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.
Volunteer management cliff notes
Volunteer ManagementWe will begin in a momentPlease be certain that you have computer speakersor use the dial-in number for your phone then enterthe access code followed by the #. THE CLIFF NOTES Sandra Miller email@example.com
Connect with us on facebook Volunteer Centers of Michigan Michigan Community Service CommissionProvides 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 throughwww.mivolunteers.org volunteerismwww.mnaonline.org www.michigan.gov/mcsc 2
Volunteer Centers of Michigan .mivolunteers.org• 1. Go to Resources Tab 3
STRATEGIC PLAN Increased Service Delivery Strong Volunteer ManagementSTRONG VOLUNTEER MANAGEMENT:The strong focus on recruiting, expectations setting, training, matchingvolunteers with opportunities and retention are critical. DELOITTE STUDY 2009 Reimaginingservice.org
ORGANIZATION MISSIONMake the VOLUNTEERCONNECTION MOTIVATIONS ORGANIZATION VOLUNTEER PRIORITIES SKILLS
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
EFFECTIVE MANAGEMENT•The organization’s reputation is your mostimportant recruitment tool.•Individuals want to work with organizationsthat are efficient and use their time well. 17
Volunteer Management Elements Recruitment RECOGNITION SCREENING Planning SUPERVISION ORIENTATION & & TRAINING EVALUATION
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
Volunteer Position DescriptionsPurpose• Individuals ―self screen‖• Clear expectations• Basis for recruitment• ―Informed Risk‖
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
KEYS TO RECRUITMENTClear Compelling Mission & Message Benefits to volunteer Duties Community needs being metUse current volunteers—set up a committeeIdentify Target MessageClear, Concise, Strong Call To Action
OUTREACHDevelop MaterialsIdentify effective media & distributionmethods. Go where they are Know what they want
APPLICATION Through TRAININGCLEAR ON-BOARDING PROCESS
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 situationPOLL
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
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
THE VOLUNTEER HANDBOOK A Step Toward Risk ManagementPrimary 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
TRAINING • Power equipment, copiers, etc.Equipment • Safety Use • Training, age requirements, etc. • Restrooms • Food & DrinkResources • • Supervision, Leadership Supplies Policies & • Dress • Signing In & OutProcedures • Minors • Blood-born Pathogens Safety • Equipment Storage • Weather, Environment, etc. 31
Importance of Training VolunteersWithout 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
. 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.
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
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
Connect Volunteer Activity to Impact & MissionMEASURE IMPACT