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Don't stop me now day2 a
 

Don't stop me now day2 a

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Don't Stop Me Now Session 4

Don't Stop Me Now Session 4

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    Don't stop me now day2 a Don't stop me now day2 a Presentation Transcript

    • Time to ‘think differently’about volunteering
    • Setting the scene • National Trust management from 2006 • Volunteer KPI at 67% • Communications generally good • Start of season & mid season meetings (x 6) • Social events and outings • Suggestions box • Some involvement in decision-making • Research groups
    • Our business plan“A great teamto be part ofOur exceptional, well-resourced and skilledteam of staff andvolunteers will makethings happen in line withour aspirations, bringing a‘can do’, entrepreneurialspirit and professionalismto all we do”
    • On volunteering“Our volunteers’ views and opinions willbe sought and valued, and we willdevelop a volunteering strategy that willensure that no matter which property youvolunteer at, there will be equally highstandards of communication,recruitment and management,opportunities to use different skills, todevelop knowledge of the property andto be involved in the decision-making”
    • Volunteer Exemplar Project• Central volunteering project – 5 properties• Think differently• Three ‘big ideas’• Include volunteers on project management• Clearly defined role definitions or briefs• Improve support and development• In line with business plan
    • Top 5 things we did…
    • 1. Volunteer Support &Development Team
    • 2. Volunteer Research Groups
    • 3. New volunteers, new roles –better systems and processes
    • 4. CommunicationCourt ClarionBusiness Plan ‘lite’Visitor Charter
    • 5. Breaking down barriers
    • Top 5 things we learned…
    • 1. Reaction tochange –and managingexpectation
    • 2. Desk space
    • 3. Being aware of what else isgoing on and impact this mayhave on volunteers48%
    • 4. Blurring the boundariesbetween staff and volunteers
    • 5. Why it was a good thingto do…things can’t stay the same forever…
    • Final reflectionsA rosy future?
    • Don’t S top Me Now! Mark A gnew G e ne ral M anage r Kellie S cottVolu nte e ring & C om m u nity E ngage m e nt M anage r
    • 12 volunteer roles 31 volunteer roles Traditional Projects Engagement Working 1st recruitment 2nd recruitment With Vols campaign campaign RGT Induction ? 24,320 24,579 34,350 43,242 44,999 61,242 175 238 235 372 395 430 5812005 2006 2007 2008 2009 2010 2011
    • Role Hours in 2011 Number of volunteersArtis ts & C alligrap h e rs 447.3 7Bu ggy D rive rs 1718.4 22C ate ring 1045.1 13C ons e rvation, Ad m in, R e s e arch 1207.8 28E ve nts 655 10Le arning 3264.5 33R oom G u id e s 26,031.5 273S h op & B ooks h op 3074.7 32Tu e s d ay G ard e n Te am 1469.5 12Vis itor We lcom e 1370.8 7Walle d G ard e n 5747.1 65Ward e ns 13,713.4 79
    • Understand Understand Design Market Selectyour audience your needs Offer Offer Induct Manage Broaden Exit Support
    • B roadening the Roles Interns: Volunteer Roles:• Youth Volunteering • Engagement Warden• E-Marketing • Costumed Interpreter• Conservation & • Calligrapher Engagement • Artist• Visitor Research
    • August • Consult team on what to do on 7th day! • Write up brief (draft) • Consult volunteers • Write brief (final) • Research costume supplies • Recruit Day Organiser • Write supporting materials for volunteers • Write training schedule and rope in presenters • Recruit from within team • Recruit externally during recruitment campaign • Find out final names of those interested • Training Week ONE (intro, measurements, house tour) • Start making/hiring costumes • Training Week TWO (Regency costume, manners etc) • Training Week THREE (house training) • Training Week FOUR (mock opening) • Mansion opens on a WednesdayMarch
    • I would recommend the Trus t as a place to volunteer (KPI) 80 68 70 59 60 50 2009 40 2010% 29 30 2011 20 10 1 0 0 Strongly Disagree Neutral Agree Strongly Trust disagree agree
    • I enjoy the volunteering I do 90 81 80 73 70 60 2009 50 2010% 40 2011 30 18 20 10 0 0 0 Strongly Disagree Neutral Agree Strongly Trust disagree agree
    • Drill down… Recommendation 68 Enjoyment 81Organisation & management 59 Empowerment 34 Engagement 34 Culture and values 45 Communication 44 Voice 29
    • The way your volunteering is organis ed and managed 70 59 60 50 45 2009 40 33 2010% 30 20 2011 10 2 4 0 Strongly Disagree Neutral Agree Strongly Trust disagree agree
    • It’s not all plain s ailing…
    • What next for volunteering at A ttingham?• Bulk up numbers in some teams• Development opportunities• Training• Consistency in departments• What do future roles look like and who will want to do them? MASSIVE shift in volunteering• Volunteer management training• Communication in the team
    • Room GuideAdvocate A role with a Introductory Deputy Day different view talk Organiser Tour Day Guide Organiser
    • C hallenges …1. Change management2. Maintaining consistency3. Keeping volunteer management high on the agenda4. Empowering volunteer managers5. Communication…600 people
    • Dont Stop Me Now Rachael Bayley May 2012 Case Study about RSVPRetired and Senior Volunteer Programme
    • Facts about RSVP• 15,047 Volunteers• 450 are VolunteerOrganisers & Coordinators• 27 FTE staff (17 full time and 17 part time)• Ratio of over 500:1• Projects in Wales, Scotland & England• Running for 24 yearsData at January 2011
    • Top Tips (1)1. Do create projects for people to own2. Do say No at the recruitment stage3. Have special volunteers to bring newpeople in
    • Top Tips (2)4. Have volunteers showing the way5. Have roles that can change to fit6. Do manage volunteers like volunteers,not like staff
    • Top Tips (3)7. Do have peer discussions and lots ofcoffee8. Have a Pick and Mix approach tovolunteer roles9. Do attract volunteers whose interest isin management
    • WorkshopQuestions and views?Which of these wouldwork for you?How could you develop these ideas?What ideas do you have to share?Rachael Bayleyrachaelbayley@yahoo.co.uk
    • Dont Stop Me Now Rachael Bayley May 2012 Case Study about RSVPRetired and Senior Volunteer Programme