1) how to obtain adequate funding for the Project;
2) what qualifications and characteristics are needed in the people who will be hired to run it; and
3) what options exist in the community for a distinct Project space.
Our research has shown that organizations that strategize and plan ahead are much more effective at implementing the Mpowerment Project than organizations that do not.
RELATED: What is the Mpowerment Project? Download Module 1: Mpowerment Overview for free here.
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| United Black Ellument (U-BE), Mpowerment Dallas TX |
Implementing the Mpowerment
Project requires substantially more resources than educational programs that deliver AIDS 101 talks, street outreach, or brochure distribution. If you
plan to implement the Mpowerment Project, you need to have funding for
at least one full time Coordinator, but it is better to have at least another
half-time Coordinator (and our research shows that two full-time staff is by far preferable). And importantly, when we talk about time spent on
the Mpowerment Project, it does not include time working on HIV testing
and counseling.
In addition, it is important to find a space to house the Project. Without a sufficient budget to support the expenses of staff and Project space, it will be difficult to implement the Mpowerment Project very effectively (Download sample Mpowerment Project expenses when you register for free at www.mpowerment.org).
RELATED: 3 important reasons for having a separate space for the Mpowerment Project.
In addition, it is important to find a space to house the Project. Without a sufficient budget to support the expenses of staff and Project space, it will be difficult to implement the Mpowerment Project very effectively (Download sample Mpowerment Project expenses when you register for free at www.mpowerment.org).
RELATED: 3 important reasons for having a separate space for the Mpowerment Project.
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| Click to enlarge |
An agency needs to be creative and resourceful in generating adequate
funding for the Project. Many, if not most, HIV Prevention Planning Councils
have identified young gay/bisexual men as a high priority for prevention
services. The Mpowerment Project is listed in the CDC’s Compendium of HIVPrevention Interventions with Evidence of Effectiveness, which includes
programs shown to be effective through rigorous scientific evaluation. The
Mpowerment Project is the only HIV prevention intervention that has been
tested through rigorous research methods and has been shown to be effective in reducing unsafe sex among young gay/bisexual men. The CDC, which
funds many HIV prevention efforts, strongly urges the implementation of programs that have been shown to be effective through research. Thus,
referring to the Compendium will add considerable strength to any grant
proposals you write. For the same reason, it makes sense to apply for funding
to health departments, which are likely to be receptive to any program that research says works. Some local or national foundations may also be interested in funding part of or the entire Project. In addition, it may also be worthwhile to investigate other sources of funding for parts of the intervention, such as community foundation grants, local hospitals, or other
local funding mechanisms. In addition, organizations sometimes obtain partial
funding from their state health department, and supplement it (for example,
for space) from a community grantor or through other fund-raising efforts.
It may not always be necessary to seek new funding sources if agencies are able and willing to reallocate existing funds by modifying current programming. Since the Mpowerment Project may meet the requirements of existing grants, contracts, or program objectives, if the organization already has funding for MSM or gay and bisexual men’s programming, it may be worthwhile to discuss this possibility with the funder.
RELATED: Funding best practices, interview with a funder.
RELATED: 16 Steps for starting the Mpowerment Project in your community.
It may not always be necessary to seek new funding sources if agencies are able and willing to reallocate existing funds by modifying current programming. Since the Mpowerment Project may meet the requirements of existing grants, contracts, or program objectives, if the organization already has funding for MSM or gay and bisexual men’s programming, it may be worthwhile to discuss this possibility with the funder.
RELATED: Funding best practices, interview with a funder.
RELATED: 16 Steps for starting the Mpowerment Project in your community.
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| Join us. Attend the Mpowerment Project training. |
Staffing
The implementing agency is responsible for advertising the Project Coordinator positions, and for hiring, training, and supervising these staff members. More than anything else, the success of the Mpowerment Project depends on recruiting and retaining talented and committed young men to coordinate the Project. Through our work with organizations implementing the Mpowerment Project, we have found that this may be the single most important ingredient that leads to success. Consequently, it is essential that the implementing agency invest sufficient time and energy into locating the right staff. Project Coordinators must be outgoing, sociable, comfortable talking to strangers and groups, and passionate about this new way of delivering HIV prevention to young gay and bisexual men. The Coordinators need to be very knowledgeable about the young MSM community, such as what are major segments of the young men’s community, where they hang out and their culture, and this is best achieved by being part of some young gay/bisexual men’s social networks.
Given the staff’s central importance in the Mpowerment Project, it is important that an agency not simply hire people who are already on staff to fill Coordinator positions without carefully considering if they are well qualified for this role. Our research has shown that these positions usually require individuals who are currently from and quite socially active within the MSM community. The characteristics listed above may or may not fit the description of staff who are already at an organization. If they do not have these qualities, a thorough search for suitable staff is imperative. More information about Coordinators’ roles and responsibilities can be found later in this module, as well as in Module 4: Coordinators. Module 4: Coordinators is a free download when you register at www.mpowerment.org
RELATED: Join us. Attend the Mpowerment Project training.
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| Follow the Q Austin, Mpowerment TX on twitter: @q_austin |
Agency policies, attitudes, and environment
The implementing agency must be comfortable with three very basic concepts that are integral to the success of any Mpowerment Project. First, the agency must be comfortable letting the Core Group make decisions for the Project. This is an integral part of the program, since empowering the young gay/bisexual men’s community is central to the program’s purpose.
Second, the implementing agency must be comfortable working with young gay and bisexual men. Although this may sound obvious, in our research we have observed situations where the implementing agency behaved judgmentally towards young gay/bisexual men, and developed policies and procedures that reflected their discomfort. Third, self-defeating attitudes and beliefs held by staff at implementing agencies about HIV prevention with young gay and bisexual men, or about the Mpowerment Project itself is a major barrier to running a successful Mpowerment Project.
We have worked with many agencies who feel that young gay and bisexual men will never change their behavior, that the community is too apathetic to get involved, or that a community-mobilization approach to prevention will never succeed. We acknowledge that HIV prevention can be difficult and frustrating work, but negative beliefs make the work even harder, and they often become self-fulfilling prophecies by dooming a Project before it ever starts.
It may be necessary to change some agency policies in order to implement the Mpowerment Project effectively. As a prime example, agency management must understand that because much of the work of running the Mpowerment Project takes place outside of regular business hours, the Coordinators cannot work regular “nine-to-five” jobs.
In order to reach clients, a large portion of the work needs to be done in the evenings and on weekends. For this reason, management must be prepared to defend the need for Mpowerment Project staff to work these hours, should other agency staff question the absence of Coordinators during regular business hours. Many agencies have actually changed work-hour policies, as well as other policies that may hamper the ability for the Mpowerment Project to be implemented effectively.
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| MPowerment LI, Long Island New York, NY |
It is best to decide where the Mpowerment Project
will be housed as early as possible in the planning process. Ideally, the space that is selected can suitably host a variety of Project activities, from
small group gatherings to larger social events. If the chosen space is shared
with others, it is important that the Mpowerment Project have sole use of the space on a frequent and recurring basis. Further, if a shared space
cannot be customized to reflect the gay positive/sex positive nature of the
Project, a different space should be found. During our research, we learned of Mpowerment Projects that shared space with other programs that balked at openly displaying posters, invitations, and other HIV prevention materials
targeting gay/bisexual men. Since it is imperative to have such materials out
and freely available to Project participants, these spaces did not work well. The
issue of Project Space is discussed in greater detail in Module 6: Project Space. Module 6 is a free download when you register at www.mpowerment.org.
RELATED: 3 important reasons for having a separate space for the Mpowerment Project.
RELATED: 3 important reasons for having a separate space for the Mpowerment Project.
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| Join us. Attend the Mpowerment Project training. |
The objectives of Module 3 are to familiarize you with the responsibilities and functions of the implementing agency, including:
- the different types of agencies that host Mpowerment Projects;
- suggested guidelines for leadership;
- planning for the Mpowerment Project before implementation;
- funding issues;
- agency policies, attitudes, and environment;
- staff selection and training, including sample job descriptions and interview questions;
- project supervision; and
- creating and maintaining good community relations.
