ISOTURE: A Model for Volunteer Management

Report
ISOTURE: A Model for
Volunteer Management
A training and overview for
Extension Volunteer Administrators
ISOTURE
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Identification
Selection
Orientation
Training
Utilization
Recruitment
Evaluation
Boyce, M. (1971)
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Identification
• Identify needs of the program and volunteer roles that
meet those needs
• Identify the type of volunteers needed
• Develop a position description that outlines
expectations and responsibilities of the position
• Recruit volunteers for specific roles through targeted
marketing
• Identify potential volunteers
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Why Do Volunteers Volunteer?
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Help Others
Give Back to the Community
Learn New Skills
Meet New People
Fill a Personal Void
It’s Tradition
Influence Others
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How Do You Recruit Volunteers?
• Internet
• Mail
• Newspaper
• One-on-One
• Another Volunteer
• Friend
Actually, recruitment is not
as hard as retention!
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Getting Volunteers to Volunteer
• Show them how they benefit!
• Link message to mission: Show how their work
benefits the entire cause
• Job Experience
• Resume Building
• Socialization
• Meaningful Work
• Realistic Commitments
• Flexibility
• Time Well Spent
• Learn About the Community
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Position Descriptions
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Title of volunteer position
Purpose of the volunteer position
Responsibilities of the volunteer
Benefits to the volunteer serving in the role
Qualifications and skills needed
Time Commitment
Resources Available
Location
Contact Person
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Selection
• Screen potential volunteers through background
and reference checks
• Review volunteer interest forms and applications
• Interview potential volunteers to learn more
about skills, interests, motivations and attitudes
• Match volunteers’ interests,
talents and time available to
the needed volunteer roles
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Volunteer Application
• Baseline Information
• Learn of volunteer interests
• Acquire information needed for criminal
background check
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Reference Checks
• In person
• By phone
• By mail
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Interviews
• Conducted by CEA or Volunteer Group
• Learn about:
– Special skills
– Interests
– Motivations
– Attitudes
• Get a gut feeling!
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Position Descriptions
• Promote success of volunteer in role
• Focus Extension staff on areas of need
• Communicates expectations
• Determines and outlines future volunteer
roles
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Screening of Volunteers
• Volunteer screening was implemented to protect youth and
volunteers, and the image and integrity of Extension and its
associated groups
• All direct volunteers must be screened
– 4-H volunteers (4-H CONNECT)
– Master Volunteers (one-page application/authorization form)
• Volunteers should not fulfill duties until screened and
assigned a volunteer status
• A volunteer’s status is based upon charges, convictions,
frequency of offenses and date of offenses, with emphasis
placed on the most recent 10 years
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Orientation
• Train and orient new volunteers on the county
program and Extension.
• Provide opportunities for volunteers to meet the
entire Extension staff.
• Officially appoint the volunteer to his/her new
position.
• Give the volunteer a copy of the position
description and resources needed to fulfill duties.
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Types of Orientation
• Social Orientation
• Position Orientation
• System Orientation
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Social Orientation
• Introduce volunteers to other Extension
volunteers
• Introduce volunteers to Extension staff
• Give volunteers a tour of the Extension
office and facilities
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Position Orientation
• Define the expectations of the volunteer
position
• Provide an overview of positive
description
• Explain how volunteers fit into Extension
program and critical role they play in
Extension’s success
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System Orientation
• Review structure and design of Extension,
including
– Mission of Extension
– Definition of Cooperative Extension
– Legislation that created and defined Cooperative
Extension
• Explain base program areas
• Outline various volunteer roles and opportunities
• Provide an overview of Extension policies and
procedures as it relates to their volunteer role
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Training
• Provide volunteers with appropriate
subject matter training
• Offer ongoing training opportunities
through a variety of methods, formal and
non-formal
• Provide volunteers with the resources
needed to fulfill responsibilities
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Utilization
• Support volunteers in carrying out their responsibilities
• Provide opportunities to use their skills and talents and follow
their interests
• Train them, and give them opportunities to apply knowledge
and skills
• Foster mentoring from other volunteers as well as
professional staff
• Supervise volunteers, providing feedback on their efforts
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What can I do to empower
my volunteers?
• Understand the concept
• Set the rules
• Put your volunteers to work
• Reap the benefits
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What can I do if my volunteers
refuse to be empowered?
• Take it slow
• Let them feel your passion and
enthusiasm… It’s contagious!
• If they fail to feel empowered, other
problems may exist.
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Recognition
• Recognize volunteers through formal and
informal methods
• Build relationships with volunteers
• Provide feedback and support to the
volunteers
• Be careful not to over-recognize!
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Evaluation
• Process Evaluation
– Examining the process for improvement
• Outcome Evaluation
– What impact did we have (change among
audience)
• Economic Impact
– What impact did we have? (economic return)
– Hourly rate for volunteer time
Reminders
• Stumbling blocks do exist
• Understand and assume role of volunteer
administrator
• Resources are available to assist you!
– http://od.tamu.edu
– Click on “Volunteerism Resources”

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