DCE 3203KESUKARELAWANAN

PROF. DR. TURIMAN SUANDIJABATAN PEMAJUAN PROFESIONAL & PENDIDIKAN LANJUTAN

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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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Objektif Kursus

Pada akhir kursus ini pelajar dapat 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)

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UNIT DALAM MODUL

Unit 1: Definisi dan konsep kerja

sukarela Unit 2:

Kualiti seorang sukarelawan

Unit 3: Ganjaran sebagai

sukarelawan Unit 4:

Cabaran seorang sukarelawan

Unit 5: Jenis kerja sukarela

Unit 6: Pengurusan sukarelawan

dan organisasi sukarela Unit 7:

Penilaian kerja sukarela Unit 8:

Ke arah masyarakat penyayang

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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.”

(Turiman Suandi, 1991)

UNSUR-UNSUR DALAM KESUKARELAWANAN

AltruismaKomitmenKerelaanImbuhanKeorganisasianPaedah psikologiPengorbanan

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Youth volunteerism

Despite negative stereotypes, most youth are well-adjusted

Majority perform some form of volunteer-service and contribute to the community

Volunteerism promotes so many positive outcomes that it is essential to encourage this among youth

Activity 1Facts about volunteerism

Take a few minutes to answer the Volunteerism Quiz

Facts about volunteerism

1) What is “volunteerism?”Answer: It is the act of providing service for others for reduced or no cost

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 the Midwest?

Answer. B. Volunteer rates in the Midwest are much higher than the national average (30% higher)

Activity 2Volunteerism … 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?

Broader economy

youth

School

Family

Bro

ader

soc

iety

Neighborhood & community

Local organizations and volunteer agencies

Social services

Friends and peer group

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 3Volunteerism … a Tool for Positive

Youth DevelopmentIn 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 youthAssets critical to successful development (Search Institute, 2006) Internal AssetsSupport – 1) family support, 2) positive family communication, 3) other adult relationships, 3) caring neighborhood, 4) caring school climate, 5) parent involvement in school

Empowerment- 6) community values youth, 7) youth as resources, 8) service to others, 9) safety

Boundaries- 10) family boundaries, 11) school boundaries, 12) neighborhood boundaries, 13) adult role models, 14) positive peer influence, 15) high expectations

Constructive use of time – 16) creative activities, 17) youth programs, 18) religious communities,19) time at home

External Assets

Commitment to learning- 20) achievement motivation, 21) school engagement, 23) homework, 24) bonding to school, 25) reading for pleasure

Positive values – 26) caring, 27) equality and social justice, 28) integrity, 29) honesty, 30) responsibility, 31) restraint

Social competencies – 32) planning and decision making, 33) interpersonal competence, 34) cultural competence, 35) resistance skills, 36) peaceful conflict resolution

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. 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 …

2. 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 …

3. 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

Top reasons for how youth get involved in volunteerism

39.60%

1.30%16.50%

21.10%

1.60%

19.90%

Approached by organization

Other reasons/ Not reported

Was asked by someone else

Asked by someone in organization

Asked by relative, friend, or co-worker

Asked by boss or employer

Source: Bureau of Labor and Statistics (2005).

Wasn’t interested

Practical concerns (e.g., transportation)

Not required, not relevant to current situation

Burn-out; Didn’t enjoy

64.50%

3.10%

2.10%

4.50%

5.80%

2.20%

0.70%

4.50%

12.40%

Lack of time

No one asked

Other/ Not reported

Not member of organization

Wasn’t interested

Top reasons for why youth don’t volunteer (i.e., among those who volunteered previously)

Source: Bureau of Labor and Statistics (2005).

Possible reasons why youth drop out

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

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 ways to promote volunteerism

SOALAN

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?

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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

Sukarelawan sebagai:PelajarJurulatihAgen perubahanPerancangMentor

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Volunteers

Horizon Hospice

"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 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

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?

Why volunteer for hospice?

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 thereListening and supportingErrands and breaks for caregiversThe “eyes and ears” of hospiceFill roles that cannot be filled by other team

membersLaundry and Dog-walkingOrganizing photographs and mementosAssist patient with “life review”/ help them

tell their storyBaking

Reading/ recreational opportunitiesHelp patient fulfill their hopes and dreams

before they dieEducation 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 teamWrite reports after visits for patient chartsAttend hospice meetings and educational

events

Helpful suggestions for hospice volunteers 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 importance to

the other team members in providing care.

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

Volunteers are part of the team so invite them to team meetings!

Provide comprehensive training and orientation

Provide job descriptions Provide ongoing

opportunities for education and support

Provide them the information they need to be effective, including team extension numbers, and patient information.

Allow them time off between assignments, and opportunities for self-care

Recruitment

Advertising: print media Word of Mouth: other volunteersFaith communities: church newsletter

announcementsThe worldwide web:

www.volunteermatch.org

Horizon Hospice website:

www.horizonhospice.org

Volunteer applicantsat Horizon Hospice

Should demonstrate good listening skills and

Healthy boundariesUndergo a “behavioral interview” to

demonstrate good judgment

Orientation 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 two-step Mantoux test for TB

Personnel and health files are kept on all volunteers

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 Precautions. Social Services. Nursing and “Hands-on” Care.

Training Syllabus includes:

Scenarios for discussion and role–play exercises in volunteer training

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 dispute erupts downstairs. Voices are raised and doors slammed. The patient is visibly shaken.

The brother or sister of a patient asks you out on a date.

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.

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.

The patient dies during your visit.

Volunteer Training Social Work

Boundaries Active Listening Scenarios What to do with Suicidal Ideations/Abuse

or Neglect ScenariosSocial Work Role on the Hospice Team

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.

Friendly Volunteering vs. Friendship

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

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 or Therapeutic?

Casual friendly or romantic in nature

Serve the interests of both parties

Are for mutual interest and pleasure

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 ViolationsHow to know when they are happening?

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?

How to know if you are crossing the boundary line

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.

Active listening scenarios

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

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 resourcesConnection between patient/ family

expectations and volunteersAssists with advance directives, benefits

and funeral planningEnsures Patient rights respected and

self-determined

Case study

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,

Quarterly educational in-services 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

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

Trained volunteers bring these skills to their families, homes and workplace

Knowledge of hospice allows trained volunteers to help their communities make informed choices about end-of-life care and the hospice option

Parent, spouse, child, siblingExtended family

Communities of faith:Parish, temple, church, mosque

Workplace, schools, colleges,Hospitals, community events

Hospice volunteer

What volunteers say:

“Hospice patients and their families give me so much more than I could ever give them.”

“I have volunteered with many helping organizations but with hospice I feel especially valued as part of the team.”

I enjoy being on the team. I never feel alone and it’s good to have comprehensive support.”

“ Volunteering for hospice is more about being with people than doing things for them. It is truly a ministry of presence.”

“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.”

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UNIT 3: GANJARAN SEBAGAI SUKARELAWAN

Rasa kepuasan diri dan pencapaian diriMendapat pengetahuan, kemahiran dan

pengalaman baru

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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

Thomas Wolf (1999)

10 sebab mengapa manusia melibatkan diri dalam kerja sukarela: Rasa kepuasan diri

kepuasan peribadi dan membentuk imej kendiri yang positif

Altruism penting ke arah kehidupan yang baik

Sosialisasi meluaskan bulatan persahabatan dan membentuk hubungan peribadi

Belajar mengenai sesuatu bidang mempelajari lebih dalam satu-satu bidang

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Membentuk dan mengekalkan organisasi rasa kebanggaan dengan kejayaan dan pembangunan yang

berterusan dalam organisasi

Membentuk hubungan profesional 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 penting untuk syarikat memberi sumbangan kepada

masyarakat

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Menerima latihan dan pengalaman untuk pencapaian matlamat peribadi

Membuka peluang masuk ke dalam organisasi pintu masuk untuk terlibat dalam sesebuah organisasi

Prestij dan imej dalam masyarakat menjadi sebahagian daripada sistem sosial merupakan satu

prestij dan penghormatan yang tinggi.

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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

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Keys to a SuccessfulVolunteer Program

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Mission and Planning

Assessing organizational climate

Assessing personal needs

Volunteers’ needsSupport and

commitment from employees

Board committee

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Volunteer Job Design

Creating volunteer positions

Designing volunteer job descriptions

Policies and procedures for volunteers

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Recruitment

Volunteer motivation Recruiting volunteers to

do the job Advertising and marketing

your program Recruiting materials Targeting for special skills Short/long term Cyber volunteers

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Five Principles of Recruitment

1. Some people are more inclined to volunteer than others and, therefore, are easier to recruit.

2. 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.

3. The decision to volunteer is based on an analysis of costs and benefits.

4. People are attracted to particular opportunities and causes, not to volunteering in the abstract.

5. 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

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Interviewing and Placement

Volunteer application InterviewingSelection and

placementVolunteer agreement

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Orientation and Training

Orientation to the organization and its mission

Job trainingContinuing education

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Motivation and Recognition

Keeping and nurturing volunteers

EvaluationRecognition of

volunteersRecognition of

employees

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The Volunteer/Employee Team

Bridging the gapVolunteer/employee

relationsConflict resolutionProductive

confrontationTeams that work

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Volunteer Diversity

What is diversity?Managing diversityRecruiting for

diversity

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Volunteer Program Scorecard

Program evaluationVolunteer

evaluationEmployee

supervisor evaluation

A+

A+

A+

A+

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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

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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

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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

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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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Kegagalan untuk menyempurnakan sesuatu tugas & permasalahan

Persaingan dengan sukarelawan yang lain untuk mendapatkan pengiktirafan & ganjaran

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.

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If to do were as easy as to know what were good to do, chapels had been churches and poor men’s cottages

princes’ palacesWilliam Shakespeare

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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) What principles stand out for you the most?

2) What are your greatest challenges in this area?

3) What effective practices do you currently do that fit with one or more of these principles?

4) 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 are integrated into your program in a high quality way?

Activity Guiding Principles

1) The future in born in webs of human conversation

2) Compelling questions encourage collective learning

3) Networks are the underlying pattern of living systems

4) Intelligence emerges as we connect in diverse and creative ways

5) Collectively, we have access to all the wisdom and resources we need

Activity Etiquette

1) Focus on what matters

2) Contribute your thinking

3) Speak your mind and heart

4) Listen to understand

5) Link and connect ideas

6) Listen together for insights and deeper questions

7) Document, Document, Document

8) HAVE FUN!

High Quality Principles – Wrap Up

1) What are the top 2 priorities that stand out for you

2) 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 Regularly assess training effectiveness and make

needed modifications

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 volunteersProvide 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 strategiesAllow for reflection opportunities to

celebrate and document accomplishments and experiences

Provide documentation to volunteers that demonstrate their impact

SELAMAT BERTEMU LAGI

UNIT 5 - 7