Gcsv2011 training busy staff to work with volunteers-t. bishop and k. kraemer


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This document was created by an individual or individuals who submitted a proposal so he / she / they may present at the Office of Faith-Based and Community Initiative’s 2011 Conference on Service and Volunteerism (GCSV11). This proposal was approved by the Indiana Commission on Community Service and Volunteerism (ICCSV) and other community partners. Sharing this document is a courtesy extended by the OFBCI to conference attendees who may want to reference materials covered at the GCSV11, and the OFBCI in no way not responsible for specific content within.

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Gcsv2011 training busy staff to work with volunteers-t. bishop and k. kraemer

  1. 1. Training Busy Staff toSucceed with VolunteersTricia Bishop, CVA and Kristin Kraemer, CVA
  2. 2. Staff Personalities Those who want volunteers and know how to engage them Those who want volunteers and think they know how to engage them Those who want volunteers but do not know how to engage them Those who do not want volunteers
  3. 3. Why is it important to train staff? Develop understanding as to why organization wants volunteers Staff involvement = commitment to program Alleviate misunderstanding, fears, and concerns of staff Build teamwork Bolster support of program, each other Review key aspects of supervision – how to supervise Review volunteer policies and procedures Allow staff to provide feedback
  4. 4. Benefits to Staff Successful completion of work Build teamwork More services rendered to clients Assure greater potential for retention Reduce conflict Alleviate fears, misunderstandings, and concerns Help avoid friction between staff and volunteers (clarifies roles and responsibilities) Help avoid opposition, resistance, and inability to achieve creative engagement of the volunteer
  5. 5. Benefits to Volunteers Receive better training and supervision Are part of the team Feel welcomed and wanted Time utilized effectively and efficiently Needs for challenges, social interaction, direction, feedback and appreciation are more likely to be met
  6. 6. Role Playing A volunteer doesn’t report for his assignment for two months. An area staff member sees the Volunteer Coordinator in the hallway and asks where the volunteer is. The Volunteer Coordinator doesn’t know anything about it. What could have prevented this situation?
  7. 7.  A new volunteer complains to the Volunteer Office that their training isn’t going well. The volunteer has worked with three different staff people on three different days and is given three different sets of instructions. How could this situation have been prevented?
  8. 8. A volunteer was recently placed in a newassignment. After two days, the area staffcomplain that the volunteer doesn’t followdirections. The staff don’t want to work with thevolunteer anymore. How do you prevent thisfrom happening again?
  9. 9. Two employees are having difficulties withanother co-worker. The two are discussingtheir personal problems in the presence ofa long-term volunteer. Should you have adiscussion with the employees and, if so,what do you say to them?
  10. 10. A staff member has an acquaintance whostarted volunteering without going throughthe Volunteer Office. The staff memberthought they were “helping” the VolunteerOffice Staff fill a necessary position. Whatdo you tell the staff person?
  11. 11. A staff member requests six volunteers to helpwith an event in less than two weeks. You areunable to fill any of the positions. How do yourespond to the person requesting thevolunteers?
  12. 12. A volunteer complains that they have to dounpleasant tasks every week that paid staffnever seem to do. How can this beprevented?
  13. 13. A staff member complains that they have avolunteer they no longer want to work with.The staff person says the volunteer has notworked out well for over six months andhasn’t shown improvement. Can youremove this volunteer with only thisinformation and how can you prevent it fromhappening again?
  14. 14. Training New Employees New Employee Orientation Basic Overview of Volunteer Program Review policies and procedures
  15. 15. Build Rapport With Staff Maintain regular communication Ask staff for input/suggestions Host informational gatherings Recognize staff to their supervisors Staff commitment to program
  16. 16. Financial Costs of Volunteers Determine cost of a new volunteer Attrition Staff time/training
  17. 17. Know Volunteer Jobs Inside and Out! Clear job descriptions Review job descriptions annually Be a Volunteer! Write supervision of volunteers into staff job descriptions
  18. 18. Volunteer Supervision Increased Professionalism Evaluations annually Staff Liaisons/chain of command
  19. 19. Leadership/Coaching of Paid Staff How to Help Volunteers meet their goals Clear communications Ask open ended questions Self-evaluations