2. General Directorate of Social Assistance and
Child Protection is a public institution with legal
personality under the coordination of the Dolj
County Council. It was founded in 2004 with the
purpose to ensure at the county level the
enforcement of the policies and strategies of
social care in the field of children protection,
family, single person , elderly, people with
disabilities and other person in need
3. The institution provides specialized services as
follows:
→ Services / Counseling Centers for Children /
Adults / People with Disabilities / in need
→Services / Day Centres for the protection of the
Persons with Disabilities / in need
→ Services/Residential Centres for the protection
of the Persons with Disabilities / in need
4. General Directorate of Social Assistance and
Child Protection Dolj develop volunteer
programs, coordinated by a coordinator of
volunteers appointed by the general manager of
the institution, organized into 6 levels as follows:
→ Assessment of volunteer needs of the institution
→ Creating a voluntary program and the volunteer
mission
→ Setting goals and objectives of the volunteer program
→ Identifying volunteer tasks (drafting job descriptions)
→Creation of volunteers working procedures (including
how to assess the work of the volunteers in the
institution)
→ Management of material resources
5. In relation to volunteers institution
has a number of responsibilities:
→ offer equal opportunities and competent
assessment of persons who engage in volunteering
→ give to volunteers tasks to meet their
professional training, their personal and
professional experience, and personal interests
→ offer to volunters a description of tasks,
responsibilities and their role within the organization
→indicates clearly that is their program and that are
relationships with the employees of the institution
6. → provides education / training for volunteers
with the purpose to provide the opportunity to
engage in new activities and for personal
development
→ offer supervision by competent persons, know
the potential and limitations of the volunteers and
their expectations
→ respect the rights of volunteers and develop
policies to motivate volunteers
7. •
→ General requirements:
∙ communication skills
∙ charitable spirit, desire for personal development
∙ respect the volunteering law
→ Specific requirements:
∙ desire to work with children / elderly
∙ tolerance, empathy
∙ desire to work with disabled children / adults with
disabilities
Selected volunteer of our institution
must comply with the general
requirements as well as specific
requirements depending on the area
where they will perform the work:
8. Ways to motivate and recognition
of the merits of volunteers
Our institution developed ways to motivate and reward
their volunteers.
1.Ways to motivate volunteers:
→ promotes a welcoming atmosphere in the institution,
based on the "open door"
→ suggest to employees ways to express their
appreciation to volunteers and their activities (exercise
ability to say "thank you")
→ establishes a way that volunteers can express their
concerns and offer suggestions for solving their
problems
9. → promotes good communication between
all participants involved in the volunteer
program
→ stimulates desire to volunteer for
socialization , make new friends, meet
specialists from several fields
→ develops training programs, training
sessions by specialists of our institution,
whose role is to stimulate personal and
professional development of volunteer
→ allows spending free time with other family
members working in the institution or who are
also volunteers
10. 2. Ways appreciation / reward
volunteers
→ plan activities for formal recognition of all
volunteers, regardless of the activity they are involved
→ provide informal recognition of the merits of
volunteers ("Thanks")
→identify volunteers who deserve special recognition,
which are most involved, that can be called
"Volunteer of the month" title that can be awarded
at a special event organized by the institution, with
the participation of the general manager and local
community representatives
11. → involve employees with positions in the
institution in recognition of voluntary activities
→ deserving volunteers write letters of
recommendation and provide certificate of
participation as a volunteer in the institution
(when they are required)
→ Volunteer work is performed in the last
annual report of the department in which the
volunteer worked
→ After completion the voluntary program , if
the institution has a free position corresponding
to its preparation and if it possible , the
volunteer can apply on this position
12.
Assessment of volunteer
programs and volunteer
activities
Assessment of volunteer programs conducted in
institution aim:
→ improve the effectiveness of these programs
→ head of "weaknesses"
→ make decisions on voluntary compliance
program
The assessment adds value voluntary action, causing
significant or developed voluntary quality program
results.
13. The evaluation can measure results and
demonstrate the benefit /lack of benefit of
voluntary activity.
Volunteer program, as well as each volunteer
activity should be evaluated periodically.
Review team shall prepare questionnaires and
assessment tools appropriate for that:
→ require the collaboration of all those involved in
the program,of employees in departments where
volunteers have been operating
→ analyze data and performs an action plan
based on assessment results and focusing on
improving benefit activities undertaken by
volunteers.
14. → analyze progress reports on the work of
volunteers, prepared by volunteer
coordinator
→ will insist on "strengths" of the volunteer
and will make suggestions to improve its
activities
→ closing interviews of activity with
volunteers who completed the volunteer
program and leave the institution.
15. Interview with volunteers
Interview structure with volunteers has a
number of questions and will show what the
volunteers felt in the work environment.
• Do you feel valued?
Volunteers said they felt comfortable at
work; the atmosphere was relaxed and had
support from employees. They felt valued
because they have to show their skills and
knowledge and their work was appreciated
both from employees and managers.
16. • How are you valued?
Volunteers feel part of a team; felt they
had a clear role in team. Results of their
work were appreciated by both formal and
informal recognition. They answered that
they were recognized for their work
contribution and they have opportunity to
engage in more activities with greater
responsibility. Young volunteers appreciated
letter of recommendation and certificates of
participation in the volunteer program.
17. • How would they like to be valued?
Volunteers want to be assessed both
informally and formally. They want to be
considered on the same level with
employees, especially those who have
specialized training in the field.
Volunteer would like to be able to continue
working with the institution and after the
volunteer program ended.
