2. CONTENTS
5-6
7-10
11-12
13-14
15-16
17-20
21-23
24-25
26-28
29-30
31-32
33-34
35-36
37-38
39-44
45-46
47-48
49-50
Definitions
Starting an employee volunteer program
Elements of a successful volunteer program
Volunteering project characteristics and categories
Motives that underlie volunteering
Why should your workplace volunteer?
Benefits for the employee
Drill
2010 survey
Dollars and doers
McClelland’s theory
Organizational characteristics which make volunteering work
Techniques to improve
Techniques to sustain
Young people and volunteering
Swiss volunteering
Case studies
Conclusion and questions
Page 2
4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
10 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
Reducing costs, saving time plus improving
employee engagement and morale
Services for job seekers
Page 4
8. Starting an employee volunteer
program 1 of 3
• What will the volunteering
policy look like?
• Why has your organization
decided to support the
community in this way?
• What are the objectives?
• Are there any restrictions on
the types of activities people
can do?
• Will you use specialist thirdparty organizations to help?
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9. Starting an employee volunteer
program 2 of 3
• Will there be any budget
available for reimbursing
employees for any costs
associated with volunteering?
• Will there be funds or in-kind
support available to
contribute to the volunteering
program?
• Will the organization extend
workers’ compensation
coverage to their people
while they volunteer?
Page 9
10. Starting an employee volunteer
program 3 of 3
• When will a health & safety
risk assessment be
undertaken?
• How, when and by whom will
the program be evaluated?
• Is there a good fit?
• Are incentives provided?
• How is success evaluated?
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12. Elements of a successful volunteer
program
• Planning
• Recruitment, interviewing
and screening
• Orientation and training
• Supervision and evaluation
• Recognition
Page 12
18. Why should your workplace
volunteer? 1 of 3
• To make a difference to the
community in a way that
changes lives for the better
• Raise awareness of what
your organization does by
connecting and
communicating across sectors
• Discover hidden talents of
your staff through new
experiences, approaches and
ways of connecting
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19. Why should your workplace
volunteer? 2 of 3
• Have fun and gain
satisfaction in an alternative
setting to the normal
workplace
• Inspire others through the
enthusiasm, generosity and
can-do attitude of your
employees
• Build new relationships with
community groups, their
volunteers and clients
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20. Why should your workplace
volunteer? 3 of 3
• Strengthen existing relationships by
employees connecting in new ways
with colleagues
• Learn something new by
experiencing work in the
community sector
• Increase health and wellbeing of
your employees and the
community.
• Help stretch and save the time and
resources of community
organizations and enable increased
levels of service delivery
22. Benefits for the employee 1 of 2
• A sense of personal satisfaction,
fun and fulfilment
• New learning experiences outside
the normal job parameters
• New and more positive
perceptions of career, workplace,
peers and management teams
• Opportunities to interact with
people from other areas of the
organization leading to improved
communication and teamwork
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23. Benefits for the employee 2 of 2
• Opportunities to meet new people
and explore new situations and
challenges
• Providing opportunities to create
pathways to community
involvement for employees
reaching retirement age or
considering part-time employment
options
Page 23
27. 2010 survey 1 of 2
• % of Canadian adults who made
a financial donation
• Amount donated in CAD
• % of Canadian adults who
donated time
• Amount of hours donated
• Average $ per donor
• Average hours per donor
• Donations per province
Page 27
28. 2010 survey 2 of 2
• % of Canadian adults
volunteering per province
• Hours volunteered by Canadian
adults per province
• Donors and donations
• Volunteers and hours
volunteered
• Personal and economic
characteristics plus age groupsdollars and time
Page 28
34. Organizational characteristics which
make volunteering work
• Lay the foundation through
the mission and vision of the
organization
• Combine inspiring leadership
with effective management
• Build understanding and
collaboration
• Learn, grow and change
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40. Young people and volunteering 1 of 5
• Career-focused, flexible and
receptive to new ideas
• More open-minded
• Energetic and enthusiastic
• Technologically savvy
• Prefer peer camaraderie
• In many instances affected by
mandatory community service
requirements
• Seeing volunteering as a bridge
• Sensitive to perceived age
discrimination
41. Young people and volunteering 2 of 5
BARRIERS
• Lack of time
• Inability to make a long-term
commitment
• Not being asked
• Unsure how to become involved
• Feeling that their opinions and
insights are not valued,
respected or taken into account
• Organizations’ perception that
young people need services and
help
42. Young people and volunteering 3 of 5
EXAMPLES OF YOUNG PERSONFRIENDLY VOLUNTEER TASKS
• Tasks that can be done
virtually
• Activities that can be done in
pairs or groups
• Opportunities that allow the
volunteer to learn job-related
skills
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43. Young people and volunteering 4 of 5
IMPROVING THE VOLUNTEER
EXPERIENCE FOR YOUNG PEOPLE BY:
• Promoting volunteerism where
young people will see it
• Building meaningful relationships
• Capitalizing on technology options
• Being sensitive to differences
• Being respectful about the tasks and
roles that are assigned to young
people
• Being flexible and accommodating
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44. Young people and volunteering 5 of 5
IMPROVING THE VOLUNTEER
EXPERIENCE FOR YOUNG PEOPLE BY
(CONTINUED):
• Offering benefits and incentives
• Communicating feedback to young
volunteers regularly and
constructively
• Clearly outlining the purpose of the
proposed young people volunteer
activity
Page 44