VOLUNTEER DEVELOPMENT EXPANDING YOUR OUTREACH Martha A. Nall, Ed.D. Extension Professor University...
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Transcript of VOLUNTEER DEVELOPMENT EXPANDING YOUR OUTREACH Martha A. Nall, Ed.D. Extension Professor University...
VOLUNTEER DEVELOPMENTVOLUNTEER DEVELOPMENT
EXPANDING YOUR OUTREACH
Martha A. Nall, Ed.D.Extension ProfessorUniversity of KYCooperative Extension Service
What Is A Volunteer?
Definition:
An individual with varying degrees of knowledge and skill that goes to the University of Tennessee and plays for a losing basketball team.
What Is A Volunteer – Really?
Volunteers provide work, services, expertise, etc. without expectations of receiving financial compensation.
Why Volunteer?
Volunteers gain: Skill in working with people Ability to organize, make decisions &
solve problems Contacts More effective in their work
Why Volunteer?
Volunteers gain:Satisfaction from helping others Increased self-esteemFriendships formedNew interestsConfidence jobs
VOLUNTEERING IN THE U.S.* 26.8% Americans volunteer*
(1.6 million increase over ‘08)
63.4 million volunteers – Total Number of volunteers*
8.1 billion hours – Annual hours volunteered*
*www.national service.gov
VOLUNTEERING IN THE U.S.
$169 billion – Total dollar value of volunteer time*
$21.36 – Estimated hourly value of time**
9.1 million - FTE's for volunteers
*www.national service.gov**www.independentsector.org
VOLUNTEERING IN THE US – 2001*
71% - Percentage of adults who volunteered when asked
29% - Percentage of adults who volunteered who had not been asked
*Study conducted by Independent Sector
WHERE AMERICANS VOLUNTEER
GEMS A VOLUNTEER DEVELOPMENT PROGRAM
DEVELOPED BY KEN CULP, III, PH.D.
UNIVERSITY OF KENTUCKY
KENTUCKY COOPERATIVE EXTENSION SERVICE
1-6 7-10 11-13 14-18
GENERATE: NEEDS ASSESSMENT
Determining what volunteer jobs need to be done.
A “big picture” look at the organization
WHERE DO PEOPLE VOLUNTEER?
Divide into groups Make a list of as many volunteer
roles in NARFE as you can in two minutes.
GENERATE: POSITION DESCRIPTION
Written explanation of the volunteer’s position and role. Include:
Position Title Time Commitment Location General Purpose Specific Responsibilities Support Provided Contact Person/Supervisor
GENERATE: IDENTIFY
Develop a list of individuals and groups to contact for volunteer service.•Look for “non-traditional” volunteers
• Example: Singles in youth programs, college students in the nursery, retirees judging public speaking contest. . .
GENERATE: RECRUIT
Actively search for new volunteers: Web sites/electronic lists Master list (printed) for all volunteer jobs Current volunteers Personal contacts:
face to face“no” – ask againdon’t over-recruit
GENERATE: SCREEN
Potential volunteer completes application & submits references
Agents contact references Potential volunteer is interviewed
GENERATE: SELECT Place individuals in the
most suitable volunteer positions.
Match: Talent Knowledge Skills Experience Goals
EDUCATE: ORIENT
Begin at the beginning. Include topics about:
History, mission, values, etc. of the organization
Past and current programs and projects Procedures Policies Standards General expectations The “why’s”
EDUCATE: PROTECTInform volunteers about risk management strategies and liability issues.
Child Protection Behavioral Standards Conflict Resolution Confidentiality Issues Financial Management
EDUCATE: RESOURCES
Provide volunteers with the resources necessary to do their job: Human resources Clerical support Curriculum Financial resources
EDUCATE: TEACH
Provide the knowledge and skills needed to fulfill their volunteer role.
Specific subject matter which focuses on program needs.
MOBILIZE: ENGAGE
Allow volunteers to carry out the task or activity they have been selected to perform.
MOBILIZE: MOTIVATE
Create an environment which helps individuals or groups satisfy needs or achieve goals.
Motives for beginning, continuing and discontinuing will be different
MOBILIZE: SUPERVISE
Assisting volunteers to function at their best.
On-going Continuous
SUSTAIN: EVALUATE
On-going process determining if goals are being met.Should be both formal and informal
SUSTAIN: RECOGNIZE
Recognition is: Essential Formal and/or informal Sincere Provides a sense of
appreciation
SUSTAIN: REDIRECTTransfers a volunteer to another role within the organization.
Promotion Reward Opportunity to succeed
SUSTAIN: RETAIN
Continues service in the same volunteer role.
Fulfills volunteer’s motives Ensure a good “fit” between the
role and the volunteer Commitment renewed
SUSTAIN: DISENGAGE
Ending the volunteer/ organization commitment and relationship.