Volunteer Program Evaluation Series Information from Volunteer Today

DOES NOT APPLY TO OUR
ORGANIZATION

1. A written position description exists for each volunteer position, including short term, special events and group projects.

2. Risks are considered when each new volunteer position is created.

3. Screening protocols for more demanding volunteer positions, or positions of trust are more thorough.

4. Police record checks are required for volunteers in positions of trust.

5. Questions asked in a volunteer interview are consistent with the requirements of the written position description.

Volunteer Program Evaluations Series

More Information on the Volunteer Program Evaluations Series

A preview of each evaluation is available online: VPES Main Image

If you'd like to look before you buy, check out the free previews below, taken from the actual evaluations.

Recruitment
Risk Management
Organizational Readiness
Volunteer and Staff Relations
Screening Volunteers

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Authors/Consultant Gallery

The team of authors/consultants of the evaluation series bring decades of experience in managing volunteer programs to the table. From consulting with worldwide organizations on volunteer program management, to up-to-the-minute industry knowledge of what is new in working with volunteers, click on the author's names below to learn more about them.

	Jeanne Bradner		Mary Merrill
	Nancy Macduff		Georgean C. Johnson-Coffey
	Linda Graff

Recruitment Self-Evaluation Sample
Author: Nancy Macduff

INDICATOR	ALMOST ALWAYS	SOMETIMES	RARELY	DOES NOT APPLY TO OUR ORGANIZATION	COMMENTS
1. We maintain a data base with demographic information on our volunteers: age range, gender, education, geographic location, how they learned about the organization, and other appropriate information.
2. We involve staff in assessing the need for more volunteers in current positions on annual basis.
3. The recruiting effort is guided by a volunteer recruiting team, staffed by the manager of volunteers or designee.
4. All volunteer position descriptions are reviewed annually for accuracy.
5. Volunteer positions are reviewed annually for relevance to the mission of the organization.

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Risk Management Sample
Author: Mary Merrill

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Organizational Readiness Self-Evaluation Sample
Author: Jeanne Bradner

INDICATOR	ALMOST ALWAYS	SOMETIMES	RARELY	DOES NOT APPLY TO OUR ORGANIZATION	COMMENTS
1. Leadership and staff support the involvement of volunteers.
2. We understand that a budget is necessary to provide support for the volunteer program.
3. We believe volunteers can be as responsible as paid staff.
4. Staff members understand that the working environment they help to create is critical to volunteers’ satisfaction and retention.

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Volunteer and Staff Relations Evaluation Sample
Author: Georgean Johnson-Coffey

INDICATOR	YES	NO	SOMETIMES	NOT SURE	COMMENTS
1. Management staff can articulate the roles of volunteers in the organization.
2. Management staff are strongly committed to the volunteer services program.
3. Management staff can articulate their own philosophy of volunteerism.
4. Management staff have been assessed as to their experience in working with volunteers.

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Screening Volunteers Evaluation Sample
Author: Linda Graff

INDICATOR	YES	NO	SOMETIMES	NOT SURE	COMMENTS
1. We conduct a comprehensive needs assessment to determine where volunteers should be involved in our organization.
2. Paid staff are invited to participate in volunteer position design.
3. We ensure that all volunteer positions only involve work that is appropriate for volunteers.
4. Every effort is made to identify and reduce risks in all volunteer positions before we recruit volunteers to do the work.

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