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Fully Developing Your Volunteer Workforce

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Sharing 6 attributes of mutually beneficial volunteering program, 6 drivers for volunteer satisfaction and results of the ASAE Foundation volunteer research plus association examples.

Published in: Government & Nonprofit
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Fully Developing Your Volunteer Workforce

  1. 1. Fully Developing Your "Volunteer Workforce" Applied | Thursday, July 13, 2017 | 3:45 - 4:45 p.m.
  2. 2. Peggy Hoffman, CAE @peggyhoffman #FSAE17 Kevin Whorton
  3. 3. Research Overview • Phase 1: Associations • Part 1 – Association Staff Survey | 1,016 unique association respondents • Diverse group …. 39% trade associations, 43% individual member organizations, 14% hybrid, 4% other organizations • Part 2 – In-depth Phone interviews with Staff from 75 Associations • Phase 2: Members • 50 associations | 25,250 member respondents of 121,000 surveyed (21% response) • Diverse group … physicians, nurses, pharmacists, mental health professionals, educators, real estate professionals, architects, trade associations, etc. • Phase 3: in-depth audit of key performance metrics
  4. 4. Mutually Beneficial Volunteer System: a system in which the volunteer makes a meaningful contribution to the organization’s mission and the management process makes a meaningful contribution to the volunteer’s professional development and personal satisfaction
  5. 5. Mutually Beneficial Volunteer System: a system in which the volunteer makes a meaningful contribution to the organization’s mission and the management process makes a meaningful contribution to the volunteer’s professional development and personal satisfaction
  6. 6. 6 Elements 1 Job Design 2 Recruitmen t/ Selection 3 Orientation / Training 4 Managemen t/ Mentoring 5 Assessmen t 6 Reward/ Recognition
  7. 7. How would you rate your volunteer management system in these 6 areas?
  8. 8. 6 Drivers quality of staff who serve as liaison/coordinators of their activity receptivity of staff to give their input appropriate consideration the quality of orientation/introduction quality of their volunteer leadership ability to debate/discuss issues time & timing
  9. 9. How does your association rate in delivering on these drivers?
  10. 10. Mutually Beneficial Volunteer System: Scoring Tool 1. Survey staff and volunteers. • Parallel construction • 5-point scales 2. Calculate individual, section and overall averages. 3. Subtract volunteer average from staff average. 4. Analyze gaps at individual attribute level; section level and overall level.
  11. 11. Job Design | Meaningful work Chief among these are job design that doesn’t offer flexible scheduling and effective use of experience
  12. 12. Job Design | Meaningful work •FIT TO MISSION GOALS RESOURCES FLEXIBLE ACCESSIBLE FIT TO MEMBERS TASKS TO BE PERFORMED TIME REQUIRED KSAs REQUIRED APPROPRIATE
  13. 13. Job Design | Example • Volunteer Committee – Lead! - Activity engaging - Developing short-terms opportunities - Working with committees on developing positions Board sets Committee Charter Committee ids skills needed, commitments Volunteer Committee recruits & refers
  14. 14. Job Design | Example
  15. 15. Job Design | Example www.isaca.org/About- ISACA/Volunteering
  16. 16. Recruitment/Selection | Right Person-Right Job • Staff: • Nearly 50% have to accept volunteers who are not as committed or qualified • More than 30% have some/many volunteers not well-suited for roles they serve • Volunteers/Non-Volunteers: • Rate selection process low Low grades from staff and volunteers
  17. 17. Recruitment/Selection | Right Person-Right Job •VOLUNTEER REGISTRY/PROFILE OUTREACH SELECTION
  18. 18. Recruitment/Selection | Example
  19. 19. Recruitment/Selection | Example
  20. 20. Assessment | Constructive Feedback • Members: Seeking more feedback – area of lowest satisfaction • Top ranked items for improvements: Better sense of how their work fits into the big picture • Clearer expectations re a job well done • More feedback! 10% Evaluate 28% say lack of assessment leads to unqualified volunteers
  21. 21. Assessment | Constructive Feedback •WHO ASSESSES? HOW OFTEN? WHAT ARE THE CRITERIA? HOW ARE THEY SCORED? HOW ARE THE EVALUATIONS RECORDED AND STORED? HOW OFTEN ARE THE EVALUATIONS REPORTED? TO WHOM? HOW IS UNDERPERFORMANCE ADDRESSED? WHO REVIEWS THE ASSESSMENTS/ASSESSORS?
  22. 22. Assessment | Example •Chair evaluates committee member VPs evaluates committee member & chair Scores averaged Feedback • Self-assessment • Some done on a 1:1 basis (by req) • Just don’t get invited back
  23. 23. Assessment | Example
  24. 24. How do you assess and evaluate volunteers and/or volunteer groups?
  25. 25. | Fully Developing Your Volunteer Workforce … What we looked at … • Defined Mutually Beneficial Volunteer System • Explored 6 attributes & drivers • Shared a scoring tool • Addressed 3 pain points (job design, recruitment/selection, assessment)
  26. 26. Contact Us Peggy Hoffman, CAE President | Mariner Management phoffman@marinermanagement.com 301.725.2508 | @peggyhoffman Kevin Whorton President | Whorton Marketing & Research industrysurveys@kwhorton.com 202.258.9889

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