The Volunteer Management Handbook: Leadership S...
Mike Locke is Honorary Research Fellow with the Centre for Philanthropy, University of Kent, and has worked as a volunteer, researcher and writer, teacher and consultant with voluntary organisations since getting involved in community organisations in the North Kensington area of London in the 1970s. At University of East London he developed teaching and research on voluntary organisations and volunteering, and was joint founder of the Insitute for Volunteering Research with Volunteering England. At Volunteering England and the National Council for Voluntary Organisations (NCVO), he led on policy and management for volunteering. His research has focused largely on policy analyses and evaluations concerning the voluntary and community organisations and has produced numerous research reports, articles and conference papers.
The Volunteer Management Handbook: Leadership S...
Eddy speaks regularly at events for volunteer manages, sharing the research findings and exploring how these can translate into volunteer management practice. These include events organised by the National Council of Voluntary Organisations, the Association of Volunteer Managers and the Sports Volunteering Research Network.
Author Charlene Li is an expert in disruptive leadership and digital transformation. This resource will help the modern leader navigate the new open world of social media. While intended for businesses, these lessons certainly apply to nonprofit and volunteer program leaders.
Addison Waters is a Content Writer at Galaxy Digital, the best volunteer management software for managing, tracking, and engaging volunteers. Addison holds a Master of Creative Writing from Durham University. She lives in Massachusetts with her husband, son, and dog.
Some volunteers are active with extension on a county level in multiple programs. Others are active both locally and regionally. How this gets handled is a judgment and management decision by the extension specialist(s) involved. In the real world, it probably will be easiest if a volunteer simply signs an agreement for each volunteer role in which they serve at each level. For example, if one person serves as a local Master Gardener volunteer in one county and also works with the Community Arts program on a regional level, it may make practical sense to ask the volunteer to sign an agreement form that can be filed and kept with the records of each respective program.
Description: Achieving the Extension Mission Through Volunteers is an online, cohort-based course for novice and experienCES professionals working with volunteers. This course is designed to highlight best practices in volunteer development and management and to help build staff and organizational capacity around volunteer management and development, regardless of the program area. It is designed to help you:
Description: The Metropolitan Volunteer Management Association (MVMA) is a professional organization comprised of professionals who are employed in the field of volunteer management in the greater St Louis metro area. Their membership is diverse and rich in information regarding all aspects volunteer program administration. They meet monthly to discuss topics pertinent to volunteer management. They offer reasonably priCES workshops on a quarterly basis; discounts apply to MVMA members.
Member volunteers are encouraged to think out of the box on how to serve foster and unprivileged youths. When you have an idea, you need to present it during our weekly volunteer meeting. At this meeting you will receive feedback from other youth volunteers and our executive leadership. Based upon the feedback please gather additional information as requested. After reviewing the material executive leaders will provide you guidance on the next steps and you will initiate the course of action based upon the decision made by the executive leadership. If at any point the executive leadership feels that we need to end the initiative, you are required to stop all activities for that initiative and return all Inspiring Together material.
The Volunteer Manager coordinates all aspects of the volunteer program. Volunteers are a critical component of our life-saving work and help further the mission. This position is responsible for recruiting, training, managing, celebrating, and retaining volunteers. The volunteer manager works with staff in multiple departments to evaluate program needs and ways volunteer involvement can support and further the impact. Three years experience in animal welfare preferred. Two years of volunteer management experience required. This position starts at $40,000 annual salary. The APA also offers a comprehensive benefits package to full time employees to support the health and wellbeing of our team and their families
1. Scientist Emeritus Program. The Scientist Emeritus Program (SE) has been an important component of the USGS since its inception in 1986 as part of the USGS Volunteer for Science Program. It currently is coordinated in the USGS Office of Science Quality and Integrity. The purpose of the SE Program is for retired USGS scientists and technical experts to volunteer their expertise, intellect, and creativity in efforts that allow them to remain active in the geoscience community, enhance the programmatic activities of the USGS, and serve the public. The SE Program is open to all scientists and technical experts who have demonstrated leadership qualities and contributed to the goals of the USGS during a productive career. As long as the individual applying has been a scientist or technical expert, the series, grade, or title will not prohibit that individual from being considered for the SE Program. Those individuals who do not qualify for the SE Program should consider becoming part of the USGS Volunteer for Science Program. Scientists Emeriti can contribute to the USGS in many ways, for example:
Abstract Meaningful volunteer engagement depends on the Extension professional's volunteer management philosophy, training, and organizational support for using volunteers. Volunteer development and leadership development are typically absent from management-focused volunteer models used in Extension. Professional development of the Extension professional, beyond discrete management tasks, is lacking but is needed for authentic volunteer engagement through master volunteer programs. A volunteer engagement framework is described to guide a shift from volunteer management to engagement, including use of principles of the community-based participatory approach. The volunteer engagement framework can help professionals identify and self-assess the skill set needed for authentic and sustained volunteer involvement in support of Extension. Keywords:volunteer management, volunteer development, master volunteers, health volunteers, volunteer engagement Lisa T. WashburnAssociate Professor and Community Health SpecialistFamily and Consumer SciencesUniversity of TennesseeKnoxville, TennesseeLwashbu4@utk.edu@Lisa_Washburn
Volunteers are as fundamental to Extension work as our reliance on research-based information. Volunteers have been critical in Extension's delivery strategy since inception, but engagement levels vary greatly, primarily dependent on factors external to volunteers, such as the Extension professional's volunteer management philosophy, training, and organizational support (Boyd, 2004; Strauss & Rager, 2017). Just as Extension programming evolves to meet local needs, volunteer management strategies must change to address shifting priorities and renewed focus on community-based approaches, particularly for health outreach (Washburn, 2017). After reviewing volunteer management models commonly used in Extension work, we present a new volunteer engagement framework (VEF) we developed to guide Extension personnel as they involve volunteers as equal partners. This framework is especially relevant as master volunteers are developed to extend reach in health and wellness efforts. Extension professionals can use this framework to assess their own readiness for expanded volunteer engagement.
Introduced nearly 40 years ago, ISOTURE (Identification, Selection, Orientation, Training, Utilization, Recognition, Evaluation) provided the foundation for volunteer management professionals and is the model from which later Extension-focused volunteer management models evolved (Boyce, 1971; Safrit & Schmiesing, 2011). Boyce (1971) asserted that volunteer management involves leadership development and was the first to focus on growth and development of the volunteer leader as an aspect of the volunteer manager's role. Volunteer leadership development is less explicit in other volunteer management models, such as GEMS (Generate, Educate, Mobilize, and Sustain) and LOOP (Locating, Orienting, Operating, Perpetuating) (Culp, 2012; Penrod, 1991). These draw from the human resources management (HRM) model of volunteer management used by nonprofits to shape best practices. HRM focuses on core job functions performed by volunteers, lacking emphasis on volunteer development (Einolf, 2018). Although components of these models make practical sense, they fail to acknowledge the critical relational nature of volunteer management and the importance of the volunteer manager's role in optimizing volunteer development.
A further deficiency of existing models is absence of attention to professional development, specifically with regard to the attitudes and leadership behaviors of the local volunteer manager (Extension agent). Of 10 volunteer management models reviewed by Safrit and Schmiesing (2011), only three explicitly included professionalism and development of the volunteer manager as key components. Boyd (2004) highlighted Extension professionals' deficiencies in coordinating volunteers and concerns about insufficient training. Given the absence of models emphasizing the important role of volunteer managers, and continued reliance on HRM approaches to volunteer management in Extension, new tools are needed to guide Extension professionals in working with volunteers. Addressing this need is particularly important as the Extension system considers engaging master volunteers to improve health for individuals and communities, a relatively new area for using master volunteers. 041b061a72