Welcome! All phone lines will be muted during the webinar. If you want to minimize the box on the right-hand side of your screen, press the Orange arrow to minimize. Press it again to make the box re-appear. If you have questions during the presentation, please type them in the questions box for the Q&A. Handouts will be ed after the presentations. Technical issues? Call Dave at

Jennifer Crittenden, MSW UMaine Center on Aging Copyright 2012

Reasons to Engage Volunteers Not enough time, money, resources Volunteers may be clients who want to give back Volunteers bring unique perspectives, talent, and experience to your organization Grandfamilies-walked the walk

Reasons NOT to engage volunteers Fear/trust issues/control Just looking for free labor Don’t have the resources to properly support your volunteers Time to train, supervise, and recognize volunteers

Key Questions for Building Volunteer Offerings What do you want your volunteers to DO? What SKILLS or EXPERIENCE are needed? Who will provide SUPERVISION? Do you have the NECESSARY RESOURCES to engage volunteers?

What do you want your volunteers to do? Activities Time commitment Develop clear objectives Hours/location Why would a volunteer want to do this work? Will they learn a new skill? Will they meet new people? Chance for leadership?

What skills or experiences are needed? Examples: Marketing/outreach volunteer: May need experience in marketing, understand how to develop brochures, or willing to call radio and tv stations Newsletter development: Want someone with computer experience and/or graphic design Support group facilitator: Experience with facilitating groups, interest in learning more about groups

What training is needed? Training specific to the volunteer job Support group facilitation or shadowing Computer training Customer service training Training specific to your agency Agency overview, mission, history Grandfamilies Safety training Policies and procedures

Who will supervise? Have a designated supervisor What training does this person need to be an effective supervisor? Special considerations How can volunteers access supervision? Make sure they know who to call and when they are available Are there expectations around meeting or checking in with the supervisor?

Volunteer Position Description Title-BE CREATIVE! Office Aide versus Administrative Associate Communications Volunteer versus Marketing Coordinator or Outreach Liaison Purpose Activities Qualifications Time commitment Location Benefits-What’s in it for me?

Volunteer Position Description Example

Volunteer Motivations – The AAP Model Achievement “Learn valuable skills and techniques to improve your community” “Program will give you a jump start on all that you will need to complete a project that will improve your community” Affiliation “Become part of a statewide network of volunteers” “Meet other people who share the similar interests, perspectives and goals” Power “ Become a leader in your community” “Experienced Mainers solving community problems” (Atkinson & Birch, 1978)

Volunteer Recruitment Word of mouth is best! Most people volunteer because they were asked to do so. Media-TV, newspapers, distributions, etc. State/National resources: (AARP site) AmeriCorps Local Commission for Community Service or United Way for statewide listing opportunities

Bringing your volunteers on- board… Interview & select volunteers Assess motivation & fit for the position Volunteer orientation Training Agency-based & volunteer skills building Meet supervisor & discuss expectations

….and keeping them! Volunteer recognition Event-dinner, luncheon Awards for service Hand written thank you note Newsletter write-up Having upper management/leadership recognize volunteers Communication Keep lines open Help volunteers see the impact of their work

Sample Volunteer Newsletter Story

Assessment Checklist

Resources