The document discusses strategies for using volunteers and interns to expand staff at museums and cultural institutions. It outlines the benefits of volunteering, legal requirements for unpaid internships, policies to consider when managing volunteers and interns, and ways to recruit, train, recognize, and manage volunteer programs.

1. Expanding Your Staff: Using Volunteers and Interns Kaia Landon Executive Director Brigham City Museum & Box Elder Museum

2. Why do people volunteer? Answer a need To feel good about one’s self Give back to the community Develop new talents Make new friends Learn new things Deepen one's sense of belonging Set a good example Keep active Feel a sense of accomplishment Enrich one’s life Get Service learning hours

3. Volunteer Benefits Discounted or free admission/membership Opportunities for personal growth or learning Income tax deductions for travel to museum Training Opportunity to work with artifacts/art Discounts at store/cafe, trips, etc. Invitations to special events

4. Volunteer vs. Intern Whatever needs doing Flexible, often shorter hours, may be more spread out General interest For the benefit of the organization Project based Set term Job training For the benefit of the intern

5. How To Start Talk to Legal & Human Resources Application requirements/forms Age requirements Background check and/or fingerprints

6. For-profit FLSA requirements: Six criteria: 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; 2)The internship experience is for the benefit of the intern;

7. For-profit FLSA requirements: 3) The intern does not displace regular employees, but works under close supervision of existing staff; 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;

8. For-profit FLSA requirements: 5) The intern is not necessarily entitled to a job at the conclusion of the internship; and 6)The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

9. Policies to Consider Volunteer policy Job descriptions Required applications/ interviews/ background checks Performance reviews

10. How to Start Decide what opportunities you can offer Write description(s) More detailed is better List of possible projects Hour/day/week/month requirements Qualifications How to apply

11. Consider MicroVolunteer Opportunities Distributed Small Online Low-security Not urgent or critical Little supervision Individual (not team)

12. How to Start Advertise: Website Newspapers College job boards, career centers, faculty/staff Craigslist Idealist/All For Good/etc. Speak at clubs, Senior Centers

13. How to Start Interview prospective interns/volunteers. Consider: Fit Availability Reliability

14. Training Introduce to staff and other volunteers (important they feel comfortable) Tour of facility Object handling (if relevant) Task specific (may be ongoing) Manual? Contact list, procedures, etc.

15. Recognition Utah Governor's Volunteer Recognition Certificate Awards are mailed every two months UMA Bessie Jones Volunteer Award Each fall Local or regional civic awards

16. President's Volunteer Service Award

17. President's Volunteer Service Award 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: 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. Recognition Lunch Organization recognition events Newspaper Civic (local or regional) recognition Volunteer week Events Treats Gifts

19. Management Track hours, projects Scheduling Ongoing training Evaluation Supervision School Credit

20. Questions?