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  • Summary - Managing Crisis
    end to the potential disasters facing nonprofits Though there are tips and methods that you can apply if things go wrong to help improve your organization s chances of survival the most effective steps are the ones taken before times get tough Taking the time to develop a comprehensive crisis management plan can be the difference between going under and getting back on track Thank you for taking the time to learn more about managing crisis Preparing for crisis can help improve the overall health of your organization Developing a crisis management plan will help you take the necessary steps towards preparedness While many of the steps included in the crisis management plan are useful for coping with disaster others are good practices even under normal circumstances for promoting the overall health of your organization Being fiscally responsible establishing strong communication policies protecting employees and volunteers and creating an efficient managerial structure are all excellent policies even when sailing smooth waters Use these additional resources to help you manage a crisis within your organization Nonprofit Finance Fund The Nonprofit Finance Fund provides advice and consulting on financial management for nonprofit organizations Nonprofit Risk Management Center The Nonprofit Risk Management Center

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/managingcrisis/default.aspx?chp=7 (2016-02-12)
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  • Volunteer Recruitment and Management
    process will give structure to the next stage of recruitment These tools can make the difference between having a great volunteer in the wrong position and a great volunteer who is maximizing his or her skills for your organization The process of taking on a volunteer should involve both an application and an interview The application should include the following demographic info past volunteer experience computer knowledge and potentially a matrix of skills that are relevant to your organization e g bookkeeping or accounting skills First Aid certifications marketing experience experience working with youth Additionally decide who internally will manage the applicants Organizations that don t have a designated volunteer coordinator should assign a specific staff person to oversee the volunteer management and recruitment process It s critical that this process gets the oversight it requires or you could end up with volunteers who just walk through the door and who may or may not be a match with your group Interviews help determine the suitability of applicants for a particular job at your organization and sell your organization s mission to potential volunteers wanting to gain satisfaction from helping others Prior to conducting an interview have the person s application and background materials in hand You should also have a list of your openings with descriptions of duties and qualifications questions related to job skills open ended discussion points and info about the organization Also remember that the atmosphere and location of the interview are important The volunteer is scoping out your work space and the office vibe and what they see and hear during the interview will shape their feelings toward your organization During the interview explore applicant s interests abilities and situation What kind of commitment can they give what skills do they offer and what are their preferences in a work environment and team structure Where might they be a good fit Too often agencies have the perfect volunteer in the wrong position Discuss the job possibilities you have and include information on time commitments and training In closing the interview it s a good idea to tell the applicant that you d like to allow 24 hours for both the agency and the applicant to think things over and see if it s a match This will ensure neither side makes a commitment before thoroughly considering what s involved Be sure to explain what will happen next Will you conduct background or reference checks Contact the applicant about a second interview Schedule training What is the time frame CHAPTER 3 Managing Volunteers Having supports in place for your volunteers is critical The job description and upfront fit is important but so is helping people adjust once they join the organization Decide who within your agency is going to manage the volunteers and make sure they are warmly welcomed Careful management will ensure you retain the volunteers you ve recruited and utilize them to their potential By ensuring your volunteers feel supported and guided especially in

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/volunteermanagement/Print.aspx (2016-02-12)
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  • Interactivites
    Overview None Defining Your Needs and Spreading the Word Robert Egger discusses the benefits of having the right people in the right roles Robert Egger discusses the benefits of having the right people in the right roles Text version of audio here These forms can help you recruit volunteers These forms can help you recruit volunteers Click to download Volunteer Inquiry Form Volunteer Position Description and Volunteer Application Text version

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/volunteermanagement/Interactivities.aspx?chp=99 (2016-02-12)
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  • Interactivites
    pause at any time by pressing the Pause button on the bottom left of the player The buttons at the bottom right of the player allow you to control the volume and shift the video to full screen On Screen Text Below the player you will find on screen text This includes the detailed information you will need to know in order to meet learning objectives for the lesson Icons

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/volunteermanagement/Help.aspx?chp=99 (2016-02-12)
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  • Overview - Volunteer Recruitment and Management
    deliberate recruitment interviewing management and encouragement By the end of this lesson you will be able to Explain ways to publicize your organization and its needs Implement strategies for recruiting appropriate volunteers and Understand techniques for continually managing and engaging your volunteer base This lesson will help you understand successful volunteer recruitment and management This e learning lesson will give you the tools to be able to Explain ways to

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/volunteermanagement/default.aspx?chp=0 (2016-02-12)
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  • 1 - Defining Your Needs and Spreading the Word - Volunteer Recruitment and Management
    benefits of having the right people in the right roles You need Adobe Flash Player to view some content on this site Craft a three part recruitment message that briefly details and describes what your organization is looking for in a volunteer The recruitment message should be broken into three parts a statement of need how the volunteer can help and the benefit to the volunteer The statement of need should be drafted in two versions First create a version that s just for internal use second create a public version that s more compelling and dressed up to attract potential volunteers You ll use this version in advertising materials Example of an internal statement of need Special Olympics needs a softball coach for spring league Example of an external statement of need They have gloves bats and softballs but no coach 75 boys and girls with developmental disabilities are waiting for a coach Don t let them strike out Join our Special Olympics Team The next part of the recruitment message explains how the volunteer can help What can he or she provide What hard skills and interpersonal qualities would make an individual a good fit for your organization Be brief but explicit in terms of the most important qualifications Finally explain the benefit to the volunteer of working with your organization People don t volunteer to get a paycheck Each person has his or her own reasons which are usually intrinsic in other words the volunteer gets some kind of internal satisfaction or gratification from their task What might a person accomplish by helping your group It might be helping a child learn to read serving meals to those who cannot afford to buy food for themselves or simply easing the burden on an overworked staff by helping

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/volunteermanagement/default.aspx?chp=1 (2016-02-12)
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  • 2 - Interviewing to Find a Match - Volunteer Recruitment and Management
    difference between having a great volunteer in the wrong position and a great volunteer who is maximizing his or her skills for your organization The process of taking on a volunteer should involve both an application and an interview The application should include the following demographic info past volunteer experience computer knowledge and potentially a matrix of skills that are relevant to your organization e g bookkeeping or accounting skills First Aid certifications marketing experience experience working with youth Additionally decide who internally will manage the applicants Organizations that don t have a designated volunteer coordinator should assign a specific staff person to oversee the volunteer management and recruitment process It s critical that this process gets the oversight it requires or you could end up with volunteers who just walk through the door and who may or may not be a match with your group Interviews help determine the suitability of applicants for a particular job at your organization and sell your organization s mission to potential volunteers wanting to gain satisfaction from helping others Prior to conducting an interview have the person s application and background materials in hand You should also have a list of your openings with descriptions of duties and qualifications questions related to job skills open ended discussion points and info about the organization Also remember that the atmosphere and location of the interview are important The volunteer is scoping out your work space and the office vibe and what they see and hear during the interview will shape their feelings toward your organization During the interview explore applicant s interests abilities and situation What kind of commitment can they give what skills do they offer and what are their preferences in a work environment and team structure Where might they be a good

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/volunteermanagement/default.aspx?chp=2 (2016-02-12)
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  • 3 - Managing Volunteers - Volunteer Recruitment and Management
    generating an even larger volunteer pool from which you can recruit Plan to conduct an orientation once a volunteer has signed on and assign a staff contact person to oversee the development of each new volunteer Orientation allows the new volunteer to meet the team and learn more about the agency and its work Orientation is also a good time to explain the expectations policies and procedures of the program The appointed staff contact person can make sure the new volunteer has enough to do adequate supervision and enough support to understand both what to do and how to do it Ideally staff contacts should have training in best practices of volunteer management Draft a written manual on the programs and policies of your agency Some important areas you may want to address include Welcome message What is your organization s vision mission and history What does it mean to have a volunteer at your organization Products and services What products programs and services do you offer and what is the main goal of each Privacy policy How if at all will volunteer names and information be shared Criminal background checks Will they be required Supervision Who supervises each volunteer

    Original URL path: http://www.strengtheningnonprofits.org/resources/e-learning/online/volunteermanagement/default.aspx?chp=3 (2016-02-12)
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