TASKS 1 & 2

IDENTIFY ORGANIZATIONAL READINESS AND OPPORTUNITIES TO ENGAGE VOLUNTEERS. [Key Knowledge Area] Governance principles and models for not-for-profit organizations The typical governing board will expect its board members to: Participate actively Be knowledgeable and ensure that they understand the organization, mission, direction, expectations of members and  policies Do their homework to ensure that they are appropriately informed Provide active support for the fundraising and other resource development activities of the organization Ideally, they are the organizations: Advocates Ambassadors Advisors Active Fundraisers Ultimately the board is accountable for all acts undertaken in the name of the organization, whether or not those acts are formally approved or implemented by the board itself. 

SOURCE: Nonprofit Governance and the Work of the Board, David O. Renz, Ph.D.

IDENTIFY ORGANIZATIONAL READINESS AND OPPORTUNITIES TO ENGAGE VOLUNTEERS. [Key Knowledge Area] Respective roles of volunteer board members and staff with respect to governance and management Defining the roles of board and staff can be challenging because of the dual leadership structure of nonprofits. This challenge can be overcome by: Defining clear roles Setting expectations Board and Staff Work Together to: Ensure effective planning (i.e. Understands staffing levels in creating the strategic plan) Support and Evaluate the Chief Executive Evaluate Programs and Services Avoid asking the staff for special requests for extensive information

SOURCE: Beyond Fundraising: New Strategies for Nonprofit Innovation and Investment 2nd Edition by Kay Sprinkel Grace

CREATE STRUCTURED PROCESSES FOR THE IDENTIFICATION, RECRUITMENT, ORIENTATION, TRAINING, EVALUATION, RECOGNITION, RETENTION, AND SUCCESSION OF VOLUNTEERS. [Key Knowledge Area] Volunteer recruitment, orientation, training, management, motivation, retention, recognition, and evaluation techniques Volunteering is Vital! It's an important form of philanthropy. However, organizations typically mismanage the volunteer process and underutilize their volunteer resources. 8 Steps of Volunteer Engagement When we fail to plan ahead and organize ourselves around the 8 steps of engagement, "it’s not fair, it frustrates the volunteer, it results in poor quality work, and (sometimes worst of all) it leaves a volunteer with a negative impression of the organization that they will communicate to other prospective volunteers and even donors!" VOLUNTEER VALUES A clear, specific, and understandable assignment or role, An assignment that aligns well with their knowledge, interests, and abilities, A manageable assignment that has a clear beginning and end, A good reason to do the work, A reasonable timeline for completing the task, Information, knowledge, and the tools necessary to do the work well, Some form of accountability and feedback so they know whether they have done the work well, Recognition and reward appropriate to the work they have done, and A chance to provide feedback to the agency about how the work and how they feel about it.  

SOURCE: Making the Most of a Valuable Resource The Care and Feeding of Volunteers, David O Renz