1. VOLUNTEER MANAGEMENT IN EXTENSION Necessary Evil or Blessing in Disguise? Marina D’Abreau University of Florida IFAS January 2009

2. Volunteer Programs – Pros & Cons Delivery of services at reduced/no cost Access to additional expertise Better contact/visibility with the community

3. Volunteer Programs – Pros & Cons Lack of control and reliability of volunteers Time demands for volunteer supervision Potential negative impact on paid jobs Difficulties in recruiting/retaining qualified volunteers

4. Volunteer Programs Planning Recruitment Orientation & Training Supervision & Evaluation Recognition MANAGEMENT CYCLE

5. Volunteer Programs – Recruitment Marketing/Promotion Applications Profiles Interviews

6. Volunteerisms – The Right Skills Past experiences Career history Special interests

7. Volunteer Programs – Training Orientation about the organization Policies and procedures Assume they know nothing Clarify expectations

8. Volunteerisms – Clear Expectations

9. Volunteerisms – Provide Direction Program goals Organizational mission Job descriptions

10. Volunteer Programs – Evaluation Performance at assigned tasks Recognize training needs Identify gaps in program

11. Volunteer Programs – Recognition Acknowledgement of services Formal and informal Constant and consistent Meaningful and motivational

12. Volunteerisms – Don’t Play Favorites

13. Volunteer Programs – Attrition Poor expectations Never feel like part of the organization Poor communication with staff/volunteers Don’t have enough to do Don’t feel like they’re making a difference Never find their niche

14. Volunteer Programs – Mentoring Address barriers Peer networking Similar interests Smoother transition

15. Volunteer Programs – Mentoring 27% average attrition – all FL counties 7% attrition with mentoring program

16. Master Gardener Program - Florida 425,445 hours in 2007 $7.9 million in services to citizens ~150 FTEs

17. Master Gardener Program - Southeast >1.7 million hours in 2007 >$31.2 million in services ~600 FTEs

18. TIPS FOR WORKING WITH VOLUNTEERS Respect their schedules Treat them as colleagues Develop opportunities that really matter Remember that volunteering is optional Be organized and professional Train with relevance Target generational groups with peers

19. ADDITIONAL RESEARCH NEEDS Management structure of adult volunteer programs Training that addresses organizational and volunteer needs Role expectations and volunteer turnover Leadership development among volunteers Generational volunteers

20. I THINK I’D RATHER MANAGE THE BAILOUT PLAN…

21. QUESTIONS? Marina D’Abreau University of Florida IFAS January 2009