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North West Heritage Tourism Volunteer Mapping
 

North West Heritage Tourism Volunteer Mapping

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Presentation by Suzi Williams, Business Development Manager at Lancashire and Blackpool Tourist Board

Presentation by Suzi Williams, Business Development Manager at Lancashire and Blackpool Tourist Board

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    North West Heritage Tourism Volunteer Mapping North West Heritage Tourism Volunteer Mapping Presentation Transcript

    • The North West Heritage Tourism Volunteer Mapping Study ( Undertaken by Skyblue Research Ltd ) Feedback - Suzi Williams, Business Development Manager, Lancashire and Blackpool Tourist Board
    • Why map volunteers?
      • The Theory:
      • That volunteers make an important contribution to the success of the heritage tourism sector in the North West, and;
      • That this could be enhanced further
      • The Unknowns:
      • The number of volunteers in the sector across the region, and;
      • Their level of training and support
    • Key Questions Volunteer Numbers ? Volunteer Hours? Which North West heritage attractions use volunteers? What roles do volunteers take on? Who takes responsibilities for the volunteers? What skills does the sector want its volunteers to have? What methods are used by organisations to engage new volunteers? What do attractions and visitors gain from volunteers contributions? What do the volunteers themselves gain?
    • The Survey in Numbers (Skyblue Research Ltd) Volunteer Roles Total Number of Volunteers Museum Heritage Centre / Attraction Gallery Park / Gardens Stately Home Church / Cathedral Theatre Railway CUSTOMER FACING 2953 (65%) 1319 (61%) 1037 (57%) 565 (70%) 735 (57%) 479 (62%) 384 (91%) 483 (96%) 116 (43%) Reception / Welcoming 1101 (24%) 413 (19%) 261 (14%) 52 (6%) 127 (10%) 74 (10%) 145 (34%) 436 (87%) 104 (39%) Education role 729 (16%) 526 (24%) 220 (12%) 287 (36%) 247 (19%) 73 (9%) 80 (19%) 0 2 (<1%) Room Steward 488 (11%) 118 (5%) 380 (21%) 80 (10%) 214 (17%) 227 (29%) 25 (6%) 0 0 Visitor Guide 448 (10%) 223 (10%) 124 (7%) 113 (14%) 112 (9%) 105 (14%) 102 (24%) 0 4 (1%) Catering 134 (3%) 38 (2%) 30 (2%) 11 (1%) 5 (<1%) 0 32 (8%) 47 (9%) 6 (2%) Event support 53 (1%) 1 (<1%) 22 (1%) 22 (3%) 30 (2%) 0 0 0 0 NON-CUSTOMER FACING 1568 (35%) 841 (39%) 790 (43%) 240 (30%) 560 (43%) 293 (38%) 40 (9%) 21 (4%) 151 (57%) Conservation 383 (8%) 182 (8%) 253 (14%) 22 (3%) 180 (14%) 125 (16%) 0 0 10 (4%) Gardener 362 (8%) 115 (5%) 231 (13%) 11 (1%) 258 (20%) 84 (11%) 3 (<1%) 0 4 (1%) Maintenance 230 (5%) 185 (9%) 144 (8%) 19 (2%) 10 (<1%) 13 (2%) 2 (<1%) 0 120 (45%) Archivist 143 (3%) 93 (4%) 38 (2%) 30 (4%) 37 (3%) 10 (1%) 8 (2%) 0 2 (<1%) Cleaning 136 (3%) 79 (4%) 72 (4%) 20 (2%) 11 (<1%) 11 (1%) 0 20 (4%) 6 (2%) Administration 113 (2%) 53 (2%) 25 (1%) 32 (4%) 23 (2%) 9 (1%) 22 (5%) 1 (<1%) 6 (2%) Curators 97 (2%) 85 (4%) 12 (<1%) 72 (9%) 0 0 0 0 0 Drivers 45 (<1%) 5 (<1%) 5 (<1%) 0 40 (3%) 40 (5%) 0 0 0 PR / Marketing 35 (<1%) 21 (<1%) 9 (<1%) 11 (1%) 0 0 5 (1%) 0 3 (1%) Research 24 (<1%) 23 (1%) 1 (<1%) 23 (3%) 1 (<1%) 1 (<1%) 0 0 0 46 respondents. Possible for volunteers to work multiple roles and for venues to state multiple types. % are of total volunteers working in that venue type
    • The Survey in Numbers
      • 106 venues identified
      • 53 responses received
      • 87% of respondents had volunteers
      • Depending on the season, between 4178 and 4655 volunteers work in responding venues
      • Volunteers outnumber paid staff by more than 2:1
      • Sector experienced net growth of 4-5% year leading up to the survey
      • 94% provide training for volunteers. 74% describe this training as ad hoc and informal
      • 85% respondents believe that volunteers are crucial to their success
      • 72% of respondents believe that investing in volunteer training will improve visitor numbers
      • 46% believe that volunteer training is a priority
    • Implications and Conclusions
      • The voluntary sector is growing
      • Different venues have different skills needs
      • Most venues have multiple individuals managing volunteers
      • Volunteer motivations – social – and community driven
      • Although venues value training, perceived difficulties in accessing it may affect take-up of relevant opportunities
    • Recommendations
      • Identify appropriate provision to meet volunteer training needs of the Heritage Sector
      • Identify appropriate support and resources to meet volunteer management, recruitment and retention needs of the Heritage sector
      • Communicate the range of support available to help heritage venues improve volunteer recruitment, retention, management, training and development
      • Further research – motivation of volunteers; venues willing to take the lead with the sector; expectations of volunteers; added value that volunteers provide