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365 Ideas for Recruiting, Retaining, Motivating and Rewarding Your Volunteers
Here’s a review of yet another new book on volunteer management – 365 Ideas for Recruiting, Retaining, Motivating and Rewarding Your Volunteers. It’s so exciting to see so much being published in our field!

I think this is a great “starter book” for new leaders of volunteers. It broadly covers many of the key topics in volunteer management, while providing a unique focus on creating a culture of success and empowering volunteers. One of the best aspects of the book is the real-life stories and ideas from volunteer leaders interspersed throughout. The book doesn’t delve very deeply into risk management issues, but this topic is expertly covered by a number of other publications, such as those by Linda Graff.

Published: 09/27/10


Order a copy of ASKING by Jerold Panas. In fact, order copies for your volunteers as well. There’s no author in the field more prolific or better read than Jerold Panas. His eleven books are highly acclaimed and at least several are on virtually every fundraiser’s bookshelf.

Published: 09/27/10

Best of the Volunteer Web
Best of the Volunteer Web
Our picks for the best of the volunteer web. Get answers, find resources and a community of like-minded volunteer resource managers.

Published: 09/27/10

The Association for Volunteer Administration of Central Arizona
The Association for Volunteer Administration of Central Arizona (AVACA) is a professional association which promotes the professional development of volunteer management and engagement.
Published: 09/27/10

Importance of Volunteer Management:Challenges and Opportunities for Using Volunteers in the Public Library!
Importance of Volunteer Management:Challenges and Opportunities for Using Volunteers in the Public Library!
Published: 09/27/10

AL!VE Webinar: NAVPLG members get member discount on all webinars.
NAVPLG members get member discount on all webinars.

What: AL!VE Webinar: Building a Best Practice Volunteer Program

Presenter: Martin J. Cowling

When: 10/19/2010 12:00 PM - 1:00 PM PT / 3:00-4:00 PM ET

Description: You have a great volunteer program in place and things are running smoothly, but how does it measure up with "best practices?" What are the fundamentals needed to ensure your volunteer program will continue to operate at this level? This useful session outlines the key pieces and provides tips and resources to build a Best Practical Program that will continue to thrive and be sustainable.
Professionals will learn the core essentials for continuing to grow a volunteer program and the steps to build such a program. Participants are recommended to have a couple years of experience to attend the webinar.

Cost: $40 for non-members / $20 for members
Published: 09/22/10

Politics, Milk & Cookies, a Tea Party Twist
Politics, Milk & Cookies, a Tea Party Twist...Liza McFadden, our CEO & President, talks with Dave Lawrence, Leader of New Children’s Movement
Q. After many successful years in the journalism profession, you retired and began working on early childhood advocacy. What inspired the change in career and your passion to fight for children’s rights?

A. Then Gov. Lawton Chiles recruited me in 1996 to take on a two-year statewide civic assignment. (I was still publisher of The Miami Herald, and continued to be until my retirement at the beginning of 1999.) The appointment was to join the Governor’s Commission on Education and, subsequently, to chair the School Readiness Task Force. What I learned led me to believe that the very future of community and country depended on investing in high-quality services in the early childhood years when the return on investment is by far the greatest.

Q. You’ve started the Children's Movement of Florida “Milk Party” campaign. How did the name and movement come into existence?

A: Serendipitously! We were talking about the Tea Party, and our principal strategist Sergio Bendixen suggested – at first really as a throwaway line – Milk Parties. It captured my imagination, and we adopted it quickly (and so are now serving milk and cookies everywhere). Doing right by the future of children is a most serious subject, but a smile about the “Milk Party” designation is worthwhile, too.

Q. Volunteer USA Foundation is proud of its own work to promote mentoring, and we’re proud to see it is one of the tenets of the campaign. What can leaders in our mentoring movement do to support this effort?

A: High-quality, best-practice mentoring is among The Children’s Movement’s first five areas of focus. Florida has been a leader in mentoring programs, and most of all we need to expand significantly the best mentoring programs that already exist in Florida. That means real involvement and leadership from the business, civic, faith community and other leaders in our state.

Q. How do our readers follow the tour, and how this effort unfolds?

A: The best way to follow the tour – in addition to daily print and broadcast journalism -- is on the website for The Children’s Movement of Florida, accessible via The full “Milk Party Tour” itinerary is there – and much else.

Published: 09/17/10

Back Print Download By Emma Foster, Community Newswire

VOLUNTEER Managers, 01 Sep 2010 - 15:21
Many of those who manage volunteers are underfunded, undervalued and need better training and support, according to a report published today.

The study of more than 1,000 voluntary sector organisations found that 42% of those who managed volunteers had not received any training that would help in their work with volunteers.

The report, commissioned by charity Skills - Third Sector, said that although there was much good practice in England today, volunteer management remained "undervalued and underfunded in many organisations, including those with the largest incomes".

Research for the Valuing Volunteer Management Skills report, carried out by the Institute for Volunteering Research, highlighted that despite the availability of training, advice and support, many volunteer managers were not aware of how to access this.

This was found to be especially true of those managing volunteers in smaller organisations, as with low incomes or few members of staff they often existed in isolation.

The research also revealed that many organisations relied greatly on the local and national volunteering infrastructure, particularly local volunteer centres, for advice and support.

It showed that almost three quarters (74%) of those who were members of networks had accessed training and support, compared to half (49%) of non-members.

In the report's foreword, Minister for Civil Society Nick Hurd, said: "This research highlights the skills needed and the importance of valuing them.

"It also highlights the need to think strategically about how volunteer managers are trained and supported.

"This is vital, whether they are engaged in work to empower and enhance their local communities or to deliver complex public services."

Julie Wilkes, chief executive of Skills - Third Sector, said: "The coalition Government's Big Society agenda is about drawing on the goodwill of people across the country to respond to challenges facing Britain today.

"Central to this is the promotion of civic action and volunteering. Valuing Volunteer Management's findings help us to see the picture from the point of view of those managing volunteers on the ground.

"Based on this, Skills - Third Sector is drawing up a skills strategy which gives top priority to creating flexible and affordable learning opportunities for these key managers."

Justin Davis Smith, chief executive of Volunteering England, added: "Volunteer managers play a crucial role supporting the 17 million individuals who volunteer through an organisation each year.

"This report highlights the need for better access to training and development for volunteer managers so that the full benefits of volunteering to local communities can be realised."

Georgina Brewis, head of research at the Institute for Volunteering Research, said: "Although this research focused on organisations in the voluntary sector, volunteering takes places across the public, private and voluntary sectors and we hope this will provide a valuable evidence base for those working with and supporting volunteers."

The report also calls for further research to explore the trend towards using volunteers to manage other volunteers; and to look at the differing skills sets required for managing volunteers in different sizes of organisations.

The research is based on a telephone survey with 1,004 people who manage volunteers across English voluntary sector organisations of different sizes, conducted in February to March 2010.

Skills - Third Sector is a charity that aims to make it easier for people in charities and social enterprises to gain the right skills.

To view a full version of the report visit

Published: 09/17/10


DOVIA offers professional growth, networking, and leadership opportunities for everyone from beginners to seasoned veterans in the field of volunteer management. Our members are enthusiastic and committed professionals who care deeply about promoting excellence.

DOVIA offers relevant and innovative educational enrichment sessions, the "We Count on You!" annual Awards Celebration honoring volunteers and volunteer managers alike, networking and social opportunities, and a wide variety of volunteer opportunities.

DOVIA is a membership-based affiliation, and one of the country’s largest and most successful DOVIA chapters. Our goal is to provide a variety of ways to further your journey to excellence in volunteer management.
Published: 09/17/10

Volunteer Management Program for OHV
President Obama has launched a national dialogue about conservation in America to learn about some of the smart, creative ways communities are conserving outdoor spaces.

The voting tool is available to encourage interaction among those interested in America's Great Outdoors. All comments submitted will be considered.

What are your ideas on the following topics:
Challenges - What obstacles exist to achieving your goals for conservation, recreation, or reconnecting people to the outdoors?

What Works - Please share your thoughts and ideas on effective strategies for conservation, recreation and reconnecting people to the outdoors.

Federal Government Role - How can the federal government be a more effective partner in helping to achieve conservation, recreation or reconnecting people to the outdoors?

Tools - What additional tools and resources would help your efforts be even more successful?

Your ideas and comments from the previous three topics have been archived and will be delivered to the America's Great Outdoors team for inclusion in the report to the President. The four new topics now match those on comment cards provided at AGO Listening Sessions, in order to optimize the organization of ideas and comments.
Published: 09/16/10

"Volunteerism is the Name of the Game"
What is volunteerism and community service...getting others involved - Too many people still believe that one person cannot make a difference. The most commonly heard excuses are "I am only one person, what can I do". To dispel this belief, I frequently relate the story of the starfish:A woman was walking along a beach filled with starfish. As she walked, she would stoop down, pick one up at random, and throw it back into the ocean. A man came upon her and asked why she was bothering with throwing some back when there were so many--how could it possibly make a difference? She picked up another starfish, threw it back into the ocean, and said, "It made a difference to that one."
Published: 09/16/10

Volunteer management – a cycle of recruitment, placement, motivation and enthusiasm
Volunteer management – a cycle of recruitment, placement, motivation and enthusiasm

Think of the life cycle management of volunteers. It starts with identifying what you need and fill it through voluntary recruitment. Then there are the volunteer assignment, role or project, so that will benefit you and the volunteers of the best location for the volunteers. Once you volunteer, you want everything can be done as effectively as possible in order to motivate volunteers, using their in you for a lawyer. Finally, you want to keep your volunteers ahead.Imagine that each volunteer happy to accept more responsibility, money, recruits are volunteers, identifies opportunities and is committed for life – that would be a champion you!

I can not guarantee that they are all strong for you, but you have a real opportunity to maximize the participation of volunteers. Discover ideas at every stage of the cycle and use it to improve volunteer recruitment, retention and commitment.

Recruitment of volunteers
FirstYou can hang your help wanted signs, you must determine what you need and how to handle themselves. Consider some important questions:

As the work of volunteers to help improve your vision?
How many times they work when and where?
Those who train and supervise or monitor their work?
Current volunteers would be interested in this new role?
Where will your need known to the volunteers?
How and when writing volunteersand the situation?

The best way to get the right person at the right place, it is crystal clear what the job is and what volunteers are expected. This is so important! Sometimes you may be tempted to make the role sound easy or less desirable. To resist the temptation and give a good description and enter your expectation.

Volunteers tend to like "the person they are looking to recruit. By this I mean, we tend to refer people to win in any way. You can use a similarlive to old age, same sex or race, similar views, or a similar lifestyle. So if you want to get kids motivated young people to help with some recruitment.

Start your own circle, let the people know already committed to the organization, what is needed. If you are recruiting volunteers for a larger network, there are many good sites to use ratings, including Encore (The Population huge for baby boomers looking for Their next step of his career) and Volunteer Match.

You want to make sure that every volunteer is in the workplace. Just because someone is willing does not mean it is right for the job – even if they are paid for work that's get it. Volunteers may be needed to meet the requirements of jobs, especially when working with children.

Not everyone has experience in the context of the task, which is often OK, but would be interested in your quest to reach the readiness and have a positive attitude. While many peoplevolunteers to share their expertise (marketing, fundraising, accounting …) Others may want to do something that is new for them. or interest you may see the challenge as an opportunity to explore new professional opportunities. You can find a lawyer by day who wants to work with children at night or in a retired teacher who wants to try his hand at the event-planning. In all likelihood, will bring a new perspective and a positive addition, if you are over the lack of experience you can always worriedMatch a novice with an expert, or start slow and see how it goes.

Orientation is an important first step in voluntary work. You have some options:

Have all prospective volunteers in a regular tour, which provides an overview of your organization.
Create a standard orientation for all volunteers as a substitute for or supplement to your tour.
Offer a specific location and orientation training. This will be necessary for the roles that requiredcomprehensive training.
If it is really small, or if the volunteer role is very specific and / or important, you can create a one-on-one guidance.

The approach has two functions: the volunteer learns that the organization, your goals, and their role and get volunteers. If you take the voluntary employment so long to get to know them, as you can. It should focus on immediate needs and long term volunteer who has the interest, skills and timeYour role is now open? What to do with skills, experience and connections that may be useful for other projects or requests?

You can collect this information through an interview or application. Start a file on each person once you have the information when you need it. Make sure your supervisor or monitoring of voluntary activities, the updated file on a regular basis. This is for many reasons (also honor volunteers for their practiceWork).
Keep an updated list of volunteers, it is necessary that all funds, event or other team or the committee positions are open. to promote the list so everyone knows what the opportunities and others, to add it.

Motivating Volunteers
If you get good volunteers, you want to keep them! Motivate volunteers needed to build relationships. From the outset, ensure that communication is good – very good. Here are some tips formake them happy, dedicated volunteers:

Share information, add volunteers e-mail or mailing list.
Tell volunteers how their work organization, customers and your visual impact. Give credit! Say thanks!
Protect your data of birth to file voluntary and maps in the beginning of each month, so ready to send one day just before the event.
Questions and listen. Take the opportunity to obtain feedback to identify opportunities and find out more aboutInterests and talents of volunteers.
Maintain a bulletin board with information for volunteers, so you have a solid place to check in for news and updates. Leave a couple of pictures.
Do you have an occasional volunteer breakfast or dinner. Nothing fancy, just the ability to collect, share and enjoy. It may be in your organization should ask everyone to bring food to share.
Send a thank-you (or email), if a volunteer does something more.
Happy volunteers make connections,also a life long relationship with the people they meet. Make sure you provide opportunities for interaction and entertainment.
Making volunteers part of your tour or orientation for new volunteers. can speak one or two volunteers soon.
Encouraging volunteers to invite friends and family on your tour.
Be flexible. Volunteers are busy people. Finding ways to accommodate schedules, family obligations and restrictions. They make it easy for them to be there.
Having a family day on a voluntarythe organization can introduce their children / grandchildren / spouses – and even participate.
Show gratitude.

Volunteers Advancing
If you are motivated, committed volunteers, you can begin to seek ways to enhance the appearance Volunteers – continue to recruit or challenging roles. Someone who started as a volunteer can be a candidate for the advice. Or you may want to ask someone to be part of a team, including volunteers of the team orCommittees is a great way to get buy-in, create a greater involvement with the volunteer base and ultimately grow your business.

12 ways for volunteers in good time the Great:

included, make sure they feel included!
Make sure they have at least one person who speak regularly.
Ask their opinion. And listen.
Ask them to assume greater responsibility to start small.
Request for money, at least give them the opportunity to contribute.
If necessary, keep aTransition from volunteer to staff.
Set to serve a suspended employee on board.
Set to take a natural leader, a leader.
Share the stories of volunteers and volunteers who have assumed additional functions.
Get the whole family involved, increases the level of commitment.
Know your volunteers well enough to appreciate their talents and abilities in order to help understand how, then ask them to assume additional responsibilities.

Published: 09/16/10