managing volunteers ilm powerpoint 2013 · assessment record completed on course a learning folder...
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WelcomeILM Endorsed
Managing VolunteersSandy Leong
ILM endorsed course Some elements will be completed on course Assessment Record completed on course A Learning Folder has to be submitted with 2 months 6 months membership to ILM ‐ free
Institute of Leadership & Management
Volunteer Motivation Recruiting Volunteers Interviewing & Selecting Volunteers Managing the Volunteer Interview Expectations of Volunteers & Organisations Support & Supervision Managing Volunteers Assertively Inducting & Developing Volunteers
Covering…
1 ‐5
Learning Outcomes
Assessment Criteria
Evidence Collected during the course & in a Learning Folder to be submitted
The Learning Folder should demonstrate you understand the information & you can apply it in the workplace.i.e. can reflect on your learning & use it
…
1. Plan effective recruitment of diverse volunteers2. Identify good practice for all aspects of volunteer
management3. Identify good practice for all aspects of volunteer
management (training & development)
Learning Outcomes
4. Identify good practice for all aspects of volunteer management (inducting & supervising volunteers)
5. Identify good practice for all aspects of volunteer management (assertive management)
NB The course structure doesn’t follow the ordering of the learning outcomes
Learning Outcomes (cont.)
Should be submitted within 2 months after Day 2 of the course
Can be typed or handwritten Should follow the structure of the learning outcomes Should be labelled with the assessment criteria Should contain your assessment Record – signed off by tutor as appropriate
Should contain your Action Plan
Your Learning Folder
Think of a time when you have volunteered – what were your motivations?
Think of the volunteers who volunteer with you –what do you think are their motivations?
Learning Outcome 2Assessment criteria 2.1Evidence 2.1.1 & 2.1.2
Why do Volunteers Volunteer?
McClelland…
Affiliation
Power
Achievement
Who are you looking for? What do you want them to do? When do you want them to do it? Why do you want them to do it? Identify essential & desirable skills
Learning outcome 1Assessment criteria 1.1Evidence 1.1.3
Designing Motivating Jobs for Volunteers
Exercise – answer the questions as fully as possible
Learning Outcome 1Assessment Criteria 1.1Evidence 1.1.1
Recruiting Volunteers – Key Questions
DJ You – from your organisation The general public
Learning Outcome 1Assessment criteria 1.1Evidence 1.1.1
Radio Exercise…
Think about the profile of volunteers that you would like to recruit.
Where are they likely to be found? What would be the best methods of advertising?
Learning Outcome 1Assessment criteria 1.1Evidence 1.1.2 ( half of it)
Advertising for volunteers?
On what grounds would you refuse a volunteer?
Learning Outcome 1Assessment 1.1.2Evidence 1.1.2
Selecting Volunteers
Volunteers……………………………Clients/ Customers
Who are we there for?
Is it an interview or a ‘chat’? Are you selecting the volunteer? Are the volunteers selecting your organisation? What should the format be? What questions should you ask as part of the selection process?
Learning Outcome 1Assessment criteria 1.1Evidence 1.1.2
The Volunteer Interview
Timing Location Content Selection process References / CRB Follow up
Managing the Volunteer Interview
Write 1 action to complete relating to recruitment & selection of your volunteers
Learning outcome 1Assessment criteria 1.1Evidence 1.1.4
Action plan
Recap on yesterday….
Managing Volunteers – Day 2
& what we want do we want from volunteers?
What we need to provide for volunteers
Identify 3 methods for motivating your volunteers that you would like to implement
Learning outcome 2Assessment criteria 2.1Evidence 2.1.3
Action plan
What were their original motivations for volunteering?
What are benefits/rewards they get now? Do they want to develop their role? Are there any problems or obstacles? Has anything changed? Do they need/want any training? Not every volunteer wants to develop
Helping Volunteers to Develop…
Training & Development methods
MUST DO
CAN DO
EXTRALearning outcome 3Assessment criteria 3.1Evidence 3.1.1
Basics to be ableto do the job
Opportunities to develop
Extra opportunities to develop depending on motivations
Identify 3 actions to maintain / improve the training & development provision for your volunteers (this can be increasing training and development or improving the quality of current training)
Leaning outcome 3Assessment criteria 3.1Evidence 3.1.2
Action Plan
Support…Is about personal encouragement & reassurance to the person
Supervision…Is concerned with the task being done by the volunteer, & encouraging the person to be more effective in their voluntary role
Learning outcome 4Assessment criteria 4.1
Support & Supervision
Factors… The level of experience Role of volunteer & level of responsibility Potential for things to go wrong Whether work needs to meet organisational targets Personal circumstances of volunteer Level of confidence
Balancing Support & Supervision…
What should be discussed during a volunteers supervision session?
Learning outcome 4Assessment criteria 4.1Evidence 4.1.1 (identify 5 areas)
Supervision
Why is it important to develop a ‘good’ induction process?
Induction…
Both training & induction needs to be proportionate to the volunteer role & responsibilities
However…
So volunteers know what is expected on them Fully equipped to carry out their role Give ‘bigger picture’ Give practical information Introduce them to key people How support & supervision is carried out To answer any questions To make them feel welcome
Purpose of Volunteer Induction…
1. Organisational material2. Procedural information3. Job information4. Personal information5. Team informationThink about what induction should cover in your organisationLearning outcome 4Assessment criteria 4.1Evidence 4.1.1
Induction should cover…
Identify 2 actions to maintain / improve the induction and supervision of your volunteers
Learning outcome 4Assessment criteria 4.1Evidence 4.1.2
Action plan
ADVANCED PLANNINGo Have a policy that states why your organisation involves volunteers
o Decide what organisation can offer o Have role descriptions o Put in place communication methods for information giving, feedback
o Decide on supervision / support practicesLearning outcome 5 Assessment criteria 5.1
What happens when things don’t go well
Deal with it as quickly as possible• Assess the situation• Decide what is the problem / assess how it arose• Decide if it requires immediate suspension or not• Listen to both sides• Generate alternatives• Think about consequences of alternativesLearning outcome 5 Assessment criteria 5.1
When there is a problem
Inform the volunteer on what you have decided Inform any other staff involved Put a timescale on any extra training / performance improvement
Monitor Sign it off when improvement / change has happened
Learning outcome 5 Assessment criteria 5.1
Taking action
Try a new voluntary role More training Change in supervision More support Refer to another organisation ‘Retire’ with an appropriate fanfareLearning outcome 5 Assessment criteria 5.1
Possible alternatives
Have a procedure for leaving Thank for their contribution Ask for feedback Ensure they know their opinion matters Okay to move on – but can reconsider if leaving for negative reasons
Learning outcome 5Assessment criteria 5.1
Exit strategy…
Decide what how you would handle a volunteer whose performance isn’t what you need / expect
Leaning outcome 5Assessment criteria 5.1Evidence 5.1.1
Dealing with difficult situations
How did you think you did in the exercise/What did you do well and what could have been improved?
Learning outcome 5Assessment criteria 5.1Evidence 5.1.2
How did you handle it?
Assertive management of volunteers in the workplaceWhat do you do well and what could you improve?
Learning outcome 5Assessment criteria 5.1Evidence 5.1.2
Action plan
…
What’s next?
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