VOLUNTEER SCREENINGThe presentation will begin momentarily.Please be certain that you havespeakers connected or dial in us...
Presenter: Sandra MillerConsultant/Trainer,Volunteer Centers of Michigansaltzmiller@gmail.comAdministrator: Chelsea Martin...
Michigan Community Service Commission, MichiganNonprofit Association, Volunteer Centers of Michigan,Michigan Campus Compac...
Goals• Identify the purpose and importance of  volunteer screening.• Provide specific examples for each  step.• Share tips...
THE PURPOSE IS TORecruit and place the right person inthe right position.
Resulting in. . . • Risk Management • Rapid Onboarding • Puts a Face to the Organization • Effective Engagement • Increase...
Risk Management         Vulnerable    • Children                       • Elderly         Populations   • Disabled        H...
Volunteer Positions Description   Recruitment Messaging & Strategies      Application          Interview             Backg...
Follow up the volunteer inquiry withTHE APPLICATION
Information                       Example•   Contact•   Availability                  Hospice of Michigan•   Skills       ...
Other Examples • What are your expectations? • What do you hope to gain? • A skills checklist    Languages other than Eng...
Use TechnologyAcrobat FormsCentralVolunteer Registration Software—HandsOn Connect, Volunteer Match
Phone, in-person, teamTHE INTERVIEW
Two Types • Explore prospective volunteer’s   interests, skills, and expectations • Match a volunteer’s skills, interests,...
Interview Steps Create A Connection       Assessment                 Respond to Questions   Thank the volunteer       Ask ...
Questions not to ask •   Age/Birthdate •   Birthplace •   Height & Weight •   Nationality •   Sex •   Martial Status •   S...
Establish a policy and a processBACKGROUND & REFERENCECHECKS
POLLDo your volunteers work with any ―vulnerable populations‖?•   Children•   Elderly•   Disabled•   Those in health care ...
Health Care Facilities “Nursing homes, county medical care facilities, hospitals with swing bed services, Medicare-certifi...
Michigan.gov―If your program utilizes volunteers ormembers who work with vulnerablepopulations such as children or the fra...
Background ChecksVolunteers for ChildProtection Act                 RESOURCES• Volunteers may be            • iCHAT       ...
Reference CheckSample Reference Questions:• In what capacity have you known the applicant and for how long?• What strength...
Engage them or lose themTHE ONBOARDING PROCESS
Map Your Organization’s Onboarding ProcessCoyotecommunications.org
Speeding it up • Use volunteer leaders • Train staff in the process • Establish email contact with   electronically genera...
SharingDoes you organization have anysuggestions or examples of• Ways to speech the screening process• Application or inte...
THANK YOUPlease respond to the evaluation that youwill receive by email.     Your input is valuableJanuary 31 —Volunteer O...
Upcoming SlideShare
Loading in …5
×

Volunteer Screening

650 views

Published on

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
650
On SlideShare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
10
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Volunteer Screening

  1. 1. VOLUNTEER SCREENINGThe presentation will begin momentarily.Please be certain that you havespeakers connected or dial in using thephone number provided then enter theaccess code followed by the # sign.
  2. 2. Presenter: Sandra MillerConsultant/Trainer,Volunteer Centers of Michigansaltzmiller@gmail.comAdministrator: Chelsea MartinProgram Manager, Volunteer Centers of Michigancmartin@mivolunteers.org
  3. 3. Michigan Community Service Commission, MichiganNonprofit Association, Volunteer Centers of Michigan,Michigan Campus Compact, and the LEAGUEMichigan with support from the Connect MichiganAlliance Endowment Fund and the Corporation forNational and Community Service, are proud tosupport the ENGAGE Volunteer Management trainingseries.
  4. 4. Goals• Identify the purpose and importance of volunteer screening.• Provide specific examples for each step.• Share tips and tools. 4
  5. 5. THE PURPOSE IS TORecruit and place the right person inthe right position.
  6. 6. Resulting in. . . • Risk Management • Rapid Onboarding • Puts a Face to the Organization • Effective Engagement • Increased Retention
  7. 7. Risk Management Vulnerable • Children • Elderly Populations • Disabled High Degree • Confidential Information of Trust • Money/Finances Highly • Licensure/Certificate Skilled • Other
  8. 8. Volunteer Positions Description Recruitment Messaging & Strategies Application Interview Background & Reference Checks
  9. 9. Follow up the volunteer inquiry withTHE APPLICATION
  10. 10. Information Example• Contact• Availability Hospice of Michigan• Skills ―Volunteer Tab‖• Interests• Relevant Experience• References Greater Lansing Food Bank• Agreements – Volunteer Code – Background Check – Confidentiality• ―Truth Statement‖ (verification/consequences)
  11. 11. Other Examples • What are your expectations? • What do you hope to gain? • A skills checklist  Languages other than English Technology Skills Writing Speaking Artistic • Any additional skills
  12. 12. Use TechnologyAcrobat FormsCentralVolunteer Registration Software—HandsOn Connect, Volunteer Match
  13. 13. Phone, in-person, teamTHE INTERVIEW
  14. 14. Two Types • Explore prospective volunteer’s interests, skills, and expectations • Match a volunteer’s skills, interests, and expectations to a particularly volunteer position.
  15. 15. Interview Steps Create A Connection Assessment Respond to Questions Thank the volunteer Ask about skills Anything you’d like to know Make Introductions Determine expectations Asks about concerns Introduce Purpose Set expectations Brief Orientation SAMPLE QUESTIONS  What are your hobbies?  What is your experience with ___  What attracted you to our organization?  Would you rather work alone or in a group?  What type of volunteer work have you done before? What did you like best about it?  Case studies/situation—How would you deal with
  16. 16. Questions not to ask • Age/Birthdate • Birthplace • Height & Weight • Nationality • Sex • Martial Status • Sexual Orientation • Race • Religious Affiliation • Arrest Record  Anything not directly associated with the position
  17. 17. Establish a policy and a processBACKGROUND & REFERENCECHECKS
  18. 18. POLLDo your volunteers work with any ―vulnerable populations‖?• Children• Elderly• Disabled• Those in health care settings
  19. 19. Health Care Facilities “Nursing homes, county medical care facilities, hospitals with swing bed services, Medicare-certified home health agencies, intermediate care facilities for mentally retarded, and psychiatric facilities and inpatient programs shall comply with Section 333.20173a of the Public Health Code. . .These laws state that criminal background checks, including fingerprint checks, be conducted for staff hired after April 1, 2006. Individuals who have regular direct access to patients and/or their medical records or provide direct services to patients, including independent contractors and those with clinical privileges, are to be included” www.michigan.gov
  20. 20. Michigan.gov―If your program utilizes volunteers ormembers who work with vulnerablepopulations such as children or the frailelderly, it is important to perform a criminalhistory background check on every personwho works with them. This is necessary bothfor the safety of those you serve and for thecredibility of your program.The Michigan State Police provides theInternet Criminal History Access Tool, orICHAT”
  21. 21. Background ChecksVolunteers for ChildProtection Act RESOURCES• Volunteers may be • iCHAT – Free to nonprofits fingerprinted, but are not – 2-3 week turnaround required to be. – Michigan crimes only • PSOR• Michigan provides – Free and accessible list of those fingerprint checks for a on sexual offender registry reduced fee • CREDIT REPORTS • MOTOR VEHICLE RECORD
  22. 22. Reference CheckSample Reference Questions:• In what capacity have you known the applicant and for how long?• What strengths would this person bring to the volunteer position?• How does the candidate handle frustration and criticism while on the job?• Do you know any reason why this person should not be considered for a volunteer position?
  23. 23. Engage them or lose themTHE ONBOARDING PROCESS
  24. 24. Map Your Organization’s Onboarding ProcessCoyotecommunications.org
  25. 25. Speeding it up • Use volunteer leaders • Train staff in the process • Establish email contact with electronically generated ―welcome messages‖ and newsletters • Use technology—online applications, email reference forms, • Move volunteers into short-term positions
  26. 26. SharingDoes you organization have anysuggestions or examples of• Ways to speech the screening process• Application or interview questions or methods that may serve to make a good match.• Other resources for a background check
  27. 27. THANK YOUPlease respond to the evaluation that youwill receive by email. Your input is valuableJanuary 31 —Volunteer Orientation & Handbook 27

×