This document outlines a plan for structured volunteer placements and mentorships in museums. It discusses how volunteering, if not planned properly, risks being unsustainable. It recommends establishing structure, resources, accountability and ongoing support to create high-quality, rewarding experiences for both volunteers and museums. Such programs can benefit individuals, museums, students, and diverse community groups. Proper succession planning is important as expectations of volunteers change across generations. Resources on implementing effective volunteer programs are available from Museums Australia.

1. What benefits me, benefits us: A plan
for museum mentorships and
structured volunteer placements
Monday 19 May 2014
Laura Miles, Museums Australia (Victoria)

2. Source: https://flic.kr/p/5Uszk2

3. A common theme
• Mentorship
• Museum volunteering
• Corporate volunteering
• Internships
• Work experience

4. Volunteering Victoria
”Jumping straight into volunteer
recruitment without planning is a risk…”
Source: www.volunteer.vic.gov.au/toolkit-for-volunteer-organisations

5. Volunteering Victoria
”…steps need to be taken to ensure your
program is sustainable.”
Source: www.volunteer.vic.gov.au/toolkit-for-volunteer-organisations

6. Source: https://flic.kr/p/6tbw7C

7. Source: https://flic.kr/p/bs9vYU

8. Who benefits?
• Individual staff & volunteers
• Accredited & community museums
• Corporate organisations
• University students
• Young migrants & asylum-seekers
• People with acquired* disabilities

9. Why don’t we ‘just do it’?
What makes volunteering, mentoring or
work experience placements really great?

10. You can only pick two
Source: http://en.wikipedia.org/wiki/Good,_fast_and_cheap
GOOD
FAST CHEAP

11. You can only pick two
Source: http://en.wikipedia.org/wiki/Good,_fast_and_cheap
GOOD
FAST CHEAP
• Quick and high standard
but not cheap
• Quick and cheap, but
low quality
• High quality and cheap,
but will take longer

12. You can only pick two
Source: http://en.wikipedia.org/wiki/Good,_fast_and_cheap
GOOD
FAST CHEAP
• Quick and high standard
but not cheap
• Quick and cheap, but
low quality
• High quality and cheap,
but will take longer

13. Why don’t we ‘just do it’?
• Structure
• Resourcing
• Accountability
• Ongoing
• Rewarding

14. Who benefits?
• Individual staff & volunteers
• Accredited & community museums
• Corporate organisations
• University students
• Young migrants & asylum-seekers
• People with acquired disabilities

15. Source: Museum Victoria. With thanks to Heath Warwick

16. Source: https://flic.kr/p/7JsXZe

17. Who benefits?
• Individual staff & volunteers
• Accredited & community museums
• Corporate organisations
• University students
• Young migrants & asylum-seekers
• People with acquired disabilities

18. Source: Museum Victoria. With thanks to Rodney Start

19. National Standards for Australian Museums & Galleries:
http://www.collectionsaustralia.net/sector_info_item/107

20. Source: https://flic.kr/p/asS1iQ
With thanks to Tyne & Wear Archives & Museums

21. Who benefits?
• Individual staff & volunteers
• Accredited & community museums
• Corporate organisations
• University students
• Young migrants & asylum-seekers
• People with acquired disabilities

22. Source: https://flic.kr/p/5kSQLk

23. Source: https://flic.kr/p/5eLq6W

24. Source: https://flic.kr/p/9kpKMg

25. Who benefits?
• Individual staff & volunteers
• Accredited & community museums
• Corporate organisations
• University students
• Young migrants & asylum-seekers
• People with acquired disabilities

26. Who benefits?
• Individual staff & volunteers
• Accredited & community museums
• Corporate organisations
• University students
• Young migrants & asylum-seekers
• People with acquired disabilities

27. Source: https://flic.kr/p/6bJirV

28. Source: https://flic.kr/p/6DhFFN

29. Who benefits?
• Individual staff & volunteers
• Accredited & community museums
• Corporate organisations
• University students
• Young migrants & asylum-seekers
• People with acquired disabilities

30. Source: https://flic.kr/p/aVagGg

31. Source: https://flic.kr/p/4jCCWo

32. Source: https://flic.kr/p/6YUoJD

33. www.youtube.com/museumsaustraliavic

34. Source: https://flic.kr/p/cR1zTW

35. Source: https://flic.kr/p/5SxPFa

36. Source: https://flic.kr/p/5TJoyH

37. Why don’t we ‘just do it’?
• Structure
• Resourcing
• Accountability
• Ongoing
• Rewarding

38. Succession planning
• Silent Generation: 1925 – 1942
• Baby Boomers: 1943 - 1960s
• Generation X: 1960s - 1980s
• Millennials/Gen Y: 1980s - 2000s
• Generation Z: late 1990s – today
Source: http://en.wikipedia.org/wiki/List_of_generations

39. Succession planning is vital
• Baby Boomers = 5.3m people
• Generation X = 4.4m people
• Generations X and Y expect more from
their voluntary work
Source: “Membership Is Dead”
Source: www.smsonline.net.au

40. Takeaways:
Videos and resources: www.mavic.asn.au
Slides: www.slideshare.com/lauramiles
E-mail: exec@mavic.asn.au
Follow us on Twitter: @laura_miles / @_mavic