"http://www.w3.org/TR/html4/loose.dtd"> GoldStar - Conference Full Report - Promoting good practice in managing volunteers from socially excluded groups
GoldStar - Promoting good practice in managing volunteers from socially excluded groups
Full Report
Date Event
05.07.2006 Goldstar Regional Conference
(North West)
Number of Delegates Location
65 (click to view list) The Lowry
Salford

Format
1. Interviews with GoldStar Exemplar project managers
2. Workshops: Issues raised and discussed


Print this report iconPrint this report *
Close Window iconClose this window *

Image of conference delegates
GoldStar Interviews

Four GoldStar project managers/representatives provided a number of insights into how volunteers are recruited and supported:

What did they talk about?

Two key themes were addressed as part of the event, these being recruitment and selection and looking after volunteers.

Vicky indicated that the Bolton Lads and Girls Club Mentoring Project now has about 140 volunteers and are hoping to expand to 185 by the end of the year. She indicated that while it was not a problem to recruit women it has been much more difficult to recruit men to provide male role models. This has led to a targeted recruitment aimed at men through places like fire stations and rugby clubs. Vicky described how as a PR stunt they staged a hijacking of a fire engine.

Mark from Manchester Event Volunteers indicated that the project was one of the successful legacies of the Commonwealth Games. He indicated that after the Games a feedback questionnaire was sent out which included a question ‘would you like to become a volunteer’. This resulted in 1500 responses and since then a further 1500 volunteers have been recruited. He indicated that volunteers range from 16 to the eldest one that is 86.

Mark outlined a range of support the organisation provides volunteers, which helps build the confidence of volunteers. He also indicated that before being allowed to go to an event volunteers need to sign up to a code of practice, which outlines everything Manchester Event Volunteers (MEV) expects from a volunteer. The other aspect of this process is that MEV will only work with organisations that can provide quality placements. He commented “That the way I work is that I wouldn’t send a volunteer to a place I wouldn’t go myself”.

Jane from the Prince’s Trust – Lancashire Area Office highlighted how the organisation recruit mentors for 1:1 mentoring from some of the hardest to reach groups locally. She indicated that the project does not struggle to recruit volunteers and has experienced a recent boost through media exposure. A young volunteer covered an interview on TV with Sharon Osbourne. Jane commented that “with regard to that young lad it has boosted his confidence no end and he is actually in employment now”. As a result of this media exposure 40 volunteers came forward.

Alfred highlighted how different projects run by Wai Yin need different kinds of volunteers. Given the history of the project the majority of volunteers are women, with a lot of new immigrants from the Far East. One of the challenges identified is the need to persuade people they can still volunteer without English language skills. He commented “We still have language barriers in our voluntary scheme. We need a lot of people to tell others, OK you can’t speak the language but you can still work. The best way to do this is show someone who is already volunteering”.

In relation to training Jane indicated that all volunteers were given training, and the qualification being implemented was quite flexible, with volunteers given at least six months to complete and attainment of qualifications optional. She also commented “Training shouldn’t just be an initial training programme, it should be ongoing”.

Alfred underlined the importance of training within Wai Yin and how they work with other voluntary organisations to implement different training courses (e.g. St Johns Ambulance).

Mark indicated MEV provides a range of different training including Welcome Host, Health and Safety training and the Volunteer Management Award. He indicated that feedback from volunteers in relation to the Volunteer Management Award is very positive, with more volunteers indicating they would like to undertake this. He commented, “It is a really good qualification for the volunteers to do”. This has been sourced by MEV for free through an organisation with ESF funding.

Jane indicated that The Princes Trust initially run a 3 day programme of induction training for young people from the local community, run over weekends and evenings, so as to be flexible to local needs, but indicated that they were also developing training further by putting in place OCN accredited training specifically targeted at hard to reach groups. She stressed the success of the project in helping volunteer’s progress, with three volunteers having gone into work in agencies over the last year and others progressed into training as youth workers. She highlighted the importance of developing good community networks to support and recruit volunteers and the need to link into other agencies and benefit from training already developed locally. She commented, “We have very good community networks in Burnley, Pendle and Blackburn, so we recruit that way”.“I think what is key also is linking in to other agencies, because we don’t provide all the training, there is no need to do that and we link our volunteers into that training”. She also stressed the importance of the volunteer co-ordinator in measuring when volunteers are ready for training and administering the induction process.

Vicky highlighted how Bolton Lads and Girls Club have developed OCN accredited training and that this was beneficial to volunteers and could be used as a ‘carrot’. However, she also indicated that this was quite expensive and complicated to administer involving a lot of time and a drain on staff resources. She commented, “You need a lot of time to be able to apply for it”. “It is a big drain on staff resources”. However, she also highlighted the benefits of adopting this approach; “We have volunteers that maybe haven’t achieved anything at school, got to do some voluntary work, really enjoyed it and been able to get a qualification out of it”.

One delegate stressed that training that was not accredited was also important. Jane agreed that it was not a good idea to involve all volunteers in accredited training. The importance of both accredited and unaccredited training was stressed.

There was a further discussion on how to encourage volunteers to train. One delegate pointed out the benefits of not calling this training and sometimes development work with volunteers undertaken on a one to one basis was a way of delivering ‘disguised’ training. “We have disguised the training sometimes and put it on a one to one basis”. However, it was also pointed out that while there was a need to adapt to individuals needs it was always very important that volunteers know what the organisations policies and procedures are in relation to issues such as health and safety and child protection.

A discussion as to how to deal with those volunteers not suitable for the organisation concerned and in particular how to deal with CRB checks in the case of those with particular past convictions/issues took place. Vicky indicated that selection of volunteers involves an integrated process of an interview, references, CRB check and working with individuals to gain further insights of any issues of concern. She indicated that individuals not suitable were often directed elsewhere, but this was relatively rare (3-4 times in the last 5 years).

Mark indicated that in the case of MEV, mentors tend to be assessed informally. At present MEV do not take up references, but this is currently being examined. He indicated that the onus is put on host agencies to do checks. If the CRB check is unfavourable MEV have a uniform policy of not considering the individual involved.

Alfred indicated that in the case of Wai Yin an individual that fails a CRB check can’t in general volunteer, but this is not a hard and fast rule and individuals can also be sign posted elsewhere.

The issue of funding for training was discussed. It was pointed out that FE colleges are not always as responsive to local training needs as they could be. One delegate from a local CVS highlighted how they had developed a partnership with a local training college for a mentoring project and act as a broker for free mentor training and that this training currently has a waiting list. However, she also stressed that they had made a point of talking to the college and getting directly involved with them. It was also pointed out that Manchester Event Volunteers work with Manchester Education Service through the Widening Participation Unit, which allows access to free training for volunteers.

Another delegate pointed out that organisations often do not build in an adequate budget for training and associated overheads. A key lesson identified was the need to ensure a separate budget for training and associated overheads in bid applications.

The importance of having someone in place and funded to co-ordinate management support, training and supervision of volunteers was stressed by one delegate and the resource implications of this. It was pointed out that Volunteer England are running a campaign ‘volunteering is freely given but not cost free’.

Two delegates from the Community United Project (CUP), a GoldStar funded project focussed in deprived areas of north & south Kirklees provided some insights into how they recruit and support volunteers. The project works with local residents particularly those with enforced leisure time, to provide sustainable community led youth activities in disadvantaged areas, engaging young people in positive activities. CUP provides time & equipment to enable adult residents, working in a volunteer capacity to set up and promote constructive opportunities for young people aged 8 to 16 years. It was pointed out that because CUP work on local estates using local facilities local people know about the project. Recruitment is very informal and people ‘get reeled in’. A number of agencies refer service users to the project, which is a common way of recruiting volunteers. These groups include ex offenders, homeless men and those recovering from substance misuse. It was commented that the project “makes them feel part of society”. The project also works in the Pakistani community, mainly with male Pakistani residents, although an Asian girls football team has also been established with about 40 Asian girls participating.

One delegate described how her organisation has developed a relationship with a well known PR agency with the voluntary organisation benefiting from PR expertise and the PR company getting a sense of reward from participating.

The importance of offering volunteers opportunities to progress was identified, but one delegate pointed out that not all people move on, but it is important that they see this as a possibility and that alternative avenues and options are identified.

The importance of recognising the contribution of volunteers was stressed. One delegate pointed out that a large part of volunteering is about making friends, so it is important to ensure social events take place. The organisation has just finished a DVD managed by volunteers. All participants went out for a meal when it was completed.

It was pointed out by Mark from MEV that they ensure volunteers develop portfolios of work and receive thank-you letters from people they have helped, which is all part of strengthening CVs. They also receive e cards.

Another delegate pointed out that it is sometimes volunteers that run organisations and manage paid staff, and this should not be forgotten.

A clear message emerged from discussions in relation to the need for more flexibility with current benefits arrangements, particularly with respect to New Deal, JSA and disability benefit rules regarding volunteering and participation in training.

It was also pointed out that there was a need for training of Jobcentre staff in order that a consistent approach towards volunteering is adopted. At present it was felt that some staff are very supportive but not others.

2. Workshops. Issues raised and discussed

Delegates were asked to consider with colleagues sitting on their particular table, how they currently recruited volunteers, identify key barriers to recruitment and some lessons learnt in terms of recruitment and selection of volunteers, particularly those at risk from social exclusion. Delegates were also asked to identify key considerations in relation to looking after volunteers.

A summary of issues raised during these round table workshops is set out below:

Recruitment methods

A wide range of recruitment methods were identified, including:

Barriers to recruitment

Specific barriers to volunteer recruitment identified included:

Key recruitment lessons/considerations

A number of key recruitment lessons and considerations were identified including:

Volunteer Support

A number of key issues and lessons were identified in relation to supporting volunteers including:

Information on current GoldStar Exemplar groups and good practices relating to volunteers from socially excluded groups are continually being uploaded onto this website throughout the GoldStar Dissemination programme.

Print this Report iconPrint this report *
Close Window iconClose this window *