trends in volunteering - shvl speaker handouts/leigh-anne cade...55 % of youth volunteer (ages...
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P r e se n te d b y : Le i g h- Ann e C a d e , M P H , C VA D i r e c tor o f Tr a i n in g V OLU NTEER H a mp t o n Roads
Trends in Volunteering
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Volunteering In America Report
The most comprehensive look at volunteering and civic life in the 50 states and 51 cities across the country.
Data includes volunteer rates and rankings, civic engagement trends, and analysis.
www.volunteeringinamerica.gov
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Volunteering Remains Strong
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Value of Volunteer Time
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Key Finding #1: Volunteering Spans Generations
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Volunteering Demographics
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Youth Volunteers
55 % of youth volunteer (ages 12-18) Youth contribute 1.3 billion hours of community
service annually Youth average is 29 hours per year 39% of teen volunteers are “regular “ volunteers
defined as those who volunteer at least 12 weeks per year.
75% volunteer through religious, school or youth organizations
www.nationalservice.org
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Where People Volunteer
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How People Volunteer
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Key Finding #2: Volunteering is a Pathway to Employment
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Key Finding #3: Volunteers Are More Likely to be Donors
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Healthcare Volunteers
5 million Americans volunteer in hospitals and healthcare organizations annually
Accounts for 8 percent of all US volunteers
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Trends in Healthcare Volunteering
Short-term workers: Episodic volunteering Long-term volunteers are harder to find Changing Demographics Technology New sources of volunteers
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Responding to Trends
Organizing volunteer involvement Integrate into planning Volunteers as human resource Volunteers as donors Connect to the mission
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Challenges and Opportunities in Healthcare Volunteer Management
Survey of Volunteer Administrators 105 Hospitals 39,008 volunteers 5.3 million volunteer hours Annual average of 372 volunteers provided 50,148 hours
per hospital per year
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Challenges and Opportunities in Healthcare Volunteer Management
48% worked in hospitals in rural areas 44% worked in hospitals in urban or metropolitan
areas 4% worked in hospices, specialty clinics or rehab
centers 4% Other
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Challenges in Healthcare Volunteer Management
Recruitment and Retention – most pressing challenge
Volunteer Administration Issues Hospital operational difficulties brought about by the
economic crisis
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Opportunities in Healthcare Volunteer Management
Linking the volunteer function to hospital outcomes and community impact
Expanding volunteer recruitment pools and roles and jobs
Developing organizational support for volunteers and making the volunteer management function more effective and efficient.
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Recommendations
Volunteer Resource Management Volunteer function is properly aligned with the hospital’s large
organizational goals Clarify the roles of volunteers and the volunteer administrative
function within the hospital’s entire workforce strategy Provide volunteer managers with practical, action-oriented
guidelines and strategies for high performance VRM
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Recommendations
Develop a Volunteer Performance Management System or Include the Volunteer Function in Existing Performance Management Efforts Performance Measurement – The measurement of outputs and
outcomes Performance Information Use – Managerial and
organizational willingness to use performance data in decision-making
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Volunteer - Motivations
Values Understanding Enhancement Career Social Protective
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Healthcare Volunteers - Motivations
Understanding – plays an important role in building, promoting and sustaining engagement among healthcare volunteers
Building skills and abilities How individual efforts contribute to the mission and
goals of healthcare
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Understanding the Motivation of Hospital Volunteers: Are there Gender Differences?
Male Female Volunteering enables a hospital to provide more for less High Low
Volunteering produces challenging activities High Low
Volunteering enables a person to continue a family tradition Low High
Volunteering broadens a person’s horizons High Low
Volunteering is an excellent educational experience Low High
Volunteering provides an opportunity to gain experience in providing a service
Low High
People volunteer because their employer or school expects it High Low
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Recommendations
Recruit through employers or student offices at educational institutions if targeting male volunteers
For students, promote opportunity for skill building Indicate that volunteer activities make a significant
economic and welfare contribution to the community Utilize job descriptions to attract skilled individuals Structuring work so volunteering need not be a long
term commitment
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Discussion of Trends
What other trends are you seeing?
What is happening in the southeast region?
What could be driving these regional trends?
What does it means for healthcare organizations?
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References
Angelidis, John, Tomic, Igor M., and Parsa, Faramarz. (2015) Understanding the
Motivation of Hospital Volunteers: Are there Gender Differences. Journal of Business and Management, Volume 4, Issue 3. http://dx.dio.org/10.12735/jbm.v4i3p26
Rogers, S.E., Rogers, C.M., & Boyd, K.D. (2013) Strategic human resource management
of volunteers and the link to hospital patient satisfaction. Retrieved February 28, 2017, from Cornell University, School of Hotel Administration: http://scholarship.sha.cornell.edu/articles/809
Rowlee, David. Sharing Insights, Discussing Trends: An Exploration of Volunteering in Healthcare – Part 1. http://www.integratedhealthcarestrategies.com/knowledgecenter_article.aspx?article_id=468