MEETING 4 PRESENTATION (3) EURADIPONET / AGNESE BAGGIO (ITALY) IVISOC 2012
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Maurizio is a 50-year-old volunteer at the Agnese Baggio Study Centre's International After School program. He previously worked as a policeman assisting immigrants with permits to stay, where he got to know many foreign people and collaborated with the study center. After retiring due to illness, Maurizio wanted to stay active in the community and volunteered at the after school program for immigrant children, where he was supervised during a trial period. Now, Maurizio is proud to be a volunteer and finds the experience rewarding each day.
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MEETING 5 PRESENTATION (2) EURADIPONET / ANTEAS FERRARA (ITALY) IVISOC 2013fisky-wisky
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ANTEAS is a volunteer organization in Ferrara, Italy that provides health care, transportation for the sick, and assistance to elderly people. The document discusses interviews conducted with ANTEAS volunteers about recruitment, recognition, and retention (the 3Rs). The volunteers felt that recognition of their efforts was important for retention. They suggested that recognition should be ongoing, tailored to individual preferences, and include both public and private thanks as well as low-cost benefits. Management involvement of volunteers in decision-making was also seen as important.MEETING 5 PRESENTATION (1) KDEK (GREECE) IVISOC 2013
MEETING 5 PRESENTATION (1) KDEK (GREECE) IVISOC 2013fisky-wisky
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KDEK undertook several activities during the project to achieve the key products of a Volunteering Framework based on the 3 Rs of Recruitment, Retainment and Recognition, and a web platform. KDEK set up a volunteer database, provided training to volunteers, distributed project information locally, and participated in research reports. KDEK also contributed content to the project website and presented its "Social Pharmacy" program as a best practice example that implemented all three Rs of the Volunteering Framework.
MEETING 4 PRESENTATION (9) PPRE CIC (UK) IVISOC 2012
MEETING 4 PRESENTATION (9) PPRE CIC (UK) IVISOC 2012fisky-wisky
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This document discusses recognition and valuing of volunteers in social care organizations. It notes that being valued is more important to volunteer satisfaction and retention than formal accreditation alone. Volunteers come from various backgrounds and have different motivations for volunteering. The document also provides examples of ways organizations can recognize and thank volunteers, such as through certificates, events, letters, and reviews. Finally, it emphasizes the importance of good volunteer management for a positive volunteering experience.MEETING 4 PRESENTATION (8) PPRE CIC (UK) IVISOC 2012
MEETING 4 PRESENTATION (8) PPRE CIC (UK) IVISOC 2012fisky-wisky
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This document discusses recognition and valuing of volunteers in social care organizations. It notes that being valued through appreciation and inclusion is more impactful on volunteer satisfaction and retention than formal accreditation alone. Volunteers come from various backgrounds and ages, with differing motivations such as gaining skills, social interaction, or helping others. The document provides examples of ways organizations recognize and value volunteers, including thank you cards, celebrating contributions, training, and social events. It stresses that good volunteer management is key to positive volunteer experiences.MEETING 4 PRESENTATION (7) INSIGHT SOCIAL RESEARCH LTD / HSCP (UK) IVISOC 2012
MEETING 4 PRESENTATION (7) INSIGHT SOCIAL RESEARCH LTD / HSCP (UK) IVISOC 2012fisky-wisky
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The document summarizes recent UK policy changes that impact volunteering and the relationship between the voluntary sector and health/social care services. Key policies discussed include the Localism Act of 2011, which devolves more power to local governments, and the Health and Social Care Act of 2012, which restructures the NHS. These policies aim to dismantle the "big state" and promote the "Big Society" by encouraging local groups to deliver more public services. The changes open opportunities for voluntary groups to bid for new contracts but will require adapting to a more business-focused approach.MEETING 4 PRESENTATION (6) INSIGHT SOCIAL RESEARCH LTD (UK) IVISOC 2012
MEETING 4 PRESENTATION (6) INSIGHT SOCIAL RESEARCH LTD (UK) IVISOC 2012fisky-wisky
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This document summarizes two community health champion programs in the UK that utilize volunteers to improve health and well-being in their communities. The Altogether Better program in Yorkshire has trained over 13,000-70,000 champions with a budget of 贈6.8 million, generating social returns of 贈0.79-贈112.42 for every 贈 spent by empowering communities. The CHC Public Health Wales ABHB pilot program has trained 150 champions across most of Wales excluding Blaenau Gwent with a 贈30,000 budget, showing anecdotal evidence of impact. Both programs are exploring best practices and how to sustain their work with limited funding.MEETING 4 PRESENTATION (5) OAMGMAMR DOLJ / ELSA (ROMANIA) IVISOC 2012
MEETING 4 PRESENTATION (5) OAMGMAMR DOLJ / ELSA (ROMANIA) IVISOC 2012fisky-wisky
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This document discusses volunteering with ELSA (European Law Students' Association). It provides an overview of ELSA, including its purpose and philosophy. It then discusses strategies for recruiting and motivating ELSA volunteers, including creating clear volunteer roles and opportunities, an effective recruitment message, and training and recognition programs. It notes benefits of volunteering like personal and professional development. Finally, it lists dos and don'ts, such as providing orientation and avoiding promises of substantial rewards.MEETING 4 PRESENTATION (4) OAMGMAMR DOLJ (ROMANIA) IVISOC 2012
MEETING 4 PRESENTATION (4) OAMGMAMR DOLJ (ROMANIA) IVISOC 2012fisky-wisky
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This document reports on a retention survey of 17 volunteer associations from various European countries. It finds that the vast majority provide introductions and ongoing support to volunteers, though only Italian organizations mentioned insurance. Most Greek, Romanian, and some Italian and UK organizations have documented volunteer activity programs, while the sole Cypriot organization does not. 80% monitor volunteer progress and 70% match volunteers to roles. Volunteers from Greece, UK, Italy typically stay over 24 months, while Romanian volunteers maximum is 12 months. All organizations view volunteer retention as important and support volunteers and service recipients from different cultures/religions. All host regular events to motivate long-term volunteer retention.MEETING 4 PRESENTATION (1) PASYKAF (CYPRUS) IVISOC 2012
MEETING 4 PRESENTATION (1) PASYKAF (CYPRUS) IVISOC 2012fisky-wisky
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1) The document discusses PASYKAF's experience creating two new volunteer teams - one to support cancer patients and one to support fundraising activities.
2) PASYKAF had issues recruiting and retaining volunteers due to a lack of clear policies and roles. Their new approach established clear recruitment and training procedures.
3) For the patient support team, 45 people attended information sessions, 20 volunteered, 15 were selected after interviews, and 11 completed training with 6 becoming regular volunteers. For the fundraising team, 120 attended sessions and 74 volunteered.MEETING 3 PRESENTATION (1) EURADIPONET (ITALY) IVISOC 2012
MEETING 3 PRESENTATION (1) EURADIPONET (ITALY) IVISOC 2012fisky-wisky
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This document summarizes the results of a questionnaire about recruiting volunteers for social care. It finds that most organizations recruit volunteers to help care for the sick, elderly, and disabled through activities like medical assistance, transportation, and home support. Volunteers ranged from 18 to 70 years old and came from various backgrounds including students, unemployed individuals, and retirees. Motivations were seen as more important than specific skills for volunteering, though skills or training were also provided. Insurance coverage varied between countries.MEETING 4 PRESENTATION (3) EURADIPONET / AGNESE BAGGIO (ITALY) IVISOC 2012
- 1. BEST PRACTICE of a volounteer Agnese Baggio Study Centre My name is Maurizio I'm 50 and I'm a volounteer at Agnese Baggio Study Centre. I work at International After School. I met people from Agnese Baggio during my job time. Until a few years ago I used to be a policeman at the Immigrant People Bureau, I was the assigned to permit to stay. With my job I used to meet a lot of foreing people, and I liked to know the personal history of everyone of them: from a side because I'm a very clubable and curious person and at the other side because of my job I had to. With mt job position I started to collaborate with Agnese Baggio Study Centre, which in that period used to help foreing people have arrived in Italy, a new country with new laws and new needs. Unfortunately a few years later I get sick, and my disease didn't permit me to continue my job, so I retired. As retired people I had a lot of free time, but I didn't want to waste the chance to do somenthing that keep me active in my life and in the society. So I remebered that Agnese Baggio Study Centre was conducting an After School for all the foreing people children that I used to work for. I talked with the Agnese Baggio's boss about work as volounteer at the After School and she interviewed me informally. We talked about my experiences and my attitudes. After this she asked me to do a little trial period. In this time I was supervised by an educator that guide me throught my first approach. Now I'm proud to be a volounteer and this experience make me richer of new incentives every day.