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Overview of Presentation

1) The 3 Rs

2) Understand the “Transaction”

2) Fit Between Parties

3) The Cookbook

4) Recognizing Burnout

5) Case Studies

6) Return to the 3 Rs

7) Resources

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Three “R”s of Volunteer Management

Recruitment

Recognition

= Retention

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Transactional Framework�

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What are each of your Value Propositions?�The Art of the Gift – Framing Qs

Can We Formulate a Process to Match Gifts

Can We Establish the Role of Each Giver – What Gifts?

Can We Cultivate Gifts that Keep Giving?

Do these Mutual Gifts Propel the Organization?

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What is the Medium of Exchange?

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Moments of Magic – Mutual Fulfillment

Achievement of Something Desired, Promised or Predicted

Shazam!

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Fit – Applicant’s Mindset

What’s My Why? Immediate Impact? Local vs. National Impact? I am Happy Without Seeing Results?

What Excites Me? What Causes am I Passionate About? Something in My Work Field? Something Totally Different?

What am I Good At? What are my professional skills? Hobbies? Recreational Talents?

What’s the Time Commitment? Where is the Greatest Need?

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Organization’s Fit: 7 Qualities to Look For

Are they energetic? Will their energy be contagious?

Are they flexible? Can they be nimble jumping in and out of jobs?

Are they imaginative/creative? Do they bring a free & loving spirit?

Are they reliable & committed? Consistency of performance?

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7 Recruit Qualities Continued

Are they Selfless? Are they Prima Donas? Will they take jobs from the penthouse to the outhouse?

Are they Passionate? Do their passions align with what you might want them to do?

Are they a Team Player? Can they stay friendly? Respect opinions and be compassionate towards others?

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The Cookbook – Recipe for a Solid Program

Clearly & Frequently Communicate Vision & Mission

Provide Accurate Written Job Descriptions with Expectations

Take time to Welcome & Orientate Recruits

Start Recruits Off Small – Bite Size Pieces – Don’t Let Them Choke

Communicate Progress for Positive Reinforcement

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Cookbook Continued

Handle Setbacks with Sensitivity & Respect

Create a Trusting Environment that Promotes Open Communication, Team Building & Diversity

Provide Oppts. for Switching Roles to Avoid Burnout

Fill out Project Briefs & Include Volunteer Impacts – Stage Celebrations to Reinforce Contributions

Conduct Exit Interviews to Gain Knowledge

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Avoiding Burnout – Know Where They Are On the Labor Supply Curve

Time to Recharge the Battery

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Case Studies

Team Rubicom – Disaster Response

https://www.youtube.com/watch?v=JvYLUjf2v6M

https://www.youtube.com/watch?v=T4R_y3U5fcU

Greensboro Science Center – Animal Care & Learning

https://www.youtube.com/watch?v=RYaMOm_Tqjk

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Three “R”s of Volunteer Management

Recruitment

Recognition

= Retention

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Volunteer Management Myths

Volunteers take too much time”

“Every volunteer is good”

“Volunteers are free”

“Volunteers are not reliable”

“I can’t fire a volunteer”

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Giving & Volunteering

Key findings:

According to the Corporation for National and Community Service, about 63.4 million Americans, or 26.3 percent of the adult population, gave 8.1 billion hours of volunteer service worth $173 billion in 2010.¹

www.volunteeringinamerica.gov

The current estimated dollar value of volunteer time is $21.79 per hour. �
80% of the folks that volunteer for an organization – donate to an organization!

http://www.independentsector.org/volunteer_time?s=volunteer%20value