ادارة المتطوعين
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The document discusses best practices for volunteer management in non-profit organizations. It provides guidance on developing effective volunteer programs, including drafting volunteer applications and screening procedures, providing orientation and initial assignments, managing the volunteer experience over time, and ensuring intentional engagement and retention of volunteers. Metrics and evaluations are recommended to assess the impact of volunteer programs on organizations and communities. Flexibility, listening skills, and clear goals are important for volunteer management. Overall the document outlines strategies for non-profits to maximize the benefits of volunteer labor through proper program structure and administration.
ادارة المتطوعين
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- 6. Internship 6
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- 12. volunteer application volunteer screening procedure volunteer management best practice - “No one wants to reinvent the wheel “ - 12
- 13. “Think about redesigning volunteer at your organization ---- ---- involve the staff in evaluating the program “ How to use research the capacities & need of volunteer “ 13
- 14. “Who are our volunteer??? “ - - . rewarding” . - - Supersizing the schedule Missing metrics -- 14
- 15. Handcutts instead of handrails --Mirror Mirror Intentional volunteers management Intentional & procaine – rather than passive & reactive – effort is need to effectively engage + retain volunteers. Guidelines to IVEM ( intent round volunteer engagement + management ) ------ 3 15
- 16. “Impact” - The Greeting “Oh yes, Sami , welcome aboard “ Physical orientation Internet ----- 16
- 17. Initial work Assignment Z Initial work Assignment Formal Orientation -------------------------- A Ending the first Day --- See You – 17
- 18. -- ---- ------ Value & power of voluntarism Management team Inputs Time management & program development - ------ 18
- 19. An opportunity to add value to the community Organization & management skills Communication & interpersonal skills Defined goals for the volunteers Project management skills are a must ------- Flexibility in deploying & allocating resources Excellent listening skills Avoid Art for Art 19
- 20. voluntarism & volunteerism BNGOS GNGOS RNGOS FNGOS - – “ The are tangible badge that distinguishes the flourishing organization un flourishing one ” They are the bread & butter of what makes non-profit organization tick. “ Study of Abbott, Langer + Associates” Voluntary direction 33541 middle management 57500 Small difference between salary level among titles Volunteers are the bedrock of an NGOS They deserve better pay & should command more respect 20
- 21. – CBOs NGOs 21
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- 23. Core Fund Project by project Basis in-kind NGOs 23
- 24. . Donors driven . NGOs sustainability . ( Internship – – 24
- 27. IMPACT “Take it or leave it 27 “
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- 31. 12 10 8 Series 1 6 Series 2 Series 3 4 2 0 1970 1980 1990 2000-2002 2010- ----- 31
- 33. ------- ) Sustainability of project -- “ Impact” ---Inputs outputs outcomes 33 impact
- 34. Ownership Commitment ( In cash – in – kind contribution) Organizational& Institutional sustainability Capicity building Leaves Adminstration Fruit project Steam The institutional aspects of the organization Roots 34
- 35. ------–SWOT Analyses The Need to become self – sustaining - - 35
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