Don't Stop Me Now Session 4

2. Time to ‘think differently’
about volunteering

3. Setting the scene
• National Trust management from 2006
• Volunteer KPI at 67%
• Communications generally good
• Start of season & mid season meetings (x 6)
• Social events and outings
• Suggestions box
• Some involvement in decision-making
• Research groups

4. Our business plan
“A great team
to be part of
Our exceptional, well-
resourced and skilled
team of staff and
volunteers will make
things happen in line with
our aspirations, bringing a
‘can do’, entrepreneurial
spirit and professionalism
to all we do”

5. On volunteering
“Our volunteers’ views and opinions will
be sought and valued, and we will
develop a volunteering strategy that will
ensure that no matter which property you
volunteer at, there will be equally high
standards of communication,
recruitment and management,
opportunities to use different skills, to
develop knowledge of the property and
to be involved in the decision-making”

6. Volunteer Exemplar Project
• Central volunteering project – 5 properties
• Think differently
• Three ‘big ideas’
• Include volunteers on project management
• Clearly defined role definitions or briefs
• Improve support and development
• In line with business plan

7. Top 5 things we did…

8. 1. Volunteer Support &
Development Team

9. 2. Volunteer Research Groups

10. 3. New volunteers, new roles –
better systems and processes

11. 4. Communication
Court Clarion
Business Plan ‘lite’
Visitor Charter

12. 5. Breaking down barriers

13. Top 5 things we learned…

14. 1. Reaction to
change –
and managing
expectation

15. 2. Desk space

16. 3. Being aware of what else is
going on and impact this may
have on volunteers
48%

17. 4. Blurring the boundaries
between staff and volunteers

18. 5. Why it was a good thing
to do
…things can’t stay the same forever…

19. Final reflections
A rosy future?

22. Don’t S top Me Now!
Mark A gnew
G e ne ral M anage r
Kellie S cott
Volu nte e ring & C om m u nity E ngage m e nt M anage r

24. 12 volunteer roles 31 volunteer roles
Traditional Projects Engagement
Working
1st recruitment 2nd recruitment
With Vols
campaign campaign
RGT Induction
? 24,320 24,579 34,350 43,242 44,999 61,242
175 238 235 372 395 430 581
2005 2006 2007 2008 2009 2010 2011

25. Role Hours in 2011 Number of
volunteers
Artis ts & C alligrap h e rs 447.3 7
Bu ggy D rive rs 1718.4 22
C ate ring 1045.1 13
C ons e rvation, Ad m in, R e s e arch 1207.8 28
E ve nts 655 10
Le arning 3264.5 33
R oom G u id e s 26,031.5 273
S h op & B ooks h op 3074.7 32
Tu e s d ay G ard e n Te am 1469.5 12
Vis itor We lcom e 1370.8 7
Walle d G ard e n 5747.1 65
Ward e ns 13,713.4 79

26. Understand Understand Design Market
Select
your audience your needs Offer Offer
Induct Manage Broaden Exit
Support

29. B roadening the Roles
Interns: Volunteer Roles:
• Youth Volunteering • Engagement Warden
• E-Marketing • Costumed Interpreter
• Conservation & • Calligrapher
Engagement • Artist
• Visitor Research

31. August • Consult team on what to do on 7th day!
• Write up brief (draft)
• Consult volunteers
• Write brief (final)
• Research costume supplies
• Recruit Day Organiser
• Write supporting materials for volunteers
• Write training schedule and rope in presenters
• Recruit from within team
• Recruit externally during recruitment campaign
• Find out final names of those interested
• Training Week ONE (intro, measurements, house tour)
• Start making/hiring costumes
• Training Week TWO (Regency costume, manners etc)
• Training Week THREE (house training)
• Training Week FOUR (mock opening)
• Mansion opens on a Wednesday
March

32. I would recommend the Trus t as
a place to volunteer (KPI)
80
68
70
59
60
50 2009
40 2010
%
29
30 2011
20
10 1
0
0
Strongly Disagree Neutral Agree Strongly Trust
disagree agree

33. I enjoy the volunteering I do
90 81
80 73
70
60
2009
50
2010
%
40
2011
30
18
20
10 0 0
0
Strongly Disagree Neutral Agree Strongly Trust
disagree agree

34. Drill down…
Recommendation 68
Enjoyment 81
Organisation & management 59
Empowerment 34
Engagement 34
Culture and values 45
Communication 44
Voice 29

35. The way your volunteering is
organis ed and managed
70 59
60
50 45
2009
40 33
2010
%
30
20 2011
10 2 4
0
Strongly Disagree Neutral Agree Strongly Trust
disagree agree

36. It’s not all plain s ailing…

37. What next for volunteering
at A ttingham?
• Bulk up numbers in some teams
• Development opportunities
• Training
• Consistency in departments
• What do future roles look like and who will want
to do them? MASSIVE shift in volunteering
• Volunteer management training
• Communication in the team

38. Room Guide
Advocate A role with a Introductory Deputy Day
different view talk Organiser
Tour Day
Guide Organiser

39. C hallenges …
1. Change management
2. Maintaining consistency
3. Keeping volunteer management high on the
agenda
4. Empowering volunteer managers
5. Communication…600 people

41. Don't Stop Me Now
Rachael
Bayley
May 2012
Case Study about RSVP
Retired and Senior Volunteer Programme

42. Facts about RSVP
• 15,047 Volunteers
• 450 are Volunteer
Organisers & Coordinators
• 27 FTE staff (17 full time and 17
part time)
• Ratio of over 500:1
• Projects in Wales, Scotland
& England
• Running for 24 years
Data at January 2011

43. Top Tips (1)
1. Do create projects for people to own
2. Do say No at the recruitment stage
3. Have special volunteers to bring new
people in

44. Top Tips (2)
4. Have volunteers showing the way
5. Have roles that can change to fit
6. Do manage volunteers like volunteers,
not like staff

45. Top Tips (3)
7. Do have peer discussions and lots of
coffee
8. Have a Pick and Mix approach to
volunteer roles
9. Do attract volunteers whose interest is
in management

46. Workshop
Questions and views?
Which of these would
work for you?
How could you develop these ideas?
What ideas do you have to share?
Rachael Bayley
rachaelbayley@yahoo.co.uk

47. Don't Stop Me Now
Rachael
Bayley
May 2012
Case Study about RSVP
Retired and Senior Volunteer Programme