I.S.O.T.U.R.E.
A Model for Volunteer Management Success
Improving Lives. Improving Texas.
ISOTURE
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Identification
Selection
Orientation
Training
Utilization
Recruitment
Evaluation
Boyce, M. (1971)
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Identification
• Identify needs of the program and volunteer roles
that meet those needs
• Identify the type of volunteers needed
• Develop a position description that outlines
expectations and responsibilities of the position
• Recruit volunteers for specific roles through
targeted marketing
• Identify potential volunteers
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Why Do Volunteers
Volunteer?
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Help Others
Give Back to the Community
Learn New Skills
Meet New People
Fill a Personal Void
It’s Tradition
Influence Others
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How Do You Recruit Volunteers?
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Internet
Mail
Newspaper
One-on-one
Another volunteer
Friend
Actually,
recruitment is
not as hard as
retention!
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Getting Volunteers to Volunteer
• Show them how they benefit!
• Link message to mission: Show how their
work benefits the entire cause
• Job Experience
• Resume Building
• Socialization
• Meaningful Work
• Realistic Commitments
• Flexibility
• Time Well Spent
• Learn About the Community
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Position Descriptions
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Title of volunteer position
Purpose of the volunteer position
Responsibilities of the volunteer
Benefits to the volunteer serving in the
role
Qualifications and skills needed
Time Commitment
Resources Available
Location
Contact Person
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Mismanaging Volunteers
Good volunteer management practices Percentage of nonprofits that use
practice regularly
Matching volunteers’ skills with
appropriate assignments
45%
Recognizing the contributions of
volunteers
35%
Measuring the impact of volunteers
annually
30%
Providing volunteers with training and
professional development
25%
Training paid staff to work with volunteers
19%
Mismanagement
Volunteer Management Capacity in America’s
Charities and Congregations (2004)
Volunteer Turnover
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Selection
• Screen potential volunteers through background
and reference checks
• Review volunteer interest forms and applications
• Interview potential volunteers to learn more about
skills, interests, motivations and attitudes
• Match volunteers’ interests,
talents and time available to
the needed volunteer roles
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Volunteer Selection Process
Position
Description
Orientation
Application
Volunteer
Criminal
Background
Checks
Reference
Checks
Interviews
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Position Descriptions
• Promote success of volunteer in role
• Focus Extension staff on areas of
need
• Communicates expectations
• Determines and outlines future
volunteer roles
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Volunteer Application
• Baseline Information
• Learn of volunteer interests
• Acquire information needed for
criminal background check
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Reference Checks
• In person
• By phone
• By mail
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Interviews
• Conducted by CEA or Volunteer Group
• Learn about:
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Special skills
Interests
Motivations
Attitudes
• Get a gut feeling!
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Screening of Volunteers
• Volunteer screening was implemented to protect youth
and volunteers, and the image and integrity of
Extension and its associated groups
• All direct volunteers must be screened
– 4-H volunteers (4-H CONNECT)
– Master Volunteers (one-page application/authorization
form)
• Volunteers should not fulfill duties until screened and
assigned a volunteer status
• A volunteer’s status is based upon charges,
convictions, frequency of offenses and date of
offenses, with emphasis placed on the most recent 10
years
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Orientation
• Train and orient new volunteers on the county
program and Extension.
• Provide opportunities for volunteers to meet the
entire Extension staff.
• Officially appoint the volunteer to his/her new
position.
• Give the volunteer a copy of the position
description and resources needed to fulfill duties.
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Types of Orientation
• Social Orientation
• Position Orientation
• System Orientation
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Social Orientation
• Introduce volunteers to other
Extension volunteers
• Introduce volunteers to Extension
staff
• Give volunteers a tour of the
Extension office and facilities
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Position Orientation
• Define the expectations of the
volunteer position
• Provide an overview of positive
description
• Explain how volunteers fit into
Extension program and critical role
they play in Extension’s success
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System Orientation
• Review structure and design of Extension,
including
– Mission of Extension
– Definition of Cooperative Extension
– Legislation that created and defined
Cooperative Extension
• Explain base program areas
• Outline various volunteer roles and
opportunities
• Provide an overview of Extension policies
and procedures as it relates to their
volunteer role
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Training
• Provide volunteers with appropriate
subject matter training
• Offer ongoing training opportunities
through a variety of methods, formal
and non-formal
• Provide volunteers with the
resources needed to fulfill
responsibilities
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Utilization
• Support volunteers in carrying out their
responsibilities
• Provide opportunities to use their skills and talents
and follow their interests
• Train them, and give them opportunities to apply
knowledge and skills
• Foster mentoring from other volunteers as well as
professional staff
• Supervise volunteers, providing feedback on their
efforts
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What can I do to empower
my volunteers?
• Understand the concept
• Set the rules
• Put your volunteers to work
• Reap the benefits
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What can I do if my volunteers
refuse to be empowered?
• Take it slow
• Let them feel your passion and
enthusiasm… It’s contagious!
• If they fail to feel empowered,
other problems may exist.
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Recognition
• Recognize volunteers through formal
and informal methods
• Build relationships with volunteers
• Provide feedback and support to the
volunteers
• Be careful not to over-recognize!
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Evaluation
• Process Evaluation
– Examining the process for improvement
• Outcome Evaluation
– What impact did we have (change among
audience)
• Economic Impact
– What impact did we have? (economic
return)
– Hourly rate for volunteer time
What you should be doing right now!
• Learn about the volunteer program you
currently work with
• Listen to and get to know your volunteers!
• Get involved in your community
• Make your role as a volunteer manager a
priority
• Participate in “Everyone Ready”
References
Boyce, V. Milton. “A Systematic Approach
to Leadership Development.” Presented
to county and area 4-H youth agents
conference (PA and Mo). Publication:
Extension Service, USDA (4-H-5), 1971.
Graff, Linda L. Best of All: The Quick
Reference Guide to Effective Volunteer
Involvement. Linda Graff and Associates
Inc., 2005.