The Diversity of Volunteers

1. The Diversity of Volunteers The Evaluation Process

2. Specifics of the Class • *How important is it to understand the nature of diversity? • *Diversity as a Challenge. • *How the diversity affects the organization and the volunteer workforce? • *Is it necessary to evaluate a person who is not being paid and what is the Process of Evaluating a Volunteer? • * Why evaluate the volunteer program?

3. Specifics of the Class * Avoid Volunteer Burnout * Performance Problems * How could I utilize this class “The Diversity of Volunteers and Evaluation Process” and how the organization could benefit from this?

4. Diversity of Volunteers • The inclusion of different types of people (as people of different races or cultures) in a group or organization. • Diversity is depend entirely on who comprise the volunteer workforce and more on characteristics than race. • Diversity is about learning and adapting to include different perspectives and processes to be effective volunteers within in an organization.

5. Diversity of Volunteers • Merriam Webster clearly defines diversity as “the condition of being diverse [or] composed of distinct or unlike elements or qualities”. • Involving people of different races or cultural backgrounds, which is certainly a very important factor in the fulfillment of organization’s mission or goal.

6. How important is it to understand the Nature of Diversity? • Maintains harmony in the workplace • Appreciating proper cultural influences, languages, and terminologies may prevent the message from being discriminatory or the wrong message being transmitted. • The inability to understand and manage diversity in the workplace can be extremely harmful. It can cost in discrimination suits, litigation time, money and a negative community or organization's image. • Understanding the nature of diversity helps the organization to understand a culture’s needs and wants, and helps to assist within an ethical code.

7. Diversity is a Challenge • Diversity in the workforce is something an organization will increasingly have to understand with volunteers from all types of backgrounds. • Diverse Experience • Learning And Growth • Communication Issues • Integration Issues

8. Advantages of a Diverse Team • Diversity can build not only a healthy unit but a healthy community and stronger organization . • Diversity is bringing together a diverse group of people to work and communicate effectively and efficiently. • Diversity is understanding the differences we all bring to the table and being able to respond to those differences in a positive manner. A broader range of skills and abilities.

9. Advantages of a Diverse Team • Helps volunteers to be role models thus encourage others from similar groups to volunteer and help increase their aspirations • Enhance awareness within the organization as a whole • Being more able to understand and respond to the needs of the local community or organization

10. Advantages of a Diverse Team • New ideas and fresh approaches being generated by people from different backgrounds and with different outlooks . • Better Division of Labor • Greater Creative Input

11. Are Volunteers covered byEqual Opportunities Employment Legislation?

12. Equality A diverse group of volunteers makes your organization more welcoming to and more representative of the local community or organization.

13. *Is it necessary to conduct an Evaluation and what is the Process of Evaluating a Volunteer?* Why evaluate a person who is not being paid?

14. Why evaluate volunteers?

15. EVALUATION Recognition prejudice Acknowledgment unjust

16. Evaluating Volunteers • Unfair • Unappreciative • Absurd • Inappropriate • Prejudiced • frivolous

17. Evaluating Volunteers • By completing evaluations: • Running a serious program • Competent Volunteers • Ensure Volunteers are getting the experience and skills they would like to enhance. • Professional and Career Development • Determine the quality of the volunteers' experience within the organization.

18. Evaluating Volunteers • To monitor how the program is doing, a reflection on the quality of volunteer workforce, and a way to find ways to improve the program and to assist volunteers. • Vital part of the total management of the volunteer program of an organization. • These appraisals provide documentation on performance and are used in coaching and counseling.

19. Volunteer Evaluation Process • It begins by clearly defining a volunteer’s: • responsibilities by developing accurate position descriptions (role) • Volunteer Evaluation of Support and Self-evaluation Form, • Competency Evaluation Form • Volunteer’s position description

20. Volunteer Evaluation Process • Evaluation process closely mimics the standard used for paid employee.

21. When should a volunteer evaluation be conducted? • Continuous • Quarterly • Annually

22. By providing them with the following: • Sufficient orientation to the organization • Clear and appropriate expectations • Proper training and equipment • Ongoing communication • Evaluation of performance • Regular reinforcement and recognition Empower volunteers

23. Performance Problems • Keep the tone serious • Remember to give feedback on an ongoing basis so that the evaluation is not a surprise • Be specific about the areas in which the volunteer needs improvement • Let the volunteer know that you and the program expect quality performance • Include any positive information to balance with the negative • Set mutually agreed-upon goals for improvement • Offer additional training if appropriate and available • End the session on a hopeful note.

24. Avoid Volunteer Burnout • Being well-oriented to the workplace/organization • Having available training and ongoing (educational opportunities) • Having meaningful work with specific • Responsibilities • Having a dedicated space and the necessary resources • Being respected • Having available support, such as childcare • Volunteer or ongoing meetings to exchange information and offer volunteer support • Being recognized for work done.

25. Sample Volunteers Handbook

26. Resources∗ • Hernandez, G., & Visher, M.G. (2001). Creating a Culture of Inquiry: Changing Methods-and Minds-on the Use of Evaluation in Nonprofit Organizations. (San Francisco, CA: The James Irvine Foundation). • National Network for Health, www.nnh.org/products/eval1-2.htm. • Outcome Measurement Network, www.unitedway.org/outcomes/. • Spiegal, R.A. Accountable Good: Program Evaluation in the Nonprofit Sector. Washington, DC: The Advisory Board Foundation, 1999. • W.K. Kellogg Foundation. W.K. Kellogg Foundation Evaluation Handbook. Battle Creek, MI: W.K. • Kellogg Foundation, 1998. www.wkkf.org/Pubs/Tools/Evaluation/Pub770.pdf [Accessed August 24, 2004].

27. Web-based Resources∗ • http://www.energizeinc.com/ • http://www.kdk-harman.org/knowledge/evalresources • http://www.jffixler.com/about-us • http://www.volunteerhub.com/ • www.samhsa.gov/fbci/volunteer • http://www.uaf.edu/files/ces/4h/staff4h/pov/volunteerprogramevals

28. GOOD LUCK on your Evaluation Plan!!! THANK YOU!!!