Sharing 6 attributes of mutually beneficial volunteering program, 6 drivers for volunteer satisfaction and results of the ASAE Foundation volunteer research plus association examples.

1. Fully Developing Your "Volunteer Workforce"
Applied | Thursday, July 13, 2017 | 3:45 - 4:45 p.m.

2. Peggy Hoffman, CAE
@peggyhoffman
#FSAE17
Kevin Whorton

3. Research
Overview
• Phase 1: Associations
• Part 1 – Association Staff Survey |
1,016 unique association
respondents
• Diverse group …. 39% trade
associations, 43% individual
member organizations, 14%
hybrid, 4% other
organizations
• Part 2 – In-depth Phone interviews
with Staff from 75 Associations
• Phase 2: Members
• 50 associations | 25,250 member
respondents of 121,000 surveyed
(21% response)
• Diverse group … physicians,
nurses, pharmacists, mental
health professionals,
educators, real estate
professionals, architects,
trade associations, etc.
• Phase 3: in-depth audit of key
performance metrics

4. Mutually Beneficial Volunteer System:
a system in which the volunteer makes a
meaningful contribution to the organization’s
mission and the management process makes
a meaningful contribution to the volunteer’s
professional development and personal
satisfaction

5. Mutually Beneficial Volunteer System:
a system in which the volunteer makes a
meaningful contribution to the organization’s
mission and the management process makes
a meaningful contribution to the volunteer’s
professional development and personal
satisfaction

6. 6 Elements
1
Job Design
2
Recruitmen
t/ Selection
3
Orientation
/ Training
4
Managemen
t/ Mentoring
5
Assessmen
t
6
Reward/
Recognition

7. How would you rate your
volunteer management
system in these 6 areas?

8. 6 Drivers
quality of staff who
serve as
liaison/coordinators of
their activity
receptivity of staff to
give their input
appropriate
consideration
the quality of
orientation/introduction
quality of their volunteer
leadership
ability to debate/discuss
issues
time & timing

9. How does your association
rate in delivering on these
drivers?

10. Mutually Beneficial Volunteer System:
Scoring Tool
1. Survey staff and volunteers.
• Parallel construction
• 5-point scales
2. Calculate individual, section and overall averages.
3. Subtract volunteer average from staff average.
4. Analyze gaps at individual attribute level; section
level and overall level.

11. Job Design | Meaningful work
Chief among these are job design that
doesn’t offer flexible scheduling and
effective use of experience

12. Job Design | Meaningful work
•FIT TO
MISSION
GOALS RESOURCES FLEXIBLE
ACCESSIBLE
FIT TO
MEMBERS
TASKS TO BE
PERFORMED
TIME
REQUIRED
KSAs
REQUIRED
APPROPRIATE

13. Job Design | Example
• Volunteer Committee –
Lead!
- Activity engaging
- Developing short-terms
opportunities
- Working with
committees on
developing positions
Board sets
Committee
Charter
Committee ids skills
needed,
commitments
Volunteer
Committee
recruits &
refers

14. Job Design | Example

15. Job Design |
Example
www.isaca.org/About-
ISACA/Volunteering

16. Recruitment/Selection | Right Person-Right Job
• Staff:
• Nearly 50% have to accept volunteers who are
not as committed or qualified
• More than 30% have some/many volunteers not
well-suited for roles they serve
• Volunteers/Non-Volunteers:
• Rate selection process low
Low grades from staff and volunteers

17. Recruitment/Selection | Right Person-Right Job
•VOLUNTEER
REGISTRY/PROFILE
OUTREACH
SELECTION

18. Recruitment/Selection | Example

19. Recruitment/Selection | Example

20. Assessment | Constructive Feedback
• Members: Seeking more feedback – area of lowest satisfaction
• Top ranked items for improvements: Better sense of how their work fits
into the big picture
• Clearer expectations re a job well done
• More feedback!
10% Evaluate
28% say lack of assessment leads to
unqualified volunteers

21. Assessment | Constructive Feedback
•WHO ASSESSES? HOW OFTEN?
WHAT ARE THE CRITERIA?
HOW ARE THEY SCORED?
HOW ARE THE EVALUATIONS
RECORDED AND STORED?
HOW OFTEN ARE THE
EVALUATIONS REPORTED?
TO WHOM?
HOW IS
UNDERPERFORMANCE
ADDRESSED?
WHO REVIEWS THE
ASSESSMENTS/ASSESSORS?

22. Assessment | Example
•Chair evaluates
committee member
VPs evaluates
committee member &
chair
Scores averaged
Feedback
• Self-assessment
• Some done on a 1:1 basis
(by req)
• Just don’t get invited back

23. Assessment | Example

24. How do you assess and
evaluate volunteers and/or
volunteer groups?

25. | Fully Developing Your Volunteer Workforce …
What we looked at …
• Defined Mutually Beneficial Volunteer System
• Explored 6 attributes & drivers
• Shared a scoring tool
• Addressed 3 pain points (job design,
recruitment/selection, assessment)

26. Contact Us
Peggy Hoffman, CAE
President | Mariner Management
phoffman@marinermanagement.com
301.725.2508 | @peggyhoffman
Kevin Whorton
President | Whorton Marketing &
Research
industrysurveys@kwhorton.com
202.258.9889