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Volunteer evaluation
- 1. Volunteer EVALUATION & FEEDBACK Connecting Action To Mission 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. 333 www.mnaonline.org www.mivolunteers.org
- 4. OBJECTIVES • Describe thethree types of evaluation • Provide the basic steps to following when conducting an evaluation • Identify different evaluation methods
- 5. Purpose of Evaluation •Feedback about programs and processes. • Helps both the organization and individual volunteers identify strengths and weaknesses. • Provides accountability • Becomes a basis for a plan of improvement. • Measures quality and effectiveness • Connects service to mission (tells the story) 5
- 6. LAYING THE FOUNDATION •Identify the purpose – Connect to organizational goals • Clarify information sought • Identify the resources available. – Who will conduct the evaluation? – Budget – Time & Skills Needed • Identify the audience • Design the evaluation 6
- 7. Define Your Purpose •Why are you conducting an evaluation? • What decisions do you want or need to make upon completion of the evaluation? • The purpose determines – Audience – Methods – Data to be collected 7
- 8. Audience Community & Volunteers Staff Partners • Connect service to • Demonstrate value • Demonstrate impact • Evaluate placement success • Recognize & Value • Facilitate • Clear service communication communication • Measure satisfaction • Elicit new ideas and • Strengthen • Measure opportunities partnerships effectiveness • Eliminate/Revise • Form new • Identify leadership ineffective practices partnerships potential • Fund development • Recruitment 8
- 9. Types of Evaluation •PERFORMANCE (based on position description) – roles, contributions, satisfaction • Program PROCESS – Efficient use of resources – Effectiveness of day-to-day operations • Program EFFECTIVENESS – Outcomes – Impact 9
- 10. PERFORMANCE Determining Valueand Valuing
- 11. Purpose Elicit Feedback Volunteer Organization • Capability • Alignment--Volunteer • Commitment Position Description • Match • Training • Monitor Burnout • Supervisor Support • Satisfaction • Appreciation • THANKS & APPRECIATION
- 12. Methods • Interviews • Questionnairesor surveys • Documentation review – Grievances – Volunteer Position Descriptions – Volunteer Profiles (diversity) • Observation • Focus Groups • Data Collection – # Volunteers Recruited – Volunteer Attendance – Volunteer Retention 12
- 13. What do youneed to know? CRAFT MEANINGFUL QUESTIONS
- 14. Examples • Volunteer Feedback • Supervisor Appraisal Include training plan C:UsersSandraDocume ntsVCMEngageVol. C:UsersSandraDocume EvaluationTemplate-- ntsVCMEngageVol. Volunteer Self- EvaluationTemplate-- Evaluation.docx Volunteer Appraisal.docx 14
- 15. What Decisions do you need to make? How to demonstrate impact. Are marketing methods effective? Creating a sense of appreciation Volunteer retention RECRUITMENT RECOGNITION EVALUATION SCREENING How to match Building leadership volunteers to How to improve services. opportunities. How to facilitate communication. Is this a good match? Is the volunteer adequately ORIENTATION trained/prepared? SUPERVISION & TRAINING Does the Relevance of policies and volunteer feel procedures prepared & Does the volunteer feel comfortable? supported? 15
- 16. POLL How does yourorganization conduct performance evaluations for your major volunteer positions? • As a part of the supervision process • Formal, scheduled, one-on-one • Informally one-on-one • Surveys/questionnaires • Other Willing to share forms? Send them to saltzmiller@gmail.com 16
- 17. PROCESS DAY-TO-DAY OPERATIONS EFFICIENT USEOF RESOURCES
- 18. • Number ofvolunteers recruited • Demographic Information • Volunteer Records – # of hours – # of opportunities/events • Length of Service/Retention • Return on Investment
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- 20. Outcomes, not activities Desiredchanges in status, condition or behavior that results from a particular set of programs or activities Making It Count: How to Measure the Impact of Volunteerism (Jan. 2011) Starbucks Coffee Company
- 21. Outcomes • Number ofclients served • Number of meals, pounds of food collected, Clothing donations, etc. • Number of student mentor matches & meetings • Client satisfaction levels • Dollar value of service • Full time equivalent (FTE) • Return-on-investment Kids’ Food Basket Grand Rapids 21
- 22. Michigan $20.07/Hr. 1 Volunteers 3 hours weekly (50 wks) 150 hours service Dollar Value $20.07 X 150 = Dollar Value of Volunteer $3010.50 Independentsector.org Sector Impact X 5 volunteers Value of the volunteer = $15052.50
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- 25. POLL How doesyour organization evaluate and report the outcomes of your volunteer program? Number of volunteer hours Dollar value of volunteer hours Outputs—(type examples into chat box—lbs of food collected, # clients served, services provided) Return on Investment (What is your program’s ROI—type examples into the chat box) Please type examples in chatbox 25
- 26. IMPACT • Measurement ofthe broad consequences of a program – How lives of clients have improved – Improvement in community--safety, job opportunities, health, educational attainment, etc. • Most inclusive • Most challenging 26
- 27. Measuring the DifferenceVolunteers Make: A Guide to Outcome Evaluation for Volunteer Program Managers Originally developed and published by “Programming for Impact: Making a Difference in American Communities” guide published by the National Senior Service Corps, Corporation for National Service, Washington, D.C., 1996.
- 28. How does programevaluation relate to volunteer evaluation? CONNECT SERVICE TO IMPACT PROVIDES RECOGNITION
- 29. Next Steps Conduct the evaluation Analyze data & evaluate the results Review and revise Develop retraining plan as needed for individual volunteers or positions Policies & procedures Staffing, budget Evaluation process Communicate the results Celebrate & Advocate
- 30. THANK YOU Please respondto the evaluation that you will receive by email. Your input is valuable & will affect future programming Next webinar April 25—Volunteer Recognition 30