CPF Network Outreach to Volunteers October 2018 Janik Bastide, CPF Network Coordinator, Volunteer Support & Communications Nicole Thibault, Executive Director, CPF National 1

The Volunteer Engagement Cycle

Help! We NEED Volunteers … Know why you want volunteers Clarify volunteer roles (specific job descriptions) Consider what type of volunteers are needed Develop quality volunteer assignments, tasks Consider volunteer preferences, motivation, availability Develop a recruitment strategy

Types of Volunteers Long-Term Volunteers – service at regular intervals; a year or more; requires orientation and training Short-Term Volunteers – service for a set period of time or set assignment; requires specific orientation and training Single-Day or Episodic Volunteers – short burst of service; requires minimal training, exception for repeated service. Serendipitous Volunteers – service according to volunteer availability; low priority tasks or non time sensitive; low training requirement. Skills-based Volunteers – service according to high level skill. The better you describe the roles in your job descriptions, the better you can decide who will be best-suited to the role, and the better you can give feedback which will lead to excellence in fulfilling the expectations of the role.

Ways to Promote your Volunteer Opportunities Word of Mouth, Referrals – most effective Where do your volunteers hang out? What do they read? Who influences them? Communications Vehicles: local newspaper, social media, internet, local community bulletin boards, school or community meetings, volunteer recruitment events (kiosks) Pool of Volunteers Seniors, grand parents / retired professionals Youth / Students

Seniors Seniors contribute the most volunteering hours compared to any other age group Value in seniors: knowledge, skills, experience, more time to dedicate, larger network Benefits for seniors E.g. remain engaged active members of their communities, positive aging, positive health changes Overcoming barriers specific to seniors E.g. physical limitations, health difficulties, inability to make long term commitments Hands-on approach of recruiting E.g. religious locations, clubs and associations, special interest groups

Youth Engagement Involvement that best matches their skills, interests, and needs Getting them passionate about volunteering Opportunities to learn new skills and talents Opportunities to gain community hour requirements

NEW: Volunteer Screening Process CPF Application / Registration Process - Standard for ALL volunteers Legal and insurance compliance, safe working environment, safety of volunteers Child safety, working with vulnerable persons Privacy and confidentiality Orientation to General Volunteer Opportunities, Expectations (policies, processes, manuals, etc.) Training specific to Volunteer Role Support & Supervision, Follow-up & Feedback, Recognition of Volunteers

Volunteer Recognition Recognition is “formal and informal favourable attention given to an individual to provide a sense of appreciation” Needs to be embedded in volunteer management practices Allocated budget for volunteer involvement Working with branch support and resources How do volunteers want to be recognised? Provides sense of belonging and accomplishment E.g. On-going and informal, banquet or formal gathering Youth vs senior recognition How do YOU recognize your volunteers?

As CPF Volunteers, how do you want your efforts recognized?

Volunteer Communications – Blog What do the volunteers need to know? What do the volunteers already know?  What do the volunteers want to know?  What would be relevant, useful? What is best timing? What is best means to be welcoming and engaging?

Volunteer Communications: How can CPF National be responsive to volunteers’ needs? 12

Contact Janik with suggestions or for support jbastide@cpf.ca Thank you! Merci! Contact Janik with suggestions or for support jbastide@cpf.ca