1. Kate Bowgett Director, Association of Volunteer Managers Can Volunteer Management be a Distinct Profession?

2. Does this sound familiar? 1.Are volunteering decisions made that you aren't consulted about? 2.Are there people in your organisation who don’t know what you do? 3.Do you get asked at parties if you are paid?

3. And yet… As a direct result of volunteer managers: 59% of the population formally volunteered in the last year The economic value of volunteering is estimated at £38.9 billion

4. What skills do you need? (1) Managing people Managing projects Recruiting Marketing Budgeting Influencing Training

5. What skills do you need? (2) Risk-assessing Planning Dealing with crises Understanding technical/legal implications Decision-making Volunteer managers need to be highly-skilled and knowledgeable individuals

6. And yet... Just 6% of volunteer managers are paid, full- time volunteer managers 65% are paid below the national average salary 12% organisations can’t identify who is responsible for managing volunteers

7. Where are we at the moment? Growing appreciation of the role of volunteer managers by organisations Growing appreciation of the role of volunteer managers by Government National Occupational Standards in Volunteer Management Growth in support networks eg Association of Volunteer Managers, UKVPMs

8. And yet...(1) Lack of recognition of what we do and our impact Lack of accountability Lack of strategic input in organisational direction Lack of consistency in what we do and how we do it

9. And yet...(2) Under-investment Lack of recognition of the skills needed for the role Lack of consistency within pay Lack of recognisable career progression

10. Should we be a profession? Characteristics of a profession: Specialised body of knowledge Set of skills Group mission or identity Standards of behaviour and practice

11. What would a ‘profession’ mean? Increased understanding and recognition of volunteer managers and management Better and sustainable investment in volunteer management Greater accountability in all areas. A more recognised career path Greater respect for volunteers

12. How do we get there? (1) We need to: come together better as a group of professionals, sharing our learning and knowledge establish the identity of a ‘volunteer manager’ that we all identify with agree standards of behaviour and practice

13. How do we get there? (2) No-one will do it for us If we want a profession of volunteer managers that is understood, respected and valued we must do it ourselves

14. Your thoughts and comments? Association of Volunteer Managers www.volunteermanagers.org.uk