You Are Life| Workbook 1| Finding The Right Volunteer

VOLUME 1| WORKBOOK YOU ARE LIFE LLC

BUILDING A FOUNDATION FOR YOUR

Volunteers ELIZABETH PEEPLE

PREFACE

This workbook belongs to (Insert Organization Name)

and we are a MISSION FOCUSED organization that strives to provide efficient and effective services and/or products to the community. We understand that society and our communities are ever-evolving and therefore, we must also. As a volunteer based organization, we strive to provide the best volunteer experience possible and therefore take this step to ensure that we understand, acknowledge and provide best practice strategies to maintain the experience. Â

We are ready!

ELIZABETH PEEPLE:

"VOLUNTEERS GIVE THEIR TIME FREELY- WE REPAY THEM THROUGH APPRECIATION, GRATITUDE, AND THE POSITIVE IMPACT MADE FROM THEIR TIME."

2. MY GOAL PLANNER

4. RESEARCH

O F

3. ASSESSMENT/OVERVIEW

T A B L E

1. ABOUT THE AUTHOR

5. STRATEGY AND PLANNING

C O N T E N T S

6. IMPLEMENTATION

About the Author Elizabeth Peeple, recently appeared in Atlanta’s People You Need to Know Business Guide 2020 is the owner of You Are L.I.F.E, a consulting company for nonprofits.

You Are Life helps organizations build their infrastructure through development and strategic planning.

With the growing need of nonprofits, the business expanded in 2019 to include educational services such as: conferences; trainings; workshops; live Webinars and 1on-1 consulting. You Are Life focuses on walking with you on the nonprofit journey step-by-step. By doing so, we are able to take organizations "from idea to community". As a Solopreneur, Mother and Career Woman, Ms. Peeple believes in quality over quantity. In the past year she has worked with over 25 organizations to enhance their strategies and procedures, hosted an annual youth conference, traveled out of state for speaking and networking engagements and volunteered with local nonprofits in the Orlando area.

Elizabeth PeepleFounder & CEO of You Are Life, LLC Email: info@youarelife.consulting Website: www.youarelife.consulting Facebook: https://facebook.com/youarelife1 Instagram: @youarelife.consulting Phone: 407-734-3374

MY GOAL PLANNER G O A L S

D A T E S

T O

F O R

R E M E M B E R

T H E

M O N T H

I M P O R T A N T

N O T E S

C H A P T E R

A S S E S S M E N T / O V E R V I E W S

01

A S S E S S M E N T / O V E R V I E W S

F I N D I N G T H E R I G H T V O L U N T E E R

FINDING THE RIGHT VOLUNTEER Volunteers are an essential extension of an organization. They are the people who find helping others or doing good satisfying to their moral, mental or physical status. They give their time freely (without compensation) and in return feel a sense of joy or fulfillment in their life. There are many reasons as to why a person will volunteer and as an organization it is important to make sure you are choosing the right people to assist in carrying out the mission of the organization.

In this workbook, we will analyze the current state of volunteers within your organization, discuss parts that need improvement, build strategies to gain the improvement and then get to work!

Let’s start the discussion by understanding the different types of volunteers and what they look for in an organization. Over the years, there have been several scholars that have outlined the types of volunteers in the world and given their opinion as to why these people volunteer under each category. For the purpose of this workbook and helping you understand your volunteers better, I will briefly outline some feedback scholars have received during the course of their study.

In 2007, Dolincar and Randle said there were 5 types of volunteers: 1) classic volunteers who find doing something worthwhile; personal satisfaction; and helping others 2) dedicated volunteers view each motive for volunteering as relevant 3) personally involved volunteers are volunteers that donate time because of someone they know, such as a child, being in the organization 4) volunteers for personal satisfaction are volunteers that help others 5) niche volunteers volunteer and donate their time due to specific drivers such as gaining work experience.

I believe Dolincar and Randle’s list is the underlining of current day volunteers. Most volunteers still use these reasons for giving their time and have added some nuisance to it due to society changes. For example, a person who volunteered at their child’s basketball game may have volunteered to just help the team out. In today’s society, that same person will volunteer to help the team; bring business cards to network their t-shirt business, make connections for the child for future basketball opportunities, take pictures for the “lifestyle” portion of their social media presence, and the list can go on. My point is that volunteers are evolving with time and thus organizations need to follow suit if they want the right volunteers.

FINDING THE RIGHT VOLUNTEER Let’s take a look at a study done in 2019 by Sterling Volunteers and Volunteer Match where they surveyed more than 7,000 volunteers on their experience of volunteering.

Their finding according to the survey will help us better identify the types of volunteers you will need by understanding trends among volunteers.

According to the survey, “people choose to volunteer for a variety of reasons, most commonly to contribute to a cause or help improve their community” also they found that “motivation for volunteering isn’t always selfless- many volunteer to pursue a hobby or career”. This is helpful to notate as it can help your volunteer plan make room for potential volunteers to transition to permanent parts of the team. The following stats will help you understand today’s volunteer.

89% of respondents agreed that they care about more than one cause 84% volunteer at least a few times a year 83% are at least somewhat more willing to donate to an organization where they volunteer 80% give 2 to 5 hours of their time when volunteering 78% say that understanding their impact keeps them engaged 75% volunteer at one or more organizations per year

Reference: https://blogs.volunteermatch.org/engagingvolunteers/2019/03/26/the-volunteerperspective-industry-insights-2019/

Now that we have a little background information, let’s jump into the lessons.

The lesson will breakdown into 4 sections with activities to help you choose the right volunteer.

ASSESSMENT In order to complete the assessment, we will do a mini S.W.O.T Analysis of the organization as it pertains to volunteers. It is important to know at what level in your organization you will need volunteers and what type.

Ask yourself these 3 questions.

1- Will Volunteers help the organization better carry out its mission? How?

2- Does the organization need ongoing volunteers or event based volunteers? Why?

3- Does the organization have a plan for managing volunteers?

Your responses to the above questions will help in understanding the volunteer needs of your organization.

ASSESSMENT Assessment Questions for your organization when it comes to Volunteers.

1- Does the organization currently have volunteers? Yes or No 2- If you answered Yes to Question #1, list what the volunteers do. (ex. Help with phone calls, respond to email inquiries, assist with programs or events)Does the organization need ongoing volunteers or event based volunteers? Why?

3- From the list in Question #2, would you say your volunteers are used more for dayto-day needs or for event specific needs?

4- If you answered NO to Question #1, what is the reason for not having volunteers? (ex. Hard to find, hard to keep, do not know anyone that wants to volunteer, etc)

5- If you answered NO to Question #1, how do you recruit/ask people to volunteer? (ex. Word of mouth, via social media, friends/family, etc)

ASSESSMENT Assessment Questions for your organization when it comes to Volunteers.

6- Based on your response to Question #5, do you feel you are asking the “right people” to volunteer? Yes or No 7- If you have ever had volunteers, on average, how long do they stay with your organization?

1-3 months

3-6 months

6-9 months

9-12 months

12+ months

8- Based on Question #7, How long do you need volunteers to stay with the organization in order to be effective in carrying out the mission? Keep in mind that volunteers do not get paid for their time so we don’t want to make them feel “forced” to stay but “happy” to stay.

9- When you have volunteers, do they know and understand the duties entrusted to them?

If so, who gives them the information?

10- Based on your response to Question #9, Does the organization have any particular person that supervises the volunteers?

ASSESSMENT 11- If you have volunteers, does the organization collect feedback from them in regard to their experience with working with the organization? If so, a) do you find it to be more negative or positive; b) do you use the feedback to improve the experience?

12- Does the organization know and understand what “rights� a volunteer may have according to state and/or federal law?

NOTES

S.W.O.T

Strengths

Weaknesses

Opportunities

Threats

STRENGTHS

WEAKNESSES

OPPORTUNITIES

THREATS

ELIZABETH PEEPLE

"THE INTERNAL STRUCTURE OF THE ORGANIZATION DIRECTLY IMPACTS THE OUTCOME OF THE ORGANIZATION."

02 R E S E A R C H

C H A P T E R

R E S E A R C H

G E T T I N G Y O U R T H O U G H T S I N O R D E R

Now that we have you thinking more about how your organization handles volunteers, let’s dive into some of the struggling parts and work on finding a way to improve them.

We all know that volunteers are an essential part of operating an organization. Think of them like an arm extension used to help carry out your mission. Now, none of us will willingly cut off an arm...so we should not be so quick to disregard the fact that the volunteer portion of the organization is not up to par. Just think, if your arm was injured, you would focus on the part that hurts the most and try to heal it. This is the same thing we will do with the volunteer portion of your organization.

We used the analogy of volunteers being an extension of your arm, well in reality, that is just what they are to an organization. Oftentimes we view volunteers as individuals who just want to help but you have to keep in mind that once a person becomes a volunteer for your organization, they also become apart of the organization for the length of time they are there. So what does that mean and how does it affect the organization? Let’s say for instance you are hosting an event that is feeding the homeless in your neighborhood. We all know there are certain stigmas that come with knowing a person is homeless and most people have a preconceived idea as to why people become homeless.

As an organization, it is your job to make sure that your volunteers will not have or project these stigmas or ideas at the event. A volunteer who does not understand the sensitive situation a person can be in can cause a lot of harm, physically (if words are said and an altercation ensues), mentally (volunteers may not understand the mental state a person is in) and emotionally (we all know words and actions can hurt, even something as small as a look).

This is just a brief look into why it is important to continuously improve the volunteer portion of your organization. With our next activity, I want you to keep our analogy in mind as we list things that can be improved and/or started for your organization.

ACTIVITY List below up to 5 things listed in Step 1 of this workbook that needs improvement.

a| b| c| d| e| List up to 5 things that the organization needs volunteers for. (ex. Specific area, specific tasks/duties) For each thing listed, place a time length next to it.

a| b| c| d| e|

ACTIVITY List up to 5 qualities the organization needs in their volunteers. (ex. Time management, professional, caring, etc)

a| b| c| d| e|

NOTES

ACTIVITY The best volunteers are not always going to be people we know. Sometimes, strangers can bring more to the table than a person who has watched the organization build from inception. There are no boundaries in which an organization has to stay within to gain volunteers (expect the law lol). You can attract volunteers near and far if you have a good strategy, good communication and a clear vision for the volunteers role in the organization. Use the below questions to help outline the organizations ideal volunteer.

1- Does race matter? If yes, why? (ex, representation)

2- Does gender/ sexual orientation matter? If so, why? (ex, all girls or boys mentoring program)

3- Does age matter? If so, what will the age range be for volunteers (ex, youth groups vs. senior groups)

4- Does the background history matter? If no, explain why it does not matter as to the audience you serve.

5- Does the volunteers profession matter? If yes, name the professions you believe will best benefit the organization.

ACTIVITY 6- Is past volunteer experience important? If so, what type of experience is preferred?

7- Understanding the audience you serve, are there any specific or special type of experience a volunteer should have? (ex. Experience with disabled youth) If so, what type of experience is needed?

8- Is it important to have volunteers that can problem solve without assistance?Â

9- Is it important to have volunteers that can take direction but also lead when necessary?

10- Is it important to have volunteers that share in the passion for your mission and/or the actual work that the organization does?

ACTIVITY 11- How much time will your volunteers need to give on a: Weekly basis:

Monthly basis:

Annual basis:

12- How important is it to have a volunteer who is volunteering for school credit hours?

13- How important is it to have a volunteer who is volunteering for community service hours (youth or adult)?

NOTES

ACTIVITY Now that we have answered some questions for our “ideal” volunteer, let’s bring it together in description form. Use the set up below to create a “description” of your volunteer. Include some of the responses from the questions already answered in chapters 1 & 2. Also, keep in mind some of the tasks you will have them do. For example, do they need to have computer skills?

The Organizations “ideal” volunteer is

Now that we have described our “ideal” volunteer, Let’s talk about some things that should be in place prior to approaching volunteer candidates.

Part 1- Legal Matters (Laws, Rights & Responsibilities) Did you know that an organization is a type of business entity and therefore subject to specific laws? Besides the IRS Tax laws, there are laws that protect the liability of volunteers. If you are an organization that is run by or operates with volunteers, you need to review the Federal Volunteer Protection Act. This Act discusses the limit of liability of a volunteer and outlines the liability of the nonprofit organization.

You can find this information at http://www.fcomi.org/uploads/3/3/7/4/3374831/volunteer_protection_act.pdf.

STEP 1: ACTIVITY

Part 1- Legal Matters (Laws, Rights & Responsibilities) Did you know that it is proper to outline the “rights and responsibilities” of your volunteers? If you responded “yes” Great Job! If you responded “no” don’t worry, we have you covered!

Volunteers are people and as such have rights. These rights are not meant to inhibit the volunteers from working or go “against” the organization. Think of the Rights as 1) a way to keep everyone safe and protected; 2) a way to ensure the volunteers know what type of treatment they can expect from the organization; 3) a way to filter good volunteers; and 4) a way to keep the organization volunteer focused.

Through a Google search (as an organization, Google should be a good friend of yours), here are some links to examples of Volunteer Rights. Review these links (some of the information will repeat itself due to “Best Practice” methods), for your next activity.

Volunteer Rights Link Example: https://www.dnanurse.org/sites/default/files/downloads/2013/A%20Volunteer%27 s%20Bill%20of%20Rights%20and%20Responsibilities.pdf

Volunteer Rights Link Example: http://www.ctdraftrescue.com/uploads/3/4/2/0/34202223/volunteer_bill_of_right s.pdf

Now that you have had the opportunity to view some other Volunteer Bill of Rights, it’s time to create your own!

Organizations Volunteer Bill Of Rights As a volunteer for (Insert Org Name) , it is your right to:

As a Volunteer, it’s your responsibility to:

Part 2- Policy & Procedure

PART 2- POLICY & PROCEDURE

Every organization that operates with Volunteers should have policies and procedures in place for Volunteers to follow. These policies are set in place to provide information on expectation, safety, confidentiality and use as a means of protection for the volunteers, the organization/staff and the clients/community.

Writing policies and procedures for volunteers takes forethought as you need to be able to think of things that need to be addressed...before it needs to be addressed and create the solution before the problem.

Some key topics to include in your policy are: 1) Overview of the organization, its mission/ vision and its goals for volunteers 2) Definitions: Define what a volunteer is within the organization, define any “terms” that will be used during their time as a volunteer, define organization roles/titles so volunteers understand the different positions 3) Outline confidentiality of Organization records, clients information and any internal information not available to the public audience. Outline the procedure for properly maintaining this information 4) Outline Safety precautions of the Organization as it pertains to internal members and external members. List clear and concise “DO’s & Don'ts” when it comes to safety.

Outline proper procedures for maintaining a safe environment and what to do if the environment becomes unsafe. Be sure to map out the locations of all safety items if in a physical location: 5) Outline policy for attendance, late arrival, breaks, early departure and absence 6) Outline Policy for smoking 7) Outline policy for harassment (all kinds) 8) Discuss training, orientation, supervision, Evaluation/performance and more as it directly relates to the organization.

ACTIVITY Activity- We will not do a formal policy in this workbook; however, below I would like for you to write down five topics that are unique (not mentioned above) to your organization to be discussed in the Volunteer policy.

Policy Topics:

a| b| c| d| e|

Here is a link to example policy by nonprofnetwork.org to use as a guide.  https://nonprofnetwork.org/Resources/Documents/Sample%20Volunteer%20Mana gement%20Policies.pdf

Part 3- The Volunteer Application

PART 3- THE VOLUNTEER APPLICATION

The volunteer application will be used to filter out the best volunteers for the organization. This list is not exhaustive and can include more information as it directly relates to your organization.

The Application will include topics such as: 1) Information about the organization and what they do 2) Job Description for volunteers 3) Benefits of being a volunteer with said organization 4) Requirements of the volunteer 5) Eligibility of the volunteer 6) Volunteer information 7) Volunteer Resume or responses to specific questions 8) Agreement clause at end for volunteer to sign This Application can be produced in both electronic or written form. It can be created on different platforms that integrate with your website or social media platforms. Some recommendations are Google Docs or Jotform (there are many others but we will keep the focus narrow). They both have a free level of subscription and allow a number of forms to be created. They integrate with most online platforms and can even be sent as individual links not associated with your website. Paper Applications can be placed on site at your facility or given out within the neighborhood that you service.

The Application can be as long or as short as you want, as long as it provides enough information to assist the organization in determining if the person should move onto the next phase. Keep the application as a “living document” as it will always need to be improved as times and society change and as the organization grows and expands its services.

My rule of thumb- try to answer as many questions as you can before they are asked in regard to the volunteer position. You will meet people who have never volunteered and you will meet some that are seasoned volunteers. Try to make your information and application appealing to both. Great exposure to a new volunteer can help them become career volunteers and seasoned volunteers can help with ongoing ideas or procedures to improve the experience as a volunteer. Be open to both and keep a good balance within the organization.

NOTES

ELIZABETH PEEPLE

"BE SURE YOUR VOLUNTEERS ARE TRAINED ON HOW TO HANDLE SENSITIVE MATTERS."

C H A P T E R

S T R A T E G Y / P L A N N I N G

03

T R N R O

R E B O L

A A O C U

T T A E N

E G I E S T O E T H E R D I N G S S F O R T E E R S

S T R A T E G Y / P L A N N I N G

S C O P V

So we have the ideal volunteer outlined, we have created the “Job Description” for the volunteer as well as outlining their rights and policies. Now it’s time to get to the actual volunteer into the process of being the “right” volunteer for the organization.

An onboarding process can be a little complex so we will break down three best practice strategies for the onboarding process. We have already done the prepwork for the paperside of this process, now let’s work on the “people” side of this process.

In this chapter we are going to create strategies to gain volunteers. Key things to discuss will be a) recruitment; b) orientation; and c) training.

Recruitment- recruitment of volunteers is crucial for any organization. Questions always arise as to where to get volunteers and how do we keep volunteers. There are many options as to how to recruit volunteers.

For the purpose of this session we will discuss three options: 1) in person 2) Apps/organizations that connect you with volunteers 3) meetings/events/networking In person- As an organization, some parts of the service you provide will take you into the community to work and will involve human contact. These are great opportunities to gain volunteers. Why? 1) they physically see the work you are doing and how you involve the community; 2) they get to meet you in person and not think of you as a distant organization with no live interaction; and 3) as an organization member, you get to have an unprompted conversation with people and get a real feel for the type of person they are and the passion they possess that aligns with your mission.

Apps are big right now! A simple Google search will allow you to find sites/apps that will connect you to volunteers ready to help. This is great because the people on this site/app are already in the mindset of being a volunteer. You will not have to convince them, just pair up with the best candidate. These sites also allow for you as an organization to post for volunteers to help. This is a seamless yet effective way to connect with volunteers with and without costs to your organization.

An example is www.volunteermatch.org

Events/meetings/networking are always good as you have an audience of people put together by someone else but benefits you as you have the ability to speak to as many people as you want at one time. There is no overhead cost to you and you get to enjoy the event and meet new people. In one event setting, you may be able to speak to 20 people in one day, but in your everyday setting may only speak to 2. Also, consider vending events where people are drawn to your table. Let them know exactly what you are looking for, have applications ready (written or online) and collect information from people to possibly connect later on. These types of events can become a win/win.

The key thing to remember about this section is to be intentional in each of these settings. Whether you are out networking, vending or online doing research, be intentional about the idea that you are on the search for volunteers that fit your organization. Building your strategy takes several steps to which we will discuss.

1- Ask certain questions that will help you understand and evaluate (sometimes on the spot), if that person would be a good candidate. You do not have to make a final determination in that moment- remember you have a whole process that this person will have to go through before the final determination can be made.

Put together three (3) key questions that a positive response to, would want you to have them apply as a volunteer.

a| b| c|

2- Take our earlier discussion as to the “ideal” volunteer and the description used.

Pick out 3 keywords from the description to use in your online search. Narrow your search to at least 4 sites that provide connections to volunteers and use the keywords to search for candidates. From the information listed on the site, pick out at least 10 people to follow up on for volunteer opportunities. Be sure to research any other organizations or jobs listed in the person's information as this can help understand the type of person they are and the type of work they do.

List 3 key words below you will use in the search for new volunteers. Let’s assume the keyword “Volunteer” is already factored in.

a| b| c|

1st Keyword:

2nd Keyword:

3rd Keyword:

Orientation- Orientation should be set up for each volunteer that works with your organization. Orientation will allow for the volunteer to learn more about the organization’s mission, goals, staff and client experience.

Some benefits to having orientation are: a) Providing the volunteer with hands on information about the organization and its cause b) Making the volunteer feel welcomed into the organization c) Able to answer any questions from volunteers d) Having volunteers meet all at once- helps build initial working relationships e) Allows volunteers to meet key organization leaders and so much more

Orientation does not have to be lengthy but can get right to the point. To ensure that the orientation time is well spent, it is recommended to have an agenda given to all involved in the orientation. This helps minimize questions as to time and topics covered and helps everyone stay on a schedule. With that said, I want to point out that this is an area of the organization that can definitely model a for-profit business.

We all, at some point, have gone through the “onboarding” stages of a job. In these orientations, the company covers key things that pertain to the organization as a whole and then gets specific to your job. View your organization's orientation through those same eyes (with slight changes as it directly relates with your organization). The key is to provide a great “onboarding” experience as it can make the difference between a volunteer staying long term or leaving.

Let’s look at some key topics to cover in the agenda: 1. Welcome Volunteers to Organization 2. Organization overview & Organization chart 3. Role of Volunteers within the Organization 4. Policies & Procedures/ Handbook 5. Overall rules of Organization (Do’s & Don’ts) 6. Safety Confidentiality 7. Social media/Online usage 8. Volunteer Hours Using the list above, Add 5 more topics to cover in the agenda that are directly related to your organization.

The platform in which you provide the orientation on should be considered prior to putting the orientation together. In today’s society, technology is a welcomed and more accepted way of communication even within business. When planning your orientation, consider if your volunteer audience would be ok with a virtual orientation, also consider their age and access to an online platform. A younger generation may welcome a virtual platform as technology has been a staple in society during their growth and they are very comfortable with using it as opposed to an older generation.

If an online platform is chosen, you must decide: 1- what online platform to use 2- the cost of said platform 3- how many attendees will the platform accommodate 4- what software the platform works on or integrates with (everyone does not operate on the same operating system) 5- If the system will allow for attendees to login or out of the orientation and pick up where they left off 6- how much virtual interaction can take place (if doing some live videos) 7- and whom within the organization is equipped to assist with putting together and possibly overseeing the virtual orientation.

This list is not exhaustive; however, it is used to make you think and create a plan of action to carry out the orientation the best way. If you chose to do the orientation in person, some of the above questions apply and just need to be viewed as an actual location.

Below, briefly write which platform you think is best suited for your organization and why you believe it works best. Keep in mind, you can also create a hybrid, depending on the type of organization you have.

The Organization Orientation will take place:

Training is a very important part of the Volunteer onboarding process. Training will help the volunteer understand the best way to perform their duties, what to do and not to do, and it helps them understand their role within the organization better.

Training is often done by the volunteer coordinator who may also act as the volunteer supervisor.

Some things that training is used for include: Providing adequate level of proficiency to volunteers in their role within the organization Providing volunteers with the proper tools to perform their duties Placing/giving value to the volunteer Providing information and education

Training can also be done in person or virtually and just like Orientation, a decision will need to be made as to what best suits your volunteers and the organization. In person training will likely be better for volunteer positions that incur physical labor and/or physical interaction. These positions can include building items/light construction, coaching, camps, afterschool programs, tutoring, etc. Hands on training in these positions will help ensure the volunteer understands the nature of the environment, the safety precautions to take, and that the volunteer can physically handle the work. If the position calls for less physical interaction or is more administrative, you can choose either virtual or in person training.

When it comes to training, it is important to have the “job” outlined in a step-by-step process. This makes it easier for both the trainer and trainee to move through the training process without missing any important parts. Also, having the process written out makes it easy for someone else to step in and train if necessary. The key is not to have all the steps in the mind of one person as you never know how long that person may be around. It is better, in this portion of the organization, to have a system in place that can be handled by anyone. This item would be called a Trainer Manual. It can be created just once and amended or updated as necessary. All leaders in the organization will have a copy and be ready to train when needed.

To create a step-by-step process, you will first need to know and understand the job that needs to be done, then break it down into steps starting with the very first thing.

This may be a tedious task depending on the job; however, it can be done!

A suggestion is to actually do the job and have someone record (write down or video).

This can ensure that you don’t miss a step.

Notes:

ACTIVITY In this activity, we will: 1) Decide a volunteer task to write a process on 2) Write down the big parts of the task.

Your response to the second step will help get you started with being able to break down the task into smaller steps. As a tip, the best way to write a step-by-step process is to assume that no one knows how to do the job. The verbiage should be between an 8th and 10th grade reading level.

This does not mean that your volunteers will have the reading capacity up to a 10th grader, but it means that the steps will be quick and easy to understand during a training session.

Task to be used in a sample step-by-step process:

List 5 parts to the task that can be used as part of the step-by-step process:

a| b| c| d| e| Now that you have written out the above list, you are ready to go into a more detailed version of the step-by-step process on your own.

NOTES

ELIZABETH PEEPLE

"STRATEGIES Â PLANNING ACCOMPLISHED GOALS."

C H A P T E R

I M P L E M E N T A T I O N

04

I M P L E M E N T A T I O N T H I S D O L E T ' S

We have assessed the organization, created our ideal volunteer, found strategies for recruitment, and now it's time to build the timeline to get things done. Below we are going to create a timeline for some of the activities mentioned.

We will focus on the following areas: objective, delegated to, estimated duration of time, start time, and end time

Objective

Delegated Org Member

Estimated Duration of Time

Start Time (MM/DD/YR)

End Time (MM/DD/YR)

Delegated Org Member

Estimated Duration of Time

Start Time (MM/DD/YR)

End Time (MM/DD/YR)

Delegated Org Member

Estimated Duration of Time

Start Time (MM/DD/YR)

End Time (MM/DD/YR)

Delegated Org Member

Estimated Duration of Time

Start Time (MM/DD/YR)

End Time (MM/DD/YR)

Policy & Procedures

Objective Volunteer Application

Objective Orientation Agenda & Set Up

Objective Training Step-ByStep Process

NOTES

NOTES

NOTES

ENDING NOTE

"People can't see your imagination nor can they hear your thoughts, but in your actions they will see your vision" - Elizabeth Peeple