Individual Giving Survey 2008 Data:
- 2000-2008 has seen increase in number of former volunteers - 10.7% to 16.7%.
- from 2002 to 2006, main reason for volunteering changed from personal interest to helping less fortunate (underlying reason being increase in media exposure about charities soliciting donations? Like NKF, Ren Ci)
- Religious communities were where the volunteers mostly come from (2008), followed by education and health (2004) and social service and education (2008).
- Youths ranging from 15-24 were the most active volunteers followed by 35-44 (2004 & 2008)
- Demographics - 5-room HDB, monthly income of $4k above
- Satisfaction from ability to give back to society (2006) vs sense of well being (2004)
- Mostly volunteered because they wanted to (!) only small percentage asked by friends/relatives
- Most volunteered only occasionally
- Top complaints from volunteers/ suggested improvements: better organization, proper training and realistic expectations from the organization
- Workload and flexibility of time area of concern for former/non-volunteers
- Reasons for not volunteering: No Time (2004 & 2006)
- Challenges faced by regular volunteering: Hard to recruit and retain
- Short term solutions: Perks & rewards, on top of those mentioned by Fundraising Article (staff support, recognition...)
- Long term solutions: redesign volunteer jobs, reframe needs of clients (referring to beneficiary)
- Ad Hoc volunteering possibilities
1. Specialized - web site, legal, medical support, public relations, consultancy
2. General - clean up homes of elderly, marshals, packing, outings
- Volunteers expect:
1. feel good experience
2. empowerment
3. accountable organization
4. tangible results
5. alignment with own passions
6. part of fun event
7. customer service
- Framework for Volunteer Management System:
stage 1 (conceptualize)
stage 2 (plan)
stage 3 (implement)
stage 4 (review)
- Conceptualize:
articulate vision/mission/goals
assess needs of your volunteers (short-handed?)
design budget for them
record-keeping (manpower hrs, b'days, previous volunteering experience)
- Planning:
write job description
develop action plans for short term assignments
support facilities, risk management
writing policies & procedures
- Implementation:
plan recruitment
screen interview place
orientate & train
supervising volunteers
- Review:
recognize & retain
performance reviews & appraisals
volunteer exit
volunteer programme assessment
Nutshell: Integrate ad hoc projects into program; make the most of the volunteer lifespan; build relationships with volunteers; work with core team of volunteers/staff; have a management system in place!
Source: Extracted from Individual Giving Survey 2008 findings, NVPC
