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
Volunteer Programs Planning Recruitment Orientation & Training Supervision & Evaluation Recognition MANAGEMENT CYCLE
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…
QUESTIONS? Marina D’Abreau University of Florida IFAS January 2009