volunteer, i hear! october 2013

Volunteer, I hear!

by Toronto Training and HR

October 2013

CONTENTS5-6 Definitions7-10 Starting an employee volunteer program11-12 Elements of a successful volunteer program13-14 Volunteering project characteristics and categories15-16 Motives that underlie volunteering17-20 Why should your workplace volunteer?21-23 Benefits for the employee24-25 Drill26-28 2010 survey29-30 Dollars and doers31-32 McClelland’s theory33-34 Organizational characteristics which make

volunteering work35-36 Techniques to improve37-38 Techniques to sustain39-44 Young people and volunteering45-46 Swiss volunteering47-48 Case studies49-50 Conclusion and questions

Introduction

Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers

Definition

Definition• Volunteering• Types of volunteering

program

Starting an employee volunteer program

Starting an employee volunteer program 1 of 3

• What will the volunteering policy look like?

• Why has your organization decided to support the community in this way?

• What are the objectives?• Are there any restrictions

on the types of activities people can do?

• Will you use specialist third-party organizations to help?


• Will there be any budget available for reimbursing employees for any costs associated with volunteering?

• Will there be funds or in-kind support available to contribute to the volunteering program?

• Will the organization extend workers’ compensation coverage to their people while they volunteer?


• When will a health & safety risk assessment be undertaken?

• How, when and by whom will the program be evaluated?

• Is there a good fit?• Are incentives provided?• How is success

evaluated?

Elements of a successful volunteer

program

Elements of a successful volunteer program

• Planning• Recruitment, interviewing

and screening• Orientation and training• Supervision and

evaluation• Recognition

Volunteering project categories and characteristics

Volunteering project categories and characteristics

• Task characteristics• Social characteristics• Knowledge characteristics

Motives that underlie volunteering

Motives that underlie volunteering

• Pro-social• Belonging• Self-enhancement• Self-protective• Developmental• Career

Why should your workplace volunteer?

Why should your workplace volunteer? 1 of 3

• To make a difference to the community in a way that changes lives for the better

• Raise awareness of what your organization does by connecting and communicating across sectors

• Discover hidden talents of your staff through new experiences, approaches and ways of connecting


• Have fun and gain satisfaction in an alternative setting to the normal workplace

• Inspire others through the enthusiasm, generosity and can-do attitude of your employees

• Build new relationships with community groups, their volunteers and clients


• Strengthen existing relationships by employees connecting in new ways with colleagues

• Learn something new by experiencing work in the community sector

• Increase health and wellbeing of your employees and the community.

• Help stretch and save the time and resources of community organizations and enable increased levels of service delivery

Benefits for the employee

Benefits for the employee 1 of 2

• A sense of personal satisfaction, fun and fulfilment

• New learning experiences outside the normal job parameters

• New and more positive perceptions of career, workplace, peers and management teams

• Opportunities to interact with people from other areas of the organization leading to improved communication and teamwork

Benefits for the employee 2 of 2

• Opportunities to meet new people and explore new situations and challenges

• Providing opportunities to create pathways to community involvement for employees reaching retirement age or considering part-time employment options

2010 survey

2010 survey 1 of 2

• % of Canadian adults who made a financial donation

• Amount donated in CAD• % of Canadian adults who

donated time• Amount of hours donated• Average $ per donor• Average hours per donor• Donations per province

2010 survey 2 of 2

• % of Canadian adults volunteering per province

• Hours volunteered by Canadian adults per province

• Donors and donations• Volunteers and hours

volunteered• Personal and economic

characteristics plus age groups-dollars and time

Dollars and doers

Dollars and doers

• What is it?• Campbell’s Soup • Exxon Mobil• IBM

McClelland’s theory

McClelland’s theory

Motivations

Achievement Affiliation Influence

Organizational characteristics which make volunteering

work

Organizational characteristics which make volunteering work

• Lay the foundation through the mission and vision of the organization

• Combine inspiring leadership with effective management

• Build understanding and collaboration

• Learn, grow and change

Techniques to improve

Techniques to improve

• Talk about it• Keep track• Collect feedback• Strive for best practice

Techniques to sustain

Techniques to sustain

• Adapt• Plan for succession• Spread the good news

Young people and volunteering

Young people and volunteering 1 of 5

• Career-focused, flexible and receptive to new ideas

• More open-minded • Energetic and enthusiastic • Technologically savvy • Prefer peer camaraderie • In many instances affected

by mandatory community service requirements

• Seeing volunteering as a bridge

• Sensitive to perceived age discrimination


BARRIERS• Lack of time• Inability to make a long-term

commitment• Not being asked• Unsure how to become

involved• Feeling that their opinions

and insights are not valued, respected or taken into account

• Organizations’ perception that young people need services and help

Young people and volunteering 3 of 5EXAMPLES OF YOUNG PERSON- FRIENDLY VOLUNTEER TASKS • Tasks that can be done

virtually• Activities that can be done

in pairs or groups• Opportunities that allow

the volunteer to learn job-related skills


IMPROVING THE VOLUNTEER EXPERIENCE FOR YOUNG PEOPLE BY:• Promoting volunteerism where

young people will see it• Building meaningful

relationships• Capitalizing on technology

options• Being sensitive to differences• Being respectful about the tasks

and roles that are assigned to young people

• Being flexible and accommodating


IMPROVING THE VOLUNTEER EXPERIENCE FOR YOUNG PEOPLE BY (CONTINUED):• Offering benefits and incentives• Communicating feedback to

young volunteers regularly and constructively

• Clearly outlining the purpose of the proposed young people volunteer activity

Swiss volunteering

Swiss volunteering

• Introduction• Hands-on projects• Hearts projects• Skills-based projects

• Increase in skills-based projects

• Case studies• Skills-based v hands-on• Current trends and the

future

Case studies

Conclusion and questions

Conclusion and questionsSummaryVideosQuestions

volunteer, i hear! october 2013

Business

workplace volunteer

employee volunteer programpage

volunteering policy

canadian adults volunteering

new people

time page

volunteering work techniques

specialist training