1. 中国公益人才发展现状及需求调研 Research on Current Situation and Demand of Personnel in Non-Profit Sector 报告 Report December, 2010

5. 三 执行情况概要——执行阶段 Summary of implementation - the implementation phase 第一阶段 Phase 1 人才素质模型研究 Research on the model Of personnel 第二阶段 Phase 2 人才状况定量调查 quantitative research 第三阶段 Phase 3 人才发展支持状况研究 study on support to talent development 研究阶段 Research Phase 研究方法 Research Method 深度访问 Deep interviews 样本量 9 个 9 Samples 问卷调查 survey 样本量 451 个 451 Samples 深度访问 Deep interviews 样本量 6 个 6 Samples 核心成果 Core Outcomes 公益人才基础素质模型 及四大岗位素质模型 Quality Model of talents Quality model of Four positions 公益人才状况定量报告 Quantitative report on Personnel status 公益人才支持标杆案例 benchmark cases 中国公益人才发展现状 及需求研究报告 This Report 研究过程中的感受 Reflections 定量调查共接触了 5403 个 样本，其中成功访问的只有 8.3% ， 62.3% 的样本因电话无法接通或号码无效而无法联络，间接体现了目前 NGO 的活跃度比较低，而本次研究所接触的研究对象主要是领域内较为活跃的 NGO 组织 . Quantitative survey samples were exposed to 5403, of which only 8.3% were successfully interviewed, 62.3% of the samples can not be connected by phone or number is invalid . This situation indirectly reflects the current relatively low level of active NGO, and the main object of this study is the more active NGOs. 2010 年 8-9 月 2010 年 10-11 月 2010 年 11 月

6. 三 执行情况概要——成功样本分布 Summary of implementation - Successful sample distribution 图 1 ：成功样本按机构性质的分布状况 Successful sample distribution in terms of the organizations 图 2 ：成功样本按被访者职位的分布状况 Successful sample distribution in terms of the position of individuals

10. 四 核心发现 Core findings 人才发展的关键特征 人才发展的行业环境 Environment for talent development 1 2 人才发展的核心建议 3

12. 50 万 以下 55% 55.5% 年资金规模在 50 万以下 （含项目资金、管理资金等全部资金） 43.9% ， 1-3 个项目 44.8% 全职人员在 3 人以下 Charts of full-time staff size, financial terms of size and scale of the project.

14. 公募基金会 ——扶贫、农村发展 非公募基金会 ——医疗卫生、社区发展、 NGO 支持、劳工服务 草根 NGO 及社团 ——环保、老年人服务、法律维权、社会工作 基金会与公益组织关注 领域有差异 ，公募与非公募也有不同

15. 发展型岗位的设置与操作性和支持性岗位相比略有不足，限制机构的可持续发展 Developmental and operational positions are not enough compare to supportive positions, which restricting the sustainable development of organizations 注： 多选题，应答比例之和大于 100% 图 4-1 ： NGO 组织的岗位分类（ N=216 ） 操作型岗位 Operational 发展型岗位 Developmental 支持型岗位 Supportive

17. 从 NGO 目前整体的岗位设置情况看，操作型岗位和支持型岗位的设置比较完备，项目管理、财务、志愿者管理都在 80% 左右。但发展型岗位中，筹资和公关传播只有 45.4% ，筹资岗位薄弱容易影响 NGO 的资金募集，而公关传播的薄弱使得 NGO 很难有效的建立机构的品牌和形象，进一步影响筹资的开展。由此引起恶性循环，使得项目和机构有萎缩的危险。因此， NGO 有必要加大发展型岗位的建设，以促进机构能够健康、可持续的发展 。 From the current set of positions in NGOs, operational and support-type positions are more complete. Project management, finance, volunteer management are about 80%. However, the development-type jobs, the fund-raising and PR are only counted for 45.4%. Weak funding position of NGOs affects fundraising easily, while the weakness of public relations and communication makes it difficult to make effective brand-building, and further affect the funding. It result in a vicious cycle, making the projects and organizations have the danger of shrinking. Therefore, NGOs need to increase the developmental positions, in order to promote the healthy and sustainable development of the NGO.

19. 55.0% ， 人员扩展规模在 1-3 人 55% organizations have 1-3 stuff

21. 薪资待遇 Salary ， 88.5% 集中在 5000 元以下（税前收入） under 5000 (before tax) 软环境 environment ： 职业发展的指导和引导缺乏 lack guidance in career development 价值观念 职业发展 北京职工 2009 年工资月收入约： 2233 元

22. 四 核心发现 人才发展的关键特征 Key features of talent development 人才发展的行业环境 1 2 人才发展的核心建议 3

24. 婚姻 Marriage 学历 educational background 63.0% 中青年（ 25-40 岁）

26. 79.7% 离开 公益领域 79.7% left non-profit sector 43.1% 待遇 是离开主因 43.1%, salary is the main reason

28. 基础分布均衡 1 年以下新人只有 7.3% New stuff within 1 year, 7.3% 32.8% 来源于领域内既有人才 From talents of the sector 82.7% 不同数量的志愿者 82.7% volunteers 101.2% 其他行业经验 Experiences from other sector VS

30. 胜任力重要性及表现差距： 0.4≤ 差距≤ 1 Capacity importance&gap

32. 传统领域 有待升级， 新兴领域 亟待发展，多种类型的专业人才需求量大

33. 岗位职能 进一步细分，呼唤多种职能的专业人才 操作型岗位 Operational 发展型岗位 Developmental 支持型岗位 Supportive

34. 四 核心发现 人才发展的关键特征 人才发展的行业环境 1 2 人才发展的核心建议 Core advice for talent development 3

36. 整个主流社会的看法，总体认为公益组织里面待遇低，工作艰苦，将来没有什么太大的前途，当选择公益组织时都觉得好象承受很大的压力。这只是一个方面。 客观情况来说，这几年公益组织 待遇要很高不太可能 ，将来发展其实也不可能跟商业公司比了，但是它是 同步改善 的。从另外的方面看，这是一个新兴的领域，会带给社会很积极的改变，这个领域里个人的 发展前景是非常好的 . 在这个领域的评价，不是看你有多少钱，而是你所做的一些贡献，社会的认可程度，这对一个年轻人来说更重要，而且可以追求自己人生的一些想法，这个长远的价值对他们来说非常重要。我觉得社会上的宣传就是前面的比较多一点，他们 不太了解，就可能不太容易选择 。 —— 中山大学公民与社会发展研究中心 曲栋 The mainstream view of society in general, is that the public organizations provides low pay, work hard, does not have much future. When they choose a non-profit organization, they feel as if under great pressure. This is just one aspect. Objective circumstances, it is impossible to say that the salary of non-profits is very high , and is not comparable with corporations. But in fact, it is simultaneously improved . From another perspective, this is an emerging field, and will bring very positive change in society. Personal development in this sector is very good . In terms of the evaluation of the sector, it is not about how much money you earn, but your contribution, the degree of social recognition, which is more important for youth. They can pursue their own ideas of life. The long-term value for them is very important. I think social promotion is little more about the difficulties, so that they do not understand, it may not be easy to make the choice . - Qu Dong, Sun Yat-sen Center for Civil and Social Development 58.1% 享受 NGO 工作，苦中作乐 58.1% enjoy working 只有 12.4% 大学生 明确选择公益为职业，不选的原因 12.4% graduate choose non-profits, the seasons: 六 成 60% “ 没钱” No money “ 辛苦” hard 九 成 90%

38. 学历教育，系统学习 Academic education, systematic study 特点： 充分利用高校的教学资源，理论学习系统全面，学习资源丰富，学习时间充裕 Features : full use of university teaching resources, a comprehensive theory of learning systems, learning resources abundant, ample study time 我们的大学里有那么多的资源，为什么不能够跟 NGO 共享，让 NGO 的领导人上大学里去学习， 1-3 年的系统学习对于视野 、眼界、理论基础的帮助非常大，而且也给了这些领导人学习的时间。同样的，高校也可以聘请这些 NGO 人到大学任教，这对在校的大学生也会有很大的影响。 —— 倍能中心 张菊芳 Our universities have so many resources, why not be able to share with the NGOs. Let NGO leaders to go to college to learn the system, 1-3-year study will help very much for their vision and theoretical foundation. And also gives these leaders time to study. Similarly, universities can also hire these NGO people to university to teach, which the college students will have great impact. - Zhang Jufang, Beineng Center 目前人才支持项目多以 能力发展 为主 Current programs are more about professional development

39. 职业训练——能力课程学习 Profession training 特点： 课程系统性强，有针对性的能力和技能提升，时间短，可影响的范围大 Features: Course systematic, targeted capacity and skills upgrading, a short time, can affect the range NGO 领域具有很多独特的价值，但是有一些基本的能力和技能都是相通的，我们的培训就是要让 NGO 的人养成职业的意识，具备专业化的职业能力。 —— 光华慈善基金会 赵华 NGOs have many unique values, but there are some basic abilities and skills are shared, and our training is to make NGO's people to develop career awareness, with specialized professional skills. - Zhao Hua, Bright China Foundation 实践中学习 Learn through practice 特点： 系统化工作经验、结合实践进行学习，实用性强，最切实和及时的提升，能得到彻底的改变和影响。 Features : Systematic work experience, combined with practical learning, practical, most effective and timely upgrade to get a complete change and impact. 人有很多特点和局限是积年累月留下的，通过一时的培训很难改变，如何可以真的让你去思考一些东西，有一些改变，就比较复杂。那么，我们就觉得需要在现实的生活里面进行训练。 —— 中山大学公民与社会中心 曲栋 Many features and limitations are caused by years left, difficult to change through training of the moment. How you can really make you think about something, there are some changes, it is more complicated. So, we feel the need to train inside real life. - Qu Dong, Sun Yat-sen Center for Civil and Social Development

40. 薪酬待遇 发展空间 是职业人才发展的主因 Salary and Space of development are the main reasons of talent development 机构 HR 管理支持及咨询服务 特点：为机构的人力资源管理提供针对性的、专业化的服务，解决机构的具体问题。 Support and management of HR, consulting services Features: provide targeted, specialized services for human resources management , to address the organization's specific problems. 对外交流学习 Exchange & learning 特点 ：扩展视野、鼓舞信心 Features : extend vision, inspire confidence

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