DCE 3203 KESUKARELAWANAN PROF. DR. TURIMAN SUANDI JABATAN PEMAJUAN PROFESIONAL & PENDIDIKAN LANJUTAN
Sinopsis Kursus l Kursus ini menerangkan konsep asas & teori dalam kerja sukarela; l pengertian kerja sukarela & kepentingannya dalam pembangunan sumber manusia; l teori & amalan dalam perencanaan program sukarela; l isu, permasalahan & cabaran kerja sukarela dalam tranformasi sosial. l 3/19/2018 2
Objektif Kursus l Pada akhir kursus ini pelajar dapat l l 3/19/2018 menerangkan konsep, falsafah dan kepentingan kesukarelawanan dalam pembangunan sumber manusia. (C 5) menunjukkan kecenderungan mengamalkan tindakan secara sukarela. (A 5) merancang, melaksana dan menilai program/aktiviti sukarela. (P 7) menjana sumber yang boleh disumbangkan kepada individu atau badan sukarela. (P 7) 3
UNIT DALAM MODUL Unit 1: l Definisi dan konsep kerja sukarela l Unit 2: l Kualiti seorang sukarelawan l Unit 3: l Ganjaran sebagai sukarelawan l Unit 4: l Cabaran seorang sukarelawan l 3/19/2018 Unit 5: l Jenis kerja sukarela l Unit 6: l Pengurusan sukarelawan dan organisasi sukarela l Unit 7: l Penilaian kerja sukarela l Unit 8: l Ke arah masyarakat penyayang l 4
UNIT 1: DEFINISI DAN KONSEP l Kesukarelawanan “…satu tindakan membantu yang dilakukan oleh seseorang individu yang begitu bernilai kepadanya, l dan pada waktu yang sama tidak ditujukan untuk mendapatkan imbuhan material atau dipaksa oleh orang lain. ” l l 3/19/2018 (Turiman Suandi, 1991) 5
UNSUR-UNSUR DALAM KESUKARELAWANAN l Altruisma l Komitmen l Kerelaan l Imbuhan l Keorganisasian l Paedah psikologi l Pengorbanan 3/19/2018 6
Youth volunteerism l Despite negative stereotypes, most youth are well-adjusted l Majority perform some form of volunteerservice and contribute to the community l Volunteerism promotes so many positive outcomes that it is essential to encourage this among youth
Activity 1 Facts about volunteerism Take a few minutes to answer the Volunteerism Quiz
Facts about volunteerism What is “volunteerism? ” Answer: It is the act of providing service for others for reduced or no cost 1) 2) What types of volunteering are there? Answer: A LOT 3) What percentage of youth in the US volunteers? 4) How many hours do teen volunteers contribute annually? Answer: C. 60% 4) Approximately how many hours do teenage volunteers contribute annually? Answer. A. 2. 5 billion hours 5) How much does teenage volunteering contribute to the yearly US economy? Answer. D. $35 Billion 6) What best describes the volunteer trends among teens in the US? Answer. C. In recent years, the percentage of youth who volunteer has been increasing – up 12% in the last decade 7) Which of the following best describes the status of volunteerism in
Activity 2 Volunteerism … What’s the Big Deal? In small groups, pairs, or on your own, list down as many benefits of volunteerism you can think of. You will be asked to share this with the larger group.
Who and how does volunteerism help? Did your responses fall into these groups? Did you name other beneficiaries? B ro y ad oc iet er ec rs on de om Br oa y Family youth School Local organizations and volunteer agencies Friends and peer group Neighborhood & community Social services
Benefits for the specific targets - This includes the local organizations and the clientele of those organizations - Volunteers help cut down costs of organizations, and makes services available to a larger audience
Benefits for the immediate & larger community Volunteers make social services available to more people in the community - Volunteerism promotes a sense of empowerment and connection to the community among youth - - Youth who volunteer are more likely to stay in or return to their communities - Volunteerism contributes to economic vitality – youth contribute over $35 billion per year in volunteer hours - In other words, both directly and indirectly, youth volunteers contribute to community vitality
Benefits for the volunteers - Volunteer work provides an opportunity to learn new skills and valuable work experience (enhancing marketability both for work and college acceptance) - Volunteer experience is a context for developing significant relationships with like-minded peers and others - The experience of volunteerism can help develop many social competencies – identity development, compassion, sense of agency (ability to make a difference), leadership, confidence and self-esteem. Volunteerism contributes to positive youth development!
Activity 3 Volunteerism … a Tool for Positive Youth Development In small groups, pairs, or on your own, discuss how youth volunteerism serves as a tool for positive development using the 40 Developmental Assets as a resource
Volunteerism as an asset to youth Assets critical to successful development (Search Institute, 2006) Internal Assets External Assets Support – 1) family support, 2) positive family communication, 3) other adult relationships, 3) caring neighborhood, 4) caring school climate, 5) parent involvement in school Commitment to learning- 20) achievement motivation, 21) school engagement, 23) homework, 24) bonding to school, 25) reading for pleasure Empowerment- 6) community values youth, 7) youth as resources, 8) service to others, 9) safety Positive values – 26) caring, 27) equality and social justice, 28) integrity, 29) honesty, 30) responsibility, 31) restraint Boundaries- 10) family boundaries, 11) school boundaries, 12) neighborhood boundaries, 13) adult role models, 14) positive peer influence, 15) high expectations Social competencies – 32) planning and decision making, 33) interpersonal competence, 34) cultural competence, 35) resistance skills, 36) peaceful conflict resolution Constructive use of time – 16) creative activities, 17) youth programs, 18) religious communities, 19) time at home Positive identity – 37) personal power, 38) self-esteem, 39) sense of purpose, 40) positive view of future Do you see how volunteerism might help youth by providing some (even all) of these assets?
Activity 4: Should I or shouldn’t I? Consider the following situations and try to put yourself in the shoes of the characters. Answer as best you can regarding factors that might encourage or discourage youth from volunteering.
1. 2. 3. My name is Joan. I’m a 14 year-old teenager from your community. I’ve heard about some volunteer possibilities in our neighborhood, and I’ve thought about it once or twice. However, I don’t really volunteer because … I’m Johnny, 16 years old. I’ve been volunteering for an organization a full year now. The reason I got involved in volunteering was … I am a program coordinator for a children’s reading program. Last year, I recruited volunteers from a high school to help tutor children who had difficulties in reading. We took everyone who signed up. For some reason, we’ve lost a lot of volunteers. Why do you think this didn’t work?
l What were the reasons you stated as possible explanations of why a teen might decide to volunteer? What reasons did you give for why they might not? l Compare these to the top reasons youth report
Top reasons for how youth get involved in volunteerism Asked by relative, friend, or co-worker Asked by someone in organization Asked by boss or employer Was asked by someone else Approached by organization Other reasons/ Not reported Source: Bureau of Labor and Statistics (2005).
Top reasons for why youth don’t volunteer (i. e. , among those who volunteered previously) No one asked Not member of organization Wasn’t interested Practical concerns (e. g. , transportation) Not required, not relevant to current situation Burn-out; Didn’t enjoy Wasn’t interested Lack of time Other/ Not reported Source: Bureau of Labor and Statistics (2005).
Possible reasons why youth drop out l l l No longer fun/enjoyable/engaging Not developmentally appropriate No rewards (whether compensation, grades, praise, or appreciation) Not a good match – for instance, youth does not enjoy solitary activities, and the volunteer work is mainly solitary No clear direction or leadership – activities might not be clearly set up, the goals might not be clear, and volunteers might not be given enough guidance on what to do
Given these factors, what are some of the things you can do as parents, educators, recruiters to encourage youth to volunteer?
Summary Youth volunteerism has numerous benefits for the community, for other individuals, and for the volunteers themselves l Volunteering supports youth in their positive development – encouraging the development of skills, providing work experience, and social competencies like empathy, self-esteem, leadership, and identity development l Many factors encourage and/or inhibit volunteerism among youth. As adults, we should be aware of these factors and find l
SOALAN Begitu indah dan murninya kerja sukarela. Tetapi, mengapa semangat kesukarelawanan semakin hari semakin merosot di kalangan masyarakat? l Ada yang mengatakan bahawa melibatkan diri dalam kerja sukarela hanya membuang masa sahaja. Apa pandangan anda? l Apa akan berlaku jika sudah tidak ada lagi semangat kesukarelawanan dalam kalangan pekerja dalam sesebuah organisasi; atau dalam sebuah keluarga? l 3/19/2018 25
UNIT 2: KUALITI SEORANG SUKARELAWAN l Mempunyai kepercayaan yang tinggi terhadap satu perjuangan atau sesuatau yang bermakna dan luhur l Mempunyai rasa kasih sayang terhadap masyarakat, organisasi dan orang yang berada di sekeliling mereka 3/19/2018 26
l Sukarelawan sebagai: Pelajar l Jurulatih l Agen perubahan l Perancang l Mentor l 3/19/2018 27
Volunteers "You matter because you are you, and you matter until the last moment of your life. We will do all we can, not only to help you die peacefully but also to live comfortably until you die. " -Dame Cicely Saunders Horizon Hospice Founder of the Modern Hospice Movement “A hospice volunteer is someone who listens to me until I hear what I’m saying. ” - a hospice patient
Introduction l Why volunteer for hospice? l Who volunteers for hospice? l What is the role of a hospice volunteer? l How are Horizon Hospice volunteers prepared for their role?
Why volunteer for hospice? l l l l To give back to the community Learning and Education To become more comfortable with the realities of illness and death To develop new skills or refine old ones Social opportunity Beneficent utilization of time Help make informed personal or career choices Expression of faith/ belief/ spirituality
Who volunteers for hospice? l People with time: the retired, those between careers or in transition. l Students. l Professionals. l Those who seek a “comfort level” in the face of illness and death. l Family members of hospice patients who saw “hospice in action” and want to give back.
What is the role of a hospice volunteer? l Being there l Listening and supporting l Errands and breaks for caregivers l The “eyes and ears” of hospice l Fill roles that cannot be filled by other team members l Laundry and Dog-walking l Organizing photographs and mementos l Assist patient with “life review”/ help them tell their story
l Reading/ recreational opportunities l Help patient fulfill their hopes and dreams before they die l Education of patient and family about home- based care / advocate for patients in long-term care facilities l Bereavement support for family members after the death l Communicate with team l Write reports after visits for patient charts l Attend hospice meetings and educational events
Helpful suggestions for hospice volunteers l l l Change your view of dying persons as “sick” people. Death is a natural part of the life-cycle. It is not your role to fix things for people. Fixed people rarely feel good about being fixed, as it implies there is something “wrong” with them in the first place Hospice volunteering is more about being than doing. As we are a doing society, this can be a challenging role. There is no such thing as “just” a volunteer. As a hospice volunteer, you are equal in
Philosophy of Volunteerism Horizon Hospice volunteers are an integral part of our team and a fully integrated component of the organization’s human resources. Horizon Hospice was founded by volunteers, and we continue to rely on them for support in quality patient care, bereavement support and administration.
Implementing the Philosophy Provide them the information they need to Volunteers are part of be effective, including team extension numbers, and patient the team so invite them to team information. meetings! l Allow them time off between assignments, and opportunities for Provide comprehensiveself-care training and orientation Provide job descriptions Provide ongoing opportunities for l l l
Recruitment l Advertising: print media l Word of Mouth: other volunteers l Faith communities: church newsletter announcements l The worldwide web: www. volunteermatch. org Horizon Hospice website: www. horizonhospice. org
Volunteer applicants at Horizon Hospice l Should demonstrate good listening skills and l Healthy boundaries l Undergo a “behavioral interview” to demonstrate good judgment
Orientation l l l Application process includes two reference checks and interview. Volunteers undergo orientation and training similar to new staff and their competencies are tested. Photo ID’s, training manuals and safety equipment are distributed to all volunteers Volunteers are offered a Hepatitis vaccine and must undergo a twostep Mantoux test for TB Personnel and health files are kept
Training Syllabus includes: l l l l l History and Philosophy of the hospice movement in general and Horizon Hospice in particular. The Mission Statement Ethics. Scope of Services. Therapeutic relationships and boundaries Spiritual and Bereavement Care. Active Listening and Communication skills. Home and Street Safety. Infection Control and Universal
Scenarios for discussion and role–play exercises in volunteer training l l l The primary caregiver is so relieved to see the volunteer because she is totally burned out with care-giving. It is your first telephone call to the family or patient since you took on the assignment. How do you begin the conversation? The family has left for an event and you are alone with the patient who is too tired to have a conversation or who dozes off. The family leaves and the patient tells you: ”I just wish this was over. ” You are sitting at a patient’s bedside when a family
Scenarios, continued: The caregiver or patient ask you to volunteer a full day next week even though the suggested volunteer limit in the Horizon Hospice manual is four hours per week. l You notice the patient is in a soiled or unclean environment. l The family offers you a gift before you leave. Imagine that gift, large medium or small. l The patient tells you she has doubts she is going to get better and that she still has many things she feels she wants to do in life. She tells you it is grossly unfair that she has worked hard to raise a family and now just when they all had flown the nest and she was about to retire and enjoy life, she gets “hit by this. ” Imagine your conversation. l
Volunteer Training Social Work l Boundaries l Active Listening Scenarios l What to do with Suicidal Ideations/Abuse or Neglect Scenarios l Social Work Role on the Hospice Team
What are boundaries? l Boundaries are understood, sometimes unspoken, physical and emotional limits of the relationship l Boundaries are a framework that give patients and hospice team members a range of acceptable behavior.
Boundaries, cont’d l Boundaries are an excellent way to care for yourself as a hospice volunteer. l We ask our volunteers to give their assigned patient no more than 4 hours of their time in any one week period l Role Play: The caregiver of a patient asks you to return tomorrow for another eight hours, even though today you already completed your four hours for the week.
Friendly Volunteering vs. Friendship A hospice volunteer relationship is an important part of therapeutic process l As patients and families face end of life issues signs of intimacy may appear. Patients and family members often want to talk about really personal issues. An untrained ear might interpret this as an invitation to friendship. l
Scenarios Brother or sister of patient asks you out on a date. l You give your personal home phone number to the patient/ family. l The family offers you a gift before you leave. Imagine that gift: large, medium or small. l The patient asks you to bring him to the bank and then to the gambling boats. l
Social or Therapeutic? Casual friendly or romantic in nature l Serve the interests of both parties l Are for mutual interest and pleasure l An agreed upon purpose and time frame Hospice Volunteers l devote self to interest of patient l carry the authority of specialized knowledge and skill l maintain objectivity l
Boundary Crossings and Violations How to know when they are happening? Blurring of boundaries can occur one small step at a time and almost without warning l Be aware of your feelings l Ask yourself can I share this with the volunteer coordinator or the hospice team? l Are you making special exceptions to the plan of care? l Do you feel a sense of entitlement or that this is “your” patient? l
Are my boundaries clear? l How would I feel if my actions were published on the front page of the Tribune, or if someone told my friends and family about them? l Ashamed, embarrassed, proud, accomplished, helpful?
How to know if you are crossing the boundary line Be aware l If I feel uncomfortable telling the other team members what happened, then it is quite possible that boundaries were violated. l If I am unsure how to behave or about the ethics of a situation, it is always best to ask advice from a team member. l Always act in the best interest of the patient l
Why is this an issue? l Hospice volunteers are caring people and want to do what’s best l In hospice work, boundaries can easily become blurred due to the nature of what we do and the setting (We are in patients’ homes and in their world. ) The population we serve is vulnerable and may not be aware of interpersonal boundaries.
Active listening scenarios The family leaves and the patient says “ I just wish this was over. ” l (Segue: suicidal ideation) l The patient tells you she has doubts she is getting better and that she has many things she still wants to do in life. She tells you that it’s grossly unfair that she’s worked so hard to raise her family and now just when they have all flown the nest and she is about to retire, and enjoy life, she gets hit by this. Imagine your conversation. l The primary caregiver is relieved to see the volunteer because she is totally burned out with care giving. l
More Scenarios You go to patients home and discover the patient has bruises and is fearful and uncommunicative during your visit. This is totally out of character from previous visits. l You notice the patient is in a soiled/unclean environment l Nursing home staff remain unresponsive to your suggestions for relieving patient’s discomfort. l
Role of the Social Worker in Hospice l Provide emotionally supportive counseling l Advocate for community resources l Connection between patient/ family expectations and volunteers l Assists with advance directives, benefits and funeral planning l Ensures Patient rights respected and self -determined
Case study l Sarah is a young, single hospice volunteer who is assigned to a patient with stage IV Lung cancer. Recently, the patient—who is actively declining-- has been asking her questions of a very personal nature that she feels uncomfortable answering. The questions relate to her religious and spiritual views as well as her dating history! When Sarah asks for guidance, what might you say to her as a team member?
Volunteer Retention Invitations to attend weekly team meetings, l Quarterly educational inservices and support groups l Communication with team members while on assignment: each volunteer is provided with the telephone extension of the nurse, social worker, chaplain, and volunteer coordinator. They in turn, are provided with the volunteer’s l l l Annual Recognition event with the presentation of Awards Discounts for annual benefit and other fundraising events Invitations to memorial services Biannual newsletter Team skills
Volunteer Community Network Workplace, schools, colleges, Trained volunteers Hospitals, community events bring these skills to their families, homes and Hospice volunteer workplace l Knowledge of Communities of faith: Parent, spouse, child, sibling Parish, temple, hospice allows Extended family church, mosque trained volunteers to help their communities make informed choices about end-of-life l
What volunteers say: l “Hospice patients and their families give me so much more than I could ever give them. ” l “I have volunteered with many helping organizations but with hospice I feel especially valued as part of the team. ” l I enjoy being on the team. I never feel alone and it’s good to have comprehensive support. ” l “ Volunteering for hospice is more about being with people than doing things for them. It is truly a ministry of presence. ” l “Each case is so unique. In over 20 years as a volunteer with Horizon Hospice, I haven’t been with two patients who were similar. ”
UNIT 3: GANJARAN SEBAGAI SUKARELAWAN l Rasa kepuasan diri dan pencapaian diri l Mendapat pengetahuan, kemahiran dan pengalaman baru 3/19/2018 60
l Peluang untuk bertemu dengan masyarakat berdasarkan spektrum yang luas; dari masyarakat biasa hinggalah kepada pemimpin korporat dan orang kenamaan, l di samping mewujudkan persahabatan dari seluruh pelusuk tanah air dan dunia antarabangsa l 3/19/2018 61
Thomas Wolf (1999) l 10 sebab mengapa manusia melibatkan diri dalam kerja sukarela: l Rasa kepuasan diri l l Altruism l l meluaskan bulatan persahabatan dan membentuk hubungan peribadi Belajar mengenai sesuatu bidang l 3/19/2018 penting ke arah kehidupan yang baik Sosialisasi l l kepuasan peribadi dan membentuk imej kendiri yang positif mempelajari lebih dalam satu-satu bidang 62
l Membentuk dan mengekalkan organisasi l l Membentuk hubungan profesional l l rasa kebanggaan dengan kejayaan dan pembangunan yang berterusan dalam organisasi dengan anggota penting dalam komuniti; mewujudkan hubungan yang akan membawa kepada menarik klien dan peluang perniagaan atau pertubuhan profesional dan peluang -peluang yang lain Berada di hadapan dalam organisasi l 3/19/2018 penting untuk syarikat memberi sumbangan kepada masyarakat 63
l Menerima latihan dan pengalaman l l Membuka peluang masuk ke dalam organisasi l l untuk pencapaian matlamat peribadi pintu masuk untuk terlibat dalam sesebuah organisasi Prestij dan imej dalam masyarakat l 3/19/2018 menjadi sebahagian daripada sistem sosial merupakan satu prestij dan penghormatan yang tinggi. 64
AL BAQARAH 261 l Perumpamaan orang-orang yang menafkahkan hartanya pada jalan Allah, seperti sebutir benih yang tumbuh menjadi tujuh tangkai, pada tiap-tiap tangkai ada seratus biji, dan Allah melipat gandakan bagi siapa yang dikehendaki. Nya, dan Allah Maha Luas (kurnia. Nya) lagi Maha Mengetahui 3/19/2018 65
Keys to a Successful Volunteer Program
Mission and Planning Assessing organizational climate l Assessing personal needs l Volunteers’ needs l Support and commitment from employees l Board committee l
Volunteer Job Design Creating volunteer positions l Designing volunteer job descriptions l Policies and procedures for volunteers l
Recruitment l l l l Volunteer motivation Recruiting volunteers to do the job Advertising and marketing your program Recruiting materials Targeting for special skills Short/long term Cyber volunteers
Five Principles of Recruitment 1. 2. 3. 4. 5. Some people are more inclined to volunteer than others and, therefore, are easier to recruit. People are most likely to volunteer their help under conditions of a strong helping situation, i. e. if there is a pressing need, no alternative source of help, and a likelihood that their help will have a direct and positive impact. The decision to volunteer is based on an analysis of costs and benefits. People are attracted to particular opportunities and causes, not to volunteering in the abstract. People are more willing to volunteer for high status than low status organizations. From “Recruiting Older Volunteers” by Lucy Rose Fischer, Ph. D, The Journal of Volunteer Administration, Spring 1993
Interviewing and Placement Volunteer application l Interviewing l Selection and placement l Volunteer agreement l
Orientation and Training Orientation to the organization and its mission l Job training l Continuing education l
Motivation and Recognition Keeping and nurturing volunteers l Evaluation l Recognition of volunteers l Recognition of employees l
The Volunteer/Employee Team Bridging the gap l Volunteer/employee relations l Conflict resolution l Productive confrontation l Teams that work l
Volunteer Diversity What is diversity? l Managing diversity l Recruiting for diversity l
Volunteer Program Scorecard Program evaluation l Volunteer evaluation l Employee supervisor evaluation l A+ A+
Volunteer Bill of Rights The right… l l l l l To be treated as a co-worker To a suitable assignment To know as much about the organization as possible To training for the job To continuing education To sound guidance and direction To promotion and a variety of experiences To be heard To recognition To a place to work and the tools to do the work Adapted from The Voluntary Action Center
Recognition Brainstorm On each quarter-sheet of paper, write one thing that you like about yourself, that you do well, that you are proud of, that you feel good about, etc. Keep the writing simple, brief, and anonymous. Hand the quarter-sheets to the activity monitor. The activity monitor will shuffle the quarter-sheets and re-distribute them to small groups for discussion. The task at hand is to devise an appropriate strategy that meets the following guidelines: Either free or extremely low cost Supports the organization or program mission Honors and benefits from the volunteer’s strength
In Summary l l l Putting it all together Where to go for help NMS (858)292 -5702 DOVIA (619) 819 -7747 www. energizeinc. com www. nonprofitrisk. org
UNIT 4: CABARAN SEORANG SUKARELAWAN Komitmen dari sukarelawan sejawat untuk menyelesaikan satu tugas atau memenuhi tanggungjawab dalam organisasi yang begitu berkurangan l Tanggungjawab & pertanggungjawaban sukarela yang tidak dipenuhi l 3/19/2018 80
l Kegagalan untuk menyempurnakan sesuatu tugas & permasalahan l Persaingan dengan sukarelawan yang lain untuk mendapatkan pengiktirafan & ganjaran 3/19/2018 81
Tidak dinafikan bahawa kerja sukarela boleh mengundang kepada banyak masalah. l Justeru, persiapan rapi adalah sangat diperlukan. l Kita perlu pastikan bahawa kita cukup terlatih untuk memberikan bantuan kepada orang lain. l Mana mungkin kita dapat memberikan pertolongan terbaik jika kita sendiri tidak mempunyai kemahiran serta persiapan rapi. l 3/19/2018 82
If to do were as easy as to know what were good to do, chapels had been churches and poor men’s cottages princes’ palaces William Shakespeare 3/19/2018 83
3/19/2018 84
2 of 3 volunteers stop volunteering because of poor management. ************** Volunteers, especially “Baby Boomers”, have high expectations: • Good customer service • Meaningful service activities • Well organized experience
Volunteer Management Cycle PLANNING – obtaining buy-in; designing member positions; creating application forms; developing applicable policies and procedures; and educating others in the organization about involving members RECRUITMENT – who, why, where, when and how. Who would be the ideal member? Why would they be interested in your member opportunity? Where and when can you reach these people? How can you create a recruitment message that encourages potential members to serve for your organization? Orientation and Training – to give the general information about your organization and the specific information about the member position, provide year long training around position specific, leadership, and life after Ameri. Corps. Supervision and Evaluation – You need to know that the member is fulfilling their role effectively and the member needs affirmation too - assess how the member placement is going and if changes could be made to improve the member’s satisfaction or performance. Recognition – happens in an informal way every time a “thank you” is said. Formally, members are thanked through celebrations and recognition events planned in their honor. It is important that the thank you fits the member; you need to know your members so that they can be thanked in a way that leaves them feeling truly recognized.
High Quality Principles – Initial Discussion 1) 2) 3) 4) What principles stand out for you the most? What are your greatest challenges in this area? What effective practices do you currently do that fit with one or more of these principles? What ideas do you have that you could implement or talk with other staff back at your programs about that could help you to ensure one or more of these principles
Activity Guiding Principles 1) 2) 3) 4) 5) The future in born in webs of human conversation Compelling questions encourage collective learning Networks are the underlying pattern of living systems Intelligence emerges as we connect in diverse and creative ways Collectively, we have access to all the wisdom and resources we need
Activity Etiquette 1) 2) 3) 4) 5) 6) 7) 8) Focus on what matters Contribute your thinking Speak your mind and heart Listen to understand Link and connect ideas Listen together for insights and deeper questions Document, Document HAVE FUN!
High Quality Principles – Wrap Up 1) 2) What are the top 2 priorities that stand out for you What two steps or ideas are you going to take or implement when you get back to your work?
Planning l Conduct a needs assessment that at a min. involves the community; l Get buy-in from all stakeholders in project planning and development; l Project vision, mission and goals that fit with those of the overall organization; l Organization budgets money
Planning l Other org. staff see volunteers as assets and understand their roles; l Organization implements strategies to promote positive staff/volunteer relationships; l Top management demonstrates support; and l Regularly assess project strengths and challenges
Recruitment and Selection l Written description of the qualities of an ideal candidate based on community needs and program activities; l Written list of benefits volunteers receive as a part of service; l Written position descriptions, developed in conjunction with stakeholders that detail essential and marginal functions, time commitment, workload, supervisor, etc. ; l Written, strategic, innovative year-long recruitment and selection plan, developed in conjunction with stakeholders
Recruitment and Selection l Recruit and select a diverse pool of volunteers that reflect the communities in which they serve; l Actively recruit individuals with disabilities; l Application elicits enough information to determine whether the prospective volunteer is a potential fit; l Selection process thoroughly assesses volunteer background, skills, accomplishments, motivation, goals, and commitment
Recruitment and Selection l Selection process involves a diversity of participants that have a stake in program; l Program matches volunteers to appropriate positions and sites; and l Program gets feedback from partners on effectiveness of recruitment and selection process;
Support l l l Agreement that outlines expectations, agreements, and consequences (signed by volunteer and organization) Written list of skills and knowledge volunteers need to serve Assess training needs with volunteers and sites Orientation is planned and developed with stakeholders and prepares volunteers for beginning of service Provide volunteers with information on community and agency Written, year-long training plan, developed in partnership with stakeholders
Support l Yearly evaluations that provide performance feedback (2 times per year for Ameri. Corps State and National) l Yearly opportunities for volunteers to assess program impact and support l Use evaluations to make yearly programmatic and volunteer improvements l Written strategy to retain volunteers l Provide each volunteer with a point of contact that provides support and supervision
Recognition l Written plan to internally and externally recognize volunteers for accomplishments and community impact l Implement creative motivational strategies l Allow for reflection opportunities to celebrate and document accomplishments and experiences l Provide documentation to volunteers that demonstrate their impact
SELAMAT BERTEMU LAGI UNIT 5 - 7
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