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The orientation & handbook
- 1. The ORIENTATION &HANDBOOK The presentation will begin momentarily. Please be certain that you have speakers connected or dial in using the phone number provided then enter the access code followed by the # sign.
- 2. Presenter: Sandra Miller Consultant/Trainer, VolunteerCenters of Michigan saltzmiller@gmail.com Administrator: Chelsea Martin Program Manager, Volunteer Centers of Michigan cmartin@mivolunteers.org
- 3. Michigan Community ServiceCommission, Michigan Nonprofit Association, Volunteer Centers of Michigan, Michigan Campus Compact, and the LEAGUE Michigan with support from the Connect Michigan Alliance Endowment Fund and the Corporation for National and Community Service, are proud to support the ENGAGE Volunteer Management training series.
- 4. Goals • Identify thepurpose and importance of the volunteer orientation and handbook • Provide specific examples for each step. • Share tips and tools. 4
- 5. Orientation & Training Orientation •Provides volunteers with information about the organization, the volunteer program and how volunteers fit into the mission of the organization • Puts a face to the organization • Facilitates the connection • Insures that the volunteer has the correct information. 5
- 6. ―Orientation is the processof making volunteers feel comfortable with and understand the workings of the organization…and to let them understand how they can contribute to the purpose of the organization‖ McCurley & Lynch, Volunteer Management, 2006 6
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- 8. Consider: • Number ofpeople to be oriented • Number of staff/volunteers available to do the orienting • Prior experience of the new volunteer • Type of service— length of commitment
- 9. Determine Organization Structure Planning • Large, formal vs. • Who will be responsible Individual for the orientation? • Determine time, place, • Specified time and date and equipment/materials vs. Part of first day of needed service. • Get the word out. • Amount and type of • Determine the agenda information to be and timeline covered.
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- 11. Consider Volunteer Motivationsand Needs STRUCTURE
- 12. Make Connections Meet NewPeople Feel Connected With Community
- 13. Meet Community Needs •Organization’s Mission • Volunteer’s Role, Volunteer Case Statement • Accomplishments • Current Goals/Needs
- 14. SUBSTANDARD HOUSING • 30% of income being paid toward housing is considered ―affordable‖ • Approximately 24% of Appleton- Neenah-Oshkosh residents pay more than 30%. • $21,400 is the income needed to afford the average 2 bedroom rental in the area. • 60% of service occupations are paid less than $21,400. • $64,226 is considered at ―affordable‖ home for average wages. • Less than 4% of homes in Appleton area sell at or below 525 First Street, Menasha $60,000.00 Before--
- 15. HABITAT RECLAIMS PROPERTIES ANDCOMMUNITIES AFTER. . . A Simple, Dece nt, Affordable HOME 525 First Street, Menasha
- 16. A Simple, Decent,Affordable Home • Greater Fox Cities Area Habitat for Humanity invites people of all backgrounds, races and religions to build houses together in partnership with families in need. • GFCAHFH is an equal opportunity lender • GFCAHFH builds in Winnebago, Calumet, Outagamie Counties as well as Waupaca, New London, Nichols, Hilbert, Chilton, & Brillion. • Habitat Homes are Energy Star and Green Built Certified
- 17. 108 homes built, 104mortgages 104 families, = Over 350 CHILDREN
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- 19. The Organization • Structure—board, staffing • Brief History including accomplishments • Contact Information • Relevant partnerships/affiliations – Funding Streams • Clients Served, Selection Process
- 20. • Volunteer Positions •Relevant Policies & Procedures – Dress – Responsibilities (Code of Conduct) – Forms – Schedule—Training & Service – Evaluation & Performance Review – Volunteer Benefits – Communication Process • Emails, newsletters, website, volunteer registration site.
- 21. Orientation Topics Structure How do you Make it Motivational? Share Examples
- 22. The Orientation is NOT Training Training is specific to the position or event
- 23. Include Stories from volunteers& clients
- 24. Put It InWriting THE VOLUNTEER HANDBOOK
- 25. PURPOSE • Risk Management – Guidelines for Conduct • Answers Questions – Why should I volunteer? – How will I be making a difference? – What is this organization all about? • Accurate Information • Inspires and Motivates • Deepens Commitment – Step in Effective Recruitment & Retention
- 26. • Table ofContents • Staff & Volunteer Directory • Orientation Materials • Terms & Acronyms • Rules, Policies, Expectations • Volunteer & Client Rights • Volunteer Separation/Dismissal • Copies of Forms • Sign-off Form
- 27. HANDBOOK How do youmake it interesting? Save costs? Share Examples
- 28. Unique & Evolving Thishandbook will provide you with general policies and practices of . You are encouraged to familiarize yourself with the contents of this manual, for it will answer many questions concerning our organization and outline how volunteers like yourself can contribute. In order to retain necessary flexibility in the administration of policies and procedures reserves the right to amend any of the policies and/or benefits described in this manual.
- 29. Make It Interesting Unlesssomeone like you cares a whole awful lot, nothing is going to get better. It's not. ~Dr. Seuss If you think you are too small to be effective, you have never been in bed with a mosquito. ~Betty Reese Thank you for ―caring a lot‖. Your persistence is appreciated. May you find that this volunteer experience with ____ further enriches you.
- 30. THANK YOU Please respondto the evaluation that you will receive by email. Your input is valuable Join Us February 28 — Volunteer Training and Supervision 30