1. 20 Important Questions to
Ask When Volunteering
Debbie Ray, CVA
Certified Volunteer Administrator

2. Things to Consider First?
 What are You looking for…..?
 How “healthy” is the Agency?
 Whose managing the program?
(ie. Volunteer Manager, Coordinator, Director, …….)

3. Looking at YOU first………………..
 Basic Level: Self-serving drive
 Secondary Level: Relational drive

Highest Level: Belief drive

4. What are you looking for……?
 Achievement
 Recognition and feedback
 Personal growth
 Giving something back
 Bringing about social change
 Family ties
 Friendship, support, bonding and a
feeling of belonging

5. Turn offs to volunteering…….
 Disorganized management
 Lack of board support
 Staff indifference
 Limited training and orientation
 Lack of contact and support
 Wrong assignment
 Perks that are withdrawn
 Insufficient funding

6. Have a clear understanding of what
your motivation to volunteer is…..
1. What do I want to do that meets
both mine and the agencies’
needs?
2. How often can I give my time?
3. How does my volunteer job fit
into the big picture?

7. Agency Mission, Vision & Values
 What is the mission/vision/values of the
organization and is it compatible with my
beliefs/needs, etc.

8. Clear Planning and Allocation of
Resources
 Is the program/manager organized?
 Is the volunteer program part of the overall agency operating/strategic
plan?
 Goals and objectives are clear?
 Does the volunteer program have an operating budget built into the
overall agency budget?
 If not, who/how is the volunteer program funded?
 Do volunteers fund the program?
 Do I have to pay for my volunteer uniform, t-shirt, badge, etc.?
 Are you expected to donate both funds and time to the program?
 Is there a designated area/work station for volunteers
 Does the volunteer program have the equipment and supplies it needs
to operate?
 Have you seen a recent annual report, financial statements, Non
profit’s 990 form,

9. Effective Policies and
Procedures
 Is there a “Policy Manual” for the volunteer
program and when was it last updated?
 Are there clear directions on the “dos and
don’ts” of the program?
 What are my limitations as a volunteer?
 Can I be terminated?
 Do I have grievance rights?
 Do I sign a confidentiality agreement?
 Is there a waiver form the agency requires me
to sign in order to volunteer?

10. Clear and meaningful WRITTEN
Assignments
 Are there job descriptions/assignments/services/agreements/
etc. for every volunteer position?
 If not, why…..?
 Are you clear on what it is you are expected to do/not do while
volunteering?
 Are job descriptions reviewed and revised periodically?
 What am I liable for if I do something that’s not in the job
description?
 Do I know who my direct supervisor will be while I’m
volunteering?
 Do I know who to go to if my direct supervisor is not available?
 Is there a retention process in place to retain volunteers

11. Creative and Target
Marketing/Recruitment
 Who makes up the volunteer corps?
 Does it reflect the demographics of the community?
 Is there a Public Relations department/manager?
 Have there been any “stories” circulating about the
agency either rumors or publically?
 How will my involvement in the agency be used for
promotion? (ie. Photos, stories, testimonials, TV, etc.)
 Are the current volunteer brochures, newsletters, fliers,
etc. professional/appealing?
 How often do you see PR on the agency?

12. Careful Interviewing and
Screening of Volunteers
 What are the requirements and qualifications
to get into the program?
 Does the agency do background checks or
polygraph exam?
 Who pays for this….me or the agency?
 What are the agency’s guidelines for involving
people with a criminal background
(misdemeanor vs felony),
 What other “types” of volunteers can
participate in the program? (ie. Court ordered
community service, college interns

13. Effective Orientation and
Training for Volunteers
 Is there an orientation and is it organized?
 Does it cover policies and procedures?
 Have paid staff been to an orientation/training preparing them to work
with volunteers?
 Who conducts the orientation?
 Is training offered prior to my taking on a volunteer assignment?
 Who conducts the volunteer training for specific tasks/duties?
 Does the agency use current technology for orientation, training, and
communications?
 Are the orientations flexible in their delivery? ( ie., time, location, etc.)

14. Proactive Risk Management
 Operational volunteers (worker bees):
• Is there a clear understanding of your liability coverage (ie. Workers
compensation, nonpaid employee liability coverage, etc.)
• Is there a written process in place to report and file a claim
• Am I covered if I drive a company vehicle
• Will my personal property/vehicle insurance be responsible?
 Governance volunteers (thinker bees):
• Does the agency carry D&O (Directors and Officers) insurance,
property/facility coverage, additional liability insurance?
• How often are these policies reviewed by professionals? (should be
annually)
• Reviewing amounts of coverage so that the agency is not under
insured.
• Can I be sued personally for damages as a board member?

15. Supportive and trained
supervision
 Who does the volunteer coordinator report to
in the agency?
 Are you clear on who you report to in the
agency?
 Does your volunteer coordinator belong to any
professional organization?
 How often do they receive training to enhance
their professional growth?
 What processes are in place to discuss
concerns, issues, grievances, etc.?

16. Accurate and Useful Record-
keeping and reporting
 Do you know your current worth as a
volunteer?
 Nationwide $20.25 (Independent Sector – 2009)
 Arizona $19.25 (Independent Sector - 2009)
 Is there a mechanism in place to record
volunteer hours?
 How are your volunteer hours used? (ie.,
grants, $$$, annual reports, etc.)

17. Constructive Evaluation and
Feedback
 Are evaluations conducted for
volunteers….annually, 6 months, etc.
 Do volunteers have a chance to evaluate
the volunteer program, volunteer
coordinator or agency?

18. Formal and Informal Recognition
Program
 Staff training for working with volunteers
 What are ways that volunteers are
informally thanked in the agency?
• A “thank you and we appreciate you” culture
is developed by the organization
• Newsletter recognition
• Upper management recognizes a special
event (birthday, sympathy, congrats cards)

19. Review those 20 questions……
1. What are You looking for…..?
2. What’s the “health” of the
Agency?
3. Whose managing the program?
4. Clear Planning & Resources
5. Effective Policies & Procedures

20. Review those 20 questions……
6. Clear & Meaningful Assignments
7. Creative & Target Volunteer
Marketing/Recruitment
8. Careful Interviewing & Screening
9. Effective Orientation & Training
10. Proactive Risk Management

21. Review those 20 questions……
11. Supportive Supervision
12. Constructive Evaluation & Feedback
13. Formal & Informal Recognition
14. Is there a “team” feeling when I
volunteer?
15. Does my input & participation
matter?

22. Review those 20 questions……
16. Am I doing what I was told I would be
doing when I volunteer?
17. Are there leadership opportunities for
volunteers to develop if they want?
18. Does my volunteering interfere with
my family commitments?
19. Am I being asked to do more than
should be expected?

23. Review those 20 questions……
20. Are you having fun and are
you enjoying yourself?

24. Questions