2018 Volunteer Management Progress Report - OAVRoavr.ca/wp-content/uploads/2017/06/2018Volunteer... · +2018 VOLUNTEER MANAGEMENT PROGRESS REPORT I am so grateful to be able to offer

2018VolunteerManagementProgressReport

January30,2018#vmprogress2018

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© Tobi Johnson & Associates LLC All rights reserved

2018VOLUNTEERMANAGEMENTPROGRESSREPORT

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Iamsogratefultobeabletoofferourannual"state-of-the-industry"reporttothefieldforathirdconsecutiveyear.Itisgratifyingtoseethebodyofknowledgerelatedtovolunteeradministrationgrowandtoseeaclearerpictureemerge.I’vealsobeeninspiredthatthereporthasbeenusedtoarguefor,andgain,additionalresourcesbyindividualswithinorganizations.Inaprofessionthatrequirestrueandenthusiasticacknowledgementforitsstrategicvalue,thisisawonderfulsign.Weallhavethepowertoinfluencechange.TrinaWillard,ofKnowledgeAdvisoryGroupincentralVirginiaandDr.PamKappelidesofLaTrobeUniversityinMelbourne,Australiaagainhelpedguidethesurveydesignandconductthedataanalyses.Wearepleasedtooffernewinsightsintotheimportantworkofvolunteerresourceprofessionalsandlookforwardtotheensuingdebatesdiscussion.AlltheBest,TobiJohnson,MA,CVAFounder,TobiJohnson&Associates|VolunteerProTrinaB.Willard,MSOwnerandPrincipal,KnowledgeAdvisoryGroupDr.PamKappelides,PhDLecturer,CentreforSportandSocialImpactLaTrobeUniversityJanuary2018

2018:YearThreeofNewInsights2

Formoreinfoorforinterviewsaboutthisreport,contactTobi

[email protected]

206.799.9038Oncover:WordCloudofopen-endedsurveyquestion–Whatisyour#1biggestchallenge?



+TweetableMoments

JustReleased!#volmgmttrendsfor2018intheVolunteerManagementProgressReport-learnwhatover1,000prosfrom13countriessaidabouttheirwork,salary,&satisfaction.Getyourfreecopyhere-http://bit.ly/2xWFXbr#vmprogress2018@volpronet@Trina_Willard

Thankyou!@Trina_Willard&@latrobeuni’sownPamKappelidesfortheircollaboration&analysesofthe2018#VolunteerManagementProgressReportdata–wecouldnothavedoneitwithoutyou!http://bit.ly/2xWFXbr#7@volpronet

THXtoall1,271#LOVolswhoparticipatedinourthirdannual#VolunteerManagementProgressReportforthebiggestcrowdsourceof#volmgmtdataontheplanet!Yourresponseshelpusallbetteradvocateforthefieldwelove-http://bit.ly/2xWFXbr#vmprogress2018

THXtoallofourdistributionpartnersforpromotingindustryresearch&the2018VolunteerManagementProgressReportaroundtheworldaswecontinuetobroadenawarenessofthevalueof#volmgmt.Seeourentirepartnerlisthere-http://bit.ly/2xWFXbr#vmprogress2018

What’sthetopchallengefor#volmgrs?#recruitment#recruitment#recruitment!Forthethirdstraightyear,connectingwithpeoplewhowanttoserveremainsthetopissueto#LOVols.Getthereporthere-http://bit.ly/2xWFXbr#vmprogress2018@volpronet

Volunteerretentionisagrowingconcernfor#volmgrs.Retentionwasnotedasa#1challengeby13%ofsurveyrespondents,upfrom8%in2016&6%in2015.Seeallofourstate-of-the-industrytrenddatahere-http://bit.ly/2xWFXbr@volpronet#vmprogress2018

#volmgrs-Doesyourjobtitlematchyourlevelofresponsibility?Inoursurvey,41%of#volmgrshavetheword“coordinator”intheirtitle,25%havetheword‘manager,”andonly15%havetheword“director.”See-http://bit.ly/2xWFXbr@volpronet#vmprogress2018

#VolunteerCoordinatorsoftenwearmanyhats–While84%of#volmgrsworkfulltime,only31%spend100%oftheirtimeonvolunteeradministration#vmprogress2018-http://bit.ly/2xWFXbr@volpronet

Isittimetofocusonfullcommunityparticipationin#volunteerism?Only52%of#volmgrsbelievetheirvolunteersmatchthediversityoftheircommunity&only27%haveawrittendiversity&inclusionplan.See-http://bit.ly/2xWFXbr@volpronet#vmprogress2018

71%of#volmgrsstronglyorsomewhatagreethey’llbeworkinginvolunteeradministrationin3years#vmprogress2018-http://bit.ly/2xWFXbr@volpronet

#npo#volmgrsalariesvarybyorganizationtype,butarehigherforthosewhoplacehighernumbersofvolunteerseachyearandthosewhoholdaprofessionalcertification.Learnmore#salary#trendshere-#vmprogress2018-http://bit.ly/2xWFXbr@volpronet

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@volpronet,#vmprogress2018http://volpro.net/volunteer-management-progress-report/



+AbouttheResearch

Thesurveyquestionnairewasdevelopedwithinputfromcolleagues,anevaluationexpert,andasocialscienceresearcher.Itincluded31-35(dependingoncountry)closedandopen-endedquestions;mostquestionswereoptional.ItwasadministeredonlineonlyusingtheSurveyMonkeyplatform.

Alinktothequestionnairewasdistributedthroughabroadrangeofvolunteernetworks.ResponseswerecollectedfromOctober14toNovember18,2016.Atotalof1,271volunteeradministrators(paid&volunteer)from12countriesresponded;30weredisqualifiedbecausetheydidnotworkdirectlywithvolunteers,and1,071completedmostofthequestionnaire.

LimitationsoftheDataForitsthirdyear,thesurveywasavailablegloballyandpromotedwidelytopreviousrespondentsaswellasthroughdistributionpartners.Allrespondentstothissurveyarestillworkinginvolunteerism,sothedatadoesnotincludetheexperiencesandperceptionsofthosewhohaveleftthefield(e.g.,fortenure,numberofjobs,etc.).

Itispossiblethatthesamecohorthasparticipatedeachyearandthatthisdatasetdoesnotadequatelyrepresent,norcanbegeneralized,toallvolunteerresourcesmanagersacrossthecountriesrepresented.

However,basedonaconservativeestimatedtotalpopulationof1.46millionnonprofitsintheUnitedStates,ourUS-basedresponsesrepresentaconfidencelevelof95%witha+/-3.4%marginoferror.Moreover,whenwepolledtheparticipantsofour“EarlyResults”webinar,halfsaidtheyhadparticipatedinthesurveyforonlyoneyearinourpoll.

ANoteonTerminologyThereisafairamountofdebateaboutwhattocallleadersofvolunteersandhowtolabeltheirwork.Debatesaboundaboutwhichtermsarethemostappropriateandwhichmightbeconsidered“disrespectful.”Foronepersontheuseoftheword“administration”demeansthefield.Foranotheritelevatesit.

Whilenoglobally-acceptedstandardsforjobtitlesorterminologycurrentlyexistinoursector,wearedoingourparttounderstandsomeofthecommonalitiesatwork–noteourquestionsaboutjobtitle,budget,andsalary.Inlieuofstandards,weusethejobtitlesofvolunteercoordinator,manager,director,andadministratorinterchangeablythroughoutthisreport.Nooffenseisintendednorshouldbetaken.

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+Champions–WeAppreciateYou!ManyThankstoOurDistributionPartners&Reviewers!

Thefollowingorganizationssupportedthesurveybypromotingittotheirnetworks.Thankyouforhelpingusraiseawarenessofthiswork.

SpecialthankstoJasonFrenzel,CVA,andAlanaKnoppow,MSW,fortheirreviewofthequestionnaireandusefulsuggestions,insights,encouragement,andwisdom.

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ª  AlbertaHealthServices

ª  America’sServiceCommissions

ª  AssociationofLeadersinVolunteerEngagement(AL!VE)

ª  BloodworksNorthwest

ª  DOVIAGreaterAkron

ª  MaineCommissionforCommunityService

ª  Make-A-WishAmerica

ª  MichiganHealthcareVolunteerResourceProfessionals(MHVRP)

ª  Mid-OhioFoodbank

ª  MinnesotaAssociationforVolunteerAdministration(MAVA)

ª  NevadaVolunteers

ª  OhioAssociationofFoodbanks

ª  OAVR(OttawaAdministratorsofVolunteerResources)

ª  PalliativeCareVictoria

ª  PracademicsSection,AssociationforResearchonNonprofitOrganizationsandVoluntaryAction(ARNOVA)

ª  HandsOnNetwork|PointsofLight

ª  PortlandAreaVolunteerAdministrators(PAVA)

ª  ProfessionalAssociationofVolunteerLeadersOntario(PAVRO)

ª  RobJacksonConsultingLtd

ª  SocietyforHealthcareVolunteerLeaders

ª  TheCentreforVolunteering

ª  TwentyHats

ª  VolunteerAdministratorsNetworkofCentralOhio(VAN)

ª  VolunteerEastTennessee

ª  VolunteerLinc

ª  VolunteeringandContactACT(VCA)

ª  VolunteeringSouthAustralia&NorthernTerritory

ª  WisconsinVolunteerCoordinatorsAssociation(WVCA)

ª  VolunteerWisconsin

ª  YMCAoftheUSA



+WhatWeHopedtoLearnn  Thetopchallengesfortoday’svolunteeradministrators(seepages34-35)

n  Howvolunteercoordinatorsratetheirlevelofsupportfromco-workers(seepages38-40)

n  Whetherornotthediversityoftoday’svolunteersalignwiththecommunitiestheyserveandwhetherintentionalvolunteerdiversityandinclusioniscommon(seepage41)

n  Whetherwecouldestablishretentionbenchmarksforshort-term,long-term,andproject-basedvolunteers(seepages36-37)

n  Howthejobsalariesandnumberofvolunteersengagedcomparesacrossorganizationsofdifferentsizesandtypes(seepages27-32)

n  Howvolunteermanagerscomparetheirwork,satisfaction,andintenttocontinueinthefield(seepages17-21,22-26,42-44)

WhatIntriguedUs

n  WeFoundConsistentCharacteristicsOverThreeYears–Therewasasurprisingconsistencyofrespondentdemographicsandresponsesforthreeconsecutiveyearsofsurveys,evenwithaninternationalcohort,andsimilarchallengesarefacedbymany.

n  VolunteerRetentionisaChallengeontheRise–Anecdotally,leadersofvolunteersincreasinglynotethechallengeofmaintainingvolunteerinvolvementoverlongerperiodsoftimeandpointoutthatvolunteersincreasinglyappeartoprefershort-term,episodicassignments.Theincreaseinretentionalsohasincreasingrelevanceinopen-endedcomments,up7%inthreeyears,appearstosupporttheseperceptions.

n  TheFutureMayBeBoundtotheBuy-InofCo-Workers–Volunteercoordinatorjobsatisfactionandintenttostayworkinginthefieldishighlycorrelatedwithwhetherornotfellowemployeeswelcome,orareresistantto,volunteerinvolvementintheirdepartments.

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Whyconductasurveylikethis?Weallneedtobebetteradvocates.①   Volunteerresourcemanagerscanbenefitfromseeinghowtheircolleaguesratetheir

ownpriorities,challenges,andopportunitiesandadvocateforthemselves,bothwithintheirorganizationsandoutsidethem.

②   Volunteer-ledorganizationsneedclearbenchmarkstohelpthemmakemeaningfulcomparisonsandinformeddecisionsabouttheirvolunteerengagement.

③   Nonprofitconsultants,trainers,andcapacitybuildersneedtoknowwhicharethegreatestneedsforourfield.



+GeneralImpressions&Questionsn  Thecharacteristicsofrespondentscontinuetobesimilaryeartoyear,evenwithexpanded

participationfromcountriesoutsidetheUSandanevolvingrespondentpool. Doesthisrepresentthefieldasawholegloballyoratleastinthecountries

represented?

n  Respondentsarewhite(91%)women(91%),andcontinuetotrendthisway,upthreeandfourpercent,respectively,ineachcategoryoverthreeyears.Thisrepresentslessdiversitythaninthenonprofitsectorasawhole.Asapointofcomparison,18%ofgeneralnonprofitUSemployeesarepeopleofcolor,twiceasmanyasworkinvolunteerism. Doesvolunteerismcontinuetohaveadiversityproblem?Doesthislackof

diversityaffectwhobecomesavolunteer?And,doesitaffectwhichvolunteerslearnofopportunities,thusreinforcingacycleofsameness?

n  Moreover,nearlyhalf(48%)StronglyDisagree,SomewhatDisagree,orareNeutralastowhetherthediversityoftheircurrentvolunteercorpsmatchesthecommunitytheyserve(race/ethnicity,language,disability,sexualorientation,citizenshipstatus,etc.).Overhalf(55%)ofrespondentsdonothaveawrittendiversityandinclusionplanforvolunteers;another18%didnotknowwhetheraplanwasinplace.

Inanincreasinglydiverseworld,areorganizationspreparedtopromoteaninclusivevolunteerexperience?Ifso,whataretheresourcesneeded,andaretheypreparedtocommittheinvestment?

n  Regardlessofthemanychallengesofthejob,andthehighpotentialforburnout,81%ofleadersofvolunteersareSomewhatorVerySatisfied,holdingsteadyoverthreeyears.Nearlysevenoutof10(67%)respondentsSomewhatorStronglyAgreethattheyplantobeworkinginthefieldthreeyearsfromnow.Eachyear,thepercentageofpeoplewithmorethan10yearsofexperiencegrows,from40%in2016,to43%in2017,to44%inthisyear’ssurvey.

Howcanwetaptheimmenseexperienceandeasilysharebestpracticesforthisseasonedcommunityofprofessionalpractice?Whereisprogressbeingmade?Whatarenaturalcareerpathsasexpertisegrows?

n  Leadersofvolunteerscontinuetojugglemorethanonetaskarea.While85%ofrespondentsworkfull-time,only31%focusentirelyonvolunteercoordination.Overthepastthreeyears,thetrendcontinues.Thisyear,55%ofstaffspentthreequartersoftheirtimeormoreonvolunteermanagement,downfrom64%threeyearsago.

Asthosewholeadvolunteersareaskedtojugglecompetingpriorities,andhavelesstimetoleadvolunteers,willthevolunteerexperiencesuffer?Whatimpactwillthishaveonthepublic’sinterestinvolunteeringacrosstheboard?

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WhoDidWeSurvey?

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+GeographicRepresentation

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WhereWereRespondentsLocated?

Twelvecountriesparticipated(withonereportingthecontinentofAfrica).Thevastmajorityofrespondents(74%)wereheadquarteredintheUS,with13%fromCanada(upfrom8%in2017),9% fromAustralia(downfrom14%in2017),5%fromtheUnitedKingdom(downfrom5%in2017),and2%fromelsewhere(downfrom5%in2017).

Thisyear,thegreatestpercentageofresponses,basedontheavailableestimatesofnonprofitorganizationsandcharitiesbycountry,camefromCanada.(Note:Thesecountsdonotgenerallyincludepublicsectororganizationsorchurches/congregations.)

Themajorityofrespondentsthatservetheirlocalcity/county/regionwithintheirstateorprovinceremainsconsistentoverthepastthreeyears(69%in2018),withmuchsmallerpercentagesservingwidergeographicregions,includingtheirstate,multi-stateregion,country,orbeyond.

WhereHeadquartersLocated

#ofsurveyrespondents

%oftotalsurvey

respondents

Total#nonprofitsin

country

%oftotalnonprofitswhoparticipated

Canada 143 13.1% 170,000 ~.08%

UnitedStates 805 73.8% 1,466,026 ~.05%

Australia 96 8.8% 600,000 ~.02%

UnitedKingdom 30 2.7% 167,443 ~.02%



+OrganizationTypes

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WhatTypesofOrganizationsWereRepresented?

MostcategorizedthemselvesasNonprofitOrganizations(70%),followedbyHospital/Clinic/Hospiceorganizations(13%);Federal,Regional,State,andLocalGovernmentscombined(12%).Awiderangeoftypesofcausesparticipatedinthesurvey(seenextpage),withhealthcaredominatingat15%.Asapointofreference,intheUS,6.2%ofallnonprofitsareHealth&Medical-related;7.5%Arts,Culture,&Humanities;6.3%HumanServices;2.2%Environmental;13.4%Education;and7.8%CommunityImprovement&CapacityBuilding.Thesedonotincludegovernmentprograms,anditisunknownhowmanyorganizations,asawhole,involvevolunteers(beyondtheirgoverningboardsofdirectors).

“Governments,fundingbodies(andorganisations)needtorecognisethatvolunteeringisexcellentvalueformoneybutitisnotfree-volunteeradministration/coordination/managementneedstobeadequatelyfactoredintograntapplications,budgets,etc.”

“CommunityServicesisanamazingindustry;recognizeitspowertochangelives!”

“Iamfortunatetoworkforanorganizationthatvaluesvolunteersandrecognizesthatresourcesmustbeprovidedforasuccessfulvolunteerprogram.”

Leadershipatallorganizationstypicallydonotunderstandtheworkthatgoesintorunninganeffective/efficientprogramandhowmuchVolunteerManagementissimilartoHumanResources.Organizationscouldleveragegettingmoreresourcesandsupportfromvolunteersiftheyincorporatedvolunteermanagersintostrategicplanningandbetter-supportedvolunteermanagementstaff.”

“Istronglybelievethesectoringeneralneedsahigherprofileandbettersupportandrecognition.IamintheenviablepositionofbeingwellsupportedwithinmyorganisationbutIseethatisnotsoforanumberofotherVolManagers.Betterfundingforvolunteersupportwouldbecosteffectivespendingalso.”



+OrganizationTypes

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AnswerOptions 2016 2017 2018

Nonprofit 73.4% 66.2% 70.1%

Hospital/Clinic/Hospice N/A 12.7% 13.4%

LocalGovernment 10.9% 9.4% 8.7%

StateGovernment 2.9% 2.5% 2.7%

Ed.Institution/SchoolDistrict N/A 3.0% 2.4%

FederalGovernment 3.4% 1.3% 0.7%

Corp/SmallBusiness 1.0% 1.0% 0.7%

ChurchorCongregation 1.0% 0.9% 0.5%

RegionalGovernment N/A 0.5% 0.5%

SocialEnterprise N/A N/A 0.3%

Other 5.5% 2.7% N/A

CategoryThatBestDescribesOrganizationStructure



+Causes

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AnswerOptions%of

Responses#of

Responses

HealthCare/MedicalResearch/SupportServices 15.4% 169

Senior&DisabilityServices 9.8% 107

Arts,Culture,&Humanities/History/Museums 7.3% 80

Hospice 6.7% 73

Multi-Service 6.6% 72

Environment/Parks/Wildlife 6.3% 69

ChildWelfare/FamilyServices/SocialServices 6.2% 68

Education/Libraries 5.9% 65

CommunityImprovement&CapacityBuilding 4.2% 46

YouthDevelopment 3.8% 42

Housing&Shelter/Homelessness 3.5% 38

FoodPantry&Delivery/Agriculture&Nutrition 3.3% 36

AnimalCare&Welfare 3.0% 33

VolunteerCenter&Placement 3.0% 33

Recreation&Sports 2.2% 24

MentalHealth&CrisisIntervention/DomesticViolence 1.8% 20

CivilRights,SocialAction&Advocacy/Empowerment 1.0% 11

PublicSafety,DisasterPreparedness&Relief 0.8% 9

Faith/Spirituality 0.8% 9

Philanthropy&Grantmaking 0.7% 8

Veterans/MilitaryServices 0.7% 8

Business/ProfessionalAssociations 0.6% 7

Crime&OtherLegalServices 0.6% 6

Science&Technology 0.4% 4

Employment&Training 0.1% 1

ForeignAffairs/InternationalNGO 0.1% 1

Other 5.3% 58



+NumberofPaidEmployees

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OrganizationSize

3%wereorganizationsentirelyrunbyunpaidvolunteers.10%ofrespondentshavefiveorfewerpaidstaffwithintheorganization.

Nearlyonethird(32%)aresmalltomediumsizeorganizations,reporting6to50paidstaff.44%arelargerorganizationswithmorethan100paidemployees.

“Weareunderstaffedinourvolunteerdepartmentandgetbywithinternandtemphelp,butcoulduseanotheremployee.Therewasmoneyinmybudgetforaparttimeperson,butafterabadexperiencewiththewrongemployee,mysupervisorhasnotseenfittoreleasethemoneyformorestaffing.Theremaybeotherpriorities,suchasamoredevelopmentorientedstaffpersontoworkwithhighvaluedonor/volunteers.Thereisapushtoconvertvolunteerstodonorsandsogeneralvolunteeringmaynotgetthestaffingweneed.”

TotalNumberofPaidEmployeesatOrganization



+AnnualBudget–Organization

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“Thejobisbiggerthanitusedtobe.We'vegrownourprogramby43%since2013whichisfantastic!Ourorganizationneededmorevolunteersupport.Butstaffinginourdepartmenthasstayedthesame.Howdowecontinuetodomoreformorepeoplewithoutwateringeverythingdown?”

OrganizationBudgets

Similartolastyear’sresults,overhalf(54%)reportedorganizationalbudgetsof$1millionormore.8%wereorganizationswithanannualbudgetoflessthan$250,000.

Oneinfive(25%)didnotknowtheirorganization’sbudget.

Organization’sAnnualBudget(foralldepartments)

“Despiteoverseeingavolunteerprogramvaluedatover$10millionannually,Istillhavenotadedicatedbudgetforthevolunteerprogram.”



+RespondentDemographics

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DemographicsRemainConsistent

Thedemographicbreakdownwasconsistentwiththe2017survey,movingslightlymorehomogenous.ThevastmajorityofsurveyrespondentswereFemale(91%,88%in2017),andpredominatelyWhite/Caucasian(91%,89%in2017),withverylittlerepresentationofotherethnicities.(Note:Incomparison,peopleofcolorcomprise18%ofnonprofitUSemployees,82%areWhite/Caucasian).Note:Therace/ethnicityquestionincludedinthesurveywasintendedtobeopenforrespondentstoselectasmanyoptionsasapply.Unfortunately,thequestionwaserroneouslysettoacceptonlyoneanswer.Thismayhaveskewedthedataslightly.

Race/Ethnicity

Gender



+RespondentDemographics

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Multi-Generational,Highly-EducatedWorkforce

Respondentsarefairlyevenlysplitamongstagecohortsinthe25-64yearoldagerange,andmosthaveatleastonepost-secondarydegree.Thevastmajority(78%)haveattainedatleastaBachelor’sdegree(76%inthe2017surveyand80%inthe2016survey).

HighestLevelofSchoolAchieved

Age



+JobTitle&StatusWhat’sinaName?

Thosewholeadvolunteersgobymanyjobtitles,withCoordinatorappearingasthemostcommon.Thetopthreewordsincludedinthejobtitlesofrespondentswere:

n  Coordinator41.4%(43%in2017,39%in2016)

n  Manager24.6%(26%in2017,27%in2016)

n  Director16.7%(16%2017,19%2016)

Theremainderwere:Specialist(5.0%),Supervisor(1.8%),Officer(1.8%),Assistant(1.2%),President(1.1%)Administrator(.7%),andAssociate(.5%).5.2%selectedOther.

StructureoftheJob&TimeSpentonVolunteerManagement

Theoverwhelmingmajorityofleadersofvolunteersclassifythemselvesasfull-time(84%)paid(92%)employeesand4%areunpaidvolunteers.Interestingly,thenumberwithfull-timestatusincreasedsixpercentagepointsfrom2017to2018overall.

Paidstaffcontinuetosplittheirtimebetweenvolunteerresourcemanagementandotherduties.Onaverage,31%focusentirelyonvolunteercoordination,butsignificantdifferencesexistbetweencountriesforthismetric.

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16%3.80

0%

31% 33%

12% 12%

19%26%

30%

12%14%

18%

24%

31%

25%orLess 26-50% 51-75% 76-99% 100%

2016 2017 2018

PercentageofTimeSpentonVolunteerManagement



+WorkSchedule

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85% 84%

25%40%

84% 81%

65% 62%

87% 90%83%

66%

UnitedStates Canada UnitedKingdom Australia

2016 2017 2018

PercentageWhoWorkFullTimexCountry

33%

41%

20% 20%

32%27%

38%

28%

30%

40%37%

34%

UnitedStates Canada UnitedKingdom Australia

2016 2017 2018

PercentageWhoSpend100%ofTheirTimeonVolunteerAdministrationxCountry



+ProfessionalExperience

FieldExperienceandTenureisGrowing

Respondentsrepresentedawiderangeofyearsofexperience,manywithlongtenuresinthefield.Moreover,thecorpsofexperiencedmanagersisgrowing,representingasolidfoundationofseasonedveterans.

n  In2018,44%hadover10yearsexperienceand17%over20years.



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YearsWorkingintheFieldofVolunteerAdministration

“Agrowingvolunteerprogramhassomestaffunnervedbytheskillsbeingofferedforfreeorirritatedbythepresenceofvolunteersintheirwell-oiledroutines.Thedaystaffunderstandthetaskandnecessityindevelopmenttermstowelcomeandusevolunteers,butwearea24/7operationandsomeofthelate-night/overnightandweekendworkersdonotunderstandwhatDevelopmentdoesandcanbedismissiveofenthusiasticoffersofhelp!”

“Weknowthatnoteveryoneisgoingtolikeeverycomponentoftraining,somewillfindsomepartsmoreusefulthanothers,buthowdowestrikeabalanceandkeepthingsfreshyearafteryear…..Somestudentshavebeenvolunteeringfor3or4years,sohowdowekeepitnewandexcitingforthem,whilealsoprovidingthebasicinformationandskillstoournewvolunteers?!”



+ProfessionalCredentials

MostHoldNoCertifications

Mostrespondents(67%)donotholdanycertificationsrelatedtovolunteerresourcemanagement.Only12%haveobtainedtheCertifiedinVolunteerAdministration(CVA)credential,theonlyglobally-recognizedcertificationforthefield.

Overthepastthreeyears,theaveragecertifiedis33%,oroneinthreerespondents.

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CertificationsAchievedbyType

36%

29%

33%

2016 2017 2018

PercentageWhoHoldAtLeastOneCertificationinNonprofitorVolunteerAdministration



+AnnualBudget–Program

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AnnualProgramBudget(US)

IntheUS,one-third(32%)reportedannualbudgetsof$1-$5,000setasideforthevolunteerprogram(notincludingstaffsalariesandbenefits).Themedianprogrambudgetwas$5,001-$10,000.Nearlyoneinten(8%)ofprogramshadnobudgetsetasideforthevolunteerprogram.

Consistentacrosscountries,atleastoneinfive(21%)don’tknowtheirownprogrambudget.

Program’sAnnualBudget

Country Means&RoughAverages($USD)%Don’tKnow

UnitedStates 4.61($5,001-$10,000) 21%

Canada 5.08($8,052-$40,253) 24%

Australia 4.89($3,919-$7,838) 21%

UnitedKingdom 5.55($13,564-$67,813) 38%



HowDoTheyDescribeTheirWork?

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+VolunteerRoles

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VolunteerRolesinthePastYear %ofResponses

SpecialEvents 80.0%

Office/Administrative/CustomerService 73.8%

Board/CommitteeMember 64.6%

DataEntry/Management&Reporting 56.0%

Outreach/CommunityEducation/Booths 53.2%

Fundraising 51.0%

Leading/SupervisingOtherVolunteers 46.0%

Education/Teaching/Tutoring 43.0%

DirectClient/PatientService 42.1%

ActivityLeaders 38.2%

VolunteerRecruitment 37.9%

Communications/Marketing 36.7%

Training/Coaching/Mentoring 34.9%

Befriending/Support 31.4%

Transportation/Driving/Delivery 30.1%

Landscaping/Conservation 28.2%

Coaching/Mentoring 27.5%

Advocacy 25.6%

Pro-Bono/ProfessionalServices 25.5%

StrategicPlanning/ProgramDevelopment 23.9%

FoodService/Catering 23.5%

SpeakersBureau/Docent/TourGuide 21.5%

Interpetation/Translation 17.6%

Construction/Maintenance 16.7%

Copywriting/Marketing 15.4%

Assessment/Evaluation 14.3%

Warehouse/FoodPacking 12.3%

AnimalCare 12.2%

EmergencyServices/DisasterRelief 9.6%

Other(pleasespecify) 10.7%



+VolunteerRoles

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VolunteerRolesinPast12Months 2016 2017 2018

SpecialEvents 84.2% 79.1% 79.9%

Office/Administrative/Reception 72.9% 72.3% 73.8%

Board/CommitteeMember 66.8% 61.7% 64.6%é

DataEntry/Management&Reporting N/A 63.1% 56.0%ê

Outreach/CommunityEducation/Booths N/A 55.9% 53.1%

Fundraising 52.3% 51.1% 51.0%

Leading/SupervisingOtherVolunteers 42.9% 47.5% 46.0%é

Education/Teaching/Tutoring N/A N/A 42.9%

DirectClient/PatientService 71.4% 48.8% 42.1%ê

ActivityLeaders N/A 40.7% 38.2%é

VolunteerRecruitment 48.9% 40.4% 37.9%ê

Communications/Marketing N/A 41.9% 36.6%ê

Training/Coaching/Mentoring 45.4% 44.1% 34.9%ê

TypesofVolunteerRoles

Volunteersareinvolvedinawidevarietyofrolesandpurposes,asreportedbyrespondents.

Theuseofvolunteersinspecificcapacitiesremainedrelativelyconsistentoverthepastthreeyearsofsurveys.Frequencyofusetrendsareshownbelow.

Thearrowsindicatehowtherankingoftherolehaschangedfrom2017to2018,withmorevolunteersengagedinleadershippositionsandlessbeingutilizedfordataentryandreporting.



+WhereVolunteersarePlaced

In-Sourcing&OutsourcingVolunteerTalentPlacement

Forthe2018survey,overhalfofrespondents(57%)indicatedthattheirprimaryresponsibilityistoplacevolunteerswithotherdepartmentswithintheirorganization.Aboutone-third(36%,sameasin2017)placevolunteersintheirownprograms.Only7%placedthehighestvolumeofvolunteerseachyearwithotherorganizationsoutsidetheirown.

In2017,thetrendwassimilar,with56%placingthehighestvolumeofvolunteersinotherprogramswithintheirownorganizations.

25

WheretheHighest#ofVolunteersarePlacedEachYear

“Volunteers(formalandinformal)compriseoneofournation'slargest,ifnotthelargest,workforceandcontributessignificantlytotheeconomic,social,culturalandenvironmentalwell-beingofournation,butisnotwellacknowledged,funded,positioned,orsupported.Aswithotherworkforcesvolunteeringneedsinvestmentinsteadofbeingseenandexpectedtobefree(eventhoughtheactofvolunteeringisfreelygiven).”



+VolunteersInvolvedinProgram

TotalNumberofVolunteers

Respondentsinvolveawiderangeofvolunteers,withtheaverageworkforceofabout251-500volunteersacrosstheorganization.Aboutonequarter(24%)engageover1,000volunteersayearinservice.

Thesurveydidnotaskwhethertherespondentwassolelyresponsibleforplacingallvolunteersinvolvedattheorganization.

26

#ofVolunteersInvolvedAnnually

“Ifwedon'tcreatenewanduniquethingsforvolunteerstoassistwith,theywon'tgetinvolved.Staffaresocommittedtoourmissionhereitisveryhardforthemto"giveaway"taskstovolunteers.ThewholevolunteerprogramwillremainstagnantifIcan'tcreatesomestaffbuy-in!”

“Itookoveratthesametimetheorganizationgrewexponentially.Andtherewasnotimetodevelopasolid,structuredprogram.Andtherehascontinuedtobenotimeoropportunitytodoso.Theneedforvolunteershasalsogrownexponentially,buttherehasnotbeenthesupportformetobackupanddeveloptheprogramsothatweKEEPthevolunteersweget.”



+SalaryMedianSalaries

Acrosstheboard,salariesareontherise,insomecountriesmoresothaninothers.BelowarethecurrentaveragesforthisyearandlastandtheequivalentsinUSdollarsforcomparison.

UnitedStates(US)–$45,703USD($45,325in2017)

Canada–$56,518CAD($45,432USD,$34,732in2017)

Australia(Oz)–$64,816AUD($50,982USD,$46,079in2017)

UnitedKingdom–£27,668GBP($37,530USD,$34,856in2017)

PleaseNote:BeyondtheUS,insufficientsamplesizeswerecollectedfromothercountriestoreportreliabledata.We,therefore,focusedonsalariesintheUS.Dataisbeingprovidedforinformationonly.Itshouldnotbeassumeditisrepresentative.

27

$55,000 $52,612

$41,033 $44,425$53,045 $50,542 $54,485 $54,180

$62,823

$37,925$40,704 $42,607 $44,150

$53,035 $53,657 $54,148 $55,534

$64,480

AverageAnnualSalary(US)xTypeofOrganization

2017 2018

2018Median–$45,703



+SalaryVariables

SalaryTrends

VolunteermanagersalariesintheUnitedStatesvarybytypeoforganization,rangingfromanaverageof$42,607peryearforchurch/congregationemployeestoanaverageof$64,480forfederalgovernmentworkers.TheaverageoverallsalaryintheUSwas$45,703.

Itappearsthatthereisacorrelationbetweenaveragesalaryandjobtitle.Directorsearnedthemostatanaverageof$56,147peryearandAssociatestheleastat$30,462.WedidnotcollectdatafortitlesthatincludedthewordOfficerorPresident.

28

$57,724 $55,078$48,209

$38,265 $42,036 $41,063$47,294

$28,049

$56,147

$67,813

$50,646

$37,361

$53,925

$46,773

$30,462

$41,109 $37,677

$12,000

AverageAnnualSalary(US)xJobTitle

2017 2018

2018Median–$45,703

“LOVEwhatIdo...loveworkingwiththosewhoaresokeenandpassionateaboutgivingback!!!”



+ 29

$51,812 $52,530

$71,415 $70,189

$91,135

$31,450

$47,895$41,894

$54,852

$45,542

$63,950

$50,910

$100,000

$49,669 $51,742 $49,573

$43,534

CVA CVM CAVS CFRE CAE CNP MSW Other None

AverageAnnualSalary(US)xCertification

2017 2018

2018Median–$45,703

SalaryVariablesPossibleImpactsonSalary

Thereappearstobefairlyconsistentcorrelationsbetweensalaryandtypeofcertification.Thismaybedue,inpart,toorganizationaltype.Certificationsinclude:

n  CertifiedinVolunteerAdministration(CVA)

n  CertifiedVolunteerManager(CVM)

n  CertifiedAdministratorofVolunteerServices(CAVS)(forhealthcare)

n  CertifiedFundRaisingExecutive(CFRE)

n  CertifiedAssociationExecutive(CAE)

n  CertifiedNonprofitProfessional(CNP)

n  MastersinSocialWork(MSW)

Thereisalsoacorrelationbetweenthenumberofvolunteersplacedannuallyandthetotalnumberofvolunteers.Thehigherthenumberofvolunteers,thehigherthesalary,exceptforthe751-1,000volunteersband(forbothtotalplacedandtotalinvolved).Thiswasrelativelyconsistentwithlastyear’sfindings.



+SalaryVariables

30

$36,623

$41,797$47,349 $47,864

$43,606

$54,201

1-100 101-250 251-500 501-750 751-1000 Over1000

$40,583

$46,692$48,200

$51,423

$40,813

$53,950

1-100 101-250 251-500 501-750 751-1000 Over1000

$42,906

$48,126

$41,005

Inmyownprogram/dept Inotherprograms/deptswithinmyorg

Inotherorgsoutsidemyown

AverageAnnualSalaryxTotalNumberofOrgVolunteers

AverageAnnualSalaryxNumberofVolunteersPlacedAnnually

AverageAnnualSalaryxWhereVolunteersArePlaced

Median–$45,703

Median–$45,703

Median–$45,703



+ 31

$21,921

$36,375 $38,980 $39,677$45,965 $47,615

$56,494

$70,137

$41,395

Lessthan$100,000

$100,000-$249,000

$250,000-$499,999

$500,000-$999,999

$1-$5Million $5.1-$10Million

$10.1-$100Million

Morethan$100Million

Don'tKnow

$35,855$38,474

$43,165

$49,902$54,018

$58,849$62,918

$38,842

None $1-$1,000 $1,001-$5,000 $5,001-$10,000

$10,001-$50,000

$50,000-$100,000

Over$100,000 Don'tKnow

AverageAnnualSalaryxAnnualOrganizationalBudget

AverageAnnualSalaryxAnnualVolunteerProgramBudget(withoutSalary&Benefits)

Median–$45,703

Median–$45,703

SalaryVariablesSalaryandBudgets

Thereisalsoapositivecorrelationbetweenprogramandorganizationbudgets–thehighertheannualbudgetthehigherthesalary,exceptforthosewhodonotknowtheirbudgets.Earningsdropbelowthemedianforthosewhodon’tknowtheirbudgets.



+

SalaryandSatisfactionAppearRelated

Notsurprising,therealsoappearstobeaslightcorrelationbetweensatisfactionandsalary.ThosewhoreportbeingVerySatisfiedaretheonlygroupthataveragesoverthemediansalary.ThosethataresomewhatsatisfiedearnslightlymorethanthosewhoareVeryDissatisfied,SomewhatDissatisfied,orNeutralabouttheirwork.

32

“Currently,theorganizationhastoofewresourcesallocatedtovolunteerengagementandmanagement.Whilethisisillustratedbythefundinglevelstatedinthebudget,itgoesbeyondallocatingdollarsformymodestsalaryandoverheadcosts.Itincludesasignificantlackofpaidemployeesallocatedtoadministrativesupport,aswellasalackoffundingforprofessionaldevelopmentforallstaffworkingwithvolunteers.Italsoincludesalackofcommitmentfromseniormanagerstoprovidetheinfrastructurenecessarytocarryoutourinternalvolunteerpractices.”

$40,117

$43,293 $42,385$44,701

$49,375

VeryDissatisfied SomewhatDissatisfied

Neutral SomewhatSatisified VerySatisfied

AverageAnnualSalaryxJobSatisfaction

Median–$45,703

“Asmanyothers,Iwearanumberofhats,whilemyprimaryjobiscoordinatingvolunteers.However,Ialsooverseeandmanageanumberofotherpriorities.ThislimitstheamountoftimeIcanspendengagingvolunteersthewayIwouldliketoorneedto…Asacoordinator,Ihavetheopportunitytoplacevolunteersatfivedifferentlocationsandamongsixdifferentprograms.Isimplydonothavethecapacitytoeffectivelymanageavolunteerprogramthewayitshouldberun.”

SalaryVariables



WhatAreTheirNeeds?

33



+ProfessionalDevelopmentNeedsTopFiveTrainingNeeds

Thetoptrainingneedshaveremainedrelativelysimilarfrom2015to2017.Overone-thirdofrespondents(34.7%)selectedTrainingStafftoSupportVolunteersasoneofamaximumoffourtrainingneeds.Thiswasthemostcitedneedin2017aswell.Oneinfour(25.4%)selectedVolunteerRecruitment,whichrosefromthirdtosecondrankingthisyear.

Inaddition,weaddedDevelopingVolunteerLeadershipasanewcategory.We’regladwedidbecauseitemergedasacleartrainingneed.Nearlyoneinfourrespondents(24%)notedvolunteerleadershipdevelopmentasatoptrainingtheme.

Note:Thearrowsindicatechangesinrankingfrom2017to2018.

34

TopTrainingNeeds 2016 2017 2018

TrainingStafftoWorkwithVolunteers N/A 45% 35%

VolunteerRecruitment 36% 28% 25%é

DevelopingVolunteerLeaders N/A N/A 24%

DevelopingProgramOutcomeMetrics 46% 30% 23%ê

VolunteerRecognitionandRetention 39% 26% 21%

MostFrequentlyCitedCurrentTrainingNeeds



+2018BiggestChallengesTopChallengesinOpen-EndedComments

Respondentswereaskedtosharetheir“#1biggestchallenge”intheirownwords.Weaskedthemtobeasdetailedaspossible.Manyofthecommentshighlightedinthisreportareexcerptedfromtheseresponses.

Thefollowingwerethemostfrequentlycitedwiththemostnotedsubtopicsforeach:

n  Recruitment(31%)–Findingenoughvolunteers&therightvolunteersforspecificroles

n  Respectand“Buy-In”(14%)–Lackofexecutivesupport/understanding&co-workerresistancetovolunteerinvolvement

n  Retention(13%)–Fulfillingcommitmentstoservice&volunteers“agingout”

n  Roles&Matching(10%)–Designingimpactfulroles&meetingvolunteerinterests

n  Time(8%)–Splittingtimebetweencompetingpriorities&notenoughpaidstaff

Thetablebelowdetailshowthechallengeshaveevolvedoverthepastthreeyearsofsurveys.Respondentsnotedrecruitmentandrespectandreliabilityastheirtoptwochallengesinopen-endedcommentsyearafteryear.Volunteerretentionhasrisensteadilyasatopchallenge,climbingsevenpercentagepointsoverthepastthreeyears.Thismayreinforcewhatmanyleadersofvolunteersreportanecdotally–itmaybetgettinghardertofindandkeepvolunteersengaged,particularlyoverlongerperiodsofservice.

35

2016 2017 2018

Recruitment(25%) Recruitment(24%) Recruitment(31%)

Support&Buy-In(9%) Respect&Reliability(16%) Respect&Buy-In(14%)

Time(9%) Roles&Matching(9%) Retention(13%)

FinancialInvestment(7%) Retention(8%) Roles&Matching(10%)

Retention(6%) Time(8%) Time(8%)

#1BiggestChallenge(open-ended)

“Itisanhonortoworkinvolunteerservices.Volunteersaremyfavoritegroupofpeoplebecausetheyareeverywhere,theyareeveryone,theyarelimitless!.”



+VolunteerRetention

36

VolunteerEngagementBenchmarking–AStart

Withthisyear’ssurvey,weattemptedtobegintogatherstatisticsonvolunteerrecruitmentandretention.Currently,therearenostandardoutcomesmetricsforthesector.So,wedefinedthosethatmostalignwithhowvolunteersareutilized,withanattempttoincludemetricsforbothtraditionalandepisodicorshort-termroles.

Belowistheretentionterminologyweestablishedforthissurvey:

n  Volunteer"Conversion"Rate-Whatpercentageofpeoplewhocontactyouaboutvolunteeringbeginactivevolunteerservice?

n  AnnualRetentionRate-Whatpercentageofyourcurrentlyactivevolunteerswereactive12monthsago?

n  ServiceEventParticipationRate-Onaverage,whatpercentageofpeoplewhosignuptohelpatyoureventsactuallyshowup?

n  ProjectCompletionRate-Whatpercentageofvolunteerswhobeginashort-termprojectcompletetheprojectsuccessfully?

“Thebiggestchallengefacingourorganizationrelatedtovolunteerengagementiscreatingaconsistentculturethatvaluesthecontributionsofvolunteersanddemonstratesinwordsandactionsanappreciationforallthatvolunteersdoforus.Weareagrowingorganizationandmanylongtimevolunteershavebeenreliedontohelpusachievethatgrowth.Unfortunately,manyofthemarenowdisengagingduetoburnoutandithasbeenachallengetoengagenewvolunteerswhoarewillingtotakeonthesamelevelofresponsibility.”

“Itseemsthateveryone'slivesaresobusyandfull.It'sachallengetocontinuetoengagevolunteerstoavolunteercommitment.Weareveryaccommodatingtoschedulessooffergreatflexibilityforavailability-thisworksinourfavour!!”

“Wehavegreatmeasuresinplacetoretainvolunteers,andgenerallyhaveagoodretentionrate.Lately,anincreasingnumberofvolunteersbowoutoftheirrolebeforethetermiscompletethough.Wetrytocommunicatecommitmentatalljuncturesintheironboardingandtraining,butothereventsseemtogetinthewayandwenoticemorevolunteersareunabletocommitorseeaproject/termthrough.”



+VolunteerRetention

37

SelfReportedVolunteerRetentionRates

Benchmark20%orLess(1)

21%-40%(2)

41%-60%(3)

61%-80%(4)

81%-100%(5)

Total Mean

Volunteer"Conversion” 8% 19% 22% 28% 20% 100% 3.33

AnnualRetention 6% 12% 22% 35% 22% 100% 3.58

EventParticipation 2% 3% 7% 19% 61% 100% 4.49

ProjectCompletion 1% 2% 6% 16% 57% 100% 4.53

EngagementRatesbyType

“Becauseoftheworkmyvolunteersdo,therecruitmentandtrainingneedstobefairlyrigorous….Idoaprettygoodjoblettingpeopleknowwhattherequirementsarerightattheirfirstinquiryandfindthatthepeoplewhodoapplyhaveanunderstandingthatitisabigcommitmentbeforetheyevenmaketheirinquiry.Itismybeliefthattherearesomanypeopleworkingmultiplejobsthattheyaremoreinterestedinepisodicvolunteering.”



+AgencySupport

38

SupportFromCo-Workers&ExecutiveLeadership

Respondentswereaskedtoratethelevelofbuy-infromco-workersforinvolvingvolunteersintheirowndepartmentsorprograms.Overhalfofrespondents(51%)ratedco-workersasExceptionallyGoodorVeryGoodfortheirwillingnesstoinvolvevolunteersintheirowndepartments.Overonethird(35%)ratedpaidstaffbuy-inasAcceptable.Lessthanoneinfive(14%)ratedtheircolleaguesupportasPoororTotallyUnacceptable.

Leadershipbuy-inappearstobemorerobustthanthatofco-workers.

n  Co-workerSupport(2018):51%VeryGoodtoExceptionallyGood

n  LeadershipSupport(2017):57%VeryGoodtoExceptionallyGood

In2017,overhalfofrespondents(57%)gavetheirleadershipagradeofA(ExceptionallyGood)orB(VeryGood)fortheirsupportofvolunteerinitiativesandprogramming.Only12.6%gavetheirleadershipaD(Poor)orF(TotallyUnacceptable)gradecombined.

Thereisastrongcorrelationbetweenco-workerbuy-inandjobsatisfaction.Ontheotherhand,thereappearstobenocorrelationbetweensatisfactionandwherevolunteersaremostoftenplaced,insideoroutsidethedepartment.

Buy-InFromCo-workers



+AgencySupport

39

Buy-InFromCo-workersxSatisfaction

Buy-InFromCo-workersxIntenttoStayWorkingintheField



+AgencySupport

40

SatisfactionRelatedtoWhereVolunteersWork

Wherevolunteersareplacedappearstohavelittlecorrelationwithsatisfaction,implyingthatthelackofsupportfromco-workersmaybeequallypresentinallenvironments,whethervolunteersworkwithotherdepartments,withinone’sown,orwithoutsideorganizations.

WhereVolunteersPlacedxSatisfaction

“VolunteerAdministratorsneedtoprovetheworthoftheirprogramswithmorethanoutcomemeasures.Connectingthepublicwiththehumanside,thestoriesandfacesofsuccessarecritical.Manyconservativefolkswillvolunteeriftheyseeworthinthecauseorprogram.Thesefolkswillstepupwithtestimonyto"save"socialprogramsfrombudgetcuts.!”

“Collectingandreceivingvolunteermetricsoutsideofnumberofvolunteersandhours.It'slikepullingteethtojustgetthenumberofhours,nowIneedtoconvincestaffsupervisorstheyactuallyhavetosharetheRESULTSofhavingavolunteeronboard,i.e.,impactonthem/theirdepartment,impactonthecommunity,impactfortheclient.”



+Diversity&Inclusion

41

VolunteerEquity&Inclusion

Overhalf(52%)StronglyAgreeorSomewhatAgreethatthediversityoftheircurrentvolunteercorpsmatchesthecommunitytheyserve(race/ethnicity,language,disability,sexualorientation,citizenshipstatus,etc.).Forthosewhohaveawrittendiversity&inclusionplanforvolunteers,thataveragerisessevenpercent(to59%).Forthosethatdonothaveaplan,thatnumberdrops5%(to46%).Perhapsmostinteresting,theperceptionofvolunteer-communityequityisnearlythesameforthosewhodon’tknowiftheyhaveaplan(57%)asforthosewhodo(59%).

VolunteersMatchDiversityofCommunity

VolunteersMatchDiversityofCommunityxWrittenDiversity&InclusionPlan



AreVolunteerCoordinatorsSatisfied?

42



+Satisfaction

MostVolunteerManagersAreSatisfiedWithTheirProfession

Eightoutoften(79.5%,81%in2017)areVeryorSomewhatSatisfiedwiththeirroleasavolunteerprogramadministrator.

43

SatisfactionWithRoleofVolunteerManager

“Weneedtocontinuetoworkstrengtheningnationalorganizations…soourgroupvoicescanbeheardatthefederalleveltoestablishVolunteerAdministrationasaprofessionwithtrueleadershipabilities.”

“….Volunteeringisanintegralpartofourworld!Therearevolunteershelpingineverysingleaspectofourdailylivesandwithoutthem,ourworldcouldnotandwouldnotbeabletoaffordtobetheworldthatitistoday!Withoutvolunteeradministrationvolunteerswouldhavetheinabilitytoraisethisawarenessaspeoplejustdon'tlisten.Itisourresponsibilityasvolunteeradministrationtogetthisdone.!”

“…OneofthebiggestneedsIseeisrecognitionfortheprofession.Itiswithsurveyslikethisthatwecancontinuetoelevatethefield.”

“Thankyoufordoingthissurvey!Ihavefoundtheprevioussurveyresultsreallyhelpful;IfeellikeotherprofessionalsarestrugglingwiththesamethingsIamandyouhaveprovidedgreatresourcestolearnnewskills.”



+IntenttoStay

MostVolunteerManagersPlantoContinueWorkingintheField

Nearlysevenoutof10respondents(67%)SomewhatorStronglyAgreethattheyplantobeworkinginthevolunteeradministrationfieldthreeyearsfromnow.The2017and2016surveysgeneratedthesameresult.

Notsurprising,jobsatisfactionandintenttostayarestronglycorrelatedyearafteryear.

44

PlantoBeWorkinginFieldThreeYearsFromNow

3.99

3.80

4.023.92

3.98

3.79

3.6

3.7

3.8

3.9

4

4.1

AverageSatisfaction AverageIntenttoStay

2016 2017 2018

SatisfactionTrends

45

VolunteerManagementProfessionals…

•  Doyoustruggletofindtherightvolunteersfortherolesyouneedfilled?

•  Areyoufrustratedbythelackofthesupportgiventhecomplexityofyourwork?

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Then,VolunteerProtrainingcoursesareforyou!

WhatisVolunteerPro?

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MemberBenefits

•  Jointwoliveeducationalwebinarspermonth.

•  Getaccesstoourvastlibraryofover200resourcesandover60webinarrecordingsthatyoucanaccessanytimeitworksforyou.

•  Wecoverawiderangeofvolunteermanagementtopicsincluding:

Weknowyou’restrappedfortime.

That’swhywestartedVolunteerPro.Weoffertoolsandtrainingthatgiveyouajumpstartonsuccess,focusingyourenergyonwhatmatters,soyoudon’twasteyourtime

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•  TrainingStafftoPartnerEffectivelyWithVolunteers

•  ModernRecruitmentPracticestoReachToday’sVolunteers

•  DevelopingOutcomeMetricstoTrack&CommunicateImpact

•  ProgramAudits&Evaluations•  Volunteer&MemberLeadership

Development•  VolunteerTraining&Development•  StrategicPlanning&Change

ManagementStrategies

2018 Volunteer Management Progress Report - OAVRoavr.ca/wp-content/uploads/2017/06/2018Volunteer... · +2018 VOLUNTEER MANAGEMENT PROGRESS REPORT I am so grateful to be able to offer

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