Volunteer Recruitment and Retention, Part I Center on Budget & - - PowerPoint PPT Presentation

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Volunteer Recruitment and Retention, Part I Center on Budget & - - PowerPoint PPT Presentation

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Patrice Teetermoran Virtual Training Series Volunteer Maryland Volunteer Recruitment and Retention, Part I Center on Budget & Policy Priorities October 12, 2016 The Get It Back Campaign National effort to connect eligible workers

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Patrice Teetermoran

Volunteer Maryland

Volunteer Recruitment and Retention, Part I

Virtual Training Series

October 12, 2016

Center on Budget & Policy Priorities

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The Get It Back Campaign

  • National effort to connect eligible workers to tax

benefits

  • Promote the Earned Income Tax Credit, the Child Tax

Credit, free tax preparation, and other tax benefits

  • Work with a network of diverse partners
  • Provide outreach tools, trainings, and resources to help

you link eligible workers to the tax credits and free tax help

www.eitcoutreach.org

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Volunteer Resources

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VOLUNTEER RECRUITMENT & RETENTION

Patrice Teetermoran Volunteer Maryland patrice.beverly@maryland.gov

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Volunteer Maryland creates volunteer programs with nonprofit organizations, government agencies, and schools. Through an 11-month partnership, we place individuals to serve as volunteer coordinators. With training and support, the volunteer coordinator’s role is to create a volunteer program that fits the needs of the organization and the community served.

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a + b = v

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What are your variables? x

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2000

Episodic Volunteering Changing Demographics Small Numbers of Volunteers Doing Most of the Work New Sources of Volunteers Technology Risk Management Tension Between Volunteers and Paid Staff

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"In case you're worried about what's going to become

  • f the younger generation, it's going to grow up and

start worrying about the younger generation.” Roger Allen

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The Theory

People who grow up during the same era and experience the same defining events tend to hold similar attitudes and values, sometimes for life.

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GI Generation Silent Generation Baby Boomers Generation X Millenials

Which Generation are You?

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Work/Volunteer Preferences

Self-sacrificing Defined positions Routine, repetitive work Regular, ongoing volunteering Top/down management Organizational loyalty Follow the rules Status quo Efficiency

1901-1945

Traditionalists

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Work/Volunteer Preferences

Self-fulfillment More selective Flexibility Team work Episodic, sporadic Love/hate relationship with authority Consensus management Cautious organizational loyalty Questions rules

1946-1964

Baby Boomers

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Work/Volunteer Preferences

Learn new skills to increase marketability Utilize technology Independent problem-solving Multiple projects Hands-off supervision Respect competence, not positions or titles Mistrust institutions

1965-1981

Gen X

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Work/Volunteer Preferences

Socially conscious Personalized work Work best in teams Immediate outcomes; no “menial” work Assume leading edge technology Flexibility in how and where work gets done Leaders as intimate allies Coaching and feedback Fun

1982-2001

Millennial

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GI Generation Silent Generation Baby Boomers Generation X Millenials

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GI Generation Silent Generation Baby Boomers Generation X Millenials Generation Z

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Volunteer Trends 2016

  • Today’s volunteers have goals.
  • They’re driven by results.
  • They’re mobile.
  • They’re self-directed.
  • They have multiple interests.
  • They often seek short-term opportunities that

use their skills.

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The Characteristics of Volunteering Today

Volunteering Changes Throughout Our Lifecycle Volunteers Today Are Different Volunteering Is A Two Way Relationship

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The Characteristics of Volunteering Today

Volunteering is Personal Volunteering is a Way to Transfer and Develop Skills Volunteering in Groups Appeals to All Ages Finding Satisfying Volunteering is Not Easy for Everyone

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Gaps

Group Skills Defined Long-term Organization Nope New Flex Short-term Volunteer

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Volunteer Needs Community Needs Organization

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https://www.volunteeringinamerica.gov/national

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https://www.volunteeringinamerica.gov/national

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https://www.volunteeringinamerica.gov/national

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https://www.volunteeringinamerica.gov/national

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https://www.volunteeringinamerica.gov/national

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Volunteer Types

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https://volunteer.ca/btg

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education/research “world citizen” environment flexibility feedback and certifications serve youth parents impact sports

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Energy Enthusiasm Skills Flexibility Friends

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“Tell me what you need done, not how to do it and when to do it!”

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results-oriented measure progress hobby not work flexibility efficiency

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Skills Passion New Skills Results No Hierarchy

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“I don’t necessarily want to volunteer in what I do all day at work”

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clear leaders largest volunteer group meaningful engagement time but flex management loyal

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Loyal Engagement Leadership Impact Purpose New Skills

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“I’ll do anything you want, just don’t ask me to go to a meeting!”

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busy schedules family cohesion differences values

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Interest Commitment Time Together Instill values Family-Friendly Opportunities

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“I want to volunteer as a family to instill the sense of volunteerism in my children to continue the betterment of community later in life.”

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Big Turnoff - Top 4

Perceived organizational politics Belief that their skills were not being put to the best use Feeling like they were not making a difference Frustration with lack of organization related to the volunteer activity

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Where do I start?

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  • 1. Big Picture

Community Need Agency Mission Program Vision Key Players Budget/Resources Evaluation Sustainability

  • 2. Foundation Building

Needs Assessment Staff Investment Volunteer Motivation Timeline Policies and Procedures Reporting and Record Keeping Position Descriptions

  • 3. Program Implementation

Recruitment Interviewing and Screening Orientation and Training Supervision and Recognition Volunteer/Paid Staff Relationships

Regular Revision

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NEEDS THEORY

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NEEDS THEORY

Why do we do stuff?

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NEEDS THEORY

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Volunteer Motivation

Thr hree mot

  • tivation
  • nal or
  • rienta

tati tion

  • ns:
  • Achievement
  • Affil

ilia iatio ion

  • Po

Power

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Achievement

They n need ed:

  • con
  • ncret

ete f e feedbac ack

  • inde

depen enden ence

  • good de
  • od delegat

ation They get bored if not challenged and they focus more

  • n tasks than on people.

They like: specific tasks learning new skills challenges

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Affiliation

They li like: relat lationsh ship b buildi lding worki rking ng wi with ot

  • ther

ers har armon

  • ny in the

e of

  • ffice

They ey nee eed:

  • cari

ring ng s superv rvisor

  • time

me to to chat

  • a team!

m! They may avoid conflicts or neglect to report on problems right away.

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Power

They li like: to bring about ut c change to

  • test

st t the l e limits of s of t their a authority to

  • de

debat ate r e rules es a and d change s e syst stem ems They n need ed:

  • str

strong lea leadership

  • clear p

policies

  • in

inclusion in in decis isio ion-maki king ng They may focus on big picture more than relationships or day-to-day tasks.

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POSITION DESCRIPTIONS

“The single biggest mistake made in volunteer programs is recruiting participants without a clear idea of what they will do once they report for duty.” Susan Ellis

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POSITION DESCRIPTIONS

Position title Purpose Duties Qualifications Time requirements Orientation and training Benefits to the volunteer Evaluation and reporting procedures Location Supervisor Agency contact

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POSITION DESCRIPTIONS Family Pet

Position title Purpose Duties Qualifications Time requirements Orientation and training Benefits to the volunteer Evaluation and reporting procedures Location Supervisor Agency contact

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POSITION DESCRIPTIONS Family Pet

Position title Purpose Duties Qualifications Time requirements Orientation and training Benefits to the volunteer Evaluation and reporting procedures Location Supervisor Agency contact

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POSITION DESCRIPTIONS Family Pet

Position title Purpose Duties Qualifications Time requirements Orientation and training Benefits to the volunteer Evaluation and reporting procedures Location Supervisor Agency contact

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POSITION DESCRIPTIONS Family Pet

Position title Purpose Duties Qualifications Time requirements Orientation and training Benefits to the volunteer Evaluation and reporting procedures Location Supervisor Agency contact

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POSITION DESCRIPTIONS Family Pet

Position title Purpose Duties Qualifications Time requirements Orientation and training Benefits to the volunteer Evaluation and reporting procedures Location Supervisor Agency contact

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Recruitment Planning Steps

1. Review past efforts 2. Specify volunteer position needs 3. Establish deadlines

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Recruitment Planning

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RECRUITMENT MESSAGE

  • Statement of Need
  • How Can You Help?
  • Address Fear/Barriers
  • Benefits
  • Contact Information
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TIPS TO KEEP IT FRESH

  • Keep information updated.
  • Switch up content based on listener.
  • Incorporate stories.
  • Practice!
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  • Multimedia
  • Inspirational
  • Asking questions
  • Humor
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Ice Bucket Challenge

http://youtu.be/kYNPtDbykp0

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AmeriCorps

https://youtu.be/Dte-K0DjL2Y

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  • Multimedia
  • Inspirational
  • Asking questions
  • Humor
  • Share news
  • Education
  • Events
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  • Link to opportunities
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  • Talk about your

industry

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volunteer

  • rganization
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Designing specific, set volunteer roles and also being open to volunteers determining the scope of what they can offer.

Flexibility Wants Needs

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Being well organized but not too bureaucratic.

Policy Risk

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Matching skills to the needs of the organization but not assuming that everyone wants to use the skills related to their profession, trade, or education.

duties benefits qualifications

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Big Turnoff - Top 4

Perceived organizational politics Belief that their skills were not being put to the best use Feeling like they were not making a difference Frustration with lack of organization related to the volunteer activity

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Big Turnoff - Top 4

Perceived organizational politics

Belief that their skills were not being put to the best use Feeling like they were not making a difference

Frustration with lack of organization related to the volunteer activity

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Questions?

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Recap:

  • Understand your volunteers’ needs
  • Learn what motivates them
  • Tailor your volunteer messaging
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Part II: What Really Works

  • Wednesday, Oct 18, 3pm ET
  • Presenters:
  • Keely Andrews, Enterprise Community

Partners, Inc. – Cleveland, OH

  • Lauren Schwanz, Uintah Basin Association –

Roosevelt, UT

  • Sharon Baldwin, Baltimore CASH Campaign –

Baltimore, MD

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Thank You for Joining! Stay Connected

  • Website: www.eitcoutreach.org
  • Blog: www.eitcoutreach.org/blog
  • Facebook: www.facebook.com/getitbackcampaign
  • Tax Credit Outreach News: http://eepurl.com/bo6ra5
  • Email: eitcoutreach@cbpp.org