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
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