professionalisation of volunteer management
DESCRIPTION
Professionalisation of volunteer management - Patrick Daniels - Association of Volunteer ManagementTRANSCRIPT
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Professionalisation of volunteer management
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Autonomy
ValuesIndependence
RecognitionExpertise
Support
More than a job/function
FOR
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Bureaucratic
Exclusive
Inefficient
Irrelevant
Contradictory
Costly
AGAINST
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discourse, rather than a destination
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how we organise ourselves
as practitioners
Key question
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Opportunity
Different fields – sectors - disciplines
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OpportunityBut only if we can
move together
Key challenge
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LeadershipWe need to lead,
not leave it to others
Key challenge
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State Market
Key influencers on professions
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VM – “off the radar” strategy
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Professionals
Professional body
The profession
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Professionals
Professional body
The profession
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How to build our own profession?
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Principles
Knowledge
Scope
Ongoing development
Entry
Practice model
Six components of a profession…
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1. KnowledgeA profession needs to set out the specialist knowledge of its practitioners.
What knowledge underpins our profession?
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Technocratic Reflective
Industrial societyScientific thoughtRational approach
Objective knowledgeMonolithic body of
knowledgeStandardised training
Post-industrial societyLearning through action
Embraces complexity
Subjective knowledgeContext is everything
Knowledgeable practitioners
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Volunteer Management –The Complete Handbook?
Technocratic
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TechnocraticStandardised volunteer management training
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Volunteer Management –Knowledgeable practitioners
Reflective
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2. Scope of the professionA profession needs to set out what professional volunteer management is.
What areas are covered by our profession?
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Qualifications – what are you qualified to do?
Competencies – what are you competent to do?
Capabilities – what are you capable of doing?
2. Scope of the profession
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3. Practice modelA profession needs to set out broad models of practice.
What model of practice fits with our profession?
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3. Practice modelA profession needs to set out broad models of practice.
Trust – we’re the experts and they’re our clients
Contractual – service providers and service users/consumers
Partnership – realise outcome together
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Volunteer manager
BeneficiaryVolunteer
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HR manager
BeneficiaryEmployee
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Teacher
PupilParent
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4. Entry into the professionA profession needs to set out the criteria required for entry.
How do we see entry into our profession?
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Non-regulated VMs
Regulated VMs
Sequential
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Buddying Mentoring
Apprenticeships Community
Integrated
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5. Ongoing profession developmentA profession needs to set out expectations of practitioners continual development.
What framework for continuing professional development do we need for our profession?
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Status Career
Standards Learning
Threat Opportunity
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6. Ethical frameworkA profession needs to set out its founding principles and values.
What principles are essential to our profession?
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726695
649 639611 601 598 594
550
Supportingvolunteers
Respectingthe gift of
volunteering
Openingvolunteering
to all
Promotingdiversity
Flexibility The freedomof the
volunteer
Acceptingchange
Providingchoice
Creativity
Vo
tes
wei
ghte
d
Principle #1 - Freely chosen giving
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Principle #1 - Freely chosen giving
• Question of freedom – free to join/ free to leave• Choice – encourage active choice • Giving – recognise that volunteering is not
contractual – it’s a gift• Supporting volunteering – the difference/value
that vm brings• Open access – ensuring diversity and access to
volunteering
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695654 637
609 592 575 561
Buildingmutuallybeneficial
relationships
Fairness Fosteringengagement
Partnership Connectingpeople
Public benefit Empathy
Principle #2 - Mutually beneficial relationships
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Principle #2 – Mutually beneficial relationships
• All about relationships – skill of vm in networking and connecting people
• Understanding the balance – insight and empathy into needs of volunteer and service user
• Knowledge of motivation – learning and challenge• Fairness – question of equality
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687 673
617 614588
570
Ensuringvolunteering isappropriately
resourced
Acting in anaccountable and
transparentmanner
Leadership Measuring andevaluation of
impact
Planned use ofresources
Encouraginglearning
Principle #3 - Ensuring volunteering is appropriately resourced
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Principle #3 – Ensuring volunteering is appropriately resourced
• Value for value – understanding the value of volunteering and vm
• Value in a broad sense – shouldn’t restrict ourselves to explaining value in monetary terms
• Accountable and transparent• What is appropriately resourced?• Leadership in vm is very distinctive
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685
666
653 651 650 648
604
582
Acting lawfully Respectingpeople's rights
Listening to thevoice of those
engaged
The enjoymentof volunteering
Recognising andcelebrating
achievements ofthose engaged
Trustworthiness Promoting thevoice of those
engaged
Personal growthof thoseengaged
Principle #4 – All about people
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Principle #4 – All about people
• All about people – principle is not to lose sight of the person at the heart of the process
• Respect people’s rights and acting within the law• Enjoyment – sense of perspective• Listening to those engaged – less so about
promoting voice
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Key learnings
• We need to move together• Principles and values that support reflective practice• Standards and rules may come later, but not initial
focus• Next step - present examples of how these
principles can be applied to practice
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1. Knowledge - What knowledge underpins our profession?
2. Scope of the profession - What areas are covered by our profession?
3. Practice model - What model of practice fits with our profession?
4. Entry into the profession - How do we see entry into our profession?
5. Ongoing profession development - What framework for continuing professional development do we need for our profession?
6. Ethical framework - What principles are essential to our profession?
How to build our own profession?
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6.5%7.1%
21.9%
26.5%
28.4%
9.7%
0.0%
Less than 12 months 1 -2 years 3 - 5 years 5 - 10 years 11 - 20 years Over 20 years Don't know
How long have you been involved with volunteer management?
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56.8%
11.6%14.2%
17.4%
0 - 25% 26-50% 51-75% 76-100%
What proportion of your time do you spend directly managing volunteers?
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1.9%
34.4%
25.3%
27.9%
9.1%
1.3%
16 - 24 25 - 34 35 - 44 45 - 54 55 - 64 65+
How old are you?
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46.2%
58.0%
82.5%
18.2%
46.9%
Develop acampaign
Develop training Develop goodpractice guides
Commission furtherresearch
Develop reflectivelearning materials
What should AVM do next once these principles of volunteer management are agreed?