1. Volunteer Management in faith based organisations Eugen Baldas / IAVE Vice-President Former staff in the German Caritas Association 8 th October 2015, Seoul

2. 1. Volunteering and faith Volunteering in parishes / within Caritas/ Values 2. Volunteer management – fundamental aspects: Quality / Infrastructure / Recognition 3. Study groups: Challenge in volunteering/Plenary: Results 4. Volunteer Manager: HR-Expert/Administrator/Strategist 5.Examples: Crossing national borders to volunteer Volunteer Service for all ages

3. 1. Volunteering and faith „If you love only the people who love you, why should you recieve a blessing? … And if you do good only to those who do good to you, why should you recieve a blessing? … Do good … and expect nothing back. You will then have a great reward.“ (Luke 6,32ff) Pope Francis’ meeting with volunteers (WYD Rio 2013) “I could not return to Rome without first thanking all of you in a personal and affectionate way … With your smiles, your acts of kindness and your willingness to serve, you have shown that ‘it is more blessed to give than to receive’ ” (Acts 20:35)

4. ADDRESS OF HIS HOLYNESS BENEDICT XVI TO PARTICIPANTS IN THE MEETING PROMOTED BY THE PONTIFICAL COUNCIL “COR UNUM”, “Our meeting today takes place on the liturgical memorial of Saint Martin of Tours. Often portrayed sharing his mantle with a poor man, Martin became a model of charity throughout Europe and indeed the whole world. Nowadays, volunteer work as a service of charity has become a universally recognized element of our modern culture. Nonetheless, its origins can still be seen in the particularly Christian concern for safeguarding, without discrimination, the dignity of the human person created in the image and likeness of God.” (Pope Benedict XVI) IN: Volunteer! In: Make a Difference! Momentum from 2001+10, p.30:

5. Volunteering encompasses: All forms of voluntary activity (formal, non-formal, informal) Undertaken of a person’s own free-will, choice and motivation Without seeking financial gain (without paying) Is a journey of solidarity and provides a way to address human, social, environmental and also ecclesiastical needs A living church has a huge number of active people! Being involved in building the kingdom of God is part of Christian faith – people often don’t understand this as volunteering

6. Volunteering in parishes There are many different ways and forms of volunteering for children, youth and adult The groups, especially in parish caritas, have difficulties in finding new persons; the volunteers often are aged 70+ Systematic in promoting, supporting and coordinating volunteers inside parishes is just in the early beginning. Volunteer management in parishes is an exception.

7. Volunteer Survey 2006 Repräsentative Survey by Allensbacher Institut 2006 845 Volunteers questioned80 Volunteers guideline interviews 300 Full time employees with Caritas Content of the Survey Who are the volunteers of the Caritas? Collecting demographic and biographic data, religious and Church background length, amount and type of volunteering experiences and satisfaction, gratification for volunteering integration of the volunteers, co-operation with fully professional employees Caritas‘s image: ideal and real image of Caritas potentiality to enlarge volunteering, plans for a reduction

8. Volunteers in Caritas and in Parishes in Germany 2006

10. Value of Volunteering Volunteering adds values at multiple levels: Value of Volunteering to individuals Value of Volunteering to the community Value of Volunteering to society as a whole The economic aspect of Volunteering The ecclesiastical aspect of Volunteering

11. IYV AND IYV+10 FOUR OBJECTIVES The UN year 2001+10: Four basic goals: Recognition : acknowledge value of volunteerism and relation to MDGs Facilitation: ensure volunteer opportunities for diverse people Networking: strengthen partnerships, exchange experiences Promotion: promote inclusive and representative volunteerism

12. 2. Volunteer management … support and promote volunteers, volunteering, volunteer-involving organisations and their partners, volunteering in the church support and support Volunteering as a demonstration of comun values providing a vehicle for active citizenship within faith based organisations volunteer management support active participation in the church and contributing to the kingdom of god.

15. Caritas- Volunteer Survey 2006 Different Focal Points in Volunteering for Men and Women Are engaged with volunteering menvolunteering women Care and help for individuals 40%60 Organization and administration 3211 Executive, board of directors, administrative Council 299 Care and support for groups 2642 Public relations 2012 Planing & implementation of aid 1815 Technical and handicraft help 124 Transport, taxi-services 119 Collections 816 Courses and training 86 Caritas-Volunteer Survey 2006

17. The Policy Agenda for Volunteering in Europe, P.A.V.E., highlights amongst others the following aspects : 1.Quality Volunteering 2.Volunteering Infrastructure 3.Recognition Tools Volunteer Management strengthen these aspects!

18. Quality in Volunteering Volunteers should be enabled and supported to operate in a safe, strong and free environment and must be empowered and resourced i8n this way to ensure a quality outcome. The two key principles are: -To volunteer, or not, has to be a choice -Long term funding for volunteer-involving organizations

19. Quality in Volunteering: The “Wheel of Quality” Opportunities offered to volunteers Enablers Impact Volunteer Management: The way they are managed, Quality

20. Volunteering Infrastructure is a combination of organisational structures and support mechanismus which together provide the enabling environment needed to encourage and support volunteer involvement for the benefit of society as a whole and also for the church. Volunteering is freely given, but not cost free!

21. Volunteering Infrastructure Fulfils several key roles which make it fundamental for further development of volunteering -Provision of quality volunteering opportunities -Support for volunteers (training, good practice exchange, evaluation -Matching the supply and demand of volunteering - Capacity building and good practice exchange -Removal of barriers to volunteering -Awareness-raising with regard of the values -Influencing policy environment

22. Recognition Tools Recognition of volunteers is the process of rewarding and motivating those volunteers, who have contributed. Every volunteer is unique – and how their contribution is recognized should also be sensitive to individual needs and achievements. A culture of recognition of volunteering needs to be developed.

23. Recognition Tools Good recognition systems are based on correctly identifying the needs of volunteers. The hierarchy of needs (A.Maslow, A Theory of Human Motivation, 1943) can be important: Self-actualizationPersonal growth EsteemAppreciation Love / BelongingSocial needs SafetySecurity needs PhysiologicalPhysical needs

24. Study Groups (45 Minutes) SG 1: Quality in volunteering SG 2: Infrastructure to support and promote SG 3: Recognition System Questions: 1. What is my opinion and my experience concerning … 2. Where are lacks, needs in my / our environment 3. How can I / can we establish or further develop Quality/ Infrastructure / Recognition system

25. Coordinating volunteers is a much more complex job than it first sounds. Paying nothing does not equal zero value. The key component is the individual. The key component of volunteer manegement is taking care of the individual. The volunteer manager - is an expert in Human Resources (HR-Expert) - is a good administrator - is an excellent startegist

26. The volunteer manager (coordinator) as an expert in Human Resources (HR-Expert) -Recruiting volunteers (Motivation, volunteer benefits / job discription / selecting volunteers / Interview check list) -Indruction Training / continuous training of volunteers Feedback and volunteer recognition -Team building -Supporting volunteers

27. The volunteer manager as a HR-Expert Recruiting volunteers: Interview check list: - What exactly are your expectations? -Is it clear what skills are you looking for? -Have you decided, which skills you are willing to develop within trainings? -Have you decided what are the excluding factors for the position? -Do you have your interview questions ready? -Did you calculate the length of the interview

28. The Model of Volunteer Management (Izabella Czordás) Administration (Paperwork, aranges contracts …) Identifying volunteer Positions Recruiting Contract Terminateing Induction trainingcontract Internal Marketing External Marketing Team Buildung Continuous Training Volunteer recognition

29. 1. Volunteering and faith Volunteering in parishes / within Caritas/ Values 2. Volunteer management – fundamental aspects: Quality / Infrastructure / Recognition 3. Study groups: Challenge in volunteering/Plenary: Results 4. Volunteer Manager: HR-Expert/Administrator/Strategist 5.Examples: Crossing national borders to volunteer Volunteer Service for all ages

30. 5. Crossing national borders to volunteer with quality The volunteer service weltwärts: http://www.weltwaerts.de/enhttp://www.weltwaerts.de/en Since 2008 more than 25,000 volunteers have been sent from Germany and dedicated themselves to development projects. Since 2013 about 400 young people from partner countries have been able to do development volunteer service in Germany. Infrastructure: Consulting / Selection / organization / partnership / Vol Quality: preparation / carrying out / evaluation / lastingness Recognition: Individual / by institutions European Volunteer Service: 유럽 자원봉사 협 : https://europa.eu/youth/EU/voluntary-activities/european-voluntary-service_en https://europa.eu/youth/EU/voluntary-activities/european-voluntary-service_en

31. ggg Crossing national borders to volunteer https://europa.eu/youth European Youth Corporate Programme National Programmems

32. ggg Crossing national borders to volunteer www.beso-ev.de http://www.beso- ev.de/deutsch/Freiwilligedienst/weltwaerts.php 10 months Volunteering: Germans in Ecuador; Ecuadorians in Freiburg via Association BeSo e.V. Freiburg government programm weltwaerts

33. Target group 20 hrs10 hrs Pers.Actual place- ments Target placements Employed / in family 18234129,520 (Pre)retirees 2870986380 Migrants (also resettlers) 2116372920 People out of work 803711798,540 People before profession 1031311,540 Students 412161020 People with special needs 1311413,520 East-West-Services 000010 Total 174162336255250 DCV, Date: December 2007 Model-programme Voluntary Service for All Ages

34. Work mentor for mentally retarded employees in the areas housekeeping, kitchen, restaurant and outdoor area Accompaniment during the working hours, extra working time and during trainings by the project manager Work mentor Commitment of (pre)retirees Model-programme Voluntary Service for All Ages

35. Volunteering in an old people’s home in Frankfurt/Oder a.o. a variety of leisure time activities, gardening, chatting and paying weekly visits to a Polish man in the border town of Slubice Chatting to people East-West – Placement People volunteering without professional payment Model-programme Voluntary Service for All Ages

36. Pope Francis to the Volunteers WYD 2013, Rio: “With your smiles, your acts of kindness and your willingness to serve, you have shown that ‘it is more blessed to give than to receive’ ” (Acts 20:35) Thank you for your attention! For further information: P.A.V.E.: www.eyv2011.eu Eugen Baldas a.o., Volunteer! Make a difference! Freiburg 2012 Izabella Csordás, Volunteer Management in Cultural Institutions. A Practical Handbook, Budapest 2012 eugen.baldas@iave.org