VOLUNTEER DEVELOPMENT EXPANDING YOUR OUTREACH Martha A. Nall, Ed.D. Extension Professor University of KY Cooperative Extension Service

What Is A Volunteer? Definition: An individual with varying degrees of knowledge and skill that goes to the University of Tennessee and plays for a losing basketball team.

What Is A Volunteer – Really?  Volunteers provide work, services, expertise, etc. without expectations of receiving financial compensation.

Why Volunteer? Volunteers gain:  Skill in working with people  Ability to organize, make decisions & solve problems  Contacts  More effective in their work

Why Volunteer? Volunteers gain:  Satisfaction from helping others  Increased self-esteem  Friendships formed  New interests  Confidence  jobs

VOLUNTEERING IN THE U.S.*  26.8% Americans volunteer* (1.6 million increase over ‘08)  63.4 million volunteers – Total Number of volunteers*  8.1 billion hours – Annual hours volunteered* * service.gov

VOLUNTEERING IN THE U.S.  $169 billion – Total dollar value of volunteer time*  $21.36 – Estimated hourly value of time**  9.1 million - FTE's for volunteers * service.gov **

VOLUNTEERING IN THE US – 2001*  71% - Percentage of adults who volunteered when asked  29% - Percentage of adults who volunteered who had not been asked * Study conducted by Independent Sector

WHERE AMERICANS VOLUNTEER

GEMS A VOLUNTEER DEVELOPMENT PROGRAM DEVELOPED BY KEN CULP, III, PH.D. UNIVERSITY OF KENTUCKY KENTUCKY COOPERATIVE EXTENSION SERVICE

GENERATE: NEEDS ASSESSMENT  Determining what volunteer jobs need to be done.  A “big picture” look at the organization

WHERE DO PEOPLE VOLUNTEER?  Divide into groups  Make a list of as many volunteer roles in NARFE as you can in two minutes.

GENERATE: POSITION DESCRIPTION  Written explanation of the volunteer’s position and role. Include: Position Title Time Commitment Location General Purpose Specific Responsibilities Support Provided Contact Person/Supervisor

GENERATE: IDENTIFY Develop a list of individuals and groups to contact for volunteer service. Look for “non-traditional” volunteers E xample: Singles in youth programs, college students in the nursery, retirees judging public speaking contest...

GENERATE: RECRUIT Actively search for new volunteers:  Web sites/electronic lists  Master list (printed) for all volunteer jobs  Current volunteers  Personal contacts: face to face “no” – ask again don’t over-recruit

GENERATE: SCREEN  Potential volunteer completes application & submits references  Agents contact references  Potential volunteer is interviewed

GENERATE: SELECT  Place individuals in the most suitable volunteer positions. Match: Talent Knowledge Skills Experience Goals

EDUCATE: ORIENT Begin at the beginning. Include topics about:  History, mission, values, etc. of the organization  Past and current programs and projects  Procedures  Policies  Standards  General expectations  The “why’s”

EDUCATE: PROTECT Inform volunteers about risk management strategies and liability issues.  Child Protection  Behavioral Standards  Conflict Resolution  Confidentiality Issues  Financial Management

EDUCATE: RESOURCES Provide volunteers with the resources necessary to do their job:  Human resources  Clerical support  Curriculum  Financial resources

EDUCATE: TEACH  Provide the knowledge and skills needed to fulfill their volunteer role.  Specific subject matter which focuses on program needs.

MOBILIZE: ENGAGE  Allow volunteers to carry out the task or activity they have been selected to perform.

MOBILIZE: MOTIVATE Create an environment which helps individuals or groups satisfy needs or achieve goals.  Motives for beginning, continuing and discontinuing will be different

MOBILIZE: SUPERVISE Assisting volunteers to function at their best.  On-going  Continuous

SUSTAIN: EVALUATE On-going process determining if goals are being met.  Should be both formal and informal

SUSTAIN: RECOGNIZE Recognition is:  Essential  Formal and/or informal  Sincere  Provides a sense of appreciation

SUSTAIN: REDIRECT Transfers a volunteer to another role within the organization.  Promotion  Reward  Opportunity to succeed

SUSTAIN: RETAIN Continues service in the same volunteer role.  Fulfills volunteer’s motives  Ensure a good “fit” between the role and the volunteer  Commitment renewed

SUSTAIN: DISENGAGE  Ending the volunteer/ organization commitment and relationship.