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.
Presenter: Sandra MillerConsultant/Trainer,Volunteer Centers of Michigansaltzmiller@gmail.comAdministrator: Chelsea MartinProgram Manager, Volunteer Centers of Michigancmartin@mivolunteers.org
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.
Goals• Identify the purpose and importance of volunteer screening.• Provide specific examples for each step.• Share tips and tools. 4
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 • Increased Retention
Risk Management Vulnerable • Children • Elderly Populations • Disabled High Degree • Confidential Information of Trust • Money/Finances Highly • Licensure/Certificate Skilled • Other
Two Types • Explore prospective volunteer’s interests, skills, and expectations • Match a volunteer’s skills, interests, and expectations to a particularly volunteer position.
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
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
Establish a policy and a processBACKGROUND & REFERENCECHECKS
POLLDo your volunteers work with any ―vulnerable populations‖?• Children• Elderly• Disabled• Those in health care settings
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
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”
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
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?
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 generated ―welcome messages‖ and newsletters • Use technology—online applications, email reference forms, • Move volunteers into short-term positions
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
THANK YOUPlease respond to the evaluation that youwill receive by email. Your input is valuableJanuary 31 —Volunteer Orientation & Handbook 27