TAILIEUCHUNG - Volunteer Management Practices and Retention of Volunteers

In his 2002 State of the Union address, President Bush issued a call to service, urging all Americans to spend 4,000 hours serving others over the course of their lives. To help develop and strengthen volunteer opportunities, the president created the USA Freedom Corps. The mission of the USA Freedom Corps is to foster a culture of service, citizenship, and responsibility in the United States. As a component of the USA Freedom Corps, the Corporation for National and Community Service directs programs that provide service opportunities and facilitate volunteerism. At the heart of these efforts is the belief that our nation’s interests are best served when its citizens are engaged in providing. | Volunteer Management Practices and Retention of Volunteers Mark A. Hager Jeffrey L. Brudney June 2004 lĩỈThe Urban Institute Volunteer Management Capacity Study Series 1 Volunteer Management Capacity in America s Charities and Congregations The Urban Institute February 2004 2 Volunteer Management Practices and Retention of Volunteers The Urban Institute June 2004 3 Volunteer Management in America s Religious Organizations Corporation for National and Community Service June 2004 Copyright 2004. The Urban Institute. All rights reserved. Conclusions or opinions expressed in Institute publications are those of the authors and do not necessarily reflect the views of staff members officers or trustees of the Institute advisory groups or any organizations that provide financial support. Volunteer Management Practices and the Retention of Volunteers Executive Summary This report is the second in a series of briefs reporting on findings from a 2003 survey of volunteer management capacity among charities and congregations. The findings in this report are based on conversations with a systematic sample of charities about their practices challenges and aspirations for their volunteer programs. We focus on charities adoption of nine recommended practices for volunteer management. Further we explore the relationship between adoption of these practices other organizational characteristics and the retention of volunteers. The practices under study are supervision and communication with volunteers liability coverage for volunteers screening and matching volunteers to jobs regular collection of information on volunteer involvement written policies and job descriptions for volunteers recognition activities annual measurement of volunteer impact training and professional development for volunteers and training for paid staff in working with volunteers. The findings provide new insight into volunteer management capacity and retention Adoption of Volunteer Management Practices Not .

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