From the CharityChannel.com CharityNews posting, 9/26/30:
Tips for Recruiting and Managing Older Volunteers
Because today's retired volunteers don't readily identify themselves
as senior citizens, many of the traditional techniques used for
recruiting people in other age groups work just as well for
recruiting the retirees, though the appeal for volunteers should be
tweaked to emphasize why older people would find the situation
attractive.
Article: http://philanthropy.com/jobs/2003/10/08/20031024-636748.htm

Doug Mackay
VSRP
Havertown, Pa.
http://www.geocities.com/givestore/home.html

For those involved in business vpm or persuading businesses to
encourage volunteerism, (From Worforce Week Newsletter, 9/28/03.
Blue Cross's Volunteerism Policy:
Here's a copy of Blue Cross and Blue Shield of Minnesota's paid-time-
off policy for volunteerism, in case you are looking to implement a
volunteer program and want to see what others are doing.
http://www.workforce.com/section/02/article/23/52/34.html
http://www.workforce.com/tools/bluecross.pdf

Doug Mackay
VSRP
Havertown, Pa.
http://www.geocities.com/givestore/home.html

Hello, all

Regarding commitment forms. I would agree with much that has been said.  I
would add, however, that the commitment should be mutual.  The organization
should agree to certain commitments to volunteers (adequate training,
supervision,
etc.) just as the volunteers are committing time to work for the
organization.  When a person actually signs a commitment form, they have, most
likely,
thought through their commitment and also realize that the organization is very
serious about the importance of volunteer contributions.  Obviously there may
be unanticipated things that can change the commitment but the volunteers
should indicate that, at the time of the commitment agreement, they intend to be
fulfilling it.

I have found when mutual oommitments are signed, the retention for that
commitment is very high.  When the commitment is satisfied, it provides an
opportunity to discuss future involvement with the organization and to show
appreciation for the service given.

Hope to see many of you at the AVA conference in Cincinnati.

Betty Stallings
Building Better Skills
Pleasanton, CA


[Non-text portions of this message have been removed]

Hi there,
I looked through the files and couldn't find what I was looking for,
so I thought I would call in advice from the professionals. I am
working with a few other cohorts in my organization on creating
a "Volunteer Skills Inventory" which would be sent to all our current
volunteers with a cover letter. We are looking to update the
volunteer information we currently have, as well as advertise our
opportunities and just reconnect with some volunteers who we haven't
seen in awhile. Does anyone have a sample of a good "skills
inventory" which they would like to share?

Thank you for your assistance!

Kim McNamer
Development Coordinator
Providence Child Center Foundation
Portland, Oregon
503-215-2475 (phone)
503-215-0660 (fax)
kim.mcnamer@...

> Nevertheless, I am puzzled by the difference that
> there generally is between the attitude toward
> supervising a family member and a  friend.

When most companies talk about "family", they are talking about
immediate family -- siblings, children, parents and spouses. The
conflicts that can arise in one family member supervising another
center around issues such as two people who are living together
bringing conflicts and home issues to the workplace, and vice versa;
or having an intense familiarity with each other that could put
others at a disadvantage or interfere with work that needs to be
done. The likelihood of these negative situations happening with
family versus "friends" is much greater, in most org's opinion.

Also, what exactly is a "friend"? Is it someone who lives next door
to me? Is it someone I go to the movies with? Is it someone who goes
to the same church as me? The boundary of "friend" is much more open
to dispute and, therefore, harder to regulate.

People who hire and supervise others need to be aware of their own
prejudices and preferences when they are in their hiring and
supervising roles. If family members are involved, there is a greater
chance of someone perceiving, correctly or not, favoratism on the
supervisor's part. Whether or not a company has a policy prohibiting
the hiring and supervising of a person by a family member has to do
with how great the risk is of this perception, and how great the risk
is that this perception could adversely affect the organization.

As for hiring and supervising "friends", again, what's a friend? It's
so hard to define. Some organizations do prohibit supervisors from
specific activities with those they supervise, such as:
-- dating
-- attending a social event specifically as a pairing or group

My biggest problem with forming friendships with volunteers centers
around my fear of them thinking that I am asking them to do something
because we're friends, not because they are volunteers and my job is
to give them assignments. But certainly I have had friends volunteer
with me, and I've had a few volunteers become what I would consider
my friends.

-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-
Jayne Cravens [jayne.cravens@...]
Online Volunteering Specialist
United Nations Volunteers
www.unvolunteers.org
Bonn, Germany

UNITeS: www.unites.org
NetAid Online Volunteering:  www.netaid.org/OV
Global portal to volunteering: www.iyv2001.org
-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-

RE:>> Last year, when I was totally overwhelmed and had no paid staff
support, I recruited two people whom I knew would do their very best
to follow directions and give me as much support as I needed:  my
best friend and my husband.>>

Margaret,
I have an experience similar to yours. But the reason I posted here,
is that I am in an online support group affiliated to the Bipolar
Dream site. Save when we are contacted by a candidate, our
volunteers come from that group. Since the group is still young,
some of the former volunteers were friends that I met before.

Well, I have been charged for the entire opposite: being "too VPM"
and no friend. My point of view was that they were trying to exploit
me because of our friendship and they find it hard to have to comply
to rules. In fact, the most common thing I heard them saying
was: "You are treating me like another volunteer, not like a friend".

According to my understanding of the VPM thing, it should be a
success. But it has been used to hurt me and I wanted to know if
anybody else had this very same experience and, in case, what s/he
learnt from it.

Thanks
Rosanna Tarsiero
Bipolar Dream
Web-based organization
http://www.bipolardream.com/

dm

RE: >... Does anyone have a sample of a good "skills inventory" which they
would like to share?<

Dear Kim, et. al. --

Your question is yet another example of the search for generic material I
discuss in the current Hot Topic at
http://energizeinc.com/hot/2003/03oct.html.  The samples of skills
inventories others may share with you can show you ways to word the
document, set it up, gather the data, etc. -- but they WON'T give you the
list of skills that YOUR organization needs to ask about!

What skills do you NEED?  Those are the ones to query.  Asking volunteers
to check off skills they have if you have no intention of putting those to
good use is counterproductive -- it actually feels like a rejection of what
is offered to you.

I recommend that you take your volunteer job descriptions and carefully
glean the skills implied by them.  Spend more time defining skills in more
discrete ways.  In other words, avoid general things like:

computer skills
working with people
telephone skills

Instead, break these down.  You'll see immediately that this gives you so
much more useful information:

computer:
          - entering data into word processing and spreadsheet programs
          - Web design
          - desktop publishing skills
You may also need to ask some supporting information, such as: do you use a
Mac or a PC?

working with people:
          - talking one-to-one with individuals
          - visiting the sick or lonely
          - leading group discussions

I think you see what I mean.  Don't ask if someone can crochet or do fly
fishing if they can't use those skills with you.  On the other hand, you
may have need for talents that no one has yet thought to list on another
skills inventory!

It's also good to ask:  Which skills do you have?  AND  Which skills would
you like to learn?

Susan

==============================
Susan J. Ellis
President
Energize, Inc.
5450 Wissahickon Avenue, Box C-13
Philadelphia, PA 19144
voice: 215-438-8342
fax: 215-438-0434
e-mail: susan@...
Web site: <http://www.energizeinc.com>
**************************************
Would you like to receive a free monthly electronic update describing new
things on the Energize Web site and other items of interest to the
volunteer field? Go to <http://www.energizeinc.com/>and submit your e-mail
address using the form in the right hand column of every page or simply
send an e-mail to <update@...> with "subscribe" in the subject
line.

Also...learn about our innovative online journal, "e-Volunteerism." Go to
<http://www.e-volunteerism.com/> for a free preview.
****************************************
dm

For any of you in the Washington DC/Maryland area that may know of
someone looking for a volunteer management position, the Volunteer
Program Coordinator position at Riderwood Village, in Silver Spring
Maryland, will be open in mid-October.  Riderwood is a large retirement
community with independent living, assisted living and skilled nursing
care.  There are about 200 volunteers currently and a lot of room to
grow.  It's an excellent company to work for - the position is full time
with benefits.

Please contact me for more information - thanks for passing the info
along!

Kathy Hadzibajric
Volunteer Program Coordinator
Riderwood Village
301-572-8391
khadzibajric@...

dm

I sympathize with Susan's concern in her e-mail and article about volunteer
managers who expect -- or are expected -- to employ generic concepts,
procedures, or statistics in their unique settings. But, I don't think every
request for "samples" is a request for a universal standard. I think people
are just trying to benefit -- as I certainly have -- from the knowledge of
others, including recognized experts like Susan.

Personally, I've seen a LOT more waste and harm done by the opposite: people
who DON'T ask anyone else for samples or advice, who reinvent the wheel
(often with the end result of a square wheel), who go forth as if nothing
like their programs has ever existed, not so much out of a desire to craft
solutions individualized to their situations, but more because it doesn't
even occur to them to try to learn from the experiences of others or the
developed knowledge of the profession.

When I try something new (usually these questions come from those entering
the field, or who moving into a new project), I do this same kind of
research, questioning colleagues as well as reading books and articles,
searching the web, etc. I consider this initial research a professional
responsibility that I would be negligent to skip past. The benefits range
from discovering important items that I might have overlooked or forgotten,
to finding a great way to briefly word a complex concept, to recognizing
something new about my situation in contrast to someone else's ("wow, we
could NEVER have THAT policy here!"). . . and many more. The fact that I
seek out and read over others' forms, policies, theories, statistics, etc.
doesn't mean I plan to adopt them wholesale.

So, when I see these types of questions from others on the listserv, I feel
encouraged. I assume that the askers are planning to evaluate whatever
information they receive in light of their specific circumstances; that is,
to use the input intelligently. I think the CyberVPM listserv managers and
participants can consider these questions as positive feedback indicating
that the listserv is seen as a helpful, supportive group of colleagues. This
listserv seems to work by a formula in which people who WANT to help do
respond, while those who feel a question is too basic or off-the-wall, or
who are in an impatient mood at the moment, don't respond. (Unless there are
a lot of messages we never see, that have been rejected for nastiness?) The
result is a constructive, flame-free atmosphere.

Of course some posts have made me, too, roll my eyes or groan in annoyance.
That's why I've been very happy to see that on any given day, there seems to
be at least one other person in the group who has the energy and patience to
answer the questioner in a kind and useful manner. I would not want anyone
to feel afraid or embarrassed to ask basic, 101-type questions of the rest
of us, since I think that's one of the most valuable purposes of the
listserv.

So: a belated thank you to all who post to this list, write articles, etc.,
from one who is lurking and learning in the background!

Laura Philips, M.S.W.
Coordinator, Volunteer Program
Eugene Public Library
Eugene, Oregon

dm

We have recently added a tour with numerous screenshots to the
website. If anyone would like references, we would be happy to
provide them.

Tony Goodrow
www.nfptoolkit.ca


--- In cybervpm@yahoogroups.com, "liparoth" <lipa.roth@i...> wrote:
> Does anyone have any information/experience re: NFP Toolkit, a new
> Internet-based application designed  to help volunteer organizations
> managed their volunteers.
> The software originates with a company called Affirmative
> Technologies and there is a website at: www.nfptoolkit.ca
> The website does not appear to be very detailed - anybody out there
> with experience using this software?

We are working on a project related to volunteer management and have found

that most Volunteer Managers have no responsibility or are not involved in

volunteer management activities related to the organization's Board of

Directors or fundraising volunteers (auxiliaries, friends of). We are
curious

if there are Volunteer Managers out their that do have these
responsibilities

or some responsibilities related to these types of volunteers (leadership

and philanthropic). If so, we are curious about how it works and what you

think about it. Thanks so much!



Lenore Parker

Director of Program Services

Volunteer Center of Maricopa County

602-263-9736 ext. 504

602-264-9555 (fax)

lenore.parker@...

www.volunteerphoenix.org



[Non-text portions of this message have been removed]

[Edited for Overquoting.  Please do not quote entire post when responding. 
Thanks, TS, Moderator]

American organizations wishing to see the new tour of the software can
access the site directly www.nfptoolkit.com

Tony

I work as a liaison between our auxiliary and the organization.  Although
they handle most of the work, I am one of their contacts, and support for
them.  I attend the monthly meetings and relay and news about the
organization to them.

Christine Johnston
Drueding Center / Project Rainbow
413 West Master Street
Philadelphia, PA 19122
215-236-1506 ext. 3039
cjohnston@...


<<We are working on a project related to volunteer management and have found
that most Volunteer Managers have no responsibility or are not involved in
volunteer management activities related to the organization's Board of
Directors or fundraising volunteers (auxiliaries, friends of). We are
curious if there are Volunteer Managers out their that do have these
responsibilities or some responsibilities related to these types of volunteers
leadership and philanthropic).



CONFIDENTIALITY NOTICE:

This E-Mail is intended only for the use of the individual or entity to which it
is addressed. It may contain information that is privileged and/or confidential,
and the use or disclosure of such information may also be restricted under
applicable federal and state law. If you received this communication in error,
please do not distribute any part of it or retain any copies, and delete the
original E-Mail. Please notify the sender of any error by E-Mail at the
electronic address shown.

Thank you for your cooperation.

I have just recently changed jobs--I am still a Volunteer Coordinator but for
another agency now.

In my previous job, I was quite distanced from the Board. All that was expected
of me was a short report quarterly apart from maintaining the program.

I love that with my new job, we have a Volunteer Committee. The Chair offers me
support and we meet monthly with the Committee. The Committee is small but
mighty and does some of the legwork on behalf of the organization.

My job is different since it's a five month contract but it is a delight to be
considered "real" and not "quasi" management.

Miriam Leslie
Volunteer Coordinator
mleslie@...

{Edited for overquoting - Please do not quote entire message when responding -
SW, Moderator)

Don't forget to mark your calendars and 2004 plans to include the
National Conference on Community Volunteering and National Service -
Kansas City, June 6-8.
See below for details.

The National Conference on Community Volunteering and National Service is
the premier event for sharing practical knowledge and spreading the message
of volunteering and national service.
If you are a leader seeking ways to better connect people through
volunteering and national service in order to strengthen you community; if
you recruit, manage, or train volunteers; if you want to target volunteers
where they are most needed; if you seek to learn and apply effective
practices in a constantly changing field - you will benefit from this event.
For 2004 National Conference rates click
<http://www.pointsoflight.org/communications/Conference/SaveDate04/RegRates0
4a.pdf>  here. For an overview of last year's event, visit us on the Web at
<http://www.pointsoflight.org/> www.PointsofLight.org.


Andy King
Director, Training and Consulting
Points of Light Foundation
Washington, DC
aking@...


[Non-text portions of this message have been removed]

CyberVPM List Serv: Digest Number 871
Lenore (and anyone else interested) -

"If there are Volunteer Managers out their that do have these
responsibilities or some responsibilities related to these types of
volunteers (leadership and philanthropic)"

I am the vol mgr of 50 adult volunteers in the education dept. of our zoo.
(We don't have any volunteers in any other dept here, i.e. animal care,
etc.)  We have a Friends of the Zoo Society - our Zoo Director is in charge
of memberships, member events, member recruitment, etc.  I write our
quarterly membership newsletter, and I assist in all member events - mostly
by having our 50 volunteers ready to staff the events - so yes, I am
involved in that activity, but more so as a function of getting our
"typical" volunteers to help out with the event.  Also, the help I give in
planning/running the event is more a function of my management status at a
very small institution than the fact that I am a vol. mgr.  The reason I
write the newsletter is because I am in charge of the Education Dept. and
that is an educational resource, not because the members are seen as
philanthropic volunteers.

We recently created a Board for the Friends of the Zoo Society, and yes,
while they are volunteering their time, we do not refer to them as
volunteers, or keep track of the time they donate, etc.  I have nothing to
do with the Board at all.   (Though I am sure if I asked, I would be
included.  I just don't need ANOTHER monthly meeting to go to at this
point...)

I tend to think my situation is unusual, but then, we all have unique
organizations.  Hope this helped you a little!


Liz

Liz Carletta
Education Curator
Bergen County Zoo
216 Forest Avenue
Paramus, New Jersey 07652
201.262.3771 x 18
lizcar@...







[Non-text portions of this message have been removed]

Point very well taken, Laura -- and I agree with your argument about the
value of samples from others, providing they are examined as samples but
not as models.  Perhaps the advice I'd give anyone who posts a call for
something on a listserv is:  Please try to be specific.   Colleagues
(myself included) are more likely to respond to a targeted question than to
a general one.

A query for "any skills list" is, to me, too general.  But I could
understand a query that says:  "I am working in X setting and want to
screen prospects for X types of assignments.  Anyone have a sample skills
list you've found useful for this?  I'd be happy to see examples from other
settings if you think they'd be helpful."

When someone can craft a question well, the responses have a better chance
of being truly helpful.

Thanks for your cogent comments.

Susan

{Edited for overquoting - Please do not quote entire message when responding -
SW, Moderator)

==============================
Susan J. Ellis
President
Energize, Inc.
5450 Wissahickon Avenue, Box C-13
Philadelphia, PA 19144
voice: 215-438-8342
fax: 215-438-0434
e-mail: susan@...
Web site: <http://www.energizeinc.com>
**************************************
Would you like to receive a free monthly electronic update describing new
things on the Energize Web site and other items of interest to the
volunteer field? Go to <http://www.energizeinc.com/>and submit your e-mail
address using the form in the right hand column of every page or simply
send an e-mail to <update@...> with "subscribe" in the subject
line.

Also...learn about our innovative online journal, "e-Volunteerism." Go to
<http://www.e-volunteerism.com/> for a free preview.
****************************************

Forwarded [edited for content pertinent to volunteer management]
From: THE SUSTAINABILITY NETWORK E-NEWSLETTER OCTOBER 2003 - Ontario Edition

FREE BOOK FOR ONTARIO-BASED ENVIRONMENTAL NONPROFITS: "THE ROLE OF VOLUNTEERS IN
NONPROFIT ORGANIZATIONS"
This month, we are able to offer free copies of The Role of Volunteers in
Nonprofit Organizations by Jack Shand and Kenneth Thacker published in 2002 by
the Canadian Society of Association Executives (43 pages).

The book is a straightforward overview of nonprofit organizations, their
structure and how volunteers fit into the process.  Effective orientation
materials for volunteers - especially board and committee members. Board issues
and the staff-board link are stressed.  The book strives to  help volunteers
understand their roles and responsibilities by covering: the need for, and
benefits of, volunteering; the structure of boards and committees; the role of
the CEO; effective meetings; motivating volunteers; and, volunteer recognition.

We can provide one book per organization and reserve the right to limit
distribution if demand is extraordinarily high.  We ask that the lead staff or
volunteer for the applicant organization make the request and that the book be
made available throughout the organization.

To get your free copy, email your name and the organization's mailing address to
Shehrina at info@....  The book will be mailed to qualifying
organizations by mid October.

REPORT:  DIRECTOR'S LIABILITY: A DISCUSSION PAPER ON LEGAL LIABILITY RISK
MANAGEMENT AND THE ROLE OF DIRECTORS IN NONPROFIT ORGANIZATIONS
This 15 page document, produced in 2002 by Volunteer Canada, informs board
members about their legal responsibilities and provides practical suggestions
for managing risks and minimizing personal liability.  The paper also addresses
indemnification, incorporation, liability insurance and provides an excellent
list of printed and electronic resources.

Why not circulate it to your board?

To get your free copy as a PDF file, contact Shehrina at info@... .

REPORT:  VIRTUAL VOLUNTEERING: CURRENT STATUS AND FUTURE PROSPECTS
This 12 page report, by Vic Murray and Yvonne Harrison of the University of
Victoria, was published by the Canadian Centre for Philanthropy in 2002.  The IT
revolution has opened the door to a brand new idea - virtual volunteering.  The
authors provide a status report and addresses future prospects of virtual
volunteering in Canada.

To get your free copy as a PDF file, contact Shehrina at info@....

SURVEY RESULTS:  VOLUNTARY SECTOR EVALUATION PRACTICES IN CANADA
In light of a very tight funding environment and a growing drive by voluntary
organizations to demonstrate the impact of their programs and services, the
issue of program evaluation has become more and more pressing. Voluntary groups
and non-profit societies are finding that they are becoming more scrutinized and
pressured by government, funders and a skeptical public to show that they are
meeting their goals and effectively managing their programs.

For the last three years, the Voluntary Sector Evaluation Research Project
(VSERP), led by Carleton University and Canadian Centre for Philanthropy has
been looking at these issues and recently issued survey results on the
evaluation practices in the sector.  They defined a need for better evaluation
tools and for a dialogue between funders and the voluntary organizations they
fund to bring expectations more in line with capacity for evaluation.  The
project team created a Web-based resource centre of evaluation tools that can be
used by voluntary organizations to better assess their performance and
demonstrate to funders, clients, and the public that they are working in an
efficient and effective way.

For more information, please visit their web site at http://www.vserp.ca

NEW WEB SITE : ONTARIO NETWORK OF THE CANADA VOLUNTEERISM INITIATIVE
Check out http://www.volunteer.on.ca  for:
  - links to resources and sources of information on volunteerism, especially in
Ontario;
- to take an online survey and comment on Ontario's Action Plan on
Volunteerism; and,
- learn about and connect with other parts of the Canada Volunteerism Initiative
(CVI).

BOARDMATCH: HELP WITH BOARD RECRUITMENT
Are you a charitable organization interested in recruiting talented and
enthusiastic volunteer board members?

Check out Boardmatch - http://www.boardmatch.org - an online board matching
service and e-Learning resource.  Altruvest Charitable Services, a registered
charity, operates BoardMatch, e-Learning and its Community Leadership
Development program as governance resources to the voluntary sector. Recruit
talented and enthusiastic individuals oriented to the roles and responsibilities
of board service and access continuous e-Learning for your organization's board
and staff. Currently available in the Greater Toronto and Greater Vancouver
areas.

For further information, please visit the BoardMatch website or call
905-696-5139 or e-mail boardmatch@....  If you prefer, attend our
free,  live BoardMatch orientation session on Monday, October 27, 2003 from
10:00 a.m. to noon at Metro Hall, 55 John St. Toronto (s/e corner of King and
John Sts.) You can register on our website or call 905-696-5139.


Rosanna Tarsiero
Volunteer Manager and Coordinator at http://www.bipolardream.com/
----------
"Someone has to start it" -- Stephanie Luibel

dm

I am so pleased to report that the members of the E-Voluntas online
discussion group have finished the translation of The Virtual
Volunteering Guidebook, by Susan Ellis and yours truly, into
Spanish.

http://www.sumadevoluntades.org/summa/evoluntas/index.jsp

A version in PDF format is coming soon.

Isidro Maya Jariego noted that this was a "participative translation"
and that E-Voluntas gained a sort "sense of community in doing this."

Below my signature line is her message announcing the finished
product to the members of E-Voluntas. My favorite part of the message
is this:

"¿Verdad que ahora el 'voluntariado virtual' os parece más similar al
voluntariado 'in situ' de lo que habíamos imaginado?"

Which roughly translates:

"¿Does 'online volunteering' seem to you more similar to traditional
onsite volunteering than you had imagined?"

Which, to me, says that the members of E-Voluntas did a great job
translating not only the words, but the concept as well.


-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-
Jayne Cravens [jayne.cravens@...]
Online Volunteering Specialist
United Nations Volunteers
www.unvolunteers.org
Bonn, Germany

UNITeS: www.unites.org
NetAid Online Volunteering:  www.netaid.org/OV
Global portal to volunteering: www.iyv2001.org
-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-

¡Felicidades a todos!

Hemos terminado la traducción de la Guía de Voluntariado Virtual de
Susan Ellis y Jayne Cravens. Creo que podemos estar contentos con la
aportación de los miembros de E-Voluntas. Hemos hecho un buen
trabajo. :-)

Es cierto que nos hemos demorado un poco con el capítulo 4, pero ya
está disponible en:
<http://www.sumadevoluntades.org/summa/evoluntas/manual/Cap4EllisCrave
ns.pdf>

Es un capítulo importante, sobre la selección y la orientación de los
voluntarios en proyectos on-line. Pone mucho énfasis en aclarar a los
voluntarios que no hay nada "virtual" en los plazos marcados por la
organización, o en la necesidad que esta tiene de que las tareas sean
completadas.

A lo largo de este tiempo, creo que hemos aprendido muchas cosas con
la  traducción de esta guía sobre el "voluntariado virtual" (o, como
se dice ahora, el "voluntariado en línea"): cómo reclutarlos, cómo
coordinarlos, cómo hacer seguimiento, etcétera.

¿Verdad que ahora el "voluntariado virtual" os parece más similar al
voluntariado "in situ" de lo que habíamos imaginado?

Muchas gracias a todos los que habéis participado. En la "Portada"
aparece un listado de todos los traductores voluntarios:
<http://www.sumadevoluntades.org/summa/evoluntas/manual/PortadaEllisCr
avens.pdf>

Hay que agradecer especialmente a Miguel Presencio las facilidades
para colgar en la Web nuestros documentos, y a José Daniel Soto la
edición electrónica de los mismos.

Os recuerdo, como anunciábamos al principio, que "no se puede hacer
uso comercial de la traducción, y que es propiedad de todos los
miembros de E-Voluntas". Es una forma de decir que es de todos
aquellos que hablen castellano. :-)

Bueno... ya tenemos el primer producto de la colaboración entre los
miembros de E-Voluntas... y ya veréis cómo no será el último. ;-)

Un cordial saludo,

-----------------------------------------------------
Isidro Maya Jariego
Departamento de Psicología Social
Universidad de Sevilla
Avda. San Francisco Javier S/N
41.005-SEVILLA (Spain)

Tlf. 34-954557738
Fax 34-954557711

isidromj@...
----------------------------------------------------

dm

Hello,

             I am fairly new to the list. I am also fairly new to the
responsibilities which relates to volunteer management.
I am responsible for an outreach department in a public library in a small city
(population approximately 34,000). Our
volunteers deliver library materials to patrons within the city limits who can
not come into the library for service.
Primarily in the past most of volunteers have come from a local chapter of a
national women's service club.
Most of these ladies are now aging and it may not be too many years before some
of them may be patrons rather than volunteers. The volunteer aspect of this
service has been very informal. Our service has used volunteers for close to 25
years with essentially no structure as far as policies, recruitment, etc. to it.
From some of the postings on the list serve and from a library conference I
recently attended, I realize we will need to develop some policies, procedures,
etc.
which leads to me to several questions:
             Are there additional strategies that could be recommended as tools
to enlighten our administration as to the apparent need for policies, a
strategic plan for recruitment, etc?
My initial approaches will be:
1)       Let them know of policies in other libraries which are in place;
2)       Strongly suggest that the policy committee of the board consult with
the city attorney in regards to volunteers not
being required to have background checks while at least management positions at
the library do require background checks. Same for requiring a copy of the
drivers license for those employees who drive the library van, but not for
volunteers who drive their own vehicles. Etc.

Also, I am interested in hearing from volunteer managers in smaller geographic
areas which may not have a "centralized" method of a "clearinghouse" situation
any unique ways employed to recruit volunteers.

Thank you,

Mary Jane Starnes

dm

(the person posting this has NO additional information about this Call for
papers)


Challenges in Volunteer Management
A workshop and edited volume organized by:
Matthew Liao-Troth
Western Washington University

A Volume in:
Research in Public Management
Series Editors
Lawrence R. Jones and Nancy C. Roberts
Naval Postgraduate School
Information Age Publishing Inc.

This is a call for papers for a workshop on Challenges in Volunteer
Management that will result in the publication of an edited volume in
the Research in Public Management series.

The workshop will address contemporary challenges in volunteer
management. Papers on all topics in volunteer management are invited,
with a special emphasis on emerging and contemporary challenges in
managing volunteers across all sectors, the use of volunteers in the
public sector and how management practices may vary between the
public sector and the nonprofit or non-governmental organization
sector, and the management of volunteers in emerging economies such
as the former Soviet Union and Warsaw Pact countries. The purpose of
this volume is to serve as a reference for those interested in
volunteer management, and to serve as a readings text in graduate
courses on volunteer management.

The workshop will be held on the 7th of August 2004 in New Orleans,
in conjunction with the Academy of Management annual meetings. Paper
proposals of five pages maximum should be submitted to Matthew Liao-
Troth at the address below by 1 June 2004. Please note that not all
papers will be accepted. The criteria for inclusion in the workshop
will be the quality of the proposal, and the fit with objectives of
the volume stated above.

A follow-up meeting is scheduled for presentation of finished papers
on the 6th of August 2005 in Honolulu, also in conjunction with the
Academy of Management annual meetings. Final versions of the papers
will be due on 1 June 2005 for inclusion in the edited volume.

For more information, or to submit a proposal, please contact Matthew
Liao-Troth, Western Washington University, 516 High Street MS 9075,
Bellingham, WA 98229. Phone: (360) 650-2183. Facsimile: (360) 650-
4844.
E-mail: Matthew.Liao-Troth@....

A copy of this call for papers, in MS Word format, is available at:
http://www.ac.wwu.edu/~liaotrm/Call%20for%20Papers.doc

(the following person posted this message, but has NO additional
information about this call for papers)

-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-
Jayne Cravens [jayne.cravens@...]
Online Volunteering Specialist
United Nations Volunteers
www.unvolunteers.org
Bonn, Germany

UNITeS: www.unites.org
NetAid Online Volunteering:  www.netaid.org/OV
Global portal to volunteering: www.iyv2001.org
-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-

dm

Thank you to Laura, Susan and others for the valuable information in
regards to my inquiry about a skills inventory. I value the opinion
of others and the shared knowledge everyone on this list serv shares.
I apologize if I was not specific in my request of what I was looking
for, but because this was a first time thing for me, I wasn't even
too sure what I was looking for in order to be more specific.

I work in an organization where I work specifically with fundraising
volunteers and volunteers to assist in more "day-of" type of events,
rather than long term. However, a cohort of mine is the Activity and
Volunteer Director who staffs volunteers working specifically with
our children who are generally more of a long term, committed
volunteer. We also then have a number of different opportunities out
there, which are very unique and specific to our organization. There
has never really been a cohesive group who works together to tackle
all volunteer recruitment, training, tracking, etc. As we start to
move forward in our efforts and work more closely together, we are
looking at creating a system which is more unified and one, rather
than having split groups of volunteers.

As for the skills inventory, I do understand it would need to be
specific in regards to our volunteer positions we currently have or
have potential to have. Any samples are great for me to work from in
creating the overall template, knowing what works well and what
doesn't in regards to design and response rate, etc.

Thanks to those who did send their ideas.

Kim McNamer
Development Coordinator
Providence Child Center Foundation
Portland, Oregon
503-215-2475
kim.mcnamer@...

dm

In a message dated 10/12/2003 6:45:20 AM Mountain Daylight Time,
cybervpm@yahoogroups.com writes:

> I value the opinion
> of others and the shared knowledge everyone on this list serv shares.
> I apologize if I was not specific in my request of what I was looking
> for, but because this was a first time thing for me

Kim, first of all , please don't apologize for asking these questions.  For
those of us who have been in the field for many years, perhaps it is a good
thing for us to reflect on what it was like when we first started. Your
inquiries
are exactly what we searched for as well.  One could beg the question why we
don't have something out there for all to see as "core knowledge", but that is
the essence of push for professional recognition etc.  And indeed, there are
materials out there to assist you.  Probably the difference is, if it were a
fund raising question, someone in your org would have the short term info, but
alas with volunteer management it is still kind of a catch as catch can.
Regarding your need for skills assessment, I might also suggest that you
check out my book available through the National Health Council (www.nhc.org)
called Roadmap to Managing Volunteer Systems.  It has a whole chapter about
skills
vs competencies and how to sort them out.
I have been in the business of volunteer management for well over 25 years
and have seen it all, so hopefully the book reflects that knowledge.  The great
writer and Mensa genius Issac Assimov once said " I know a lot about
everything, but there is always somebody out there who knows something I don't."
Please everyone keep asking your questions and searching for good practices in
volunteer management.

Sharon Koll
President, Koll & Associates
Associate, Strategic Performance Group
P.O. Box 1537
Loveland, CO  80539-1537
phone 970.481.6973
email paintslk2@...


[Non-text portions of this message have been removed]

http://www.nieman.harvard.edu/reports/03-3NRfall/V57N3.pdf

The following position is available at the Points of Light Foundation.
Interested individuals should contact resumes@....

POINTS OF LIGHT FOUNDATION

Intern, Office of Planning and Evaluation
(#I-5009-03)

The Points of Light Foundation, a national nonprofit organization whose
mission is to engage more people more effectively in volunteer community
service to help solve serious social problems, is recruiting for an Intern,
Office of Planning and Evaluation.

The Intern, Office of Planning and Evaluation will be responsible for
supporting evaluation and research activities for the Points of Light
Foundation under the leadership of the Director of Program Evaluation.

Responsibilities include developing and implementing work plans and
timetables for evaluation projects; collecting data through surveys,
interviews, focus groups; analyzing data; writing reports and providing
recommendations for program improvement; providing technical assistance on
grant proposals, evaluation summaries, and evaluation components; and
developing staff/client and program outcome measures.
Salary: $9.00 per hour with flexible hours based on student's schedule.
Must be able to work 15-20 hours a week.

Minimum Education:  B.A.; must currently be a graduate student.
Minimum Experience:  Excellent verbal and written communications skills.
Self-starter with the ability to work independently.  Demonstrated
analytical, organizational and interpersonal skills.  Track record of
creativity and success in working as a member of a team.  Proficiency with
Microsoft Office, Excel, and PowerPoint desired MiniTab and Access
preferred.

Interested applicants should send resume w/cover letter referencing position
#I-5009-03 to POLF/HR, 1400 I Street, NW, Suite 800, WDC 20005; fax
202/729-3225; or email: resumes@....  (reference position # in
subject line and attach word document).   We thank you for your interest in
POLF however; only those selected for interviews will be contacted.  No
phone calls, please.  EOE.



Andy King
Director, Training and Consulting
Points of Light Foundation
Washington, DC



[Non-text portions of this message have been removed]

The rather lengthy article that follows is from the October 2003 issue of the
Osaka Voluntary Action Center newsletter.  I'm posting it because you're not
likely to run into it unless you happen to be on the OVAC mailing list.  The
first paragraph will tell you whether it's worth reading.

*****                                                                 -

>Is it acceptable for a Profit Making Organization to hold the     -

  trademark rights for the terms "NPO" and "Volunteer"  ?           -

                                                                   -

---------------------------------------------------------------------

   by Noboru Hayase, Executive Director, Osaka Voluntary Action Center


In January 2002 Kadokawa Holdings affiliate Kadokawa Shoten

Publishing Co., Ltd. submitted a trademark application for the words

"NPO" (nonprofit organization) and "Volunteer", which appear in the

titles of its publications. On April 25, 2003, the Japan Patent

Office granted those applications. Through the Internet and various

mailing lists, many became aware of this development on June 3, and

concerns were raised that we might have to ask Kadokawa for

permission to use the terms "NPO" or "Volunteer" whenever either of

them appears in any of our publications or newspapers.


After receiving wide press coverage regarding this concern on June 5,

Kadokawa Company put its response in the next day's morning editions

of several national newspapers. They declared that they would not

file any complaints against NPOs and volunteer groups who use either

term in the titles of any of their publications including journals,

periodicals, in-house magazines, newsletters, pamphlets, leaflets,

printing materials and books.


"Trade marks" as such, are distinctive names, symbols, or designs of

products or services that serve to maintain their unique identity and

the identity of the company producing them. The purposes are to

protect the rights of the producers by preventing anyone from using

the trademarked material unfairly or destructively, and to guarantee

that the trademark holder will have the ability to secure the

benefits of a loyal customer base.


The owner of a trademark has the exclusive right to use it on a

product in the registered category and can file a claim to suspend

production or demand compensation from anyone who infringes on the

trademark or uses one bearing a close resemblance.


It goes without saying that trademark registration is necessary. In

fact, a considerable number of non-profit organizations have secured

trademark rights. For example, Tanpopo-No-Ye Foundation owns the

trademark "AbleArt". At first, they hesitated to apply for permission

since they intended to spread the idea of "AbleArt" and let anyone

use the term freely. However, they later secured the trademark after

the word was used for a completely different object. As this case

illustrates, we must sometimes make use of the trademark system in

order to insure that the character of our ideas remains intact.


But what about the cases of "NPO" and "Volunteer"? Is it reasonable

and proper for the Japan Patent Office to grant trademark rights for

these two words to Kadokawa? The answer to this question depends on

the effect that the trademark has. Kadokawa officially said that they

would not complain when the two words are used for non-profit

purposes, and as defined in the trademark law, free papers are not

considered to infringe on trademarks anyway.


Another pertinent question is how does the patent office react when a

non-profit organization continuously receives money for its

publications? First of all, trademark rights have a far-reaching

effect regardless of whether or not their purposes are for

non-profit. We may take Kadokawa's comment that they will give silent

consent to publications issued for the purpose of non-profit

activities, and we sense their intention and willingness to support

civil activities.

However, how would they react to our publications being sold at

bookstores? I presume that their stance would change entirely.


Trademarks come into effect when there is a dispute between products

and services that have the "same or resemblant name". In other words,

the main question is whether trademarks in question are clearly

distinguishable from others. In general, the determination of

acceptability is rather easily defined. But in cases involving

periodical newspapers, magazines, etc, the determination of

resemblance is very subtle.


The Japan Patent Office states that "titles for publications are

discriminative". This is because the Japan Patent Office has decided

that consumers can distinguish one title from another even if

slightly different titles are applied. According to this standard,

titles such as "NPO Magazine" or "Volunteer Correspondence" might be

acceptable. In fact, "Gendai Haiku" (Today Haiku) and "Haiku Gendai"

(Haiku Today) as well as the word "Haiku" itself are all approved as

trademarks.


Let's consider the case of the title "Monthly NPO". It is commonly

agreed upon that the word "monthly" is not acceptable as a trademark

because it is considered to be indistinguishable from other titles.

In past cases, "Ryuutsuu" (Distribution) and "Gekkann Ryuutsuu"

(Monthly Distribution) were judged as bearing too strong a

resemblance, as were "Bunnka Seikatsu" (Decent Life) and "Gahou

Bunnka Seikatsu" (Pictorial Decent Life), "Shin Shounen" (New Boy)

and "Shuukan Shin Shounen" (Weekly New Boy).


The approval of the trademarks "NPO" and "Volunteer" does not ban all

publications containing either word, but it is not too much to say

that we must always be sensitive about infringement whenever we plan

to issue any publication with a title including either of these

words.


The Patent Office's approval for the very public terms "NPO" and

"Volunteer" might become an obstacle when citizens become involved in

the many organizations that consider themselves NPO or volunteer. So

now several NPOs together have been preparing to file a complaint

about the Patent Office's approval of the terms.


In any case, the incident in question is taking place at a time when

relations and the level of cooperation between the civil sector,

which values sharing, and the sector which aims at exclusive

possession have been deepening. The point is that we must question

which words and phrases are public domain and should remain as such.

A great deal of citizens' organizations use the words "NPO" and

"Volunteer" in the titles of their publications, and for this reason

objections were raised. Consequently the outcome of the formal

objections will serve as a precedent for how public terms should be

treated in future.<
******

  I'm still thinking about what, if anything, this might mean.

Steve

Steve McCurley
shm12@...
www.e-volunteerism.com
360/943-8251

The Center for Information and Research on Civic
Learning and Engagement (CIRCLE) has produced a
new Working Paper by Melissa Bass that traces the
development of 3 civilian national service
programs --AmeriCorps, VISTA, and the Civilian
Conservation Corps.  The paper gives reasons why
a permanent policy does not exist supporting
national service in the United States.  For a
copy of the report visit:

www.civicyouth.org/research/areas/comm_partic.htm

-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-
Jayne Cravens [jayne.cravens@...]
Online Volunteering Specialist
United Nations Volunteers
www.unvolunteers.org
Bonn, Germany

UNITeS: www.unites.org
NetAid Online Volunteering:  www.netaid.org/OV
Global portal to volunteering: www.iyv2001.org
-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-

Steve,
The whole thing is pretty interesting.  How can someone trademark such a
generic term as volunteer?  Isn't it like monthly?  Thanks for sharing the
article from Osaka -

Sarah (Sam) Elliston
Elliston Enterprises
3653 Herschel Ave
Cincinnati, OH 45208
513-533-0427
Improving the Volunteer Experience

I am looking for recent articles or research reports on males as
volunteers.  Would appreciate any input people can provide.

Thanks

Sheri





Sheri Seibold
Extension Specialist, 4-H Youth Development
Volunteer and Staff Development
University of Illinois Extension
302 E. John St., Suite 1901
Champaign, IL 61820
   Phone:  217-333-9290
Fax:  217-333-9287
E-mail Address: sseibold@...


[Non-text portions of this message have been removed]

For the last three years, I have partnered with fellow npo directors and
offered to run "volunteering in the community" workshops at our local community
college.  the college provides the classroom, publicity, reservation desk and
supplies to run the class (white board, markers, forms).  the class is offered
for free. RSVP is mandatory.

It's been a rewarding experience.  Hundreds of potential volunteers have come
thru ready to be plugged into volunteer opportunities.  Success rate is high
and feedback has been invaluable.

Has anyone else offered this type of freelance service, if so I'd love to
hear your experience.  If not, I'd gladly share how easy this is to arrange.

In volunteer spirit,
Hillary Roberts
Project Linus NJ, Inc.
www.blankiedepo.org


[Non-text portions of this message have been removed]