Identification Explore the need for volunteers in a program - who, what, where, why, when? Explore the need for volunteers in a program - who, what, where, why, when? What will be their responsibilities? What will be their responsibilities? What are the necessary qualifications, skills and attitudes? What are the necessary qualifications, skills and attitudes? How long will the position be needed? How long will the position be needed?

Identification Tools Position description Position description Position announcement Position announcement Plan of work Plan of work Advisory committee Advisory committee Program plans/needs Program plans/needs

Volunteerism & Diverse Communities

Value of Recruiting Volunteers from Diverse Communities Youth and their families tend to join groups that engage volunteers that are like them. Diverse volunteer base contributes to a richer organization in ideas and practices. Participants in an organization deserve the opportunity to work with all cultures and groups in their community. A program that is able to be fluid and responsive to the evolving needs of the people in a community will prosper for many years.

Challenges of Recruiting Limited knowledge of diverse cultural norms and values. Current organization norms and policies are at odds with community needs. Existing staff may lack the skills to reach out and work with new audiences. Limited knowledge or experience with the organization in the community.

Ways to Connect with Diverse Communities Participate in the local community to learn about the people in the community and for them to know you. Make personal contacts. Partner with existing organizations in the community. Be patient and take the time up front to learn about the community from which you want to recruit volunteers.

Building Relationships & Trust in a Community Spend time up front learning about the community and its members. Become involved with the community. Enlist the support of those who are already a part of the fabric of the community. Choose the right outreach staff for that community. Demonstrate respect and patience in all you do.

Generational Cohorts What is a generational cohort? – A group of people programmed at similar time – Common forces that affected millions at once – Affected by: Media messages School systems (unique set of values) Parenting patterns (unique to the generation shape and mold children)

Generational Cohorts Greatest Generation (GG): Baby Boomer (BB): 1943 – 1960 Generation X (X): Millennial (M): 1982 – 200? Source: Strauss, W., & Howe, N., The Fourth Turning: An American Prophecy.

Greatest Generation Job strength: Stable Outlook: Practical Work Ethic: Dedicated View of Authority: Respectful Leadership: by Hierarchy Relationships: Personal Sacrifice Turnoffs: Vulgarity Diversity: Ethnically Segregated Feedback: No news is good news Work/Life Balance: Need help shifting Source: Raines - Connecting Generations: The Source book for a new workplace

Greatest Generation MARKETING: – Messages speak to family, home, patriotism, & traditional values – Age & experience – viewed as assets not liabilities TRAINING: – Take your time – Share expectations, policies, who’s who – Share history RECOGNITION: – Personal touch – Traditional awards

Generational Funnies…

Baby Boomers Job strength: Service Oriented/Team Players Outlook: Optimistic Work Ethic: Driven View of Authority: Love/Hate Leadership: by Consensus Relationships: Personal Gratification Turnoffs: Political Incorrectness Diversity: Integration Began Feedback: Once a year with documentation Work/Life Balance: Work as priority, wanted it “all” Source: Raines - Connecting Generations: The Source book for a new workplace

Baby Boomers MARKETING: – Need to know their experience will be valued – Want to “make a difference” – Want warm, humane place to volunteer TRAINING: – Want to volunteer for a worthy cause – They want to solve problems & turn things around – Boomers may have an “I know all that” chip on their shoulder. RECOGNITION – Personal approach – Show how much they are needed – Like perks & public recognition

Generational Funnies…

GenXers Job strength: Adaptable & Techno-literate Outlook: Skeptical Work Ethic: Balanced View of Authority: Unimpressed and unintimidated Leadership: by Competence Relationships: Reluctant to Commit Turnoffs: Cliché’/Hype Diversity: Fully Integrated Feedback: Interrupts and asks how they are doing Work/Life Balance: Wants balance NOW! Source: Raines - Connecting Generations: The Source book for a new workplace

GenXers MARKETING: – Need balance – don’t want this to be “their life” – Need fun, informal and relaxed environment – Like hands-off supervision TRAINING: – Time for questions – Give them lists of who to call for what – FAQ’s list – Use deadlines, lists, graphics, bullets – Value continuing education RECOGNITION – $$$, Useful items – Could take or leave Public Recognition

Generational Funnies…

Millennial Job strength: Multi-taskers and techno-savvy Outlook: hopeful Work Ethic: determined View of Authority: polite Leadership: by Pulling Together Relationships: Inclusive Turnoffs: Promiscuity Diversity: No Majority Race Feedback: Wants feedback at the push of a button Work/Life Balance: Needs flexibility to balance activities Source: Raines - Connecting Generations: The Source book for a new workplace

Millennial: MARKETING: – Meet their own personal goals – Create clear picture of volunteer environment – Continuous training & skill development – Civic minded – Mentor programs TRAINING: – Clear expectations, but not rigid – Use current technology – Offer new skill development RECOGNITION: – Frequent, positive feedback – Creative TY’s (e.g., , notes, My Space)

Generational Funnies

Marketing Activity Brochure for GG’s Commercial for BB’s Billboard for Gen X Web Home Page for Millennial

Is Your Program Ready? Tips to Consider Are you able to build long term relationships with the community. Are you able to collaborate with those necessary to get the job done. Is your organization designed to be a partner.