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Volunteer presentation

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The Chamber For a Greater Chapel Hill-Carrboro
The Chamber For a Greater Chapel Hill-Carrboro

This document discusses strategies for recruiting, training, and retaining volunteers. It provides information on: - The benefits volunteers provide both tangible (worth $162 billion in 2008) and intangible - Common volunteer demographics and motivations - Effective recruitment techniques like targeting specific groups, crafting compelling benefits, and using clear job descriptions - The importance of orientation and training to prepare volunteers and ensure role clarity - Recognition as the most important tool for retention given the high cost of losing engaged volunteers The document offers guidance across each phase of the volunteer lifecycle to maximize volunteer engagement and contributions.

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VOLUNTEERS Recruit, Train, and Retain Jennifer Bowman Special Events Coordinator UNC Lineberger Comprehensive Cancer Center February 13, 2013
The Value of Volunteers • Benefits vs. Risks In 2008, 61.8 million • Face Value Americans (26% of the adult population) • Hidden Value contributed 8 billion – Volunteers are 78% more likely than hours of volunteer non-volunteers to donate to a service worth charitable cause. $162 billion.(2) – More than 76 million American Baby Boomers are nearing retirement and many are seeking active, meaningful engagement.(1) – The estimated dollar value for a volunteer hour in 2008 was $20.25.(2) 1: Rethinking Volunteerism as a Workforce Growth Strategy. The Napa Group whitepaper, January 2009. 2: Volunteering in America Research Highlights. Corporation for National and Community Service, July 2009.
Who Volunteers? • Women (30%) vs. Men (23%) • 35 to 44 year olds (32%) 45 to 54 year olds (30%) – Least likely early-20s (19%) • Married (32%) vs. Non-married (20%) • With Children (33%) vs. Without (24%) • Higher Education (42% of college grads) SOURCE: Corporation for National and Community Service, September 2011
Your Experience What group or project do you volunteer for? Why did you volunteer with this group? Why does it stick out in your mind? What did you enjoy the most? The least? What do you think of that group today?
PHASE 1: RECRUIT
Why do people volunteer? MOTIVATIONS “I want to volunteer because it matches my personal values.” “I want to volunteer to understand more about the world around me.” “I want to volunteer for my own personal development.” “I want to volunteer because I am concerned about my community.” “I want to volunteer to feel better about myself.”
What makes a good volunteer and where can I find one? • Qualities – Understand and support your mission – Enthusiastic – Dependable • Where to find them – People who have benefitted from your services – Event attendees – Donors – Advertise in paper or online
Making the pitch Why would anyone want to volunteer for your organization? • What your organization does • What makes it unique • List three tangible and compelling benefits that someone will personally receive from volunteering for your specific organization.
Job descriptions Ensures that volunteer and non-profit are on the same page: • Organization or project name and summary • Volunteer title • Skills category: (Examples: Accounting/Finances, Advertising/PR, Creative Services, Coaching/Mentoring/Training, Customer Care, Human Resources, IT, Marketing/Sales, Product Development, Operations/Facilities) • Major goal of the project • Qualifications (software, etc.) • Required • Preferred • Main Duties • Project Length (ALWAYS have an end date) • Hours Per Month Requested
PHASE 2: TRAIN
Orientation What do volunteers need to know to feel comfortable and competent in carrying out their tasks? • A brief overview of your organization’s mission and services and how volunteer support contributes to that mission. • A brief history of the issues, current statistics, current events related to your mission and other related activities and organizations in your area. • An outline of the project and training on the tasks volunteers will be doing (including a demonstration if necessary) so that everyone knows what to expect and what is expected of them. Be sure to take time, location, trainers, and any necessary instructional materials into consideration when planning a volunteer training. • Distribution/review of relevant operational and human resources policies at your organization that apply to both staff and volunteers. • Help volunteers develop an elevator pitch. A 20-30 second summary of your organization that they can share with friends, family, donors and others in the community.
PHASE 3: RETAIN
The cost of losing volunteers Can you afford to lose a volunteer? Of the 61.2 million people who volunteered in 2006, more than one-third did not donate any time to a charitable cause the following year – at $20 per hour, a loss of $38 billion in volunteer time in one year.* It’s far easier to retain an engaged volunteer than to recruit and train a new one. Source: Volunteering in America Research Highlights. Corporation for National and Community Service, July 2009.
Recognition is key Personal recognition is the most important tool for retaining volunteers.
SUMMARY

More Related Content

Volunteer presentation

  • 1. VOLUNTEERS Recruit, Train, and Retain Jennifer Bowman Special Events Coordinator UNC Lineberger Comprehensive Cancer Center February 13, 2013
  • 2. The Value of Volunteers • Benefits vs. Risks In 2008, 61.8 million • Face Value Americans (26% of the adult population) • Hidden Value contributed 8 billion – Volunteers are 78% more likely than hours of volunteer non-volunteers to donate to a service worth charitable cause. $162 billion.(2) – More than 76 million American Baby Boomers are nearing retirement and many are seeking active, meaningful engagement.(1) – The estimated dollar value for a volunteer hour in 2008 was $20.25.(2) 1: Rethinking Volunteerism as a Workforce Growth Strategy. The Napa Group whitepaper, January 2009. 2: Volunteering in America Research Highlights. Corporation for National and Community Service, July 2009.
  • 3. Who Volunteers? • Women (30%) vs. Men (23%) • 35 to 44 year olds (32%) 45 to 54 year olds (30%) – Least likely early-20s (19%) • Married (32%) vs. Non-married (20%) • With Children (33%) vs. Without (24%) • Higher Education (42% of college grads) SOURCE: Corporation for National and Community Service, September 2011
  • 4. Your Experience What group or project do you volunteer for? Why did you volunteer with this group? Why does it stick out in your mind? What did you enjoy the most? The least? What do you think of that group today?
  • 6. Why do people volunteer? MOTIVATIONS “I want to volunteer because it matches my personal values.” “I want to volunteer to understand more about the world around me.” “I want to volunteer for my own personal development.” “I want to volunteer because I am concerned about my community.” “I want to volunteer to feel better about myself.”
  • 7. What makes a good volunteer and where can I find one? • Qualities – Understand and support your mission – Enthusiastic – Dependable • Where to find them – People who have benefitted from your services – Event attendees – Donors – Advertise in paper or online
  • 8. Making the pitch Why would anyone want to volunteer for your organization? • What your organization does • What makes it unique • List three tangible and compelling benefits that someone will personally receive from volunteering for your specific organization.
  • 9. Job descriptions Ensures that volunteer and non-profit are on the same page: • Organization or project name and summary • Volunteer title • Skills category: (Examples: Accounting/Finances, Advertising/PR, Creative Services, Coaching/Mentoring/Training, Customer Care, Human Resources, IT, Marketing/Sales, Product Development, Operations/Facilities) • Major goal of the project • Qualifications (software, etc.) • Required • Preferred • Main Duties • Project Length (ALWAYS have an end date) • Hours Per Month Requested
  • 11. Orientation What do volunteers need to know to feel comfortable and competent in carrying out their tasks? • A brief overview of your organization’s mission and services and how volunteer support contributes to that mission. • A brief history of the issues, current statistics, current events related to your mission and other related activities and organizations in your area. • An outline of the project and training on the tasks volunteers will be doing (including a demonstration if necessary) so that everyone knows what to expect and what is expected of them. Be sure to take time, location, trainers, and any necessary instructional materials into consideration when planning a volunteer training. • Distribution/review of relevant operational and human resources policies at your organization that apply to both staff and volunteers. • Help volunteers develop an elevator pitch. A 20-30 second summary of your organization that they can share with friends, family, donors and others in the community.
  • 13. The cost of losing volunteers Can you afford to lose a volunteer? Of the 61.2 million people who volunteered in 2006, more than one-third did not donate any time to a charitable cause the following year – at $20 per hour, a loss of $38 billion in volunteer time in one year.* It’s far easier to retain an engaged volunteer than to recruit and train a new one. Source: Volunteering in America Research Highlights. Corporation for National and Community Service, July 2009.
  • 14. Recognition is key Personal recognition is the most important tool for retaining volunteers.