Volunteer Retention and Evaluation   Mary Friend, CVA and Wendy Johnson, CVA
<ul><li>Who we are </li></ul><ul><ul><li>Mary Friend, CVA </li></ul></ul><ul><ul><li>Wendy Johnson, CVA </li></ul></ul><ul...
<ul><li>Volunteer Position Descriptions </li></ul><ul><li>Diversity in Volunteer Opportunities </li></ul><ul><li>Understan...
<ul><li>Surprise! </li></ul><ul><li>Not all volunteers will return. </li></ul><ul><li>(And that’s okay.) </li></ul>
<ul><li>Written position descriptions outline the volunteer’s role, what is expected of them and what they can expect from...
<ul><li>By  nature , volunteers have diverse skills and motivations so offering diverse volunteer opportunities will attra...
Motivations <ul><li>Volunteers come to your organization for a variety of reasons. </li></ul><ul><li>Important to have div...
<ul><li>Provides information that volunteers need in order to do the task(s) you are asking of them. </li></ul><ul><li>Ins...
<ul><li>12 Basic Needs of Every Volunteer – Helen Little </li></ul><ul><ul><li>Specific manageable task </li></ul></ul><ul...
<ul><li>What to Share </li></ul><ul><ul><li>Volunteer Stories, Pictures, and Successes </li></ul></ul><ul><ul><li>Organiza...
<ul><li>Simple, Low Cost </li></ul><ul><li>Extravagant, High Dollar </li></ul><ul><li>Bottom Line – Say “THANK YOU!”  </li...
<ul><li>People </li></ul><ul><ul><li>Staff and Volunteers </li></ul></ul><ul><li>Activities </li></ul><ul><ul><li>Tasks:  ...
<ul><li>Long term effect: </li></ul><ul><li>A win-win-win-win  </li></ul><ul><li>For volunteers, staff, clients, and the o...
<ul><li>Resource Guide from all CIAVA Sessions </li></ul><ul><li>CIAVA </li></ul><ul><ul><li>Central Indiana Association o...
<ul><li>Thank You for attending our session  </li></ul><ul><li>and  </li></ul><ul><li>the 2011 Governor’s Conference! </li...
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Gcsv2011 volunteer retention and evaluation - m friend and wendy j

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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 volunteer retention and evaluation - m friend and wendy j

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