Ever wonder what CVA stands for? It's a credential that indicates a person is Certified in Volunteer Administration. It is a unique, international, competency-based program that recognizes practitioners with at least 3 years of experience in the field of volunteer resources management. Originally developed by the Association for Volunteer Administration (AVA) several decades ago, the program is intended for individuals who lead and direct volunteer engagement in all types of organizations and settings.
Registration to apply as a candidate is now open and will remain open until March 1, 2012. If you register by December 31st, you can save money with the early bird discount! Obtaining your credentials is a year-long process that involves studying various volunteer management resources, taking an exam and submitting a portfolio. The process involves taking an exam in May 1012 and then submitting a written portfolio no later than December 2012. This is a self-study process, requiring no travel or special classes.
To get started, visit the CCVA web site at: www.cvacert.org to read testimonials from recent CVAs and print a copy o fhte 2012 Candidate Handbook and registration form. Specific questions cna be directed to CCVA at 804-794-8689 or ccva@comcast.net
Thursday, October 13, 2011
Tuesday, September 6, 2011
Everyone Ready Online Seminar - Desiging Work for Today's Volunteer
On September 19th, the next online seminar, "Designing Work for Today's Volunteer," will be available. The trainer is Steve McCurley. This seminar will help volunteer administrators identify and define tasks for volunteers that benefit the organization, provide the volunteer with a significant and appealing way to make a positive contribution, and still fit within the abilities of today's time-challenged population.
Log in or register at: http://www.4-h.org/volunteerism
Log in or register at: http://www.4-h.org/volunteerism
Tuesday, August 23, 2011
Volunteering in America - 2010 Highlights
Each year, the Corporation for National & Community Service releases a report of research, providing elected officials and nonprofit leaders with information on volunteer trends and demographics. This information can help volunteer managers develop strategies to mobilize more volunteers to address local needs through service.
The 2011 report was recently released - on August 8th - reflecting volunteer data from 2010. Some of the key findings of the report include:
The 2011 report was recently released - on August 8th - reflecting volunteer data from 2010. Some of the key findings of the report include:
- Generation X volunteers (born 1965-1981) devoted more time to service in 2010 than ever before, giving more than 2.3 billion hours.
- Volunteers served approximately 8.1 billion hours. While the number of number of volunteers dipped a little between 2009 and 2010, the number of hours remained steady. This indicates that volunteers are committing more hours to service.
- The proportion of volunteers who serve 100 hours or more increased between 2009 and 2010.
- The average number of hours served per volunteer increased from 50 hours per year (in 2009) to 52 hours per year (in 2010).
Friday, August 12, 2011
Training of Volunteers a Must!
The first-ever statewide 4-H Volunteer Conference was recently held (July 29-31) in San Antonio. There were 129 volunteers in attendance, who represented 56 counties, in addition to 23 4-H Specialists, staff and Administrators, plus 20 County Extension Agents. At the conference, it was immediately obvious that the volunteers were hungry for the information, and they were excited to be gaining all of the resources to take home and implement with youth in their counties.
This leads us to the "T" of the ISOTURE model. Training. That's what the volunteer conference was - a training opportunity. Training is the process of helping volunteers gain the knowledge and develop the skills that will improve the quality of their work.
Training helps volunteers develop basic skills and confidence; it also provides support and opportunities for personal growth. Volunteers want to learn basic, relevant and meaningful skills that can be useful in their personal lives. Training also can help volunteers realize their potential and recognize the knowledge and skills they already possess.
The type of and need for training depend on the volunteer's role, experience, skill level and current knowledge. To ensure that the training programs are effective for all volunteers, educational plans should be developed that accommodate all learning styles - with a variety of teaching techniques.
It is also important to provide subject-matter training specific to each program area. The volunteer conference did just that. Volunteers had 30 different workshops from which to choose - focusing on a variety of projects, from clothing to vet science, adult leadership to citizenship, club management to photography.
If you had a volunteer(s) attend the conference, I hope you'll invite them to share the resources and even provide leadership to a program in which they are interested. If no one from your county attended, let your volunteers know if this opportunity that will be coming again in July 2012!
This leads us to the "T" of the ISOTURE model. Training. That's what the volunteer conference was - a training opportunity. Training is the process of helping volunteers gain the knowledge and develop the skills that will improve the quality of their work.
Training helps volunteers develop basic skills and confidence; it also provides support and opportunities for personal growth. Volunteers want to learn basic, relevant and meaningful skills that can be useful in their personal lives. Training also can help volunteers realize their potential and recognize the knowledge and skills they already possess.
The type of and need for training depend on the volunteer's role, experience, skill level and current knowledge. To ensure that the training programs are effective for all volunteers, educational plans should be developed that accommodate all learning styles - with a variety of teaching techniques.
It is also important to provide subject-matter training specific to each program area. The volunteer conference did just that. Volunteers had 30 different workshops from which to choose - focusing on a variety of projects, from clothing to vet science, adult leadership to citizenship, club management to photography.
If you had a volunteer(s) attend the conference, I hope you'll invite them to share the resources and even provide leadership to a program in which they are interested. If no one from your county attended, let your volunteers know if this opportunity that will be coming again in July 2012!
4-H Volunteer Conference Materials Now Posted Online!
The 4-H Volunteer Conference, recently held in San Antonio, was a big hit! There were 129 volunteers (representing 56 counties), 20 County Extension Agents and 23 4-H Specialists, staff and administrators present!
Each participant received a flash drive that contained all of the conference workshop materials. This gave volunteers the opportunity to have all of the materials - even for the workshops they were unable to attend - that can be shared with other volunteers in their home county. In case you did not make it to the conference and you would like to see the materials that were presented during each of the workshops, they are all posted online. Go to: http://texas4-h.tamu.edu/volunteers/conference/volunteer_conference_resources.php
Each participant received a flash drive that contained all of the conference workshop materials. This gave volunteers the opportunity to have all of the materials - even for the workshops they were unable to attend - that can be shared with other volunteers in their home county. In case you did not make it to the conference and you would like to see the materials that were presented during each of the workshops, they are all posted online. Go to: http://texas4-h.tamu.edu/volunteers/conference/volunteer_conference_resources.php
Youth Protection Standards Information & Updates for 2011-2012
The Youth Protection Standards/Volunteer Screening information has been updated for the 2011-2012 year. Below are some highlights and reminders, as well as new items added to the documents.
All YPS information and forms are available at the web sites listed below. This includes the YPS Procedures Manual, Volunteer Handbook, and an updated transmittal form.
Texas 4-H Web Site: http://texas4-h.tamu.edu
- Publications link - then Annual Membership Materials link - http://texas4-h.tamu.edu/publications/membership/index.php
- Agents link - then Youth Protection Standards link - http://texas4-h.tamu.edu/agents/agent_yps/agents_yps.php
Organizational Development Unit Web Site: http://od.tamu.edu
- Volunteerism Resources link, then Volunteer Screening link - http://od.tamu.edu/volunteerism-resources/volunteer-screening/
Re-screening
All volunteers must be re-screened every three years. For 4-H volunteers, the need for re-screening is determined on a 4-H year basis. For example, a volunteer screened any time between September 1, 2008 and August 31, 2009 (considered “4-H Year 2009”) needs to be re-screened at the beginning of 4-H Year 2012 (September 1, 2011 thru August 31, 2012).
Application Processing
Screening of volunteers is not conducted until payment is received in the Texas 4-H YPS Office. Therefore, counties should plan to submit volunteers for screening at least one month prior to the event. Volunteer applications are processed for screening on a bi-weekly basis in the Texas 4-H YPS Office.
Volunteer Cards/Certificates
4-H volunteers may access their volunteer certificate on 4-H CONNECT once screening is complete and their profile is approved. Master Volunteers, BLT & EFNEP Volunteers: Volunteer cards will no longer be made for volunteers and sent to the county Extension office for distribution. Instead, when these volunteers are approved through the screening process, a volunteer certificate will be e-mailed to the county Extension office for distribution.
County Extension Agent Profiles
Since County Extension Agents are screened through AgriLife Extension Human Resources, they do not have to be screened through YPS. When County Extension Agents create or re-activate a profile and it indicates screening is needed, call or e-mail the YPS office to have the screening information updated.
Re-activating 4-H CONNECT Profiles
When volunteers enroll for the new 4-H year, it is important they re-activate their profile on 4-H CONNECT and not create a new profile. If a new profile is created, the volunteer screening information will not transfer to the new profile. Therefore, the system will indicate the volunteer needs to be screened.
Friday, June 24, 2011
Professional Development for Volunteer Administrators
We all know that we need professional development. That's how we learn about new programs, enhance our knowledge and gain new skills - hopefully to help us do our jobs better. It is also important that each of us is getting professional development related to our role as a volunteer administrator.
It's easy to put professional development opportunities on the back burner, knowing that we have this program to conduct and that report to complete. However, professional development doesn't always have to mean we are out of the office for days at a time. But, if you're like me, you may find it even harder to participate in professional development that is internet-based and self-paced. It seems I can always find an excuse not to participate in an online training or complete a module because my long "to do" list is calling.
Here's an opportunity for professional development that you don't want to miss!
It's been awhile since National 4-H Council/Cooperative Extension Service enrolled in Everyone Ready, and there's only a handful of Texas Extension employees taking advantage of this opportunity for FREE professional development. Everyone Ready is an online volunteer management training, developed to provide all Extension employees with cutting-edge, practical information you can access anytime from anywhere. I kept putting off taking the time to look at the modules, but when I actually forced myself to do it, I discovered some great stuff! Tools, tips and advice on a variety of topics related to volunteer management.
So, try to take a few minutes to check it out! There are online modules you can listen to, and there's also self-instruction guides. A new training topic is made available each month. If you happen to miss a module, or find a topic of interest that was posted when this program started, you can still access it in the program archives.
For instructions on how to access this great online, self-paced professional development opportunity, go to http://od.tamu.edu - click on "volunteerism resources" and then click on "volunteer administrator resources." A link to Everyone Ready instructions is available at the bottom of the screen.
It's easy to put professional development opportunities on the back burner, knowing that we have this program to conduct and that report to complete. However, professional development doesn't always have to mean we are out of the office for days at a time. But, if you're like me, you may find it even harder to participate in professional development that is internet-based and self-paced. It seems I can always find an excuse not to participate in an online training or complete a module because my long "to do" list is calling.
Here's an opportunity for professional development that you don't want to miss!
It's been awhile since National 4-H Council/Cooperative Extension Service enrolled in Everyone Ready, and there's only a handful of Texas Extension employees taking advantage of this opportunity for FREE professional development. Everyone Ready is an online volunteer management training, developed to provide all Extension employees with cutting-edge, practical information you can access anytime from anywhere. I kept putting off taking the time to look at the modules, but when I actually forced myself to do it, I discovered some great stuff! Tools, tips and advice on a variety of topics related to volunteer management.
So, try to take a few minutes to check it out! There are online modules you can listen to, and there's also self-instruction guides. A new training topic is made available each month. If you happen to miss a module, or find a topic of interest that was posted when this program started, you can still access it in the program archives.
For instructions on how to access this great online, self-paced professional development opportunity, go to http://od.tamu.edu - click on "volunteerism resources" and then click on "volunteer administrator resources." A link to Everyone Ready instructions is available at the bottom of the screen.
Taking Time to Recognize your Volunteers
Last week during Texas 4-H Roundup, 32 volunteers were honored with a variety of awards at the 4-H Salute to Excellence Banquet. These volunteers have contributed countless hours of time to the 4-H program, in addition to sharing their talents, knowledge and skills with 4-H members. This 4-H volunteer awards program is a great way to say thanks and recognize your volunteers on the state level. If you missed the chance to nominate someone for an award, be sure to mark on your calendar for next year! Nomination forms are usually due to the district office mid-March. Information about the volunteer recognition program is available online at: http://texas4-h.tamu.edu/volunteers/recognition_volunteer/index_recognition_volunteer.php
Of course, recognition of volunteers at the state level is great! However, it's important that volunteers are also recognized locally, too. Recognition is the "R" in the ISOTURE model, and should be something we try to do on a regular basis - not just at the Salute to Excellence Banquet, county awards banquets or during National Volunteer Week.
There are two primary categories of recognition: formal and informal.
Formal recognition is the more traditional method of recognizing volunteers. This includes:
Of course, recognition of volunteers at the state level is great! However, it's important that volunteers are also recognized locally, too. Recognition is the "R" in the ISOTURE model, and should be something we try to do on a regular basis - not just at the Salute to Excellence Banquet, county awards banquets or during National Volunteer Week.
There are two primary categories of recognition: formal and informal.
Formal recognition is the more traditional method of recognizing volunteers. This includes:
- Annual recognition events/banquets
- Pins and certificates of service
- Honor roll of volunteers
- Special awards for volunteers
- Keeping them updated on new developments in the organization
- Inviting them to be a part of decision making
- Paying for them to attend volunteer trainings
- Asking them to mentor new volunteers
- Consult with them in their area of expertise
- Let them know they are missed when they are absent
- Say "thank you" or send a hand-written thank you note
- Timely
- Personal and tailored
- Spontaneous and sincere
- Ongoing basis
- Don't be afraid to be creative
- Make them feel appreciated every day
Wednesday, May 25, 2011
Are We Leading or Managing Volunteers?
Sometimes we talk about managing volunteers, while other times we focus on leadership when it comes to working with volunteers. Leadership and management are both concerned with providing direction for an organization. So, is there a difference between leading and managing volunteers? Yes! Let's take a look.
Management focuses on plans, schedules, tasks, policies and procedures. Managers make sure everyone is doing their job. In Extension, we use the volunteer management model, ISOTURE as a guide. And, being concerned with the daily tasks of recruiting, screening and recognizing volunteers as well as planning, implementing and evaluating programs is critical to the success of our volunteer program.
Leadership focuses on the long-term future by providing a vision for the organization and moving it forward. Leaders focus on motivating and inspiring people so that the vision and goals of the organization can be achieved. Leaders create excitement and inspire enthusiasm among followers (in this case, volunteers). It takes time and relationship building to get this done. As a leader, it's also important that we recruit volunteers that will share the vision of the organization with us, striving to achieve Extension's mission of "improving lives, improving Texas."
Management and leadership are essential in any organization, including when we are working with volunteers. One cannot replace the other. Instead, one should be in addition to the other. Sometimes it's easy to get caught up in all of the management tasks and forget to lead and vision for the future. In Extension, we use the words interchangeably; however, the important point to remember is that we must take time to manage and lead our volunteers. They should both be integrated effectively to lead to success with our volunteer programs.
Management focuses on plans, schedules, tasks, policies and procedures. Managers make sure everyone is doing their job. In Extension, we use the volunteer management model, ISOTURE as a guide. And, being concerned with the daily tasks of recruiting, screening and recognizing volunteers as well as planning, implementing and evaluating programs is critical to the success of our volunteer program.
Leadership focuses on the long-term future by providing a vision for the organization and moving it forward. Leaders focus on motivating and inspiring people so that the vision and goals of the organization can be achieved. Leaders create excitement and inspire enthusiasm among followers (in this case, volunteers). It takes time and relationship building to get this done. As a leader, it's also important that we recruit volunteers that will share the vision of the organization with us, striving to achieve Extension's mission of "improving lives, improving Texas."
Management and leadership are essential in any organization, including when we are working with volunteers. One cannot replace the other. Instead, one should be in addition to the other. Sometimes it's easy to get caught up in all of the management tasks and forget to lead and vision for the future. In Extension, we use the words interchangeably; however, the important point to remember is that we must take time to manage and lead our volunteers. They should both be integrated effectively to lead to success with our volunteer programs.
Friday, May 20, 2011
First-ever Statewide 4-H Volunteer Conference
Have you heard? The Texas 4-H & Youth Development Program is hosting the first-ever statewide 4-H Volunteer Conference! The conference is scheduled for July 29-31 in San Antonio. Any 4-H volunteer is invited to join us for a high-energy, dynamic and engaging conference that will address the emerging issues of youth development and the Texas 4-H Program. The two and one-half day conference will be filled with quality educational workshops and general sessions.
The conference will kick off with an evening of dinner, meet and greet, State of the 4-H Program Address from Dr. Chris Boleman, and a keynote address from engaging communicator and a leading teen expert, Grant Baldwin.
Saturday and Sunday will be filled with a variety of educational workshops certain to entice and meet the needs of any adult involved in the Texas 4-H & Youth Development Program. Workshops are structured in varying lengths - from weekend tracks, all day workshops, half-day workshops and 1-2 hour workshops - allowing volunteers to focus on one topic or several areas of interest.
As we continue to rely more and more on our volunteers to meet the needs of our clientele and achieve our goals, it's important that we are providing them with professional development opportunities. Consider sending a volunteer to the conference as a "thank you" for all they've done for your county program. For more information, visit the conference website: http://texas4-h.tamu.edu/volunteers/conference/volunteer_conference.php
The conference will kick off with an evening of dinner, meet and greet, State of the 4-H Program Address from Dr. Chris Boleman, and a keynote address from engaging communicator and a leading teen expert, Grant Baldwin.
Saturday and Sunday will be filled with a variety of educational workshops certain to entice and meet the needs of any adult involved in the Texas 4-H & Youth Development Program. Workshops are structured in varying lengths - from weekend tracks, all day workshops, half-day workshops and 1-2 hour workshops - allowing volunteers to focus on one topic or several areas of interest.
As we continue to rely more and more on our volunteers to meet the needs of our clientele and achieve our goals, it's important that we are providing them with professional development opportunities. Consider sending a volunteer to the conference as a "thank you" for all they've done for your county program. For more information, visit the conference website: http://texas4-h.tamu.edu/volunteers/conference/volunteer_conference.php
Levels of Leadership
Recently, I participated in the Chick-fil-A LEADERCAST conference. If you've never heard of it or been able to attend, I highly recommend it! While the conference takes place in Atlanta, GA, there are numerous other locations that simulcast the conference. So, you are sure to find a location close to you! You can find out more at: www.chick-fil-aleadercast.com.
The highlight of the conference was obviously the speakers - John Maxwell, Seth Godin, Mack Brown, Alison Levine, and Dave Ramsey. Everything they said about leadership definitely applies to how we lead volunteers that support Extension programs. So, I wanted to be sure and share some of it with you. John Maxwell, leadership expert, spoke about five levels of leadership. In my own words, from my notes, here they are:
Level 1: Position Level - This is where we all start. When you are at this level, people follow you because they have to, most likely because of your title. To me, this is similar to starting out as a county Extension agent or moving to a new position. However, this position does not make you a good leader. This is a time where you can shape and define who you are as a leader!
Level 2: Permission Level - In this stage, people follow you because they want to. Since level one, you have begun connecting with people, and these relationships are the foundation of leadership. As you get to know your volunteers, it's important to build relationships with them. Take time to get to know them. Listen and observe.
Level 3: Production Level - At this level of leadership, you are "producing by example." In other words, you are modeling what others want to see - a positive attitude, ethical behavior, respect, etc. In doing so, you will attract others, momentum builds and volunteers will step up to help out. Remember, a positive attitude is contagious!
Level 4: People-Development Level - This level focuses on exactly what it's named - developing people! The success of our volunteer programs starts the minute a volunteer walks in for the very first time. It's all about who we recruit in to the program to serve as a volunteer, positioning them to serve in an area that interests them, and then equipping them with the proper training and resources.
Level 5: Pinnacle Level - This is the highest point of your leadership abilities. You've done it all and you've done it well. And, people (your volunteers) follow you because of what you've done and who you are. So, all of your hard work has paid off. However, the work is not done. Why? Because leadership is always ongoing. We are constantly learning and growing. And, we are at a different level of leadership with each of our volunteers. By knowing what level you are on with each person you lead, then you'll know, more specifically, how to lead them!
The highlight of the conference was obviously the speakers - John Maxwell, Seth Godin, Mack Brown, Alison Levine, and Dave Ramsey. Everything they said about leadership definitely applies to how we lead volunteers that support Extension programs. So, I wanted to be sure and share some of it with you. John Maxwell, leadership expert, spoke about five levels of leadership. In my own words, from my notes, here they are:
Level 1: Position Level - This is where we all start. When you are at this level, people follow you because they have to, most likely because of your title. To me, this is similar to starting out as a county Extension agent or moving to a new position. However, this position does not make you a good leader. This is a time where you can shape and define who you are as a leader!
Level 2: Permission Level - In this stage, people follow you because they want to. Since level one, you have begun connecting with people, and these relationships are the foundation of leadership. As you get to know your volunteers, it's important to build relationships with them. Take time to get to know them. Listen and observe.
Level 3: Production Level - At this level of leadership, you are "producing by example." In other words, you are modeling what others want to see - a positive attitude, ethical behavior, respect, etc. In doing so, you will attract others, momentum builds and volunteers will step up to help out. Remember, a positive attitude is contagious!
Level 4: People-Development Level - This level focuses on exactly what it's named - developing people! The success of our volunteer programs starts the minute a volunteer walks in for the very first time. It's all about who we recruit in to the program to serve as a volunteer, positioning them to serve in an area that interests them, and then equipping them with the proper training and resources.
Level 5: Pinnacle Level - This is the highest point of your leadership abilities. You've done it all and you've done it well. And, people (your volunteers) follow you because of what you've done and who you are. So, all of your hard work has paid off. However, the work is not done. Why? Because leadership is always ongoing. We are constantly learning and growing. And, we are at a different level of leadership with each of our volunteers. By knowing what level you are on with each person you lead, then you'll know, more specifically, how to lead them!
Welcome to the Extension Volunteer Administrators' Blog
Welcome! This blog is being created for all volunteer administrators within the Texas AgriLife Extension Service. The goal of this blog is to bring relevant and timely information and resources to Extension's volunteer administrators which can be applied when leading and managing volunteers. Each week, there should be a new post to the blog that will address hot topics, share new resources and/or answer common questions.
Gone are the days of coming together for multiple trainings. Instead, it's up to each of us to seek out the professional development we need to successfully fulfill the duties of our job. Learning about leading volunteers is not something that should be focused upon one time a year at a meeting. Instead, it's important that we continue to develop our skills of leading volunteers because it's something we do every day!
There are many blogs out there, and we realize this may add another one to your list. At the same time, we hope you will find it's a quick and easy way to be informed about the latest and greatest in volunteer administration! Enjoy!
Gone are the days of coming together for multiple trainings. Instead, it's up to each of us to seek out the professional development we need to successfully fulfill the duties of our job. Learning about leading volunteers is not something that should be focused upon one time a year at a meeting. Instead, it's important that we continue to develop our skills of leading volunteers because it's something we do every day!
There are many blogs out there, and we realize this may add another one to your list. At the same time, we hope you will find it's a quick and easy way to be informed about the latest and greatest in volunteer administration! Enjoy!
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