3. Why Place a Value on Volunteers?
• How much is this woman worth to your organisation?
4. Why Place a Value on Volunteers?
• To compare the value of different types of volunteers
• To compare volunteer value to other types of supporters
• To make a case for investment in volunteers
• To understand which types of volunteers offer the highest
value to your organisation
• To understand which types of volunteer fundraising
activities offer the highest value to your organisation
• To understand how much you can afford to invest in
building relationships and supporting different types of
volunteers
5. Making a start: Segmentation
Instead of treating volunteers as an ‘amorphous
mass’ we need to:
• differentiate types of volunteers
• understand what makes each different
We then need to create a comprehensive list of
volunteer types for:
i.groups
ii.individuals
7. Recruiting volunteers
• Clarity of request
• Job description
• Hours, location required
• Support, training offered
• Who they’ll be working with
• Interview, recruit
8. Optimising my volunteer’s time
How do I get them to focus
their energies on what is most
important for the business?
9. Value Days
Assign a weighting to different activities
undertaken depending upon their value to
the organisation and the individual’s job
Monitor time against those activities
Calculate a weighted number of hours/days to
measure performance
Set targets for the number of value days per
month or per year
10. Value Days
Monthly Timesheet
Activity Value Time spent Value Target Variance
(Hours) Hours
Administration 0.1 10 1.00
Sending out mailings 0.5 9 4.50
Calling supporters 1.0 0 0.00
Attending HNWI events 1.5 5 7.50
Finding new supporters 1.2 4 4.80
Pledger/HNWI Care 1.5 2 3.00
Total 30 20.80 30 -9.20
11. Optimising my investment
How do we know where we
should be investing our time
supporting fundraising
volunteers?
12. Hierarchy of Support Framework
Band Social Informal Individuals
Community Crowds
Groups
High
Medium
Low
13. value:support matrix
Used to plot the portfolio of community groups
assessing their value (most often financial)
against their required level of support.
It can help organisations to better understand
where each community group sits in terms of
their actual performance relative to their
support needs and how to assess what their
future could be.
16. contribution:value matrix
The logical next step as it goes beyond cash…
It is designed to help fundraisers place a value
beyond financial on their community groups and
can be used in two ways:
• to assess actual value
• to assess potential value
17. contribution:value matrix
To use this model effectively, an organisation
must be clear about how it measures value.
A key benefit of using this model is it enables the
organisation to think about actual value as well
as potential value.
So before making use of it, you must be able to
list value measures – both soft and hard.
18. contribution:value matrix
•To assess value, the fundraiser should:
•decide how the organisation would measure value
(e.g. income, time, activities etc.)
•give each a score: 3 (high) – 1 (low)
•you may wish to assign a relative value score
•plot each measure
•score each group
REMEMBER – this is about actual and potential
value
19. contribution:value matrix
Value measures might be:
• active campaigners
• their status in the real/virtual community
(e.g. mayor, celebrity)
• confident public speaker
• Sneezer
• understanding of the cause / personal
experience
• self-sufficiency
• loyalty
• longevity
20. contribution:value matrix
Then offset value against investment in each
group/individual, so follow the same process:
• decide how the organisation would measure
investment e.g. staff time, costs associated
with the group e.g. travel / materials /
resources
• give each a score: 3 (high) – 1 (low)
• plot each measure
• then score each group against this
22. Rewarding volunteers
• Why do I volunteer?
• Passionate belief in the cause
• Because I was asked by a friend
• I want to put something back
• I want to improve my CV
• The job looked interesting
23. Rewarding volunteers
• Thank them
• Celebrate
• Treats
• Anniversaries (personal and corporate)
• Social activities
• Lapel pins (silver, gold, diamante)
• Training
• Promotion
