DCE 3203
KESUKARELAWANAN
PROF. DR. TURIMAN SUANDI
JABATAN PEMAJUAN PROFESIONAL & PENDIDIKAN LANJUTAN
Sinopsis Kursus

Kursus ini menerangkan
konsep asas & teori dalam kerja sukarela;
 pengertian kerja sukarela & kepentingannya
dalam pembangunan sumber manusia;
 teori & amalan dalam perencanaan program
sukarela;
 isu, permasalahan & cabaran kerja sukarela
dalam tranformasi sosial.
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3/16/2016
2
Objektif Kursus

Pada akhir kursus ini pelajar dapat
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3/16/2016
menerangkan konsep, falsafah dan kepentingan
kesukarelawanan dalam pembangunan sumber
manusia.(C5)
menunjukkan kecenderungan mengamalkan
tindakan secara sukarela.(A5)
merancang, melaksana dan menilai program/aktiviti
sukarela.(P7)
menjana sumber yang boleh disumbangkan
kepada individu atau badan sukarela.(P7)
3
UNIT DALAM MODUL
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Unit 1:
 Definisi dan konsep kerja
sukarela
Unit 2:
 Kualiti seorang
sukarelawan
Unit 3:
 Ganjaran sebagai
sukarelawan
Unit 4:
 Cabaran seorang
sukarelawan
3/16/2016
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Unit 5:
 Jenis kerja sukarela
Unit 6:
 Pengurusan sukarelawan
dan organisasi sukarela
Unit 7:
 Penilaian kerja sukarela
Unit 8:
 Ke arah masyarakat
penyayang
4
UNIT 1: DEFINISI DAN KONSEP

Kesukarelawanan
“…satu tindakan membantu yang dilakukan
oleh seseorang individu yang begitu bernilai
kepadanya,
 dan pada waktu yang sama tidak ditujukan
untuk mendapatkan imbuhan material atau
dipaksa oleh orang lain.”

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3/16/2016
(Turiman Suandi, 1991)
5
UNSUR-UNSUR DALAM
KESUKARELAWANAN
Altruisma
 Komitmen
 Kerelaan
 Imbuhan
 Keorganisasian
 Paedah psikologi
 Pengorbanan
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3/16/2016
6
Youth volunteerism
Despite negative stereotypes, most
youth are well-adjusted
 Majority perform some form of volunteerservice and contribute to the community
 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?
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
an asset
to youth
Assets critical to successful as
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?
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?
 Compare these to the top reasons youth
report
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Top reasons for how youth get involved in
volunteerism
Asked by relative,
friend, or co-worker
Asked by boss
or employer
16.50%
1.30%
Asked by someone in
organization
21.10%
Was asked by
someone else
1.60%
39.60%
Approached by
organization
19.90%
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)
3.10%
No one asked
2.10% Not member of organization
4.50% Wasn’t interested
Practical concerns (e.g.,
5.80% transportation)
2.20%
Not required, not relevant to
current situation
0.70% Burn-out; Didn’t enjoy
4.50% Wasn’t interested
Lack of
time
64.50%
12.40%
Other/ Not
reported
Source: Bureau of Labor and Statistics (2005).
Possible reasons why youth drop out
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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
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Youth volunteerism has numerous benefits
for the community, for other individuals,
and for the volunteers themselves
 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
 Many factors encourage and/or inhibit
volunteerism among youth. As adults, we
should be aware of these factors and find
SOALAN
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Begitu indah dan murninya kerja sukarela. Tetapi,
mengapa semangat kesukarelawanan semakin hari
semakin merosot di kalangan masyarakat?
Ada yang mengatakan bahawa melibatkan diri dalam
kerja sukarela hanya membuang masa sahaja. Apa
pandangan anda?
Apa akan berlaku jika sudah tidak ada lagi semangat
kesukarelawanan dalam kalangan pekerja dalam
sesebuah organisasi; atau dalam sebuah keluarga?
3/16/2016
25
UNIT 2: KUALITI SEORANG
SUKARELAWAN
Mempunyai kepercayaan yang tinggi
terhadap satu perjuangan atau sesuatau
yang bermakna dan luhur
 Mempunyai rasa kasih sayang terhadap
masyarakat, organisasi dan orang yang
berada di sekeliling mereka
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3/16/2016
26
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Sukarelawan sebagai:
Pelajar
 Jurulatih
 Agen perubahan
 Perancang
 Mentor
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3/16/2016
27
"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
Volunteers
“A hospice volunteer is someone who listens to me
until I hear what I’m saying.”
- a hospice patient
Introduction
Why volunteer for hospice?
 Who volunteers for hospice?
 What is the role of a hospice volunteer?
 How are Horizon Hospice volunteers
prepared for their role?
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Why volunteer for hospice?
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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?
People with time: the retired, those
between careers or in transition.
 Students.
 Professionals.
 Those who seek a “comfort level” in the
face of illness and death.
 Family members of hospice patients who
saw “hospice in action” and want to give
back.

What is the role of a hospice
volunteer?
Being there
 Listening and supporting
 Errands and breaks for caregivers
 The “eyes and ears” of hospice
 Fill roles that cannot be filled by other
team members
 Laundry and Dog-walking
 Organizing photographs and mementos
 Assist patient with “life review”/ help
them tell their story
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Reading/ recreational opportunities
 Help patient fulfill their hopes and dreams
before they die
 Education of patient and family about
home- based care / advocate for patients
in long-term care facilities
 Bereavement support for family members
after the death
 Communicate with team
 Write reports after visits for patient charts
 Attend hospice meetings and educational
events
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Helpful suggestions for hospice
volunteers
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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
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Provide them the information they
needofto be effective, including team
Volunteers are part
extension numbers, and patient
the team so invite
them to team information.
meetings!  Allow them time off between
assignments, and opportunities for
Provide
comprehensiveself-care
training and
orientation
Provide job
descriptions
Provide ongoing
opportunities for
Recruitment
Advertising: print media
 Word of Mouth: other volunteers
 Faith communities: church newsletter
announcements
 The worldwide web:
www.volunteermatch.org
Horizon Hospice website:
www.horizonhospice.org
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Volunteer applicants
at Horizon Hospice
Should demonstrate good listening skills
and
 Healthy boundaries
 Undergo a “behavioral interview” to
demonstrate good judgment
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Orientation
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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:
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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
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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:
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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.
You notice the patient is in a soiled or unclean
environment.
The family offers you a gift before you leave. Imagine that
gift, large medium or small.
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.
Volunteer Training
Social Work
Boundaries
 Active Listening Scenarios
 What to do with Suicidal Ideations/Abuse
or Neglect Scenarios
 Social Work Role on the Hospice Team
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What are boundaries?
Boundaries are understood, sometimes
unspoken, physical and emotional limits
of the relationship
 Boundaries are a framework that give
patients and hospice team members a
range of acceptable behavior.

Boundaries, cont’d
Boundaries are an excellent way to care
for yourself as a hospice volunteer.
 We ask our volunteers to give their
assigned patient no more than 4 hours of
their time in any one week period
 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.
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Friendly Volunteering vs. Friendship
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A hospice volunteer relationship is an
important part of the therapeutic process
 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.
Scenarios
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Brother or sister of patient asks you out on a
date.
 You give your personal home phone number
to the patient/ family.
 The family offers you a gift before you leave.
Imagine that gift: large, medium or small.
 The patient asks you to bring him to the bank
and then to the gambling boats.
Social
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or
Therapeutic?
Casual friendly or
romantic in nature
Serve the interests of
both parties
Are for mutual interest
and pleasure
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An agreed upon purpose
and time frame
Hospice Volunteers
 devote self to interest of
patient
 carry the authority of
specialized knowledge
and skill
 maintain objectivity
Boundary Crossings and Violations
How to know when they are happening?
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Blurring of boundaries can occur one small
step at a time and almost without warning
 Be aware of your feelings
 Ask yourself can I share this with the volunteer
coordinator or the hospice team?
 Are you making special exceptions to the plan
of care?
 Do you feel a sense of entitlement or that this
is “your” patient?
Are my boundaries clear?
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?
 Ashamed, embarrassed, proud,
accomplished, helpful?
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How to know if you are crossing the
boundary line
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Be aware
 If I feel uncomfortable telling the other team
members what happened, then it is quite
possible that boundaries were violated.
 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.
 Always act in the best interest of the patient
Why is this an issue?
Hospice volunteers are caring people
and want to do what’s best
 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.
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Active listening scenarios
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The family leaves and the patient says “ I just wish this
was over.”
(Segue: suicidal ideation)
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.
The primary caregiver is relieved to see the volunteer
because she is totally burned out with care giving.
More Scenarios
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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.
 You notice the patient is in a soiled/unclean
environment
 Nursing home staff remain unresponsive to
your suggestions for relieving patient’s
discomfort.
Role of the Social Worker in
Hospice
Provide emotionally supportive
counseling
 Advocate for community resources
 Connection between patient/ family
expectations and volunteers
 Assists with advance directives, benefits
and funeral planning
 Ensures Patient rights respected and
self-determined
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Case study
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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
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Invitations to attend weekly
team meetings,
Quarterly educational inservices and support groups
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
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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
workplace
Hospice volunteer
 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
What volunteers say:
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“Hospice patients and their
families give me so much
more than I could ever give
them.”
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“I have volunteered with
many helping organizations
but with hospice I feel
especially valued as part of
the team.”
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I enjoy being on the team. I
never feel alone and it’s good
to have comprehensive
support.”
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“ Volunteering for hospice is
more about being with people
than doing things for them. It
is truly a ministry of
presence.”
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“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
Rasa kepuasan diri dan pencapaian diri
 Mendapat pengetahuan, kemahiran dan
pengalaman baru
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3/16/2016
60

Peluang untuk bertemu dengan
masyarakat berdasarkan spektrum yang
luas;
dari masyarakat biasa hinggalah kepada
pemimpin korporat dan orang kenamaan,
 di samping mewujudkan persahabatan dari
seluruh pelusuk tanah air dan dunia
antarabangsa
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3/16/2016
61
Thomas Wolf (1999)
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10 sebab mengapa manusia melibatkan diri dalam
kerja sukarela:
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Rasa kepuasan diri
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Altruism
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meluaskan bulatan persahabatan dan membentuk hubungan peribadi
Belajar mengenai sesuatu bidang
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3/16/2016
penting ke arah kehidupan yang baik
Sosialisasi
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kepuasan peribadi dan membentuk imej kendiri yang positif
mempelajari lebih dalam satu-satu bidang
62
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Membentuk dan mengekalkan organisasi
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Membentuk hubungan profesional
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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
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3/16/2016
penting untuk syarikat memberi sumbangan kepada
masyarakat
63
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Menerima latihan dan pengalaman
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Membuka peluang masuk ke dalam organisasi
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untuk pencapaian matlamat peribadi
pintu masuk untuk terlibat dalam sesebuah organisasi
Prestij dan imej dalam masyarakat
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3/16/2016
menjadi sebahagian daripada sistem sosial merupakan satu
prestij dan penghormatan yang tinggi.
64
AL BAQARAH 261

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 dikehendakiNya, dan Allah Maha
Luas (kurniaNya) lagi Maha Mengetahui
3/16/2016
65
Keys to a Successful
Volunteer Program
Mission and Planning
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Assessing organizational
climate
Assessing personal
needs
Volunteers’ needs
Support and
commitment from
employees
Board committee
Volunteer Job Design
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Creating volunteer
positions
Designing volunteer job
descriptions
Policies and procedures
for volunteers
Recruitment
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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,
PhD, The Journal of Volunteer Administration, Spring 1993
Interviewing and Placement




Volunteer application
Interviewing
Selection and
placement
Volunteer agreement
Orientation and Training

Orientation to the
organization and its
mission
 Job training
 Continuing education
Motivation and Recognition

Keeping and nurturing
volunteers
 Evaluation
 Recognition of
volunteers
 Recognition of
employees
The Volunteer/Employee Team

Bridging the gap
 Volunteer/employee
relations
 Conflict resolution
 Productive
confrontation
 Teams that work
Volunteer Diversity



What is diversity?
Managing diversity
Recruiting for
diversity
Volunteer Program Scorecard

A+
A+
A+
A+
Program evaluation
 Volunteer
evaluation
 Employee
supervisor
evaluation
Volunteer Bill of Rights
The right…










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






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
 Tanggungjawab & pertanggungjawaban
sukarela yang tidak dipenuhi
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80
Kegagalan untuk menyempurnakan
sesuatu tugas & permasalahan
 Persaingan dengan sukarelawan yang
lain untuk mendapatkan pengiktirafan &
ganjaran

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81

Tidak dinafikan bahawa kerja sukarela boleh
mengundang kepada banyak masalah.
 Justeru, persiapan rapi adalah sangat
diperlukan.
 Kita perlu pastikan bahawa kita cukup terlatih
untuk memberikan bantuan kepada orang lain.
 Mana mungkin kita dapat memberikan
pertolongan terbaik jika kita sendiri tidak
mempunyai kemahiran serta persiapan rapi.
3/16/2016
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
3/16/2016
83
3/16/2016
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 AmeriCorps.
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, 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
Conduct a needs assessment that at a min.
involves the community;
 Get buy-in from all stakeholders in project
planning and development;
 Project vision, mission and goals that fit with
those of the overall organization;
 Organization budgets money

Planning
Other org. staff see volunteers as assets and
understand their roles;
 Organization implements strategies to
promote positive staff/volunteer
relationships;
 Top management demonstrates support;
and
 Regularly assess project strengths and
challenges

Recruitment and Selection
Written description of the qualities of an ideal
candidate based on community needs and
program activities;
 Written list of benefits volunteers receive as
a part of service;
 Written position descriptions, developed in
conjunction with stakeholders that detail
essential and marginal functions, time
commitment, workload, supervisor, etc.;
 Written, strategic, innovative year-long
recruitment and selection plan, developed in
conjunction with stakeholders

Recruitment and Selection
Recruit and select a diverse pool of
volunteers that reflect the communities in
which they serve;
 Actively recruit individuals with disabilities;
 Application elicits enough information to
determine whether the prospective volunteer
is a potential fit;
 Selection process thoroughly assesses
volunteer background, skills,
accomplishments, motivation, goals, and
commitment

Recruitment and Selection
Selection process involves a diversity of
participants that have a stake in program;
 Program matches volunteers to appropriate
positions and sites; and
 Program gets feedback from partners on
effectiveness of recruitment and selection
process;

Support






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
Yearly evaluations that provide performance
feedback (2 times per year for AmeriCorps
State and National)
 Yearly opportunities for volunteers to assess
program impact and support
 Use evaluations to make yearly
programmatic and volunteer improvements
 Written strategy to retain volunteers
 Provide each volunteer with a point of
contact that provides support and
supervision

Recognition
Written plan to internally and externally
recognize volunteers for accomplishments
and community impact
 Implement creative motivational strategies
 Allow for reflection opportunities to
celebrate and document accomplishments
and experiences
 Provide documentation to volunteers that
demonstrate their impact

SELAMAT BERTEMU LAGI
UNIT 5 - 7