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The project “CAPACITY BUILDING IN THE SOCIAL SECTOR through the Development of Volunteer Programs at Social Institutions in the CEE Region” Acronym: SoVol is implemented by Önkéntes Központ Alapítvány, Volunteering Hungary - Centre of Social Innovation (www.onkentes.hu, www.oka.hu) in partnership with the Platform of Volunteer Centers and Organizations Slovakia, (www.dobrovolnickecentra.sk), the Association for Civil Society Development SMART in Croatia, (www.volonterski-centar-ri.org), Volunteer Centre, Warsaw in Poland (www.wolontariat.org.pl), Pro Vobis - National Resource Center for Volunteerism in Romania, (www.provobis.ro) and Movisie - the Netherlands centre for social development, (www.movisie.nl) from September 1st 2016 until August 31th 2019, and funded by the European Union under the Erasmus+ Program,

under the contract number: 16/1/KA204/22920

REPORT ON

THE VOLUNTEER PROGRAMMES IN SOCIAL

INSTITUTIONS IN HUNGARY

Introduction

This document reports on the replies to the questionnaire addressed to Social Institutions (SI) in Hungary. In the frame of the SoVol*1 project 6 countries aim to create common tools for social institutions on how to involve volunteers into their daily functioning in order to enhance their capacity. The first step of the Erasmus + project was to gather information on existing activities of social institutions in relation to volunteering in the partner countries which was done by this questionnaire. This was an exploratory research, aiming to identify trends, not to generate representative results.

Distribution

The main target group of this survey were social institutions operating in Hungary. The questionnaire was distributed through different channels that were directly or indirectly contacted or provided:

- ÖKA website- ÖKA FB page- ÖKA newsletter- Email lists of social professional- Email list of social cluster- Nemzeti Rehabilitációs és Szociális Hivatal- General Directorate of Social Affairs and Child Protection- FB page of social professionals- FB page of family- and child care services- FB page of homecare of elderly- Széchenyi István Univerisity / Apáczai Csere János Kar /Szociális tanulmányok és szociológia tanszék

The biggest contact list of social institutions was provided by the National Rehabilitation and Social Office. As a result it reached more than 5000 addresses. The response rate is relative low with 176 filled in questionnaires however this number is deemed very high compared to our previous expectations and knowing the capacity of the Hungarian social institutions.

Structure

1 The project “CAPACITY BUILDING IN THE SOCIAL SECTOR through the Development of Volunteer Programs at Social Institutions in the CEE Region” Acronym: SoVol is implemented by Önkéntes Központ Alapítvány,

Volunteering Hungary - Centre of Social Innovation (www.onkentes.hu, www.oka.hu) in partnership with Platform of Volunteer Centers and Organizations Slovakia, (www.dobrovolnickecentra.sk), the Association for Civil Society Development SMART Croatia, (www.smart.hr), the Polish Centrum Wolontariatu, (wolontariat.waw.pl), the Pro Vobis National Resource Center Romania, (www.provobis.ro) and Movisie - the Netherlands centre for social development, (www.movisie.nl) from September 1st 2016 until Augustus 31th 2019, and funded by the European Union under the Erasmus+ Program, under the contract number: 16/1/KA204/22920



The questionnaire was divided into two sections. The first one dealt with information about the Si whereas the second part inquired about the

volunteer programme of the Si if relevant.

The first section provided answers related to different data about the Si such as:

- name- location- contact details- Scale of services provided for- number of employees in 2016- number of beneficiaries in 2016- Type of beneficiaries- Area of work, tasks, services of the SI

Most of the respondents 60% are offerning their services in a city/ town level. 23 institutions work on national level, 17 of them on county, 15 regional, 14 institutions cover the are of a district in the capital, Budapest.

CONTROLLING-MAININTAINING AUTHORITY:

LOCAL GOVERNMENT 81, ASSOCIATION OF LOCAL AUTHORITIES: 54 = 135

LEVEL OF OFFERED SERVICES



CHURCH: 24

Non-profit (association, foundation): 17

25 (14%) from Budapest, the capital, all other are from different cities, towns.

Only a few SI did not indicate their websites.

Number of employees in 2016:

1-5 persons: 32

6- 15 employees: 35

16-50 employees: 57

50-100 employees: 25

100+: 23

Number of beneficiaries in 2016:

100+: 130

1-100: 46

Average:

TYPES OF BENEFICIARIES

1. Elderly

2. Children living in foster care

3. ADDICTS

4. Homeless people

5. Disabled people

6. Psychiatric patients

7. People living in poverty/ people living from low income



8. Families in need

9. Children under protection

10. Other

85% of the SI respondig to our questionnaire are providing services for elderly citizens. The second biggest number is services for families in need.

The second section offers information about the volunteer involvement in SI in Hungary.

DOES THE SI INVOLVE VOLUNTEERS?

44% (79) of the SI are activly involvng volunteers which is a very nigh number in Hungary.

the number of volunteers:

8 Si has 1 volunteer

10 has: 2 volunteers

7 Si has: 3 volunteers

6 Si has: 4 volunteers

17Si has 6-20 volunteers

1 has 200 volunteers

1 has 400 volunteers



THE INTEREST OF SIs IN INVOLVING VOLUNTEERS?

105 SIs were interested in working with volunteers from those who have not yet involved, This is a relative high number:

The main reason why the SIs do not involve volunteers is that there was no applicant, nobody applied to be a volunteer. This answer appeared very often – it seems that in this case the SI expects a first contact from



the volunteers, from outside, which leaves a great opportunity for promoting volunteer management.

Other reasons for not working with volunteers are as follows:

Legal reasons (data protection of volunteers and beneficiaries) Seniors/ beneficiaries do not accept new people Volunteers are not responsible, cannot be trusted There is no capacity to properly manage them, avoiding fluctuation The tasks of the SI are too specific or professionals are needed, or disliked by volunteers (e.g.:

working with gypsies) Volunteers are not needed – tasks are fulfilled by stuff

Answers for engaging volunteers are as listed below:

Volunteers offer extra services and help to beneficiaries

Employees are overwhelmed; volunteers are a good support for them

SI and volunteers mutually support each other

Social responsibility is important for the SI

It is important to certain volunteers (e.g. mentally handicapped – needs supporting environment)

Not enough employers

They offer extra time, knowledge, skills, and attitude

Expanding capacities

5. The positions and activities/ tasks done by volunteers are as follows:



Tasks vary a lot, there is all kind of activities done by volunteers however most of them are related to some kind of activities related to the beneficiaries of the SI. Only a small number of activities are not related to clients such as management, administrative tasks and tasks arranging the location or surrounding of the SI.

6. Preparing the SI for volunteer involvement:

Register on the Ministry’s site (Emberi Erőforrások Minisztérium)

Informing the participating in the volunteer programme – such as clients, employee’s also wider community in some cases.

Volunteer contract



Most cases it was mentioned a kind of conversation (interview, personal or group also open day) about the tasks and borders, introducing the SI,

the clients.

Contacting NGOs

Only some answers stated that there are prepared rules specific for the volunteer programme and it is presented to the new volunteers.

7. Volunteer coordinator

34% (60) SIs have volunteer coordinator, 30% does not have anybody responsible for managing the volunteers. 26% has more than one person as volunteer coordinator.

8. Position of the volunteer manager:

48% Paid employee acting only as volunteer manager

38% Paid employee responsible also for managing volunteers apart from other tasks

1 volunteer

1 An organisation or person outside the SI is responsible for managing our volunteers



48% not relevant

12% (21) other

9. Has the SI volunteer mentor?

28% (48) yes

34% (59) not

33% not relevant

5% other

10. Training volunteers – offering specific training for volunteers

12% (21) yes

57% (101) not

27% not relevant

5% other



11. The main topics of the volunteer training

Labour safety, fire protection and hygiene rules. Dissemination of the Salvation Army’s credo. Assuring equality, fight against discrimination. I would not consider as training

Child protection knowledge, legal background, special training according to the function, institution’s credo, mission, history

Treatment of clients, presentation of the organisation, competency

Social work, special treatment, social support process

Presentation of the organisation and institution, competence, communication of volunteers, advantage of voluntary work etc.

Presentation of the work done in the institution, of the volunteers’ tasks, basic communication knowledge, institutional framework, presentation of the possibilities

Presentation of the tasks; the process, content of helping, communication, support, case analyses, emergency management, crises and conflict management, administration, working place health, safety, competence framework

Communication, relation network, knowledge of addiction, harm reduction

Introduction to the development and management of addictions

Personality development, cooperation, communication



The general system of the social and child welfare basic services, discussion in depth of the privacy and social code of ethics

Party assistance (started by Pécs)

Definition and survey of motivation; learning about the child protection system; learning about volunteering (in general and in our institution); basis of helping work; Law on volunteering; code of ethics; contract, game, groups and specifies of shelters; situation exercises (according to training, and to skills.

Communication, developing empathy and self-knowledge

Communication, knowledge on organising, dealing with special patients

In the frame of 100 hours intern training on knowledge of social care

Basic knowledge of addict ology (addiction treatment), communication training, personal development training

We held lectures in school on our activities, methods, and the possibilities of joining

Knowledge on Labour safety, fire protection and tasks

Assertive communication training, or the possibility to take part at the professional and organisation development training organised by the foundation

Training on labour safety and fire protection, dissemination of the Ethic codes of voluntary personal aid, as well as the work to be done by the volunteer.

Concept of volunteering, presentation of the institution, hierarchy of needs, physical and mental characteristic of elderly, possible work to be done, presentation of tasks, rights of patients

13. The relationship, cooperation between volunteers and employees

They work together easily, good cooperation

The work of volunteers is directed by employees such as what kind of task they have to do, with whom they have to deal with etc.

Direct relationship, but should not be forgotten that they are not employed by the institution, therefore not liable (for example in case of accident) contrary to the employees.



The volunteers have got work to do in the frame of the institution, and it is given out by the employees.

It is very positive, good partnership; colleagues are

often mentoring and professionally helping the volunteers.

Direct relation

In the partnership they are helping each other.

Generally the relationship is good, but sometimes they are students who think that the volunteering is obligatory and that’s why their attitude is not positive.

The acceptance depends a lot from the attitude of the volunteers. We have good and bad experience. Some are only coming because of the 50 hours certificate.

Relationship in basic tasks

Working relationship

The relationship between volunteers and employees is well-balanced; the volunteers are taking the designed tasks favourably. When they come to our institution to work as volunteer we tell them what kind of work they could be involved, what will be the task, with whom they have to work with.

They have no other connection with the employees than the coordinators

The relationship between the volunteers and employees is based on common trust, a helping and supporting cooperation is realised.

They are having good relationship.

The present volunteer speaks a little and likes to be among people.

Have strong relation with those taking part in the task, other way there is no relation as the organisation is a big one.

They enter into contact with colleagues depending on the tasks; they are helping out, and giving hand to the personnel.

Supportive and collegial relationship

Seeking cooperation

NR

Smooth cooperation



Generally volunteers are working together with the employees.

Employees are supporting the work of the volunteers and ensure compliance with

the law in the field of administration, training and services.

The integration of volunteers into the structure of the institution was done smoothly; our help was easily and efficiently integrated in the social work with the family. They helped a lot the work of our colleagues.

The relation between the volunteers and employees is generally good. They can work together smoothly; their task is easier due to the activity of the volunteers.

Relationship is characterised by Partnership and cooperation

Good relationship, volunteers are welcomed

Weekly information flow for administration aim

The volunteers worked under the direction of employees.

Positive, supportive

Supportive cooperation

In our institution volunteers are closely working together with the employees, so the relationship should be good. Before starting the work the volunteers will meet with our employees, helping in this way the integration. They are continuously giving feedback to each other, in which mentors are always at help. The good relationship is also based on teambuilding occasions where both are participating.

There is no voluntary workforce

It was good, they were happy to have volunteers

Flexible, honest, helpful, professional

No direct relation

Volunteer is always a kind of help; auxiliary staffs who can only do work for which they are asked by the designated employee

Partnership based each other knowledge, experience

Employees are happy to have working volunteers because they are helping their work. The training and accustoming is important, as it make their work easier. Student volunteers like to choose our institution; they like to help in social care.



It is very good, they are helping each other. Clients are in focus, the aim of employees and volunteers is to satisfy their needs.

After presentation of volunteers, the employees are giving hand.

Well-balanced, good work.

ada acta

It does not apply to us; there are no volunteers in our institution

Daily, personal relation

Employees welcome the help given by volunteers in simple tasks which can be done by laics.

As they are in work connection openness and respect of each other is very important. It does exist in our case.

If we had volunteers, auxiliary relation between employee and volunteer is important.

Employees are accepting voluntary workers; they help in the formation of relationship, in the understanding of programmes.

Volunteers are generally working the 30 days which is necessary for receiving the aid. Their work is done according to their educational level and they are in good relation with the employees.

There was no volunteer.

No volunteers

Good relationship is based on good working.

There is no relation outside our mental colleague.

Helping attitude towards volunteers

The daily manager is taking part in the working out of relation between the claimant and the volunteer, and time to time the 3 of them, they are discussing it over together. The topic of the special task is discussed by the daily manager and the volunteer.

The caregivers are happy to have the services provided by the volunteers, they have good relationship.

We do not employ volunteers.



The work with volunteers means a whole partnership, and working relation. In lot of case our patient became our voluntary worker.

Adequate working relation, taking into account the personal quality and need of the person doing the voluntary work helping his development.

There was a mutual confidence during the last period. They participated at the small group occupations as well as at the events organised by the institution. We have involved them in the organisational and organizing tasks.

The volunteer is having good relation with the given field professional.

Partnership

The volunteers are working with and under the supervision of an expert dealing with part or whole task having continuous relation.

During the 50 hours community service, they can form an equal relationship

The volunteers are helping in the programme organized by the prevention group. The relation is good, cooperative, with open communication. The negotiation is continuous.

The relation is harmonic between the volunteers and employees. The volunteers help out willingly in the employees’ everyday tasks, and the employees are ready to involve them into their work.

Helpful, cooperative and based on equal respect

Friendly and confidential

The relationship is interactive

Volunteers are important members of the institution’s professional groups.

First of our colleagues’ children are coming to us, tasks are chosen according to the habits of young. There was no problem.

Personal contact built on empathy

Volunteers are helping the work of the employees.

The relation between the two working teams is good, helpful, and the employees are continuously showing the workflows to the volunteers.

Weekly personal consultation



Employees are also prepared for receiving volunteers on the job. This also helps to form a good relationship. Employees are supporting the voluntary activities, and give active

help to the volunteers in their work. They are waiting the volunteers’ feedback, and the full-time employees are giving feedback the volunteers, what they will discuss together. To recognise the work done by the volunteers we are involving them into the life of the institution, and we are inviting them to our events.

It depends on the person, as not everyone is taking the guidance of the professionals.

Helpful, trusted relationship

There is a good relationship between them.

Smooth

They integrated into in short time; they have formed good relation with the patients as well as the colleagues

Our institution is receiving volunteers since 2012 that is why we have a well-established and developed voluntary programme.

Employee is directing and the volunteer is helping the work of the employees.

Volunteers are doing the previously discussed tasks up to our expectation.

14. Measuring impact volunteers have on the SI

Mostly the number of hours volunteered

Satisfaction, feedback of the beneficiaries

Feedback of the employees

Number of beneficiaries

Quality of the work done

Questionnaire of satisfaction

Consultations, stuff meetings



15. Communication about the impact

Website

Local media

Reposts

Leaflets

Towards

The administrating body in reports

The Central Statistical Office

Civil organisations

City council

Management

Beneficiaries and their relatives

Local community

Organisations connected to volunteers

Region

Employees

Volunteers

Communication towards outside is not applicable as the beneficiaries are sensitive

16. Main challenges working with volunteers in Sis

Difficulties are not relevant



Sometimes volunteers choose this activity for compensating their own feelings

Data protection and laws of the ill people

They cause more trouble than help – most of them have mental problems themselves

We don’t have enough time to manage them

No time to sensitise them for the activity – this is needed continuously

They do not know the area

Volunteers often judge beneficiaries and their life situations

Difficult for them to adapt to the situation Lack of infrastructures: space and tools

Lack of motivation, trustworthiness, commitment

Not enough time to manage volunteers

No interest

Too much administration

Don’t have an employee for this task, too much extra work for those working

Cannot be accounted

Competence/ responsibility borders, time management, allowance

Too much investment, not enough return

Lack of motivational tools

Harmonizing the volunteers and clients times/ availability

Who takes the responsibility?

Stuff that was trained in Volunteer management has left the institution

Volunteers do not like / have time for other than volunteering such as supervision

Building trust towards volunteers, various motivations of volunteers

Keeping volunteers for long term

Finding the right person for the right task



Acquaint the boundaries of competence

Make them feel that their work be successful, even if not spectacular

To make them love to the task –

To accept beneficiaries

To improve their communication and attitudes

Quality assurance

Great enthusiasm, but little perseverance and quickly backed down when faced with reality

Coordination of daily work of volunteers

17. Benefits of working with volunteers

Our colleagues are overloaded. They have little time to work personally with the beneficiaries, to discuss with them. The volunteers are great help in those tasks which do not need expertise first of all in the everyday human relationship, communication.

They disseminate widely the good reputation of our institution. They make colourful patients’ every day. We are also learning from the situation (but they can’t replace the work of the specialist.)

More will know our work, more we will do for the social acceptance. Good communication possibility as they will see our work inside and will communicate on another way in their environment.

Greater openness, better qualitative work, social integration, transparency, cost savings.

We are asking for volunteers to help out our colleagues. (For example that our colleague does not go alone to a planned programme)

The voluntary work does not involve further costs to the institution. In the case of donation distribution our colleagues have to put several tonnes on and from the vehicles, and afterward to send it to the home of those in need, it could be a great help if the volunteers are giving physically hand.

The work done by the volunteers is enlarging our activities, thus we can help more effectively those in need (for example leafy collection?)

Openness



They are enlarging the services, they relief the workload of our employees, they are also taking tasks after working hours

They can experience how the situation of a social stratum is. They can learn how to work with elderly and disadvantaged children. Perhaps they will be ready to go for a special qualification and later on they will become our colleague.

At the reception personal problems can be detected in which the institution could help and the volunteer working at the reception will receive the coming clients personally.

The volunteer time to time will help the employees of the institution to find solution to a problem. Due to the low number of workers, we can do such work as well for those we do not have capacity and it is not raising the budgetary expenditure of our institution.

The volunteers are making more colourful the life of our institution, and the prejudices towards homeless people will change positively.

Cost efficiency – To be good is good!

Helping the functioning of the institution. Can facilitate the mental and physical burden of employees.

Flexibility of the organisation will increase, it will be more transparent, other knowledge and attitude in the work, burden of full-time employees will decrease, and the recipients will receive missing services.

Different approach, coming to work for other reasons (other motivation). Cost-effective manpower.

Make the organization of work, the work itself easier

Help the professional work of the institution, their enthusiasm has good effect on the employees

Help the work of professional, the institution will be more effective, the task will be approached from different point of view.

We can give adequate answer with bigger human resources to the needs of our target groups.

Overtaking of tasks which cannot be solved by financing (?)

It’s giving a sense of organisation to the volunteers that the can work now legitimately but freely having mentor and administrative background. This is giving a sense of importance, of preciousness and security at the same time.

Integration of new point of view of people working on different field in the professional work of the institution



One of the main advantages to cooperate with the volunteers is that the surrounding of children will be richer mainly when they cannot conduct activities

outside. They work with the children, and with it take burden from parents’ shoulder. They are giving hand in learning and helping by preparing them for the second examination. This helps that the institution will be known in a broader circle.

Flexibility, effectiveness, partnership

Workload of employees/caretaker could decrease, the mental nursing could be improved, and more attention could be given to cared persons – personal discussions, reading, joint programs. Relation could be enforced; new people could make the life of the institution colourful.

Motivated, adding more value to the professional work

Made the work of employees easier

Enthusiasm, cost-effectiveness

Helping partnership

Bring fresh impetus and dynamism to our institution. They are helping effectively the work of our colleagues. With their idea they are making more colourful the everyday of the children. By turning towards children, with their attention they are helping them. The time for daily administration, filing is shortening, and there will be more time for other tasks which should be done. With their presence a pleasant atmosphere is created.

More persons will surround elderly, and take part in the leisure time activities, and psychological care (students also took part.)

New approach, new point of view, no burn-out

For shorter or longer period, they can help out the very busy colleagues in some tasks; they cannot work alone as they are not qualified

The equalization of sources, the sensitization of society towards social issues, potential employees could be formed

Students are pleased to come to us, for which we are grateful. It is important to involve young in the voluntary work, so that later on helping out other would be natural.

The volunteers are choosing this activity heart and soul, on their own decision. They are trying to achieve the maximum.

They bring youthful spirit. They will learn about the problems of elderly, and their respect will increase.



It will provide a practical insight into the social sphere.

Indirect benefit: - wider understanding of the work done on the social field,

putting it into focus at social level will draw the attention to the groups needing help. Perhaps with the understanding the acknowledgment as well as the prestige of the social workers will grow. Direct benefit: help given in the concrete task.

They bring colour to the everyday of full time employees and beneficiaries. They will refresh their professional activities and attitude.

Facilitate the work of carers

Beneficiaries/Patients will meet new people. The volunteers will raise the reputation of the institution.

Plus workforce, in addition to cheap financing the range of services will be more colourful and there will be more time to deal with each problem

Elderly will meet new people; the employees will get new ideas and will get help from another point of view.

In the homeless care the main advantage is that it will be known by others and by this they will accept, they will be more sensible approach.

More workforces, we can pay more attention to our patients, and they are helping a lot in the administration.

The relationship with the elderly will be colourful, and it is very difficult to involve the employee on minimum wage in overtime activities.

Mostly young ones, our patients are very happy and they learn a lot from each other.

Lot of people can have further information on our organisation and can give it to those in need in their environment. They are bringing new approach into the professional care.

This help to provide adequate services to the patients. It makes the Club’s programmes and occupations colourful and creates a healthy lifestyle.

In the case of young ones, I would draw the attention to the possibility to have insight into the world of work, the empathy education, to educate to help those who are in need. In the case of public workers we function as a sheltered employment programme in which we work with lot of patience and understanding with the prisoners with different illness (physical, psychiatric). In lot of case they fulfilled the work obligations with success in our institution.



They work often in the courtyard and the garden. A big number of the volunteers are from bad social background, in bad mental and health

condition, so they quite often ask for admission to our services; we can in that way help them and follow their life.

It makes every day of our inhabitants more colourful and our programmes richer. The program helps to enlarge their external relationship and it has positive effect on their mental condition. The volunteers are also making possible to our inhabitants to have weekend programmes in our institution.

We can provide also such services for which we have no human resources. It is important when organising a programme they can approach more effectively their own age-group with their ideas, and with their needs they help the success of the programme

Motivation should be mentioned as an advantage.

Diversity and plurality

A dynamic, young, knowledge seeking, open group with which cooperation is easy.

From the point of view of the volunteers it is good occasion to have expertise in the social field as well. From the point of view of the institution the daily work organisation is easier.

More colourful programmes, a bigger patient group can be reached

The main advantage of the cooperation with the volunteers from the point of view of the institution is that the employees could involve them in the everyday activities. In that way the needed daily activities will be accomplished

On a more effective way in the institution. As to the volunteers the advantage is that they could see partly activity of an institution which is dealing with ecclesiastic activities, social care. They can have experience not only on this field but also in the socialisation into the world of work, and in that way later on the integration to their working place will be easier.

Motivation, creativity, diversity, helpfulness, new point of view brings change and dynamism.

The social learning is always there as developer.

The institution is enriched, the volunteering is the added value, it helps the make our environment and community better and we can increase our resources.

More attention can be paid to elderly; the young generation bring happiness in their life. With this help other tasks previously neglected could be fulfilled again.



As to the young it is a great possibility in our institution to learn about the values of elderly even in case of dementia.

They can do such tasks which could be done with difficulty by employees due to their workload.

In family care they can help children in learning by tutoring

For the volunteers: they will have more work experience, more knowledge, they will fulfil the obligations toward active age group, they will be tolerant, more emphatic when going to a community or work place, they will feel useful. Advantage of voluntary work for the institution: it will be better known, its social acceptance will grow, a good occasion for transmitting knowledge, the patients will be more satisfied, and the employees will be relieved.

The life of our inhabitants will be more diversified, their isolation will decrease.

The risk of burnout should not be taken into account, they could do a lot to improve the mental condition, will help the nurses’ work.

Providing more valuable group sessions, enlargement of organisation possibilities.

The low establishment norm could be supplemented with volunteers’ work; they could be great help during the everyday routine.

Improvement of the quality of the services, presentation of the care for elderly, spread of the institution’s reputation.

Security/safety, relation with contemporaries, sample tracking

They help the work of employees. Their activities have a good effect on our work with the clients/patients.

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