The document outlines the National Trust's vision for volunteers by 2020, which includes having volunteers involved in every aspect of work and all staff being confident working with volunteers. It also sets a target of 64% of volunteers strongly recommending volunteering with the National Trust by 2012. The strategy focuses on developing the capability of volunteer managers, improving systems and processes, and creating new volunteer opportunities.

2. Sue Wilkinson
Director of supporter
Development

4. Simon Murray
Chief Operating Officer

5. Strategy Wheel…
Visitor
Enjoyment CPI
Net Promoter
Score
Energy
Reduction
Relevance
to local
community
Net Gain Staff
Satisfaction
Change Prog
Business Case
Operational
Member numbers Mgt Satisfaction
Properties Volunteer
beating Recommendation
baseline

6. …turned to green
Visitor
Enjoyment CPI
Net Promoter
Score
Energy
Reduction
Relevance
to local
community
Net Gain Staff
Satisfaction
Change Prog
Business Case
Operational
Member numbers Mgt Satisfaction
Properties Volunteer
beating Recommendation
baseline

8. Helen Timbrell
Volunteering and Community
Involvement Director

9. Volunteer Management Convestival
May 15 2012
Volunteering in the National Trust:
A long term vision and an immediate target

10. Two things…
The 2020 ambition:
Volunteers in every aspect of our work
All staff confident and capable of working with volunteers
The 2012 KPI target:
64% volunteers strongly recommend volunteering with the
National Trust

11. Everyone feels like a member
and by 2020 five million will be.

15. Volunteers involved in every
aspect of our work
All staff confident and capable
of working with volunteers

16. http://www.youtube.com/watch?v=XChxLGnIwCU&feature=youtu.be&t=6m
First: Mickey Film
http://www.youtube.com/watch?v=kQ7f4lV3e0c&feature=youtu.be&t=2m22s
Second: Gareth Film

17. Three strands of work:
1. Capability and confidence of our volunteer managers
3. Systems and processes to meet property and Whole
Trust need
5. New offers / ways for people to get involved

18. Our approach
20%
New offers
New offers
40%
New offers
Systems
&
Processes Systems
&
Processes
Systems
&
40% Processes
Capability Capability
& Capability
&
Confidence &
Confidence
Confidence
Years 1 - 3 Years 4 - 6 Years 7 - 9

19. 2020?
Family volunteering Virtual
volunteers
2012
62k Internships
Family volunteering
Internships
Employee volunteering
Employee volunteering
Governance
Working Holidays Micro
Governance
volunteers
Working Holidays
Supporter Groups
Supporter Groups
Regular, routine
Regular, routine

20. “You cannot get the full benefit of heart
and head and active will unless you give
those who serve you responsibility,
freedom of action and the opportunity of
forming and striving to realise their ideal”
Octavia Hill

22. LONDON AMBASSADOR
VOLUNTEER PROGRAMME
DIVERSITY AND INCLUSION
What we did
How we did it
Outcomes
DAVID HUSE – HEAD OF LONDON AMBASSADORS
6th March, 2012

23. AMBASSADOR PROGRAMME
OVERVIEW
Games Time summary
• 43 sites
• 7800 Ambassadors including 250 Under 18s and 140 Mentors
• 250 Managers
• 50 GLA staff in the Management Cell
Programme status
• Ambassador offer process complete
• Uniform details captured
• Managers on-boarded
• Majority of procurement work done
Immediate priorities
• Training deployment from January
• Manager and games time operational plans finalised
• Firming up execution detail of uniforms, catering and travel
23

24. WIMBLEDON PODS

25. WIMBLEDON PODS

26. WIMBLEDON PODS

27. UNIFORM
Fleece 2 Polo Shirts Waterproof Jacket
Water Bottle
Baseball Cap
Trouser or Skirt
Backpack
Trilby

28. APPLICATION/REGISTRATION DATA vs
TOTAL LONDON
2001 2001
Age Applications Registrations London Ethnicity Applications Registrations London
Census Census
16-17 5.6% 4.9% 6% White 57.4% 58.4% 69.0%
18-25 38.3% 40.5% 13% Mixed 3.9% 4.2% 3.5%
26-35 16.1% 18.2% 19% Asian 23.5% 23.7% 16.8%
36-45 11.1% 11.4% 16% Black 11.2% 11.3% 10.6%
46-55 11.5% 10.8% 12% Other 2.4% 2.3% 0.1%
56-65 12.3% 10.1% 8%
65+ 5% 3.9% 6%
2001
Sexual Gay to Z
Applications Registrations Gender Applications Registrations London
Orientation Estimate
Census
Gay 2.9% 2.7% 5% Female 62% 61.4% 52%
Male 37.7% 37.2% 48%
Not Given 0.3% 1.4%
London ONS
2001
Population
Faith Applications Registrations London Disability Applications Registrations
Survey
Census
2008/2009
None 28.7 29.6% 16% All 2.6% 1.9% 15%
Baha'i 0% 0% By Age No Data 16-17 7%
Buddhist 1.8% 1.8% 1% Available 18-25 8%
Christian 44.9% 42.4% 58% 26-35 8%
Hindu 4.9% 4.8% 4% 36-45 15%
Jain 0.4% 0.4% 46-55 25%
Jewish 1.8% 1.4% 2% 56-65 32%
Muslim 8.6% 8.5% 8% 65+ 35%
Sikh 1.5% 1.4% 1%
Other 1.6% 1.5% 1%
Not Given 4.7% 5.3% 9%

29. APPLICATIONS –
LANGUAGE CAPABILITY SUMMARY
Top 10 languages Next 10 languages
(% of all languages) (% of all languages)
Language % Language %
French 22.3 Yoruba 2.3
Spanish 11.7 Portugese 2
German 8.4 Arabic 2
Hindi 8.3 Russian 1.8
Chinese 7.1 Tamil 1.6
Urdu 5.6 Japanese 1.2
Punjabi 4.7 Sign Language - British 1.2
Italian 4.5 Greek 1
Gujarati 4.1 Polish 0.9
Bengali/Sylheti 2.7 Dutch 0.9

30. DIVERSITY/INCLUSION ATTRACTION
AND RETENTION STRATEGY
SCOPING PHASE – BRINGING TOGETHER
• The face of London
• Language Skills
• Community/Borough Inclusion
• Volunteering Commitment to the programme
ATTRACTION PHASE – IDENTIFYING & TARGETING
Two groups/each allocated to someone in the team/scorecards
1. Specific Diversity and Inclusion groups
• National groups and bodies – RNIB
• Regional – Volunteering England
• London – East End Muslim Foundation
2. Four sectors
• Business
• Voluntary
• Leisure
• Education
RETENTION PHASE – KEEPING THEM ON THE JOURNEY
• Generic and tailored communication
• Joint benefits

31. Manager’s Recruitment – P&G

32. RECOGNISE ANYONE?