Opportunity Details
CrowdDoing's systemic change scoping departmentCrowdDoing's systemic change scoping department marketing and community management for CrowdDoing's systemic change
CrowdDoing's systemic change project planning operations
https://drive.google.com/file/d/1UiqqbavFE_i5kliCXlsbvx8RGEic0VeB/view?usp=sharing. There are many articles about growth hacking for NGOs, such as A. (https://www.classy.org/blog/6-growth-hacking-strategies-nonprofits/), https://nonprofitquarterly.org/2017/03/10/growth-hacking-ngos-nonprofits-staffers-can-mobilize-millions/, or
https://rosssimmonds.com/non-profits-growth-marketing/.
CrowdDoing has a premise and purpose to support micro-leadership, systemic change, multi-disciplinary collaboration, and internalization of externalities in the form of outcomes. Help us build our marketing team.
CrowdDoing's marketing team is recruiting and scaling to complete sub-teams in several key role clusters:
CrowdDoing's growth hacking volunteer team
CrowdDoing's video marketing volunteer team
CrowdDoing's graphic design volunteer team
CrowdDoing's social media marketing team
CrowdDoing's email marketing team
CrowdDoing's marketing operations team
CrowdDoing's SEO marketing team
CrowdDoing's marketing automation team
CrowdDoing's technical marketing team
CrowdDoing's financial marketing team
CrowdDoing's health marketing team
CrowdDoing's Corporate Social Responsibility marketing team
CrowdDoing's artificial intelligence marketing team
CrowdDoing's investment banking marketing team
CrowdDoing's medicinal foods marketing team
CrowdDoing's living walls marketing team
CrowdDoing's crypto impact potential marketing team
CrowdDoing's project management for systemic change marketing team
CrowdDoing's citizen science marketing team
""To help support you joining the right part of CrowdDoing for you, please use this form: https://docs.google.com/forms/d/e/1FAIpQLSftd6E0tyV2uq7mMty1rZ80BB2MSGhbnof9gRBvaQXbrttIkg/viewform?usp=sf_link""
If you have any questions about processes for joining CrowdDoing.world as a volunteer to support our efforts in systemic change please write to volunteerorientation@crowddoing.world
Opportunity Details
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Program ManagerSee more detailed background on CrowdDoing's forest fire prevention derivatives
https://drive.google.com/file/d/1dBp_HUr-tCCNaeGoSDfPrirRPbaoV3X4/view?usp=sharing
Forest Fire Risk Prevention Derivatives in Northern California
Bobby Fishkin, lead author
In 2018, Sacramento was named the ""the Most Polluted City on Earth"" due to ""smoke from Camp Fire,"" This proposal aims to prevent that from happening again through adopting a systemic approach and collaborating with stakeholders to actively prevent future such events. The insurance industry, along with institutional chief risk officers, have begun to recognize the importance of moving from ""loss compensation to loss prevention.""
CrowdDoing and Project Heather propose launching a prevention derivative with two new stakeholders: (a) contingent payers who pay in proportion to the reduction in risk, and (b) impact investors who finance social innovations in which their return is similarly proportional to the reduction in risk. It will build on existing precedents for contingent contracts involving social- innovation-based risk prevention.
A spectrum of forest fire risk prevention approaches are available: from creative new social innovations to well-established interventions.The forest fire risk prevention derivative would first survey existing forest fire prevention interventions in Greater Sacramento with an eye towards which ones might be suitable to support and expand. It would then review global social innovations that might be relevant to Northern California to determine which to replicate. Entities involved in risk management and risk securitisation, from insurers to reinsurers to retrocessionaires, ought to welcome the chance to share liability proportionally through a commons of prevention innovations. The prevention derivative can expand as more institutions and individuals join as contingent payers and impact investors in order prevent a larger portion of collective risk. Payments by private and public institutions to support prevention derivatives can be in-kind, through services, and/or financial.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Financial Analyst
We are looking for Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Senior Financial Analyst to provide accurate and data based information on company’s profitability, solvency, stability and liquidity. You will research and analyze financial information to help company make well informed decisions, write reports and monitor financial movements.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Program Manager
We are looking for an experienced Program Manager to organize and coordinate programs. You will provide strategic guidance to teams and project managers in ways that promote the company’s culture. You will also oversee the progress of operations.
The ideal candidate will be an excellent leader and will have experience in managing staff of different disciplines to produce results in a timely manner. They will also be able to develop efficient strategies and tactics.
The goal is to ensure that all programs deliver the desirable outcome to our organization.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Program Manager Responsibilities
Formulate, organize and monitor inter-connected projects
Decide on suitable strategies and objectives
Coordinate cross-project activities
Lead and evaluate project managers and other staff
Develop and control deadlines, budgets and activities
Apply change, risk and resource management
Assume responsibility for the program’s people and vendors
Assess program performance and aim to maximize ROI
Resolve projects’ higher scope issues
Prepare reports for program directors
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Program Manager Requirements
Proven experience as a Program Manager or other managerial position
Thorough understanding of project/program management techniques and methods
Excellent knowledge of MS Office; working knowledge of program/project management software (Basecamp, MS Project etc.) is a strong advantage
Outstanding leadership and organizational skills
Excellent communication skills
Excellent problem-solving ability
BSc/BA diploma in management or a relevant field; MSc/MA is a plus
""To help support you joining the right part of CrowdDoing for you, please use this form: https://docs.google.com/forms/d/e/1FAIpQLSftd6E0tyV2uq7mMty1rZ80BB2MSGhbnof9gRBvaQXbrttIkg/viewform?usp=sf_link""
If you have any questions about processes for joining CrowdDoing.world as a volunteer to support our efforts in systemic change please write to volunteerorientation@crowddoing.world
Opportunity Details
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Deputy ActuaryForest Fire Prevention Derivatives, CrowdDoing, Volunteer Actuary to provide accurate and data based information on company’s profitability, solvency, stability and liquidity. You will research and analyze financial information to help company make well informed decisions, write reports and monitor financial movements.Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Financial Analyst
See more detailed background on CrowdDoing's forest fire prevention derivatives
https://drive.google.com/file/d/1dBp_HUr-tCCNaeGoSDfPrirRPbaoV3X4/view?usp=sharing
Forest Fire Risk Prevention Derivatives in Northern California
Bobby Fishkin, lead author
In 2018, Sacramento was named the ""the Most Polluted City on Earth"" due to ""smoke from Camp Fire,"" This proposal aims to prevent that from happening again through adopting a systemic approach and collaborating with stakeholders to actively prevent future such events. The insurance industry, along with institutional chief risk officers, have begun to recognize the importance of moving from ""loss compensation to loss prevention.""
CrowdDoing and Project Heather propose launching a prevention derivative with two new stakeholders: (a) contingent payers who pay in proportion to the reduction in risk, and (b) impact investors who finance social innovations in which their return is similarly proportional to the reduction in risk. It will build on existing precedents for contingent contracts involving social- innovation-based risk prevention.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Actuary
A spectrum of forest fire risk prevention approaches are available: from creative new social innovations to well-established interventions.The forest fire risk prevention derivative would first survey existing forest fire prevention interventions in Greater Sacramento with an eye towards which ones might be suitable to support and expand. It would then review global social innovations that might be relevant to Northern California to determine which to replicate. Entities involved in risk management and risk securitisation, from insurers to reinsurers to retrocessionaires, ought to welcome the chance to share liability proportionally through a commons of prevention innovations. The prevention derivative can expand as more institutions and individuals join as contingent payers and impact investors in order prevent a larger portion of collective risk. Payments by private and public institutions to support prevention derivatives can be in-kind, through services, and/or financial.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Actuary
We are looking for a Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Actuary to provide guidance on investment decisions, cash management and day-to-day company expenses.
Financial Consultant responsibilities include forecasting costs and revenues, conducting risk analyses for financial plans and evaluating capital expansion options (e.g. funding or loans.) To be successful in this role, you should have a Finance or Accounting degree and relevant work experience as a Financial Adviser to large clients.
As an Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Deputy Actuary, you’ll create statistical models to calculate likelihoods and you’ll present findings in detailed reports. To be successful in this role, you should have a flair for math and an analytical way of thinking.
Ultimately, you’ll help us make the most profitable investments, minimizing financial risks.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Deputy Actuary
Conduct risk assessments
Build predictive models to accurately analyze potential outcomes
Recommend investments with the lowest risk and the highest profits possible
Calculate total assets and liabilities
Determine financial status after an investment
Compare actual ROIs with forecasts
Monitor market trends and identify opportunities for new investments and funds
Develop guides and policies on how to avoid high-risk investments and the losses associated with them
Keep records of payments, fundings and underwriting policies
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Deputy Actuary
Work experience as an Actuary, Investment Analyst or similar position
In-depth understanding of how to use actuarial formulas and tables
Hands-on experience with statistical packages like SPSS
Good knowledge of insurance legislation
Excellent numerical and analytical skills
Attention to detail
BSc in Statistics, Mathematics or Finance
Additional certification in Risk Management or being successful in actuary exams is a plus
""To help support you joining the right part of CrowdDoing for you, please use this form: https://docs.google.com/forms/d/e/1FAIpQLSftd6E0tyV2uq7mMty1rZ80BB2MSGhbnof9gRBvaQXbrttIkg/viewform?usp=sf_link""
If you have any questions about processes for joining CrowdDoing.world as a volunteer to support our efforts in systemic change please write to volunteerorientation@crowddoing.world
Opportunity Details
This person is good at improving the writing of others. This isn't a person who finds typos, it is a person who understands how to be clear, concise, and evocative. This person would polish writing of every type: marketing, policy, education, and procedure.It is not possible to select language arts skills in the list of skills below. What does this say about corporate America (sigh)?
Opportunity Details
This person monitors our social media presence, identifies needs, and tasks others. Depending on interest, skill level, and availability, this person might also development and design, but this is not required. The time commitment is between one and five hours a week (at the incumbent's discretion). They must be comfortable with diversity and collaborating asynchronously. They need to be reliable, even if some weeks they can only give fifteen minutes. If you have these skills and want to help us, you can make a real difference in this role.
Opportunity Details
Calling all Book lovers!Learning Ally is working to solve the literacy problem - the 65% of students who are not proficient in reading by 4th grade. Our volunteers help us create accessible education tools and support us in serving over 2.4 million students and 615,000 educators across the U.S.
The volunteer role:
Calling all avid book readers and audiobook professionals! We’re looking for volunteers for numerous roles supporting the production of audiobooks for students. We need quality assurance volunteers! Help us create the most immersive, authentic and dynamic performances possible for these titles and help students fall in love with reading!
Learn more and get involved today: https://learningally.org/Get-Involved/Volunteer-Opportunities
Opportunity Details
CrowdDoing Service Learning Social Media Strategist VolunteerCrowdDoing aims to show how social innovation can scale to the scope of our collective challenges by leveraging under-utilized capacities and how it can drive new participation by individuals and institutions to make that possible. Social innovations and social enterprises have insufficient support today to address Sustainable Development Goals. Organizations in both the public and private sector meanwhile face a shortage of skills for navigating a world increasingly challenged by VUCA - ""volatility, uncertainty, complexity, and ambiguity.""
A study of CEOs conducted by IBM found that ""rapid escalation of complexity is the biggest challenge confronting [the world’s public and private sector leaders]."" . Research has connected the increase in VUCA as a critical cause of the doubling of the ""topple rate,"" the rate at which ""big companies lose their leadership positions"". Research finds that the current approach to training for a VUCA world isn’t working . CrowdDoing conducted primary and secondary research on what effectively prepares workers of the future for a VUCA world. The authors of this paper studied the evidence of what kinds of education and training prepare individuals with the skills of the future that a VUCA world demands. This report lays out CrowdDoing’s findings.
In sum, this report indicates that service learning and skilled volunteering have demonstrably been efficient and effective approaches to helping individuals acquire skills for a VUCA world in a diversity of fields-from human resources to engineering to project management to data science. This report builds upon both primary research from CrowdDoing’s experience and secondary research into evidence of service learning’s effects, skilled volunteering and its effects, ad cases I which service learning ad skilled volunteering have been applied to social innovation
The report is meant to help organizations understand how virtual service learning & skilled volunteering can help organizations overcome current and future skills deficits in their workforce. It is also meant to help individuals appreciate the ways in which participation in social-innovation-oriented skilled volunteering can accelerate their problem-solving abilities... and make employees under their supervision more effective.
On the basis of our primary and secondary research, CrowdDoing recommends that each organization consider the CrowdDoing paradigm as viable preparation for an increasingly VUCA world. Helping individuals grapple with complex systems and their consequences for stakeholders through skilled volunteering and service learning in support of social innovation can help give them skills that can help them succeed in a VUCA world.
There is increasing evidence of an ""executive skills gap"" - a gap between the skills needed to cope with a volatile, uncertain, ambiguous, and complex (VUCA) business landscape and the skills being imparted by executive development programs. This gap is ""increasingly obvious-and, costly."" This volatility-a cause of companies losing leadership positions vis a vis the ""topple rate"" - also relates to the increasing inter-connectedness of the world and the decreasing length of the period during which current skills remain current. ""Many executives have acknowledged the extreme compression of the time scale on which dramatic change occurs at the technological, industry, customer demographics and preferences, organizational, operational, and interpersonal levels. A pharmaceutical executive observed: ""Ten years ago we had a decade to adjust and prepare for what was coming, but today the adjustment cycles are much shorter. How do you prepare for that?""
This challenge has been building for some time. Already in 2010, IBM’s ""Capitalizing on Complexity: Insights from the Global Chief Executive Officer Study"" reported that the complexity of operating in an increasingly volatile and uncertain world is the ""primary challenge of CEOs."" Since then research has connected the increase in VUCA as a critical cause of the doubling of the ""topple rate,"" the rate at which big companies lose their leadership positions, suggesting that even ""winners"" are in a precarious positions.""
VUCA has come to intersect with each professional role, including that of project management. One example of research in this area is Booz Allen Hamilton’s ""Redefining Program Management for the Unique Challenges of Complex Programs,"" which identifies complexity in projects as ""the exponential increase in ambiguity surrounding stakeholder expectations, especially regarding the certainty of program outcomes and schedules."" Similarly, scholars of the information technology and communications fields have noted that ""workers in the digital economy should be able to generate and process complex information; think systematically and critically; take decisions weighing different forms of evidence; ask meaningful questions about different subjects; be adaptable and flexible to new information; be creative; and be able to identify and solve real-world problems"".
One leverage point for achieving Sustainable Development Goals through social innovation is to create new depth and breadth of participation by stakeholders. CrowdDoing aims to scale participation through skilled volunteering and service learning opportunities to help enterprises and institutions foster social innovation.
Better mental health, physical health and productivity among employees are among the intrinsic incentives that prompt companies to adopt employee volunteer programs. Learning, creating impact, and achieving mental and physical health benefits are intrinsic incentives that prompt employees to participate in volunteering & service learning programs.
Service learning has historically been efficient at achieving learning goals but inefficient at achieving impact goals. Scaling service learning in support of social innovation can intervene to change this pattern.
Our increased awareness of the interconnectedness of societal challenges requires that we train professionals to be more than excellent in their particular fields: they need be able to collaborate across disciplinary lines. These collaborations on real-world social innovations shift the perspective of professionals to an empathetic frame of reference vis a vis the stakeholders they aim to serve. Grappling with complexity is not easy, but in order help social innovations reach their impact potential to achieve Sustainable Development Goals and beyond, people are willing to learn more about complex systems and the systems that have implications for a social innovation and the stakeholders it is created to serve.
Skilled volunteering and service learning in support of social innovation is an efficient way for individuals to gain skills that that further their success as project managers, human resources professionals, marketing professionals, and engineers. Service learning focused on social innovation can be efficient simultaneously at achieving impact, and at teaching skills needed in the future.
( http://blog.reframeit.com/service-learning-and-skilled-volunteering/)
CrowdDoing Service Learning Social Media Strategist Volunteer
Design social media strategies to achieve marketing targets
Manage, create and publish original, high quality content
Administer all company social media accounts ensuring up-to-date content
Liaise with writers and designers to ensure content is informative and appealing
Collaborate with Marketing and Product development teams to create social 'buzz’ regarding new product launches
Facilitate client-company communication (respond to queries, get reviews and organize chats and Q&A sessions)
Prepare weekly and monthly reports on web traffic and ROI
Monitor SEO and user engagement and suggest content optimization
Communicate with industry professionals via social media to create a strong network
Train internal teams to integrate and maintain a cohesive social media strategy
Stay up-to-date with new digital technologies and social media best practices
CrowdDoing Service Learning Social Media Strategist Volunteer Requirements
Proven work experience as a Social media strategist or Social media manager
Hands on experience using social media for brand awareness
Understanding of SEO and web traffic metrics
An ability to identify target audience preferences and build content to meet them
Familiarity with web design and publishing
Excellent multitasking skills
Strong written and verbal communication skills
BSc degree in Marketing or relevant field
""To help support you joining the right part of CrowdDoing for you, please use this form: https://docs.google.com/forms/d/e/1FAIpQLSftd6E0tyV2uq7mMty1rZ80BB2MSGhbnof9gRBvaQXbrttIkg/viewform?usp=sf_link"
If you have any questions about processes for joining CrowdDoing.world as a volunteer to support our efforts in systemic change please write to volunteerorientation@crowddoing.world
Opportunity Details
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Senior DesignerForest Fire Prevention Derivatives, CrowdDoing, Volunteer Senior Designer to provide accurate and data based information on company’s profitability, solvency, stability and liquidity. You will research and analyze financial information to help company make well informed decisions, write reports and monitor financial movements.Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Financial Analyst
See more detailed background on CrowdDoing's forest fire prevention derivatives
https://drive.google.com/file/d/1dBp_HUr-tCCNaeGoSDfPrirRPbaoV3X4/view?usp=sharing
Forest Fire Risk Prevention Derivatives in Northern California
Bobby Fishkin, lead author
In 2018, Sacramento was named the ""the Most Polluted City on Earth"" due to ""smoke from Camp Fire,"" This proposal aims to prevent that from happening again through adopting a systemic approach and collaborating with stakeholders to actively prevent future such events. The insurance industry, along with institutional chief risk officers, have begun to recognize the importance of moving from ""loss compensation to loss prevention.""
CrowdDoing and Project Heather propose launching a prevention derivative with two new stakeholders: (a) contingent payers who pay in proportion to the reduction in risk, and (b) impact investors who finance social innovations in which their return is similarly proportional to the reduction in risk. It will build on existing precedents for contingent contracts involving social- innovation-based risk prevention.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Senior Designer
A spectrum of forest fire risk prevention approaches are available: from creative new social innovations to well-established interventions.The forest fire risk prevention derivative would first survey existing forest fire prevention interventions in Greater Sacramento with an eye towards which ones might be suitable to support and expand. It would then review global social innovations that might be relevant to Northern California to determine which to replicate. Entities involved in risk management and risk securitisation, from insurers to reinsurers to retrocessionaires, ought to welcome the chance to share liability proportionally through a commons of prevention innovations. The prevention derivative can expand as more institutions and individuals join as contingent payers and impact investors in order prevent a larger portion of collective risk. Payments by private and public institutions to support prevention derivatives can be in-kind, through services, and/or financial.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Senior Designer
We are looking for a Senior Designer to produce and oversee digital and print creative solutions to address our marketing needs.
To be successful in this role, you should have in-depth knowledge of graphic design, styles and layout techniques. You should also have experience executing marketing projects from conception to production, including websites, brochures and product packaging.
Ultimately, you will ensure the design team promotes our brand through delivering high quality pieces on tight deadlines.
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Senior Designer Responsibilities
Oversee all design projects, from conception to delivery
Design original pieces, including illustrations and infographics
Review junior designers’ work to ensure high quality
Refine images, fonts and layouts using graphic design software
Apply typography techniques
Generate ideas to portray concepts and advertise products/services
Increase user friendliness in digital products
Maintain brand consistency throughout all our marketing projects
Liaise with marketing and design teams to ensure deadlines are met
Stay up-to-date with industry developments and tools
Forest Fire Prevention Derivatives, CrowdDoing, Volunteer Senior Designer Requirements
Proven work experience as a Senior Designer,or similar role
Portfolio of completed design projects
Hands-on experience with image editing software, like Photoshop and Adobe Illustrator
Proficient in design software (e.g. InDesign and Balsamiq)
Strong aesthetic skills with the ability to combine various colors, fonts and layouts
Attention to visual details
Ability to meet deadlines and collaborate with a team
BSc degree in Design, Visual Arts or relevant field
""To help support you joining the right part of CrowdDoing for you, please use this form: https://docs.google.com/forms/d/e/1FAIpQLSftd6E0tyV2uq7mMty1rZ80BB2MSGhbnof9gRBvaQXbrttIkg/viewform?usp=sf_link""
If you have any questions about processes for joining CrowdDoing.world as a volunteer to support our efforts in systemic change please write to volunteerorientation@crowddoing.world
Opportunity Details
CrowdDoing Service Learning Data Architect VolunteerCrowdDoing aims to show how social innovation can scale to the scope of our collective challenges by leveraging under-utilized capacities and how it can drive new participation by individuals and institutions to make that possible. Social innovations and social enterprises have insufficient support today to address Sustainable Development Goals. Organizations in both the public and private sector meanwhile face a shortage of skills for navigating a world increasingly challenged by VUCA - ""volatility, uncertainty, complexity, and ambiguity.""
A study of CEOs conducted by IBM found that ""rapid escalation of complexity is the biggest challenge confronting [the world’s public and private sector leaders]."" . Research has connected the increase in VUCA as a critical cause of the doubling of the ""topple rate,"" the rate at which ""big companies lose their leadership positions"". Research finds that the current approach to training for a VUCA world isn’t working . CrowdDoing conducted primary and secondary research on what effectively prepares workers of the future for a VUCA world. The authors of this paper studied the evidence of what kinds of education and training prepare individuals with the skills of the future that a VUCA world demands. This report lays out CrowdDoing’s findings.
In sum, this report indicates that service learning and skilled volunteering have demonstrably been efficient and effective approaches to helping individuals acquire skills for a VUCA world in a diversity of fields-from human resources to engineering to project management to data science. This report builds upon both primary research from CrowdDoing’s experience and secondary research into evidence of service learning’s effects, skilled volunteering and its effects, ad cases I which service learning ad skilled volunteering have been applied to social innovation
The report is meant to help organizations understand how virtual service learning & skilled volunteering can help organizations overcome current and future skills deficits in their workforce. It is also meant to help individuals appreciate the ways in which participation in social-innovation-oriented skilled volunteering can accelerate their problem-solving abilities... and make employees under their supervision more effective.
On the basis of our primary and secondary research, CrowdDoing recommends that each organization consider the CrowdDoing paradigm as viable preparation for an increasingly VUCA world. Helping individuals grapple with complex systems and their consequences for stakeholders through skilled volunteering and service learning in support of social innovation can help give them skills that can help them succeed in a VUCA world.
There is increasing evidence of an ""executive skills gap"" - a gap between the skills needed to cope with a volatile, uncertain, ambiguous, and complex (VUCA) business landscape and the skills being imparted by executive development programs. This gap is ""increasingly obvious-and, costly."" This volatility-a cause of companies losing leadership positions vis a vis the ""topple rate"" - also relates to the increasing inter-connectedness of the world and the decreasing length of the period during which current skills remain current. ""Many executives have acknowledged the extreme compression of the time scale on which dramatic change occurs at the technological, industry, customer demographics and preferences, organizational, operational, and interpersonal levels. A pharmaceutical executive observed: ""Ten years ago we had a decade to adjust and prepare for what was coming, but today the adjustment cycles are much shorter. How do you prepare for that?""
This challenge has been building for some time. Already in 2010, IBM’s ""Capitalizing on Complexity: Insights from the Global Chief Executive Officer Study"" reported that the complexity of operating in an increasingly volatile and uncertain world is the ""primary challenge of CEOs."" Since then research has connected the increase in VUCA as a critical cause of the doubling of the ""topple rate,"" the rate at which big companies lose their leadership positions, suggesting that even ""winners"" are in a precarious positions.""
VUCA has come to intersect with each professional role, including that of project management. One example of research in this area is Booz Allen Hamilton’s ""Redefining Program Management for the Unique Challenges of Complex Programs,"" which identifies complexity in projects as ""the exponential increase in ambiguity surrounding stakeholder expectations, especially regarding the certainty of program outcomes and schedules."" Similarly, scholars of the information technology and communications fields have noted that ""workers in the digital economy should be able to generate and process complex information; think systematically and critically; take decisions weighing different forms of evidence; ask meaningful questions about different subjects; be adaptable and flexible to new information; be creative; and be able to identify and solve real-world problems"".
One leverage point for achieving Sustainable Development Goals through social innovation is to create new depth and breadth of participation by stakeholders. CrowdDoing aims to scale participation through skilled volunteering and service learning opportunities to help enterprises and institutions foster social innovation.
Better mental health, physical health and productivity among employees are among the intrinsic incentives that prompt companies to adopt employee volunteer programs. Learning, creating impact, and achieving mental and physical health benefits are intrinsic incentives that prompt employees to participate in volunteering & service learning programs.
Service learning has historically been efficient at achieving learning goals but inefficient at achieving impact goals. Scaling service learning in support of social innovation can intervene to change this pattern.
Our increased awareness of the interconnectedness of societal challenges requires that we train professionals to be more than excellent in their particular fields: they need be able to collaborate across disciplinary lines. These collaborations on real-world social innovations shift the perspective of professionals to an empathetic frame of reference vis a vis the stakeholders they aim to serve. Grappling with complexity is not easy, but in order help social innovations reach their impact potential to achieve Sustainable Development Goals and beyond, people are willing to learn more about complex systems and the systems that have implications for a social innovation and the stakeholders it is created to serve.
Skilled volunteering and service learning in support of social innovation is an efficient way for individuals to gain skills that that further their success as project managers, human resources professionals, marketing professionals, and engineers. Service learning focused on social innovation can be efficient simultaneously at achieving impact, and at teaching skills needed in the future.
( http://blog.reframeit.com/service-learning-and-skilled-volunteering/)
CrowdDoing Service Learning Data Architect Volunteer
Evaluate current systems and review objectives with stakeholders
Analyze applications, operations, and programming to determine database structural requirements
Propose database solutions through potential system designs
Define database structure, capabilities, backup, recovery and security specifications
Install database systems, i.e. develop flowcharts, apply optimum access techniques, coordinate installation actions, document installation process
Facilitate maintenance of database performance
Identify and resolve production and application problems
Evaluate and install new releases
Facilitate training for users
Provide support by responding to user questions, resolving problems, and coding utilities
Self-educate on industry updates, i.e. read industry publications, maintain personal networks, participate in professional organizations, participate in educational opportunities
CrowdDoing Service Learning Data Architect Volunteer
Requirements and Qualifications
Bachelor’s degree in computer engineering or related field required
Master’s degree in related field preferred
5+ years’ experience in data analysis required
Knowledge of PHP and C languages required
Familiarity with Oracle preferred
Experience in project management is a plus
Experience in distributed systems required
Analytical mind, critical thinker, problem-solver
Meticulous attention to detail
Sold communication skills, both verbal and written
""To help support you joining the right part of CrowdDoing for you, please use this form: https://docs.google.com/forms/d/e/1FAIpQLSftd6E0tyV2uq7mMty1rZ80BB2MSGhbnof9gRBvaQXbrttIkg/viewform?usp=sf_link""
If you have any questions about processes for joining CrowdDoing.world as a volunteer to support our efforts in systemic change please write to volunteerorientation@crowddoing.world
Opportunity Details
CrowdDoing Service Learning Training Director VolunteerCrowdDoing aims to show how social innovation can scale to the scope of our collective challenges by leveraging under-utilized capacities and how it can drive new participation by individuals and institutions to make that possible. Social innovations and social enterprises have insufficient support today to address Sustainable Development Goals. Organizations in both the public and private sector meanwhile face a shortage of skills for navigating a world increasingly challenged by VUCA - ""volatility, uncertainty, complexity, and ambiguity.""
A study of CEOs conducted by IBM found that ""rapid escalation of complexity is the biggest challenge confronting [the world’s public and private sector leaders]."" . Research has connected the increase in VUCA as a critical cause of the doubling of the ""topple rate,"" the rate at which ""big companies lose their leadership positions"". Research finds that the current approach to training for a VUCA world isn’t working . CrowdDoing conducted primary and secondary research on what effectively prepares workers of the future for a VUCA world. The authors of this paper studied the evidence of what kinds of education and training prepare individuals with the skills of the future that a VUCA world demands. This report lays out CrowdDoing’s findings.
In sum, this report indicates that service learning and skilled volunteering have demonstrably been efficient and effective approaches to helping individuals acquire skills for a VUCA world in a diversity of fields-from human resources to engineering to project management to data science. This report builds upon both primary research from CrowdDoing’s experience and secondary research into evidence of service learning’s effects, skilled volunteering and its effects, ad cases I which service learning ad skilled volunteering have been applied to social innovation
The report is meant to help organizations understand how virtual service learning & skilled volunteering can help organizations overcome current and future skills deficits in their workforce. It is also meant to help individuals appreciate the ways in which participation in social-innovation-oriented skilled volunteering can accelerate their problem-solving abilities... and make employees under their supervision more effective.
On the basis of our primary and secondary research, CrowdDoing recommends that each organization consider the CrowdDoing paradigm as viable preparation for an increasingly VUCA world. Helping individuals grapple with complex systems and their consequences for stakeholders through skilled volunteering and service learning in support of social innovation can help give them skills that can help them succeed in a VUCA world.
There is increasing evidence of an ""executive skills gap"" - a gap between the skills needed to cope with a volatile, uncertain, ambiguous, and complex (VUCA) business landscape and the skills being imparted by executive development programs. This gap is ""increasingly obvious-and, costly."" This volatility-a cause of companies losing leadership positions vis a vis the ""topple rate"" - also relates to the increasing inter-connectedness of the world and the decreasing length of the period during which current skills remain current. ""Many executives have acknowledged the extreme compression of the time scale on which dramatic change occurs at the technological, industry, customer demographics and preferences, organizational, operational, and interpersonal levels. A pharmaceutical executive observed: ""Ten years ago we had a decade to adjust and prepare for what was coming, but today the adjustment cycles are much shorter. How do you prepare for that?""
This challenge has been building for some time. Already in 2010, IBM’s ""Capitalizing on Complexity: Insights from the Global Chief Executive Officer Study"" reported that the complexity of operating in an increasingly volatile and uncertain world is the ""primary challenge of CEOs."" Since then research has connected the increase in VUCA as a critical cause of the doubling of the ""topple rate,"" the rate at which big companies lose their leadership positions, suggesting that even ""winners"" are in a precarious positions.""
VUCA has come to intersect with each professional role, including that of project management. One example of research in this area is Booz Allen Hamilton’s ""Redefining Program Management for the Unique Challenges of Complex Programs,"" which identifies complexity in projects as ""the exponential increase in ambiguity surrounding stakeholder expectations, especially regarding the certainty of program outcomes and schedules."" Similarly, scholars of the information technology and communications fields have noted that ""workers in the digital economy should be able to generate and process complex information; think systematically and critically; take decisions weighing different forms of evidence; ask meaningful questions about different subjects; be adaptable and flexible to new information; be creative; and be able to identify and solve real-world problems"".
One leverage point for achieving Sustainable Development Goals through social innovation is to create new depth and breadth of participation by stakeholders. CrowdDoing aims to scale participation through skilled volunteering and service learning opportunities to help enterprises and institutions foster social innovation.
Better mental health, physical health and productivity among employees are among the intrinsic incentives that prompt companies to adopt employee volunteer programs. Learning, creating impact, and achieving mental and physical health benefits are intrinsic incentives that prompt employees to participate in volunteering & service learning programs.
Service learning has historically been efficient at achieving learning goals but inefficient at achieving impact goals. Scaling service learning in support of social innovation can intervene to change this pattern.
Our increased awareness of the interconnectedness of societal challenges requires that we train professionals to be more than excellent in their particular fields: they need be able to collaborate across disciplinary lines. These collaborations on real-world social innovations shift the perspective of professionals to an empathetic frame of reference vis a vis the stakeholders they aim to serve. Grappling with complexity is not easy, but in order help social innovations reach their impact potential to achieve Sustainable Development Goals and beyond, people are willing to learn more about complex systems and the systems that have implications for a social innovation and the stakeholders it is created to serve.
Skilled volunteering and service learning in support of social innovation is an efficient way for individuals to gain skills that that further their success as project managers, human resources professionals, marketing professionals, and engineers. Service learning focused on social innovation can be efficient simultaneously at achieving impact, and at teaching skills needed in the future.
( http://blog.reframeit.com/service-learning-and-skilled-volunteering/)
Abilities that are helpful to this role:
Instructing - Teaching others how to do something.
Speaking - Talking to others to convey information effectively.
Writing - Communicating effectively in writing as appropriate for the needs of the audience.
Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Coordination - Adjusting actions in relation to others' actions.
Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Service Orientation - Actively looking for ways to help people.
Time Management - Managing one's own time and the time of others.
Persuasion - Persuading others to change their minds or behavior.
Systems Analysis - Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
Systems Evaluation - Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
Activities relevant to this role:
Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.
Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work.
Training and Teaching Others - Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
Interacting With Computers - Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.
Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources.
Analyzing Data or Information - Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
Coaching and Developing Others - Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
Developing Objectives and Strategies - Establishing long-range objectives and specifying the strategies and actions to achieve them.
Developing and Building Teams - Encouraging and building mutual trust, respect, and cooperation among team members.
Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job.
Scheduling Work and Activities - Scheduling events, programs, and activities, as well as the work of others.
Processing Information - Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
Evaluating Information to Determine Compliance with Standards - Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
Provide Consultation and Advice to Others - Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
Interpreting the Meaning of Information for Others - Translating or explaining what information means and how it can be used.
Monitor Processes, Materials, or Surroundings - Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.
Performing Administrative Activities - Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
Thinking Creatively - Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
Documenting/Recording Information - Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
Identifying Objects, Actions, and Events - Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
Judging the Qualities of Things, Services, or People - Assessing the value, importance, or quality of things or people.
Guiding, Directing, and Motivating Subordinates - Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
Coordinating the Work and Activities of Others - Getting members of a group to work together to accomplish tasks.
Assisting and Caring for Others - Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients.
Monitoring and Controlling Resources - Monitoring and controlling resources and overseeing the spending of money.
Communicating with Persons Outside Organization - Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
Performing for or Working Directly with the Public - Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.
Resolving Conflicts and Negotiating with Others - Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
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