VOLUNTEER MANAGEMENT IN EXTENSION Necessary Evil or Blessing in Disguise? Marina D’Abreau University of Florida IFAS January 2009

Volunteer Programs – Pros & Cons Delivery of services at reduced/no cost Access to additional expertise Better contact/visibility with the community

Volunteer Programs – Pros & Cons Lack of control and reliability of volunteers Time demands for volunteer supervision Potential negative impact on paid jobs Difficulties in recruiting/retaining qualified volunteers

Supervision & Evaluation Orientation & Training Volunteer Programs Planning Recruitment Recognition MANAGEMENT CYCLE Supervision & Evaluation Orientation & Training

Volunteer Programs – Recruitment Marketing/Promotion Applications Profiles Interviews

Volunteerisms – The Right Skills Past experiences Career history Special interests

Volunteer Programs – Training Orientation about the organization Policies and procedures Assume they know nothing Clarify expectations

Volunteerisms – Clear Expectations

Volunteerisms – Provide Direction Program goals Organizational mission Job descriptions

Volunteer Programs – Evaluation Performance at assigned tasks Recognize training needs Identify gaps in program

Volunteer Programs – Recognition Acknowledgement of services Formal and informal Constant and consistent Meaningful and motivational

Volunteerisms – Don’t Play Favorites

Volunteer Programs – Attrition Poor expectations Never feel like part of the organization Poor communication with staff/volunteers Don’t have enough to do Don’t feel like they’re making a difference Never find their niche

Volunteer Programs – Mentoring Address barriers Peer networking Similar interests Smoother transition

Volunteer Programs – Mentoring 27% average attrition – all FL counties 7% attrition with mentoring program

Master Gardener Program - Florida 425,445 hours in 2007 $7.9 million in services to citizens ~150 FTEs

Master Gardener Program - Southeast >1.7 million hours in 2007 >$31.2 million in services ~600 FTEs

TIPS FOR WORKING WITH VOLUNTEERS Respect their schedules Treat them as colleagues Develop opportunities that really matter Remember that volunteering is optional Be organized and professional Train with relevance Target generational groups with peers

ADDITIONAL RESEARCH NEEDS Management structure of adult volunteer programs Training that addresses organizational and volunteer needs Role expectations and volunteer turnover Leadership development among volunteers Generational volunteers

I THINK I’D RATHER MANAGE THE BAILOUT PLAN…

University of Florida IFAS QUESTIONS? Marina D’Abreau University of Florida IFAS January 2009