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The Super Volunteer in Rural Alberta

A few weeks ago, I attended an interagency meeting where the term “STP” was used in reference to volunteering. I had not heard this term used before, so I was relieved when someone else asked if the acronym could be explained. As it turns out, STP refers to the “Same Ten People” who always volunteer their time and energy on different projects and events. Now you might be chuckling to yourself, as you probably know that handful of people, and chances are you might even be one of them. In our community, I immediately thought of a young couple who both work full time and volunteer tirelessly for their children’s sporting teams. This past winter, they coached and managed their son’s hockey team and then, in the spring, they stepped forward and did the same for lacrosse. They do not have more time than the rest of us, nor did they magically acquire the skills to coach and manage a team. So why do they do it?

There are many reasons why people volunteer: recognition and feedback, personal growth, giving something back, bringing about change, friendship, bonding and/or a feeling of belonging. When managing volunteers, we need to know which of these incentives will motivate our volunteers, either to recruit them to our organization, or to keep them coming back. While speaking at the Didsbury Museum, I was engaging the group on this very subject, and one of the participants explained to the group how once a month they recruit volunteers to DUST (yes dust!) the museum. She explained that they started at a convenient time and they provided pizza for everyone at the lunch break, but she said the biggest reason they had people coming back was that they made it fun! The same goes for the couple who volunteers with their son’s hockey team – I am sure it is not fun getting up at 6:00 am on a Sunday morning to freeze in a cold arena (come on, we live in Canada, we’re meant to be tough). However, it is fun to give back to your community and watch the kids as they develop new skills and grow individually and as a team. It is fun being a part of the bigger picture and belonging to a group, a society or a team.

So next time you hear the term “STP”, whether it be same two people, or same ten people, count yourself in as one of those extraordinary people who volunteers their time, for whatever fun reason is close to your heart!

Wondering what it is that motivates STPs? Book a session to break down the Canada Survey of Giving, Volunteering, and Participating statistics into information you can use to recruit volunteers!

Diane Huston

Knowledge Exchange Coordinator (Central Region)

Home Is Where the Heart Is

Home is where our hearts are, and happiness is where your friends are. But you know you are truly blessed when the two fall under the same roof.

I am pleased and proud to announce that I am back with Volunteer Alberta after a three-month absence.  Having spent a year as a Regional Capacity Coordinator in the Southern Alberta, I am familiar with the organization and the region. In my new role with Volunteer Alberta, I will be serving as a Knowledge Exchange Coordinator (KnEC).  My area will continue to be Southern Alberta with the addition of Hanna!

As before, I am dedicated to the success of the nonprofit/voluntary sector.  I am still involved with the KnowledgeConnector program; my duties include reaching out to learning providers and the ASK Workshop. However, I also support all the programs Volunteer Alberta has to offer!  I am very excited to spread my wings within Volunteer Alberta.

Here is a brief list of some of the programs that I support in my new role:

  • OASSIS employee benefits program
  • Intersections project, which provides information about engaging a culturally diverse base of volunteers
  • People Lens – an approach to engaging specifically-skilled volunteers
  • Serving Communities Internship Program (SCiP) – post-secondary student internships in nonprofit/voluntary sector organizations
  • Volunteer Alberta Membership
  • Selling the Invisible workshops that provide information and methods to more effectively recruit and retain volunteers

I support these programs by sharing the information with you through workshops, brochures, and one on one meetings.  Each program can play a different role in the success of your organization.

My goal for the summer is to reintroduce myself to members of the nonprofit/voluntary sector and get to know each of you again and see how your needs have changed.  Volunteer Centres across the province have been key partners in getting the word out about what KnEcs have to offer each community – I would like to thank each and every Volunteer Centre for their continued support and dedication!

I am looking forward to this new role and continuing to make a positive impact on the sector!

See you soon,

Amanda Liepert

Knowledge Exchange Coordinator (South)

Youth Engagement – You Already Know How!

Last week I had the privilege of sitting on the Vitalize 2012 Conference youth engagement panel, ‘Volunteerism: The Next Generation’ moderated by my colleague Steven Kwasny. I joined 16-year old co-founder of 8th Rung Jocelyn Davis, Volunteer Calgary’s Community & Service Learning Coordinator, Ralamy Kneeshaw, and Banff Volunteer Centre Executive Director (and all-around youth engagement guru) Katherine Topolniski, on the panel for a fun and interactive afternoon session.

Two of the themes I found particularly interesting that emerged over the course of the conversation seem on the surface to be contradictory: we need to start treating youth more similarly to ‘non-youth’, and, at the same time, we need to start treating youth differently.

Just like with everyone else, youth engagement only works well when good recruitment, retention, and recognition practices are in place. And, just like everyone else, if these processes aren’t in place (and even if they are) sometimes youth won’t show up, or won’t stay on long term. As Ralamy reminded those at the session, you have likely had an absentee board member or a problem with high volunteer turn-over – even when it isn’t youth that you are engaging! Blaming either of these problems on age is a failed opportunity to improve your volunteer program and increase youth engagement at your organization.

At the same time though, it is important to recognize that ‘youth’ is a relevant category insofar as it tends to describe shared experiences. For example, many young people have a schedule quite different from other age groups: they have school 8:30-4:30 if they are still in grade school, or they have school all the time if they are attending post-secondary. In other words, a 15-year-old is never going to be able to attend your lunch meeting, and a university student will have a hard time committing themselves to an organization that can’t work around their exam schedule.

Youth might have a curfew or need parental permission, they might rely on public transit or rides from relatives, and many of them, students and older youth in particular, are low-income, have entry-level positions, poor job security, and are in debt or have lots of expenses like tuition. Recognizing these needs and challenges will help to inform more successful ways of recruiting, retaining, and recognizing youth volunteers.

Some specific tips and recommendations that came out of the session include:

  • Ask youth how they would like to be engaged at your organization. This is good practice in any volunteer’s orientation, but take it a step further and organize a focus group including youth you have already engaged, as well as youth that aren’t yet involved. Find out what their needs are and, more importantly, where their passions and skills lie, and how to tap into both.
  • Remember that ‘youth’ is not a homogenous category. Be prepared to engage everyone from youth with disabilities, to immigrant youth, to outgoing youth, to youth who hate public speaking, to youth who never show up on time, to youth who love spreadsheets (I am one of them!).
  • Relationship-building is a fantastic technique for retaining any volunteer. Don’t isolate youth from the rest of your team, and make the effort to encourage friendships. As I mentioned during the panel, the reason I have stayed on for extended periods at certain organizations is always because I love who I work with, even more than I love what I am doing.
  • Get started by using existing youth groups, like sports teams, church groups, or classes. The relationships are already there. An audience member told us about a playground in his community that was built by a football team who already had a built-in volunteer manager: the coach.
  • Put youth on equal footing in your organization. They might not have all the skills or knowledge as older team members, but that’s because they haven’t yet had the opportunity to learn them, not because they aren’t able to do a good job once the tools are provided. Their ideas are no less likely to work than someone else’s; in fact they might be exactly what your organization needs to reach people in the 21st century.

In short, we recommend approaching youth as people who have excellent motivations for getting involved in the nonprofit/voluntary sector, and a few minor obstacles standing in the way of them doing that. Just like the rest of your volunteers.

Now, go help them get involved!

 

Sam Kriviak

Program Coordinator

There are options! Nonprofit Sector Employee Benefits

On Tuesday, Volunteer Alberta hosted a two-hour interactive discussion on employee benefits in the nonprofit/voluntary sector! Mike Babichuk, our resident expert, answered questions about employee benefits. Here are the questions, and answers to what people wanted to know about employee benefits:

Q – Rachel McBeath Hi Mike! I just started with a small organization (6 People) and we don’t have any kind of benefit plan…Are we just too small to have benefits?

A – Mike Babichuk Not at all Rachel, OASSIS can provide benefits to even a single person organization. We of course can also provide those same benefits to 1000’s

Q – Rachel McBeath Are we limited in what we can get because we are smaller?? I hear that benefits can be really expensive for smaller places like the one I work with

A – Mike Babichuk Size for the most part is irrelevant. OASSIS offers 6 different plans with a number of options in each plan which can be tailored to everyone’s needs and budget. OASSIS is very competitive as we do not use brokers and all savings are passed on to our customers.

Q – Doray Veno Hello Mike, Would June 15th morning work for you to do a VC presentation to the Hanna Learning Centre Board? Thanks Doray

Q – Doray Veno What organizational information do you require to provide a quote?

A – Mike Babichuk June 15 is fine for me Doray, just confirm the logistics as soon as you can. As for a quote I actually don’t need any information as I would provide you a secure website location where you would answer just a few questions and you would receive a quote usually within 48 hours. I would of course be available to answer any questions during the process if you require.

Q – Rachel McBeath Not to ask you too many questions Mike…but in talking with the girls here, where do we begin with benefit plans? Like what are standard benefits that we should probably look at getting? Can they be set up to be different for different people in the organization?

A – Mike Babichuk Love the questions; very thoughtful and pertinent. Although I did say plans are highly customizable they are for the group as a whole not individually. So whatever is chosen for benefits is for everyone within the group. Having said that most plans cover the gambit of benefits most individuals require. There are a couple of ways of making choices; what can we as an organization afford or what benefits do we want to provide to retain our existing staff or recruit staff for future growth. Plans are very flexible so you can start for example with a Standard Plan that covers 80% of most prescription & dental services right up to 100% coverage. You also have choices on optional benefits like short & long term disability, dependent life, counselling services (EAP) and health spending accounts. Hope I answered your question.

Q – Maxine Charlton I have my own business; can I set up a benefit plan if it is a sole proprietorship?

A – Mike Babichuk To your question sorry we can’t provide benefits for self-employed persons just for paid staff. I know it may seem like splitting hairs but OASSIS was created to provide benefits for volunteer and not for profit organizations.

Thanks to everyone who posed some great questions about benefits. If you have any questions, do not hesitate to contact Mike via email or by phone 780.482.3300 ext.238 or visit the OASSIS website at http://www.oassisplan.com/

Mike Babichuk
OASSIS Sales and Marketing Leader

Nonprofit/Voluntary Sector in Flux

Can you think of all the ways Alberta’s nonprofit/voluntary sector is changing? What about your organization? How is it changing?

Like other sectors, the nonprofit/voluntary sector is in a state of fluctuation. Traditional modes of funding and people engagement are becoming less effective. Sector leaders have to face new societal realities and find new ways to compete for financial resources and attract volunteers to their organization. There is increasing demand for new, innovative services and programs, and the sector must work to keep up.

Recently I attended Creative Alberta’s Imagination Conversation conference in Edmonton. There was an interesting idea put forth by Dr. Peter Gamwell, superintendent of the Ottawa-Carleton District School board, articulating the atmosphere of change in which the sector finds itself. He spoke of ‘inbetweenity’; a time in between times, when one era is on its way out, and another has not yet fully started. This is a period of insecurities, of unknowns; a time when organizations jockey for advantage in the face of changes that have not yet been made. In many ways, Alberta’s nonprofit/voluntary sector is in a time of inbetweenity: politically, financially, and in the way the sector manages people and resources.

There are three main ways in which people deal with inbetweenity. First, there are those who will plow forward, in a linear manner, with the status quo. They keep doing the same things they have always done, engaging people the same way they always have, offering the same programming as has always been offered, and seeking funding from the same sources who gave in the past. The second group will make an attempt at change, but only superficially. In other words, they just rearrange the furniture. People in this group take what they already have, shuffle it around a bit, and hope it will work to address the evolving landscape of the sector.

However, both these approaches often lead to failure, as both of these tactics are plagued by deficit thinking. The period of inbetweenity is thought of as a disability, a problem to be solved, a roadblock halting business (as usual).

So how do we proceed?

Organizations and leaders must embrace the uncertainty as a time of possibility. They must begin to see the unknown as a strength and asset to their organization in order to move forward, because it is during inbetweenity where creativity can truly be allowed to flourish. This is an incredible opportunity to encourage innovation and imagination, and to give space to allow those ideas to grow.  New ways of thinking must be embraced and new ways of approaching old business must be encouraged, because an organizations capacity for creativity, and not its devotion to the status quo, is the most important tool with which future successes will be built.

Ellie McFarlane

Program Coordinator

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