to ensure success.

The feedback provided is invaluable and helps the Foundation to improve and strengthen the overall Fellowship experience. Some of the topics covered by the survey and calls include:

  • Professionalism
  • Scope of work
  • Transition
  • Impact and overall experience at the organization
  • Challenges

Formal Fellow 90-Day Review

NOF recommends that each host organization conduct a 90-Day Review with each Fellow.

The purpose of the 90-day review is for the supervisor to review the performance, goals, and scope of work to date. This is also an opportunity to set goals and expectations for the remainder of the calendar year. The review is also a space for the Fellow to provide feedback to the supervisor about their experience to date, ask questions and resolve any potential issues. Each host organization can use their own review template or request a sample template from NOF.

Group Host Organization Calls

Twice during the Fellowship year NOF will organize video conference calls so that host organizations can connect with each other share feedback, best practices and gather insight regarding their experience in the program. Calls will be facilitated by Newman’s Own staff who will be on hand to answer questions. Calls will occur in September and January and run for approximately 45 minutes. Host organizations will be able to submit questions and topics in advance of the call.

PERFORMANCE REVIEWS AND FEEDBACK

Potential Topics

  • Are there any onboarding practices that you all have found useful?
  • What are some tips for engaging a Fellow in leadership development?
  • How are others supporting their Fellows with post-fellowship career planning?
  • My Fellow is asking if they can leave early/flextime for graduate school. How have others handled special requests?

Mid-Year Check-in

NOF will send surveys to both Fellows and host organizations at the mid-point of the Fellowship to get feedback about the Fellowship. NOF will also schedule calls with all host organizations and Fellows at this time. The mid-year check-in is an opportunity for the host organization and Fellow to share feedback with NOF about the overall Fellowship including what is working well, areas that need improvement, and resources that NOF can provide to ensure success.

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The host organization will inform NOF of any performance issues that are barriers to the implementation and execution of the Fellowship program. Neither the Fellow nor the host organization can initiate termination of employment or change the 12-month duration of the Fellowship without written consent and approval from NOF.

A Fellowship can be terminated without prior written consent from NOF under the circumstances that form the basis for Cause as noted below or in accordance with the employment policies of the host organization.

For purposes of the Fellowship basis for Cause includes, but is not limited to, the following:

  • The Fellow has committed fraud, misappropriation, or embezzlement in connection with the host organization.
  • The Fellow has been convicted of a felony or other serious illegal act.
  • The Fellow’s actions or behavior pose a threat or potential harm to the host organization, its employees or volunteers. 

END OF PROGRAM EVALUATION

At the end of the Fellowship, the host organization will be required to complete an end-of-program evaluation to provide feedback on the overall Fellowship experience.

The host organization evaluation is an opportunity to:

  1. Provide feedback and assess the experience and value added by the Fellow.
  2. Provide feedback to NOF on the overall management of the fellowship program.

Specific areas of focus include:

  • Overall Professional Development of the Fellow
    • Skills/Assets
    • Work Style
    • Professional Goals
  • Overall Professional Performance
    • Work Consistency
    • Work Quality
    • Work Collaboration
    • Organization Value
  • Fellow’s Engagement and Leadership
    • Feedback and Suggestions
    • Skills and Results
  • General Fellowship Feedback
    • Application Process
    • Supervision of Fellow
    • Support by Foundation

Exit Interviews

In addition to the survey, NOF will facilitate exit interviews for host organizations and Fellows at the end of the Fellowship cycle.  All exit interviews will be conducted by phone and will be conducted by a third party consultant on behalf of NOF.

All responses to the questions asked during the exit interview will remain anonymous and compiled into a comprehensive report that will be presented to NOF.  Key themes that emerge as a result of this process will be shared with host organizations.   

FELLOWSHIP ALUMNI ASSOCIATION

The Fellowship will provide the Fellows with a combination of work experience, leadership, and personal and professional development that we hope will set them on a career path that prioritizes and values the intersection of the nonprofit sector, philanthropy, social service, and social impact.

Once the Fellows complete the Fellowship year, they are part of the NOF Fellowship Alumni Association. The purpose of the Alumni Association is to continue the personal and professional development the Fellows had access to during their Fellowship Enrichment Program, as well as continuing the connection to the NOF family. As our Alumni Association grows, we continue to adapt our offerings to the needs of our Alumni. We currently offer our 40 NOF Fellowship Alumni the following opportunities:

  • Alumni run Giving Circle *
  • Participation in the selection of new Fellows
  • Professional development webinars
  • National and local conferences
  • Full-time employment listings
  • Articles and online resources

*Alumni Association Giving Circle

A giving circle is a form of participatory philanthropy where a group of individuals pool charitable donations and decide collectively where to allocate funds.

Our Inaugural Giving Circle has allowed 13 Alumni to continue their interaction and education with philanthropy. The Giving Circle is for our members to build meaningful relationships with each other while connecting to the organizations and communities their grants support. The giving circle encourages new conversations with new people, and inspires increased self-awareness and collaboration. Lastly, it’s purpose is to be fun, social, and educational.

Below is a sample of where our Alumni are now:

  • JPMorgan Chase
  • Connecticut Public Broadcasting Network
  • Gay Men’s Health Crisis
  • Democracy Fund
  • Steve’s Camp at Horizon Farms
  • Dynamo Camp, Italy
  • Center on Media and Child Health/ Boston Children’s Hospital
  • Bridgewater Associates
  • Center for Native American Youth
  • KIPP Educational Foundation
  • City Year, NYC
  • Hole in the Wall Gang Camp 

FREQUENTLY ASKED QUESTIONS

  1. Can I offer the Fellow a full-time position after the completion of the 12 month Fellowship?

Upon completion of the Fellowship the host organization can make a job offer to the Fellow. Post Fellowship employment will not be funded by the Foundation.

2. My Fellow has a special request regarding their work schedule. Is there a policy around this?

Sometimes a Fellow may inquire to leave early for grad school, for a part-time job, or request flextime for another reason. The Foundation does not have a policy around this as it is up to the discretion of the host organization in conjunction with their own policies

3. Is the $1,500 relation stipend provided directly to the Fellow by the Foundation?

NOF will provide a $1,500 relocation stipend to each Fellow to be paid to the Fellow by the host organization in accordance with each organization’s benefits payment policy. This should be a line item submitted in the budget during the Grantee Application Process.

4. How vital is it that the host organization provide the Fellow with leadership and professional development opportunities?

Leadership and Professional Development is an important part of the Fellows experience and in an effort to be intentional about building this into the Fellowship program, the host organization is encouraged to incorporate this into the budget that is submitted to the Foundation during the Grantee Application Process.

5. My Fellow is having an issue with tardiness. What is the Foundation’s role in supporting this?

We encourage the host organization to first raise the situation with the Fellow directly first. If the tardiness continues to present an issue, the Foundation is available to contact the Fellow to assess the situation to determine if there is something hindering the Fellows ability to arrive on time (i.e. medical, personal reason, time management, etc.). The Foundation will first encourage the Fellow to discuss the situation with their direct supervisor. The Foundation will do everything they can to support communication between the Fellow and the host organization with the goal of ensuring successful participation and completion of the Fellowship.

6. My Fellow has secured a post-fellowship opportunity that requires them to leave earlier than their contracted end date. What is the host organizations responsibility in granting the request to end their Fellowship early?

The Foundation is flexible with the end date as long as the host organization is in agreement with the proposed end date and it is within a reasonable amount of time to the original end date. We encourage that any changes to the Fellows contract be made in writing and documented.

ARTICLES

It’s Time to End the Myth That Millennials Need Constant Praise

By Kris Duggan, February 7, 2017

11 Tips for Managing Millennials

By Susan M. Heathfield, November 08, 2017

What Do Millennials Really Want at Work? The Same Things the Rest of Us Do

By Bruce N. Pfau, April 07, 2016

7 Ways Millennials Are Changing The Workplace For The Better

By Brianna Steinhilber, May 18, 2017

What Matters Most In Managing Millennials? Communication

By Dianna Booher, January 14, 2016

16 Advantages of Having Millennials in the Workplace

By Sammy Nickalls, July 22, 2014

Managing Millennials: Embracing Generational Differences

By Jeanine Stewart, Elizabeth Goad Oliver, Karen Cravens, Shigehiro Oshi, January, 2017

 

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Applications will open for our 2019-2020 Host Organizations on November 12, 2018.

Email us here if interested in applying!