8447779800, Low rate Call girls in Saket Delhi NCR
Volunteer management cliff notes
1. Volunteer Management
We will begin in a moment
Please be certain that you have computer speakers
or use the dial-in number for your phone then enter
the access code followed by the #.
THE CLIFF NOTES
Sandra Miller
saltzmiller@gmail.com
2. Connect with us on facebook
Volunteer Centers of Michigan Michigan Community Service
Commission
Provides resources to volunteer The state’s lead agency on
centers across the state in their volunteerism working to build a
efforts to address key culture of service by providing
community issues. vision and resources to
strength communities through
www.mivolunteers.org volunteerism
www.mnaonline.org www.michigan.gov/mcsc
2
5. STRATEGIC
PLAN
Increased
Service
Delivery
Strong Volunteer
Management
STRONG VOLUNTEER MANAGEMENT:
The strong focus on recruiting, expectations setting, training, matching
volunteers with opportunities and retention are critical. DELOITTE STUDY 2009
Reimaginingservice.org
6. ORGANIZATION
MISSION
Make the VOLUNTEER
CONNECTION MOTIVATIONS
ORGANIZATION VOLUNTEER
PRIORITIES SKILLS
7. CONNECT THROUGH
• Mission & Impact
– How will what they’re doing
make a difference?
– Measure & Communicate Impact
• Personal Contact
– Introductions
– Small groups w/leader
– Opportunities for interaction
– Trained Staff
• Communication
– Before, during, after
7
10. Consider Volunteer Motivations
Consider what the volunteer is looking for
– Why do people volunteer?
– What are the benefits to the volunteer?
– What are the barriers?
10
11. Why do you volunteer?
• Help others, serve my community
• Network, Meet new people
• Learn new skills
• Use my skills
• Other
POLL
17. EFFECTIVE MANAGEMENT
•The organization’s reputation is your most
important recruitment tool.
•Individuals want to work with organizations
that are efficient and use their time well.
17
18. Volunteer Management Elements
Recruitment
RECOGNITION SCREENING
Planning
SUPERVISION
ORIENTATION
&
& TRAINING
EVALUATION
19. Start with the position description
• What’s the connection to your mission?
• What are the potential target groups?
– Who’s interests, needs and connections are a
likely match?
– What will create an appeal?
– Clearly identify expectations
20. Volunteer
Position Descriptions
Purpose
• Individuals ―self
screen‖
• Clear expectations
• Basis for
recruitment
• ―Informed Risk‖
21. BUILD A RECRUITMENT PLAN
• Clear, compelling • Where will you find
statement of need them?
• How to help • Print
• Build from volunteer • Media
position description. • Online
Message Method
Benefits & Target
Features Population
• New Skills
• Networking • Young Professionals
• Exercise • Youth
• Environmentalists • Families
22. KEYS TO RECRUITMENT
Clear Compelling Mission & Message
Benefits to volunteer
Duties
Community needs being met
Use current volunteers—set up a committee
Identify Target Message
Clear, Concise, Strong Call To Action
25. How does your organization respond to volunteer inquiries?
• Automatic email
• Follow up phone call or email within a specific period of time by a
designated person
• One designated staff member responds but there’s not timeline
• It varies with the situation
POLL
27. SCREENING
APPLICATION INTERVIEW
• Contact information • Make the connection
• Interests & Skills • Assess interest & skills
• References • Assess motivations
• Information— • Make the match
– Background Check Process – Organizational needs
– Volunteer needs & skills
• Ask about
– Job/task preferences
– Motivations/recognition
28. The Orientation
Why am I volunteering?
Make the Connection
What is the purpose? How am I making a difference?
Identify the impact
How will I be volunteering?
Set the stage
Whom am I serving with?
Create feelings of welcome, appreciation, inclusiveness
28
29. THE VOLUNTEER HANDBOOK
A Step Toward Risk Management
Primary volunteer reference source for information covered in orientation
• Organizational Structure, Contact Information
• Marketing material & terms
• Discrimination Policies, Reporting process
• Termination procedures
• Forms
– Liability release, publicity release, waivers, confidentiality
agreement,
• Signature Page
31. TRAINING
• Power equipment, copiers, etc.
Equipment • Safety
Use • Training, age requirements, etc.
• Restrooms
• Food & Drink
Resources •
•
Supervision, Leadership
Supplies
Policies & • Dress
• Signing In & Out
Procedures • Minors
• Blood-born Pathogens
Safety • Equipment Storage
• Weather, Environment, etc.
31
32. Importance of Training Volunteers
Without proper training volunteers may:
• Perform their duties poorly or step outside of their
boundaries
• Not take all proper safety precautions
– Important step in risk management
• ―Feel lost‖ while doing their task and not return
• Have a negative experience and tell others about it, thus
undermining the image of the organization
32
33. .
SUPERVISION/EVALUATION
• Correct problems before they grow.
• Make the personal connection
• Evaluation/feedback--A two-way process
– Answer Questions
– Ask for input
• Considers not just abilities and attitudes, but organizational fit.
– Not every individual fits every opportunity
• Look for the ―good matches‖ and build on those.
34. Recognition
•Volunteer Reflections
•Provides feedback and closure,
•Makes the connection between the event & mission
•Communicate & Celebrate IMPACT
•Recognize any special contributions
•“Make the Ask”—Continued Involvement
Ask—How would you like to share your skills and
interests with us
34
35. REFLECTION
What?, So What?, Now What?
Structure time for volunteers to think
and talk about experience.
Benefits: Examples:
• Create a stronger sense of • Group discussion
accomplishment • At the end of the project
• Establish a deeper connection • Through social media
to the community • Tweeting or facebook
• Deepen volunteers’ responses
understanding of the need for • Create a photo journal of the
community engagement. project
• Increase volunteers • Video
commitment to service.
35
37. Number Volunteers
Hours Served
# Clients Served
#Services Provided
Lbs. Food
# Meals
Student GPA
Student Attendance
Satisfaction Survey
Volunteers
Clients
Staff
37
38. Maintain The Connection
• Communicate/follow up
with volunteers
• Share the story
– Media
– Newsletters
– Website
– Pictures/video
39. GETTING STARTED
What’s your first step?
• Choose one position
• Focus on & refine one step in management
• Recruiting from a new target group
• Developing an orientation
Use of gloves, pictures, breaks, food & drink. Key to risk reduction. Important to retention as volunteers want to feel effective and view the organization as prepared.
This step helps to foster volunteer retention and promote a sense of connection with the organization as the volunteer feels involved and recognizes the impact their serves makes. Reflection is a process in which volunteers think about their personal experiences. Review the benefits, examples and planning points listed on the slide. In example: When planning your project--Decide which form of reflection you will use. Tailor the reflection activity to the project. For example, if volunteers are assisting with art classes at a daycare center, they might create a simple art project about their service experience. An address is provided on the “Project Planning Resources” document links to a “reflection toolkit”. A google search will provide many other examples. You may want to show the “Reflecting on Your Service” video in your toolkit or view it @ http://www.monkeysee.com/play/18141-volunteering-reflecting-on-your-service just be prepared to view it ahead of time and have it on your computer so that you can pause it after the commercial.
There are many ways to measure value. When looking at the potential for grants, this is an important consideration. Organization’s must be able to document change to document effectiveness.
