Volunteer ManagementWe will begin in a momentPlease be certain that you have computer speakersor use the dial-in number fo...
Connect with us on facebook         Volunteer Centers of Michigan   Michigan Community Service                            ...
Volunteer Centers of Michigan           .mivolunteers.org• 1. Go to Resources Tab                                     3
COMING in SEPTEMBER--ENGAGE             Mnaonline.org4
STRATEGIC                                 PLAN                               Increased                                Serv...
ORGANIZATION                            MISSIONMake the     VOLUNTEERCONNECTION   MOTIVATIONS             ORGANIZATION   V...
CONNECT THROUGH • Mission & Impact   – How will what they’re doing     make a difference?   – Measure & Communicate Impact...
BE STRATEGICBEGIN WITH A PLAN
Match Volunteer Interests & Skills to OpportunitiesVOLUNTEER NEEDSORGANIZATION’S MISSION
Consider Volunteer MotivationsConsider what the volunteer is looking for  – Why do people volunteer?  – What are the benef...
Why do you volunteer?• Help others, serve my community• Network, Meet new people• Learn new skills• Use my skills• OtherPOLL
Consider Volunteer Motivations &             Needs
Recognize & AcceptLimitationsFamilyJobsFriendsHealth & ExerciseHobbies
Think DIVERSITYPerspectivesIdeasResourcesAdvocacyFunding Sources
CREATE AN ONLINE PRESENCE—UTILIZE TECHNOLOGYMAKE IT EASY TO VOLUNTEER
Online Recruiting Resourceswww.craigslist.orgwww.facebook.comwww.handsonnetwork.orgBlogs                         • www.ser...
EFFECTIVE MANAGEMENT•The organization’s reputation is your mostimportant recruitment tool.•Individuals want to work with o...
Volunteer Management Elements                      Recruitment  RECOGNITION                          SCREENING            ...
Start with the position description• What’s the connection to your mission?• What are the potential target groups?  – Who’...
Volunteer    Position DescriptionsPurpose• Individuals ―self  screen‖• Clear expectations• Basis for  recruitment• ―Inform...
BUILD A RECRUITMENT PLAN  • Clear, compelling                                 • Where will you find    statement of need  ...
KEYS TO RECRUITMENTClear Compelling Mission & Message Benefits to volunteer Duties Community needs being metUse current v...
OUTREACHDevelop MaterialsIdentify effective media & distributionmethods.  Go where they are  Know what they want
APPLICATION Through TRAININGCLEAR ON-BOARDING PROCESS
How does your organization respond to volunteer inquiries?• Automatic email• Follow up phone call or email within a specif...
Automatic email     Inquiry                        generated          Volunteer                 VOLUNTEER          Manager...
SCREENING          APPLICATION                       INTERVIEW•   Contact information          •   Make the connection•   ...
The Orientation                    Why am I volunteering?                     Make the Connection      What is the purpose...
THE VOLUNTEER HANDBOOK                   A Step Toward Risk ManagementPrimary volunteer reference source for information c...
TUTORIAL & EXAMPLES/TOOLSHTTP://MANAGEMENTHELP.ORG/STAFFING/VOLUNTEERS.HTM#ANCHOR1406581
TRAINING              • Power equipment, copiers, etc.Equipment     • Safety  Use         • Training, age requirements, et...
Importance of Training VolunteersWithout proper training volunteers may:• Perform their duties poorly or step outside of t...
.     SUPERVISION/EVALUATION• Correct problems before they grow.• Make the personal connection• Evaluation/feedback--A two...
Recognition•Volunteer Reflections   •Provides feedback and closure,   •Makes the connection between the event & mission•Co...
REFLECTION         What?, So What?, Now What? Structure time for volunteers to think      and talk about experience.Benefi...
Connect Volunteer Activity to Impact & MissionMEASURE IMPACT
Number VolunteersHours Served# Clients Served#Services ProvidedLbs. Food# MealsStudent GPAStudent AttendanceSatisfaction S...
Maintain The Connection            • Communicate/follow up              with volunteers            • Share the story      ...
GETTING STARTEDWhat’s your first step?•   Choose one position•   Focus on & refine one step in management•         Recruit...
QUESTIONS? COMMENTS?
THANK-YOUPlease respond to the evaluation that you will             receive by email.            Your input is valuable
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Volunteer management cliff notes

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  • VCM in partnership with MNA will be launching a new series in Sept.
  • VOLUNTEER MATCH SURVEY RESULTS,
  • Sparked.com
  • What groups aren’t you tapping?
  • Diana:
  • Clear expectations in terms of recruitment and screen process, orientation, screening such as background check,
  • Stop for Questions/Answers
  • Sandra: Compelling Mission & Message—key to recruitment & fund development
  • Every community is different. Different generations access different media.
  • Diana:Forms—liability forms—Medical & emergency contacts, Publicity Release, Confidentiality Agreement, Volunteer Waiver, Organizational Ethics
  • Use of gloves, pictures, breaks, food & drink. Key to risk reduction. Important to retention as volunteers want to feel effective and view the organization as prepared.
  • This step helps to foster volunteer retention and promote a sense of connection with the organization as the volunteer feels involved and recognizes the impact their serves makes. Reflection is a process in which volunteers think about their personal experiences. Review the benefits, examples and planning points listed on the slide. In example: When planning your project--Decide which form of reflection you will use. Tailor the reflection activity to the project. For example, if volunteers are assisting with art classes at a daycare center, they might create a simple art project about their service experience. An address is provided on the “Project Planning Resources” document links to a “reflection toolkit”. A google search will provide many other examples. You may want to show the “Reflecting on Your Service” video in your toolkit or view it @ http://www.monkeysee.com/play/18141-volunteering-reflecting-on-your-service just be prepared to view it ahead of time and have it on your computer so that you can pause it after the commercial.
  • There are many ways to measure value. When looking at the potential for grants, this is an important consideration. Organization’s must be able to document change to document effectiveness.
  • Volunteer management cliff notes

    1. 1. Volunteer ManagementWe will begin in a momentPlease be certain that you have computer speakersor use the dial-in number for your phone then enterthe access code followed by the #. THE CLIFF NOTES Sandra Miller saltzmiller@gmail.com
    2. 2. Connect with us on facebook Volunteer Centers of Michigan Michigan Community Service CommissionProvides resources to volunteer The state’s lead agency on centers across the state in their volunteerism working to build a efforts to address key culture of service by providing community issues. vision and resources to strength communities throughwww.mivolunteers.org volunteerismwww.mnaonline.org www.michigan.gov/mcsc 2
    3. 3. Volunteer Centers of Michigan .mivolunteers.org• 1. Go to Resources Tab 3
    4. 4. COMING in SEPTEMBER--ENGAGE Mnaonline.org4
    5. 5. STRATEGIC PLAN Increased Service Delivery Strong Volunteer ManagementSTRONG VOLUNTEER MANAGEMENT:The strong focus on recruiting, expectations setting, training, matchingvolunteers with opportunities and retention are critical. DELOITTE STUDY 2009 Reimaginingservice.org
    6. 6. ORGANIZATION MISSIONMake the VOLUNTEERCONNECTION MOTIVATIONS ORGANIZATION VOLUNTEER PRIORITIES SKILLS
    7. 7. CONNECT THROUGH • Mission & Impact – How will what they’re doing make a difference? – Measure & Communicate Impact • Personal Contact – Introductions – Small groups w/leader – Opportunities for interaction – Trained Staff • Communication – Before, during, after 7
    8. 8. BE STRATEGICBEGIN WITH A PLAN
    9. 9. Match Volunteer Interests & Skills to OpportunitiesVOLUNTEER NEEDSORGANIZATION’S MISSION
    10. 10. Consider Volunteer MotivationsConsider what the volunteer is looking for – Why do people volunteer? – What are the benefits to the volunteer? – What are the barriers? 10
    11. 11. Why do you volunteer?• Help others, serve my community• Network, Meet new people• Learn new skills• Use my skills• OtherPOLL
    12. 12. Consider Volunteer Motivations & Needs
    13. 13. Recognize & AcceptLimitationsFamilyJobsFriendsHealth & ExerciseHobbies
    14. 14. Think DIVERSITYPerspectivesIdeasResourcesAdvocacyFunding Sources
    15. 15. CREATE AN ONLINE PRESENCE—UTILIZE TECHNOLOGYMAKE IT EASY TO VOLUNTEER
    16. 16. Online Recruiting Resourceswww.craigslist.orgwww.facebook.comwww.handsonnetwork.orgBlogs • www.serve.gov • www.idealist.org • www.youTube.com • www.volunteermatch.org • Widgets 16
    17. 17. EFFECTIVE MANAGEMENT•The organization’s reputation is your mostimportant recruitment tool.•Individuals want to work with organizationsthat are efficient and use their time well. 17
    18. 18. Volunteer Management Elements Recruitment RECOGNITION SCREENING Planning SUPERVISION ORIENTATION & & TRAINING EVALUATION
    19. 19. Start with the position description• What’s the connection to your mission?• What are the potential target groups? – Who’s interests, needs and connections are a likely match? – What will create an appeal? – Clearly identify expectations
    20. 20. Volunteer Position DescriptionsPurpose• Individuals ―self screen‖• Clear expectations• Basis for recruitment• ―Informed Risk‖
    21. 21. BUILD A RECRUITMENT PLAN • Clear, compelling • Where will you find statement of need them? • How to help • Print • Build from volunteer • Media position description. • Online Message Method Benefits & Target Features Population • New Skills • Networking • Young Professionals • Exercise • Youth • Environmentalists • Families
    22. 22. KEYS TO RECRUITMENTClear Compelling Mission & Message Benefits to volunteer Duties Community needs being metUse current volunteers—set up a committeeIdentify Target MessageClear, Concise, Strong Call To Action
    23. 23. OUTREACHDevelop MaterialsIdentify effective media & distributionmethods. Go where they are Know what they want
    24. 24. APPLICATION Through TRAININGCLEAR ON-BOARDING PROCESS
    25. 25. How does your organization respond to volunteer inquiries?• Automatic email• Follow up phone call or email within a specific period of time by a designated person• One designated staff member responds but there’s not timeline• It varies with the situationPOLL
    26. 26. Automatic email Inquiry generated Volunteer VOLUNTEER Manager LEADER DENIED—SENDAPPLICATION APPLICATION EMAIL EMAIL SCHEDULEDGENERATED FOLLOW UP ORIENTATION emails BACKGROUND CHECK
    27. 27. SCREENING APPLICATION INTERVIEW• Contact information • Make the connection• Interests & Skills • Assess interest & skills• References • Assess motivations• Information— • Make the match – Background Check Process – Organizational needs – Volunteer needs & skills • Ask about – Job/task preferences – Motivations/recognition
    28. 28. The Orientation Why am I volunteering? Make the Connection What is the purpose? How am I making a difference? Identify the impact How will I be volunteering? Set the stage Whom am I serving with? Create feelings of welcome, appreciation, inclusiveness 28
    29. 29. THE VOLUNTEER HANDBOOK A Step Toward Risk ManagementPrimary volunteer reference source for information covered in orientation• Organizational Structure, Contact Information• Marketing material & terms• Discrimination Policies, Reporting process• Termination procedures• Forms – Liability release, publicity release, waivers, confidentiality agreement,• Signature Page
    30. 30. TUTORIAL & EXAMPLES/TOOLSHTTP://MANAGEMENTHELP.ORG/STAFFING/VOLUNTEERS.HTM#ANCHOR1406581
    31. 31. TRAINING • Power equipment, copiers, etc.Equipment • Safety Use • Training, age requirements, etc. • Restrooms • Food & DrinkResources • • Supervision, Leadership Supplies Policies & • Dress • Signing In & OutProcedures • Minors • Blood-born Pathogens Safety • Equipment Storage • Weather, Environment, etc. 31
    32. 32. Importance of Training VolunteersWithout proper training volunteers may:• Perform their duties poorly or step outside of their boundaries• Not take all proper safety precautions – Important step in risk management• ―Feel lost‖ while doing their task and not return• Have a negative experience and tell others about it, thus undermining the image of the organization 32
    33. 33. . SUPERVISION/EVALUATION• Correct problems before they grow.• Make the personal connection• Evaluation/feedback--A two-way process – Answer Questions – Ask for input• Considers not just abilities and attitudes, but organizational fit. – Not every individual fits every opportunity• Look for the ―good matches‖ and build on those.
    34. 34. Recognition•Volunteer Reflections •Provides feedback and closure, •Makes the connection between the event & mission•Communicate & Celebrate IMPACT •Recognize any special contributions•“Make the Ask”—Continued Involvement Ask—How would you like to share your skills and interests with us 34
    35. 35. REFLECTION What?, So What?, Now What? Structure time for volunteers to think and talk about experience.Benefits: Examples:• Create a stronger sense of • Group discussion accomplishment • At the end of the project• Establish a deeper connection • Through social media to the community • Tweeting or facebook• Deepen volunteers’ responses understanding of the need for • Create a photo journal of the community engagement. project• Increase volunteers • Video commitment to service. 35
    36. 36. Connect Volunteer Activity to Impact & MissionMEASURE IMPACT
    37. 37. Number VolunteersHours Served# Clients Served#Services ProvidedLbs. Food# MealsStudent GPAStudent AttendanceSatisfaction SurveyVolunteersClientsStaff 37
    38. 38. Maintain The Connection • Communicate/follow up with volunteers • Share the story – Media – Newsletters – Website – Pictures/video
    39. 39. GETTING STARTEDWhat’s your first step?• Choose one position• Focus on & refine one step in management• Recruiting from a new target group• Developing an orientation
    40. 40. QUESTIONS? COMMENTS?
    41. 41. THANK-YOUPlease respond to the evaluation that you will receive by email. Your input is valuable

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