volunteer training & supervision
TRANSCRIPT
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Volunteer
Training and Supervision
The presentation will begin momentarily. Please be certain that you have speakers connected or dial in using the phone number provided then enter the access code followed by the # sign.
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Presenter: Sandra MillerConsultant/Trainer, Volunteer Centers of [email protected]
Administrator: Chelsea Martin Program Manager, Volunteer Centers of [email protected]
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Michigan Community Service Commission, Michigan Nonprofit Association, Volunteer Centers of Michigan, Michigan Campus Compact, and the LEAGUE Michigan with support from the Connect Michigan Alliance Endowment Fund and the Corporation for National and Community Service, are proud to support the ENGAGE Volunteer Management training series.
www.mnaonline.org www.mivolunteers.org
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Goals
• Identify the purpose and importance of volunteer training and supervision.
• Identify a process.
• Share tips and tools.
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Training & SupervisionWill Vary by
Organization and
Volunteer Position
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TRAINING & SUPERVISION
SETTING THE STAGE FOR SUCCESS
Establish Expectations
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Purpose
• Make Connections• Build Trust• Set Expectations• Teach Skills• Increase Self-confidence
• Prevent problems• Evaluate “the match”• Redirect, Reassign• Risk management
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Obstacles to overcome
Diversity• Culture• Experience• Skill levels
Time Constraints
Motivations
High Expectations “Don’t waste
my time”
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Four Steps in Training Volunteers
Step 1: Identify Training Needs
Step 2: Design Training—Starts with the position description
Step 3: Deliver Training
Step 4: Assess and Refine Training
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IDENTIFY TRAINING NEEDS
Step One
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Training
The process of providing volunteers with the ability to perform specific types of work
Skills
Attitudes
Knowledge
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• Safety• Process• Background—cause, effects, solutions
Increase Knowledge
• Task related—review position description• Application of knowledge• Equipment Operation
Increase Skills
• Cultural, Diversity• Awareness of Community Needs• Problem-solving
Change Attitudes
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DESIGN TRAINING
Step Two
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Goals
• Provide resources
• Facilitate discussion & sharing
• Identify best practices specific to volunteer recruitment and retention
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POLLWho trains your volunteers?• One staff member• Staff—depending on volunteer position & duties• Other volunteers—buddy or mentor system• Volunteer leaders
What is included in your training? Type an example in the chat box.
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Training must:• Be relevant• Build on participants’ experience• Be interactive• Appeal to different learning styles--visual, auditory and
experiential modes• Allow for participant to apply learning• Demonstrate immediate value
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Know Your Community
• Consider Cultural Differences & Expectations• Provide for Diversity including Disabilities
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Different Needs & Expectations
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ADULTS YOUTH
Problem-centered Subject-oriented
Results-oriented Future-oriented
Self-directed Often--Adult-directed/lead
Skeptical about new information Likely to accept new ideas
Seek currently applicable informationLearning must “make sense”
Seeks opportunities preparing them for the future. Enjoy exploring theoretical
Experience-based Must build the experience
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Specify the Competencies
• Meals on Wheels: Deliver food • 2-1-1: Provide relevant information to caller• Mentoring: Listen with empathy
Task skills
• Plan route and approach for delivery• Develop familiarity with communication technology• Arrange comfortable, uninterrupted environment
Task Management
Skills
• Strategies for special issues such as client illness, vehicle breakdown, refusal of meal, etc.
• Circumstances triggering a referral• Managing confidentiality issues INCIDENT REPORTING
Contingency Management
Review the volunteer positions description
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DELIVER THE TRAINING
Step Three
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Four principle decisions
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WhenWhere
WhoHOW
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When:
• When volunteers are open to it
• Before the training is needed
• When the learned information can be applied quickly
• When it is convenient
22Indianapublicmedia.org
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POLLHow is your training done?
• Group training on site• Group training off-site• Manual• Video• OnlineRaise your hand if your organization requires several hours of training.
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Where:
• SAFE
• CONDUCIVE TO LEARNING & TRANSFERANCE OF SKILLS– At the project Site– Lab setting
• CONVENIENT– Your building (or the location where the volunteering will occur)– At the volunteer’s place of employment– In a public area
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WHO Consider
Credibility• Establish trust• Connect with volunteers• Represent the community
Knowledge, Skills• Experience with tasks• Subject-area knowledge• Knowledge of organization• Communication skills• Presentation skills
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How • Consider volunteer needs—time & availability
– Person-to-person– Online—Google Tools & Groups, Email,
Skype– Videos, Manuals
• Consider how learning will be measured
• Need to simulate the environment
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ASSESS & REFINE
Step Four
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• Participant evaluations
• A reflection exercise at the end of the training
• “Check-in” sessions with volunteers
• Observation/Supervision– Volunteer’s performance evaluation– Volunteer Feedback
• Other
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METHODS
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Review
ReviseRetrain
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SUPERVISE & SUPPORT
NEXT—Follow Up
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Steps in Supervising Volunteers
• Step 1: Define and Communicate Clear Expectations (Training)
• Step 2: Guide and Support Volunteers
• Step 3: Elicit & Provide Feedback & Recognize
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PURPOSE
• Direction• Support & Advice• Connection• Prevent Problems• Redirect, Reassign• Recognition• Evaluation• RISK MANAGEMENT
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TYPE AND DEGREE of supervision varies
Number of Hours
Nature and Demands of the Role
Volunteer’s Experience & Skills
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Types & Methods
• Self Direction/Check-in• Monitoring• Prior Approval• Directing
• Informal Catchup• Phone, email• Group Supervision• Direct Supervision• Buddying/Mentoring
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Guidelines• Take care of the person, not the task
• Provide guidance the way that works for the volunteer.
• Support is not bossing or controlling
• Everyone is different and all have their own preferred supervision style.
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Confronting Problems
Anticipate• Have a policy• Provide training• Provide supervision
Support• Appropriate time & place• State purpose• Describe the situation—no
judgments • Use I statements, avoid “you
statements”• Ask for feedback—what’s their side
of the story?• Summarize their viewpoint• Explore solutions• Ask—How can I help?• Summarize and write up agreement
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Effects
• Retention• Proficient Performance• Volunteer well-being• Staff buy-in and expectations• Agency effectiveness• Client Satisfaction • Agency image
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THANK YOU
Please respond to the evaluation that you will receive by email.
Your input is valuable
Next webinarMarch 28—Evaluation and Feedback
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