Uploaded on

Presented at the American Pets Alive No-Kill Conference 2014.

Presented at the American Pets Alive No-Kill Conference 2014.

More in: Lifestyle
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads

Views

Total Views
96
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
2
Comments
0
Likes
1

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide
  • Establish and maintain a personal connection
  • Establish and maintain a personal connectionFeedback – personal & anonymous
  • Describe the essential duties for each positionInvest time/resources up front to maximize success
  • Search online for samples to get ideasTeen foster program
  • Leverage existing staff & volunteers - Ask employees and current volunteers to refer their friends, family members and co-workersLeverage the community - Advertise at businesses or post notices at libraries, schools and other places with community boards
  • Capture key info: Capture contact info, work/volunteer experience and education
  • Choice sheets - Allows volunteers to indicate area of interest

Transcript

  • 1. HIGH IMPACT VOLUNTEERING Critical steps to building and maintaining your volunteer base
  • 2. AGENDA  Personal Connection!  Stages of Volunteer Coordination  Recruitment  Orientation  Engagement  Retention  Things to Consider  Useful Resources
  • 3. PERSONAL CONNECTION!  Be responsive  Prompt answers & guidance  Solicit feedback  Enlist the help of seasoned volunteers  Buddy system  Mentoring  Liaisons  Matchmakers  Create a community  Teams  Facebook  Events  Set realistic expectations
  • 4. STAGES OF VOLUNTEER COORDINATION 1. Recruitment 1. Volunteer Roles 2. Policies 3. Strategies 2. Orientation 1. Application and Registration 2. Logistics 3. Presentation 3. Engagement 1. Orientation Follow-Up 2. Deployment 4. Retention 1. Vision 2. Metrics/Impact 3. Personal Connection/Community 4. Appreciation/Recognition
  • 5. RECRUITMENT: VOLUNTEER ROLES  Identify key areas of need and schedules  Write position descriptions  Describe essential duties  Include skills and experience needed  Describe the physical conditions  Who will coordinate volunteers?  Dedicated volunteer coordination (VC) committee  Invest time/resources
  • 6. RECRUITMENT: POLICIES  Create Volunteer Handbook  Set expectations  Minimum time commitment  Age guidelines  Shelter environment  Dealing with animals  Outline do‟s and don‟ts  Search online for samples
  • 7. RECRUITMENT: STRATEGIES  Overall organizational marketing is key  APA! does little recruitment  Strong brand awareness = more volunteers  Leverage existing staff & volunteers  Leverage the community  Online recruitment  VolunteerMatch, Craigslist, Facebook
  • 8. ORIENTATION: APPLICATION AND REGISTRATION  Applications are a necessity  Liability and release  Capture key information  Search online for sample applications  APA! uses Zoho (free)  Application auto-response  To register or not to register?
  • 9. ORIENTATION: LOGISTICS  Location  Someone‟s house, local business, church, etc.  Supplies  Copy of Volunteer Handbook  Nametags  Pens  Choice sheets  PowerPoint  Donations/T-shirt sales
  • 10. ORIENTATION: PRESENTATION  Content  Follow Volunteer Handbook  History and mission of organization  Specific volunteer duties and teams  Necessary training and safety info  Set expectations – The 3 P‟s  Clear next steps  Choice Sheet
  • 11. ENGAGEMENT: ORIENTATION FOLLOW-UP  Be Responsive  Prompt follow up  Add to email list  APA! uses Yahoo Groups  Send welcome letter  Establish personal connection  Connect volunteers with team leaders/liaisons  Matchmakers  VC team  Share “insider” info  Wiki page, Facebook groups, etc.
  • 12. ENGAGEMENT: DEPLOYMENT  Volunteer shifts  Encourage accountability  Provide direction for new volunteers  Buddy system or mentors  Pair new volunteers up with veterans  Liaisons  Link between ops team and VC team  Provide training  Volunteers know what to do and how to do it  Check in/retrain
  • 13. RETENTION: VISION  Communicate Your Vision  Remind & refer to vision often  Tie into metrics/impact
  • 14. RETENTION: METRICS/IMPACT  Share success stories  Communicate metrics  Celebrate accomplishments
  • 15. RETENTION: PERSONAL CONNECTION/COMMUNITY!  Be responsive  Enlist the help of seasoned volunteers  Create a community  „Uniform‟  Teams  Facebook  Events  Set realistic expectations
  • 16. RETENTION: APPRECIATION/RECOGNITION  Appreciation  Parties or gatherings  “Thank you” and a positive attitude  Recognition  Volunteer of the Month  Veteran volunteers  Meaningful items as reward  i.e. Volunteer t-shirt instead of a plaque  Organization-wide and team-specific
  • 17. THINGS TO CONSIDER  Tracking hours – APA now  Unique cases  Walk-In Volunteers  Group volunteers?  Pro: Good for large projects  Con: Require more management, short-term  Under 18?  Pro: Recruit and retain parents  Con: Safety concerns, management  Community service  Pro: Increases number of helping hands!  Con: Less invested in the organization, more oversight
  • 18. USEFUL RESOURCES  Your organization‟s website  Other organizations‟ manuals, articles, how-to‟s  Zoho  Volunteer response templates (canned responses)  Google docs & forms  Yahoo or Google groups  www.idealist.org  RSVP (Retired Senior Volunteer Program)  HSUS‟s Volunteer Management Discussion Group  Local Volunteer Management Groups