1. Engaging Skilled Volunteers: Catch ‘Em and Keep ‘Em
Presented for
2017 Conference on Volunteering & Service
By Carla Lehn
June 2017

2. Learning Goals for Today:
Understand the Shift from Volunteer “Management” to “Engagement”
How to Ensure the Right “Fit”
Reaching Out to Skilled Volunteers
Strategies for Sustainability

3. Trends First Noticed with Baby Boomer Volunteers
Want flexibility and a wide variety of options.
Want to engage their skills and expertise
Want to see impact on mission -- how will their work make a difference?
Want clear expectations of time, tasks and training.
Beyond volunteer management -- engagement in meaningful ways.

4. Skilled Volunteers Job Center Coach Event Planner Computer Trainer
Graphic Designer
Photographer
Adult Literacy Tutor
Coordinator, After School Programs
Homework Coach
Public Relations Specialist

5. Why People Volunteer . . .
Why Do You Volunteer?

6. Why Do People Volunteer. Excerpts from Susan J. Ellis – www
Why Do People Volunteer? Excerpts from Susan J. Ellis –
Gain Experience
Make Contacts
Keep Busy
Meet People
“Give Back”
Learn New Skills
Share Skills
Feel Needed
Because Asked
Gain Status
Make an Impact
Build a Resume
Feel Challenged
Committed to Cause
Explore a Career
New Community

7. Why Have Written Volunteer Position Descriptions?
Clarifies Expectations & Co-Worker Roles
Primary Recruitment and Placement Tool
Avoids Problems/Basis for Engagement
Best Planning Tool - What’s needed?
Is it Volunteer Centered? Utilize Skills?
How Does It Impact Your Mission/Make a Difference?

8. Elements of a Volunteer Position Description
Descriptive Title (not just “Volunteer!”)
Position Overview and Impact (does it make a difference?)
Key Responsibilities
Qualifications
Training and Support Provided
Benefits of Volunteering
Time & Length of Commitment
Staff Connection/Collaborator

9. Finding the Right Volunteer: Targeted Recruitment
Based on Position Description -- WIIFM
Not every warm body fits every position
Assess Skills/Interests and make a good fit
Don’t be limited to who you know -- work together
Multiple recruitment methods
Better to have a vacancy than the wrong volunteer in the position

10. Caught ‘Em – Now Keep ‘Em
Careful Selection – Pick the Right One
Orientation & Training
Collaboration and Support

11. Careful Selection Interview several candidates
Determine the right “fit” for the volunteer
The right volunteer in the job helps avoid staff resistance
Can you say “No?”
Background Checks

12. From Supervision to Collaboration & Support
Job Description
Agree on Scope of Work & Timeline
Create Volunteer Agreement Together
If Responsibility/Give Authority
Define What’s Not Negotiable

13. Sustainability – Not “Retention” of Volunteers
Fewer 20 year pins
Match volunteers’ skills/interests with the right position
Provide training & advancement opportunities
Be strategic so that work continues when a volunteer moves on

14. Sustainability Strategies
Substitute Positions
Break assignments into smaller pieces
Team Assignments
Job Share
Consultant Positions
Virtual Volunteers
Seasonal Positions
Two Deep Leadership 14

15. Summary
We Don’t Motivate Volunteers -- They Come Motivated by something
Goal is to Match the Right Person to the Right Job
Most Important Tool is Written Position Description
Targeted Recruitment is most effective approach
Shift from volunteer management to engagement
Tools/Resources exist to help you --You’re Not Alone!

16. Recognition/Acknowledgement
Thanks!
Meaningful to the recipient
Doesn’t have to be costly
Formal and Informal
“Crawdads”