Big Issue, 16 June 09

Some options for training:

VDS accredited programmeAction Learning

Useful references

• Volunteer Development Scotland, information about their intermediate accredited VM training: www.vds.org.uk (Managing Volunteers)

• Basic online VM learning from VDS: www.vdslearningzone.org.uk

• Action Learning: lots of resources on the internet by searching for ‘Action Learning’ or ‘Reg Revans.’ Some is quite academic; a good standard intro book if you’re keen is: Action Learning: A Practical Guide by Krystyna Weinstein (Amazon stock it).

Volunteer Development ScotlandCoordinating Volunteers SQA

Customised Award

• Customised, modular course

• Part of VDS’ programme of learning opportunities

• Links with IiV

• Links with NOS

• SCQF Level 6 (=SVQ level 3)

The Modules

1. Planning strategically for volunteer involvement

2. Effective Volunteer Recruitment

3. Matching Volunteers to roles and tasks

4. Increasing Volunteer effectiveness through Training and Development

5. Supporting and supervising volunteers

Module 1Planning Strategically for

Volunteer Involvement

• Develop awareness of the principles and values which underpin volunteering

• Explore an understanding of the volunteer management role

• Build knowledge of how to create a volunteer framework appropriate to their organisation

• Explore the development and use of a volunteering policy

Module 2Effective Volunteer Recruitment

• To explore the principles of recruiting volunteers to motivating opportunities within their organisations

• To examine a range of recruitment methods and marketing approaches

• To build knowledge and ideas of how to develop an appropriate recruitment strategy

Module 3Matching Volunteers to Roles and Tasks

• The principles of matching and selecting volunteers

• Explore the importance of understanding the motivations of volunteers

• Explore a range of matching and selection methods

• Investigate issues around counselling out unsuitable volunteers at selection stage.

Module 4Increasing volunteer effectiveness through

Training and Development

• Develop knowledge of how adults learn• Explore methods used to identify training and

development needs of volunteers• Examine different training methods and

techniques for use in a volunteering programme• Build knowledge of the evaluation and

effectiveness of training and development

Module 5Supporting and Supervising Volunteers

• Develop understanding of the value of an organisational strategy for supporting and supervising volunteers

• Explore the skills required in providing appropriate support and supervision

• Investigate strategies, techniques and good practice in supporting and supervising volunteers

Adopting a standard London programme

• Could be the first step towards an accredited programme

• Could put us in a stronger position re funders• Would mean working together even more• Wouldn’t exclude delivering other topics or

modules • Would give participants more choice

Action LearningThe essentials

• Long established development method (especially for managers)

• Work based learning – real, current issues• Small group + facilitator, meeting over several

months• ‘Airtime’ concept is essential

Benefits to participants

• Peer support and networking• Improved skills in: active listening, constructively

giving feedback and advice, problem solving, group processes

• Peer input into tackling workplace issues• Encourages new approaches and lateral

thinking• Personal growth and development

How it could work

• Sets of 5-6 good practice workers + facilitator, meeting for 6 sessions

• Regional good practice forums continue as now• One or two sets could be designed to train

participants to become AL facilitators themselves – more sets could be rolled out to VC workers and/or VIOs.

Issues!

• Potential set members (and their managers) reluctant to commit

• Set members dropping out/moving on• Sourcing suitable and affordable venues• Would replace proposed quarterly good practice

workers’ forums – EiV funded