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There’s No Crying in Volunteer Management There’s No Crying in Volunteer Management

There’s No Crying in Volunteer Management - PowerPoint Presentation

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Uploaded On 2018-09-30

There’s No Crying in Volunteer Management - PPT Presentation

Planning ahead for volunteer engagement meaningful service and acknowledgement 1 A League of Their Own 1992 2 Volunteer Engagement Guide 3 Special Olympics Southern California Memories of Volunteerism ID: 682657

volunteers volunteer agency amp volunteer volunteers amp agency california southern olympics challenges special community create roles sosc position engagement resources risk develop

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Slide1

There’s No Crying in Volunteer Management

Planning ahead for volunteer engagement, meaningful service, and acknowledgement.

1Slide2

A League of Their Own, 1992

2Slide3

Volunteer Engagement Guide

3 / Special Olympics

Southern CaliforniaSlide4

Memories of Volunteerism

Describe your personal experience with volunteerismWas it positive or negative?

What made it positive or negative?

4

/

Special Olympics

Southern CaliforniaSlide5

5

A picture paints a thousand words

Volunteer LifecycleSlide6

Commonswikimedia.com

Steps of Volunteer Engagement

1. Conduct Organizational Needs Assessments

2. Develop Volunteer Program Purpose Statement

3. Evaluate Risk and Create a Risk Management Plan

4. Develop Policies and Procedures

5. Identify Appropriate Positions and Develop Volunteer

Position Descriptions

6. Create Budget and Secure Resources for Volunteer

Position

7. Create Agency/Volunteer Agreement

8. Train Staff to Work With Volunteers

9. Create Volunteer Application

10. Develop Outreach & Marketing Materials

11. Create a Recruitment Plan

12. Recruit Volunteers

13. Review Application

14. Screen Volunteers

15. Run Appropriate Criminal and/or Motor Vehicle Background

Checks

16. Check References

17. Sign Agency/Volunteer Agreement

18. Orient Volunteers19. Train Volunteers20. Place Volunteers in Positions21. Supervise Volunteer22. Conduct Agency/Volunteer Evaluation23. Recognize Volunteers

6Slide7

Poor Planning

Poor volunteer engagement leads to poor volunteer retention.

The New Volunteer

Workforce

Due

to poor

engagement

of volunteers, more

than one-third

of those who volunteer one year do not

donate their

time the following year at

ANY nonprofit

7Slide8

Time = Contributions

8

Source: Volunteering and Civic Life in America Report http://www.volunteeringinamerica.govSlide9

9 Slide10

5 Volunteers

10 /

Special Olympics Southern CaliforniaSlide11

Benefits & Challenges

Groups 1 & 2

For

[SOSC] volunteers

, what are the challenges of volunteering?

For

SOSC as an organization,

what are the challenges of engaging volunteers?

What are potential solutions to some of these challenges?

Groups 3 & 4

Why involve volunteers? What are the advantages of working with volunteers that you may not get working with paid employees?

If you had all the money

SOSC

needed, for what reasons would you still engage volunteers?

What would happen if volunteers were not involved in

SOSC?

11

Slide12

Challenges of Engaging Volunteers

For Organizations:Appropriate resources, money and time

Recruiting the right volunteers

Matching volunteers to appropriate roles

Providing appropriate level of support and supervision

Organizational risk

12

/

Special Olympics Southern CaliforniaSlide13

Benefits of Engaging Volunteers

Community outreach and input

Gain additional human resources and expertise

Increase number of community advocates for agency and mission

Act as a conduit to other groups

Provide community mentoring

Help meet and advance mission

Help maximize financial resources

Demonstrate community support for program

Provide ability to react to short-term crises

Allow agency flexibility to react quickly to changing community conditions

Supplement staff resources and experiences

13Slide14

Remember

Just because we do not pay our volunteers, does not mean they are free

14

/

Special Olympics

Southern CaliforniaSlide15

15

A League of Their Own, 1992Slide16

16 Slide17

Creating Meaningful & Strategic Volunteer Roles

17 /

Special Olympics

Southern CaliforniaSlide18

Needs Assessment

What questions should you ask yourself or others when considering new (or reoccurring) volunteer roles?

What are the problems and challenges your division/department is currently experiencing?

What is your department currently doing that you would like to increase, replicate, or expand?

What is an area in your division/department that is always underutilized or understaffed or seems constantly overloaded?

What specific skill or resource would your department’s team need to fulfill its dreams? To meet its challenges?

18

Slide19

Appropriate Roles

19

Tasks

Fine as written

Questionable Needs clarification

Inappropriate for volunteers

Why did you rate it this way?

Enter into agreements with businesses and

entities

Represent agency in the community

Type reports for vol. manager, other staff

Process payroll checks

Deposit money into agency bank

account

Serve wine during a fundraising

eventSlide20

Remember

Meaningful service equates to meaningful best practices. The more you prepare for a volunteer opportunity, the more impactful it will be

20Slide21

Volunteer Roles & Risk Management

We will create and recruit for a volunteer position if and when . . .

A volunteer position must:

Meet the needs of SOSC

Have an associated risk management strategy that we are comfortable with

Require a reasonable amount of training

Others?

21Slide22

22Slide23

Design the Position Description

23Slide24

Tools You Will Find in the VEG

How to design a volunteer description with templates

Needs Assessment

Checklist for designing new roles

How to request a new

volunteer –

Coming Soon!

24Slide25

Upcoming Trainings

25Slide26

26

/ Special Olympics Southern California

Questions & Answers Slide27

27

Thank you!

www.sosc.org/intranet/VEG