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How To Help Your Volunteers Succeed Through Peer Mentorship - Template Thursday

Posted By Sammy Feilchefeld, Training Coordinator, February 9, 2017
Updated: February 8, 2017
 Template Thursday


 

For this Template Thursday, we’re taking a look at volunteer mentorship. Volunteer mentors can provide support to new and developing volunteers by using their experience, knowledge and expertise. In this template, consider the ways you’d want mentors to help volunteers succeed, and possibilities for mentors to keep volunteers from failing. Learn more about mentorship in our newest resource guide & workbook “Volunteer Communities Mentorship,” available free to all Volunteer Toronto Subscribers.

 

 

 Volunteer mentors - support for new volunteers in your organization

 

In-house Training 

As Volunteer Toronto's Training Coordinator, Sammy Feilchenfeld develops and delivers in-person, online and on-demand training in order to support managers and coordinators of volunteers in Toronto’s non-profit and charitable organizations.

Tags:  supervising volunteers  volunteer management  volunteer mentorship  volunteer program  volunteer recruitment  volunteer retention  volunteer training 

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3 Common Screening Practices That Might Be Barriers To Finding Great Volunteers

Posted By Melina Condren, Director of Engaging Organizations, January 26, 2017
Updated: January 26, 2017
 Image of dictionary meaning for

Estimated reading time: 3 minutes

In my last blog post, I shared my thoughts on a common requirement that we see in position descriptions that acts as a barrier to lots of potential volunteers: fluency in English. I’d like to continue the discussion about reducing barriers to volunteering by outlining some common screening steps and why they might not always be the best option for finding the right volunteer for the right position.

First, I want to acknowledge that having a defined screening process and following all the necessary steps for every applicant is important. I’m not suggesting that you should skip screening steps or modify them based on the applicant’s needs, just that you should consider whether all the screening steps you’re using are actually necessary for the role. If not, you may be excluding a lot of potential volunteers.

 

Police Reference Checks:

Police checks are a very common screening step for volunteer positions, but they should only be used when necessary. In fact, it’s a violation of the Ontario Human Rights Code to base selection decisions on a criminal record unless it’s a bona fide requirement of the position; to learn more about Police Checks and the OHRC, check out our online course on the subject.

Police checks can be a barrier to many people for many reasons. People who are new to Toronto won’t be able to provide a police check from the area. People may not want to disclose information necessary for a police check, such as a name change, that is completely irrelevant to the position. And really, people just may not be willing to go through an unnecessary invasive process. Police checks are important for certain positions, but if they’re not necessary for the one you’re recruiting for, skip them.

 

Professional References:

Professional references can be a good way to learn about an applicant’s work style, and their strengths and weaknesses in a work context. But for applicants who are underemployed, new to the city, new to the workforce, or retired, providing relevant professional references can be a challenge. Think about whether you can get the information you’re looking for another way. Can you ask for a sample of relevant work to judge the quality for yourself? Can you find out about their reliability through a personal reference? If there’s a valid alternative to asking for professional references, consider making some changes to your screening process to make it more accessible to people who aren’t in the workforce.

 

Phone Interviews:

Sometimes a phone interview is used as a quick, convenient way to screen applicants. Although this definitely has its benefits, it can be difficult for some people to understand what’s being said and communicate clearly over the phone. Rather than removing phone and video interviews completely, you can be more accommodating to people’s needs by offering alternatives, such as an email or instant message interview, or a quick in-person interview.

 

Screening applicants is an incredibly important process for making sure you have the right volunteers in the right positions. By making sure that you remove as many barriers as possible from your screening process, you’ll be opening the doors of your volunteer program to a whole new pool of applicants.

 

Photo of Melina CondrenMelina Condren oversees all of Volunteer Toronto's services for organizations, including our training program, volunteer management conference, subscriptions program, and new Grassroots Growth project. Her priority is to ensure our services are effectively helping non-profits build capacity through volunteer involvement and continue to meet the ever-evolving needs of the voluntary sector.

Tags:  barriers to volunteering  finding volunteers  how to find great volunteers  leaders of volunteers  volunteer management  volunteer managers  volunteer screening  volunteer screening best practices 

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Ways To Adapt Your Volunteer Engagement for Event Volunteers

Posted By Kasandra James, Subscriptions Coordinator, December 8, 2016
Updated: December 7, 2016
 

Infographic: Ways To Adapt Your Volunteer Engagement for Event Volunteers 

 


As Volunteer Toronto’s Subscriptions Coordinator, Kasandra James is the first point of contact for non-profits looking for support. She facilitates monthly Subscriber Circles - discussion groups for managers and coordinators of volunteers, contributes to our Sector Space newsletter and social media communications, and makes sure our subscriptions package continues to help non-profit organizations build capacity through volunteer involvement. 

 

Tags:  best practises in volunteer engagement  Event volunteers  Infographic  orientation  recognition  recruitment  screening  training  Volunteer engagement  volunteer management  volunteer managers 

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How To Keep Your Volunteer Program Compliant With The Sexual Violence & Harassment Action Plan Act

Posted By Sammy Feilchenfeld, Training Coordinator, December 2, 2016
Updated: December 5, 2016
 Sexual Violence & Harassment Action Plan Act

Estimated reading time: 3 minutes

 

On September 8, 2016, the Sexual Violence & Harassment Action Plan Act (also known as Bill 132) came into force. Here’s what you need to know to ensure your volunteer program is compliant and you’re protecting volunteers, employees and board members from sexual harassment and violence.

 The Act made changes to the Occupational Health and Safety Act to:

  1. Expand the definition of workplace harassment to specifically include workplace sexual harassment, and
  2. Determine the obligations of employers to be more proactive in addressing harassment in the workplace

There are a few things you’ll need to do to make sure that your organization is complying with Bill 132, and they involve volunteers along with employees.

 

Policy – Including Sexual Harassment

First, your organization must review and update your Workplace Violence & Harassment Policy to include the definition of workplace sexual harassment. Here’s the definition from the Ministry of Labour:

“(a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or

(b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome;”

 

Program – Complaints, Investigations & Results

 Next, you’ll need to create a written program to implement this policy by creating mechanisms for volunteers, employees and board members to make complaints and report incidents. This program should clearly explain the process for how complaints are made and how they’ll be responded to.

 Your organization must take complaints seriously and implement an investigation and reporting process for every complaint. Failure to do so may result in the Ministry of Labour engaging a third party for investigation – with the cost falling entirely on your organization. This investigation process should resolve the complaint, and your policy should address the repercussions for individuals who have been proven to sexually harass others in your organization.

 

Training – Letting Everyone Know

 The last compliance measure is that you must train everyone – staff, volunteers and board members – about your Workplace Violence & Harassment Policy. Your training should answer these questions:

·       What is sexual harassment?

·       How will volunteers make complaints and/or report incidents?

·       What will happen after a volunteer makes a complaint?

·       How will results of the investigation be shared?

 

The Ministry of Labour has produced a Code of Practice to help you understand your requirements. Our online Legislation course can also help you understand the many obligations your organization has to ensure a compliant volunteer program. If you have any other questions about implementing this new change to Ontario law, contact Sammy at sfeilchenfeld@volunteertoronto.ca or 416-961-6888 x235.

 

Get in-person volunteer management advice from our experts!

As Volunteer Toronto's Training Coordinator, Sammy Feilchenfeld develops and delivers in-person, online and on-demand training in order to support managers and coordinators of volunteers in Toronto’s non-profit and charitable organizations.

Tags:  Ontario Government Legislation  Sexual Harassment  Sexual Violence & Harassment Action Plan Act  Volunteer Assessment  volunteer engagement  Volunteer Management  Volunteer Program Policies  Volunteer Survey 

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Design Thinking: An Innovative Way To Approach Your Volunteer Program

Posted By Christine Martin, Senior Manager, Volunteer Engagement, Evergreen, November 18, 2016
 Ways to innovate your volunteer program

Estimated reading time: 4 minutes

Design is everywhere in our lives – from websites to buildings to smartphones. The mindsets and processes that have been behind them are now being applied to everything from the retail experience to health care to education. But what about volunteer engagement and the non-profit sector more broadly? It’s time to add to our toolboxes in this area so we can adapt and improve to meet the challenges of an ever-changing sector, in an ever-changing world.

But what is design thinking?  At its heart, it’s a practice that uses a host of creative tools and approaches to identify and solve problems for the benefit of users. It’s about improving products, processes and services.  It’s collaborative. It is human-centred. It’s creative. It focuses on action.  And it has huge potential to transform volunteer engagement. 

We all want volunteer engagement to be amazing and add value – for our volunteers, for our staff and of course, for our organization’s clients and mission.    In a way, each of these groups are “users” of volunteer services. Through applying design thinking, we can open up new possibilities for these users, resulting in a better experience for staff and volunteers. At Evergreen, it’s about putting myself in the volunteer’s shoes – what is it like when they look for an opportunity? What are they experiencing on their first day of volunteering? How might we make it better?

By exploring what’s possible, looking at the whole system and digging into our challenges, we can take volunteering to a whole new level. So, pull together a diverse, collaborative team and follow these key stages for a design-thinking approach:


EMPATHIZE: Really understand your users and their experiences and challenges


DEFINE: Use this understanding to be clear about the real problem you want to address


IDEATE: Come up with as many solutions as possible – encourage divergent thinking, no judgement, then narrow it down.


PROTOTYPE: Explore how the possible solution might look; work using physical objects or models.  This will help stimulate better conversation to surface new insights, questions and needs.


TEST: Try it out with your user – how is it working?  How can we improve?

 

The design thinking world is full of tools. Tools like brainstorming and interviewing will feel familiar while point-of-view madlibs or how to draw toast might seem downright strange. However, two key tools really stand out with potential for innovating volunteer engagement:  empathy mapping and journey mapping. 

 

EMPATHY MAPPING

Using deep knowledge of your volunteers, ideally from direct observation and interaction, you can synthesize this knowledge into four key quadrants: what a volunteer is saying and doing and what it seems they are thinking or feeling – use this to help identify needs and insights better.

Here's an example of what an Empathy map can look like:

 Empathy Map Example
 From David Leetch Ed Tech

 

Here’s a few more examples of Empathy Maps:

DSchool

Desiging A New Way of Thinking: A New Approach to Solving Social Problems - Charity Village



JOURNEY MAPPING

Imagining a persona of a volunteer, map out their actions/experiences with you as a volunteer over time. Along a parallel timeline, map the moments when the volunteer is interacting with you organization – virtually or in person and what the volunteer attitudes and needs might be at various steps. Where are the pain points?  What stands out? What are possible solutions?

Here's one example of a journey map:

 Journey Map Example
 From 7 Things To Consider When Designing A CX Journey Mapping Workshop

 

Here’s a few more examples: 

Designing CX

IDEO

 

The field of design thinking is rich and deep and proving to be incredibly powerful for innovation and for organizations to thrive. Imagine if this were applied to how we engage volunteers and work with stakeholders and clients. Imagine if we could quickly identify and adapt to emerging trends and opportunities.  Imagine if you had a ready toolkit to identify the hard questions and transform your organization.  Imagine.

 

Christine Martin is the leader and designer behind Evergreen’s dynamic and varied volunteer engagement which engages over 7000 volunteer a year in about 70 different roles across the country, and especially at Evergreen Brick Works in Toronto. She’s committed to equipping and empowering volunteers and staff to reach their potential in partnering together to achieve great things. She loves to apply innovation, facilitation and collaboration approaches to all aspects of her work and to share this with others to help them thrive.

Tags:  Design thinking  empathy mapping  innovative thinking for volunteer management  journey mapping  volunteer management  volunteer program 

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Accessibility & Volunteer Programs - Online Learning Sneak Peek!

Posted By Sammy Feilchenfeld, Training Coordinator, September 8, 2016
Updated: September 7, 2016
 Volunteer Toronto Sneak Peak


With recent changes to the Accessibility for Ontarians with Disabilities Act, you may be wondering how to ensure your volunteer program is accessible and inclusive for clients and volunteers. Volunteer Toronto just launched our newest Volunteer Management Basics course “Accessibility & Volunteer Programs” FREE for Subscribers!

Check out a sneak peek at this course before you try the 4 pre-recorded modules on disabilities, serving clients and accommodating volunteers.


 

 

Only Subscribers can get access to “Accessibility & Volunteer Programs.”

Not a Subscriber? Check out all the great benefits and subscribe today!

 



As Volunteer Toronto's Training Coordinator, Sammy Feilchenfeld develops and delivers in-person, online and on-demand training in order to support managers and coordinators of volunteers in Toronto’s non-profit and charitable organizations.

Tags:  Accessibility for Ontarians with Disabilities Act  Accessible volunteer programs  AODA  Making you volunteer program accessible to everyon  Volunteer Management 

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INFOGRAPHIC: How Setting Expectations Can Make Giving Volunteer Feedback A Breeze

Posted By Kasandra James, Subscriptions Coordinator, August 4, 2016
Updated: August 3, 2016
 

Infographic: How Setting Expectations Can Make Giving Volunteer Feedback A Breeze 

 


As Volunteer Toronto’s Subscriptions Coordinator, Kasandra James is the first point of contact for non-profits looking for support. She facilitates monthly Subscriber Circles - discussion groups for managers and coordinators of volunteers, contributes to our Sector Space newsletter and social media communications, and makes sure our subscriptions package continues to help non-profit organizations build capacity through volunteer involvement. 

 

Tags:  Volunteer Feedback  Volunteer Management  Volunteer Program 

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Stop Trying To Do It All! Making The Case For Volunteer Management Assistants

Posted By Sammy Feilchenfeld, Training Coordinator, June 23, 2016
Updated: June 22, 2016
 Volunteer Management Assistant

Estimated reading time: 3 minutes 

As a manager of volunteers, you have a lot on your plate: planning volunteer roles, making position descriptions, recruiting, screening, matching, supervising…the list goes on! Sometimes, it’s too much to handle, but there’s a way to get the help you need through the resources you already have: a volunteer assistant!

You could engage one or more volunteers to assist you in aspects of your role. By creating a new set of responsibilities and duties for volunteer assistants, you’re allowing more volunteers to gain worthwhile skills and experience and a deeper understanding of the world of volunteer management. What can these volunteer assistants actually do to support you?

  • Contact volunteers for interviews, check-ins and/or follow-ups
  • Schedule volunteers and events
  • Manage your volunteer database through data entry & clean-up
  • Review volunteer policies & procedures and recommend updates
  • Review and prepare position postings
  • Read potential volunteer applications
  • Contribute suggestions and help make changes to improve the volunteer program
  • Assist with volunteer program evaluation

...and more!

Think about the different parts of your role that you could use some extra help for and if those aspects can be supported by a volunteer. Remember to consider your own policies, such as confidentiality and privacy, to ensure you’re not breaking any rules by having your volunteers support the different functions of your role.

 

Making the Case for Support

Now that you know the benefits of having a volunteer assistant and what they might be able to do to help you, how do you make the case for this type of support? With every volunteer role, you’re ensuring the volunteer program strives to meet your mission. A volunteer assistant is a highly-valued and important role that helps you sustain and improve the volunteer program while also expanding your and the organization’s capacity. It allows the volunteer program to get more done and also gives your existing volunteers new leadership opportunities and pathways. Finally, it creates transparency around your program and helps volunteers feel connected to the change-making process that can improve their work and the entire organization.

Since volunteer engagement is already at the heart of your role, it might be time to bring a volunteer on to help you develop your volunteer program. Let these volunteers in and your entire organization can be better for it!

 



As Volunteer Toronto's Training Coordinator, Sammy Feilchenfeld develops and delivers in-person, online and on-demand training in order to support managers and coordinators of volunteers in Toronto’s non-profit and charitable organizations.

Tags:  need assistance  office assistants  overworked  Volunteer assistant  Volunteer Management 

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How to Apply the 5 Rules of Improv to Volunteer Management: What I learned at PAVRO’s 2016 LiVe Conference

Posted By Kasandra James, Subscriptions Coordinator, June 3, 2016

Estimated reading time: 2 minutes

 

I had the pleasure of attending PAVRO’s LiVE Conference for the first time this year at the beautiful Nottawasaga Inn Resort. From May 25 to 27, volunteer managers from across Ontario came together under the theme: Today’s Vision, Tomorrow’s Reality – Retreat, Recharge, Realize. Over 3 days, we engaged in workshops that covered a range of topics from the Power of Storytelling and Workplace Safety, to Human Rights & Diversity and Servant Leadership.

However, as a first-time attendee, the most intriguing ideas came during Thursday’s lunchtime keynote from Jennifer Spear of Cleanslate Strategies. During her presentation on how volunteer managers could Lead Unscripted, she encouraged us to apply the 5 rules of improvisation to our role as volunteer managers:


1.   It’s Not About You

 In improv, what’s happening on stage is never about you, but about your co-performers and your audience .The same applies for volunteer management. The work we do is about the clients we serve, the volunteers we lead and the people we work with. Keeping the focus on them ensures we are in tune and ready to address their needs.


2.   Our Common Goal

Improv performers all want the same thing – to tell a great story that entertains and engages their audience. Volunteer Managers must lead in a way that ensures that our programs are mission-focused and aligned with other stakeholders in our organizations. Our programs, volunteers and systems must all work towards our organizations’ goals.


3.   Accept All Offers

On stage, it is the duty of every performer to accept all offers – that means saying yes to everything! Volunteer managers maybe can’t say yes to EVERYTHING, but we need to remain open to ideas and offerings from those around us. Nothing should be dismissed without thought and consideration.


4.   Yes And…

 More than just accepting every offer, improv requires that performers build on what they’re given in order to move the story forward. Being an unscripted volunteer manager means taking what volunteers offer and bringing them to the next level –incorporating great ideas and making changes to the way we work that can better serve our Common Goal.


5.   Be Present and in the Moment

The greatest challenge of improv (as far as I’m concerned) is that it requires you to be in the moment at all times. To effectively capitalize on new ideas and fluid situations, performers and volunteer managers both need to be out of our heads and in the moment. This can mean getting out of established mindsets of how things have “always been” and reacting to what is happening right now.


 

 


As Volunteer Toronto’s Subscriptions Coordinator, Kasandra James is the first point of contact for non-profits looking for support. She facilitates monthly Subscriber Circles - discussion groups for managers and coordinators of volunteers, contributes to our Sector Space newsletter and social media communications, and makes sure our subscriptions package continues to help non-profit organizations build capacity through volunteer involvement. 

 

Tags:  improv and volunteer management  new forms of volunteer engagement  Volunteer Management 

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Screening, dating or both: How to approach your volunteer interview

Posted By Lori Gotlieb, Lori Gotlieb Consulting, May 26, 2016

Estimated reading time: 2 minutes

Although volunteer management processes are as varied as the organizations that use them, one process that is usually consistent is the interview. This stage of the volunteer cycle is key to learning about the volunteer: who they are and how they can make a difference in a meaningful way. But standard interviews may not reveal all the unique skills and capabilities that a volunteer could contribute.

If we want to learn about what a volunteer can do for our organization, rather than whether or not they’re a good fit for a specific, defined role, we need to have an open mind to see where the conversation leads. It is your role to set the stage for the interview to encourage dialogue and comfort so the potential volunteer can feel comfortable to discuss their:

  • Skills
  • Experience
  • Motivation
  • Hobbies
  • Expectations
  • Personal goals
  • Passions

So, the question is: are we taking this time to only screen or are we allowing a conversation to start where each party learns from each other and you “get to know each other”, like on a first date?

The first date concept is more of a conversation, where both parties are exploring the opportunity to partner in a mutually beneficial relationship. These conversations are more exploratory in nature and may require another meeting to agree on a specific role or project for the volunteer.

 

What can you do to begin this process?

  • Build an interview process that allows for a blend of exploratory questions and basic knowledge transfer between you and the volunteer to lay the foundation of the conversation.

  • Keep the conversation going; you may identify a role for the volunteer at that meeting, but you may want to take their information and explore internally where their skills may be of greatest value

  • Be open to new ideas

  • Train those who interview to be creative and open-minded

 

As you start this process and grow this culture of creativity in your volunteer program, you will find that your colleagues will consider how volunteers can be an asset to their programs and reach out to you for your expertise in connecting unique volunteers to unique roles.

Hopefully this will be a beginning of a wonderful relationship!

 

Lori Gotlieb is the President of Lori Gotlieb Consulting as well as co-developer and faculty member for Humber College Volunteer Management Leadership Certificate. She is a volunteer management expert who provides a unique concierge service to her clients. She is also an internationally published author and workshop facilitator who has taught workshops to many diverse audiences across North America. In 2012, Lori was the recipient of the Linda Buchanan Award for Excellence in Volunteer Management. 

You can reach here at  lorigotliebconsulting@gmail.com 


Tags:  how to screen a volunteer  volunteer interviews  volunteer management  volunteer screening 

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What's The Best Volunteer Management Database For You - Tips From The Bottom Up

Posted By Claire McWatt, Project Coordinator, May 19, 2016
Updated: May 18, 2016
 

Estimated reading time: 3 minutes

In our most recent workshop, Leading Beyond the Core, the Grassroots Growth team explored the vast expanse of online databases for managing volunteers. Grassroots groups, like all non-profits, have to make decisions about how to best manage their lists and online presence. New software products are coming out every day, and features change at such a rapid pace that it can be a huge challenge to keep up. So, how do you choose the right content management system? The answer is: by being a smart consumer.

Back in the day, volunteers were managed using lists and contact sheets. They were mobilized by making phone calls. Computers brought us Excel spreadsheets, scheduling apps and e-mail, making things a lot easier. In the world of Web 2.0, we’ve seen all kinds of volunteer management software emerge, with a litany of shiny new capabilities, for a wide range of prices. Today, platforms such as Volgistics, Better Impact, and so many others compete in a saturated market for our precious business.

The market has changed a lot. We now have options that integrate all the features needed to run a non-profit and/or campaign into a one-stop-shop platform. Nationbuilder, widely becoming the benchmark, is a very popular integrated option. Volunteer managers are also testing new software, like Timecounts, with the capability to send text messages and tag volunteers with a wide range of extra skills.

For grassroots groups, there are five key points to remember when considering your management needs:

1. What can you realistically afford?

Platforms range from free to thousands of dollars per month. Some bill annually, some monthly. It’s great to have everything, but your budget will be a big factor in what you ultimately choose.

2. What are the needs of your organization?

Some platforms are best for mobilizing people, others for managing memberships. The type of work you do will factor heavily into what kind of product best meets your unique needs.

3. How many volunteers do you have in total?

If you have a lot of volunteers, standalone volunteer management software may be very useful. The more volunteers you have, the more likely it is to be necessary, and the more likely you are to need one that has more fancy features.

4. What are your shift-management needs?

If you need to manage a lot of volunteers at the same time (usually for events), you may want standalone volunteer management software, or at least the free or paid add-ons available in integrated products. Further, if you need to manage volunteers across different areas, standalone software is probably best for you.
 
5. What is your technological proficiency?

Are you an Excel pro? Sometimes the best option is what the person using it is most familiar with. If your volunteer manager has been using one platform forever and knows it inside and out, sticking with old faithful can sometimes be your best bet.


In the end, it is most important to consider your volunteer needs, and to reexamine them often. The market changes, and so do your volunteers. Taking the time to consider whether your database is working for you, both in the larger context of your non-profit, and as it makes your volunteer manager(s) life easier, will help you stay up-to-date and on-task.



 

 

Claire leads the development of the Grassroots Growth project’s online community of practice, including the Peer Mentorship Forum and Wiki Resource Directory. She also manages relationships with Grassroots Growth partners, handles project administration, and collaborates with the Education Coordinator and Outreach Coordinator in research, training and outreach.


Tags:  Free resources  volunteer engagement  volunteer management  Volunteer Management Databases 

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In Good Company: Is your workplace ready for an employer-supported volunteering program?

Posted By Volunteer Canada, April 28, 2016
Updated: April 27, 2016

 

Employer-supported volunteering (ESV) is increasingly prevalent as businesses recognize the positive effects it has on companies, employees and quality of life in their communities.

 

ESV is any activity undertaken by an employer to encourage and support the volunteering of their employees in the community[1]. In 2013, 37% of Canada’s 12.7 million volunteers, or 4.7 million, received some type of formal support from their employer[2]. Forms of employer support include: changing hours or reducing workload; allowing use of facilities or equipment to carry out volunteer activities; providing recognition or a letter of thanks; or offering paid time off.

 

ESV benefits everyone involved, but there isn’t a one-size-fits-all approach. It is important to consider what will work for your employees. For example, small and medium enterprises (SMEs) may face different challenges than a larger corporation. Understanding the values and motivations of employees at each stage of their working lives is key to effectively engage today’s multi-generational workforces. When ESV programs are aligned with a company’s business objectives, the benefits can transfer to their bottom line by way of improved employee retention, recruitment and performance.

 

To make your ESV program sustainable, it is important to evaluate its impact, and report that impact back to the employee volunteers.

 

Interested in learning more? Consult Volunteer Canada’s Canadian Code for Employer-Supported Volunteering. You can also attend Volunteer Canada’s upcoming forum, In Good Company that will feature speakers and in-depth discussions on current issues and trends in ESV.

 

In Good Company: A Community Building Forum for Businesses and Non-Profits will take place June 8-9 at the Eaton Chelsea Hotel in Toronto, Ontario.

 

Volunteer Toronto members are invited to register at the Volunteer Canada member price.

 

Click here to register.



 

 

 

 

 

 

Volunteer Canada is the national voice for volunteerism in Canada. Since 1977, we have been committed to increasing and supporting volunteerism and civic participation. We collaborate closely with volunteer centres, local organizations and national corporations to promote and broaden volunteering. Our programs, research, training, tools, resources and national initiatives provide leadership on issues and trends in Canada’s volunteer landscape.

 


 

Tags:  Ontario Employment Standards Act  Volunteer canada  volunteer engagement  volunteer management 

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Seasonal Volunteer Planning - Template Thursday

Posted By Sammy Feilchenfeld, Training Coordinator, April 14, 2016
Updated: April 12, 2016
 Template Thursday


Will you be recruiting volunteers for summer roles this year? If so, it’s time to start planning now. Summer camps, sports groups, festivals and events will all be recruiting volunteers for summer programming over the next couple of months—to make sure you’re on track, use our free planning resource for seasonal recruitment! Feel free to download, print or photocopy this resource, taken from our Short-Term Volunteers workbook, and check out our other great resources here. Keep an eye out for more free templates in the weeks to come.

 

 

 

As Volunteer Toronto's Training Coordinator, Sammy Feilchenfeld develops and delivers in-person, online and on-demand training in order to support managers and coordinators of volunteers in Toronto’s non-profit and charitable organizations.

Tags:  Free resources  planning for volunteers  volunteer management  volunteer management professional development  volunteer manager resources 

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VECTor 2016 Storify Recap!

Posted By Sammy Feilchenfeld, Training Coordinator, March 22, 2016

Tags:  Storify  Twitter  VECTor 2016 recap  Volunteer Management  Volunteer Management Conference  What Happened at VECTor2016 

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Measure Twice, Cut Once - Evaluating The Effectiveness of Your Volunteer Program

Posted By Sammy Feilchenfeld, Training Coordinator, March 16, 2016
Updated: March 14, 2016
 

Estimated reading time: 4 minutes

A program evaluation is a process of reviewing all or part of a program to determine how efficiently and effectively it meets its goals. While you might be evaluating your volunteers regularly, you may not be evaluating the volunteer program itself! Through an assessment of key evaluation questions and determining proposed outcomes, you can collect data to analyze the success and impact of your volunteer program.

So why bother going through all of this effort? Here are a few great ways that a program evaluation can help you improve your volunteer program:

 

Measure efficiency

Do you sometimes struggle with finding work for volunteers to do? Do you have too many volunteers working on the same task? Your program’s efficiency can be improved by determining the work that needs to be done and the best way to do it (how many volunteers & volunteer hours, for example).

 

Measure effectiveness

Do you have a long-standing program that doesn’t meet changing needs? Are your volunteers resistant to changes that can improve program delivery? Your program’s effectiveness speaks to the success of volunteers – and their work – striving towards your organization’s mission. You can improve your volunteer program’s efficacy by understanding and eliminating the barriers to success.

 

Measure Impact

Are you going beyond efficiency and effectiveness and making lasting changes in the lives of clients? Do you know how to measure the direct impact of volunteers on clients? Even if you know your program’s impact is already felt or understood by the people who benefit from it, you can improve and advocate for your program by properly measuring and showcasing its impact. It will motivate your volunteers by showing them their impact, help you assess an overall direction for your volunteer program, and give you proof that your program is working that you can share with funders and decision makers.

 

How do you conduct an evaluation of your volunteer program in the middle of everything else you’ve got going on? Let us help you get started with “From Start to Finish: Building the Tools You Need to Evaluate your Volunteer Program” on April 21. You’ll leave this full day workshop with your evaluation questions written, logic model complete, achievable and well-planned goals established, data collection methods ready to go and a step-by-step plan to interpret your data. We’ll coach you through the process and you’ll be ready to take on your program evaluation with all the tools ready to go! Interested in learning more and signing up – click here and register today!

 

As Volunteer Toronto's Training Coordinator, Sammy Feilchenfeld develops and delivers in-person, online and on-demand training in order to support managers and coordinators of volunteers in Toronto’s non-profit and charitable organizations.

Tags:  evaluation  how to be more efficient in your volunteer program  Program evaluation  volunteer management  volunteer managers  volunteer programs  volunteers  ways to improve your volunteer program 

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