Volunteer Development: Your Best Bet for Success

1. Volunteer Development:YourBest Bet for Success Originally presented by: Carolyn Ashton, Oregon State University Dale Leidheiser, Univ. of California Cooperative Extension Linda Schultz, New Mexico State University And Steve Dasher, Colorado State University at the 2009 Western 4-H Institute Edited and Adapted by Dale Larson for use at Washington State University

2. 4-H Youth Development:By the Numbers (in Washington) 17 75,245 6,583 200 $19.51 $25.7M 69% # of professional 4-H FTE’s # of 4-H youth # of 4-H volunteers Hours/year volunteered Value of volunteer time Total value of 4-H volunteers Female

3. Value of Volunteers (in billions of dollars)

4. U.S. Volunteer Rate

5. Did You Ask? Percentage of people who volunteer when not asked Percentage of people who volunteer when asked 29% No 50% Yes 50% 71% Independent Sector 2001 Giving and Volunteering in the United States

6. Those least likely to be asked: (percent of population not asked) Income below $20K 67% Retirees age 65 and over 65% Singles 63% Persons aged 18 - 24 63% Divorced 63% African-Americans 62% Hispanics 56%

7. VOLUNTEERS IN WASHINGTON STATE 4-H YOUTH DEVELOPMENT In 2008 6,583 adult volunteers were involved in Extension Youth programs, a decrease of 72 over the previous year. Of these, 5,134 (78%) were women and 1,449 (22%) were men. 756 members were enrolled as youth volunteers. Reported adult and youth volunteerstotaled7,339.

8. 4-H Volunteers Adult Women 5,188 69% Total Adult Volunteers = 6,583 Total Youth Leaders = 756

9. 4-H Volunteers

10. Extension Volunteer Research Volunteers say Extension could do a better job of: matching skills with tasks positions providing training to fill gaps giving feedback and providing evaluation

11. Extension Volunteer Research Extension Professionals with 4-H Youth Development responsibility spend approximately 50% of their time engaged in volunteer development activity.

12. Volunteer Development Model ISOTURE

13. Volunteer Development Goals Provide a safe learning environment for youth. Assure volunteers have the skills for the position they are seeking. Decrease volunteer dropout rate. Increase volunteer satisfaction in accomplishing program goals.

14. Volunteer Development Goals Ascertain the volunteers' attitudes and motivations for involvement. Improve communications. Assess the training needs Make the best "fit" between the volunteer and the program. Improve the quality of the educational experience for children.

15. Identification Explore the need for volunteers in a program - who, what, where, why, when? What will be their responsibilities? What are the necessary qualifications, skills and attitudes? How long will the position be needed?

16. Identification Tools Position description Position announcement Plan of work Advisory committee Program plans/needs

17. Volunteerism & Diverse Communities

18. Value of Recruiting Volunteers from Diverse Communities Youth and their families tend to join groups that engage volunteers that are like them. Diverse volunteer base contributes to a richer organization in ideas and practices. Participants in an organization deserve the opportunity to work with all cultures and groups in their community. A program that is able to be fluid and responsive to the evolving needs of the people in a community will prosper for many years.

19. Challenges of Recruiting Limited knowledge of diverse cultural norms and values. Current organization norms and policies are at odds with community needs. Existing staff may lack the skills to reach out and work with new audiences. Limited knowledge or experience with the organization in the community.

20. Ways to Connect with Diverse Communities Participate in the local community to learn about the people in the community and for them to know you. Make personal contacts. Partner with existing organizations in the community. Be patient and take the time up front to learn about the community from which you want to recruit volunteers.

21. Building Relationships & Trust in a Community Spend time up front learning about the community and its members. Become involved with the community. Enlist the support of those who are already a part of the fabric of the community. Choose the right outreach staff for that community. Demonstrate respect and patience in all you do.

22. Generational Cohorts What is a generational cohort? A group of people programmed at similar time Common forces that affected millions at once Affected by: Media messages School systems (unique set of values) Parenting patterns (unique to the generation shape and mold children)

23. Generational Cohorts Greatest Generation (GG): 1925-1942 Baby Boomer (BB): 1943 – 1960 Generation X (X): 1961-1981 Millennial (M): 1982 – 200? Source: Strauss, W., & Howe, N., The Fourth Turning: An American Prophecy.

24. Greatest Generation Job strength: Stable Outlook: Practical Work Ethic: Dedicated View of Authority: Respectful Leadership: by Hierarchy Relationships: Personal Sacrifice Turnoffs: Vulgarity Diversity: Ethnically Segregated Feedback: No news is good news Work/Life Balance: Need help shifting Source: Raines - Connecting Generations: The Source book for a new workplace

25. Greatest Generation MARKETING: Messages speak to family, home, patriotism, & traditional values Age & experience – viewed as assets not liabilities TRAINING: Take your time Share expectations, policies, who’s who Share history RECOGNITION: Personal touch Traditional awards

26. Generational Funnies…

27. Baby Boomers Job strength: Service Oriented/Team Players Outlook: Optimistic Work Ethic: Driven View of Authority: Love/Hate Leadership: by Consensus Relationships: Personal Gratification Turnoffs: Political Incorrectness Diversity: Integration Began Feedback: Once a year with documentation Work/Life Balance: Work as priority, wanted it “all” Source: Raines - Connecting Generations: The Source book for a new workplace

28. Baby Boomers MARKETING: Need to know their experience will be valued Want to “make a difference” Want warm, humane place to volunteer TRAINING: Want to volunteer for a worthy cause They want to solve problems & turn things around Boomers may have an “I know all that” chip on their shoulder. RECOGNITION Personal approach Show how much they are needed Like perks & public recognition

29. Generational Funnies…

30. GenXers Job strength: Adaptable & Techno-literate Outlook: Skeptical Work Ethic: Balanced View of Authority: Unimpressed and unintimidated Leadership: by Competence Relationships: Reluctant to Commit Turnoffs: Cliché’/Hype Diversity: Fully Integrated Feedback: Interrupts and asks how they are doing Work/Life Balance: Wants balance NOW! Source: Raines - Connecting Generations: The Source book for a new workplace

31. GenXers MARKETING: Need balance – don’t want this to be “their life” Need fun, informal and relaxed environment Like hands-off supervision TRAINING: Time for questions Give them lists of who to call for what FAQ’s list Use deadlines, lists, graphics, bullets Value continuing education RECOGNITION $$$, Useful items Could take or leave Public Recognition

32. Generational Funnies…

33. Millennial Job strength: Multi-taskers and techno-savvy Outlook: hopeful Work Ethic: determined View of Authority: polite Leadership: by Pulling Together Relationships: Inclusive Turnoffs: Promiscuity Diversity: No Majority Race Feedback: Wants feedback at the push of a button Work/Life Balance: Needs flexibility to balance activities Source: Raines - Connecting Generations: The Source book for a new workplace

34. Millennial: MARKETING: Meet their own personal goals Create clear picture of volunteer environment Continuous training & skill development Civic minded Mentor programs TRAINING: Clear expectations, but not rigid Use current technology Offer new skill development RECOGNITION: Frequent, positive feedback Creative TY’s (e.g., e-mail, notes, My Space)

35. Generational Funnies

36. Is Your Program Ready? Things to Consider • Are you able to build long term relationships with the community? • Are you able to collaborate with those necessary to get the job done? • Is your organization designed to be a partner?

37. Volunteer Selection How do you make the best match between the position you have available and the knowledge, attitudes, skills and abilities of the potential volunteer?

38. Selection Tools Volunteer Marketing Resources Application form Reference forms - mail/telephone Volunteer interview Screening and Background checks Observation Your gut . . .

39. Aware Prefer Commit Involve Volunteer Personal Contact Targeted Media Mass Media

40. Marketing Tools • News Releases • Radio/TV PSA • Posters • Brochures • Word of Mouth • Social Networks • Podcasts • Buzz Marketing • Websites: Craigslist, Volunteer groups, YouTube

41. Volunteer Marketing Plan Develop a plan for marketing the 4-H volunteer experience in your county/area Consider what currently exists and what in addition is required to address the interests and needs of youth Set priorities and targets Recruit leaders and form new clubs/groups Provide orientation and support Mainstream into on-going activities & events

42. Volunteer Selection:Finding Clarity in a Cloudy Sea

43. What do you see?

44. Sometimes it’s what you don’t know that can hurt you . . .

45. Volunteer Selection – The Complete Picture What do we see? What do we need to see but can’t?

46. Organizational Chaos Moving in the same direction?

47. Organizational Order I S O T U R E

48. The “Right” Selectionis not just a fluke!

49. Assessing Triggers The Setting The Contact What’s Special? Communications Age Ability Location

50. TRAINING • 4,982 adult volunteers and 2,126 youth volunteers were reported as participating in training conducted at the county and state levels; 978 other adults (4-H professionals, non-volunteers, or adults from other organizations) were trained through 4-H programs in Washington State.