Expanding Your Staff: Using Volunteers & Interns

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Presentation given at the 2011 Utah Museums Association Conference.

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Expanding Your Staff: Using Volunteers & Interns

  1. 1. Expanding Your Staff: Using Volunteers and Interns Kaia Landon Executive Director Brigham City Museum & Box Elder Museum
  2. 2. Why do people volunteer? <ul><li>Answer a need </li></ul><ul><li>To feel good about one’s self </li></ul><ul><li>Give back to the community </li></ul><ul><li>Develop new talents </li></ul><ul><li>Make new friends </li></ul><ul><li>Learn new things </li></ul><ul><li>Deepen one's sense of belonging </li></ul><ul><li>Set a good example </li></ul><ul><li>Keep active </li></ul><ul><li>Feel a sense of accomplishment </li></ul><ul><li>Enrich one’s life </li></ul><ul><li>Get Service learning hours </li></ul>
  3. 3. Volunteer Benefits <ul><li>Discounted or free admission/membership </li></ul><ul><li>Opportunities for personal growth or learning </li></ul><ul><li>Income tax deductions for travel to museum </li></ul><ul><li>Training </li></ul><ul><li>Opportunity to work with artifacts/art </li></ul><ul><li>Discounts at store/cafe, trips, etc. </li></ul><ul><li>Invitations to special events </li></ul>
  4. 4. Volunteer vs. Intern <ul><li>Whatever needs doing </li></ul><ul><li>Flexible, often shorter hours, may be more spread out </li></ul><ul><li>General interest </li></ul><ul><li>For the benefit of the organization </li></ul><ul><li>Project based </li></ul><ul><li>Set term </li></ul><ul><li>Job training </li></ul><ul><li>For the benefit of the intern </li></ul>
  5. 5. How To Start <ul><li>Talk to Legal & Human Resources </li></ul><ul><ul><li>Application requirements/forms </li></ul></ul><ul><ul><li>Age requirements </li></ul></ul><ul><ul><li>Background check and/or fingerprints </li></ul></ul>
  6. 6. For-profit FLSA requirements: <ul><li>Six criteria: </li></ul><ul><li>1) The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment; </li></ul><ul><li>2)The internship experience is for the benefit of the intern; </li></ul>
  7. 7. For-profit FLSA requirements: <ul><li>3) The intern does not displace regular employees, but works under close supervision of existing staff; </li></ul><ul><li>4) The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded; </li></ul>
  8. 8. For-profit FLSA requirements: <ul><li>5) The intern is not necessarily entitled to a job at the conclusion of the internship; and </li></ul><ul><li>6)The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship. </li></ul>
  9. 9. Policies to Consider <ul><li>Volunteer policy </li></ul><ul><li>Job descriptions </li></ul><ul><li>Required applications/ interviews/ background checks </li></ul><ul><li>Performance reviews </li></ul>
  10. 10. How to Start <ul><li>Decide what opportunities you can offer </li></ul><ul><li>Write description(s) </li></ul><ul><ul><li>More detailed is better </li></ul></ul><ul><ul><li>List of possible projects </li></ul></ul><ul><ul><li>Hour/day/week/month requirements </li></ul></ul><ul><ul><li>Qualifications </li></ul></ul><ul><ul><li>How to apply </li></ul></ul>
  11. 11. Consider MicroVolunteer Opportunities <ul><li>Distributed </li></ul><ul><li>Small </li></ul><ul><li>Online </li></ul><ul><li>Low-security </li></ul><ul><li>Not urgent or critical </li></ul><ul><li>Little supervision </li></ul><ul><li>Individual (not team) </li></ul>
  12. 12. How to Start <ul><li>Advertise: </li></ul><ul><li>Website </li></ul><ul><li>Newspapers </li></ul><ul><li>College job boards, career centers, faculty/staff </li></ul><ul><li>Craigslist </li></ul><ul><li>Idealist/All For Good/etc. </li></ul><ul><li>Speak at clubs, Senior Centers </li></ul>
  13. 13. How to Start <ul><li>Interview prospective interns/volunteers. </li></ul><ul><li>Consider: </li></ul><ul><ul><li>Fit </li></ul></ul><ul><ul><li>Availability </li></ul></ul><ul><ul><li>Reliability </li></ul></ul>
  14. 14. Training <ul><li>Introduce to staff and other volunteers (important they feel comfortable) </li></ul><ul><li>Tour of facility </li></ul><ul><li>Object handling (if relevant) </li></ul><ul><li>Task specific (may be ongoing) </li></ul><ul><li>Manual? </li></ul><ul><li>Contact list, procedures, etc. </li></ul>
  15. 15. Recognition <ul><li>Utah Governor's Volunteer Recognition Certificate </li></ul><ul><ul><li>Awards are mailed every two months </li></ul></ul><ul><li>UMA Bessie Jones Volunteer Award </li></ul><ul><ul><li>Each fall </li></ul></ul><ul><ul><li>Local or regional civic awards </li></ul></ul>
  16. 16. President's Volunteer Service Award
  17. 17. President's Volunteer Service Award <ul><li>Any individual, family, or group can receive Presidential recognition for volunteer hours earned over a 12-month period or over the course of a lifetime at home or abroad. The following are the eligibility requirements for each age group: </li></ul>Bronze Silver Gold Kids (age 5-14) 50-74 75-99 100+ Young Adults (15-25) 100-174 175-249 250+ Adults (26+) 100-249 250-499 500+ Family & Groups 200-499 500-999 1000+
  18. 18. Recognition <ul><li>Lunch </li></ul><ul><li>Organization recognition events </li></ul><ul><li>Newspaper </li></ul><ul><li>Civic (local or regional) recognition </li></ul><ul><li>Volunteer week </li></ul><ul><li>Events </li></ul><ul><li>Treats </li></ul><ul><li>Gifts </li></ul>
  19. 19. Management <ul><li>Track hours, projects </li></ul><ul><li>Scheduling </li></ul><ul><li>Ongoing training </li></ul><ul><li>Evaluation </li></ul><ul><li>Supervision </li></ul><ul><li>School Credit </li></ul>
  20. 20. Questions?

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