Volunteer Program Analysis and Recommendations Paper

Running head: VOLUNTEER PROGRAM ANALYSIS AND RECOMMENDATIONS 1
Volunteer Program Analysis and Recommendations
Meredith Hansen
University of Georgia

VOLUNTEER PROGRAM ANALYSIS AND RECOMMENDATIONS 2
Interview
Program
A. How many volunteers does the organization have?
Extra Special People recruits roughly 160 volunteers per semester for their after-school
programs and 100 individuals for Camp Hooray summer staff. In addition to day programs and
summer staff, Extra Special People recruits volunteers to serve during weekend events called
“Club” and “No Kids Allowed” (NKA) and other special events that require different numbers of
volunteers like Big Hearts, Big Jump, Bulldogs and Buddies, seasonal festivals, and operations
or development volunteers (“Programs”, n.d.).
B. What are the tasks that a volunteer performs?
For program volunteers, their main responsibilities include being a best friend to someone
with a developmental disability, helping to create an atmosphere of celebration and belonging for
participants, engaging in one-on-one interactions with their participant, and assisting in the
growth of participants’ goals identified by their family members on buddy charts. Buddy charts
allow volunteers to measure the occurrence of specific goals or behaviors identified by
participant’ family members. These charts also allow staff members at Extra Special People to
gain insight regarding the success of their programs. Aside from program volunteers, several
volunteers complete office-related work or operational tasks that may have less intrinsic value,
so the volunteer coordinator aims to emphasize the impact of their work and reaffirm their
impact with Extra Special People.
C. Who coordinates volunteers?
Matt Waring currently serves as the volunteer coordinator at Extra Special People (“Meet
Our Team”, n.d.). He possesses several years of experience with the organization that contribute

to his current position. Matt Waring grew up living in Athens, Georgia and began as a summer
staff volunteer with Extra Special People in High School. He attended the University of Georgia
as a Special Education major and continued volunteering on summer staff and eventually served
as an intern for after-school programs. After six years of volunteering with summer and year-
round programs, Extra Special People offered Matt a position as their volunteer coordinator.
As the volunteer coordinator, Matt communicates with volunteers throughout each day and
provides information regarding their responsibilities, training, documentation, expectations, and
other related aspects of volunteering with this agency. Matt Waring spends a substantial amount
of time writing letters of recommendation for volunteers, meeting with volunteers to assist with
projects they’re working on, and finding new groups to fulfill voluntary needs at Extra Special
People. He also assists other staff members to ensure that volunteers meet their needs. When
program volunteers arrive at Extra Special People, Matt greets each volunteer and strives to learn
everyone’s name. Additionally, Matt tries to visit as many groups as possible in order to connect
with them on a personal level or provide a teaching moment if necessary. He hopes to facilitate a
positive experience for volunteers so that some will return in subsequent semesters, summers, or
annually for special events.
D. How is the volunteer program structured?
Extra Special People’s volunteers make up the hands and feet of the organization and help to
add to their community of celebration daily. Afternoon program volunteers work one-on-one
with participants through a 12-week commitment and participate in classes such as music,
bowling, swimming, art, cooking, yoga, and more. Summer camp volunteers, the agency’s
largest program of the year, allows volunteers to participate in week-long experiences with one
or two participants. Depending on the week, Camp Hooray holds activities at Extra Special

People’s main building, Camp Twin Lakes for residential camp, or various field trips throughout
some weeks. Work day volunteers help maintain Extra Special People’s properties by assisting
with decorating, beautification, garden planting, or another related task. Finally, event volunteers
help support participants and families by attending monthly dinners, seasonal activities, weekend
enrichment activities, or fundraising events. Each of these volunteer positions helps Extra
Special People fulfill their mission of creating transformative experiences for children and adults
with disabilities and their families.
E. What are the current challenges that the volunteer coordinator faces with regard to
managing volunteers?
Matt Waring explains how volunteers exist as the backbone of every organization, including
Extra Special People. If volunteers did not serve in such impactful ways, these responsibilities
and tasks would fall back on staff members who already have pressing responsibilities. Because
of this, a challenge for every volunteer coordinator relates to the ability to find enough volunteers
to fulfill a need within the organization. Fulfilling the need of recruiting program volunteers
hasn’t been a challenge due to the intrinsic value of the experience, but fulfilling other volunteer
positions such as weekend or maintenance events often comes as a challenge. In order to help
meet this need, building relationships within the community or with corporate partnerships helps
to fulfill some of the less popular volunteer positions at Extra Special People.
Extra Special People holds their biggest annual event called Big Hearts, which requires many
volunteers and help from the community at large. Currently, Extra Special People prepares for
their 2021 Big Hearts event and face unique challenges due to the ongoing COVID-19 pandemic.
Big Hearts takes place virtually this year, so Matt Waring as the volunteer coordinator faced a
challenge of finding volunteers to help make Big Hearts equally as impactful as the in-person

event. Matt explains how “pivoting” as a volunteer coordinator proves as a crucial quality in
order to adapt to changes and shifts within the organization. For example, volunteers prepared
“watch boxes” that included merchandise that will help create a meaningful experience while
watching Big Hearts at home. This proved as a challenge for the volunteer coordinator since he
had to find volunteers to fulfill this need quickly in “crunch time”.
Matt Waring currently wants to improve in finding ways to change the normal day-to-day
activities at Extra Special People in order to create a livelier experience in areas such as arrival
procedures, fundraising rewards, etc. Interns participate in an arrival activity called “welcome
wagon” where interns greet participants by cheering and dancing to music as they walk through
the door. Matt wanted to make this activity more engaging by purchasing costumes for interns to
wear that makes for a unique experience among participants. Interns dance in banana and
penguin costumes while greeting participants each day. Additionally, Matt wants to thank
volunteers who fundraise for the agency in new ways. Usually, the volunteer coordinator writes
letters to those who fundraise, but Matt added by personally calling each volunteer who
fundraised last semester and thanking them for their efforts. Implementing simple, but creative
activities like this allows new and returning participants and volunteers to have a more fun,
meaningful experience every week at Extra Special People.
Recruitment
A. How does the application process look like?
Currently, Extra Special People uses a platform called Givepulse that allows potential
volunteers to create an account, become a member of Extra Special People by filling out
documentation and obtaining a background check, and sign up for events (“Extra Special
People”, n.d.). Currently, Extra Special People requires volunteers to complete documents such

as a volunteer release and waiver of liability and COVID-19 disclosures and waivers. Aside from
program volunteers such as maintenance or office tasks, the application process looks different.
Matt Waring or another full-time staff member finds volunteers to come in and attributes those
hours to Givepulse but doesn’t require these volunteers to sign up like program volunteers since
they’re not working directly with participants.
B. Is there a volunteer job description(s)?
For program volunteers, weekend event volunteers, or monthly dinner volunteers who use
Givepulse to sign up for events and programs, the website includes detailed information about
the event such as a brief description of what will take place, the time and location of the event,
whether or not the event repeats weekly, any volunteer requirements, Matt Waring’s contact
information, and a list of other volunteers and staff members who will attend the event or
program. For volunteers not required to utilize Givepulse, Matt or another full-time staff member
at Extra Special People explain the roles and responsibilities for other positions.
C. What happens after a volunteer contacts an organization expressing interest in
volunteering?
After a potential volunteer contacts Extra Special People expressing interest in volunteering,
Matt Waring as the volunteer coordinator may ask the individual to create an account on
Givepulse depending on the position they wish to participate in. If the individual wants to
participate as anything other than a program volunteer, Matt may communicate with the
volunteer directly instead of requiring the creation of a Givepulse profile. For program
volunteers, individuals must create an account on Givepulse, complete paperwork, obtain a
background check, and attend training and orientation before volunteering.
D. How are volunteers selected? Is there an interview process?

Program volunteers are selected at the beginning of each semester on a first-come, first-serve
basis. Standard volunteers must be 14 years old or older, although younger volunteers can
participate in a training program where children can learn more about the organization’s mission
by volunteering at fundraising events and programs by helping set-up, interacting with
participants, helping to facilitate programs, and working alongside a counselor (“Volunteer,
n.d.). In addition to the age requirement, standard volunteers must create an account on
Givepulse, fill out required documents, obtain a background check, and attend training and
orientation before beginning to volunteer. In contrast to program volunteers, those who wish to
apply for summer staff positions go through a more detailed interview process where applicants
talk directly with full-time staff members. First, potential summer staff members complete an
online application and then potentially interview on Zoom with full-time staff members (“Sign-
In: Extra Special People”, n.d.). If selected, summer staff members complete onboarding
paperwork and attend orientation and training before the summer begins.
E. How are volunteers screened?
In addition to standard onboarding documents and a liability waiver, program volunteers
obtain a background check from the Oconee County Sheriff’s Office. Extra Special People
partnered with the Sheriff’s Office and allows volunteers to receive a background check at no-
cost to them, since the organization understands that many volunteers have to obtain many
background checks that accumulate in expenses over time.
Orientation and Training
A. Discuss the timing (when and how is it offered?) and the location(s).
At Extra Special People, volunteer orientation and training takes place at the beginning of
each semester before programs begin in August and January of each year. For summer staff

volunteers, training takes place before summer camp begins in June. The training and orientation
events take place in-person at Extra Special People’s main facility located in Watkinsville,
Georgia.
B. Who is responsible for conducting it/them?
The volunteer orientation and training process primarily falls on Matt Waring as the
volunteer coordinator, but other staff members and interns assist in this process as well. Program
interns for the semester have the opportunity to come to the orientation and training in order to
introduce themselves to the volunteers they’ll be working alongside during the semester. In
addition to interns, full-time staff members assist with trainings by teaching topics such as buddy
chart and behavior trainings. If the volunteer coordinator themselves aren’t conducting a portion
of the training, they are the one empowering the other individuals to serve in this role and
ultimately has the responsibility of training volunteers.
C. How is the orientation/training delivered (in-person, online, individually, in groups,
etc.)?
Extra Special People holds their volunteer orientation and training in-person. Usually, the
organization has one volunteer orientation/training session per semester, but due to COVID-19
regulations, they held four separate orientation/training sessions this semester for new and
returning volunteers. In the future, Extra Special People intends to continue having four separate
sessions in order to give volunteers the opportunity to meet other volunteers that will attend on
the same day as them throughout the semester.
D. How long does it/they last?
The volunteer orientation and training session for program volunteers at Extra Special People
lasts for about three hours in the afternoon, around the same time that programs take place during

the semester. For summer staff volunteers, training and orientation takes place for a few days
before summer camp begins. Summer staff volunteers go through a more extensive training and
orientation process since volunteers spend more time with participants and have greater
responsibilities.
E. What topics are covered during the orientation/training?
During Extra Special People’s volunteer orientation and training events, volunteers gain
knowledge in the organization’s background and mission, their responsibilities during the
semester, the day-to-day structure of the program, how to get more involved with the
organization, how to communicate with participants while maintaining boundaries and respect,
information about fundraising and development, and disability-related topics such as
communication skills, ability awareness, person-first language, prompting, and buddy chart and
behavior training.
F. Does the agency have a volunteer handbook? If so, describe its content.
Extra Special People has a volunteer handbook on their website accessible for volunteers to
view, but Matt Waring shares that not many volunteers utilize this tool. He understands that most
volunteers, especially those in younger age groups, won’t absorb information by reading their
20-page document relating to volunteer responsibilities, so the organization focuses more on
their in-person orientation and training. Despite the fact that many volunteers don’t utilize the
volunteer handbook, Matt explains that some adult volunteers appreciate having a physical
document to refer back to.
Reward and Recognition
A. Discuss the rewards and recognitions used for each volunteer position.

Extra Special People keeps track of volunteers’ impacts and hours on Givepulse in order to
gain insight on whether or not volunteers continue to attend registered events and enjoy the
experience enough to return in subsequent weeks. This platform gives the agency the opportunity
to measure retention rates and development of skills. For example, Matt observes volunteers
throughout the semester in order to see the ways in which volunteers gain skills in working
alongside those with disabilities. In addition, Givepulse allows Matt and other staff members to
track the amount of funds raised by program volunteers.
From the information obtained on Givepulse and observations from Matt Waring, interns, or
other staff members, volunteers receive rewards and recognitions throughout the semester and at
the end of the semester-long program. Throughout the semester, volunteers receive recognition
from class interns who spend the most time with volunteers. Matt Waring encourages interns to
thank volunteers and give them the opportunity to provide feedback by completing a survey each
week. In addition to recognition from interns, the volunteer coordinator tracks fundraising
throughout the semester and provides rewards to individuals and groups who fundraise a specific
amount that helps send participants to summer camp at discounted rates. For example, this
semester Matt provided a pizza party to the class that fundraised the most in a week.
Each week, this agency uses a reward and recognition tool called “brags” for both
participants and volunteers in order to celebrate and affirm people for their accomplished work at
Extra Special People. During his first semester as the volunteer coordinator, Matt Waring wrote
each volunteer a personalized brag in order to affirm their impact and express gratitude. In
addition to writing personalized brags, Matt Waring and other past volunteer coordinators reward
and recognize volunteers at the last program day of the semester by serving food, gifting
merchandise like a beanie or t-shirt, and showing volunteers a slideshow of photos and videos

from their time as a volunteer. This method gives volunteers the opportunity to reflect on their
experience, see their impact in a visual way, and form an emotional connection to the
organization and participants.
Extra Special People includes another form of recognition by allowing volunteers with many
hours of experience to become “red shirt volunteers”. These volunteers wear red Extra Special
People shirts and serve as a person of support for volunteers who may not have as much
experience working with the organization or people with disabilities. Not only does this serve as
a form of recognition for volunteers who devote many hours to supporting the organization and
its mission, but this form of recognition also supports other volunteers who have questions and
staff members who now may not have the responsibility of answering all questions or concerns.
B. How are volunteer motivations considered when planning their recognition and
reward?
Extra Special People considers volunteer motivations when planning reward and recognition
methods. For example, many program volunteers are young or college-aged students. Matt
Waring and other staff members realize that people from this age group will likely appreciate
rewards such as food, merchandise, etc. In addition to considering rewards and recognitions that
will appeal to the most common age group of volunteers, Extra Special People also gives
volunteers the opportunity every week to complete a survey that shows their satisfaction with the
event and ways to improve in the future. This helps volunteers to feel included in their
experience and the decisions that impact them. Finally, Matt Waring explains that volunteers
continue to return to Extra Special People because of the friendships formed with participants.
Due to this realization, Matt filmed participants saying thank you to volunteers and compiled all
the clips into a video for volunteers to see at the end of the semester. This emotional form of

recognition allows volunteers to see their impact and helps increase their likelihood of returning
to volunteer in the future.
C. Does the organization have a reward and recognition handbook? If yes, briefly
describe its content.
Extra Special People does not have a reward and recognition handbook.
Recommendations
Recruitment
A. Who will you ask to volunteer? Who would want the job that needs to be done?
Those who volunteer at Extra Special People must possess some specific qualities in order to
accomplish the needed task of creating transformative experiences for individuals with
disabilities and their families. First, volunteers must have kindness, acceptance, and respect for
participants by celebrating participants’ abilities rather than focusing on disability. Volunteers
need to be willing to adapt to change and have qualities like creativity and energy in order to
keep their buddy engaged and help create a meaningful experience for them. In order to find
individuals with these qualities, reaching out to certain groups in the area may prove as an
effective way to recruit the kind of volunteers who would want to help fulfill Extra Special
People’s mission.
If asked to begin updating the recruitment process for Extra Special People, I would first look
to college or high school students in the Athens or Watkinsville area and ask students to
volunteer with this agency. Specifically, asking students who study or participate in
extracurricular activities related to disability studies could prove as an effective strategy since
these individuals likely have some knowledge and interest in working alongside those with
disabilities. For example, I would reach out to advisors or other staff members at the University

of Georgia, University of North Georgia (Oconee Campus), and Athens Technical College who
work within departments such as education or special education, human development and family
science, social work, communication sciences and disorders, or another relevant field. College
students within these majors who might be looking for volunteer opportunities could learn more
about Extra Special People and consider volunteering with this organization. In order to reach
college and high school students, advisors or other staff members could hang up flyers on
campus, send an email to students, or use some form of social media to raise awareness about
volunteer positions at Extra Special People.
In addition to trying to reach high school and college students in the area, I would suggest
reaching out to others in the community such as churches, similar nonprofit organizations, or
professional practices that provide therapy services to those with disabilities. These
environments all attract families and children, and the mission of Extra Special People might
interest these groups in particular. Not only could reaching out to these places in the community
help recruit potential volunteers, but also could attract potential participants and their families.
For example, reaching out to local places such as Activekidz or Piedmont Rehabilitation could
attract patients and their families or staff members who are passionate about helping those with
disabilities. In order to accomplish this, one could hang up flyers, post on social media, or tell
staff members about Extra Special People in order to attract participants and volunteers.
B. Create a new or redesign an existing volunteer job description.
Organization: Extra Special People
Volunteer Title: Program Volunteer
Work Location: Extra Special People, 189 VFW Drive Watkinsville, Georgia 30677

Volunteer Impact: Program volunteers help fulfill Extra Special People’s mission by creating
transformative experiences for children and adults with disabilities. Volunteers actively engage
in activities alongside participants such as art, cooking, sports, etc.
Responsibilities and Duties: Form one-on-one friendships with participants, celebrate
participants’ abilities, actively engage in the activities organized by interns and other staff
members, and help their buddy achieve the goals outlined on their buddy chart.
Qualifications: The volunteer must be 14 years or older, obtain a background check from the
Oconee County Sheriff’s Office, complete onboarding documents, and attend a
training/orientation session before programs begin.
Skills: Creativity, problem-solving, effective communication with participants, other volunteers,
and staff members, basic knowledge in behavior (described during orientation/training), and
flexibility.
Experiences: No specific prior experiences required. Program volunteers work directly with
individuals with disabilities, so prior experience or knowledge in working with this population
can be helpful. Prior experiences working with children or with a nonprofit organization could be
helpful as well.
Attitudes: High energy, active engagement in activities, acceptance, celebration of abilities, and
desire to foster an inclusive environment.
Commitment Required: One day per week for 12 weeks, 3:30-6:30 P.M. Volunteers must
commit to all 12 weeks of the program (unless reason for absence is communicated to the
volunteer coordinator) in order to partner volunteers with participants and allow participants to
have a buddy each week.

Orientation and Training: In-person for two hours the week before programs begin in August or
January.
Volunteer Supervisor and Contact Information: Matt Waring, matt@espyouandme.org.
Benefits: Volunteers have the opportunity to form friendships with participants, other volunteers,
and staff members. Volunteers also receive rewards and recognition for contributing to the
organization’s mission and/or raising funds for participants. Volunteers may be able to attribute
their hours to fulfill service requirements or use the experience for future endeavors. Finally,
program volunteers receive priority when applying for summer staff positions and other special
or annual events at Extra Special People.
C. What are the motivational needs of those people (reference class materials)?
Individuals who choose to volunteer with Extra Special People possess unique qualities and
motivational needs that can support or hinder their performance in their role as a volunteer. Each
individual volunteer has a different combination of motivational needs and factors that influence
their behavior (McCurley & Lynch, 2011, p. 210-211). While some volunteers choose to serve
with this organization due to intrinsic factors, others may find motivation from extrinsic factors.
For example, many individuals who volunteer with Extra Special People enjoy spending time
with a community that includes those with disabilities, learning more about issues related to
disability studies, improving the community, or forming new friendships. Others, however, may
participate in order to fulfill an academic requirement or gain work experience relevant to their
desired field. For those who initially begin volunteering with this organization due to extrinsic
motivations, many return due to intrinsic motivations gained from the experience such as
community, friendship, and inclusion.

D. Where will you look for volunteers? Provide as much detail as you can (provide
addresses and contact information for the agencies you have in mind, name
organizations, local recruitment points, etc.).
In order to recruit volunteers to fulfill a needed task within the organization, I would begin
by sharing information about the volunteer position on social media platforms such as Facebook,
Instagram, LinkedIn, and Idealist. This simple way of sharing allows supporters of the
organization to see ways to get involved and help the agency fulfill their mission and also gives
individuals the opportunity to share this information. In the social media post, I would provide a
brief description of Extra Special People’s mission, the volunteer description, details of the
event, and a photo or video to catch viewers’ attention.
After sharing information on Extra Special People’s social media platforms, I would contact
individuals who currently volunteer in some capacity or those that served in the past. I would
send out information through email or GroupMe in order to inform present and past volunteers of
the need within the organization. I would include a description of the event, roles and
responsibilities, qualifications, and the timing and location of the event. I would also suggest that
present and past volunteers share information about this need through social media platforms or
word of mouth.
After contacting current and past volunteers from Extra Special People, I would reach out to
other local agencies and groups in order to bring awareness and attention to the volunteer
position. I would reach out to places in the Athens area such as the Institute on Human
Development and Disability at the University of Georgia, Activekidz & Adult Therapy, and
Butterfly Dreams Farm. I would reach out to these places in particular since all of them have a
similar mission of helping children and adults with disabilities. The Institute on Human

Development and Disability at the University of Georgia is located at 850 College Station Road
Athens, GA 30602 and can be contacted at (706) 542-3457 (College of Family and Consumer
Sciences, n.d.). Activekidz & Adult Therapy is located at 1071 Thomas Avenue Watkinsville,
GA 30677 and can be contacted at (770) 207-6390 (“Home”, 2020). Butterfly Dreams Farm is
located at 2981 Hog Mountain Road Watkinsville, GA 30677 and can be contacted at (706) 310-
1600 (“Home”, 2018). I would contact these agencies by email or phone and explain the
volunteer position and how those interested can learn more. I would provide the volunteer
coordinator’s contact information and provide a brochure or flyer containing information about
Extra Special People in hopes that these agencies will share this information.
E. How will you go about communicating with them? Provide as much detail as you
can (don’t just state that you will put flyers up- specify where you will place them,
how many, etc.).
In order to reach potential groups of volunteers, I would begin by creating a visual
description of the volunteer opportunity through a format such as a flyer, brochure, or
infographic. This gains the attention of individuals and is more interesting to look at in
comparison to other designs. On the flyer, brochure, or infographic, I would first include a brief
description of Extra Special People’s mission: “Extra Special People exists to create
transformative experiences for children and adults with disabilities and their families”. To show
potential volunteers what it looks like to volunteer with this organization, I would include a few
photos of volunteers and participants. Additionally, I would provide a brief description of the
specific volunteer position, the date and time of the event, and any volunteer qualifications. I
would also include a link to the volunteer application process. Finally, I would include contact
information for the organization’s volunteer coordinator. Matt Waring can be reached at

matt@espyouandme.org, or potential volunteers can call Extra Special People at (706) 769-9333
or visit espyouandme.org for more information. I would not only send this visual representation
to agencies in the area but would post this creation to Extra Special People’s social media
accounts such as Instagram, Facebook, LinkedIn, and Idealist.
Orientation and Training
A. If only orientation or only training is provided, would you recommend providing
both? Explain your answer in detail- why or why not? If both are provided, explain
whether they are effective. What would you do differently?
Extra Special People holds both orientation and training for all program volunteers and
summer staff. Program volunteers attend an orientation and training session as a group that takes
place in-person and lasts about two hours. These sessions take place before semester-long
programs begin in August and January. First, volunteers complete the orientation portion of the
event by learning about the history of Extra Special People, the mission of the nonprofit
organization, and an introduction to the staff members and interns who work with the agency.
This proves as an effective strategy because volunteers learn the goal of the agency before
learning about their specific roles and responsibilities. Gaining insight about the organization as
a whole helps volunteers see the impact they’re making on participants and their families.
After learning about the history of Extra Special People and their mission, volunteers
participate in the training aspect of the event. In order to train volunteers, Matt Waring along
with other interns and staff members share the specific roles and responsibilities of a program
volunteer. The volunteer coordinator explains the structure of day-to-day programs, a timeline of
each week, how to use person-first language when interacting with participants, ways to maintain
respect for participants, and how to fill out a buddy chart which serves as a way for the

organization to track the achievement of participants’ goals throughout the semester. Since
returning volunteers most likely already know how to fill out buddy charts for participants each
week, returning volunteers participate in an advanced behavior training while new volunteers
learn about buddy charts.
In order to improve the current method of orientation and training for volunteers at Extra
Special People, I would change some aspects of both the orientation and training portion of the
event. An effective orientation for volunteers should include information in three subject areas:
the cause, the systems for volunteer management, and the social environment for the volunteers
(McCurley & Lynch, 2011, p. 117-120). The cause involves introducing volunteers to the
purpose of an organization. In order to improve this portion of volunteer orientation at Extra
Special People, I would suggest that the volunteer coordinator and other staff members compose
a summary of the issues that children and adults with disabilities often face in relation to equal
rights in education, employment, living situations, etc. I think this organization explains their
mission well, but doesn’t mention why those with disabilities exist as a vulnerable population
that faces unique challenges in today’s society. For example, the organization could ask families
within the organization to write a few sentences about how the organization has impacted their
family’s life and how the organization improves the lives of those with disabilities. Aside from
addressing the cause orientation, Extra Special People adequately describes the system and social
aspects during orientation by describing roles and responsibilities, introducing volunteers to
interns and other staff members, and describing a timeline of events.
In addition to improvements relating to the orientation portion of the event, several strategies
could enhance the training experience for volunteers at Extra Special People. In many ways, this
organization conducts training in a way that adequately prepares volunteers for programs by

sharing what information, skills, and attitudes the volunteers will need in order to help fulfill
Extra Special People’s mission. Matt Waring and other staff members provide volunteers with
their roles and responsibilities and the limitations of their role as volunteers, give a timeline of
the event, and provide trainings in more specific topic areas such as using person-first language,
filling out buddy charts, and applying knowledge from the advanced behavior training.
In other ways, though, the organization could enhance the training experience by providing
more specific trainings for returning volunteers, establishing a mentor system for new volunteers,
and providing more interactive or hands-on learning opportunities during training. First-time
program volunteers attend a specific training that helps them learn about buddy charts and how
to fill out this document each week. Since returning volunteers have experience with buddy
charts, this group attends an advanced behavior training with another staff member. Although
this information benefits returning volunteers, some volunteers already attended the advanced
behavior training several times. Providing additional, unique training subjects could help
returning volunteers build on prior knowledge and learn more about new, disability-related
topics.
In addition to providing more specific trainings depending on the number of semesters a
program volunteer completes, Extra Special People can improve new volunteers’ training
experience by establishing a mentor system. Pairing a new volunteer with a returning volunteer
could allow new volunteers to feel comfortable asking questions or gaining support from
volunteers who have previous experience in this role without the intimidation that comes along
with asking questions or bringing concerns to full-time staff members. Not only would this help
new volunteers, but this strategy could also be beneficial for staff members like the volunteer
coordinator by providing new volunteers with an additional source of reference and support.

Finally, Extra Special People could enhance the training experience for volunteers by
providing more interactive or hands-on learning opportunities. Although the volunteer
coordinator provides information about volunteer roles and responsibilities, integrating hands-on
or interactive learning opportunities could help volunteers gain confidence in their role. For
example, Matt Waring could design a scenario worksheet that describes situations that may take
place while working with participants such as lack of participation, behavior issues, medical
needs, or another complex event. Volunteers could act out these scenarios and come up with
solutions to each situation. This interactive learning opportunity may help volunteers feel more
confident knowing how to fulfill their role as a volunteer, even during difficult moments.
B. Is the content of orientation/training sufficient? If not, describe the gaps and suggest
the content areas that might be added.
I affirm that the overall content of Extra Special People’s volunteer orientation and training
proves sufficient in equipping volunteers to fulfill their role. The organization describes their
mission and goals, roles and responsibilities for volunteers, day-to-day structure, introduction to
interns and other staff members, and more advanced trainings for returning volunteers. The only
content areas that would increase the effectiveness of training includes more options for
advanced training topics available to returning volunteers, a brief description of disability studies
as a whole, and why those with disabilities often face inequality in our society today.
C. Is it offered frequently enough to meet the needs of volunteers?
Programs at Extra Special People take place across a semester-long time span of 12 weeks.
Since new or returning volunteers must commit to all 12 weeks of events, orientation and
training only needs to take place before programs begin in August and January. Not only does
this prepare new volunteers to work with participants, but also refreshes returning volunteers

each semester. For summer staff, training takes place before camp begins in June every year.
This timing adequately meets the needs of volunteers by providing an in-depth training before
camp begins. Again, both new and returning summer staff members attend training, so this
schedule meets the needs of new and returning volunteers alike.
D. Would you make changes to the timing and location of the orientation/training?
I would not make changes to the timing or location of Extra Special People’s volunteer
orientation and training. Program volunteers attend the orientation and training event on the same
day, time, and location as they will attend throughout the semester. This allows volunteers to
familiarize themselves with the location, day, and time of the events that will take place during
the semester and establishes a sense of consistency that sets the tone for the following weeks. If
Extra Special People held training at a different location, time, or on a different day, some
volunteers may feel confused about the following weeks and details of the events.
E. Would you make changes to the format (in-person, group, online, etc.)?
I would not suggest changing the format of Extra Special People’s orientation and training
for volunteers. Holding orientation and training in-person at the organization’s main building
ensures that volunteers actively engage during the event and retain the necessary information
about their role as a volunteer. I would also not suggest changing the group setting of this
agency’s orientation and training. Extra Special People previously only held one orientation and
training session for all volunteers, but now separates the event depending on the day that
volunteers will come throughout the semester. This smaller, group format allows volunteers to
meet others who volunteer on the same day as them and meet their class interns for the semester.

F. Discuss any additional changes you would make. Would you provide orientation
and training, or would you combine the two? Explain the rationale behind your
choice.
Although Extra Special People provides both orientation and training for new and returning
volunteers, both subjects take place together at the same location, day, and time. This
combination format allows staff members, interns, and volunteers to attend one event instead of
two before programs begin. I would not separate the two subjects, since that would mean having
volunteers attend two events before volunteering and would take up more time among staff
members. Holding orientation and training together benefits volunteers and staff members in
several ways, so I don’t think separating the two topics would be any more effective.
Reward and Recognition
A. Is the existing reward and recognition process sufficient? What changes would you
make to the existing reward/recognition process?
The existing reward and recognition process for volunteers at Extra Special People proves
sufficient in many ways but could benefit from some improvements as well. The organization’s
volunteer coordinator provides adequate forms of recognition through greeting volunteers each
day and learning their names, visiting each class at least once during the event, including
volunteers in decisions that affect them, giving priority to volunteers in hiring summer staff and
recruiting for special or annual events, writing personalized brag notes at the end of the semester,
recording thank you videos from participants, and taking an interest in volunteers’ outside lives.
This agency also rewards their volunteers in a variety of ways, including earning merchandise or
food after fundraising, hosting an event for volunteers at the end of the semester with food and

merchandise, and allowing volunteers to fulfill requirements for service-learning or another
related requirement.
In addition to the current reward and recognition techniques that the organization uses for
volunteers, I would suggest that the organization integrates other strategies in order to motivate
volunteers and increase retention rates. For example, the organization could celebrate volunteers’
anniversaries by sending an email to volunteers each year they participate with Extra Special
People. In addition, the agency can recognize volunteers by naming a volunteer of the week or
month. Overall, this organization integrates several different forms of rewards and recognition
that help motivate volunteers and encourage volunteers to return for subsequent semesters or
events.
B. For each volunteer position, discuss major motivators behind volunteering
(reference course material).
Programs Volunteer: Program volunteers interact one-on-one with participants and commit to 12
weeks of serving with Extra Special People. The majority of these volunteers are young adults or
students, but many have intrinsic motivations to volunteer and genuinely enjoy their time spent
working alongside this organization. Due to the characteristics of the typical program volunteer,
many have major motivators related to social interaction, understanding, and values (Bahr,
2021). Many program volunteers have a passion for helping those with disabilities or hope to
pursue careers related to disability studies. Others may participate in hopes of forming
friendships with other volunteers or to be a part of an inclusive community. In contrast, some
students may volunteer in order to fulfill an academic requirement or to increase volunteer
experiences for future professional endeavors. This volunteer position attracts young people

since these events include creative, high-energy activities that interest participants and volunteers
alike such as sports, art, cooking, or other interesting subject areas.
Summer Staff: Summer staff volunteers commit to one or two months of serving five days a
week for several hours each day. This volunteer position exists as the most time-consuming, but
also the most engaging and transformative opportunity at Extra Special People. Volunteers who
serve in this position likely have motivations related to social interaction, values, recognition,
and career development (Bahr, 2021). Volunteers may want to serve in this position in order to
form friendships with other volunteers, establish connections with full-time staff members,
provide a transformative and adventurous experience for those with disabilities, or to eventually
have opportunities to work in higher positions within the organization.
Weekend Events Volunteer: Those who attend weekend events targeted for either children or
adults with disabilities, called “Club” or “No Kids Allowed”, often want to serve within the
organization, but may not have the ability to commit to more extensive positions such as
program or summer staff volunteers. These volunteers may have motivations related to social
interaction or understanding (Bahr, 2021). For example, weekend event volunteers may feel
motivated to volunteer since these events feature themed activities that allow individuals to form
friendships with participants and other volunteers. Also, these volunteers may attend a weekend
event in order to gain a better understand of the organization’s mission before committing to
long-term volunteer positions. This volunteer opportunity provides volunteers with an
introduction to the organization and their mission of creating transformative experiences for
children and adults with disabilities.
Work Day Volunteer: Often times, work day volunteers consist of groups of adults, often coming
with another organization or company, who hope to serve in their local community. Since these

groups of volunteers often participate less often and offer physical labor in order to maintain
Extra Special People’s properties, volunteers possess major motivators related to career
development, values, and recognition (Bahr, 2021). Work day volunteers may participate in
order to feel useful, be a part of a group or team, meet important people in the community, gain
status with an employer, or get community recognition (McCurley & Lynch, 2011, p. 211).
C. For each volunteer position, discuss examples of rewards and recognitions that you
would use. Explain what behaviors you would reward and what specific rewards
you would use. Use a reward and recognition worksheet on eLC to help you develop
your answer.
Programs Volunteer: For volunteers who participate in after-school programs and work one-on-
one with participants for 12 weeks each semester, the organization can reward and recognize
volunteers on a weekly basis and once the semester concludes. On a weekly basis, the volunteer
coordinator can recognize volunteers by greeting them upon arrival, writing brag notes to those
whose behavior stands out each week, showing interest in their personal lives, and including
volunteers in decisions that impact them. Additionally, the organization can reward volunteers on
a frequent basis by providing food or merchandise to those who raise the most funds to help send
participants to summer camp. After the semester ends, Extra Special People can recognize and
reward volunteers by giving an end-of-semester survey that allows them to reflect on their
experience and offer suggestions, hosting an event to celebrate volunteers by serving food or
showing photos and videos from the semester, and giving volunteers a note from their buddy
thanking them for their time.
Summer Staff: For volunteers who attend summer camp and work directly with one or two
campers at the organization’s main building, Camp Twin Lakes, or on various field trips, several

forms of reward and recognition would further motivate volunteers. After each week of summer
camp, volunteers could gather in groups with full-time staff members to talk about the high and
low moments of the week. During this time, full-time staff members can give brag notes to
volunteers who exhibited excellent performance during the week. In addition to recognizing
volunteers each week, staff members can reward and recognize volunteers by hosting a banquet
at the end of the summer. During the banquet, staff members can serve food to volunteers, gift a
piece of merchandise such as a shirt, sweatshirt, blanket, or mug, and compile a slideshow of
photos and videos from the summer. This form of reward and recognition provides an
opportunity for reflection and forming an emotional connection with the organization.
Weekend Events Volunteer: For individuals who take part in weekend events designed
specifically for either children or older adults, called “Club” or “No Kids Allowed”, staff
members can reward and recognize volunteers in several ways. Although these events take place
less frequently than other volunteer positions, the volunteer coordinator can recognize volunteers
by greeting them and saying thank you before they leave. Additionally, the agency can reward
volunteers by serving dinner or dessert during the event. In order to motivate volunteers to return
for future weekend events, the volunteer coordinator could send an email thanking volunteers for
their contribution and listing dates and descriptions for future weekend events to encourage these
volunteers to participate in the future.
Work Day Volunteer: For volunteers who assist in maintaining the organization’s properties,
staff members can reward and recognize volunteers for helping Extra Special People. In order to
reward the volunteers who attend these kind of events, staff members could provide food or
refreshments during or after the work day. Additionally, the organization could gift volunteers
“work day” shirts after attending a certain number of events. In order to recognize these

volunteers, Extra Special People could post before and after photos on social media platforms
such as Facebook, Instagram, or LinkedIn that allows volunteers and the general public to see a
visual representation of the impact made from these events. The volunteer coordinator could also
send an email to volunteers thanking them for their efforts.

References
Bahr, K. J. (2021). Reward and recognition plan worksheet. University of Georgia.
https://uga.view.usg.edu/d2l/le/content/2217796/viewContent/32850164/View
Bahr, K. J. (2021). Writing a job description. University of Georgia.
https://uga.view.usg.edu/d2l/le/content/2217796/viewContent/32850161/View
College of Family and Consumer Sciences. (n.d.). Institute on human development and
disability. University of Georgia. https://www.fcs.uga.edu/ihdd
Extra special people. (n.d.). Givepulse. https://www.givepulse.com/group/149086-Extra-Special-
People
Home. (2020). Activekidz & Adult Therapy. Retrieved from http://activekidztherapy.com
Home. (2018). Butterfly Dreams Farm. Retrieved from https://butterflydreamsfarm.org
McCurley, S. & Lynch, R. (2011). Volunteer management: Mobilizing all the resources of the
community (3rd ed.). Plattsburgh, NY: Interpub Group Cooperation.
Meet our team. (n.d.). Extra Special People. https://espyouandme.org/our-staff
Programs. (n.d.). Extra Special People. https://espyouandme.org/programs
Rosenthal, R. J. (Ed.). (2015). Volunteer engagement 2.0: Ideas and insights changing the world.
ProQuest Ebook Central. https://about.proquest.com/products-services/ebooks/ebooks-
main.html
Sign-in: Extra special people. (n.d.). Camp Brain Staff. https://esp.campbrainstaff.com
Waring, M. (2021). Volunteer program analysis and recommendations [Interview]. Extra Special
People.
Volunteer. (n.d.). Extra Special People. https://espyouandme.org/volunteer

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