14 Mar 17 S trengthening the W orkforce I n M useums Challenges for - PowerPoint PPT Presentation

Gordon Chancellor, Mark Copley & Mike Brooks 14 Mar 17

S trengthening the W orkforce I n M useums Challenges for some independent Cambs museums: Lack of trained volunteers Lack of Trustees numbers / skills Lack of staff trained in volunteer management SWIM1 helped 12 museums SWIM2 extended to 14 museums

SWIM1 museums 5 new trustees 95 new volunteers 230 attendees at training Several museums transitioned to CIO Cromwell Museum: from LA to Trust

SWIM2 museums Audience size & Volunteer numbers (2015/16) Median 1.8 FTE volunteers (max 122 FTE) 4 museums volunteer led

Outline of the project To help museums with: So that they may: Preparing for Volunteering Increase diversity Recruiting Volunteers Increase ability to engage communities with their Supporting Volunteers collections Increase volunteer wellbeing Multi-pronged approach – by Develop new skills providing Trustee, Staff and Volunteer assistance Develop new learning opportunities

SWIM2 Preparing for volunteering Recruiting volunteers Supporting volunteers

Preparing for volunteering Documentation – CD Resource Pack Volunteering Policy Safeguarding Policy Application form Offer letter Volunteer Agreement Role Risk Assessment Role Description Trustee Induction Checklist Trustees and Museum Guidance

Preparing for volunteering Starting to help museums think beyond traditional roles and ways of volunteering Advocating for volunteering to be embedded in all the museum’s activities Source: Managing Volunteers Survey 2013 (nfpSynergy)

Preparing for volunteering Volunteering database

Recruiting volunteers Advertising Do-it.org Posters, flyers, print media, social media/online Local events, e.g., Markets, Carnivals and Festivals

Recruiting volunteers Branding the volunteer roles Introducing new contacts, e.g.: The Rosmini Centre Wisbech Youth Support Services Increasing diversity

Recruiting volunteers 47% of volunteers started Thinking about ways in because someone asked which the existing them volunteering body can act as advocates in the wider community 37% of non-volunteers said they would be interested if someone asked Source: Managing Volunteers Survey 2013 (nfpSynergy)

Recruiting volunteers www.volunteercambs.org

Supporting Volunteers Training volunteers, staff, e.g.: MODES, First Aid, H&S, Social Media, Collections Care, Documentation, Safeguarding, Photography, Education / Outreach Volunteer Management Offering training to Trustees Offering help with Inductions

Supporting Volunteers eLearning tool https://prezi.com/qrg1puvktiz_

Supporting Volunteers Rewards Scheme Volunteers given Rewards Pass: Free entry to participating museums Increasing communications and opportunities to celebrate the work of volunteers

Next steps SWIM2 entering the primary recruitment phase Over 30 Events, Festivals and Open Days planned so far We shall present the results to the region in Feb 2018

Dr. Harriet Foster

Intended Project Outcomes Increased New community opportunities to engagement acquire skills with museum collections Positive social experiences, Economic Learning, enhanced benefits, more leading to pride wellbeing diverse museum in local heritage (diverse workforce and increased Fenland tourism communities)

• 14 museums • Some with paid staff, some entirely voluntary staffed = different capacity issues • Different needs and priorities for participating SIMPLE EVALUATION STRATEGY THAT WORKS FOR ALL?

Simple evaluation strategy  Sensitive and flexible approach  One size does NOT fit all  Being supportive and demonstrating the value of collecting information /evidence  Not all museums will be contributing to all five outcome areas  Mapping exercise (each museum’s priorities, what information they are already collecting)  Creating a number of indicators for each outcome – museums chose which they can do / demonstrate

• Training • Topics • Number of sessions • Number of attendees New opportunities to • Skills / ideas sharing acquire skills • Feedback on skills (new / consolidated) - impact • Partnerships

• Number of new recruits • Volunteer hours (=£) • Opening hours increase • Revenue increase Economic • Greater workforce diversity benefits, more • More audiences diverse museum workforce • Desirable skills / roles • Additional capacity: knock on • Improved governance • Partnerships • Better volunteer manage’mt

• Increase in audiences • Local / day / overnight Learning, visitors – economic impact leading to pride • Positive feedback from in local heritage and increased audiences + volunteers • New knowledge/skills tourism • Change in attitude • Desire to find out more • Sense of achievement

New recruits / audiences … • Connected to community • Proud of heritage / locality Positive social • Enjoy participating / visiting experiences, • Valued – views listened to enhanced • Made friends/connections wellbeing • Increased confidence (diverse • Inspired Fenland • Find out more – heritage communities) New recruits … • Feel supported • Social opportunities • Sense of achievement

• More volunteers / Trustees in specific roles • Greater variety of Increased activities for audiences community • Greater number of engagement activities for audiences with museum • Increase in audiences collections • More diverse audiences • Audiences – benefit from visiting/using museum

What will the project collect? • Audience figures (including outreach & digital stats) • Postcodes of visitors • Numbers of new recruits, roles filled, demographics • Volunteer + Trustee hours • Changes to opening hours • Income (admissions, café, shop)

What will the project collect? • Difference made: to audiences, collections etc • Details of new initiatives, partnerships • Steering group meeting minutes • Feedback from audiences, Trustees, volunteers (both solicited and unsolicited)

Links eLearning tool prezi.com/qrg1puvktiz_ Volunteer recruitment website volunteercambs.org