gcsv2011 volunteer retention and evaluation - m friend and wendy j
DESCRIPTION
This document was created by an individual or individuals who submitted a proposal so he / she / they may present at the Office of Faith-Based and Community Initiative’s 2011 Conference on Service and Volunteerism (GCSV11). This proposal was approved by the Indiana Commission on Community Service and Volunteerism (ICCSV) and other community partners. Sharing this document is a courtesy extended by the OFBCI to conference attendees who may want to reference materials covered at the GCSV11, and the OFBCI in no way not responsible for specific content within.TRANSCRIPT
Volunteer Retention and Evaluation
Mary Friend, CVA and Wendy Johnson, CVA
Who we are Mary Friend, CVA Wendy Johnson, CVA CIAVA
Central Indiana Association of Volunteer Administration
Housekeeping Time management Questions
Volunteer Position Descriptions Diversity in Volunteer Opportunities Understanding Volunteer Motivations Training Supervision Communication Recognition Evaluation
Focus
Surprise!
Not all volunteers will return.
(And that’s okay.)
Written position descriptions outline the volunteer’s role, what is expected of them and what they can expect from the organization.
Can be used in recruitment, placement and evaluations.
Important to update regularly. Important components:
Title Qualifications
Purpose CommitmentSupervision TrainingResponsibilities
By nature, volunteers have diverse skills and motivations so offering diverse volunteer opportunities will attract and retain volunteers.
Diverse opportunities will allow interested volunteers to advance within your organization.
Having different types of opportunities will also assist with transitioning volunteers.
Types of diversity:Time commitments QualificationsPhysical demands ResponsibilitiesLocation
Motivations Volunteers come to your organization for a
variety of reasons. Important to have diverse opportunities to
meet diverse motivations. Motivations why people volunteer:
Believe in your missionWant to help or make an impactTo learn, use or build a skillFor their resumeFor social reasonsFor something to do
Provides information that volunteers need in order to do the task(s) you are asking of them.
Instructs volunteers how the organization wants things to be done.
See / Hear / Do Different formats :
Classroom settingVirtually or on videoOne-on-oneOn-the-job
12 Basic Needs of Every Volunteer – Helen Little1. Specific manageable task
2. A task that matches motivation
3. A good reason for doing task
4. Written instructions
5. A reasonable deadline
6. Freedom to complete task
7. Everything necessary to complete task
8. Adequate Training
9. A safe, comfortable, friendly environment
10. Follow-up
11. Opportunity to provide feedback
12. Appreciation, recognition and awards
Supervision
What to Share Volunteer Stories, Pictures, and Successes Organizational News Volunteer News
How to Share Print Media: Newsletters, Press Releases, Annual
Report Social Media: Facebook, Twitter, Blog, Websites Email Blasts: ChimpMail, Exact Target, Constant
Contact
Communication – Stay in the Loop
Simple, Low Cost Extravagant, High Dollar Bottom Line – Say “THANK YOU!”
Be Consistent Be Sincere
Recognition
People Staff and Volunteers
Activities Tasks: Day-to-day Special Events
Processes Annual evaluation Program Audit
Evaluation
Long term effect:
A win-win-win-win For volunteers, staff, clients, and the
organization
Resource Guide from all CIAVA Sessions CIAVA
Central Indiana Association of Volunteer Administration
Certified Volunteer Administrator (CVA) credential
More Information
Thank You for attending our session and
the 2011 Governor’s Conference!