1. Grundtvig Learning Partnership:
Improving Volunteering in Social Care
September 2012
Volunteer recruitment & retention
What makes good practice?
Belinda Pratten ppre

2. Good practice: the volunteer perspective
Volunteers want:
• Clear information about the organisation and
volunteering opportunities / roles
• Welcoming and efficient recruitment process
• Induction
• Training – needs of the role & the volunteer
• A well-organised but flexible workplace
• To be valued
• Good support and supervision on an on-going basis
From: K Gaskin, 2003, A Choice Blend – what volunteers want
from organisation and management Volunteering England

3. Four Golden Rules for volunteer support
• Be flexible: match activities & opportunities to
people’s different motivations, interests & time
• Be proportionate: keep processes simple
• Be supportive: all volunteers should have the
information, support and training they need to be
effective in their role
• Be inclusive: think how you can attract people
least likely to volunteer
Dept. Of Health, strategic vision for volunteering (England)

4. Case study: Generate
“Generate’s mission is to create better
days and better lives for people with a
learning disability by working together
with them and the people who know
them well.
“It is our intention to provide purpose,
develop independence and encourage
connections through people, places and
activity.”

5. Why do people with learning disabilities
volunteer?
• The opportunity to meet people & make
friends
• Learn new skills
• A sense of purpose & self worth – to be valued
• To give something back
• Structure to their day / week – a reason to get
up in the morning
• For the same reasons as anyone else!

6. Challenges of working with PWLDs
• Communicating with people who may not be able
to read, write or tell the time
– Using pictures / photographs
– giving very explicit instructions – expect to be taken
literally
• Extra learning time needed
• Tasks need to be broken down, so they can learn
one thing at a time
• ‘Watchfulness’ – day-to-day & over time
• Make sure volunteers know they can ask for help
– and they know who to ask

7. Benefits to the organisation
• Reliable volunteers
• A more supportive working environment
– People behave better
– People communicate better
• Demonstrates commitment to inclusivity and
diversity:
“People won’t notice if you don’t use people with
learning disabilities as volunteers – but they really
take notice when you do.”
Chief Executive, Generate

8. Lessons learned
• Make the role fit the individual – what can they
do? What do they like doing? - & the organisation
• Adapt or design induction and training around
people needs
• Communicate clearly – both ways: speaking and
listening
• Ensure that volunteers are given opportunities to
develop and try out new roles
• Make sure they are not in a role that should be
paid (if so, employ them!)
• Make sure they feel supported and valued

9. And finally
“Volunteers want to feel
welcome, secure, respected, infor
med, well-used and well-
managed.”
K Gaskin, Volunteering England, 2003