Transcript Document

Volunteer Management
and Supervision
The Volunteer Centers of Santa Cruz County
The Volunteer Management Cycle
Topics we will cover in this session:
•
•
Who Volunteers and Why?
An Overview of Recruitment
• Steps for Successful Orientation and Training
• Steps for Successful Management and Supervision
• Steps for Successful Recognition and Retention
Who Volunteers and Why?
Many factors motivate people to volunteer including:
• They were personally asked.
• An organization with which they are affiliated is
participating.
• They have a personal connection to the mission of the
project or organization.
• They enjoy the type of work being performed.
• They want to learn new skills.
• They want to meet people.
Understanding Motivation
Motivation is a complex phenomenon. Understanding what
motivates an individual will help in creating recruitment messages,
developing quality volunteer relationships, and retaining
volunteers.
Dr. David McClelland’s Theory on Social Motivators. Individuals
have different priorities that fall into one of 3 categoriesachievement, influence, and affiliation.
Social Motivators
Achievement- Desire for Excellence, wants to do a good job, needs
a sense of accomplishment, wants to advance, desires feedback
Influence- Likes to lead, enjoys giving advice, likes influencing an
important project, enjoys job status, like to have their ideas carried
out.
Affiliation- Likes to be popular, likes to be well thought of, enjoys and
want interaction, dislikes being alone in work or play, likes to help
others, desires harmony
The Recruitment Process
•
Recruitment is the process of enlisting volunteers into the work of
the program. Because volunteers give their time only when they
are motivated to do so, recruitment should not involve persuading
people to do something they don’t want to do.
•
Recruitment should be seen as the process of showing
people they can do something they already want to do.
Steps for Recruiting
• Determine Volunteer Needs- what needs to be done and what type
of volunteer do you need to do it.
• Develop Position Descriptions- Once you know your program’s
volunteer needs, you should outline what volunteers will do, what
skills are required, and the support/benefits they will receive.
• Create a recruitment strategy- Who will you ask and how will you
ask them
• Target Potential Volunteers and Market your Program
ORIENTATION
The process of preparing your selected volunteers for a
clear relationship with the organization.
Should Answer Three Questions:
• Why should I volunteer here?
• What will I do?
• Will the volunteer work I do make a difference?
Steps to a Good Orientation:
• Step One: Meet and Greet
• Step Two: Provide General Information
• Step Three: Provide Specific Information
• Step Four: Let Them Know it Matters
VOLUNTEER TRAINING
The process of providing new volunteers with thorough,
specific information about the actual work they will be
doing.
Training should:
• Be relevant, practical, and personalized
• Encourage volunteers to develop relationships
• Include materials for participants to use and take
away from training
MANAGEMENT AND SUPERVISION
• Remove barriers
• Nurture your volunteers
• Think of training as an on-going responsibility
• Evaluate and give feedback
RECOGNITION AND RETENTION
• Celebrate the uniqueness of your volunteers
• Give your volunteers a great place to work
Volunteer Retention Research
Best Predictors of Retention
•
Adequate preparation for the
task
•
Task achievement
•
Positive relationships in the
workplace
• The nature of the work itself
Top TEN Criteria of
a Great Place to Work
• Helping others
• clearly defined responsibilities
• Interesting work
• Competent supervisors
• Seeing the results of their work
• Working with a respected organization
• A reasonable work schedule
• Doing the things they do best
• Suitable workload
RECOGNITION AND RETENTION (cont. )
• Celebrate the uniqueness of your volunteers
• Give your volunteers a great place to work
• Give your volunteers what they don’t have
• Give them a good time
Your Americorps Member
Topics to cover include:
• Millennials and Gen X’ers- Common traits, expectations, beliefs
• The Cycle of Service
• Common Retention Challenges
• Supervision Issues
• Supervision Best Practices
• Member Removal and Replacement
The New Face of America
The New Face of America
Millennials (ages 18-29)
Adults (ages 30 and older)
Black
Black
11%
14%
Hispanic
13%
19%
61%
White
5%
Asian
Other
Hispanic
5% Asian
70%
White
Source: December 2009 Current Population Survey (CPS)
Other
Full Time Employment Drops Among Young
Adults
2010
2006
Change
41
Working full
time
50
24
Working
part time
Student,
not working
Not
employed
-9
21
13
+3
+3
10
22
18
+4
The Satisfaction Gap
% saying they are satisfied with the way things are going in this
country today
18-29
30+
60
50
41
40
30
26
20
10
0
1990 1992 1994 1996 1998 2000 2002 2004 2006 2008 2010
Source: Pew Research Center surveys
What Makes Your
Generation Unique?
•
Millennial
1.
2.
3.
Technology use (24%)
Music/Pop Culture (11%)
Liberal/Tolerant (7%)
•
Boomer
•
Silent
1.
2.
3.
Work ethic (17%)
Respectful (14%)
Values/Morals(8%)
1.
2.
3.
WW II, Depression (14%)
Smarter (13%)
Honest (12%)
•
Gen X
1.
2.
3.
Technology use (12%)
Work ethic (11%)
Conservative/Traditional (7%)
Do You Have a Profile on a
Social Networking Site?
% saying “yes”
41
All
Millennial (18-29)
75
50
Gen X (30-45)
30
Boomer (46-64)
Silent (65+)
6
Life Priorities
% saying…is one of the most important
things in their lives
52
Being a good parent
30
Having a successful marriage
Helping others in need
21
Owning a home
20
Living a very religious life
15
Having a high-paying career
15
9
Having lots of free time
Becoming famous
Note: Based on adults ages 18-29
1
Cycle of Service and Retention Issues
Best Practices for Supervisors
• Negotiate a solid set of working agreements for implementing
member assignment
• Clarify expectations from the beginning and throughout
• Anticipate and address member needs
• Think of training as an on-going responsibility
• Give specific and timely feedback
• If an agreement is reached, re-state and clarify next steps
• Keep Volunteer Center staff informed of issues big or small and
maintain good documentation
• Disciplinary Actions- Address the behavior not the person, provide
a verbal warning, supervisory review and written warning, removal
from program
Launching the Job
•Review Suggested Orientation Topics
• Take- Away Tasks
Agency History and Needs Assessment
Volunteer Position Descriptions
Recruitment Strategy Worksheet
Online Recruitment Tools / Marketing Resources
• Begin to Prep Now- workspace, preparing staff, organize
resources you have in place