1. Unlocking the Door to Outstanding Volunteer Programming

2. Training  Definition  Agency perspective

3. Types of Training  Micro  Macro

4. What Training Accomplishes

5. Guide to Adult Learning  Adults makes associations  Brains operate on multi-levels  Memories not stored in one place  Breaks are important  Need cycle of learning  Need to be attractive and interactive  Diff. people learn differently

6. Principles of Adult Learning

7. Praxis Exploration Reflection Action

8. Rewards  Monetary  Symbolic

9. Needs Assessment  Evaluate trainings  Observe volunteers and staff  Talk  Performance evaluations  Consult experts  Standards and measures of progress

10. Other Important Factors  The need to learn  Relationship to past experiences  Adult developmental stage  Autonomy  Climate/Environment  Diversity of individuals/Learning styles

11. Importance of Mission

12. Needs Assessment + Principles of Adult Ed. + Content Training Design (Lesson Plan)

13.  Purpose  Objective  Time  Training activity  Evaluation  Resources

14. Cost of Training

15. What a Trainer Should Be….  Someone who develops and environment that encourages discovery  Enabler, facilitator, guide, and encourager  Patient with the process and the learner

16. Designing and Managing Programs

17. A Volunteer Must Be:  Recruited  Screened  Oriented  Assigned  Trained  Supervised  Motivated  Recognized  Evaluated

18. Agencies Must:  Determine the reason  Determine the plan  Develop the job  Orient and train employees  Develop(Collaborative philosophy)

19. Misconceptions

20. Types of Volunteers:  Direct  Policy

21. Setting the Plan in Motion

22. Determining the Need

23. Develop Plans  Gather  Develop  Train/Orient

24. Recruitment  Screen  Orient  Train  Assign  Evaluate  Recognize

25. Collaborative Philosophy

26. Involvement + Knowledge + Sense of Ownership = Commitment Leading to Innovation

27. Definition of a Volunteer

28. Assignment/Job Description

29. Administrative Procedures  Reimbursement  Use of equipment  Record keeping  Confidential requirements

30.  Policies should be comparable to employee guidelines  Staff = paid volunteer

31. Volunteer Needs  Exigencies confront agencies  Recruitment possibilities  Office within agency

32. Management Differences  Personnel management  Program management

33. Job Description

34. Prime Jobs for Volunteers

35.  When  What  How  Skills  Episodic  Virtual

36. Management Differences  Less dependent  More selective  Flexibility  Not faithful  Know administrative responsibility

37. Evaluation is Essential

38. Recognition

39. Evaluation of Program

40. Recruiting and Retaining Volunteers

41. Advantages

42. Disadvantages

43. Framework

44. Staff Involvement  Collaborative agreement  Staff should be trained

45. Position and Development Design

46. Development of Position is:  Most important stage  Planning tool to help  Continuity  Living document

47. Descriptions are blocks

48. Types of Jobs  Direct assistant to mission or clients  Office Admin.  Direct assistant to staff  Outreach

49. Job should meet requirements

50. Ways to offer the job:  Length of time  Who will do  When  Where  With who

51. Recruitment  Broad  Defined

52. Four Questions: 1. Why 2. What 3. Possibilities 4. Benefit

53. Types of volunteers  Warm body  Targeted  Concentric circles

54. Events for Recruitment  Attractor events  Scouting process  Nurturing process

55. Potential Dangers

56. Other Possibilities

57. Volunteer Environment = Customer Service Relationship

58. Interviewing volunteers vs. interviewing employees

59. Talking about the Job Description

60. Once you have done these things:  Make an offer  Explain what’s next  Get permission

61. Qualifications + (Both are Equal) Temperament = Job Match

62. (Trial Basis Assignments)

63. Risk Management Screening

64.  Orientation and training  Background  Operation  Procedures  Agency

65.  Orientation  History  Description of program  Organization chart  Orientation to facilities  Knowledge of policies  Description of volunteer system  Volunteer

66. Training  How  What  Emergency plan

67. After Training -> Coaching

68. Volunteer Motivation  Job satisfaction  Acquire skills  Relationships  Good surroundings

69. Supervision of Volunteers  Criteria of success  Measured performance  Making corrections

70. Making Time for Management  Open time  Special meetings  (Walk around)

71. Evaluation  Volunteer an agency  Volunteer a project

72.  Evaluation does not replace management  Debriefing very important  Information for those who leave

73. Creativity

74. Short term volunteering

75. Family Volunteering

76. How to unlock your door