Rookie Workshop VOLUNTEER. We Are USATF

Transcription

1 Rookie Workshop VOLUNTEER We Are USATF

2 Learning Outcomes Learn about volunteer motivators Discuss strategies on how and where to recruit Assessment tool on current Association needs Gain a framework on moving forward Take away tools

3 Words from Peers There are not enough hours in the day to accomplish what needs to be done. Not enough staff resources We NEED Help! Where do we find volunteers?

4 Some Facts About Volunteering Million Volunteers 171 Billion Dollars Billion Hours 41% Volunteer Because They Were Asked! (Sources: 2012 Department of Labor Bureau of Labor Statistics, Corporation for National and Community Service)

5 What s Your Motivation? Self-Serving Career Beliefs Passion for a cause Relational Friendship

6 Why People Volunteer I wanted to give something back after my athletic career ended I retired early and wanted something to do I make and keep friendships

7 Why People Do Not Volunteer I was never asked I ll be overburdened with work I don t know how to get involved I don t have the skills required I don t have the time

8 Creating a Plan Program Evaluation Needs Assessment Recognition and volunteer development Recruiting Orientation and Training

9 Needs Assessment Area of Association Activity We need help with. Who could help us Who ll ask them? Administration Member application processing Marketing Creation of plan Youth Masters Event Promotion Web/IT Communications

10 Recruitment Strategy Develop Job Descriptions Decide Where to Recruit Develop Recruitment Message Decide How to Recruit The best recruitment tool is word of mouth!

11 Where to Find em? Colleges Running Stores Members Social Media

12 You found em, now what? Match Roles/Skills Assign a Mentor Orientation & Training

13 Onboarding for Success CONSIDER THIS: What do volunteers need to know to feel comfortable and competent in carrying out their tasks?

14 ANALYSIS Putting it All Together q u e s t i o n n a i r e s development INTERVIEWS EVALUATION effectiveness surveys

15 Volunteer Recognition Feeling gratitude and not expressing it, is like wrapping a present and not giving it -William Arthur Ward

16 Resources/Additional Learning Online Tips/Handouts Statistics Research/Surveys Involvement/f0d3264f0b0fb110VgnVCM100000ba42f00aR CRD.htm

17 APPENDICES

18 Appendix 1 Volunteer Facts Women volunteer at the highest rate at 29.5% year olds are the most likely to volunteer at 31% Americans volunteered almost 8 billion hours, an estimated economic value of roughly $171 billion About 41.6 percent of volunteers became involved with their main organization after being asked to volunteer, most often by someone in the organization. About 42.1 percent became involved on their own initiative that is, they approached the organization. People with a higher level of education are more likely to become volunteers-double your efforts with college students. (Sources: 2012 Department of Labor Bureau of Labor Statistics, Corporation for National and Community Service)

19 Appendix 2 Why Do People Volunteer? The three main rewards people get from volunteering are: satisfaction of seeing the results, the feeling of doing good and meeting people. The Do's Because I was asked It helps my career I wanted to give something back" I wanted to be associated with something positive and successful The Do Not's I was never asked" I ll be overburdened with work I don t know how to get involved I don t have the skills required"

20 Appendix 3 Assessment Chart Area of Association Activity We need help with. Who could help us Who ll ask them? Administration Marketing Youth Masters Event Promotion Web/IT Communications

21 Appendix 4 Job Description USATF EXPERT VOLUNTEER DESCRIPTION BACKGROUND/INSTRUCTIONS An Overview We develop job descriptions to help us articulate the most important outcomes we need from an employee performing a particular job. We develop job descriptions as a communication tool to tell coworkers where their job leaves off and the job of another employee starts. We develop well-written job descriptions to tell an employee where their job fits within the overall department and the overall company. We develop well-written job descriptions to help employees from other departments, who must work with the person hired, understand the boundaries of the person's responsibilities Our goal is to find and keep the brightest, most competent, flexible, reliable, multifaceted volunteers we can find. A job description causes the supervisor and employee performing the job to agree on the responsibilities and scope of the position. An effective job description establishes a base so that an employee can clearly understand what they need to develop personally, and contribute within your organization. Develop job descriptions to provide employees with a compass and clear direction. Preparing Job Descriptions Each employee has an important role in this process. The following steps outline how each of us should work with our supervisor to develop a complete and accurate job description. Each employee should prepare his or her job description using the format provided below Focus on the facts - do not overstate or understate duties knowledge, skills, abilities, and other characteristics; Refrain from side issues. The description should be only of the job itself. Job performance, wages, complaints, relationships with coworkers, etc., are not relevant to this activity; No job description should exceed one page in length. The bulk of the description is in the Duties and Responsibilities section, which should have not more than 10 bullets that accurately depict the details without delving into day to day detailed tasks. Remember that your input is critical; however, establishing the boundaries of the job is a management decision and your supervisor may add, delete or modify duties, knowledge, skills, abilities, and other characteristics. After supervisory approval is obtained, the documentation is forwarded through Human Resources for final approval. A signed and dated job description is then prepared. This job description becomes the official record for this particular job. Be aware that there will be no adverse consequences from job analysis. For example, no person's salary will be reduced and no person's job will be eliminated.

22 Appendix 4 Job Description USATF ASSOCIATION JOB DESCRIPTION JOB TITLE: EXEMPTION STATUS: SUPERVISOR: BASIC FUNCTION: LAST UPDATE: DEPARTMENT: TIME COMMITMENT: DUTIES AND RESPONSIBILITIES: QUALIFICATIONS: PHYSICAL DEMANDS: NON-PHYSICAL DEMANDS: PREPARED BY:

23 Appendix 5 Recruitment Strategies Campaign to current member base Example: Develop our youth into tomorrow s stars! Help create programs for our children to stay active and healthy! Training provided. To receive more information about being a part of the nation s premier track and field organization contact.johndoe@usatf.org Running Specialty Store Campaign Use and post the job description above and take with a recruitment message to running stores. Ask employees or ask to post the job description and ad. Bring a Friend Social Night Host a local social event and encourage current officers to bring a friend. Make it Fun! Post ad on Association Website as main banner Example: Change the life of a child-become USATF! Libraries and Volunteer Referral Services. Be sure to register your volunteer opportunities with existing volunteer referral services in your community such as volunteer centers and university student volunteer centers. Your community library and city web site may also distribute listings of local volunteer opportunities.

24 Appendix 6 Recognition Tactics Volunteer Recognition Tactics Easy/Everyday Ways Use to send thank you letters Send postcards to thank after an event Send a birthday card Post pictures of volunteers on Association website Provide goodies Shirts, water bottles, etc Recognition lunch More Involved ways Volunteer of the Month Sponsor a volunteer happy hour Celebrate milestones Write a letter to the volunteer s employer

25 Appendix 7 Sport Mgmt Programs