Successful Multi Generational Volunteer Programs

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A description of the 4 generations in the work place and information on how to integrate them into your volunteer program.

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  • For the first time in history, four generations are working and volunteering in the community together.
  • I say may be techno slow because statistics re showing that this generation is picking up on technology. Just the other day I saw an older lady, probably in this generation by her appearance, in Panera with her lap top out obviously getting onto the free wi-fi, maybe to update her Facebook page or tweet.
  • Let’s take a quiz and see who is from the Boomer Generation.
  • Boomers believe that 60 is the new 40
  • This generation is more likely to practice engaged philanthropy, they want to know what they are supporting and will interact with organizations in which they are involved. They value individuality and social responsibility in both their philanthropic giving and investments more than previous generation.
  • These folks have a lot on their plates with careers and family responsibilities. They view service as both an experience and a commodity and will go where they get the biggest “return”. These potential volunteers want flexibility and a variety of choices and options.
  • These volunteer want volunteering and community service to be a meaningful experience and they will expect clarity in position descriptions.
  • They will respond to convenience in giving service.
  • Now let’s try Generation X.
  • I just had a call the other day from a woman whose daughter wanted to be involved in AmeriCorps. I still find it hard to deal with this aspect of this generation, that young lady should have called!
  • I think we saw this generation really get motivated during the Obama campaign, they really took hold of his optimistic message and his call to service I was in a DC airport in September and saw and very young boy, still in a stroller. He was playing a game on his parent’s iPhone!
  • Small group activity – flip charts with the generations listed on each one. Ask participants to find their generation and answer the following questions. Tell them to select someone to record and someone to report back to the larger group.
  • The basics still hold true no matter what generation you are working with. Position descriptions, recruitment plans, supervision strategies and thoughtful recognition are still must haves when it comes to managing volunteer resources.
  • Now that we have explored each of these generations, how do we best reach them with our recruitment messages Position Descriptions – this is the first step in volunteer recruitment. You have to know the details of the position you are recruiting for in order to recruit the right person for that position. I have given you two different worksheet to help you with position description development. When thinking about recruiting the from different generations you need to keep in mind the characteristics we talked about earlier. Also, when doing the position description keep in mind the physical qualifications of the position. If you know up front that the volunteer will need to be able to lift 100lb boxes you will know not to recruit an oldervolunteer who has physical limitations. Developing a Volunteer Recruitment Message small group activity.
  • Traditional locations might work better for the Silent/Veteran Generation and the Boomers– community bulletin boards, newspaper ads, word of mouth, but even AARP is turning to the internet for volunteer recruitment; www.createthegood.org Non-traditional locations will have to be used for the Y/Nexters and maybe event Xers – on-line listings such as Craig’s List, Volunteer Solutions, Twitter, Facebook Let’s talk a little more about using social networking in volunteer recruitment.
  • Who is using Facebook in their personal life? Who is using it professionally? Success stories – Ronald McDonald House and Lexington Humane Society
  • A potential volunteer for a longer term position or a position that has contact with vulnerable populations needs to be screened. We have a responsibility to our clients to make sure the folks working with them are safe and appropriate. I recommend you have a face to face interview, check some references and even think about having a trial period, like an employee has a probationary period when they first get hired. You need to weigh the risk and efforts in screening a potential volunteer. Obviously someone who is walking in a walk-a-thon will be screened much less than someone working one on one with a small child.
  • Steve McCurley told a story about when he first started in volunteer management. He had an old car without air conditioning and dreaded leaving in the afternoon heat. One afternoon he had a man come in asking for a volunteer position in the center. This man had recently retired and his wife had made him come to get him out of the house. Steve dreaded so much getting in his hot car he ended up sitting with the gentleman longer than normal. He found out this man had a love of photography and they ended up crafting a new position where this man could put that talent to use for the center. He apparently continued to volunteer for years. Had they not spent the time talking he might have ended up in another position where he would not have been as happy and would have left much sooner. It pays to listen to people’s stories and help them get into a position where they can enjoy themselves.
  • One of our best recruitment strategies tools is word of mouth. It is our responsibility, and will make our jobs easier in the long run, to make sure the volunteers have a positive experience. When we, as volunteer coordinators, fail to plan we run the risk of providing the volunteer with a negative experience. The volunteer who has a negative experience is less likely to return and will certainly share their experience with their friends. When we are working against this “bad reputation” we will be fighting an uphill battle. I can’t stress enough having a plan in place, with a good position description before you begin recruiting volunteers. Management and proper recognition – two critical activities to engage in if you hope to retain the volunteer.
  • The Kennedy Serve American Act re-authorizes the main programs of the Corporation for National and Community Service. It also creates several other programs/projects that will be created IF the appropriations come through. Government funding 101 – President makes his budget, the House makes their budget, the Senate makes their budget. Then they all have to come together and agree on a single combined budget. Right now the three budgets have been developed and submitted but they have not come together on a final version. The CNCS programs are currently running on what is called a Continuing Resolution that keeps all funding at the same level as the previous fiscal year.
  • State (the programs we support out of the Commission) and National – largest branch of AmeriCorps. Members provide direct service in local community, faith based organizations, education or government institutions VISTA – Volunteers in Service to America, the poverty fighting arm of AmeriCorps. These members work to build the capacity of organizations helping communities rise up from poverty NCCC National Civilian Community Corps – team and residential based program for youth 18 to 24. They focus on disaster response but can be deployed to do a wide variety of things.
  • In Kentucky we have 20 AmeriCorps*State programs operating and 250 members serving. These members are actively engaged in direct service to their communities.
  • Another change is that those who are 55 and older who serve successfully and receive and education award can pass that along to a child or grand child. We foresee this being a huge recruitment tool for AmeriCorps programs in the future.
  • In Kentucky, all currently funded programs are school based and operate out of the Kentucky Department of Education
  • RSVP offers "one stop shopping" for all volunteers 55 and over who want to find challenging, rewarding, and significant service opportunities in their local communities. Foster Grandparents connects volunteers age 55 and over with children and young people with exceptional needs. Senior Companions brings together volunteers age 55 and over with adults in their community who have difficulty with the simple tasks of day-to-day living.
  • Re-competition – currently if an organization has an RSVP program that just continue to get funding (unless they do something really bad). In the future the RSVP programs will have to apply and compete for their funding. Needless to say this change has some people a bit concerned but it does open the door for more organizations who might have a better program design to access the funding for this program.
  • Some of the new programs laid out in the Serve Act include the Social Innovation Fund and the Volunteer Generation Fund. The development of these funding opportunities depends on appropriations which is still not completed, as mentioned earlier. The Social Innovation fund was included in all three budgets so we expect this will be the first of the new programs to roll out. But we still don’t know at what level.
  • The Volunteer Generation Fund was included in two versions of the budget so we might see this come to fruition in the near future as well.
  • The Serve America Act is a very large piece of legislation. There are going to be lots of opportunities that come from the Act. Just the increase in AmeriCorps members will see expanded opportunities for organization and individuals.
  • Open the floor up for final questions
  • Successful Multi Generational Volunteer Programs

    1. 1. Successful Multi-Generational Volunteer Programs Presented to: Nonprofit Leadership Initiative March 12, 2010
    2. 2. Four Generations Engaged <ul><li>Silent/Veteran Generation </li></ul><ul><li>Boomers </li></ul><ul><li>Xers </li></ul><ul><li>Y/Nexters </li></ul>Cabinet for Health and Family Services
    3. 3. Silent/Veteran Generation <ul><li>They were born between 1925 and 1945 </li></ul><ul><li>They are 64 to 84 in 2009 </li></ul>Cabinet for Health and Family Services
    4. 4. Characteristics <ul><li>Loyal </li></ul><ul><li>Sacrificed during WWII </li></ul><ul><li>Family/relationships are important </li></ul><ul><li>Respect authority </li></ul><ul><li>May be techno slow </li></ul>Cabinet for Health and Family Services
    5. 5. Baby Boomer Quiz <ul><li>Finish the line: </li></ul><ul><ul><li>“ Lions and tigers and bears, … </li></ul></ul>Cabinet for Health and Family Services
    6. 6. Baby Boomer Quiz <ul><li>“ Oh, my!” </li></ul>Cabinet for Health and Family Services
    7. 7. Baby Boomer Quiz <ul><li>“ Hey kids. What time is it?” </li></ul>Cabinet for Health and Family Services
    8. 8. Baby Boomer Quiz <ul><li>“ It’s Howdy Doody time!” </li></ul>Cabinet for Health and Family Services
    9. 9. Baby Boomer Quiz <ul><li>What do M&Ms do? </li></ul>Cabinet for Health and Family Services
    10. 10. Baby Boomer Quiz <ul><li>Melt in your mouth, not in your hand. </li></ul>Cabinet for Health and Family Services
    11. 11. Baby Boomer Quiz <ul><li>Before he was Muhammad Ali, </li></ul><ul><li>we knew him as… </li></ul>Cabinet for Health and Family Services
    12. 12. Baby Boomer Quiz <ul><li>Cassius Clay </li></ul>Cabinet for Health and Family Services
    13. 13. Baby Boomer Quiz <ul><li>“ You’ll wonder where the yellow went… </li></ul>Cabinet for Health and Family Services
    14. 14. Baby Boomer Quiz <ul><li>When you brush your teeth with </li></ul><ul><li>Pepsodent” </li></ul>Cabinet for Health and Family Services
    15. 15. Baby Boomer Quiz <ul><li>Before he was Skipper’s little buddy, </li></ul><ul><li>he was Dobie’s best friend </li></ul>Cabinet for Health and Family Services
    16. 16. Baby Boomer Quiz <ul><li>Maynard G. Krebs </li></ul>Cabinet for Health and Family Services
    17. 17. Baby Boomer Quiz <ul><li>“ M-i-c…see you real soon. K-e-y… </li></ul>Cabinet for Health and Family Services
    18. 18. Baby Boomer Quiz <ul><li>Why? Because we like you. </li></ul><ul><li>M-O-U-S-E </li></ul>Cabinet for Health and Family Services
    19. 19. Baby Boomer Quiz <ul><li>“ I wonder, wonder, wonder, wonder who… </li></ul>Cabinet for Health and Family Services
    20. 20. Baby Boomer Quiz <ul><li>Wrote the book of love” </li></ul>Cabinet for Health and Family Services
    21. 21. Baby Boomer Quiz <ul><li>Bob Dylan advised us never to trust anyone… </li></ul>Cabinet for Health and Family Services
    22. 22. Baby Boomer Quiz <ul><li>Over 30 </li></ul>Cabinet for Health and Family Services
    23. 23. Baby Boomer Quiz <ul><li>Superman, “disguised as Clark Kent, mild mannered reporter, fights a never ending battle for truth, justice and… </li></ul>Cabinet for Health and Family Services
    24. 24. Baby Boomer Quiz <ul><li>The American Way </li></ul>Cabinet for Health and Family Services
    25. 25. Baby Boomer Quiz <ul><li>A great QB in the NFL who came from the University of Alabama and appeared in a TV commercial wearing women’s pantyhose. Extra points if you know his nickname. </li></ul>Cabinet for Health and Family Services
    26. 26. Baby Boomer Quiz <ul><li>Broadway Joe Namath </li></ul>Cabinet for Health and Family Services
    27. 27. Baby Boomer Quiz <ul><li>“ I’m Popeye the sailor man! I’m Popeye the sailor man. I’m strong to the finish cause I eats me… </li></ul>Cabinet for Health and Family Services
    28. 28. Baby Boomer Quiz <ul><li>Spinach.” </li></ul>Cabinet for Health and Family Services
    29. 29. Baby Boomer Quiz <ul><li>“ Every morning at the mine you could see him arrive. He stood 6’6 and weighed 245… </li></ul>Cabinet for Health and Family Services
    30. 30. Baby Boomer Quiz <ul><li>Big John.” </li></ul>Cabinet for Health and Family Services
    31. 31. Baby Boomer Quiz <ul><li>“ When it’s least expected, you’re elected. You’re the star today! Smile!... </li></ul>Cabinet for Health and Family Services
    32. 32. Baby Boomer Quiz <ul><li>You’re on Candid Camera” </li></ul>Cabinet for Health and Family Services
    33. 33. Baby Boomer Quiz <ul><li>“ Liar, liar… </li></ul>Cabinet for Health and Family Services
    34. 34. Baby Boomer Quiz <ul><li>Pants on fire” </li></ul>Cabinet for Health and Family Services
    35. 35. Baby Boomer Quiz <ul><li>Where did Fats Domino find his thrill? </li></ul>Cabinet for Health and Family Services
    36. 36. Baby Boomer Quiz <ul><li>On Blueberry Hill </li></ul>Cabinet for Health and Family Services
    37. 37. Who are the Boomers? <ul><li>They were born between 1946 and 1964 </li></ul><ul><li>They are between the ages of 45 and 63 in the year 2009 </li></ul>Cabinet for Health and Family Services
    38. 38. Characteristics <ul><li>More then 10,000 boomers will turn 50 each day. </li></ul><ul><li>Boomers who are 50 and above control 60% of the nation’s wealth. </li></ul>Cabinet for Health and Family Services
    39. 39. Characteristics <ul><li>Also known as the sandwich generation as they are often caring for both aging parents and children. </li></ul><ul><li>48% of Boomers aged 51-59 still have 1 child at home. </li></ul><ul><li>64% of Boomers younger than 51 have 1 child at home. </li></ul>Cabinet for Health and Family Services
    40. 40. Characteristics <ul><li>68% of workers between the ages of 50 and 70 expect to work into retirement years. </li></ul><ul><li>They live a more “fit” lifestyle than previous generations. </li></ul>Cabinet for Health and Family Services
    41. 41. Characteristics <ul><li>They are internet savvy...as of 2004 82% of Boomers between the ages of 38 and 56 were online. </li></ul>Cabinet for Health and Family Services
    42. 42. The “X” Files <ul><li>What do Xers want the most from their jobs? </li></ul><ul><ul><li>Lifelong job security </li></ul></ul><ul><ul><li>Opportunities to learn and develop new skills they can use on their next job </li></ul></ul><ul><ul><li>Money </li></ul></ul><ul><ul><li>Power </li></ul></ul>Cabinet for Health and Family Services
    43. 43. The “X” Files <ul><li>How did growing up in the age of information and technology affect Xers the most? </li></ul><ul><ul><li>They developed short attention spans </li></ul></ul><ul><ul><li>They became cynical </li></ul></ul><ul><ul><li>They became more adaptable to change </li></ul></ul><ul><ul><li>They learned to be more creative with their tattoos and body piercings </li></ul></ul>Cabinet for Health and Family Services
    44. 44. The “X” Files <ul><li>Some people think that Xers are disloyal. What reality does this perception reflect? </li></ul><ul><ul><li>Job security is dead </li></ul></ul><ul><ul><li>Xers tend to be immature, spoiled and arrogant </li></ul></ul><ul><ul><li>They want to climb the promotional ladder quickly </li></ul></ul><ul><ul><li>They really do tend to be disloyal </li></ul></ul>Cabinet for Health and Family Services
    45. 45. The “X” Files <ul><li>What personality trait is most common among Generation X people? </li></ul><ul><ul><li>They are easily distracted </li></ul></ul><ul><ul><li>They are self reliant </li></ul></ul><ul><ul><li>They are neurotic </li></ul></ul><ul><ul><li>They are very self-centered know-it-alls </li></ul></ul>Cabinet for Health and Family Services
    46. 46. The “X” Files <ul><li>How do Xers view established institutions like the government and big corporations? </li></ul><ul><ul><li>They are wary of institutions because they’ve seen so many falter </li></ul></ul><ul><ul><li>They trust institutions more than they do people </li></ul></ul><ul><ul><li>They believe in them due to their power and efficiency </li></ul></ul><ul><ul><li>They tend to view virtually anything or anyone else as inferior </li></ul></ul>Cabinet for Health and Family Services
    47. 47. The “X” Files <ul><li>Xers are eager for rapid feedback and constant marking of recognition for their hard work. Why? </li></ul><ul><ul><li>They think they deserve a medal for just showing up </li></ul></ul><ul><ul><li>They are always trying to measure the return on their investment at work </li></ul></ul><ul><ul><li>They want to come in, get all they can, then split </li></ul></ul><ul><ul><li>Their self-esteem is low </li></ul></ul>Cabinet for Health and Family Services
    48. 48. The “X” Files <ul><li>What is the most common attitude Xers have regarding their economic future? </li></ul><ul><ul><li>They will likely work for the same organization until they retire </li></ul></ul><ul><ul><li>Their future is hopeless </li></ul></ul><ul><ul><li>They must rely on their own skills and abilities to achieve any success </li></ul></ul><ul><ul><li>They should have a great future because they deserve it </li></ul></ul>Cabinet for Health and Family Services
    49. 49. Who are the Xers? <ul><li>They were born between 1961 and 1980 </li></ul><ul><li>They are between the ages of 29 and 48 in 2009. </li></ul>Cabinet for Health and Family Services
    50. 50. Characteristic <ul><li>They tend to be laid back </li></ul><ul><li>They prefer a work/life balance </li></ul><ul><li>They question authority </li></ul>Cabinet for Health and Family Services
    51. 51. Characteristic <ul><li>They feel that job security is non-existent </li></ul><ul><li>They change jobs for a career path </li></ul><ul><li>They are comfortable with technology </li></ul>Cabinet for Health and Family Services
    52. 52. Generation Y/Nexters <ul><li>Born between 1980 and the Present </li></ul><ul><li>They are the youth! And up to age 29. </li></ul>Cabinet for Health and Family Services
    53. 53. Characteristics <ul><li>Parents remain involved in their lives </li></ul><ul><li>They have been exposed to adult materials most of their lives </li></ul><ul><li>Looking for a team </li></ul>Cabinet for Health and Family Services
    54. 54. Characteristics <ul><li>They tend to be loyal </li></ul><ul><li>Optimistic </li></ul><ul><li>Live, eat and breathe technology </li></ul>Cabinet for Health and Family Services
    55. 55. <ul><li>Time for a Break! </li></ul>Cabinet for Health and Family Services
    56. 56. Talking About our Generation <ul><li>What messages about work or volunteering did you get as you were growing up? </li></ul><ul><li>What were 3 or 4 defining moments in history that occurred when you were 12-18 years old? </li></ul><ul><li>What was the impact of those events on your generation? </li></ul><ul><li>Name 3-4 famous people who are in this generational group. </li></ul><ul><li>Develop a motto for your group. </li></ul>Cabinet for Health and Family Services
    57. 57. Ashley Anderson Cabinet for Health and Family Services
    58. 58. Volunteer Management <ul><li>So how does this knowledge shape how we manage our volunteer programs? </li></ul>Cabinet for Health and Family Services
    59. 59. Basics of Recruitment <ul><li>Planning a Recruitment </li></ul><ul><li>Strategy </li></ul>Cabinet for Health and Family Services
    60. 60. Where? <ul><li>Traditional locations </li></ul><ul><li>Non-traditional locations </li></ul>Cabinet for Health and Family Services
    61. 61. Using Social Media <ul><li>The Biggies </li></ul><ul><li>Facebook </li></ul><ul><li>Twitter </li></ul><ul><li>YouTube </li></ul>Cabinet for Health and Family Services
    62. 62. Screening Potential Volunteers <ul><li>Interview process </li></ul><ul><li>References </li></ul><ul><li>Trial period </li></ul>Cabinet for Health and Family Services
    63. 63. Placing the New Volunteer <ul><li>Listen to their story </li></ul>Cabinet for Health and Family Services
    64. 64. <ul><li>Reputation </li></ul>Cabinet for Health and Family Services
    65. 65. Checking In <ul><li>Do we need another break? </li></ul>Cabinet for Health and Family Services
    66. 66. Cabinet for Health and Family Services National Service Edward M. Kennedy Serve America Act FRANK R. TRINITY General Counsel May 2009
    67. 67. Major Themes <ul><li>Bi-partisan support </li></ul><ul><li>Expand opportunities for Americans to serve </li></ul><ul><li>Break down silos </li></ul><ul><li>Reduce unnecessary burdens </li></ul><ul><li>Demonstrate outcomes </li></ul><ul><li>Innovation in the nonprofit sector </li></ul>Cabinet for Health and Family Services
    68. 68. National Service Programs <ul><li>AmeriCorps </li></ul><ul><li>Senior Corps </li></ul><ul><li>Learn and Serve America </li></ul>Cabinet for Health and Family Services
    69. 69. AmeriCorps Today <ul><li>3 Programs </li></ul><ul><ul><li>AmeriCorps*State and National </li></ul></ul><ul><ul><li>VISTA </li></ul></ul><ul><ul><li>NCCC </li></ul></ul>Cabinet for Health and Family Services
    70. 70. AmeriCorps Members <ul><li>Tutor students </li></ul><ul><li>Build and weatherize homes </li></ul><ul><li>Assist seniors to be more independent </li></ul><ul><li>Respond to disasters </li></ul><ul><li>Recruit and manage volunteers </li></ul><ul><li>Provide support to re-entering offenders </li></ul><ul><li>Provide drug education to students </li></ul>Cabinet for Health and Family Services
    71. 71. Cabinet for Health and Family Services AmeriCorps Fast Facts 542,000 AmeriCorps members since 1994 705 Million Hours served by AmeriCorps members $1.43 Billion Segal AmeriCorps Education Awards earned by AmeriCorps members 1.7 Million Volunteers mobilized by AmeriCorps members in 2007 4,100 Number of organizations AmeriCorps members served with last year $5 Billion AmeriCorps funds invested in nonprofit and community groups since 1994
    72. 72. Changes in Serve Act <ul><li>Sets AmeriCorps on a path to 250,000 positions by 2017 </li></ul><ul><li>(88,000 in 2010; 115,000 in 2011) </li></ul><ul><li>Includes all approved national service positions </li></ul><ul><li>Sets goal of 50% full-time </li></ul><ul><li>Requires tutors to have HS diploma </li></ul>Cabinet for Health and Family Services
    73. 73. Changes in Serve Act <ul><li>CNCS to make effort to allocate at least 10% of grants to organizations involving significant number of individuals 55+ </li></ul><ul><li>5 new Service Corps within subtitle C </li></ul><ul><ul><li>Education </li></ul></ul><ul><ul><li>Healthy Futures </li></ul></ul><ul><ul><li>Clean Energy </li></ul></ul><ul><ul><li>Veterans </li></ul></ul><ul><ul><li>Opportunity </li></ul></ul>Cabinet for Health and Family Services
    74. 74. Learn and Serve <ul><li>Learn and Serve America: 1.4 million students in service-learning </li></ul><ul><li>School based, community based and higher education programs </li></ul>Cabinet for Health and Family Services
    75. 75. Changes in Serve Act <ul><li>Summer of Service – students grades 6-12 ► 100 hours/$500 education award </li></ul><ul><li>Semester of Service – secondary school students ► 70 hours/academic credit </li></ul><ul><li>Silver Scholar – fixed amount grants; individuals age 55+; ►350 hours/$1,000 silver scholarship </li></ul><ul><li>Encore Program – engages individuals age 55+; takes advantage of skills & experience of participants in design & implementation of program . </li></ul>Cabinet for Health and Family Services
    76. 76. Senior Corps <ul><li>RSVP – Retired Senior Volunteer Program </li></ul><ul><li>Foster Grandparents </li></ul><ul><li>Senior Companions </li></ul>Cabinet for Health and Family Services
    77. 77. Changes in Serve Act <ul><li>Expands eligibility for Foster Grandparent and Senior Companion programs </li></ul><ul><li>Increases hourly stipend to $3.00 (funds permitting) </li></ul><ul><li>Expands scope of FGP children </li></ul><ul><li>For RSVP, institutes re-competition beginning fiscal year 2013. </li></ul>Cabinet for Health and Family Services
    78. 78. Social Innovation Fund <ul><li>Provide seed money and scale up capital for innovative programs </li></ul><ul><li>Leverage private and foundation capital to meet major social challenges </li></ul><ul><li>Grants between $1M and $10M </li></ul><ul><li>$1 for $1 match </li></ul>Cabinet for Health and Family Services
    79. 79. Volunteer Generation Fund <ul><li>Grants to State Commissions and nonprofit organizations </li></ul><ul><li>Support recruitment and management of volunteers </li></ul>Cabinet for Health and Family Services
    80. 80. Other Subtitle H programs <ul><li>Call to Service Campaign </li></ul><ul><li>9/11 Day of Service </li></ul><ul><li>Fellowship programs </li></ul><ul><li>Silver Scholars </li></ul><ul><li>Nonprofit Capacity Building grants </li></ul>Cabinet for Health and Family Services
    81. 81. Serve America Act Resources <ul><li>http://www.nationalservice.gov/about/serveamerica/index.asp </li></ul><ul><li>http://www.nationalservice.gov/pdf/09_0519_serveact_faq.pdf </li></ul>Cabinet for Health and Family Services
    82. 82. Q&A <ul><li>Any questions, comments? </li></ul><ul><li>Anything you would like to add? </li></ul>Cabinet for Health and Family Services
    83. 83. Thank You! <ul><li>Melissa Newton </li></ul><ul><li>Kentucky Commission on Community Volunteerism and Service </li></ul><ul><li>800-239-7404 </li></ul><ul><li>[email_address] </li></ul><ul><li>A copy of this presentation can be found at </li></ul><ul><li>http://www.slideshare.net/melissacnewton </li></ul>Cabinet for Health and Family Services

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