Ealing CVS Ealing Community and Voluntary Service – part of a national network of agencies dedicated to providing Service and support – dedicated voluntary sector resource centre opening in November 2006 Liaison Between information and guidance to the local voluntary sector in Ealing focal point, networking –voluntary, statutory and private sectors Representation – role of Ealing Community Network and LSP Development Work Stategic Partnership – forums – local and sub regional Ealing Volunteer Centre – part of Ealing CVS – national network- Volunteering England, members of Greater London Volunteering, leading on West London Volunteering Forum and LGBT forum – partner agency for Investing in Volunteers Quality Standard ChangeUp is about strengthening the support and assistance available to voluntary and community organisations. The ChangeUp framework was developed in partnership with the sector and focuses on improving capacity building and infrastructure within the voluntary and community sector. From April 2006 ChangeUp will be managed by Capacity Builders , an agency at arms length to government, led by a board of sector experts Hubs of expertise have been established nationally, linked to six key voluntary and community sector infrastructure issues: • Finance • Governance • ICT • Performance • Volunteering • Workforce These are partnerships of VCS organizations aiming to improve quality, efficiency, coherence and strategic development. The Hubs will provide a gateway through which organizations can access the full range of support and development services. As a direct result of winning Change up funding, matched by the London borough of Ealing we are offering bursaries to enable voluntary organisations and groups to access accredited training for their volunteers.
Jane has covered the essential points about Investing in Volunteers and there will be an opportunity to explore the implications for your organisation after lunch Coreen has told you all about our wonderful sister project TIDE – and many of you will already be familiar with the excellent programme and a select few will have benefited from tailor courses The forum programme has developed in leaps and bounds and has proved to be a brilliant spawning ground for new ideas and partnership development – next one coming up on 23 rd April – here at St. Andrew’s – we will be looking at recruitment, induction and ending the volunteering placement – as usual we will not be seeking solutions but as todau in the workshops developing ideas and models which fit the context of the volunteering experience Refining our thinking and developing better questions to research and refine In anticipate of the pertinent and demanding questions which we will raise in the workshops I have arranged a meeting with The Chancellor of Thames Valley University in April and are pleased to give you the latest news on our Volunteers Charter – signed last night at the local strategic partnership – the draft chater is in the pack and will be formally launched in Volunteer’s Week 1 – 7 th April . So to the volunteer centre’s role – we engage with individuals and organisations – we broker individuals and group volunteering – we do this through our publications – hand in hand step by step and volunteering for busy people and now we have added a third strand through our investin gin Ealing’s volunteer’s pack – which signed posts orgniastions to sources of accrediated training programmes
what makes a satisfactory volunteering expereince using both examples from the literature and primary research from focus groups 26 volunteers from a range of age groups and backgrounds were interviewed what makes for a satisfying volunteering experience? proposes a model from progressive volunteering identifies eight key pressure points conceptual model to help our understanding economic model of supply side from volunteers in what they bring to an orgnaistion which organisations have little control over appreciation of the barriers eight pressure points are identified the image and appeal of volunteering methods of recruiting recruitment and application procedures trainign for volunteers = consider as Rachel suggests creating training situations within your organization which can be utilised – minutes at meetings or an apportunity to speak in public can be created overall management of volunteers work ethos and culture of th eorganisation support and supervision give to vcols.
bFamiliar? The image of volunteering blue rinse middle aged middle class women with time of their hands? The importance of promotion of voluntary activity and the exclusion of many groups who think that volunteering is not for people like them – the promotion your volunteering opportunities are key in attracting the many people who may not think of themselves as potential volunteers, but would be pleased to help out, or get involved or join in for a special event Your relationship with the volunteer centre – the importance of feedback The ethos of the organisation – Are new volunteers afforded equal status? Do more established volunteers regard themselves as superior ? Do you encourage this with long service awards and accolades Are there lots of people who engage with your organisation who are volunteers but do not associate their engagement with the term volunteering? Are there clear preconceptions about who makes the ideal volunteer for your organization – is it true or are there other groups of the people to interact with ?
Lizzie Saunders Manager Ealing Volunteer Centre
Learning and Volunteering <ul><li>Developing Investing in Ealing’s Volunteers </li></ul><ul><li>TIDE </li></ul><ul><li>training trainers </li></ul><ul><li>providing programme tailored training in Brent, Ealing and Harrow </li></ul><ul><li>Quarterly Volunteer Co-ordinator Forums </li></ul><ul><li>Publication, Education, preparation </li></ul>
A Choice Blend What volunteers want from organisation and management Katharine Gaskin 2003 Institute for Volunteering Research
“ It doesn’t matter what group it is they always expect a little bit more than you want to give”
Stages of the journey Ambassadors Pride of Association Positive Awareness Drivers Support Supervision Efficiency Engagement Clarity Individualism Reception Speed Image Access Stayer Doer Starter Doubter
From Doubter to Starter <ul><li>The image </li></ul><ul><li>Methods recruiting </li></ul><ul><li>Selection </li></ul><ul><li>Vbase </li></ul><ul><li>The role of the Volunteer Centre </li></ul><ul><li>Millennium Volunteers? </li></ul><ul><li>Interview process </li></ul><ul><li>3 R’s </li></ul><ul><li>matching </li></ul><ul><li>referral (back) </li></ul>
From Starter to Doer <ul><li>Induction into volunteering </li></ul><ul><li>Training for volunteering </li></ul><ul><li>informality? and efficiency </li></ul><ul><li>orientation what to expect/expected </li></ul><ul><li>support </li></ul><ul><li>how to claim expenses. </li></ul>
From Doer to Stayer <ul><li>management </li></ul><ul><li>ethos and culture </li></ul><ul><li>support and supervision </li></ul><ul><li>structures governance management leadership </li></ul><ul><li>aware of the role and needs of volunteer </li></ul>