VOLUNTEER PERSONNEL POLICIES

VOLUNTEER PROGRAM MANAGEMENT

Volunteer Program Management

Volunteer program management is a strategic system of creating a welcoming and inclusive environment for diverse adults in which their needs and interests can be matched to specific Girl Scout volunteer positions. In addition, a volunteer development system values the contributions of each individual volunteer while helping her/him to realize the extent of her/his interests, skills, competencies, and knowledge. By enriching our volunteers’ experience in Girl Scouting, we enrich our girls’ experience in Girl Scouting. A consistent, efficient volunteer development methodology will strengthen our continuing efforts in making this happen.

Components of Volunteer Management
 

1. Volunteer Work Design and Job Descriptions
   Girl Scout volunteers have widely varying schedules, interests and backgrounds. The volunteer work design must have clearly-defined options for positions that enable volunteers to use their time effectively to contribute to the Girl Scout mission.
    

2. Recruitment and Welcome Packet
   Recruitment is the process of educating the public about the benefits of the Girl Scout program and encouraging people to give their time and energy to the organization as volunteers. The volunteer “welcome / application packet” should include basic information about Girl Scouting, a summary of long and short-term opportunities, and a volunteer application.
    

3. Placement: Screening, Interviewing, and Appointment Notification
   Effective screening of prospective volunteers allows candidates to be matched with the position that best meets their skills, interests, and schedule. The screening process begins with the submission of a completed application, and includes an interview, reference check, criminal background check, application assessment, volunteer placement decision and volunteer appointment notification. Position appointments are generally for one year or less.
    

4. Orientation and Training
   Orientation is the overview of the organization necessary for every volunteer. It places work in a context and ensures consistent introduction of the Girl Scout program, policies, procedures, and organizational structure.
   
   Adult learning options should provide all adult volunteers with consistent information about the Girl Scout program design and support along with training for her/his specific volunteer position, using flexible and convenient adult learning opportunities including online learning.
    

5. Volunteer Support, Management, and Coaching
   It is the responsibility of the council to ensure that volunteers have access to a network of support and learning experiences that enable them to deliver the Girl Scout program with girls. This support is provided using a variety of methods including through administrative volunteers and paid staff, volunteer mentors and/or trainers, service unit activities, council electronic and written communication, and program or customer service tools.
    

6. Recognition
   Recognition is a form of appreciation for volunteer efforts. It includes providing annual formal recognition through council and service unit awards and annual recognition events, but equally important are daily support and informal expressions of appreciation.
    

7. Volunteer Input
   It is important to ensure volunteer feedback through input on plans, supports, and services provided within the service unit and throughout the council. Having the opportunity to participate in planning encourages greater ownership and ensures that the services provided are the most meaningful. Volunteers, parents, and girls also have the opportunity to “have voice” within the council through participation in service delivery and program evaluation.
    

8. Evaluation and Re-Appointment
   Volunteers have the opportunity to evaluate their performance through various troop or self assessment tools or through evaluation discussions with their manager. The decision to reappoint a volunteer is made after reviewing the volunteer’s interests, skills, training, and performance. The decision is provided verbally or in writing and documented in volunteers file. Reappointments are generally for a one year period.