U SING S KILLS -B ASED V OLUNTEERS Nancy Long 501 Commons

Consulting services, cohort programs including the Volunteer Impact Program for UWKC, Information and Referral Services and the Statewide Nonprofit Resource Directory Visit at Executive Service Corps of WA 26 ESC in US 375 members in WA State All ages and backgrounds Both nonprofit and business expertise Work with 100+ organizations each year

Purpose Provide tools and resources that help you successfully tap into the professional skills of volunteers

What is different about working with skilled volunteers? How do I find skills-based volunteers? How can I match the right person to the role? How can I successfully direct a volunteer? Is my organization prepared to use skilled volunteers successfully? By the end of the session

Skilled Volunteers All volunteers have skills. What distinguishes skills-based volunteerism is that the volunteer is using specific skills, credentials, and experience that is not available in the general population.

What’s different? “You don’t need to know where you are going. Just keep walking.”

What’s Different? Individually based (not a program) o Project-based—Driven by scope of work o Like an unpaid staff or consultant Volunteer participants in designing the role o Agency describes the outcome o Volunteer contributes to how the outcome is reached Enhanced experience if: o Paired with learning o Diverse/Intergenerational

What are some possible benefits of using skilled volunteers? What are some possible benefits of using skilled volunteers?

Benefits Skills you cannot afford to pay for Complete work that is on the back-burner Can teach staff new skills May bring a new perspective to the organization May become a donor May bring in new donors May become a high value board member

Bookkeeping What professional skills might be useful to your organization? Database Research Training Photograp hy Human Resources

Where do you find those skills?

Step #1 Finding skilled volunteers Be clear about the work that needs to be done Define the skills you need Write a position descriptions that focus on skills needed and describes the impact of this work on the people you serve Post it on listings sites with the skill in the position title Send it to professionals who have the skill for might know someone who does.

Step #2: Matching Volunteers Square peg in a round hole? Determining a good “fit”

A good fit Set up a discussion with the potential volunteer There are 3 positive outcomes The person is a good fit for this role The person is not a good fit for this role Agree to do some more work to determine if it would be a good fit.

What makes a good fit?

Matching Volunteer Requirements with Organizational Needs VolunteerOrganization Volunteer’s values about who they want to help Focus/mission; staff/board diversity; who is served Volunteer’s values about workplace culture Organizational culture Volunteer’s preferences about using/developing their skills Organizational needs (what needs to be done; what expertise is needed) Volunteer’s preferences about the structure and benefits of a volunteer opportunity Structure and benefits of the volunteer opportunity

Challenge: Cross walking skills From the corporate to… the nonprofit sector

Competencies Map /state/competencies_map Taprootfoundation.org>lead probono>Resources>competencies map Lists 75+ opportunities and the occupations that can have the needed competencies Select By project By occupation

Exercise Choose a partner One plays the role of the volunteer One plays the role of the organization Read the description of the nonprofit’s project and the profile of the volunteer and attempt to determine if there is a good match

Matching Volunteer Requirements with Organizational Needs VolunteerOrganization Volunteer’s values about who they want to help Focus/mission; staff/board diversity; who is served Volunteer’s values about workplace culture Organizational culture Volunteer’s preferences about using/developing their skills Organizational needs (what needs to be done; what expertise is needed) Volunteer’s preferences about the structure and benefits of a volunteer opportunity Structure and benefits of the volunteer opportunity

Step #3: Developing an agreement with your volunteer Defining the project Scope of Work (what, how, to what end?) Deliverables (products/outcomes) Timeline Resources needed Accountability/Evaluation process

Things to watch for Time sensitivity risk : Do they have the time to do the project when needed? Scope creep risk - can you keep the work within a clearly defined scope? Sector knowledge risk - does the volunteer have the sector knowledge needed for this role?

Developing a written agreement Scope of work: o Problem to be solved o What will be done/ by when o Generally how it will be done o Where will the resources come from Deliverables o Products of the work, incl. interim products o Outcomes Accountability/Evaluation

Agreement Exercise Scope of work Problem to be solved What will be done Generally how it will be done Where will the resources come from Deliverables Products Outcomes

Assessing Readiness We insure that specialized volunteers are given the staff support and resources needed to accomplish their projects. We have developed long-term goals for engaging skilled volunteers.

Be aware of generational differences Volunteers in 20/30s Volunteers 50+

Working with SBV in their 20s/30s Give options Be flexible but clear about expectations Engage in smaller projects to build commitment Be open to how the work gets done Appreciate their technology knowledge and experience

Working with skilled volunteers over 50 10,000 people turn 60 each day; Approximately 25% of the population are boomers Highly educated Prefer project work Want to know expectations Want to see the impact

Are you more prepared? What is your biggest barrier?

Using Skilled Volunteers  Nancy Long, Executive Director, 501 Commons  Visit for copies of this presentation and resources on volunteer management  Search for “skills-based volunteering” and “volunteer management resource”