The document outlines nine fundamental strategies for building a surplus of volunteers in associations, emphasizing the importance of clear objectives, diverse volunteer opportunities, and effective orientation and recognition. It discusses the current challenges in volunteer management and provides action plans to enhance engagement and satisfaction among volunteers. Successful implementation of these strategies can significantly improve membership loyalty and overall organizational effectiveness.

1. 9 Secrets to Building a
Volunteer Surplus
Aaron D. Wolowiec
Chief Executive Officer
Event Garde

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3. Volunteers are at the
heart of both the
work associations do
& the value
associations provide
to their profession or
industry.
© Showeet.com template
> Mutually Beneficial Volunteering study, ASAE Foundation

4. Photo by -Snugg- - Creative Commons Attribution-NonCommercial License https://www.flickr.com/photos/34418479@N06 Created with Haiku Deck

5. Aaron Wolowiec
he, him, his
Facilitator, Trainer, Coach &
Learning/Meetings Strategist

7. > Mutually Beneficial Volunteering study, ASAE Foundation
20-25% of Association’s
total work hours is
performed by
VOLUNTEERS
© Showeet.com template

8. > Mutually Beneficial Volunteering study, ASAE Foundation
58% indicated a
desire to be more
engaged
© Showeet.com template

9. > Mutually Beneficial Volunteering study, ASAE Foundation
Volunteering leads to
a significant difference
in membership loyalty
© Showeet.com template

10. What makes
volunteers happy is a
lot like what makes
employees happy.
> Mutually Beneficial Volunteering study, ASAE Foundation

11. 6 Drivers
quality of staff
coordinating their
activity
receptivity of staff to
give their input
consideration
quality of
orientation/
introduction
quality of their
volunteer leadership
ability to debate/
discuss issues
time & timing

12. Biggest Opportunity
JOB DESIGN /
JOB SELECTION
ORIENTATION /
ONBOARDING
ASSESSMENT

13. Volunteers ask …
Clearer sense of how
we contribute
Clarity around
expectations
Be more open &
inclusive to new/
younger volunteers
Provide more training
& guidance
Provide feedback on
progress of our work

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16. Objectives
• Describe current volunteer management
challenges.
• Explore the nine secrets to building a
volunteer surplus, ranging from objective-
setting to evaluation.
• Develop an action plan for improving your
association’s volunteer management
program.

17. VOLUNTEER
CHALLENGE
• Turn to your neighbor
• Discuss one volunteer challenge you’re
currently facing
• Capture your ideas and be prepared to
share with the group

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Volunteer Challenge

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Volunteer Challenge

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Volunteer Challenge

23. SECRETS

24. SECRET 1:
Objectives
• Establish volunteer goals and objectives
• Leverage volunteers in support of your mission
• Revisit association’s volunteer needs annually

25. NIGP’s MISSION THROUGH GOVERNANCE
Defining Expectations and Responsibilities as Keys to Success
In Developing, Supporting and Promoting Public Procurement
LEADERSHIP DEVELOPMENT COMMITTEE
Goals, Responsibilities, Success
Goals 1. Prepare NIGP members for future leadership roles both within the Institute and within
the industry
2. Facilitate leadership development training for chapter leaders who possess the desire
and the potential to step into leadership roles
3. Offer informal opportunities to develop the leadership skills of NIGP volunteers
4. Deliver orientation and onboarding information to both new and returning committee
and council members
5. Improve succession planning within NIGP committees and councils
Key
Responsibilities
1. Serve as advisers and subject matter experts on the development and implementation
of a formal leadership development program being created by NIGP staff. Efforts to
include identifying learning outcomes, advising on overall structure, identifying
leadership competencies, and funding.
2. Coordinate efforts with the Chapter-focused Leadership Development Symposium to
ensure that purposes are uniquely defined and not duplicative
3. Support the development and implementation of remedial training tools and resources
4. Support the development and implementation of onboarding activities
5. Support the development and implementation of a succession plan
Measurements
of Success
1. In cooperation with NIGP staff, build and launch the new leadership program.
2. Quality learning objectives are identified and met by the LDS planning team.
3. Offer at least one training tool or resource each quarter.
4. Update and release each year the volunteer orientation program to all volunteers
5. Ensure each committee or council has a succession plan
Structure
Reporting
Structure
Reports to the Talent Council
Number of
Members
A maximum of 11 members; with voting members either as public procurement
practitioners or industry leaders. Public procurement practitioners shall hold the majority of
the voting seats on the committee.
At least one of the voting members shall be a liaison who serves as a member of the Talent
Council.
Members can serve on only one Board, Council, or committee concurrently; except for the
Talent Council liaison(s).

26. SECRET 2:
Positions
• Determine type, number and duration of
positions
• Create a variety of volunteer opportunities
• Consider resource limitations (e.g., time
constraints) of prospective volunteers

28. SECRET 3:
Resources
• Identify financial and human resources
necessary to adequately support volunteers
• Plan for: Communication, supplies,
recognition, training and supervision

30. SECRET 4:
Expectations
• Establish clear expectations in writing
• Outline time and financial commitments
• Identify workload and volunteer benefits

31. Expectations
• Attends/actively participates in 75% of all meetings;
• Follows confidentiality/conflict of interest policies;
• Reviews all relevant material prior to meetings;
• Prepares to make contributions and voice objective
opinions concerning issues and activities during
meetings;
• Accepts and timely completes tasks/assignments in
support of the group’s charge;

32. Expectations
• Responds promptly to correspondence and
information requests;
• Represents the group in other association meetings,
as requested;
• Maintains current association membership during the
volunteer term; and
• Immediately informs the staff liaison and group chair if
circumstances change/volunteer engagement is no
longer possible

33. SECRET 5:
Recruitment
• Identify ideal skillsets for each volunteer
position
• Contact individuals matching these profiles
• Alternatively, implement a clear/concise call for
volunteers and screening/selection process

34. 2
NIGP Committee and Task Force
Application
1. GENERAL INFORMATION
Name Title
Agency Division
Address
City Office Telephone
State/Province Email Address
Zip/Postal Code
Young Professional
DOB:
2. PROFESSIONAL CERTIFICATION
(Check all that apply)
CPPB CPM A.P.P.
CPPO C.P.M. CCCM
C.P.P. CFCM
C.P.S.M. CPCM
Other Other
3. TYPE OF AGENCY/COMPANY
(Select the type of public agency or company of your current employer from the drop down box:)
4. PROCUREMENT-RELATED WORK EXPERIENCE
The Year You Began Working in Public Procurement:
The Year You Began Working in Procurement/Supply (Public or Private):
5. FORMAL EDUCATION
(Enter the highest level of formal education achieved)
School Attended City, State/Province Year Graduated
If undergraduate or graduate degree: Degree Major

35. SECRET 6:
Orientation
• Host an orientation call, meeting or
training
• Review expectations and answer
questions
• Set the tone for a fun/rewarding
experience

37. SECRET 7:
Structure
• Provide structure/organization during each
volunteer touch point
• Role model behavior you wish to see in
volunteers
• Ensure volunteers are successful/time is used
effectively

38. BOARD MEETING AGENDA
NIGP TALENT COUNCIL
Develop, support and promote public
procurement
Date: Tuesday, June 5, 2018
Time: 3:00 PM (eastern)
Zoom Link: https://zoom.us/j/7769528553
If no PC Audio: 1-646-558-8665
Meeting ID: 776 952 8553
Chair: Carrie Mathes, CPPO, CPPB, CFCM,
C.P.M., A.P.P.
Staff: Rick Grimm CPPO, CPPB, FCIPS
AGENDA ITEM ACTION TAKEN
1. Call to Order and Roll Call
2. Approval of Minutes of April 3, 2018 (attached)
“…move to approve the minutes of the April 3, 2018 Talent
Council meeting as prepared by staff”
3. Chair Updates (Carrie Mathes)
4. Talent Council Committee Reports
A. Leadership Assessment (Peggy Hoffman, Russell Pankey)
B. Mentorship (Charles Smith, Art Moore)
C. Leadership Development (Aaron Wolowiec, Keith Ashby)
D. Pipeline & Placement (Theresa Webb)
E. Outreach & Recruitment (Danielle Hinz, Greg Spearman)
5. Volunteer Recognition Strategy (attached)
6. New Business
7. Next Meeting: Tuesday, August 7, 2018 at 3:00 PM ET
(Teleconference)
8. Adjournment
NIGP Talent Council June 5, 2018 1 of 5

39. SECRET 8:
Recognition
• Recognize a job well done
• Weigh private vs. public recognition
options
• Be sincere and thoughtful

41. SECRET 9:
Evaluation
• Perform due diligence on behalf of the
association
• Evaluate volunteers and their contributions
• Gather feedback about the volunteer
experience

43. CONVERSATION
CATALYST
• Identify top takeaways for your organization
• Turn to your neighbor and discuss
• Commit to at least one implementation idea
• Who is willing to share with the group?

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45. Learn. Network. Transfer. | EVENTGARDE.COM
Aaron D. Wolowiec
MSA, CAE, CMP, CLEA, CTA, CTF/QT
Chief Executive Officer
Event Garde
aaron@eventgarde.com