Volunteers: Your Greatest Asset

Transcription

1 Volunteers: Your Greatest Asset Volunteering is the ultimate exercise in democracy when you volunteer, you vote every day about the kind of community you want to live in. --Anonymous

2 Volunteers: Your Greatest Asset Enhancing Communities Learning Series March 31, 2015 Facilitator: Anne Gingerich, MSW Executive Director, PANO Phone:

3 Volunteers: Your Greatest Asset LEARNING OBJECTIVES PLANNING for Volunteers RECRUITING Volunteers SCREENING AND INTAKE processes ORIENTATION AND TRAINING SUPERVISION AND EVALUATION processes RECOGNIZING Volunteers

4 Guiding Principles LANGUAGE matters The wisdom is IN THE ROOM. Leave AIR SPACE for others. Try NEW THINGS in order to learn NOT all conversations will be FINISHED. Focus on what is WORKING and POSSIBLE, not on what is wrong

5 The Volunteer Management Cycle Planning Recognition Recruitment Retention Supervision & Evaluation Orientation & Training

6 When Planning ALWAYS START with Your Vision What would 100% success look like for a volunteer management program in your organization?

7 PLANNING FOR VOLUNTEERS What needs to be in place to be successful in managing volunteers?

8 PLANNING FOR VOLUNTEERS: How Many People Volunteer Today? Volunteering in Pennsylvania 26.7% residents volunteer (29 th in country) 2.71 Million Volunteers Million Hours of Service Volunteers almost TWICE as likely as non-volunteers to donate $ An estimated 148,909 Volunteers in the Tri-County Area --Corporation for National & Community Service, 2012

9 PLANNING FOR VOLUNTEERS: Who Volunteers Today? Where Volunteers Live 30.0% 28.3% 27.3% 27.5% 27.3% 25.0% 23.5% 20.0% 15.0% 16.7% Pennsylvania US 10.0% 5.0% 0.0% Urban Suburban Rural --Corporation for National & Community Service, 2012

10 PLANNING FOR VOLUNTEERS: Who Volunteers Today? Volunteers by Age % % % % % % % % 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% --Corporation for National & Community Service, 2012

11 PLANNING FOR VOLUNTEERS: Where Do People Volunteer? Other 3.6% Health 8.5% Religious 33.1% Education 25.2% Civic 6.0% Social Services 14.4% Sports/Arts 3.4% --Corporation for National & Community Service, 2012

12 PLANNING FOR VOLUNTEERS: Why Do People Volunteer? Find employment (See Volunteering as a Pathway to Employment Report, Corporation for National & Community Service, 2013) Give back Meet people/create social connections/belong Gain new skills Help others Make a difference Have fun --Corporation for National & Community Service, 2012

13 PLANNING FOR VOLUNTEERS VOLUNTEER MANAGEMENT HANDBOOK

14 VOLUNTEER CLEARANCES: Required by July 1, 2015 What You Need to Know ADULTS applying for unpaid positions as volunteers responsible for the welfare of a child or having direct contact with a child MUST have the following clearances: 1. Report of criminal history from the Pennsylvania State Police 2. Child Abuse History Clearance from the PA Department of Human Services 3. Federal Criminal History (FBI) IF the volunteer has NOT lived in Pennsylvania for the last 10 years, the full FBI clearance is required, including fingerprints IF the volunteer HAS lived in Pennsylvania for the last 10 years, then they still need to sign a disclaimer affirming a clear record

15 VOLUNTEER CLEARANCES: What You Need to Know Starting July 1, 2015, volunteers must submit clearances before they start volunteer work Cost of Clearances: PA Criminal History = $10 Child Abuse Clearance = $10 FBI Clearance = $27.50 ro $28.75 Volunteers are required to pay for their clearances, though organizations can choose to pay. If person responsible for the selection of volunteers intentionally fails to require an applicant to submit the required clearance before the applicant s start date, that individual commits a misdemeanor in the third degree.

16 RECRUITING VOLUNTEERS: The WHY We Do What We Do Simon Sinek s The Golden Circle People don t buy WHAT you do, they buy WHY you do it.

17 VOLUNTEER RECRUITMENT Share the Meandering Journey of your life. (In 5 Minutes) What brought you to this point today?

18 Volunteer Recruitment: Practice, Practice, Practice Turn to your neighbor. Pretend they are a new volunteer. Talk about the WHY you do what you do. Give feedback. Switch roles.

19 RECRUITING VOLUNTEERS: Multi-generational Volunteers World War II Generation (born before 1945) Baby Boomers (between 1946 and 1964) Gen Xers (between 1965 and 1980) World War II Generation (born after 1980)

20 RECRUITING VOLUNTEERS: Tips for Working with Interns Understand they will not automatically know office/work culture. Address issues early and clearly. All issues with students can be addressed as learning opportunities. Plan for turnover from the beginning. Plan for evaluation time. Use interns to train the next set of interns.

21 RECRUITING VOLUNTEERS: Tips for Working with Interns Know when you are ready Write job description tailored for students. Target specific local colleges/universities to target and connect with their internship office. Ask for the student s learning goals (formal/informal) as part of their interview and then again at orientation Give more rather than less responsibility

22 SIX PRINCIPLES FOR MANAGING MULTI-GENERATIONAL GROUPS: 1. Initiate conversations about generations. 2. Ask people about their needs and preferences. 3. Offer options. What You Must Know: Multi-generational Volunteers 4. Personalize your style. Be flexible. 5. Build on strengths. 6. Pursue different perspectives.

23 VOLUNTEER SCREENING AND INTAKE What Tools Do You Need? Volunteer Job Descriptions Volunteer Application and Process Prescreening Phone Interview Questions Face-to-Face Interview Questions Volunteer Clearances Volunteer Mandated Reporter Training Liability Insurance

24 VOLUNTEER TRAINING AND ORIENTATION What information do volunteers need to know to be successful in YOUR organization?

25 VOLUNTEER SUPERVISION AND EVALUATION What processes do you have in place to give volunteers critical feedback?

26 VOLUNTEER RECOGNITION How has this evolved over time? What ideas do YOU have?

27 VOLUNTEER MANAGEMENT You are NOT alone Who else can help inside or outside your organization? What else is out there?

28 Did We Cover What We Said We Would Cover? Planning Recognition Recruitment Retention Supervision & Evaluation Orientation & Training