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Day1 opening plenary 1

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Day 1 Opening Plenary

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Day1 opening plenary 1

  1. 1. Sue WilkinsonDirector of supporter Development
  2. 2. Simon MurrayChief Operating Officer
  3. 3. Strategy Wheel… Visitor Enjoyment CPI Net Promoter Score Energy ReductionRelevanceto localcommunity Net Gain Staff Satisfaction Change Prog Business Case Operational Member numbers Mgt Satisfaction Properties Volunteer beating Recommendation baseline
  4. 4. …turned to green Visitor Enjoyment CPI Net Promoter Score Energy ReductionRelevanceto localcommunity Net Gain Staff Satisfaction Change Prog Business Case Operational Member numbers Mgt Satisfaction Properties Volunteer beating Recommendation baseline
  5. 5. Helen TimbrellVolunteering and Community Involvement Director
  6. 6. Volunteer Management Convestival May 15 2012 Volunteering in the National Trust:A long term vision and an immediate target
  7. 7. Two things…The 2020 ambition: Volunteers in every aspect of our work All staff confident and capable of working with volunteersThe 2012 KPI target: 64% volunteers strongly recommend volunteering with the National Trust
  8. 8. Everyone feels like a memberand by 2020 five million will be.
  9. 9. Volunteers involved in everyaspect of our workAll staff confident and capableof working with volunteers
  10. 10. http://www.youtube.com/watch?v=XChxLGnIwCU&feature=youtu.be&t=6m First: Mickey Filmhttp://www.youtube.com/watch?v=kQ7f4lV3e0c&feature=youtu.be&t=2m22s Second: Gareth Film
  11. 11. Three strands of work:1. Capability and confidence of our volunteer managers3. Systems and processes to meet property and Whole Trust need5. New offers / ways for people to get involved
  12. 12. Our approach 20% New offers New offers 40% New offers Systems & Processes Systems & Processes Systems & 40% Processes Capability Capability & Capability & Confidence & Confidence Confidence Years 1 - 3 Years 4 - 6 Years 7 - 9
  13. 13. 2020? Family volunteering Virtual volunteers 2012 62k InternshipsFamily volunteeringInternships Employee volunteeringEmployee volunteeringGovernanceWorking Holidays Micro Governance volunteers Working HolidaysSupporter Groups Supporter GroupsRegular, routine Regular, routine
  14. 14. “You cannot get the full benefit of heartand head and active will unless you givethose who serve you responsibility,freedom of action and the opportunity offorming and striving to realise their ideal”Octavia Hill
  15. 15. LONDON AMBASSADOR VOLUNTEER PROGRAMME DIVERSITY AND INCLUSION What we did How we did it Outcomes DAVID HUSE – HEAD OF LONDON AMBASSADORS6th March, 2012
  16. 16. AMBASSADOR PROGRAMME OVERVIEWGames Time summary• 43 sites• 7800 Ambassadors including 250 Under 18s and 140 Mentors• 250 Managers• 50 GLA staff in the Management CellProgramme status• Ambassador offer process complete• Uniform details captured• Managers on-boarded• Majority of procurement work doneImmediate priorities• Training deployment from January• Manager and games time operational plans finalised• Firming up execution detail of uniforms, catering and travel 23
  17. 17. WIMBLEDON PODS
  18. 18. WIMBLEDON PODS
  19. 19. WIMBLEDON PODS
  20. 20. UNIFORM Fleece 2 Polo Shirts Waterproof Jacket Water Bottle Baseball Cap Trouser or SkirtBackpack Trilby
  21. 21. APPLICATION/REGISTRATION DATA vs TOTAL LONDON 2001 2001 Age Applications Registrations London Ethnicity Applications Registrations London Census Census 16-17 5.6% 4.9% 6% White 57.4% 58.4% 69.0% 18-25 38.3% 40.5% 13% Mixed 3.9% 4.2% 3.5% 26-35 16.1% 18.2% 19% Asian 23.5% 23.7% 16.8% 36-45 11.1% 11.4% 16% Black 11.2% 11.3% 10.6% 46-55 11.5% 10.8% 12% Other 2.4% 2.3% 0.1% 56-65 12.3% 10.1% 8% 65+ 5% 3.9% 6% 2001 Sexual Gay to Z Applications Registrations Gender Applications Registrations London Orientation Estimate Census Gay 2.9% 2.7% 5% Female 62% 61.4% 52% Male 37.7% 37.2% 48% Not Given 0.3% 1.4% London ONS 2001 Population Faith Applications Registrations London Disability Applications Registrations Survey Census 2008/2009 None 28.7 29.6% 16% All 2.6% 1.9% 15% Bahai 0% 0% By Age No Data 16-17 7% Buddhist 1.8% 1.8% 1% Available 18-25 8% Christian 44.9% 42.4% 58% 26-35 8% Hindu 4.9% 4.8% 4% 36-45 15% Jain 0.4% 0.4% 46-55 25% Jewish 1.8% 1.4% 2% 56-65 32% Muslim 8.6% 8.5% 8% 65+ 35% Sikh 1.5% 1.4% 1% Other 1.6% 1.5% 1% Not Given 4.7% 5.3% 9%
  22. 22. APPLICATIONS –LANGUAGE CAPABILITY SUMMARY Top 10 languages Next 10 languages (% of all languages) (% of all languages)Language % Language %French 22.3 Yoruba 2.3Spanish 11.7 Portugese 2German 8.4 Arabic 2Hindi 8.3 Russian 1.8Chinese 7.1 Tamil 1.6Urdu 5.6 Japanese 1.2Punjabi 4.7 Sign Language - British 1.2Italian 4.5 Greek 1Gujarati 4.1 Polish 0.9Bengali/Sylheti 2.7 Dutch 0.9
  23. 23. DIVERSITY/INCLUSION ATTRACTION AND RETENTION STRATEGYSCOPING PHASE – BRINGING TOGETHER • The face of London • Language Skills • Community/Borough Inclusion • Volunteering Commitment to the programmeATTRACTION PHASE – IDENTIFYING & TARGETINGTwo groups/each allocated to someone in the team/scorecards1. Specific Diversity and Inclusion groups • National groups and bodies – RNIB • Regional – Volunteering England • London – East End Muslim Foundation2. Four sectors • Business • Voluntary • Leisure • EducationRETENTION PHASE – KEEPING THEM ON THE JOURNEY • Generic and tailored communication • Joint benefits
  24. 24. Manager’s Recruitment – P&G
  25. 25. RECOGNISE ANYONE?

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