• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Gcsv2011   volunteer retention and evaluation - m friend and wendy j
 

Gcsv2011 volunteer retention and evaluation - m friend and wendy j

on

  • 363 views

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 ...

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.

Statistics

Views

Total Views
363
Views on SlideShare
363
Embed Views
0

Actions

Likes
0
Downloads
1
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Gcsv2011   volunteer retention and evaluation - m friend and wendy j Gcsv2011 volunteer retention and evaluation - m friend and wendy j Presentation Transcript

    • Volunteer Retention and Evaluation Mary Friend, CVA and Wendy Johnson, CVA
      • Who we are
        • Mary Friend, CVA
        • Wendy Johnson, CVA
        • CIAVA
          • Central Indiana Association of Volunteer Administration
      • Housekeeping
        • Time management
        • Questions
      • Volunteer Position Descriptions
      • Diversity in Volunteer Opportunities
      • Understanding Volunteer Motivations
      • Training
      • Supervision
      • Communication
      • Recognition
      • Evaluation
      Focus
      • Surprise!
      • Not all volunteers will return.
      • (And that’s okay.)
      • Written position descriptions outline the volunteer’s role, what is expected of them and what they can expect from the organization.
      • Can be used in recruitment, placement and evaluations.
      • Important to update regularly.
      • Important components:
      • Title Qualifications
      • Purpose Commitment
      • Supervision Training
      • Responsibilities
      • By nature , volunteers have diverse skills and motivations so offering diverse volunteer opportunities will attract and retain volunteers.
      • Diverse opportunities will allow interested volunteers to advance within your organization.
      • Having different types of opportunities will also assist with transitioning volunteers.
      • Types of diversity:
        • Time commitments Qualifications
        • Physical demands Responsibilities
        • Location
    • Motivations
      • Volunteers come to your organization for a variety of reasons.
      • Important to have diverse opportunities to meet diverse motivations.
      • Motivations why people volunteer:
        • Believe in your mission
        • Want to help or make an impact
        • To learn, use or build a skill
        • For their resume
        • For social reasons
        • For something to do
      • Provides information that volunteers need in order to do the task(s) you are asking of them.
      • Instructs volunteers how the organization wants things to be done.
      • See / Hear / Do
      • Different formats :
        • Classroom setting
        • Virtually or on video
        • One-on-one
        • On-the-job
      • 12 Basic Needs of Every Volunteer – Helen Little
        • Specific manageable task
        • A task that matches motivation
        • A good reason for doing task
        • Written instructions
        • A reasonable deadline
        • Freedom to complete task
        • Everything necessary to complete task
        • Adequate Training
        • A safe, comfortable, friendly environment
        • Follow-up
        • Opportunity to provide feedback
        • Appreciation, recognition and awards
      Supervision
      • What to Share
        • Volunteer Stories, Pictures, and Successes
        • Organizational News
        • Volunteer News
      • How to Share
        • Print Media: Newsletters, Press Releases, Annual Report
        • Social Media: Facebook, Twitter, Blog, Websites
        • Email Blasts: ChimpMail, Exact Target, Constant Contact
      Communication – Stay in the Loop
      • Simple, Low Cost
      • Extravagant, High Dollar
      • Bottom Line – Say “THANK YOU!”
        • Be Consistent
        • Be Sincere
      Recognition
      • People
        • Staff and Volunteers
      • Activities
        • Tasks: Day-to-day
        • Special Events
      • Processes
        • Annual evaluation
        • Program Audit
      Evaluation
      • Long term effect:
      • A win-win-win-win
      • For volunteers, staff, clients, and the organization
      • Resource Guide from all CIAVA Sessions
      • CIAVA
        • Central Indiana Association of Volunteer Administration
      • Certified Volunteer Administrator (CVA) credential
      More Information
      • Thank You for attending our session
      • and
      • the 2011 Governor’s Conference!