Recruiting, training and retaining your volunteers …...Recruiting, training and retaining your...
Transcript of Recruiting, training and retaining your volunteers …...Recruiting, training and retaining your...
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Recruiting, training and retaining your volunteers Webinar hosted by Alison Macklin supported by The Prince’s Countryside Fund
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Your biggest asset
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Are we volunteer ready?
• Why do we want volunteers?
• What will they do?
• Who will support/manage them?
• Do we have policy's and procedures in place to keep them safe and supported?
Preparation is key
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Five ways to find volunteers
“Position available”
“There's a lot you can do”
“Would you help?”
“Bring your friends”
“Thanks for your interest”
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Benefits of Volunteering
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Why volunteer?
Volunteering will mean you:-
• Make new friends and meet old ones
• Contribute to the running of the shop
• Support your local community
• Gain new skills
• Find out all the latest news and gossip
• Keep the body and mind active
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Benefits for the project
• We offer:-
• Flexible Working
• Variety of Roles
• Social support as part of a group
• Training
• Mentoring Scheme
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Putting in place a Volunteer Programme
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Five things volunteers love
“so glad you're here”
“we are doing it because…”
“Thank you so much”
“Whatever works for you”
“Times up”
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Five things volunteers hate
“we don’t need to after all”
“we just need to find/sort”
“good luck”
“just another hour”
“you’re doing it wrong”
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Five ways to get the most out of your volunteers
“Let me show you”
“It’s written down”
“Lets work together”
“You can do this at home”
“This is what you can expect”
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What Policies & Procedures do you need?
Volunteer Policy
Starting point for involving volunteers in any organisation is a Volunteer Policy
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Volunteer Policy
The format of the policy will depend on the nature of your organisation & the work that it does
It should detail your approach & commitment to volunteers
Help define the relationship between the organisation & volunteers
Clarifying expectations & responsibilities
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Developing consistent procedures should help volunteers to feel more supported, recognised & motivated
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Volunteer Policy
Should be a short, relatively simple document, using clear language, made available to everyone in organisation
The policy should include statements on some or all the following topics….
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Volunteer Policy
• Purpose – why does your organisation involve volunteers? What is their unique contribution?
• Recruitment & Selection – how do you recruit? Do you have selection criteria?
• Volunteer Tasks – what is the range of tasks available?
• Supervision & Support – how will this be provided?
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Volunteer Policy – cont.
• Equality – an equality statement regarding volunteers within the organisation
• Insurance – what insurances will volunteers be covered by whilst volunteering within your organisation?
• Grievance & Disciplinary Procedures – separate & less formal than staff policies & maybe called something else.‘What to do if you aren’t happy’.
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Volunteer Policy cont.
• Confidentiality – to list the scope of what it means within your organisation
• Participation – how volunteers will be able to participate in the decision making processes of the organisation
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Procedures for successfully involving volunteers
Volunteer Agreement
Task / Role description
Application Form
Volunteer Record File
Expenses Form
Induction Checklist
DBS Checks – if required
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Volunteer Agreement
Is a description of the arrangement between the organisation & a volunteer for the work they do.
It outlines what a volunteer can expect from the organisation & what they have agreed to undertake
It should not form a contract
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Volunteer Agreement
It might include the task / role description
It should include details of the organisations commitment to:
Induction & Training
Equal Opportunities
Health & Safety
Expenses
Support & Supervision
Insurance
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And…
The volunteers commitment to:
Work to the standards required
Follow policies & procedures
Maintain confidentiality
Make a commitment to turn up as agreed
Provide references if required
Inform you if / when they are not available
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BUT…
• Written volunteer policies & agreements should not create contracts of employment
• They should help clarify the unique contribution that volunteers make to an organisation showing how this is distinct to that of paid workers
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Make sure…
In order to make sure you are not creating a legal contract
Avoid language of legal rights & obligations
Insert clear statement that no legal contract or relationship of employment is being made
Do not require a volunteer to do something in return for something else
Organisations expectations should be written as hopes not obligations
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Task / Role descriptions
Helps to give a clear idea what you want doing & gives a volunteer direction
Tasks involved
Skills & experience required (if any)
Who the volunteer is responsible to
Location of voluntary role
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The great thing about volunteeringA Good Role Description..
MUST DOShould cover what a volunteer has to do
CAN DOCan be aligned to volunteers skills & interests
FOR NEGOTIATIONAnything ‘extra’ a volunteer would like to do, maybe for their personal
development
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Application Forms
• Make it simple
• Only ask for information that you really need
• Make it appropriate to the volunteer role & ‘who’ you are intending to recruit
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Expenses
Good practice to offer all volunteers out-of-pocket expenses all at cost.
Travel
Meals (if volunteering for an agreed period)
Postage / telephone costs – working from home
Care of dependants
Mileage
Essential equipment
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Organisations must only pay actual out of pocket expenses
Paying a ‘lump sum’ could cause a contract of employment to be formed
Could cause a problem for
volunteers in receipt of
benefits
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Volunteer Records
• Contact details
• Who to call in an emergency
• Health – but only if it’s something you need to be aware of
• Data Protection – only relevant personal information should be held
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Expenses Form
• You need to be able to show that you are reimbursing out-of-pocket expenses only
• Less potential problems for volunteers on benefit
• Lessen chances of it looking like you have intended to create a contract
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Induction Checklist
For you & volunteer to tick off during induction process
Should cover everything
a volunteer needs to
know to make them feel
comfortable within the
organisation & enable them
to be successful
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Volunteer Handbook
• A reference guide for volunteers
• Give at their induction
• Should contain all policies & procedures relevant to their volunteering
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Exit Procedures & Interviews
• Staff give in their notice when they want to leave
• Volunteers don’t have this procedure & shouldn’t
• Need to explain to them how you would like them to inform you when they decide to leave
• Conducting an exit interview is a good way of checking out how you are doing in managing volunteers
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Basic Policy Requirements
• Health & Safety – organisations with more than 5 staff are required to have a written Health & Safety Policy
• Equal Opportunities – should refer to volunteers
• Confidentiality – could be a separate document for volunteers
• Risk Assessment – need to consider volunteers in this
• Disciplinary – a simplified version for volunteers
• Grievance – same as above
• Appraisal / Supervision – a separate document for volunteers
• Training – should include what you are offering volunteers
• Complaints – for volunteers a ‘what to do if you have a complaint’ document
• Insurance – should cover the ‘work’ done by volunteers in your policy
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Remember
Make policies & procedures clear & explicit
Make sure you don’t imply a contract being formed by over formal policies & procedures for volunteers
Use policies & procedures positively to make your organisation a safe & happy place to volunteer
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Managing Volunteers
There are differences between managing paid staff &
volunteers
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Differences between managing paid staff & volunteers include
Differences in terms of motivation
Recruitment methods
Attendance
Taking holidays
Boundaries between paid staff & volunteers
Sometimes need to deal with emotional needs of volunteers
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Volunteer Management
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Myths about managing volunteers
• Volunteers are free
• Anyone can manage volunteers
• You don't need much time to manage volunteers
• You don't need staff to manage volunteers (aka volunteers manage themselves, volunteers will just show up)
• Volunteer management is a luxury we can't afford
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Communication
Use a variety of communications as email does not work for everyone
• Meet face to face
• Meetings
• One to ones
• Emails
• Volunteers Newsletter
• Socials
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Training
Training is vital for staff and volunteers to keep people focused and to prevent bad habits
Some can be in house
i.e. Till Training
Some needs to be professional
i.e. Food Hygiene and First Aid
It needs to be refreshed regularly and offered to those it would benefit.
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and..
A volunteers relationship with an organisation may not be defined by legal structures & contracts
There may be significant differences in the motivations, commitments & availability between staff & volunteers
Volunteers can walk away at any time
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To manage volunteers well you need…
To be clear about volunteers unique contribution to your organisation
Clear recruitment procedure
An appropriate induction
To be clear about what you want them to contribute
How they should contribute
To know what standards are expected
To make sure you encourage & thank them
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Weaknesses of Volunteers
• Don't need to be there so must want to
• Need careful handling
• Not always professional
• Each one needs a different approach
• Different skill level
• Many volunteers have many other commitments including Grandchildren and Gardening
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Good Practice
A well thought out Volunteer Policy
Clear Role / Task Descriptions
Effective & timely Induction Procedures
Good Support / Supervision
Clear Exit Procedures
Clear/ appropriate Policies & Procedures referring to volunteers
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What might go wrong?
Any organisation that involves volunteers has opportunities for volunteers to be ‘unhappy’ or to be under performing in their role
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Retaining Volunteers
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What might go wrong?
Didn’t expect work to be like that
Doesn’t feel supported
Doesn't agree with way you do things
Has been there a long time & don’t like change
Doesn’t perform to required standard
Doesn’t turn up / late etc.
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Five ways to keep them motivated
“That’s a great idea”
“we are all in it together”
“You're really good at that”
“how did it go?”
“we did it”
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Love your volunteers and show them you appreciate them.
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