1. Volunteer Management 101

2. Essential Elements Needs Assessment/Vision Job Description Recruitment Screening Orientation and Training

3. Assessing Your Needs What’s your organization’s vision for volunteer utilization? Why do you want volunteers? What do you expect them to do? Who on staff will be involved?

4. The Job Description What makes a good job description?

5. Setting Clear Expectations Job descriptions help you be very explicit about exactly what is expected of: volunteers other staff involved leadership stakeholders

6. Involve others Collaborating with staff on job descriptions Brainstorm ideas with relevant staff Create a rough draft and review it together Create the final draft Get it out there!

7. Try it Work together in small groups to create a job description. What has worked well in the past? What has failed miserably? Be prepared to share one thing you learned.

8. Volunteer Recruitment IS: giving people an opportunity to do something they already want to do. Is NOT: persuading people to do something they don’t want to do

9. Recruitment Three stages to volunteering: -predisposition to volunteering -making the decision to volunteer -volunteering (Bussell & Forbes, 2002)

10. Predisposition Who is predisposed to volunteer?

11. People who work are less likely to volunteer. True or False In Minnesota, people who live in rural areas are just as likely to volunteer as those who live in urban areas. People who have children at home don’t have time to volunteer.

13. Recruiting for Diversity Can be challenging, but there are many good reasons to try: more diversity of volunteers, more diversity of jobs that can be done with volunteers volunteers who reflect the diversity of your students group make great role models similar volunteer schedules and life situations can create logistical problems (service learners all leave at the same time) more walks of life, more circles of recruitment!

14. Which generation(s) is (are)… More computer savvy than previous generations AND Motivated by impact and want to see results AND Avid consumers who expect choice and flexibility a)Millenials (born after 1981) b)Gen X (born 1966-1980) c)Baby Boomers (born 1946 – 1965) d)All of the above

15. Motivations Values Understanding Enhancement Career Social Protective (Clary & Snyder, 1999)

16. Strike while the iron is hot Getting from: “making the decision to volunteer” to “volunteering ”

17. Have a clear position description and keep an open mind. “I want two volunteers.”

18. Your Program Who are your potential volunteers? Where will you find them? What’s their motivation?

19. Tap into your greatest assets. Current volunteers!

20. Don’t go it alone. Create an outreach team Connect with colleagues Ask for help!

21. Start where you are. Your circle of resources

22. Be creative. How can potential barriers be eliminated or reduced? How can you welcome unexpected opportunities?

23. You are only one person. You have limited time. You have limited resources. You can’t do it all today! Keep yourself organized with a year-long volunteer recruitment plan. Have a plan.

24. Keep learning.

25. https://www.youtube.com/watch?v=rj6-8KAiJko Even Superheroes get the blues!

26. Recall a time when you were recruited to be a volunteer/member and decided to get involved. How did you hear about it? What recruitment techniques were used? Reconstruct how you felt about the form of recruitment used and your initial response to the “invitation.” What can be learned about effective recruitment techniques through that experience?

27. Screen, orient, train

28. Inquiry to placement Application Interview Orientation Training

29. Prevention is key Position descriptions Policies Red flags in the screening process

30. The Application “The basics” + Screening/Placement info

37. http://mnliteracy.org/volunteerapplication

38. Orientation and Training Orientations can vary in format and length, but make sure you do them! Training: formal/informal one-time + ongoing Matched to volunteers’ needs/goals

39. Think Pair Share 2 things you learned, were surprised by, or thought was important today 2 actions you plan to take next week or in the near future

40. Links and References www.energize.incwww.energize.inc –an interesting website with information about all of the basics for volunteer management. They have a helpful resource library. http://tobijohnson.typepad.com/tobisblog/http://tobijohnson.typepad.com/tobisblog/ --blog that includes a lot of cutting- edge, trendy info about volunteerism and how non-profits are engaging volunteers. This is where we found the Superhero video. http://learn.volunteermatch.org/http://learn.volunteermatch.org/ --VolunteerMatch’s learning center is the go-to place for the latest in volunteer management trends. www.jffixler.com www.jffixler.com --this site has some interesting things to say about the latest trends in volunteering and how this affects the way volunteer coordinators do their work. e-volunteerism.come-volunteerism.com-- this site offers ready-made training templates, the latest research and interesting articles written by professionals in the volunteer management field.

41. Links and References We would be remiss if we didn’t mention the Minnesota Literacy Council’s volunteer management web section: http://www.mnliteracy.org/volunteermanagementtools http://www.mnliteracy.org/volunteermanagementtools Bureau of Labor Statistics, U.S. Department of Labor. (2014). Retrieved from: http://www.bls.gov/news.release/pdf/volun.pdf Bussell, H., & Forbes, D. (2002). Understanding the volunteer market: The what, where, who and why of volunteering. International Journal of Nonprofit and Voluntary Sector Marketing, 7(3), 244-257. Clary, E. G., & Snyder, M. (1999). The motivations to volunteer theoretical and practical considerations. Current directions in psychological science, 8(5), 156- 159.