VOLUNTEER MANAGEMENT IN EXTENSION

Necessary Evil or Blessing in Disguise?Marina D’Abreau

University of Florida IFAS

January 2009

Volunteer Programs – Pros & Cons

• Delivery of services at reduced/no cost• Access to additional expertise• Better contact/visibility with the community

Volunteer Programs – Pros & Cons

• Lack of control and reliability of volunteers• Time demands for volunteer supervision• Potential negative impact on paid jobs• Difficulties in recruiting/retaining qualified volunteers

Volunteer ProgramsPlanning

Recruitment

Orientation & Training

Supervision & Evaluation

RecognitionMANAGEMENT

CYCLE

Volunteer Programs – Recruitment

• Marketing/Promotion• Applications• Profiles• Interviews

Volunteerisms – The Right Skills

• Past experiences• Career history• Special interests

Volunteer Programs – Training

• Orientation about the organization• Policies and procedures• Assume they know nothing•Clarify expectations

Volunteerisms – Clear Expectations

Volunteerisms – Provide Direction

• Program goals• Organizational mission• Job descriptions

Volunteer Programs – Evaluation

• Performance at assigned tasks• Recognize training needs• Identify gaps in program

Volunteer Programs – Recognition

• Acknowledgement of services• Formal and informal• Constant and consistent• Meaningful and motivational

Volunteerisms – Don’t Play Favorites

Volunteer Programs – Attrition

• Poor expectations• Never feel like part of the organization• Poor communication with staff/volunteers• Don’t have enough to do• Don’t feel like they’re making a difference• Never find their niche

Volunteer Programs – Mentoring

• Address barriers• Peer networking• Similar interests• Smoother transition

Volunteer Programs – Mentoring

• 27% average attrition – all FL counties• 7% attrition with mentoring program

Master Gardener Program - Florida

• 425,445 hours in 2007• $7.9 million in services to citizens• ~150 FTEs

Master Gardener Program - Southeast

• >1.7 million hours in 2007• >$31.2 million in services• ~600 FTEs

TIPS FOR WORKING WITH VOLUNTEERS

• Respect their schedules• Treat them as colleagues• Develop opportunities that really matter• Remember that volunteering is optional• Be organized and professional• Train with relevance• Target generational groups with peers

ADDITIONAL RESEARCH NEEDS

• Management structure of adult volunteer programs• Training that addresses organizational and volunteer needs• Role expectations and volunteer turnover• Leadership development among volunteers• Generational volunteers

I THINK I’D RATHER MANAGE THE BAILOUT PLAN…

QUESTIONS?Marina D’Abreau

University of Florida IFAS

January 2009