The Volunteer Management Cycle
|
|
- Buddy Benson
- 5 years ago
- Views:
Transcription
1 The Volunteer Management Cycle An introductory workshop created for the Commonwealth Corps September 16, 2016 Trainer: Susie Flug Commonwealth Corps Program Manager, Massachusetts Service Alliance
2 Intro to Volunteer Management Cycle Agenda Introduction Welcome and Participant Introductions The Volunteer Management Cycle Why Volunteer & Why Involve Volunteers The Stages of the Volunteer Management Cycle Planning a Volunteer Program Position Description Activity Recruiting and Placing Volunteers Orienting and Training Volunteers and Staff Supervising and Recognizing Volunteers Evaluating Volunteers/Programs Thinking Forward CC Workshop to come on Recruiting the Right Volunteers September 23 in Springfield, OR September 26 in Boston
3 Acknowledgements Materials in this training have been drawn or adapted from the following sources: A Volunteer Management Boot Camp created by Kerri Sandberg, Director Community Service Programs, United Way of Central MA. Based on the HandsOn Network Excellence in Volunteer Management Training Series; Training Busy Staff to Succeed with Volunteers: The 55-minute Training Series, a curriculum created by Betty Stallings. Copyright permission for use of these slides in training has been purchased by MSA; and Take Root: Volunteer Management Guidebook, from the Corporation for National & Community Service and the HandsOn Network, available at Participants in this training may not reproduce the slides or use them to train others. One PDF copy, for your personal reference, will be ed after the training.
4 Introductions All Commonwealth Corps Members help to: Build the capacity of their host site and Expand the scale, reach, efficiency or effectiveness of services In part, by recruiting and/or managing volunteers. Please share the following briefly: Your name; Your host site and role there; and What types of volunteers you will be recruiting, if any.
5 What Does Volunteering Mean to You Pictures
6 Poll 6 What does volunteering mean to you? Choose a picture from the previous slide that best represents your first thought when it comes to volunteering.
7 What Does it Mean to Volunteer? To volunteer is to choose to act in recognition of a need, with an attitude of social responsibility and without concern for monetary profit, going beyond one s basic obligation. Adapted from By the People: A History of Americans as Volunteers by Susan J. Ellis and Katherine H. Noyes, 1990, Jossey-Bass 7
8 Volunteering in MA Report % of residents volunteer, ranking them 33rd among the 50 states and Washington, DC million volunteers million hours of service $3.2 billion of service contributed Visit: 8
9 Two Main Reasons Why People Volunteer They were asked They want to do something good for others
10 Why Do People Stop Volunteering? #1 Reason - They feel that their skills and time is not being utilized well
11 Why Involve Volunteers Why are you/your host site agencies seeking volunteers? What are the advantages of working with volunteers that you would not get working with paid employees? If you had all the money your organization needed, for what reasons would you still engage volunteers? What would happen if volunteers were not involved in your organizations? From: Volunteer Management Boot Camp, created by Kerri Sandberg, Director Community Service Programs, United Way of Central MA, based on HON/POLI Excellence in Volunteer Management Training Series
12 Why Involve Volunteers Community outreach Community input Gain additional human resources Gain additional expertise Increase number of community advocates for agency and mission Gain access to contacts in the corporate and foundation sectors Act as a conduit to other groups Provide community monitoring Help meet and advance mission Help to maximize financial resources Demonstrate community support for program Assist in fund-raising Provide ability to react to short-term crises Allow agency flexibility to react quickly to changing community conditions Supplement staff resources and experiences From: Volunteer Management Boot Camp, created by Kerri Sandberg, Director Community Service Programs, United Way of Central MA, based on HON/POLI Excellence in Volunteer Management Training Series
13 How Do I Get The Ideal Volunteers? Five Elements to Volunteer Management 1. Planning a Volunteer Program 5.Evaluating Volunteers/ Programs 2.Recruiting and Placing Volunteers From: Volunteer Management Boot Camp, created by Kerri Sandberg, Director Community Service Programs, United Way of Central MA based on HON/POLI Excellence in Volunteer Management Training Series 4.Supervising and Recognizing Volunteers 3.Orienting and Training Volunteers and Staff
14 Online Resources from MSA Check out the tipsheets and resources for volunteer management available on the Mass Volunteers website at (Will soon be available on new website) VOLUNTEER MANAGEMENT TIP SHEET SERIES #1) Creating a Targeted Recruitment Message #2) Techniques for Long Term Volunteer Engagement #3) Assessing Your Volunteer Program #4) Tips for Stress-Free Volunteer Supervision #5) Volunteer Recognition - An Integrated Approach #6) Obtaining Staff Acceptance & Support for Your Volunteer Program
15 1) Planning a Volunteer Program
16 Elements of a Volunteer Program 1. Conduct Organizational Needs Assessments 2. Develop Policies and Procedures Including a Risk Management Plan 3. Identify Appropriate Positions & Develop Volunteer Position Descriptions 4. Create Budget & Secure Resources for Volunteer Program 5. Create Agency/Volunteer Agreement 6. Train Staff to Work With Volunteers 7. Create Volunteer Application / Application Process 8. Develop Outreach & Marketing Materials 9. Create a Recruitment Plan / Recruit Volunteers 10.Review Applications 11.Screen Volunteers Include interviews, running checks, etc. 12.Sign Agency/Volunteer Agreement 13.Orient Volunteers 14.Train Volunteers 15.Place Volunteers in Positions 16.Supervise Volunteer includes checkins, evaluations, etc. 17.Recognize Volunteers 18.Conduct Volunteer Evaluation / Collect Volunteer Feedback 16
17 Planning Volunteer Roles A wide range of roles can be done by volunteers in some context; however, appropriateness depends on many factors (organization/volunteer characteristics, level of supervision, required qualifications/training, etc.). What are some examples of roles that would not be appropriate for volunteers, and why? Recommended resource: James C. Fisher and Kathleen M. Cole, Leadership and Management of Volunteer Programs; A Guide for Volunteer Administrators, Jossey-Bass / John Wiley & Sons, 1993
18 Planning Volunteer Roles Planning roles for volunteers is a process that should involve all levels of the organization: - Board - Executive Director / Senior Staff - Other Agency Staff Whom do you think needs to/should be involved at your organization? Recommended resource: James C. Fisher and Kathleen M. Cole, Leadership and Management of Volunteer Programs; A Guide for Volunteer Administrators, Jossey-Bass / John Wiley & Sons, 1993
19 Sample Trends in Volunteering Desire freedom/ability to act quickly & need flexibility in hours. Want challenging/interesting tasks; expect professional treatment. Broad cross-section of society with multitude of motivations. People more interested in working for causes than for organizations. Family and group volunteering are popular. Many people with professional skills available to organizations. Volunteers are often looking for job experience, training, re-entry. More voluntolds (e.g., requirement for high school graduation). What else have you noticed or experienced this year or with past agencies/opportunities? 2007, Betty Stallings - Energize, Inc.
20 Responses to Volunteer Trends Design episodic, short-term positions. Offer position sharing. Tailor or customize positions. Provide group volunteer opportunities. Target recruitment to professionals, youth, retired people, ethnic groups, etc. Offer flexible hours and locations. Organize a substitute system of volunteers. Reimburse volunteer expenses. 2007, Betty Stallings - Energize, Inc.
21 Responses to Volunteer Trends Break down committee work into time-limited task forces. Make efficient use of volunteer time. Broaden the ways volunteers are utilized. Develop positions for evenings and weekends. Develop positions that can be performed off-site. Create opportunities for students. Communicate value of each volunteer s service in terms of the cause, not the organization. What other ideas have you seen or can you think of? 2007, Betty Stallings - Energize, Inc.
22 2) Recruiting and Placing Volunteers
23 What is Volunteer Recruitment: The process of matching an organization s needs with a volunteer s interests and skills Benefits
24 Recruitment: An Invitation to Consider Volunteering 1. Develop a Volunteer Position Description 3. Screen Volunteers 2. Develop a Targeted Recruitment Plan 4. Interview and Match Volunteers to the Appropriate Positions
25 Recruitment: Position Descriptions It all starts with position descriptions: Does your program have written volunteer position descriptions? Why are written position descriptions important? 2007, Betty Stallings - Energize, Inc.
26 Benefits of Written Position Descriptions Clear understanding of what is expected. Marketing tool for recruitment. Guide for screening. Basis for supervision and evaluation. Mutual agreement between volunteer and agency. Volunteer positions understood by other staff. 2007, Betty Stallings - Energize, Inc.
27 Essential Elements of a Volunteer Position Description: Position Title Purpose / objective (tied to organizational mission) Location of Service Key Responsibilities or Tasks Qualifications When (hours, frequency, duration, flexibility if any) Training Required / Provided Benefits Supervisor contact information 2007, Betty Stallings - Energize, Inc.
28 Activity: Position Descriptions Design a new volunteer position description using the form in the handouts. OR Critique and enhance or redesign an existing volunteer position description using the form provided. Are the qualifications and time commitment specified essential? Do your qualifications exclude potentially qualified groups?
29 Position Description Follow Up & Summary What aspects of your description did you include (or add) in light of the trends and topics we ve already discussed in order to increase your ability to attract qualified volunteers? What is non-negotiable based on agency needs? Sound position design is the foundation of a solid volunteer program, but it should also retain the fluidity necessary to continually undergo change. 2007, Betty Stallings - Energize, Inc.
30 Recruiting Volunteers For volunteer recruitment to be successful, the needs of the organization and the needs of the volunteer must be met simultaneously. Our workshop on Recruiting the Right Volunteers will take place before our September Reflection Sessions on 9/23 and 9/26
31 Next Steps: Screening and Matching Volunteers The recruitment message is an invitation to consider volunteering. Through volunteer screening and orientation you select volunteers that match well with agency needs. This phase of the Volunteer Management Cycle includes applications, background and reference checks, and orientation programs.
32 Screening Ensures applicant meets the minimum requirements of position Previous education and/or experience in similar roles Ensures the volunteer understands expectations Essential risk assessment process Starts with position description and continues throughout life of volunteer service
33 Screening Techniques 1. Application 2. Reference Check 3. License Check 4. Orientation 5. Supervision 6. Interview 7. Criminal Background Check 8. Sex Offender Registry Check Volunteers are asked to fill out this form to document basic information about the volunteer and it is used as a starting point for the volunteer interview process. Contacting individuals who have personal and professional relationships with the volunteer and who have been suggested by the volunteer. Verifying the existence and validity of a printed document that provides permission under a law or regulation to perform an activity. The process of making volunteers feel comfortable with and understand the workings of the organization and to let them understand how they can contribute to the purpose of the organization The informal and formal process of guiding volunteers, managing expectations, and rewarding and recognizing volunteers. The process of asking volunteers information to learn more about the individual so that you can assess whether the volunteer is a good match for the position. The review of any and all legal records containing any information collected and stored in the record repository. The formal process of conducting a search on state and federal databases to verify that an individual is not listed as a convicted sex offender.
34 The Many Reasons We Interview Volunteers Ensure applicant meets minimum requirements Determine support the individual needs (orientation, type of supervision) Develops relationship with applicant Applicant learns about the organization Applicant and interviewer determine fit for position red flags Identify interests, motivation, skills Constraints / possible barriers Working style Articulate expectations Use the interview as a test - Can they arrive on time? Appropriate dress? Can they follow instructions?
35 3) Orienting and Training Volunteers and Staff
36 Orientation and Training Orientation Provides volunteers with information about the organization, the volunteer program and how volunteers fit into the mission of the organization Training Provides volunteers with specific knowledge, skills and attitudes they will need to effectively perform specific roles/duties
37 Next Steps: Orienting & Training Volunteers & Staff Key step in the process. Check with your host site about existing policies and procedures and, if appropriate, develop new ones with your host site. Then, continue on with the remaining stages of the Volunteer Management Cycle (Supervising & Recognizing Volunteers, Evaluating Volunteer Programs, etc.)
38 4) Supervising and Recognizing Volunteers
39 The Importance of Supervision Think of a negative volunteer experience you ve had o To what extent did your supervisor contribute? Think of a really great volunteer experience you ve had o To what extent did your supervisor help contribute?
40 Steps In Supervising Volunteers Step 1: Define and Communicate Clear Expectations Volunteer Work Plan Step 2: Guide and Support Volunteers Step 3: Ensure that Volunteers Feel Rewarded and Recognized
41 Guide and Support Volunteers Take care of the person, not the task. If you take care of the person, they will take care of the task. Provide guidance the way that works for the volunteer. This may not be the way you are most comfortable giving it. Support, don t control, volunteer efforts; control stifles enthusiasm. Supervising volunteers is about providing direction and resources, not directing or bossing. Everyone is different and all have their own preferred supervision style.
42 Supervising Volunteers The written position description serves as a basis for setting expectations (both staff and volunteer). It also serves as the basis for addressing performance problems. Conversations about performance may be informal, should include feedback about strengths as well as challenges. Often if a volunteer is not meeting performance expectations they are already aware of it. Offer support, training, reasonable accommodation, or release (which may be a relief to both). Having career ladders for experienced volunteers and a variety of opportunities can help you release a volunteer while still retaining them.
43 Some Thoughts about Supervising Volunteers: Supervision is everyone s job (volunteer coordinator and direct supervisors) Reporting structure that includes volunteers Want clear position description, a cultivated relationship, ongoing recognition Volunteer groups have written agreements, confirmations and follow-ups Job aids visuals and posted info to keep people on track Modeling behavior you want to see Catch people doing something right and tell them (when you observe it) Coaching- bring improvement needs up casually in a conversation Be specific (I noticed that This is a problem because. I must ask you to. If it continues we will need to.) Active listening I noticed that you were a bit short with [customer name] today when she asked for extra supplies. I m wondering if there were some emotions stirred up by that encounter.) Offer training and development; treat volunteers as professionals Hold periodic team debriefs and ask for volunteers feedback Have key volunteers involved in designing procedures and creating solutions
44 Dealing With Difficult Volunteers Sometimes volunteers behave inappropriately Although confronting volunteers can be difficult, it is necessary For the good of your program, problems must be addressed Every agency should have a written Code of Conduct Include a list of behaviors that will not be tolerated and the resulting disciplinary process(es) This information should be reviewed during orientations
45 Recognizing Volunteers What does recognition mean? Acknowledging as real or legitimate Acknowledging that volunteers are a real part of the organization s people power. Expressing appreciation Acknowledging as worthy of praise. Saying thank you. Recognition is not: Just the responsibility of the volunteer manager Just the annual volunteer recognition event Recognition is everybody s job, all the time!
46 Recognizing Volunteers Time Cost Low cost High time Personal letters; articles in newsletter or local paper High cost High time Recognition events Low cost Low time Quick notes on sticky; verbal thank-you High cost Low time Mugs, pens, bags, shirts, etc.
47 Meaningful Recognition Create a positive environment Provide structure Treat volunteers well Ensure their work is personally rewarding Recognition should be meaningful to the person receiving it. McClelland s 3 motivational types: Achievement, Affiliation, Authority/Influence Each motivational type responds to different types of recognition. Programs need to provide a range of recognition types to reach all volunteers. 2007, Betty Stallings Energize, Inc.
48 Volunteer Recognition Recognition is an essential part of retention Recognition is part of all phases of the volunteer management cycle Position title, matching volunteers with appropriate roles Orientation / training: greet, thank, inform of impact, convey how volunteer role meets client needs Create community reflections, debriefs, get to know people by name Involve volunteers in helping design your recognition system (committee) The closer to the point of service the recognition is, the more effective and appreciated it is. Supervisors (whether paid or volunteers) should be recognizing line volunteers. It is hard to personalize recognition for 100 volunteers, much easier to do so for 10. If you are not already using captains / team leaders here is a great reason to do so.
49 Volunteer Retention 49 What kept you there? Felt I made a difference Commitment to the cause Given information or feedback on my contribution Felt prepared, competent to do tasks Shown appreciation; was thanked Opportunity to grow and develop Not bored able to do different things Client interaction Team interaction, org. culture Skills and talents were used well What made you leave? Did not feel I made a difference Was not thanked Staff or lead volunteers were rude or did not have time for me No feedback on how what I did helped Insufficient structure, preparation or training Bored / not challenged/ not well used Not what I expected or was told it would be No team atmosphere or interaction My schedule or interests changed
50 Volunteer Retention How to build in positive strategies and eliminate negatives? Key to success is to implement best practice throughout the cycle: Planning structure and roles Recruiting match volunteer and organizational needs Orientation mission, impact, safety, expectations Training how to do the job (pre- and in-service). Prepare job aids for use during activity. Supervision coaching, support, feedback (+ and -). Allow flexibility on how to do tasks, where possible. Recognition at all phases of the cycle Evaluation re-commit, re-assign or release
51 5) Evaluating Volunteers/Programs
52 Why Evaluation is Important Gain Insight About the Program and Its Operations Improve Practice Assess the Effects of the Program Build Program Capacity Through Increased Funding and/or Skill
53 Volunteer Program Evaluation Feedback from stakeholders: Clients / beneficiaries Use data you collect anyway or add a question Volunteers Consider SurveyMonkey or other online instruments Program / agency staff and leadership volunteers Meetings / survey
54 Questions and Next Steps Questions? Check out the resources mentioned in this presentation. Participate in upcoming workshop on Recruiting the Right Volunteers Use these resources and implement steps at your host site. Share your experiences with the CC community. Ask for additional ideas/support from your host site and/or MSA, if needed. Give us feedback in your post webinar survey on what you would most like more training on!
Agenda & Objectives. Agenda 9:15 to 9:30 Meet and Greet 9:30 to 10:30 Keys to Effective Volunteer Management 10:30 to 11:00 Get Connected
WELCOME Agenda & Objectives Agenda 9:15 to 9:30 Meet and Greet 9:30 to 10:30 Keys to Effective Volunteer Management 10:30 to 11:00 Get Connected Objectives Review Readiness Factors Targeting Audiences
More informationV OL U N T EER M A N A GEM EN T SERI ES Facilitator s Guide
VOLUNTEER MANAGEMENT SERIES Facilitator s Guide Special Olympics Volunteer Management Series ACKNOWLEDGEMENTS The Special Olympics Volunteer Management Series has been made possible with the help and dedication
More informationTODAY S OBJECTIVES B L A I N E H O U S E C O N F E R E N C E O N V O L U N T E E R I S M V O L U N T E E R M A N A G E M E N T 1 0 1
TODAY S OBJECTIVES Create a baseline understanding of the volunteer management process Introduce tools and resources to help build program infrastructure to support the volunteer management process Understand
More informationVOLUNTEERS Recruiting, Engaging, Retaining. Presented by: Renée Deroche Catholic Schools Advancement Coordinator
VOLUNTEERS Recruiting, Engaging, Retaining Presented by: Renée Deroche Catholic Schools Advancement Coordinator The Volunteer Management Cycle Topics we will cover in this session: Who Volunteers and Why?
More informationTeam Conversation Starters
Team Conversation Starters This guide is intended to help you get started during your action planning session and/or to dig deeper into understanding the feedback you receive from your employees during
More informationVOLUNTEER MANAGEMENT CERTIFICATE PROGRAM
VOLUNTEER MANAGEMENT CERTIFICATE PROGRAM Professional development opportunities for Volunteer Managers and those who volunteer or work in the non-profit sector. WINTER AND SPRING 2015/2016 VOLUNTEER MANAGEMENT
More informationHow to develop and organize a volunteer program
How to develop and organize a volunteer program Volunteers are a great resource for your organization. Proper management of volunteers will ensure that this valuable asset is used effectively in your programs
More informationBoomer Volunteer Engagement Collaborate Today, Thrive Tomorrow
Appendix to Printable versions of the exercises from Boomer Volunteer Engagment. Downloadable and fully interactive PDFs also available at www. BoomerVolunteerEngagement.org. The book is the guide for
More informationSupervisor s Guide: Performance Evaluations
Supervisor s Guide: Performance Evaluations Table of Contents Introduction... - 2 - Benefits of Productive Performance Meetings... - 3 - Performance Goals Help Employees... - 3 - Performance Goals Help
More informationHow to Manage Volunteers
How to Manage Volunteers TEFN Annual Conference Michel Hudson, CFRE April 14, 2016 Volunteer Motivation Personally to a connected organization Personal connection to the of the project or organization
More informationVolunteer Programs Manager $37,000 - $42,000 (DOE and verifiable qualifications) Competitive benefits package
Job Title: Compensation: FLSA Status: Volunteer Programs Manager $37,000 - $42,000 (DOE and verifiable qualifications) Competitive benefits package Full-time Exempt The Humane Society for Southwest Washington
More informationRecruiting, Retaining and Rewarding Volunteers
Recruiting, Retaining and Rewarding Volunteers MCN Conference July 20, 2011 Zeeda Magnuson, Associate Director Zeeda@handsontwincities.org 612-379-4900 ext. 13 The Value of Volunteers Involving Volunteers
More informationELM Guide. A Resource for Both F&ES Mentor and Mentee. Tell me and I forget, teach me and I may remember, involve me and I learn. -Benjamin Franklin
ELM Guide A Resource for Both F&ES Mentor and Mentee Tell me and I forget, teach me and I may remember, involve me and I learn. -Benjamin Franklin 1 Table of Contents 1. Introduction & Mission 3 2. Benefits
More informationSERIES. Participant s Workbook
VOLUNTEER MANAGEMENT SERIES Participant s Workbook Special Olympics Volunteer Management Series ACKNOWLEDGEMENTS The Special Olympics Volunteer Management Series has been made possible with the help and
More informationMANAGEMENT OF UNPAID WORKERS FROM VOLUNTEERS TO BOARD MEMBERS Recruitment, Retaining and Training (Many aspects also relate to employee relations.
MANAGEMENT OF UNPAID WORKERS FROM VOLUNTEERS TO BOARD MEMBERS Recruitment, Retaining and Training (Many aspects also relate to employee relations.) by Ruth M. Schimel, Ph.D. Founder and Manager of The
More informationTHE 3 R S OF VOLUNTEER MANAGEMENT: Recruitment Retention Recognition
THE 3 R S OF VOLUNTEER MANAGEMENT: Recruitment Retention Recognition Two Main Reasons Why People Volunteer They were asked They want to do something good for others and their community What Prevents People
More information6 Managing performance
SECTION 6 Managing performance It can be a rewarding experience to lead a team when each individual is contributing to the success of the whole team. However, difficult challenges facing a line manager
More informationThe benefits of being organised and ready for volunteers are plentiful:
Be Prepared! Just like another well-known volunteer organisation with that slogan, your organisation needs to be prepared. It needs to know why it wants to involve volunteers in its work, how volunteer
More informationINTERNSHIP GUIDE. A toolkit for employers
INTERNSHIP GUIDE A toolkit for employers CREATE A PARTNERSHIP Internships are a win-win. With an intern, employers can accomplish more. The company benefits from an infusion of fresh ideas and perspectives,
More informationManaging Volunteers A step by Step Guide
Be Prepared! Just like another well-known volunteer organisation with that slogan, your organisation needs to be prepared. It needs to know why it wants to involve volunteers in its work, how volunteer
More informationV OL U N T EER M A N A GEM EN T SERI ES Facilitator s Guide
VOLUNTEER MANAGEMENT SERIES Facilitator s Guide Special Olympics ACKNOWLEDGEMENTS The Special Olympics has been made possible with the help and dedication of the following: Special Olympics staff The Global
More informationPermissions: Individual Purchase Copyright to this work is retained by the Author. Permission is granted for:
Terms of Use Agreement Individual Purchase Training Busy Staff to Succeed with Volunteers: Module 5: 2007 Betty Stallings Published by Energize, Inc. ISBN (Complete Set): 978-0-940576-44-5 ISBN Module
More informationCOURSE CATALOG. vadoinc.net
COURSE CATALOG 2018 vadoinc.net Welcome Welcome to the Vado 2018 Course Catalog. Vado provides any organization or learner numerous opportunities to build the skills needed to lead and manage others, as
More informationThe Sid Story. T raining Leader s Guide. Coastal Training Technologies Corp. 500 Studio Drive Virginia Beach, VA 23452
The Sid Story T raining Leader s Guide Coastal Training Technologies Corp. 500 Studio Drive Virginia Beach, VA 23452 1989 Coastal Training Technologies Corp. All rights reserved. No part of this publication
More informationACHE Volunteer Engagement Manual
ACHE Volunteer Engagement Manual 1 TABLE OF CONTENTS SECTION 1 Volunteer Recruitment... 3 SECTION 2 Volunteer Orientation.5 SECTION 3 Volunteer Management..6 SECTION 4 Volunteer Recognition 7 SECTION 5
More informationExecutive Director Performance Review
Executive Director Performance Review Board Toolkit October 2012 The board s role in growing and developing the organization includes assessment of the Executive Director. The performance review process
More information1. To learn what motivates volunteers 2. To become familiar with how to use that information to guide and coach volunteers effectively 3.
1. To learn what motivates volunteers 2. To become familiar with how to use that information to guide and coach volunteers effectively 3. To train autonomous volunteers What are your favorite recipes?
More informationNZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES
NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to
More informationSUMMARY OF THE HEALTHCHECK AND THE INVESTING IN VOLUNTEERS STANDARDS
How the Healthcheck links to the Investing in Volunteers standards SUMMARY OF THE HEALTHCHECK AND THE INVESTING IN VOLUNTEERS STANDARDS The Charter and Healthcheck principles are: Equality and Diversity:
More informationExpose the Actors. XChange, August 13, 2017
Expose the Actors XChange, August 13, 2017 Introduction David Russell CEO & Senior Consultant 44 Years in business / 5 Years in computer industry Former VAR, systems builder, MSP (hosted 1,800 online stores),
More informationSupervision: Helping People Succeed
Supervision: Helping People Succeed Part Two Nelson Layag info@layag.com Warm up Since taking Supervision Part 1... What have you tried? What have you shared? What have you thought about (differently)?
More informationINTERNSHIP CENTRAL A HANDBOOK FOR EMPLOYERS
INTERNSHIP CENTRAL A HANDBOOK FOR EMPLOYERS GCP Contacts SHANA MARBURY General Counsel and Vice President, Strategic Initiatives and Research 216.592.2249 smarbury@gcpartnership.com ANGELA FINDING Director
More informationVolunteering policy statement
VOLUNTEER POLICY Effective from: June 2014 Designated person responsible: Chief Executive Officer Overall responsibility: IGG s Executive committee To be reviewed in: June 2016 Volunteering policy statement
More informationThe Management Development Series For Legal Managers
The Management Development Series For Legal Managers To get great things done in today s legal firms, managers have to enable others to act. Managers foster collaboration and trust. They make it possible
More informationSTEPS INVOLVED IN VOLUNTEER PLACEMENT
STEPS INVOLVED IN VOLUNTEER PLACEMENT 1. ORIENTATION & TRAINING Volunteer s Bill of Rights. NROCRC Policies and Procedures. All new volunteers are required to attend an orientation session, as well as,
More informationHow a little investment in volunteer management can become a BIG asset for your organization. #gamainst
How a little investment in volunteer management can become a BIG asset for your organization WHAT S ON YOUR MIND? What is the most important piece of knowledge you hope to take away from this session?
More informationIntroduction 1. Bad Apple Group Activity 2. Why do we Avoid Providing Coaching and Feedback to Employees?
Introduction 1 Bad Apple Group Activity 2 Why do we Avoid Providing Coaching and Feedback to Employees? Balancing Positive & Negative Performance Communication 3 3 Coaching vs. Feedback 4 What Should Coaching
More informationManufacturing CFOs: Strategies to attract and retain high-performing talent
Manufacturing CFOs: Strategies to attract and retain high-performing talent Eric Gonzaga Partner, Human Capital Services Jeff French (moderator) National Managing Partner, Manufacturing practice leader
More informationBEST Hospitality Training Commonwealth Corps Career and Resource Referral Specialist
Commonwealth Corps Service Internship Position Description BEST Hospitality Training Commonwealth Corps Career and Resource Referral Specialist The mission of the Commonwealth Corps service internship
More informationOne-on-One Template
One-on-One Email Template How to get your employees to buy into One-on-Ones: Use the cover letter provided to email to your employees to explain the process The Benefits of Regular One-on-Ones: One-on-Ones
More informationV O L U N T E E R C O O R D I N A T O R
N o w S e e k i n g C a n d i d a t e s f o r t h e F o l l o w i n g : V O L U N T E E R C O O R D I N A T O R AMERICA S CAR MUSEUM is an Equal Opportunity Employer America s Car Museum is seeking an
More informationProgram Catalog. Leaders of Bilingual Business Training & Development 2601 N. 3 rd St., Suite 101 Phoenix, AZ
2018 Leadership Training Program Catalog Leaders of Bilingual Business Training & Development 2601 N. 3 rd St., Suite 101 Phoenix, AZ 85004 602.759.0553 www.compasscbs.com About Compass CBS Compass Career
More informationWhat it takes: The Successful Interview & Self Evaluation Skills
What it takes: The Successful Interview & Self Evaluation Skills Aaron Weimer VP Engineering Central Division Comcast Aaron Weimer serves as VP Engineering & XOC Operations for Comcast s Central Division.
More informationNZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES
NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to
More informationTRAINING NEEDS ANALYSIS
TRAINING NEEDS ANALYSIS A one-day workshop How are training needs currently identified in your organisation? How effective is your current approach? Could it be improved? Good training needs analysis is
More informationDEBUNKING THE MYTHS SURROUNDING MILLENNIALS A PRACTICAL CHECKLIST FOR MANAGERS
DEBUNKING THE MYTHS SURROUNDING MILLENNIALS A PRACTICAL CHECKLIST FOR MANAGERS Introduction Millennials. By now you ll have heard a lot about them, most of which has probably focused on how different they
More information30 Course Bundle: Year 1. Vado Course Bundle. Year 1
30 : Year 1 Vado s 30 Year 1 Vado 1. Employee Career Aspirations Coaching Career Development 2. Communicate Clear and Concise Messages Communication Skills for Managers 3. Conflict Management Expectations
More informationCourses Offered. 438 Professional Development Studies. Coordinator & Office
438 Professional Development Studies Professional Development Studies Today s worker is faced not only with ever-increasing technological challenges, but also with the need for applied instruction in a
More informationDefining Best Practices in the Life Cycle of the Volunteer
Defining Best Practices in the Life Cycle of the Volunteer Introduction Every non-profit organization is either dependent on volunteers or is stronger as a result of an effective volunteer program. In
More informationEMPLOYEE WELLNESS & TOTAL REWARDS
EMPLOYEE WELLNESS & TOTAL REWARDS Created For Presented by Michael Dunne, HRMD Inc. 1:00 Michael Dunne Background Interest in this conference Hopes and wishes for you 1:03 Employee Wellness & Engagement
More informationValue-Based Leadership COMMITMENT, COMPASSION, CARE
Value-Based Leadership COMMITMENT, COMPASSION, CARE What will I learn today? Identify the core values of the Situational Response Team (SRT) department. Identify my core values, and how they relate to
More informationINVESTING IN VOLUNTEERS FINAL REPORT
INVESTING IN VOLUNTEERS ORGANISATION: IiV HOST ORGANISATION: ASSESSOR: NAME OF LEAD ASSESSOR: Reading Museum & Town Hall NCVO Volunteer Development Scotland WCVA Volunteer Now Volunteer Ireland Anne-Marie
More informationInterviewing Resource Guide
Congratulations! You have a job interview, which means you have the skills to do the job. Now it is a question of fit and presentation. The secret to effective interviewing is a sound presentation. Successful
More informationHow leaders create engaged performance and how to measure it
How leaders create engaged performance and how to measure it Capturing value in human resources 2008 conference, Stockholm, 21-22 October 2008 Georg Vielmetter Draft presentation including explanatory
More informationA Guide to Competencies and Behavior Based Interviewing
A Guide to Competencies and Behavior Based Interviewing 9.14.2015 HR Toolkit http://www.unitedwayofcolliercounty.org/maphr 2015 Competence is the ability of an individual to do a job properly. Job competencies
More informationEY Center for Careers Preparation for the Full-time Position
Congratulations on your offer and acceptance of a full-time position. The next phase is to prepare for your upcoming full-time position to help ensure your success in terms of fit, challenge, growth, etc.
More informationCreating opportunities that inspire excellence
Employer Handbook Creating opportunities that inspire excellence 04 What is CareerTrackers? 06 Measuring Success 07 The Pillars of Success 08 Pre-Internship 10 During the Internship 12 Post-Internship
More informationVOLUNTEERING VICTORIA MENTORING PROGRAM 2018 INFORMATION KIT
VOLUNTEERING VICTORIA MENTORING PROGRAM 2018 INFORMATION KIT Contents INTRODUCTION... 2 HOW DOES THE PROGRAM WORK?... 3 WHAT IS MENTORING?... 3 WHAT THE MENTORING PROGRAM IS NOT... 3 HOW TO APPLY... 4
More information[Insert Date] Leadership & Management Skills. Business Training Skills. Teambuilding Skills
Lorem 2014 Training Ipsum Catalog Dolor [Insert Date] Business Training Leadership & Management Teambuilding Training What s In It For You Many employers do not have the time or expertise to develop and
More informationCOACHING I 5. BUSINESS MANAGEMENT COACHING TIPS & STRATEGIES The Influence of the Human Resource Department
COACHING I 5. BUSINESS MANAGEMENT COACHING TIPS & STRATEGIES 5.1. The Influence of the Human Resource Department "There is a great man who makes every man feel small. But the real great man is the man
More informationSchool Based Mentoring Program
School Based Mentoring Program Mentor Foundation USA The Mentor Foundation USA is an independent 501(c)3 nonprofit organization with a focus on the prevention of drug abuse and the promotion of health
More informationYour VISION is useless if it doesn t produce change
A Skills2Lead Special Report Your VISION is useless if it doesn t produce change How to realize the full potential of your Vision in four steps José Luis Romero Copyright 2009 by José Luis Romero. All
More informationOXFAM INTERNATIONAL CALP CAPACITY BUILDING LEAD - REGIONAL
OXFAM INTERNATIONAL CALP CAPACITY BUILDING LEAD - REGIONAL Annual Salary and Benefits Competitive Internal Job Grade C2 Contract type Fixed term 2 year Reporting to Regional Representative CaLP Staff reporting
More informationEngaging Your All-Stars: How Successful Companies Retain Their Top Performers
Engaging Your All-Stars: How Successful Companies Retain Their Top Performers With the Major League Baseball All-Star Game approaching in July, it s an appropriate time to consider your own All-Stars and
More informationEmployee Engagement Now More Than Ever!
Employee Engagement Now More Than Ever! Understanding, Measuring, and Improving Engagement in Your Organization Leading, and Managing Today s Workforce SIHRMA Skagit-Island Human Resource Management Association
More informationVolunteer Engagement and Management
Volunteer Engagement and Management Disabled Sports USA May 16, 2016 Agenda What is Volunteer Engagement? Matching and Balance of Expectations Assessment Role Design Recruitment Orientation and Training
More informationEmi I ve always loved animals. After graduating with a Masters Degree in Creative Writing in 2012, I went through a quarter-life crisis of not
1 Emi I ve always loved animals. After graduating with a Masters Degree in Creative Writing in 2012, I went through a quarter-life crisis of not knowing what to do with myself, so I started volunteering
More informationVOLUNTEER RETENTION A Return on Investment (ROI) Approach. Donna Lockhart The RETHINK Group
VOLUNTEER RETENTION A Return on Investment (ROI) Approach Donna Lockhart The RETHINK Group Reminders You can hear us, we cannot hear you! Can t hear? Try turning up your volume Call in by phone or use
More informationCover Letter Workshop. Career Development Centre
Cover Letter Workshop Career Development Centre 2014-2015 Learning Objectives To understand the need for a cover letter To know what makes a cover letter effective to strengthen job applications Become
More informationRelated ASPCApro Webinars
Related ASPCApro Webinars aspcapro.org/webinars Create a Call To Action: Digital Story Telling (1/23/14) Basics of Engaging Donors through Direct Mail (recording) Building a Better Website (recording)
More informationCOMPETENCIES. What does the word mean to you? Come to. the definition. when I see it.
COMPETENCIES Using Competencies To Drive Organizational Culture FAMILIAR? What does the word mean to you? FAMILIAR? more of a team player CHALLENGE Come to consensus I know on it the definition. when I
More informationChapter Management Awards 2016 PROFESSIONAL DEVELOPMENT
CHAPTER IABC Ottawa REGION Canada East CHAPTER BOARD TERM July 1 to June 30 TIMELINE July 1, 2015 to November 15, 2016 DIVISION CATEGORY CHAPTER CONTACT Division 1: Large Chapter (201 or more members)
More informationThere are a number of approaches to employee development, and each one does something specific and unique.
UNIT VI STUDY GUIDE Employee Development and Special Issues in Training and Development Course Learning Outcomes for Unit VI Upon completion of this unit, students should be able to: 4. Examine performance
More informationLesson 4: Continuous Feedback
PURPOSE The purpose of Lesson 4 is to describe how effective performance management is critical to the DoD culture of high performance; identify trust behaviors between supervisors and employees that build
More informationUAB Performance Management 07/03/2018. Title Page 1
UAB Performance Management 07/03/2018 Title Page 1 Performance Management at UAB 3 What is Performance Management? 3 Performance Management and Employee Engagement 4 UAB Success Model 5 Performance Management
More informationAdministrator s Institute Handbook
Administrator s Institute Handbook prepared by Thomas V. Mecca, Ed. D. Educational Consultant Gastonia, NC Pacifi c Crest 906 Lacey Ave, Suite 211 Lisle, IL 60532 (630) 737-1067 www.pcrest.com Table of
More informationInterview Guide: Nursing
kelmil85@gwu.edu nursing.gwu.edu/career-services Interview Guide: Nursing OVERVIEW Know your personal and professional goals and what you can contribute to the organization *How do my strengths, interests,
More informationInternship Tool Kit 1
Internship Tool Kit 1 Table of Contents Introduction..3 Section 1: Identifying Organizational Goals & Project Needs..4 Section 2: Creating the Intern Manual..5 Section 3: Pre arrival Preparation...6 Section
More informationCORPORATE GROUP VOLUNTEERING CHECKLISTS
CORPORATE GROUP VOLUNTEERING CHECKLISTS Volunteer Canada appreciates the members of the Corporate Council on Volunteering for contributing their experience and expertise throughout the development of this
More informationOrienting New Volunteers and New Faculty
Orienting Extension Faculty that are Volunteer Administrators Lesson Author(s) and Institutional Affliation: Landry Lockett, Texas AgriLife Extension Service Courtney Dodd, Texas AgriLife Extension Service
More informationVolunteer Management A-Z
Volunteer Management A-Z Together SC Summit, March 6, 2018 Rachel Vane, Director of Volunteer Engagement, East Cooper Community Outreach Shannon McClure, Executive Director, Lowcountry Legal Volunteers
More informationA Guide to Competencies and Behavior Based Interviewing. HR Toolkit
A Guide to Competencies and Behavior Based Interviewing HR Toolkit 2015 Competency models help make transparent the skills an agency needs to be successful. Start by identifying competencies that predict
More informationTRENDICATORS SURVEY REPORT EMPLOYEES SOUND OFF ON GOAL SETTING & PERFORMANCE FEEDBACK
TRENDICATORS SURVEY REPORT SOUND OFF ON GOAL SETTING & PERFORMANCE FEEDBACK INTRODUCTION More than 60% of all U.S. companies today have processes in place to set individual goals with employees and to
More informationVOLUNTEER & LEADERSHIP DEVELOPMENT
AMERICAN RENTAL ASSOCIATION VOLUNTEER & LEADERSHIP DEVELOPMENT Tips for recruiting and motivating volunteers are discussed in this section. Leadership training opportunities such as the Leadership Conference
More informationCandidate Interview Preparation
Candidate Interview Preparation 10 Points, in Brief, of a Successful Interview 1. Be prepared, be professional, and be sharp. 2. Dress for success and show up on time. 3. Be confident and warm. 4. Connect
More informationThe N4A Mentoring Program
Mentor Program The N4A Mentoring Program An essential, yet underestimated, factor in professional development is the alliance formed between mentors ("seasoned" professional) and mentees (novice professional).
More informationPERFORMANCE MANAGEMENT ROADMAP
PERFORMANCE MANAGEMENT ROADMAP Building a high-performance culture PERFORMANCE MANAGEMENT ROADMAP a The Partnership for Public Service is a nonpartisan, nonprofit organization that works to revitalize
More informationNGO Self-assessment through a SWOT exercise
NGO Self-assessment through a SWOT exercise Step 1: Analyse your NGO s Capacity > page 2 Step 2: Do the SWOT Exercise > page 5 Step 3: Make a Strategic Plan > page 8 Step 4: Implement, Monitor, Evaluate
More informationAchieving Results Through Genuine Leadership
Achieving Results Through Genuine Leadership T R A I N I N G Facing tough issues and aggressive goals, top organizations win by preparing genuine leaders who live out the mission and values of the organization.
More informationUsing Employee Resource Groups to Increase Diversity
Using Employee Resource Groups to Increase Diversity What is an Employee Resource Group (ERG)? Employee Resource Groups (ERGs) can go by other names, such as affinity groups or networking groups. These
More informationPerformance Management: Giving and Receiving Feedback
Performance Management: Giving and Receiving Feedback Seminar for Supervisors Presenter: Stephanie Flanagan slm114@psu.edu; 814-863-4614 Fall 2017 2017 The Pennsylvania State University. All rights reserved.
More informationOrganizational Politics Architect Competency Elaboration
A R C H IT E C T U R E R For Enterprise Advantage http://www.bredemeyer.com E S O U R C E S B REDEMEYER CONSULTING, Tel: (812) 335-1653 Architecture Architects Architecting Organizational Politics Architect
More informationVolunteer Recruitment and Retention, Part I
Virtual Training Series Patrice Teetermoran Volunteer Maryland Volunteer Recruitment and Retention, Part I Center on Budget & Policy Priorities October 12, 2016 The Get It Back Campaign National effort
More informationEMPLOYEE ASSISTANCE PROGRAM. Workplace Training Programs
EMPLOYEE ASSISTANCE PROGRAM Workplace Training Programs The Solutions Group offers more than 100 different training seminars and workshops, including Leadership Training, Employee Training and Work-Life
More information[Insert Date] Teambuilding Skills. Leadership & Management Skills. Business Training Skills
Lorem 2016 Training Ipsum Catalog Dolor [Insert Date] Business Training Leadership & Management Teambuilding Training What s In It For You Many employers do not have the time or expertise to develop and
More informationProfessional Development Studies
Professional Development Studies 519 Professional Development Studies Today s worker is faced not only with ever-increasing technological challenges, but also with the need for applied instruction in a
More informationBuilding A Team Who Will Walk Through Walls for You Presented by: Sarah Hanna CEO
Building A Team Who Will Walk Through Walls for You Presented by: Sarah Hanna CEO 252 W. Market Street Tiffin, Ohio 44883 888-811-2250 ext. 102 www.ecsbillingnorth.com sarahhanna@ecsbillingnorth.com A
More informationELYRIA WORKS NOW! JOB DESCRIPTION: POSITION: Elyria Works Now Career Coach, Contract Services Stipend: $5, Hours at $20 per hour
131 Court Street, Suite 301 Elyria, Ohio 44035 ELYRIA WORKS NOW! Elyria Works Now is a new collaboration of Elyria, Ohio based partners of industry, education, government, non-profit, for-profit, and faith-based
More informationSmall business guide to hiring and managing apprentices and trainees
Small business guide to hiring and managing apprentices and trainees A short guide for small businesses on how to get the most from your apprentice or trainee When it comes to recruiting and managing a
More information