ISOTURE: A Model for Volunteer Management

ISOTURE: A Model for Volunteer Management A training and overview for Extension Volunteer Administrators

ISOTURE • Identification • Selection • Orientation • Training • Utilization • Recruitment • Evaluation Boyce, M. (1971)

I Identification • Identify needs of the program and volunteer roles that meet those needs • Identify the type of volunteers needed • Develop a position description that outlines expectations and responsibilities of the position • Recruit volunteers for specific roles through targeted marketing • Identify potential volunteers

I Why Do Volunteers Volunteer? • Help Others • Give Back to the Community • Learn New Skills • Meet New People • Fill a Personal Void • It’s Tradition • Influence Others

I How Do You Recruit Volunteers? • Internet • Mail • Newspaper • One-on-One • Another Volunteer • Friend Actually, recruitment is not as hard as retention!

I Getting Volunteers to Volunteer • Show them how they benefit! • Link message to mission: Show how their work benefits the entire cause • Job Experience • Resume Building • Socialization • Meaningful Work • Realistic Commitments • Flexibility • Time Well Spent • Learn About the Community

I Position Descriptions • Title of volunteer position • Purpose of the volunteer position • Responsibilities of the volunteer • Benefits to the volunteer serving in the role • Qualifications and skills needed • Time Commitment • Resources Available • Location • Contact Person

S Selection • Screen potential volunteers through background and reference checks • Review volunteer interest forms and applications • Interview potential volunteers to learn more about skills, interests, motivations and attitudes • Match volunteers’ interests, talents and time available to the needed volunteer roles Most Overlooked!

S Volunteer Application • Baseline Information • Learn of volunteer interests • Acquire information needed for criminal background check

S Reference Checks • In person • By phone • By mail

S Interviews • Conducted by CEA or Volunteer Group • Learn about: • Special skills • Interests • Motivations • Attitudes • Get a gut feeling!

S Position Descriptions • Promote success of volunteer in role • Focus Extension staff on areas of need • Communicates expectations • Determines and outlines future volunteer roles

S Screening of Volunteers • Volunteer screening was implemented to protect youth and volunteers, and the image and integrity of Extension and its associated groups • All direct volunteers must be screened • 4-H volunteers (4-H CONNECT) • Master Volunteers (one-page application/authorization form) • Volunteers should not fulfill duties until screened and assigned a volunteer status • A volunteer’s status is based upon charges, convictions, frequency of offenses and date of offenses, with emphasis placed on the most recent 10 years

O Orientation • Train and orient new volunteers on the county program and Extension. • Provide opportunities for volunteers to meet the entire Extension staff. • Officially appoint the volunteer to his/her new position. • Give the volunteer a copy of the position description and resources needed to fulfill duties.

O Types of Orientation • Social Orientation • Position Orientation • System Orientation

O Social Orientation • Introduce volunteers to other Extension volunteers • Introduce volunteers to Extension staff • Give volunteers a tour of the Extension office and facilities

O Position Orientation • Define the expectations of the volunteer position • Provide an overview of positive description • Explain how volunteers fit into Extension program and critical role they play in Extension’s success

O System Orientation • Review structure and design of Extension, including • Mission of Extension • Definition of Cooperative Extension • Legislation that created and defined Cooperative Extension • Explain base program areas • Outline various volunteer roles and opportunities • Provide an overview of Extension policies and procedures as it relates to their volunteer role

T Training • Provide volunteers with appropriate subject matter training • Offer ongoing training opportunities through a variety of methods, formal and non-formal • Provide volunteers with the resources needed to fulfill responsibilities

U Utilization • Support volunteers in carrying out their responsibilities • Provide opportunities to use their skills and talents and follow their interests • Train them, and give them opportunities to apply knowledge and skills • Foster mentoring from other volunteers as well as professional staff • Supervise volunteers, providing feedback on their efforts

U What can I do to empowermy volunteers? • Understand the concept • Set the rules • Put your volunteers to work • Reap the benefits

U What can I do if my volunteers refuse to be empowered? • Take it slow • Let them feel your passion and enthusiasm… It’s contagious! • If they fail to feel empowered, other problems may exist.

R Recognition • Recognize volunteers through formal and informal methods • Build relationships with volunteers • Provide feedback and support to the volunteers • Be careful not to over-recognize!

E Evaluation • Process Evaluation • Examining the process for improvement • Outcome Evaluation • What impact did we have (change among audience) • Economic Impact • What impact did we have? (economic return) • Hourly rate for volunteer time

Reminders • Stumbling blocks do exist • Understand and assume role of volunteer administrator • Resources are available to assist you! • http://od.tamu.edu • Click on “Volunteerism Resources”

ISOTURE: A Model for Volunteer Management