1. Addressing Volunteer Behavior Youth Emphasis Wisline January 6, 2005 Melanie Miller and Sue Pleskac

2. It’s a PRIVILEGE to volunteer - not a right.

3. Discipline and Dismissal n Discipline and Dismissal of Volunteers are no longer optional. n However, conflicts and differences in perceptions do occur.

4. Discipline and Dismissal n The values, ethics and integrity of a program director and the volunteer are at stake. The termination of volunteers is a part of the ethical responsibility which volunteer managers must shoulder. It is a process which begins with the initial orientation of the volunteer and continues throughout the volunteer process. n Ann Cook, 1992

5. When a problem exists or is brought to your attention… n Your response to each situation should be –This issue may become a bigger problem –Further steps may become necessary –You may be called on to defend your actions now that you are informed

6. Because problems can develop... n Maintain professional relationships with volunteers n There is a “line” n Balance is importance n Have established policies

7. So what do I do? n Make sure you have the facts – investigate n Talk with the person face-to-face if possible – it’s the best n Remain as neutral as possible n Maintain confidentiality n Take good notes

8. Discipline and Dismissal n Steps in a progressive discipline process –Verbal warnings –Written warnings –Suspension –Dismissal n Example: UWEX /4-H model

9. Outline for a Verbal Warning n 1. Describe alleged deed. n 2. Cite policy which is violated. n 3. Explain reason for policy. n 4. Ask volunteer if perceived problem exists to them. n 5. Ask volunteer what should be done. n 6. Reaffirm importance of compliance. n 7. Express importance of compliance and confidence. they can change their behavior. –Linda Graff and Associates

10. A Written Warning should include... n Elements of Verbal Warning n Plus - time frame for change and end of opportunity n Plus - Consequences for no change

11. How do we contribute to disciplinary problems? n Inadequate orientation n Didn’t monitor work n Thought if ignored problem, it would go away n Minimized seriousness of situation n Accepted any volunteer –even if they weren’t right for the job n Didn’t want to scare them off with actual expectations

12. Grounds for Dismissal n Identified unacceptable actions n Abuse of power n Inability or failure to meet expectations n Inability to work within the mission n Inability to change ( self or program) –Linda Graff and Associates

13. How to discipline.. n Act ethically and compassionately n Act quickly n Document every step n Use steps in verbal warning n Be prepared to listen to volunteers perspective n Establish time frame n Follow through

14. Rightful Dismissal n Must be able to prove charges n Charges must be sufficient to warrant dismissal n Cause must be related to job performance n Procedures must have been followed Linda Graff and Associates

15. IMMEDIATE DISMISSAL n Any behavior or action which is detrimental to the health, safety or reputation of agency personnel, clients or the agency itself.

16. If safety concerns exist.. n Assess personal risk n Have a plan n Notify authorities if possible n Never handle a dismissal situation alone

17. Volunteer Legal Issues n Stay Calm n You have the University and the State of Wisconsin behind you n Apply Best practices

18. Best Practices n Keep the discussion to a minimum

19. You are not alone.. n Work with your liaison n Remember to follow best practices n Keep your focus on a quality youth program