1. E FFECTIVE P RACTICES FOR V OLUNTEER M ANAGEMENT Amanda, Lindsey, Marissa, Richelle & Sonia

2. V OLUNTEERING IN A MERICA As of 2011, Washington State rates 9 th in service involvement Of the more than 14 millions FT non profit workers in America, more then 4 million are unpaid volunteers (John Hopkins University) 20.8 million who volunteered in 2005, did not continue volunteering in 2006 due to poor volunteer management

3. V OLUNTEERING I N W HATCOM C OUNTY In 2011 about 1,824 individuals reported working with the Whatcom Volunteer Center Volunteers logged 373,175 hours of work in the community This translates to about $8 million worth of service by volunteers to our community

4. D IFFERENT V OLUNTEER T YPES Spot Volunteer Participation is casual and episodic Regular Volunteer Makes commitment to activity and gains sense of gratification and accomplishment from the work Pressured to volunteer By employer, peer group, educational requirement, etc.

5. V OLUNTEER M ANAGEMENT J OB P OSITION Purpose Program Administration Job Design Recruitment Matching and placement Supervision and Monitoring Recognition Staff Relations

6. V OLUNTEER M ANAGEMENT P RACTICES Four in five charities use volunteers. However, only 1 in 4 charities effectively manages its volunteer resources. And, most charities don’t adequately plan for or staff their use of volunteers. Nonprofits should assess the needs of volunteers and develop job descriptions Nonprofits should develop formal volunteer policies

7. V OLUNTEER M ANAGEMENT P RACTICES Nonprofits should provide a sufficient budget and personnel to manage the volunteer program Nonprofits should recruit and hire volunteers as if they were employees Nonprofits should provide orientation and training to volunteers Volunteer managers should set clear goals, evaluate performance and recognize achievement

8. W HY USE A VOLUNTEER ? Effectively managed volunteers save money and can be highly effective fundraisers Volunteers are conduits to the community at large Volunteers can lighten staff workload and improve employee satisfaction Some work is best preformed by volunteers

9. R ECRUITING V OLUNTEERS Market research and community needs assessment Strategic planning to maximize volunteer impact Market to prospective volunteers

10. K EY TO V OLUNTEER R ETENTION Screening and matching volunteer opportunities Volunteer recognition Providing training and professional development Having current volunteers recruit new volunteers

11. E FFECTIVE VOLUNTEERS Interview, screen, and select volunteers Orientate and train your volunteers Continue supervision and management Volunteer recognition Volunteer development Measuring outcomes and evaluating the process

12. V OLUNTEER R ECOGNITION It is important that agencies view their volunteers are a necessary investment to the agency Recognition is an investment Recognition is an ongoing process Recognition requires inspiration Recognition is personal Recognition leads to retention

13. S TRATEGIES Ensure annual budget includes funds for volunteer recognition Develop volunteer job descriptions/supervisors Invite volunteers to meetings Seek sponsors for volunteer resource management program/events Celebrate their impact on the mission/vision through thank you’s, gifts, events, etc.

14. V OLUNTEER R ECOGNITION “Volunteers, we know, have to get more satisfaction from their work then paid employees, precisely because they do not get a paycheck. They need, above all, challenge. They need to know the organization’s mission and to believe in it. They need continuous training, they need to see results.” Pete Drucker, Management Challenges for the 21 st Century

15. R EFERENCES http://www.cjvrm.org/past/Issue19.2FINAL.pdf http://www.nationalservice.gov/pdf/07_0719_volu nteering_reinvented.pdf Michael J. Worth Sage Publications, 2011