Uploaded byCasey Morrison
Self Managing Volunteering Models
Formal volunteering in the UK has been in decline for several years, with various community engagement motivations and benefits noted. The document outlines several models for managing volunteers, highlighting the importance of clear roles and sufficient support to foster sustainable volunteer involvement. It emphasizes the need for a strategic approach to volunteer management that balances the integration of volunteers with the expectations of paid staff.
Self Managing Volunteering Models
- 1. Formal volunteering inthe UK has been decreasing for a number of years…
- 3. 62% 48% 45% 44% 42% 38% 38% 36% 35% 34% Allows me toenjoy being in a… Allows me to help preserve our… Is fun Allows me to share a love for… Allows me to contribute to… Allows me to pass on knowledge… Gives me opportunities to… Gives me a sense of personal… Helps me to meet people from a… Makes me feel good about myself % Strongly agree Volunteering = fun + impact
- 4. Hull City ofCulture 2018
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- 7. Structures.. Model ☺ 1. Specificpaid, permanent Clear message / commitment to volunteering Support culture change Build property capacity and capability Volunteer Mgmt professional Consistency for volunteers Cost Other staff abdicate responsibility If just coordination / admin – provides consistency but no step change 2. Specific paid, fixed term Lead a specific project Help design, develop strategy and supporter others to implement small steps Access to volunteer mgmt expertise Can feel rushed If groundwork not done before can take time to understand need, role of others Needs good succession plan to be sustainable Cost 3. Specific, unpaid / voluntary Appreciate volunteer perspective Positive message about volunteering – use of skills or career development Build property capacity Works well as a part of a team Mgmt of change – other volunteer expectations re. paid staff Performance issues often still left with paid staff Needs good succession plan to be sustainable 4. Designated responsibility, part of wider role Cost Integration Sustainable Volunteering can still feel an add on Impact on other objectives Volunteer Mgmt expertise Unlikely to support capability of others 5. Free for all Cost Shared responsibility Focus on relationships / equality Confusing for volunteers Performance issues Not sustainable, does not support growth strategy https://myvolunteering.nationaltrust.org.uk/volunteering-academy
- 8. Tone of Voice– 5 words from your tables please “How do you want your volunteering to look & feel..?”