Improving Lives. Improving Texas.

Engaging Volunteers to lead Programs & Projects Locally

Presented by:Courtney DoddExtension Program Specialist

Volunteer Orientation

• Why is it important?– Allows individual to join as an

informed equal– Motivates volunteer– Provides forum for Extension to

explain expectations, goals and objectives

Three Parts of Orientation

• Social Orientation

• Position Orientation

• System Orientation

Social Orientation

• Introduction to county staff

• Tour of facility/office

• Explanation of dress code

• Directions to the break room

• How to operate the copy machine, fax machine, etc.

System Orientation

• Mission of Extension

• Legislation that created and defined Cooperative Extension

• Program Areas

• Volunteer Opportunities

• Policies and Procedures

Texas 4-H Volunteer Orientationhttp://campus.extension.org

Position Orientation

• Overview of roles and responsibilities

• Review the position description

Volunteer Expectations

• When a volunteer is a visible representative of Extension, they should:– Be prepared– Arrive/Finish on time– Look the part of a professional– Understand it is not only their reputation

on the line, but the Extension program’s reputation being evaluated as well

– Be prepared to have their efforts evaluated

“Just show up and we’ll figure out something for you to do!”

Volunteer Position Descriptions

• Force volunteer managers to think through and plan the work of their volunteers

• Reduces risk of volunteers doing something inappropriate

• Helps prevent a major “no-no” – having volunteers stand around with nothing to do!

A Great Title Sums It Up

• The most important component!

• Describe the position and sell it

• Let it say what they are and what they do

• Omit the word “volunteer”

• Add a little humor to the title

Elements of a Position Description

• Duties• Supervisor• Location and Schedule• Commitment• Skills Needed• Training Provided• Benefits

The Least You Need to Know

• Don’t recruit volunteers unless everyone is clear about what they’ll be doing first

• A clear and catchy title for your position will help recruit people

• Good position descriptions make it clear who acts as they volunteer’s supervisor.

• Listing the benefits of volunteering sends a message that you value and respect your volunteers

• Have clear position descriptions for the short-term and spontaneous volunteers

Project Leader Position Descriptions

http://texas4-h.org“Projects and Programs”

Empower Yourself to Serve Others

• Be a volunteer yourself!• Recognized as a team player

and a community resource• Obtain greater knowledge of

your community• Expand your presence in the

community…with an opportunity to promote Extension/4-H

What can I do to empowermy volunteers?

• Understand the concept

• Set the rules

• Put your volunteers to work

• Reap the benefits

What can I do if my volunteers refuse to be empowered? • Take it slow

• Let them feel your passion and enthusiasm…It’s contagious!

• If they fail to feel empowered, other problems may exist.

Ideas that Work!

• Lobbying Efforts• Program Planning• Award Recognition• Public Relations• Utilize Special Talents• Evaluation• Courtesy

Leadership Roles to Empower

• Discoverer• Illustrator• Encourager• Enabler• Smoother

Discoverer

• Continually looking for new opportunities to accomplish the mission

• A visionary

• Flexible to change

Illustrator

• Remember, and remind others, about the goals, values and mission

• Show your commitment to group goals in the way you approach opportunities or deal with obstacles

Encourager

• Be supportive

• Offer reassurance

• Recognize successes

• Believe in your volunteers

• Take a vested interest in their achievements

Enabler

• Offer a helping hand to boost chances of success.

• Consider yourself a coach or team-builder

Smoother

• “Smooth the way” by providing necessary information to complete a task

• Network to build positive relationships

• Serve as a resource

Benefits of Empowerment

• To the followers:– Increased motivation– Higher degree of learning– Improved tolerance of stress

• To the leaders:– Increased organizational commitment– Less role ambiguity– Increased satisfaction with roles and organization

• To the organization:– More flexibility– Better sense of community– Requests/problems handled with roles and the

organization– Group coordination and development

Empowerment

“The one who says it cannot be done should never interrupt the one who is doing it.”

- Anonymous