volunteer development
DESCRIPTION
Volunteer Development. Expanding Your Outreach. Martha A. Nall, Ed.D . Extension Professor University of KY Cooperative Extension Service. What Is A Volunteer?. Definition: - PowerPoint PPT PresentationTRANSCRIPT
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VOLUNTEER DEVELOPMENTVOLUNTEER DEVELOPMENT
EXPANDING YOUR OUTREACH
Martha A. Nall, Ed.D.Extension ProfessorUniversity of KYCooperative Extension Service
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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.
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What Is A Volunteer – Really?
Volunteers provide work, services, expertise, etc. without expectations of receiving financial compensation.
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Why Volunteer?
Volunteers gain: Skill in working with people Ability to organize, make decisions &
solve problems Contacts More effective in their work
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Why Volunteer?
Volunteers gain:Satisfaction from helping others Increased self-esteemFriendships formedNew interestsConfidence jobs
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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
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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
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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
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WHERE AMERICANS VOLUNTEER
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GEMS A VOLUNTEER DEVELOPMENT PROGRAM
DEVELOPED BY KEN CULP, III, PH.D.
UNIVERSITY OF KENTUCKY
KENTUCKY COOPERATIVE EXTENSION SERVICE
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1-6 7-10 11-13 14-18
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GENERATE: NEEDS ASSESSMENT
Determining what volunteer jobs need to be done.
A “big picture” look at the organization
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WHERE DO PEOPLE VOLUNTEER?
Divide into groups Make a list of as many volunteer
roles in NARFE as you can in two minutes.
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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
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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. . .
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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
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GENERATE: SCREEN
Potential volunteer completes application & submits references
Agents contact references Potential volunteer is interviewed
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GENERATE: SELECT Place individuals in the
most suitable volunteer positions.
Match: Talent Knowledge Skills Experience Goals
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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”
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EDUCATE: PROTECTInform volunteers about risk management strategies and liability issues.
Child Protection Behavioral Standards Conflict Resolution Confidentiality Issues Financial Management
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EDUCATE: RESOURCES
Provide volunteers with the resources necessary to do their job: Human resources Clerical support Curriculum Financial resources
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EDUCATE: TEACH
Provide the knowledge and skills needed to fulfill their volunteer role.
Specific subject matter which focuses on program needs.
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MOBILIZE: ENGAGE
Allow volunteers to carry out the task or activity they have been selected to perform.
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MOBILIZE: MOTIVATE
Create an environment which helps individuals or groups satisfy needs or achieve goals.
Motives for beginning, continuing and discontinuing will be different
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MOBILIZE: SUPERVISE
Assisting volunteers to function at their best.
On-going Continuous
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SUSTAIN: EVALUATE
On-going process determining if goals are being met.Should be both formal and informal
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SUSTAIN: RECOGNIZE
Recognition is: Essential Formal and/or informal Sincere Provides a sense of
appreciation
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SUSTAIN: REDIRECTTransfers a volunteer to another role within the organization.
Promotion Reward Opportunity to succeed
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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
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SUSTAIN: DISENGAGE
Ending the volunteer/ organization commitment and relationship.