Welcome!
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 If you have questions during the presentation, please
type them in the questions box for the Q&A.
 Handouts will be e-mailed after the presentations.
 Technical issues? Call Dave at 207-951-1314
Jennifer Crittenden, MSW
UMaine Center on Aging
Copyright 2012
[email protected]
Reasons to Engage Volunteers
 Not enough time, money, resources
 Volunteers may be clients who want to give
back
 Volunteers bring unique perspectives,
talent, and experience to your organization
 Grandfamilies-walked the walk
Reasons NOT to engage volunteers
 Fear/trust issues/control
 Just looking for free labor
 Don’t have the resources to
properly support your
volunteers
 Time to train, supervise,
and recognize volunteers
Key Questions for Building
Volunteer Offerings
 What do you want your volunteers to DO?
 What SKILLS or EXPERIENCE are needed?
 Who will provide SUPERVISION?
 Do you have the NECESSARY RESOURCES
to engage volunteers?
What do you want your
volunteers to do?
 Activities
 Time commitment
 Develop clear objectives
 Hours/location
 Why would a volunteer want to do this work?
 Will they learn a new skill?
 Will they meet new people?
 Chance for leadership?
What skills or experiences are
needed?
Examples:
 Marketing/outreach volunteer: May need experience
in marketing, understand how to develop brochures,
or willing to call radio and tv stations
 Newsletter development: Want someone with
computer experience and/or graphic design
 Support group facilitator: Experience with facilitating
groups, interest in learning more about groups
What training is needed?
 Training specific to the volunteer job
 Support group facilitation or shadowing
 Computer training
 Customer service training
 Training specific to your agency
 Agency overview, mission, history
 Grandfamilies
 Safety training
 Policies and procedures
Who will supervise?
 Have a designated supervisor
 What training does this person need to be an effective
supervisor?
 Special considerations
 How can volunteers access supervision?
 Make sure they know who to call and when they are
available
 Are there expectations around meeting or checking in
with the supervisor?
Volunteer Position Description
 Title-BE CREATIVE!
 Office Aide versus Administrative Associate
 Communications Volunteer versus Marketing
Coordinator or Outreach Liaison
 Purpose
 Activities
 Qualifications
 Time commitment
 Location
 Benefits-What’s in it for me?
Volunteer Position
Description
Example
Volunteer Motivations – The AAP Model
Achievement
• “Learn valuable skills and techniques to improve your community”
• “Program will give you a jump start on all that you will need to
complete a project that will improve your community”
Affiliation
•
“Become part of a statewide network of volunteers”
• “Meet other people who share the similar interests, perspectives and
goals”
Power
•
“Become a leader in your community”
• “Experienced Mainers solving community problems”
(Atkinson & Birch, 1978)
Volunteer Recruitment
 Word of mouth is best!
 Most people volunteer because they were asked to do
so.
 Media-TV, newspapers, e-mail distributions, etc.
 State/National resources:
 www.createthegood.org (AARP site)
 AmeriCorps
 Local Commission for Community Service or United
Way for statewide listing opportunities
Bringing your volunteers onboard…
 Interview & select volunteers
 Assess motivation & fit for the position
 Volunteer orientation
 Training
 Agency-based & volunteer skills building
 Meet supervisor & discuss expectations
….and keeping them!
 Volunteer recognition
 Event-dinner, luncheon
 Awards for service
 Hand written thank you note
 Newsletter write-up
 Having upper management/leadership recognize
volunteers
 Communication
 Keep lines open
 Help volunteers see the impact of their work
Sample Volunteer
Newsletter Story
Assessment Checklist
Resources
 www.seniorcorps.gov/about/programs/rsvp.asp
 www.americorps.gov
 www.nationalserviceresources.org
 www.createthegood.org
 www.handsonnetwork.org
 www.nationalservice.gov