Team Work in Large Scale Protected Areas Friedrichstraße 60, 10117 Berlin Tel

VOLUNTEER MANAGEMENT — PLANNING AND PRACTICE

Published by EUROPARC Deutschland e.V. Team work in large scale protected areas Friedrichstraße 60, 10117 Berlin Tel. ++49 (0) 30 2 88 78 82–0 Fax ++49 (0) 30 2 88 78 82–16 [email protected] www.europarc-deutschland.de www.nationale-naturlandschaften.de

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CONTENTS 1

Foreword ...... 3 Strengthening the team spirit ...... 26 Participation and identiﬁ cation 26 Recognition – the reward for volunteering 27 Dealing with conﬂ icts 28 Aiming for a goal ...... 4 Internal information work 31 Th e project in key words 5 Th e start – where do we begin? 6 Planning publicity and winning project partners . . . . . 32 Th e goal – what do we want to achieve? 7 PR work and recruiting volunteers 32 Planning step by step 7 Cooperating with opinion leaders 36 What challenges will we face? 7 Cooperating with project partners – using synergies 37

Setting up the team ...... 9 Drawing on experience ...... 40 Th e structure of the volunteer programme 9 Documentation, evaluation and quality management 40 Th e key fi gure – the volunteer coordinator 9 Quality standards for volunteer management in Full-time staff and volunteers – their roles in the team 10 large scale protected areas 41 Off ers for volunteers 13 Written agreements with volunteers 17 Reaching the goals and setting new ones ...... 45 Insurance cover – secure provisions for voluntary Summary 45 involvement 18 Prospects 46

Training the team ...... 20 Training of volunteer coordinators 21 References ...... 47 Training of volunteers – ﬁ t for commitment 23 Partners and imprint ...... 48

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euro_freiwillige_english_16.indd2 2 22.07.2008 15:47:14 Uhr FOREWORD 3

Dear reader,

“Together we are strong” – that applies both heritage and thus gain valuable supporters But convince yourself: Here we present the for the network of Nationale Naturland- for our interests – a win-win situation of results of two years of work and share with schaften (new family brand for the German the best sort! you the experience gathered in many pro- national parks, nature parks and biosphere tected areas over this period. We hope you reserves) and for their full-time employees. Th e volunteer programme has proved its can draw on these ideas and develop them At the same time our team also includes value in the direct cooperation with the for your own applications. Benefi t from the volunteers – dedicated, creative, fl exible, volunteers. At the same time it is a suc- opportunities off ered by eff ective team work qualifi ed and interested people who provide cessful instrument for lobbying and public between full-time employees and volunteers. valuable support in the protected areas. relations work, as is demonstrated by the positive articles in the press and the reaction We are grateful for the support given to Th rough the project “Establishing a vo- from politicians and opinion leaders. In this this important project, in particular by lunteer programme in German large scale context the various cooperation projects, for the Heidehof Foundation (formerly SBB protected areas” we have established struc- example with companies and schools, have – Stiftung für Bildung und Behindertenför- tures in 15 model areas within two years in also shown positive eff ects. derung), the BINGO!-Umweltlotterie and order to develop “team work” between the the Norddeutsche Stiftung für Umwelt und full-time staff and the volunteers, and to Two outcomes of the project are particular- Entwicklung (NUE), without which our strengthen the parks. With the volunteer ly signifi cant. Th e fi rst is that the role of the work would not have been possible. programme we are making protected areas full-time volunteer coordinator has turned more open to the public than in the past out to be of key importance. Our expe- I hope you fi nd this brochure interesting and demonstrating our ability to act as team rience shows that the deployment of full- and informative. players. Th is is a management strategy for time personnel is not only crucial for the large scale protected areas which has long management of large scale protected areas been practiced elsewhere, and our expe- in general, but also acts as a “catalyst” for rience has shown it off ers many advantages. voluntary work. Secondly, our project work Within the framework of the project, we has also given rise to quality standards for were able to draw on existing attempts at volunteer work in large scale protected areas volunteer participation, and to promote and – a milestone on the way to the professional develop these through exchanges with spe- management of volunteers. cialists. Various types of work and projects in the parks can now be carried out with Now we are on the same footing with the support of volunteers more intensively regard to volunteer management as, for ex- or more extensively than would have been ample, social institutions, and this will have possible without such voluntary support. the signifi cant advantage that our views will We received considerable feedback from be heard and taken seriously in the political volunteers who are active in the protected discussions on the promotion of voluntary areas, and they confi rm that the voluntary activities (and thus also by the institutions work is a fulfi lling and enriching activity promoting these). and that it represents a rewarding way to spend ones free time. In many cases it is With the volunteer programme in Holger Wesemüller possible to promote enthusiasm among the Germany’s Nationale Naturlandschaften Deputy Chair EUROPARC Germany active participants for our national nature we have taken an important step forward! and project leader

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Fig. 1: The volunteer coordinators in large scale protected areas1 (basic qualification for volunteer management, Nov. 2004) from left to right; Front row: Peter Körber (Hamburg Wadden See NLP), Roland Ertl (Bavarian Forest NLP); What is a voluntary activity? Second row: Uwe Schneider (Schorfheide-Chorin What are its particular qualities? BR), Anne Spiegel (Lower Saxony Wadden Sea NLP), Thomas Kegel (Academy for Voluntee- ring Germany), Rae Lonsdale (Yorkshire Dales It is NLP/GB), Elfi Laack (Schorfheide-Chorin BR), • the personal choice of the Jürgen Herper (Flusslandschaft Elbe-Branden- burg BR); individual Third row: Kerstin Barfod (Hainich NLP), • unpaid Ulrike Walter (interpreter), Sibylle von Hoff • of benefi t to the community (Müritz NLP), Ingo Höhne (Nuthe-Nieplitz NRP), Uwe Ipsen (Lauenburgische Seen NRP), Anne Schierenberg (EUROPARC Germany); What is volunteer management? Back row: Henning Ohmes (Harz NLP), Jürgen Herpin (TERRA.vita NRP), Silke Ahlborn • planning, organising and coordi- (Schleswig-Holstein Wadden Sea NLP) nating the work of volunteers in Not present: Pamela Clausius (Schaalsee BR), an organisation Timo Kluttig (TERRA.vita NRP), Dieter Mey/ • harmonising the goals, duties and Uwe Müller (Eichsfeld-Hainich-Werratal NRP), interests of the organisation with Annett Rabe (Thuringian Forest NRP/Vessertal BR) the motivations, expectations, interests and needs of the volunteers

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Aiming for a goal

“If a man does not know to what port he is steering, no wind is favourable to him.”

Seneca, Roman philosopher

Th e project in key words Methods: Schleswig-Holstein: – Conceptional and structural prepara- – Schleswig-Holstein Wadden Sea Project title: tion of volunteer work in the model National Park (NationalparkService “Establishing a volunteer programme areas gGmbH) in German large scale protected areas” – Further and continuous training of – Lauenburgische Seen Nature Park Duration: park staﬀ as volunteer coordinators Th uringia: 02/2004 – 01/2006 – Deﬁ nition of scope of action and the – Hainich National Park Responsible for the project: development of job descriptions for – Eichsfeld-Hainich-Werratal EUROPARC Germany e.V. volunteers Nature Park Head of project: – Carrying out advertising measures to – Th uringian Forest Nature Park/ Holger Wesemüller recruit volunteer workers Vessertal Biosphere Reserve Project coordination: – Training and involvement of (responsible: Vessertal Biosphere Anne Schierenberg, Stefanie Sommer volunteers Reserve administration) (intern 07–12/2005) – Evaluation of volunteer work and the Project partners: programme organisation Protected area administrations/ Model areas: responsible organisations, Gesellschaft Bavaria: zur Förderung des Nationalparks – Bavarian Forest National Park Harz, Academy for Volunteering Brandenburg: Germany, Alfred Toepfer Academy for – Flusslandschaft Elbe-Brandenburg Nature Conservation (NNA) Biosphere Reserve Finances: – Schorfheide-Chorin Biosphere Heidehof Foundation (formerly Reserve Stiftung für Bildung und Behinderten- – Nuthe-Nieplitz Nature Park förderung/SBB), BINGO!-Umwelt- Hamburg: lotterie, Norddeutsche Stiftung für – Hamburg Wadden Sea National Park Umwelt und Entwicklung/NUE Mecklenburg-West Pomerania: Project goal: – Schaalsee Biosphere Reserve Conceptional development of a pro- – Müritz National Park gramme for the involvement of volun- Lower Saxony: teers in German large scale protected – Harz National Park areas and trials in 15 model areas – Lower Saxony Wadden Sea National Park 1 Large scale protected areas = national parks, – TERRA.vita Nature Park nature parks, biosphere reserves

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Th e start – where do we begin? In 2003, EUROPARC Germany and the in accordance with two principles: Identify Naturwacht Brandenburg2 launched a and appreciate existing voluntary contri- If we look at the volunteer management pilot project with the goal of integrating butions and optimise cooperation, as well in Germany’s national parks, nature parks volunteers systematically into the task of as creating attractive new opportunities for and biosphere reserves in an international looking after large scale protected areas in volunteers. comparison, then other countries are far Brandenburg. Th e experience gained was ahead of us. Th e United States with their very positive, for example with the training Th e protected areas are in tune with recent “Volunteers-in-Parks Programme”, as well and deployment of full-time volunteer developments with their activities in as Canada and Great Britain can look back coordinators or the development of remits volunteer management. Public involvement on decades of very successful cooperation for volunteers3. Th e Naturwacht Branden- has been attracting considerable social and between full-time personnel and volun- burg was in eﬀ ect a pioneer for professional political interest in particular since the “In- teers in the care and supervision of their volunteer management in German large ternational Year of Volunteers” in 2001. All protected areas. Germany is still a develo- scale protected areas. What then could have parliamentary parties in the 14th German ping country in this respect. But the positive been more obvious than to extend the pro- Bundestag called for voluntary work to be aspect of this is that although we have ject to other parks in Germany? Th is was further developed, for example in the report little experience of our own, we can beneﬁ t how the two-year project “Establishing a of the Enquête Commission “Th e future of from the experience of others who have volunteer programme in German large scale civil participation” (Deutscher Bundestag smoothed the way ahead for us. And this is protected areas” was born. Fifteen national 2002). And public opinion polls show that precisely what has been happening over the parks, nature parks and biosphere reserves many people are very interested in volun- past three years. in seven federal states under the coordina- teering to work in nature conservation and tion of EUROPARC Germany began to environmental protection. If people are in- develop their cooperation with volunteers deed to become active then the appropriate

Fig. 2: The process of volunteer management (after: Academy for Volunteering Germany 1. Estimation of requirements 2004) & programme planning Decision by management of protected 2. Development of fi elds of area, support from lower levels and by the involvement and remits volunteer coordinator

3. Recruitment

4. Interviews and integration Favourable conditions for voluntary participation, guidelines for volunteer 5. Orientation, start-up & management, quality criteria training

6. Support, back-up, supervision & motivation Integration of co-workers

7. Recognition

8. Evaluation Integration of the project partners

9. Programme optimisation

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conditions must be created, and those who Table 1: are interested must be mobilised to take Benefi ts of the volunteer programme in part. Th e parks are meeting these requirements with the volunteer programme. Th e large scale protected areas innovative volunteer programme calls for BENEFITS FOR THE LARGE SCALE PROTECTED AREAS AND the appreciation of voluntary contributions FOR THE FULL-TIME STAFF and promotes contributions from volunteers at a qualitatively high level. Th e integration of volunteers makes it possible for large scale protected areas to make use of specifi c potentials. Th at means: Th e goal – what do we want to − a closer link to the local population and a better anchoring of the protected area in the region, achieve? − new proponents and supporters when volunteers communicate their Th e goal of the volunteer programme is to pleasure and their understanding for the park management to those generate a variety of benefi ts, both for the around them, protected area and the full-time staff on the − public attention and a higher profi le – demonstrating that people who actively contribute to the park increase its importance, one hand, and for the volunteers and society − new opportunities for environmental education – through the involve- in general on the other hand (see tab. 1). ment of volunteers, greater public understanding can be generated for the management of the protected area and thus a better contribution Planning step by step can be made towards educating for sustainable development, Volunteer coordination makes use of classic − the possibility to carry out “special tasks” in addition to the usual duties. management techniques. Th ese include Full-time park staff benefi t from the formulation of goals, implementing − an increase in their importance as “full-timers”, because they are key goal-oriented measures, acquiring and contacts for the volunteers, implementing resources, as well as evalu- − the reduction in their work-load, e.g. at peak times (weekends, public ating results and optimising the manage- and school holidays), ment (see fi g. 2). But while the approach − additional “colleagues”, mostly highly motivated, has to be planned strategically, fl exibility is − enrichment of their work through the creativity, special skills and expertise of the volunteers. also required. After all we are dealing here with human beings. And they will want to In large scale protected areas the integration of volunteers makes it possible introduce their own ideas and have a say in to achieve a higher level of eff ectiveness with the available resources than what happens. with the fi ll-time personnel alone.

What challenges will we face? Where ambitious goals are being pursu- ed, obstacles may be encountered which BENEFITS FOR SOCIETY AND FOR THE VOLUNTEERS threaten the success of the project. In a volunteer programme, as in other cases, it is Th e volunteer programme off ers often found that an awareness of the special – opportunities for the public to participate in shaping their own sur- challenges in combination with the sensitive roundings, – attractive off ers for potential volunteers (a range of interesting activities handling of tricky situations is often enough to choose from, expert supervision from full-time staff , etc.), – new opportunities for experiencing the protected areas: active, “mea- 2 Organisation of full-time rangers in Brandenburg‘s ningful” leisure activities. 15 large scale protected areas 3 Final publication of the pilot project see literature list (EUROPARC Deutschland 2003)

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“I was out of a job and wanted to work as a botanist again, and I live in the middle of the national park.”

Claudia Thorenmeier is active in the Lower Saxony Wadden Sea National Park on Borkum as a volunteer for botanic mapping

Fig. 3: Volunteer on Borkum

to prevent risks becoming threats. What singly accepted internally and regarded as part-time workers are already active, e.g. particular challenges do volunteer pro- a sensible measure. In that way it is even as fi eld guides. An important element of grammes face? possible to gain the support of those who the responsible utilisation of volunteers is were critical at the beginning. that their involvement should not reduce Integrating volunteer work the opportunities for employment (full- or Experience shows that volunteer manage- Binding agreements part-time) in the region. Correspondingly, ment structures in large scale protected Care should be taken that voluntary activi- suitable fi elds of application should be areas will only function well if they are ties do not develop their own dynamic. Th is determined for volunteers for a specifi c area, integrated in the park management. Th is could otherwise mean that the volunteers and if appropriate certain activities should presupposes that the measures have the would increasingly be beyond the control be excluded. Th ere are enough fi elds in support of the main body of the full-time of the administration of the protected which volunteers can work without giving staff . Understandable reservations on the area or the personnel supervising them. rise to any problems! part of the full-time rangers (e.g. worries In the worst case, the result could be that about competition) must be recognized their activities would no longer be in line No replacement for full-timers and taken seriously. Co-workers who are with the goals of the protected area, and Short-sighted political decision-makers critical should be given the opportunity thus that the project would turn out to be could be tempted to regard volunteers as a to become acquainted with the objectives counter-productive. In order to counter this “cheap” alternative to full-time personnel in of the volunteer programme and should risk, it is necessary to have clear internal an eff ort to cut costs. In order to counter participate in the steps towards realisation structures (e.g. full-time supervisors for this, it must always be emphasised that (see also p. 29 f.) It is usually more fruitful the volunteers), clear information about full-time personnel and volunteers in pro- to adopt a slow-and-steady approach which the conditions for the cooperation and tected areas have clearly diff erent tasks and is transparent for all those involved, rather binding agreements (e.g. in the form of a abilities and are not interchangeable (see than to try to integrate many volunteers written agreement between the park and the also p. 11). Volunteers can only be recruited in the work of a protected area in one fell volunteer). because there are full-time personnel who swoop. It is not necessary to have the full can instruct and supervise them and in support of all co-workers right from the Part-time employees particular can provide the continuous work start. But it is important to develop the Confl icts are also possible where volun- in the protected areas which is the precon- volunteer programme so that it is increa- teers are involved in sectors in which dition for the integration of the volunteers.

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Setting up the team

“Because you have responsibility for achieving something, it doesn’t mean you have to do all the work yourself.”

Rae Lonsdale,volunteer coordinator in the Yorkshire Dales National Park/GB

Th e structure of the volunteer programme + Cooperation EUROPARC Germany partners Clear organisational structures, unambiguo- us responsibilities, and clearly divided areas + Cooperation partners of work form the basis for successful team work. Th is ensures that the participants Protected area Protected area Volunteer coordinator Volunteer coordinator can work together eﬀ ectively in the pursuit Other full-timers Other full-timers of their common objectives, and without Volunteers Volunteers “frictional losses”.

Protected area Protected area Th e structure of the volunteer programme Volunteer coordinator Volunteer coordinator Other full-timers and the areas of work are the result of the Other full-timers Volunteers Volunteers interactions between the various actors in Network of volunteer the network of the programme. Th e main programme + Cooperation partners actors involved in the organisation of the Fig. 4: Structure of the volunteer programme and the actors programme are the project organiser EURO PARC Germany, and also the protected areas, each with one full-time volunteer coordinator and other full-time em- order to develop and implement the pro- Th e key fi gure – ployees. At both levels, cooperation partners gramme. Th e responsibility for a task lies at the volunteer coordinator such as educational institutions, voluntary one of the two levels (see tab. 2), depending agencies, and sponsors can be integrated in on whether if it is nationally relevant for the Volunteer coordinators are the key fi gures the volunteer programme (see fi g. 4). programme (EUROPARC Germany) or for voluntary involvement in the large scale regionally relevant (protected area). protected areas. Th is is demonstrated by the EUROPARC Germany and the parks take long experience of volunteer programmes on the organisational responsibility and the in parks in other countries, as well as the management tasks which are necessary in experience already gained in German parks

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Table 2: Responsibilities for management tasks in regarding the systematic involvement of volunteers. Th e staff -member responsible the volunteer programme for volunteer management acts as a link between the full-time staff and the volunteers. Th is person must have the necessary EUROPARC GERMANY personal qualities and professional qualifi - cations (see p. 21 ff ). Another requirement Planning and coordination of the overall programme is that the volunteer coordinator must be given a clear remit by those in charge of the Training of volunteer coordinators in cooperation with educational institutions protected area with a suitable time allo- wance for the work involved, and regular Specifi c advice for parks and the promotion of exchange of information information must be passed on internally and experience between protected areas and externally about this function. It is also necessary to determine the specifi c duties Overall public relations (PR) measures and direct responsibilities of the volunteer coordinator – dependent on the availability Development of standard recognition measures for volunteers of suitable personnel, the tasks carried out by volunteers, etc. – and which tasks can be Documentation and evaluation of the volunteer programme carried out by colleagues (see tab. 2).

Cooperation with national organisations, companies, etc.

Full-time personnel and volunteers Collection of information relating to political developments relating to voluntary work, funding opportunities, competitions, events, etc. and the – their role in the team acquisition of funds In addition to the clear organisational structure and division of responsibilities in PROTECTED AREAS the volunteer programme it is also important to have a clear and transparent division Volunteer coordinator Volunteer coordinator and/or of roles within the protected area between other full-timer full-time personnel and volunteers (see tab. 3). Th is helps new volunteers to fi nd “their Planning and coordination of the Development of job descriptions programme within the protected for volunteers place” quickly and to feel at ease in the team, area and at the same time it avoids unnecessary confl icts about responsibilities and gives a Development of helpful internal Local PR work and recruiting clear political signal that volunteers do not framework conditions (informa- volunteers replace full-time personnel. tion for park management and colleagues, clarifi cation of insurance cover for volunteers, promoting the Th e division of roles between full-timers Instruction and qualifi cation of fl ow of communication between and volunteers clearly shows that their volunteers and full-timers, etc.) volunteers in the protected area functions are not interchangeable. Th is is underlined by other arguments (see p. 12). Cooperation with regional organi- Supervision of the volunteers in sations, companies, etc. the protected area

Exchange of information and Development of locally adapted experience with other large scale acknowledgement measures for protected areas volunteers

Internal documentation and evaluation of the volunteer programme

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Table 3: Th e role of volunteers in large scale protected areas4

Volunteers and part-time employees in national parks, nature parks and biosphere reserves diﬀ er in key respects from full-time personnel. Th ey are a valuable addition to the full-time management of large scale protected areas – but not a replacement.

Full-time staﬀ Temporary employee Volunteer

DESIGNATION e.g. nature guards, national park Guide, e.g. Certiﬁ ed Field Guide Park volunteer; conservation volunteer wardens, national park service, visitor (BANU) (volunteer appointed under state nature service, rangers, park administrators conservation legislation); guest guide, etc., e.g. Certiﬁ ed Field Guide (BANU)

STATUS Permanent or limited employment, usu- Part-time employment, usually freelance, Unpaid voluntary work (costs and ally under a public service contract in some cases on behalf of an educatio- expenses may be refunded) on the basis nal institution of a written agreement and an activity description

LEGAL FRAMEWORK International and national directives, Commission to promote value creation Commission to promote the value laws and ordinances in the region and environmental educa- creation in the region and environmental tion in the large scale protected area education in the large scale protected area

SCOPE AND INTENSI- Continuous full-/part-time work Usually seasonal, hours vary Limited, project-related activity, and/or TY OF ACTIVITY short hours

DUTIES Responsibilities in the fi elds of infor- Visitor related work (guided tours, talks, Support and/or additional projects in mation and PR work (environmental region-related contents) the fi elds of information and PR work education), visitor care, scientifi c studies, (environmental education), visitor care, monitoring and protection, mainte- scientifi c studies, monitoring and protec- nance and repair works, supervision of tion, maintenance and repair works; volunteers but not duties of the federal states, and independent area control (exception: additional offi cial assignments, e.g. as conservation volunteer)

QUALIFICATION Experience in “green” vocations, usually E.g. certifi cate as Field Guide (BANU, Varied vocational/professional qualifi ca- with nationally recognised training as 70 hrs.), further training tions, training for voluntary work, either Nature and Landscape Conservator internal or external; (GNL; 640 hrs.), further training Certifi ed Field Guide equivalent training (BANU, 70 hrs.), further training

RIGHTS Usually legal entitlements No legal entitlements No legal entitlements

DUTIES Vocational duties, obliged to act as No vocational duties No vocational duties, binding agreement instructed with place of deployment

CLOTHING / Uniform (if prescribed) Badge; Certiﬁ ed Field Guide: ID with ID card (when working with public); con- AUTHORISATION yearly stamp servation volunteer, etc.: card; Certiﬁ ed Field Guide: ID with yearly stamp

4 Recommendation of EUROPARC Germany, tional Facilities for the Conservation of Nature and Association of German Nature Parks (VDN), German Environment (BANU), Academy for Volunteering Ranger Asssociation (Bundesverband Naturwacht), Germany Federal Working Group of Governmental Educa-

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Fig. 5: Volunteers in Brandenburg mowing meadows

Th e extensive and varied tasks in the Political demands to promote volunta- example as volunteer coordinators, thus large scale protected areas require con- ry work also require the strengthening represent a necessary prerequisite for volun- tinuous work by full-time staff . of the professional framework struc- tary activities in large scale protected areas. Full-time personnel are essential, because tures. volunteers will frequently only be able to All the major political parties are calling Volunteers do not want to help to cut work for a few hours, often oriented to for voluntary work to be promoted and costs, but are looking for meaningful a specifi c project and for limited periods extended. Th ese demands can only be met activity in their spare time. in the year, usually they will take on very if the appropriate framework structures are Volunteers do not come forward because specifi c tasks, cannot be given “instructions” available to provide information, coordi- they want to help an organisation or insti- to carry out a task, do not represent an nation, and organisational support. Such tution to save money, but rather in order to authorized contact partner for authorities structures can only be established perma- carry out a meaningful activity, to work to or other institutions and organisations and nently with full-time personnel. Protected solve problems, and thus to fi nd a fulfi lling can therefore not ensure full, continual area supervisors are a part of the necessary activity for their free time. operations. framework structure for voluntary activities in large scale protected areas. Experience in other countries shows Th e fulfi lment of nature conservation the need for full-time employees duties at federal state level can only be Volunteers need expert advice and National parks in other countries, e.g. Great ensured with full-time personnel. organisational supervision. Studies of Britain and the USA, have a long tradition In large scale protected areas, the länder volunteer work clearly demonstrate of cooperation between full-time staff and (Federal States) are obliged to carry out that volunteers expect good supervisi- volunteers, and they regard the organisation certain duties in the fi eld of nature conser- on, direction and support. and coordination of voluntary contributions vation, for example those arising from EU When involving volunteers in large scale by full-time staff as a necessary part of their directives. In order to fulfi l these duties, protected areas, the size and complexity of volunteer programmes. the länder must, among other things, make the areas mean that the necessary super- available suffi cient funds and suffi cient vision can only be provided by full-time numbers of full-time personnel. personnel. Full-time park staff , active for

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Motivation, interests, Requirements of Volunteer abilities, time resources protected area programme of volunteers

Fig. 6: Th e requirements of protected areas and the potential of volunteers overlap in the volunteer programme

Oﬀ ers for volunteers Care of visitors’ facilities: e.g. maintenance of nature trail stations, When planning a volunteer programme, benches and picnic areas; “adopting” nature two questions have to be addressed: trails or pathways

– Where does the protected area need Offi ce work: e.g. data entries and support? evaluation, press work, archive – What can volunteers off er in terms maintenance of motivation, interests, abilities, time resources, etc.? Volunteers also incur costs Th e eff orts to integrate volunteers in the If the requirements and expectations work of large scale protected areas cannot overlap, this is the best precondition for be used as a front for ways to cut wage bills cooperation (see fi g. 6). Reasons for volunteering in and other costs. In fact the integration of environmental protection and volunteers requires appreciable personnel Suitable tasks for volunteers nature conservation (ranked and fi nancial resources, e.g. for Th e protected areas require support in a with most important fi rst): variety of fi elds, so that there is a broad – the internal planning and preparation range of tasks which are suitable for volun- • love of nature of the volunteer work, teers. Th ese tasks can be categorised in the • because I like to take – the qualifi cation of the full-time volun- following fi elds: responsibility teer coordinators, • for the fun and enjoyment of it – the recruitment of volunteers, Practical protection of species and • from a personal sense of – their supervision and training, biotopes: e.g. maintaining amphibi- obligation – the necessary insurance cover, an fences, mowing meadows, planting and • because I want to do something – the purchase of working materials and caring for trees reasonable in my free time equipment for the volunteers and • because I can contribute my skills – some system of rewards. Monitoring areas: e.g. fl oristic map- • in order to make social contacts ping, monitoring fauna, contributing • in order to achieve something But establishing the volunteer management to research projects politically also makes it possible to access new resour- • in order to gain something ces and sources of fi nance. Public relations work/environ- personally/for my occupation mental education: e.g. guiding excur sions, advising visitors in information (according to BMU 2004 – centres, programme planning and imple- Federal Environment Ministry) mentation for children’s groups

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Job descriptions for volunteers

Practical example 1: Helper for the Na- Practical example 2: Caring for nest boxes, tional Park Centre Wilhelmshaven, Lower wild bees and wasps in the Lauenburgische Saxony Wadden Sea National Park Seen Nature Park

NAME OF ACTIVITY* National Park Centre Wilhelmshaven Carer for nest boxes, wild bees and wasps “Wattenmeerhaus”

DESCRIPTION OF ACTIVITY* Providing advice and information for Regular care (examining, cleaning) of nest boxes guests, preparing and organising events in the woods of the nature park, including documentation, possible including installation and cartographic mapping

LOCATION* National Park Centre (NLPC) Wilhelmshaven Woods in the nature park and various section of – Lower Saxony Wadden Sea National Park the High Elbe riverside

NO. OF VOLUNTEERS REQUIRED 4 Approx. 4

DURATION: WORKING HOURS At least 5 months, all-year possible or 1-2 days / Once a year in early winter approx. 2-3 days and (HOURS PER WEEK OR MONTH)* week, including weekends (hourly work possible possibly new installations (several days, with if preferred) support by the forester)

KNOWLEDGE/ SKILLS REQUIRED, INTERESTS* Open for contacts, knowledge about the national Interest in ornithology, handy with tools, and park, special fauna & ﬂ ora, cycle ways, tourism safe on a ladder infrastructure

AGE LIMITS (IF ANY)* – None

TRAINING OFFERS Introduction by NLPC-co-worker, opportuni- Introduction by the nature park administration (CONTENTS, FORM, LOCATION)* ties to take part in courses for mud-ﬂ at guides, or the forester participate in tours and information material provided for home studies

NECESSARY INTRODUCTION, SUPERVISION PERIOD 50 hours 1 day BY FULL-TIMER

WHAT VOLUNTEERS REQUIRE* Smart appearance Working clothes, protective gloves, stout foot- wear

MATERIALS PROVIDED FOR VOLUNTEERS Identiﬁ cation badge, information material Nesting boxes, ladder, nails, light tools

POSSIBLE DETAILS OF FREE ACCOMMODATION* – –

COMMENTS* Volunteers from Wilhelmshaven or vicinity Familiarity with the woods is an advantage preferred

* Details to be included in public advertisements

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Practical example 3: Attendant for the Practical example 4: National park pho- Practical example 5: Checking signs in the animal enclosures in the Bavarian Forest tographer in the Hamburg Wadden Sea Müritz National Park National Park National Park

Attendant for animal enclosures National park photographer Checking signs in the Müritz National Park

Visitor information, checks that paths and en- We would welcome your support in setting up Checking signs against the current cycle and closures are clean and functional, minor repairs a photo archive of the national park administra- hiking maps tion. We need in particular digital images from the national park area. We look forward to your images, which should be of the required motifs.

Area of the information centre of the Bavarian Hamburg Wadden Sea National Park Th roughout the national park Forest National Park (especially the animal enclosures)

1 1 1

Above all weekends and public holidays (but also Decide for yourself how long you spend in the 12 weeks overall weekdays) approx. 6 hours/day from 10 am to 4 park. We would imagine about 4-6 days per 10 hours per week pm (with a 30 minute break) month.

Communicable, some knowledge of animals and We are looking for someone who enjoys photo- Knowledge in the ﬁ eld of tourism and nature plants, do-it-yourself-skills, physically ﬁ t graphy and has a feeling for interesting subjects. conservation, interested in nature and the Experience with the digital storage of images environment, enjoys researching, able to work would be desirable. independently

18 or older – None

Introduction by national park personnel, possi- Provision of information material, joint site Introduction to work area, tour, if interested ble internal training (guided tours, etc.), ﬁ rst aid inspections participation in internal training courses course

Introduction period – several days Introduction and instructions: 8 hours Initially one day; a discussion every 14 days Supervision time approx. 1 hour per week Consultation between supervisor and volunteers: about the current status of research – interim 2 hours/quarter report, if necessary discussion of suggestions for changes

Stout shoes, weather-proof clothing, rucksack Camera equipment would be desirable. Car, bicycle

Information material, binoculars, ﬁ rst aid set Files can be downloaded onto PCs in the natio- Maps, information materials, pen and paper nal park administration (national park station, Hamburg: Dep’t of Urban Development and the Environment). Additional equipment, ﬁ lms and storage media can be provided by the national park administration, subject to agreement.

No free accommodation Accommodation only available in individual Not necessary cases after agreement. Long-term cooperation is favoured Free ferry trips arranged with Reederei Larsen Compensation for trips with own car – up to Eils (Cuxhaven – Neuwerk). EUR 300

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Practical example 6: Cycle guide for TERRA.trails in Terra.vita Nature Park

NAME OF ACTIVITY* TERRA.trail cycle tour guide

DESCRIPTION OF ACTIVITY* Each TERRA.trail is oﬀ ered for visitors as a guided excursion

LOCATION* Th e 17 TERRA.trails are spread over the nature park

NO. OF VOLUNTEERS REQUIRED Up to 3 guides per trail

DURATION, TIME At least once annually per trail; duration (HOURS/WEEKS PER MONTH)* between 3 and 8 hours

KNOWLEDGE / SKILLS REQUIRED, INTERESTS* Knowledge of soil and geology, map reading, local knowledge, ﬁ rst aid, basics of cycle repairs “I am a 43-year-old family father and I came across the “TERRA.trails” in an article in AGE LIMITS (IF ANY)* 18 or older the newspaper in the spring. Because I was always out in the countryside as a child and TRAINING AVAILABLE Specialist knowledge about the trails and about youth, I thought this would be a good oppor- (CONTENTS, FORM, LOCATION)* the topics of the nature park, information material tunity to combine my hobby of cycling (in particular mountain biking) with my interest

NECESSARY INTRODUCTION TIME, Approx. 1 day per trail and volunteer in nature and the history of the region and SUPERVISION BY COORDINATOR to pass this knowledge on to others with the WHAT VOLUNTEERS REQUIRE* Suitable mountain bike, cycle helmet, mobile same interests.” phone, appropriate clothing and equipment Thomas Stipp, volunteer cycle-tour guide in Terra.vita EQUIPMENT PROVIDED FOR VOLUNTEERS Information material/literature, maps, ﬁ rst aid Nature Park kit

POSSIBLE DETAILS OF FREE ACCOMMODATION* Not necessary

COMMENTS* Organisation of the event is responsibility of volunteer; support by nature park subject to agreement

* Details to be included in public advertisements

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Fig. 7: Volunteer Christa Kugge leading a rambling group through the Nuthe-Nieplitz Nature Park

Written agreements with volunteers

A written agreement is recommended between the protected area and the volunteer

about the planned cooperation (see practical Agreement on volunteer work

example 7). Th is underlines the binding Between Eichsfeld-Hainich-Werratal Nature Park and Mr. XXX the following agreement is conclu- nature for both sides, defi nes the rights and ded about a voluntary activity: Mr. XXX will be active as an inspector for nature park pathways for an indeterminate time on a obligations of the volunteer and is a helpful voluntary basis without payment. document in insurance cases (see p. 18). Mr. XXX will carry out the activities described in the annex. From the nature park, Mr. XXX will receive: • On request an information pack about the nature park and the fi eld of activity, • An introductory discussion or meeting and if possible further training, • Support and instruction by the nature park personnel, • Personal liability and accident insurance cover during the work for the nature park 1. Personal accident insurance: Insurance cover is provided within the framework of Section 2.1.No. 10 SGB VII; for full cover of all risks, private accident insurance cover is recommended. 2. Damage to private vehicles is not insured by the nature park. • Protective measures are required for the activity, instructions in their use, and equipment/material, • On request a certifi cate about the type and extent of the voluntary work, • In the event of questions and diffi culties, a confi dential discussion.

Mr. XXX agrees: • To comply with the general duty to take due care, • To carry out the voluntary activities in accordance with the goals of the nature park, • To take part in an introductory discussion and an introductory event, • To observe the duty not to disclose any conﬁ dential data, • To waive any repayments for expenses (receivable only after special agreement) • To wear and visibly display an ID badge of the nature park during voluntary work involving contact with the public, • To fulﬁ l agreements reached about deployment times and duties and to give notice of any hindrance as early as possible, • To inform the nature park at the earliest possible time about the intention to terminate the voluntary activity. The agreement can be terminated at any time by either of the signatories. Place, Date: Signed for the

Practical example 7: Written agreement Nature Park Administration Volunteer between voluntary pathway inspector and the Eichsfeld-Hainich-Werratal Nature Park Annex: Description of activity Eichsfeld-Hainich-Werratal Nature Park, Dorfstrasse 40, 37318 Fürstenhagen, Germany

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Insurance cover – secure provisions Insurance cover for volunteers in Check list: for voluntary involvement large scale protected areas5 – Under which insurance company has the institution responsible for the For voluntary involvement, two aspects of voluntary activities taken out accident insurance cover are particularly relevant insurance cover? – personal liability insurance and accident – Do the volunteers have to be reported insurance. As a “service”, the large scale by name to the accident insurer (or the protected areas should off er volunteers the number of them)? appropriate insurance cover during their – Are minors who are volunteers (e.g. involvement. Alternatively, in individual PERSONAL ACCIDENT 14 – 18 years old) also covered by the cases the volunteer can examine whether INSURANCE: accident insurance? an existing private liability insurance or – How is the specifi ed framework of accident insurance also covers the voluntary Case: Personal injuries suff ered by activity of the volunteers defi ned activity. the volunteer exactly? (If appropriate sign a written agreement with a description of the – According to the German Social activity) Code (i.e. by law) volunteers who are – Has the responsible institution con- active for a corporation under public cluded an additional private (group) law, or a statutory body, or their asso- accident insurance for the volunteers ciations, or who are taking part in a (not compulsory)? If so, what are the training event for this activity, are co- levels of the insurance sum? vered by the legal accident insurance – Volunteers should be informed about of the employer’s liability insurance the specifi c provisions of the accident association (Berufsgenossenschaft) insurance (so that they can decide for accidents at work, or on the way whether to take out additional private directly to and from work, and for accident insurance). vocational illnesses. – Volunteers are only insured directly when carrying out an activity within the framework of the agreement concluded with the responsible PERSONAL LIABILITY institution, and on the direct route to INSURANCE and from this place. Route diversions taken for private reasons are excluded Case: Damages suff ered by the from the insurance cover. volunteer – Under the legal accident insurance cover, if the capacity to work is – If the responsible institution has diminished by an accident or by organisational liability insurance a vocational illness related to the cover, then as a rule this will only meet voluntary activity by at least 20% claims for damages suff ered by the co- then the aff ected party has a claim to workers (and volunteers) themselves. an injured person’s pension from the 26th week after the accident. Case: Damages or injuries to others – To obtain more comprehensive caused by the volunteer accident cover, it is possible for the responsible institution to take out a – If the responsible institution has orga- private group accident insurance for nisational liability insurance, then this 5 Legal opinion by J. Rumpeltes, Berlin (Lawyer), its volunteers, or for the volunteer to covers liability claims by third parties 05/2004; EUROPARC Germany off ers no guarantee take out private accident insurance against the institution. Volunteers that the facts expressed here are correct. cover. must be expressly included.

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– In some cases, private liability insu- – What does the operator’s liability in- Case: Damages caused to others by rance policies exclude from cover the surance off er the institution responsib- the volunteer as the result of a traffi c damages caused during voluntary le for the voluntary activities regarding accident activities. material damages suff ered by the – Organisational liability insurance volunteer personally? – Th e vehicle-owner’s car insurance co- policies exclude acts of gross negli- – If the operator’s liability insurance vers damages caused by the volunteer gence (failing to take very simple and does not include volunteers, they to the vehicles of others where the ac- obvious measures in consideration of should be informed that their own cident is not covered by comprehensive possible resultant damages) and acts of liability insurance may not cover insurance taken out by the responsible intent (intentionally causing damages). damages incurred in the course of the institution. In these cases the volunteer is liable voluntary work. personally. However, according to Check list: the “Principles of possibly dangerous – Should volunteers use private cars in work” developed by the labour courts, the course of their voluntary work? the responsible institution can meet a – Has the institution responsible for the part of the damages. OFFICIAL TRIP FRAMEWORK INSU- voluntary work taken out comprehen- RANCE (OFFICIAL TRIP COMPREHEN- sive insurance cover for offi cial trips? Case: Damages to the institution SIVE INSURANCE, INSURANCE AGAINST – Are volunteers included under the caused by the volunteer LOSS OF NO-CLAIMS BONUS) offi cial trip comprehensive insurance, and what conditions apply for the in- – Th e responsible institution can take Case: Damages suff ered by the volun- surance cover (written trip assignment, out cover for damages caused to it by teer as the result of a traffi c accident etc.)? volunteers, e.g. insurance cover against – If volunteers are not covered by com- damages by fi re, the piped water – If a volunteer using their own car is prehensive insurance for offi cial trips, supplies, or storms, as well as cover involved in an accident, the private can they receive compensation through for electronic equipment. If no such comprehensive vehicle insurance offi cial trip framework insurance for insurance cover exists, then damages covers damages to the vehicle. In order excess payments or loss of no-claims to the institution caused by volunteers that a volunteer does not have to pay bonuses on their own private car insu- are operational risks, i.e. the institution the agreed excess or bear the loss of rance? must pay for any damages. (Except in the no-claims bonus within the fra- cases of intent or gross negligence, for mework of the private comprehensive which the volunteer would be liable). insurance, the institution responsible can take out an offi cial trip framework Check list: insurance (applies also if the volunteer – What operator’s liability insurance does not have fully comprehensive cover has been taken out by the ins- insurance). titution responsible for the voluntary – Alternative: Th e responsible institu- activities? tion can take out fully comprehensive – Are volunteers explicitly included insurance for offi cial trips (including under the insurance cover? for volunteers) which covers costs for – Are minors who are volunteers (e.g. the accident damage to the volunteer’s 14 – 18 years old) also covered by the vehicle. institution’s liability insurance? – Are volunteers also insured during the training sessions for their activity? – Does the liability insurance require a written agreement between the institution and the volunteer in order to be eff ective?

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Fig. 8: Volunteer coordinator advising colleagues

Fig. 9: Volunteer coordinator and seminar mediator Fig. 10: Group work during the course on volunteer in a course on volunteer management management

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Training the team

“Qualification (…) makes use of the needs of those involved to express themselves, develop their personality and to be involved in shaping things. (…) Training strategies should not only concentrate on those who are actively involved in civil society, but also on the full-time workers and on the organisations.”

Deutscher Bundestag 2002

If cooperation in a volunteer programme is – basics of volunteer management to be successful, those involved must have – conditions for volunteer participation: Why train full-time volunteer appropriate skills and abilities. Th is applies politics, insurance, etc. coordinators? for both the full-time staff and the volun- – organisational development: appropri- teers. ate internal structures (see fi g. 11) • Knowledge and experience in – planning and deploying resources for volunteer management are es- Training of volunteer coordinators voluntary participation sential for the quality of volunteer – identifying suitable activities for volun- programmes. “Volunteer management” is usually a new teers • Discussion with colleagues and topic for personnel in protected areas in – developing job descriptions for volun- best-practice discussions promo- Germany. Th e fi rst step within the frame- teers te the specifi c implementation work of the EUROPARC Germany project – planning PR work of volunteer management in the was therefore to train the prospective volun- – written agreements between responsi- individual protected areas. teer coordinators in the large scale protected ble institution and volunteers • During the training sessions, the areas in preparation for the tasks facing – carrying out initial discussion with volunteer coordinators can con- them. A two-stage training programme volunteers tribute to developing strategies was provided under the guidance of the – accompanying and supervising volun- for the volunteer programme and Academy for Volunteering Germany. Th is teers (see fi g. 12) thus help to make it more suitable consisted of an “Introduction to volunteer – training volunteers for practical applications. management” (two courses, fi ve-days in – motivating volunteers total; see fi gs. 9 and 10) and the “Further – acknowledging the dedication of training in volunteer management” (three volunteers workshops, six days in total). Th e intro- – giving volunteers the opportunity to ductory stage provides an overview of the participate components of volunteer management and – integrating special target groups, e.g. covers the following points: young people – evaluating volunteer work and the organisation – securing the quality of the volunteer work and the organisation

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Park PR management workers Integration of volunteers: Remit Publication

Selection TION ATION Preparation INFO REMIT SPECIFICA- TION Supervision INFORMA Topic REMIT SPECIFIC 30a + volunteer coordination

INFORMATION INFO

INFORMATION

Departement 1 Departement 2 Departement 3 Personnel Planning Wood marketing Budget Visitor guidance Hunting Properties Monitoring National park Administration Species protection service Youth hostel 11 forest districts REMIT SPECIFICATION REMIT SPECIFICATION REMIT SPECIFICATION REMIT etc.

INVOLVEMENT AND EXPERT SUPPORT

Fig. 11: An overview of the organisational structure (produced by a participant in the introductory course to volunteer management)

After the introductory stage, the volunteer – extending the range of activities of- – transfer experience in the “Volun- coordinators began to set up their own fered to volunteers teers-in-Parks Programme”/USA to volunteer management structures. Th e – avoiding confl icts between full-timers German parks; presentation by former subsequent workshops which were off ered and volunteers and coping with these participant in the programme as further training had the goal of encoura- if they arise – transfer experience in the volunteer ging the exchange of experience between the – planning public relations work for programme of the Friends of Nature coordinators. Th ey off ered the opportunity specifi c target groups Society/Czech Republic to German to consider practical questions which arose – ways of acknowledging the work of parks; presentation by the volunteer in the course of the volunteer management, volunteers coordinator of the society and to discuss problems with colleagues – improving internal conditions for vo- (see fi g. 8) as well as to present best-practice lunteer workers (e.g. accommodation, Th e evaluation of the introductory training examples – including from other countries. repayment of expenses) course and the workshops clearly showed Th is helped the participants to refl ect on – discuss best-practice examples from that the volunteer coordinators were en- their own work with volunteers and to model areas and compare experience couraged and motivated by directly sharing introduce improvements. – defi ne quality standards for volunteer experience and personal contacts with one Th e workshops included the following management in protected areas another. A further eff ect was that the joint points: – using ways to promote voluntary work training of the full-time staff helps the large (politics, forums, networks, events) scale protected areas to develop a shared – transfer experience in the volunteer understanding of volunteer work – which is programme of the Yorkshire Dales very important for the implementation of a National Park/GB to German parks; national volunteer programme. presentation by the volunteer coordinator there

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Fig. 12: The “perfect” volunteer coordinator (generated in an introductory training course on volunteer management)

Training of volunteers – When planning training courses it should – specifi c, individual introduction on- fi t for commitment be borne in mind that some volunteers will site by full-timers and/or volunteers already be qualifi ed to a greater or lesser with appropriate working materials Further training opportunities for volun- extent. It is therefore necessary to determine – learning by doing in the course of ac- teers can improve the quality of their work suitable forms of instruction and to be able tivities with supervision by full-timers and help to avoid confl icts that can arise to adapt the training to the skills and abili- and/or experienced volunteers due to a lack of suitability or diff erent ties of an individual volunteer, rather than – participation in relevant internal understanding of the role. Th is is in the obliging them to attend a “one-size-fi ts-all” further training events for full-time direct interest of the protected areas. At course. personnel the same time, many volunteers are keen to – participation in relevant further develop skills and expand their knowledge Th e following forms of training have proved training courses by external providers and experience. Th is means that training valuable in the volunteer programme: (possibly together with full-time opportunities can also represent a way of personnel) – for example from nature acknowledging voluntary contributions. – provision of information material conservation academies, nature conser- Introduction programmes can help volun- about the protected area and specifi c vation stations, fi rst aid courses, etc. teers in the early stages and also provide an literature about the activity opportunity to check their suitability for the – theoretical introduction to specialist task at hand and their commitment. topics for groups of volunteers from various areas by full-timers and/or by colleagues on specialist topics

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Fig. 13: Regional training for volunteers by Naturwacht Brandenburg

Th e contents of the available training purpose – training the participants – it is Why train volunteers? courses will vary widely in accordance with also possible to promote understanding and the area of activity of the volunteer and can cooperation between volunteers and full- • Training courses make it easier for range from the identifi cation of diff erent time personnel. newcomers to start their volunta- species and handicrafts through environ- ry work. mental training methods and legal questions A new form of volunteer training has been • Appropriately qualifi ed volun- to natural and landscape history. tested in Brandenburg. Regional training teers can make more valuable events for volunteers of the Naturwacht contributions and work more In volunteer management the large scale Brandenburg, which is active in the 15 large eff ectively for the protected area. protected areas make use of principles scale protection areas in the federal state, • Information about roles and allo- such as “learning by doing”. Th is is possib- were organised by the Naturwacht Bran- cations of tasks can help to avoid le because full-time staff working in the denburg, the Brandenburg Environmental confl icts. protected area can “take volunteers by the Ministry and EUROPARC Germany (see • Volunteers often want to incre- hand” and introduce them to fi eld work fi g. 13). Th e focus of the events was on legal ase their knowledge and gain techniques, e.g. showing how cranes are questions concerning the dos and don’ts in experience, and they fi nd training counted, introducing the geological, bota- protected areas and their importance for opportunities interesting and a nical or historical specialties of the region the work of the volunteers. Th e reports of sign of recognition (motivational and teaching how this knowledge can be the participants show that the joint training and promoting identifi cation). presented in an interesting way to others. of volunteers from various areas provides an eff ective combination which allows Joint training of full-timers and volunteers volunteers to learn more about their area is a particularly interesting form of for- of activity and at the same time to establish mal qualifi cation. In addition to the main personal contacts with others with the same

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Fig. 14: Volunteers of Naturwacht Brandenburg erecting an amphibian fence

interests and to exchange views. In this way, “I enjoyed learning about this region in the volunteers of all ages and from a wide range course of my volunteer work and passing it on of areas are brought together. Another to others, for example holiday-makers. You advantage of this is that it gives the “old learn more and more if you tell other people hands” the opportunity to pass on the fruits about the things you have read or heard. And of their experience to the new recruits to it is also fun to have to respond to the que- volunteer nature conservation. stions that people ask you, because you have to have to think more intensely about a topic.”

Astrid Weissbach, student volunteer in an information hut on Norderney in the Lower Saxony Wadden Sea National Park

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Strengthening the team spirit

“No one can whistle a symphony. It takes an orchestra to play it.”

Halford E. Luccock, Author (USA)

Th e volunteer programme of the large scale Participation and identifi cation their interests can be taken into considera- protected areas thrives on the cooperative tion in this way, the better they will feel and and constructive cooperation between Th e participation of volunteers – their the more likely it is that the cooperation will full-time personnel and voluntary activists. involvement in the voluntary programme be long-lasting. It is therefore important that the protected – means that they do more than just areas adopt measures in order to strengthen helping out. Volunteers should be given Specifi c ways of promoting the participation the team spirit of all those involved. Th ese more opportunities to contribute and to of volunteers include: measures could include off ering volunteers help in appropriate areas, their views should opportunities to become more involved, be heard and they should represent their – involvement in offi cial communication extending recognition to both them and to interests and be able to assume responsi- processes (e.g. taking part in consul- full-timers, supporting the volunteers, and bilities. As a part of professional volunteer tations, inclusion on the mailing list dealing professionally with any confl icts management, every protected area faces the for internal information, extranet or that arise between full-time personnel and task of reviewing internal structures, action newsletter) volunteers. procedures and decision-making processes – participation in working groups of in order to identify where volunteers can be full-timers integrated. Th is is also a form of acknow- – involvement in informal discussions ledging voluntary involvement, because it about matters aff ecting them shows that the protected area authority – joint (further-) development of their takes the volunteers seriously and appre- activity description, (tasks, responsibi- ciates their contribution. In addition, the lities, etc.), personal responsibility for participation of the volunteers increases implementation their ties to the protected area in questi- – participation in developing new fi elds on. Th e more ways that volunteers can be of activity for volunteers and then involved in organisational structures, the their introduction and supervision more they will identify with their place of – involvement in the evaluation of the activity. Th e more opportunities they have volunteer programme to infl uence their activities and the more

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Practical example 8: Recognition – the reward for Presentation of active volunteering volunteers in the regional press, Lower Saxony Wadden Sea National Voluntary contributions are by deﬁ nition Park (Wilhelmshavener provided without monetary reward in the Zeitung, 2.12.2005) classic sense. Against this background, an important element of professional volunteer management is ensuring that volunteers receive other forms of recognition and demonstrations of gratitude.

Th is requires that full-time personnel of the protected area should adopt a positive and appreciative attitude towards the volunteers, and in particular those in charge should act as a model for others to follow. In practical terms this means ﬁ rstly that structures must be created so that the recognition of volunteers has a ﬁ xed, formal place in the management of the protected area and becomes a standard procedure. A “culture of recognition” in the large scale protected areas means that volunteers are also made to feel that they are appreciated personally. Th is is the case in particular with measures which take into account the individual preferences, interests and activities of the volunteers and their personal motivation for being active as a volunteer (see p. 13).

It is frequently possible to combine these two aspects, namely establishing a standard procedure and providing individual forms of recognising voluntary contribution. Suitable forms of acknowledging voluntary work are e.g.:

– friendly contacts unusual monitoring excursions, joint – mentioning volunteers by name when – informal acknowledgment and praise rambles the results of work are published by full-timers as the situation arises – compensation for expenses – public relation and press work, e.g. – taking time for a conversation – regular information about current articles about the involvement of – exchanging experience with other developments in the protected area volunteers in regional newspapers (see volunteers and full-timers (see also “participation”) practical example 8), in annual reports, – transferring responsibility – opportunities to express personal presentation of volunteers on websites – food for volunteers on assignments opinions and introduce ideas (see also (see practical example 9) and in the – joint visits to see the results of the “participation”) park newsletter work, e.g. ﬂ owering orchid meadows – possibilities to present the results of – thank-you letters e.g. on birthdays or the year after mowing activities the voluntary work, e.g. at internal at Christmas / New Year – get-togethers, joint actions, e.g. a meetings, on information displays in – small presents, e.g. at the end of the picnic, a campﬁ re, participation in the protected area season or as a farewell gift (see prac-

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teers also deserve suitable recognition. Very often, measures organised to express recognition for volunteers also oﬀ er a good opportunity to praise full-timers for their contribution. Among other things, this promotes the team feeling between full-timers and volunteers and strengthens awareness of the fact that they are successful when they work together as a team.

Dealing with conﬂ icts

In organisations in which full-time personnel work together with volunteers, problems Practical example 9: Presentation of volunteers on the volunteer programme and confl icts can arise in the course of the website www.freiwillige-in-parks.de activities. Th e reasons can include the fact that full-timers and volunteers have diff e- rent motivations (motivation of volunteers, see p. 13) and thus diff erent ways of working, or there may be diff erent ideas about tical examples 10 and 11) in the protected area, such as visitor the rights and obligation of the personnel. – diploma, certifi cate or letter of reco- centres, zoos, etc. Confl icts also arise if full-time employees gnition showing the scope and nature – possibilities to present personal hob- fear that volunteers might “steal” the attrac- of the voluntary activity bies with a link to nature conservation, tive tasks away from them, that they might – special event, e.g. at the end of the sea- e.g. slide shows, photograph exhibi- replace them or they could be impeded in son, with acknowledgement expressed tions in the rooms of the park their work. In the volunteer programme, it by a regional dignitary (politician) (see – use of the equipment and facilities of is the responsibility of the head of the pro- practical example 12) the protected area tected area, and possibly also of the heads of – invitation to celebrations organised section, as well as of the volunteer coordi- by the protected areas, possible with Full-time personnel who have contributed nator, to encourage sceptical and critical vouchers for food and drink, or similar to the success of a volunteer programme full-time personnel to adopt a constructive – free or reduced entrance to institutions or have supervised and supported volun- attitude to cooperation with the volunteers.

Practical examples 10 and 11: Rucksack and pocket knife – reward for participation in the volunteers in parks programme of the protected areas

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Practical example 12: CDU-Bundestag deputy Georg Schirmbeck (front row, centre, with Anne Schierenberg, EUROPARC Germany, and Hartmut Escher, Director of the nature park) presents volunteers in the TERRA.vita Nature Park with rucksacks as an acknowledgement of their dedication

It makes sense to present the objectives and the measures of the volunteer programme as clearly as possible through internal information channels and to integrate full-time personnel as far as possible into the project planning and implementation (see p. 31).

Provide information Sound out doubts in individual As part of the training courses for the discussion Give examples Show understanding volunteer coordinators, participants had Show fi rst practical steps the opportunity to discuss specifi c confl icts Perhaps EUROPARC can help? Invite volunteers from existing projects relating to the volunteer programme in their Where (apart from rangers) does volunteer involvement own park and to develop solution strategies Make recommendations make sense? for work (see fi g. 15). General insecurity Encourage verbalisation of the unknown Communicate that it will augment not replace Some of the most common objections put Clarify responsibilities Highlight the specifi c forward by full-time personnel to working expertise of rangers together with volunteers are presented on Pick up on positive aspects of volunteer work Explain the meaning of “volunteer” the following pages with appropriate ways Highlight advantages (peak periods, Present people interested in of dealing with these arguments. holidays, etc.) working as a volunteer

Fig. 15: Responding to full-timers with reservations about the volunteer programme (produced by participants in the introductory course for volunteer coordinators)

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Objections by full-timers to one another, rather than having • Give volunteers regular feedback: working together with volunteers to bother a full-timer with every this can not only motivate them to question. Th is can be in the form of further involvement (positive feed- a mentoring system (experienced + back), but also gives volunteers the new volunteers) opportunity to make the required • Consider releasing certain volun- changes (negative feedback) teers; frequently it is only individual – Develop clear guidelines and proce- volunteers who require time-in- dures to be adopted in the event of a tensive supervision. If a volunteer “dismissal”: ARGUMENT persistently takes up excessive • Decide on “dismissals” if possible in Volunteers will take up too much of amounts of time, and this problem consensus with the responsible bo- our time; they are an additional burden does not arise with other volunteers: dies (e.g. a volunteer working group) rather than support release volunteers, assign them which includes representatives of to diff erent activities. Have them the volunteers HOW TO RESPOND supervised by diff erent full-timers • Have discussions with the volun- – Firstly, accept that volunteers can if the diffi culties lies in the existing teer; where possible suggest other indeed take up time of the full-time supervisor-volunteer combination activities (if the volunteer rejects personnel, particular in the initial and would probably not occur in the these then the separation is HIS / stages new constellation HER decision) – Draw attention to experience. Experts • Consider passing them on to ano- say that once the volunteer has been ARGUMENT ther, more appropriate organisation given an introduction, full-timers only You cannot tell volunteers what they • Provide volunteers with the oppor- have to invest 1 hour for the volunteer should do, and can never get rid of tunity to give feedback to be able to work for at least 10-15 them again even if they cannot do the hours work or do not want to ARGUMENT – Give examples of “specialist volunteers” Volunteers are a risk when it comes to whose activities could never be carried HOW TO RESPOND the confi dential handling of internal out by full-time personnel, however – Ensure sceptics that volunteers can be information long they took about it “dismissed” – Improve the relationship between – Implement preventive measures that HOW TO RESPOND inputs and benefi ts: reduce the numbers of dismissals that – Make it clear that handling confi - • Recruit volunteers for activities may become necessary: dential information is a normal thing which require relatively little su- • Recruit or contact appropriate in many occupations, and that most pervision by full-timers rather than potential volunteers, select them ca- people will be familiar with this requiring considerable additional refully and assign them to activities – In addition make sure that volunteers work that suit them, rather than working are trained in handling confi dential • Give volunteers tasks for which they on the principle “the more the bet- data in the course of the introductory have the ability and the motivation, ter” period and their supervision so that they can work independently • Explain the regulations about the – Check whether so-called confi dential for most of the time “dismissal” of volunteers in the intro- data could in fact be made publicly • Give volunteers a thorough introductory information, training course available duction to their task – the time and during the supervision – Only allow volunteers access to confi - invested in the introduction avoids • Make sure that the information dential information if this is absolutely wasting time later in dealing with sessions for volunteers and the necessary for their activity unnecessary misunderstandings introductory phases are realistic so – Demonstrate to sceptics that volun- • Train several volunteers together (if that volunteers can themselves reco- teers may also be collecting confi den- organisationally possible) gnise at an early stage if an activity tial information in the course of their • Establish volunteer networks and is not suitable for them (rather than activity, and it will be desirable that volunteer support structures. Volun- having to be dismissed later on) they pass this on in trust to the full- teers can often support and inform • Agree on a trial period timers

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ARGUMENT ARGUMENT Internal information work Volunteers will take jobs away from the Volunteers only want to do the at- full-time employees and/or they will tractive activities, and they leave the A key factor for the successful cooperation be misused as an argument for cutting boring things for the full-timers to do with volunteers in large scale protected are- budgets for full-time employment as is that as far as possible all those involved HOW TO RESPOND within the institution must have a positive HOW TO RESPOND – Call on sceptics to formulate the job attitude towards the volunteer programme – Questions to decision-makers: descriptions for volunteers and in (see also p. 8). Only convinced full-timers • Is it legal to transfer to volunteers this way make clear their power to will make eff orts to recruit volunteers, to the duties, responsibilities, etc. asso- shape how things develop provide them with the necessary support ciated with an activity? • Let them “reserve” activities for and also contribute towards the qualitative • Would the appropriate support and themselves improvement of the project. Th e greatest supervision of volunteers be possible • What attractive activities can be possible commitment to the volunteer without a suffi cient number of full- carried out in team work with full- programme by the personnel working in time personnel? timers and volunteers? the protected area is dependent above all on • Th e motivation of volunteers and – Point out to sceptics that they are two factors: the eff ectiveness of their activities getting paid for the work they do depends on good supervision and – Draw attention to the fact that vo- 1. Th e personnel must be suffi ciently well support. Full-time personnel cannot lunteers are often willing to take on informed about the objectives of the supervise any number of volunteers; “boring” tasks (manning infrequently programme and the current status of experience shows that the number visited information stalls, keying in the implementation. Th en they will of volunteers in an organisation rises data, preparing mail-shots, etc.), if not experience the implementation or falls proportionally to the number the task is for a limited period and as a secretive aff air and will be able of full-timers has other attractions, e.g. working to provide anybody who is interested – Call on the supporters of cuts in together in a nice team, offi cial reco- with adequate information. budgets for full-time personnel to gnition of the work, etc. say clearly that they are prepared to 2. Th e personnel are integrated in the “sacrifi ce” the quality and intensity of (after: SCHEIER 1996) planning for the volunteer programme, the work; make it plain that the expec- can make their own proposals and tations placed on volunteers are too introduce ideas, as well as participate high if they are supposed to replace in the implementation and evaluation full-time personnel of the project. – Show sceptics that satisfi ed volunteers can generate interest and support and In order to inform full-timers about the can speak out on behalf of the goals volunteer programme and to enable them of the protected area and the full-time to participate in the planning, implementa- personnel who are supervising them. tion and evaluation, it might be suitable to (Volunteers become involved because organise meetings, personal discussions of they support the goals of an organi- the volunteer coordinator with colleagues, sation and not because they want to regular reports on the state of the project in weaken the organisation and its full- personnel newsletters or on the intranet, or time staff ) also the participation in events with volunteers. A key element of successful internal information work is also that the park management should regularly highlight the importance of the project and provide arguments to support the personnel who are working on the implementation.

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Planning publicity and winning project partners

“If you want to put a dollar into your company, then you have to keep a second dollar ready in order to announce it.”

Henry Ford

PR work and recruiting “Freiwillige in Parks” (volunteers in parks) Strategies for PR work volunteers fulfi ls these requirements. Th e idea behind Public relations work and advertising to this is that the word “Freiwillige” (volun- recruit volunteers requires strategic plan- Finding a good name teers) is the modern wording for voluntary ning and a methodical approach, in order to Th e basis for eff ective public relations work active people and has been accepted by a make the best possible use of the available is provided by names and concepts that majority of those involved in voluntary resources and potential and to reach the can be easily remembered and recognised. work (cf. Rosenbladt 2001). “Parks” links desired target groups. Th e following steps It is important to have striking words and to the US-american “Volunteers-in-Parks lead to eff ective PR work in a volunteer slogans. A combination of words such as Programme” and refers to the categories of programme: national parks and nature parks. 1. Create the right internal conditions – create good conditions for the voluntary work – develop descriptions for the activities of volunteers (see pp. 14–16)

2. Plan and implement a strategic approach – defi ne target groups: deduce who would be appropriate for an activity from the description – collect ideas about how to fi nd interested people, or how to reach the target group – develop a media strategy and suitable measures (see following sections) – make use of media presentations – evaluate the eff ects and the success of the media activities and adjust the media strategy appropriately

Practical example 13: Mindmap planning forms the basis for applying media measures in PR work

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“I discovered my love of cranes two years ago. Here I have the opportunity to do some bird- watching and to learn more about these fas- cinating animals. I often spend my free time here and I am glad to contribute to research and the protection of these wonderful birds.”

Moana Nischan, volunteer in the Schorfheide-Chorin Bios- phere Reserve, is active in crane conservation

Fig. 16: A volunteer observes cranes in the Schorfheide-Chorin Biosphere Reserve

Developing a media strategy A suitable way to develop a media strate- What is press and PR work? gy for the volunteer programme is to use Public relations work involves the a “mindmap” (see practical example 13). intentional, planned, systematic, Th is involves mapping out how the various targeted and long-term activities media can be used to attract and recruit of an organisation to shape their volunteers and to advertise various activity communicative relationships locations. internally and externally (Kegel 2001). Developing suitable media measures On the basis of the media strategy it is What are the goals of PR work in possible to derive individual measures for a volunteer programme? the various media (see practical examples Primarily it should 14–20), each of which contributes in parti- • show potential volunteers what cular ways towards achieving the goals that activities they could carry out have been defi ned the PR goals. and persuade them to get into contact, Implementing media measures • activate “friends” to spread a Media measures off er various advantages for positive image of “volunteers in PR work and should be used in a selective parks” and about the protected fashion depending on the project phase, the areas in general and specifi c requirement, target groups, etc. It is • address potential project part- often eff ective to combine various measures. ners who are willing to support the volunteer programme in spirit, as well as providing material or fi nancial backing.

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Practical example 14: An advertising leaflet con- Practical example 15: A supplement shows spe- tains basic information for potential volunteers cific activities which might come into question

Practical example 16: The website www.freiwillige- in-parks.de offers a lot of information for potential volunteers

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Practical example 17: The poster about the project can for example be displayed in visitor centres in the protected areas Practical example 18: Press articles in TERRA.vita Nature Park (Teuto-Express, 24.9.2005)

Practical example 19: Project presentation Practical example 20: Newspaper article on the annual evaluati- as part of an information evening in the on with volunteers in the Schorfheide-Chorin Biosphere Reserve Eichsfeld-Hainich-Werratal Nature Park (Märkische Oderzeitung, 28.2.2005)

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Cooperating with opinion leaders

In recent years, a number of promotional institutions and service centres have been established in Germany which are linked to voluntary work in various ways. Th eir objectives include, for example, supporting organizations working actively with volunteers by providing backing for their press and public relations activities. Within the framework of the volunteer programme, a number of forms of cooperation with opinion leaders have been found to be eff ective. In order to attract volunteers, protected areas can benefi t from the support of the regional and local volunteer agencies, can Practical example 21: Public relations activities participate in well-publicised events such as within the framework of the Berlin Volunteer Day 2005 for voluntary work in the Nuthe-Nieplitz Na- the “Berlin Volunteers Day” (organised by ture Park (www.berliner-freiwilligentag.de) Treff punkt Hilfsbereitschaft – the Berlin Volunteer Agency; see practical example 21) and use volunteer portals on websites of the German länder (see practical example 22).

Practical example 22: The volunteer programme presents itself on the internet on the Voluntary Work Portal Lower Saxony www.freiwilligenserver.de

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Table 4: Possibilities for cooperating with project partners in the volunteer programme Cooperating with project partners – using synergies SUB-SECTION OF THE POSSIBLE PROJECT PRACTICAL EXPERIENCE IN THE PROJECT VOLUNTEER PRO- PARTNER Th e involvement of partners in the volun- GRAMME teer programme opens up opportunities to Strategic project Associations, clubs Defi nition of the role of volunteers in the access additional resources – material and development and institutions large scale protected areas together with the immaterial – and to benefi t from syner- who operate in the Association of German Nature Parks (VDN), gy eff ects. Cooperation with appropriate large scale protected German Ranger Association (Bundesverband area and in the Naturwacht), Federal Working Group of project partners is possible for the various voluntary sector Governmental Educational Facilities for the sub-sections of the programme (see tab. 4). Conservation of Nature and Environment (BANU), Academy for Volunteering Germa- ny Successful cooperation projects with Development of key points for the promotion schools (see practical examples 25 and 26) of voluntary involvement in nature conservati- show that there is a wide-range of possibili- on and environmental protection with German ties for school students to be introduced to League for Nature and Environment (DNR) and its members responsible activities in large scale protected areas. Training of volunteer Training and educa- Training by the Academy for Volunteering coordinators tion institutions Germany and Alfred Toepfer Academy for Nature Conservation (NNA)

Training of volunteers Educational institu- Training by Landeslehrstätte für Naturschutz tions, cooperation und Landschaftspfl ege Lebus (Brandenburg), between institu- Environmental Ministry Brandenburg/Fore- tions stry and Nature Conservation Dep’t, District Osnabrück/Lower Nature Conservancy Council and Archaeology, District Offi ce Schmalkalden-Meiningen/Specialist Services Veterinary and Foodstuff Monitoring and Water Authorities

Deployment and super- Nature conser- Cooperation with friends association of vision of volunteers vation societies/ National Park Centre Wilhelmshaven (Lower -associations with Saxony Wadden Sea NLP), Friends of the projects or insti- Earth (BUND) Th uringia and Friedrich-Lud- tutions in parks, wig-Jahn Senior School Großengottern (link schools of volunteer programme with project “Save the Wild Cat” in Hainich NLP), School at Friedensring in Wittenburg (Schaalsee BR)

Recruiting volunteers, Nature conservati- Joint public information event with BirdLife general PR work on societies/asso- International (NABU) and Schutzstation ciations, volunteer Wattenmeer (Schleswig-Holstein Wadden agencies, sponsors Sea NLP), advertising volunteer positions of Naturwacht Brandenburg by Treﬀ punkt Hilfs- bereitschaft – the Berlin Volunteer Agency and Volunteer Agency Wittenberge, free provision of graphics material by Zeiss Optik

Financial and other Park’s friends Financing of project participation by parks’ support associations for friends associations (Schaalsee BR), free large scale protected transport of volunteers by Cassen Eils ferries areas, sponsors (Hamburg Wadden Sea NLP)

Exchange of experience Protected areas and Exchange of experience with the members of (national and interna- organisations with the German League for Nature and Environ- tional) experience in volun- ment (DNR), integration of volunteer coor- teer management dinator of Yorkshire Dales NLP/GB and the volunteer coordinator of Friends of the Earth/ CZ in the training of volunteer coordinators

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Practical example 23: Cooperation with a school as project partner in the Schaalsee Biosphere Reserve top: Certificate for school partnership bottom: Julian Klimaschka plants trees on the water’s edge

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“It’s important to get children interested in “I didn’t like the dam because the fish couldn’t nature and to motivate them to do something get past it. It was fun to see how that all about it. The students were always interested changed. The stones and plants made the and were willing helpers with the planting water cleaner. I enjoyed planting the trees despite the bad weather. Some visited the site and bushes.” after class with their parents to have their Richard Puis, member of class photographs taken, and parents and grand- 4b / “Schule am Friedensring”, parents helped with the planting. This will Wittenburg certainly give the children a lasting memory of the end of their primary schooling.”

Ilona Rassmann, Teacher of class 4b / “Schule am Friedens- ring”, Wittenburg; supervisor of the project in the Schaalsee Biosphere Reserve

Practical example 24: Pupils of the Friedrich-Ludwig-Jahn Grammar School Grossengottern start work on the cooperation project “Save the Wild Cat” of Friends of the Earth (BUND) and the Hainich National Park (Thüringer Allgemeine, 8.9.2005)

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Drawing on experience

“Quality is never an accident. It is always the result of intelligent effort.”

John Ruskin, English essayist and critic

Documentation, evaluation and quality management What are the goals of quality Plan With the volunteer programme of the large management in volunteer pro- scale protected areas, the integration of grammes? volunteers in the park work has developed Correct into a management sector in its own right Quality management helps, for the protected areas. Good management Implement • to improve structures, processes not only involves planning and imple- and the results of volunteer pro- menting the goals and measures, but also grammes and Evaluate documenting and regularly evaluating these. • to do justice to the interests and Th is makes it possible to monitor own acti- needs of all participants. vities and the results both quantitatively and qualitatively and to develop the programme Fig. 17: The quality management cycle further in a targeted fashion on the basis of the evaluation (see ﬁ g. 17). Evaluation helps to achieve the programme goals and to realise the targeted beneﬁ ts (see p. 7).

Th e evaluation of the experience in the to check the progress of the programme, e.g. personnel about their work and to express course of the project so far has led to the the type and the extent of the voluntary ac- praise and recognition for their contribu- formulation of quality standards (see pp. tivities and the satisfaction of the volunteers tions. 42–44). Th ese are intended to function as and of the full-timers. It is also important guidelines for EUROPARC Germany and for the quality management of the volunteer Positive and negative infl uences on the the large scale protected areas which make programme that the resonance in the media volunteer programme use of volunteers in their operations. Th e is documented and evaluated. Among other quality standards relate to the internal park things, this can indicate which forms of Th e evaluation of the experience gained in structures and the processes of the volun- public relations work are most eff ective. the course of the project shows that there teer programme. Th ey are supplemented by are various factors which infl uence the vo- additional quality management measures. Evaluation and quality assurance should lunteer management in the large scale pro- Th ese include an annual evaluation of the not only be used in order to regularly adjust tected areas either positively or negatively. programme in the form of a written questi- the internal organisation of the programme onnaire sent to the volunteer coordinators to suit the programme goals. Th ey can also and the volunteers (see practical example be employed eff ectively in order to provide 25). On the basis of the survey it is possible positive feedback to volunteers and full-time

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Assessment Voluntary programme (name of park) 2005

Thank you very much for your voluntary work in (name of park)! We want to develop the volunteer programme so that you and many other volunteers enjoy working with us. Please let us know about your experience, wishes, comments and ideas – we are very interested in your opinion. Thank you!

Name (optional): You can also return this form anonymously to EUROPARC Germany (address below).

I had the following activity, at the following location (optional):

Please tick the appropriate boxes! Fully Agree Devided Disagree Completely agree disagree I had the feeling I was doing something meaningful My expectations about voluntary work were fulﬁ lled I felt well supervised I had enough opportunities to introduce my own ideas I was well informed about matters relating to my activity I always knew who to contact if I had questions/problems/requests The relationship with the full-time park personnel was positive I have learnt a lot about the work of the park Overall I was satisﬁ ed with my voluntary activity

I found out about the volunteer programme through:

I would wish the following for my further activity in (name of park)/ I have the following idea to make the volunteer programme more attractive for volunteers:

Other remarks:

Please return to: or: (Name of park) EUROPARC Deutschland (Name of volunteer coordinator) Anne Schierenberg (Address) Friedrichstr. 60, 10117 Berlin, Germany Practical example 25: (Tel./Fax) Tel.: 030/2887882-15, Fax: 030/2887882-16 Assessment sheet for (E-mail) E-mail: [email protected] volunteers

Positive factors include: Negative factors (constraints) include: Quality standards for volunteer – a recognised and qualifi ed volunteer – obscure legal and fi nancial framework management in large scale protected coordinator – unclear responsibilities of the volun- areas – support for the volunteer coordinator teer coordinators by park management and other – lack of support for the volunteer coor- On the basis of the experience in the project full-timers dinator from the management of the and the evaluation of the results, quality – clear activities for volunteers in protected area and other full-timers standards for volunteer management in specifi c fi elds – time pressures on the volunteer coor- parks were formulated in consultation with – regular contact with the volunteer dinators the volunteer coordinators of the model – exchange of experience between parks areas (see tabs. 5–7). Th ese are intended to – individual support of the parks in act as guidelines for the parks and EURO- terms of content and organization, PARC Germany in the further development step-by-step guidance and coordi- of the volunteer programme. nation by the programme executing organization

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Table 5: Activities in the large scale protected areas Internal preparation

STANDARD ALTERNATIVE (A) OR ADDITIONAL (+)

1 Protected areas direction and heads of the competent department explicitly approve the promotion of volunteer management in the park

2 A technical and personal apt full-timer is appointed volunteer coordinator and given responsibility for volunteer management, with an appropriate time budget and responsibilities; all protected area personnel are informed about this

3 For the protected area, the goals of the volunteer management are formulated by the director +: Th e goals of the volunteer management were of the protected area, the heads of department and the volunteer coordinator formulated with the participation of other personnel

4 Other park personnel are regularly informed by the volunteer coordinator about the volunteer +: Other park personnel are regularly involved in programme (e.g. goals of the volunteer programme, rights and duties of volunteers) the volunteer management, e.g. deﬁ nition of rights and duties of volunteers, recruiting of volunteers

5 Th e volunteer coordinator has been trained in volunteer management, and appropriate materials are available (check lists, best-practice examples, etc.)

6 Volunteer management forms (agreements with volunteers, evaluation sheets, certiﬁ cates for volunteers, etc.) are available, adapted to the large protected area

7 Fields of operation for volunteers and appropriate target groups are agreed between volunteer +: Park personnel have proposed ﬁ elds of operati- coordinator and relevant park personnel (on-going) on for volunteers independently (on-going)

8 Th e volunteer coordinator has prepared appropriate job descriptions for volunteers (on-going) +: Park personnel have prepared their own job descriptions for their volunteers in consultation with the volunteer coordinator (on-going)

9 A ressource planning is developed for the volunteer management

10 Th e park provides liability insurance cover for volunteers a: Volunteers are insured under private personal liability insurance

11 Th e park provides accidental damages insurance cover for volunteers a, +: Volunteers are insured under private accidental damages insurance

12 In collaboration with the responsible PR departement and in coordination with the park’s +: Further full-timers are integrated in the deve- direction the volunteer coordinator develops an advertising strategy depending on the chosen lopment and implementation of the advertising ﬁ elds of volunteer involvement, the target groups and the job descriptions for volunteers (on- strategy (on-going) going)

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Table 6: Activities in the large scale protected areas Involvement of volunteers

STANDARD ALTERNATIVE (A) OR ADDITIONAL (+)

13 Th e volunteer coordinator is available to discuss with prospective volunteers and to advise and a: Th e information, advice and support are also support active volunteers available to potential and active volunteers from other technical and personal apt full-timers depending on the ﬁ eld of activity

14 People enquiring about volunteer work receive an information pack about the opportunities in the park and the framework conditions

15 Th e volunteer coordinator conducts an introductory interview with prospective volunteers in a: Other technical and personal apt full-timers order to discuss the expectations and interests, as well as the rights and obligations carry out an introductory meeting with potential volunteers after consulting with the volunteer coordinator

16 Volunteers are deployed in accordance with their interests, their skills, their suitability, the goals of volunteer management and the needs of the park

17 A written agreement is drawn up between the volunteer and the park about the cooperation a: For short-term or one-oﬀ assignments, a verbal (to strengthen ties and for insurance reasons) agreement is reached unless insurance cover demands other procedures

18 Volunteers with whom a long-term agreement has been reached begin with a taster or trial phase, followed by an informal talk with a full-time supervisor

19 Volunteers are introduced by the volunteer coordinator to their assignment area and the team, a: Volunteers are introduced, supervised and and during their activity they are advised by specialists and if necessary trained trained by other technical and personal apt full-timers after consulting with the volunteer coordinator

20 According to the interests, skills and aptitude of the volunteers and according to the conditions within the park the volunteers are oﬀ ered a “volunteer career” (increasingly responsible tasks, training possibilities, etc.)

21 Volunteers are informed about matters aﬀ ecting them and involved as far as possible (e.g. relevant alterations to their ﬁ eld, the introduction of new volunteers)

22 Volunteers can consult the volunteer coordinator in conﬁ dence a, +: Volunteers can consult other technical and personal apt full-timers in conﬁ dence

23 Th e volunteer coordinator promotes good cooperation between volunteers and full-timers +: Other full-timers promote good cooperation (possibilities for exchanges, mediation of conﬂ icts, etc.) between volunteers and full-timers

24 If interested volunteers are oﬀ ered contact and exchange opportunities with other volunteers

25 Th e park highlights the importance of voluntary involvement, the results of voluntary work etc. in its PR activities

26 Volunteers are requested at a suitable time (e.g. at the end of the season or of their project) to provide feedback about their satisfaction with their activity, the supervision, etc.

27 Volunteers are given recognition and are thanked for their dedication

28 Volunteers can receive a certiﬁ cate about the type and extent of their work

29 Th e park director publicly supports the volunteer programme (public statements, expressions of gratitude, etc.)

30 Th e volunteer coordinator documents the deployment of volunteers, feedback from volunteers, +: Other full-timers are involved in the evaluation etc., informs the park director, heads of department and park personnel about the results and of the volunteer management draws the consequences

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Table 7: Activities of EUROPARC Germany

STANDARD

31 Th e contact to the protected areas is maintained in order to identify risks and opportunities in good time and provide appropriate advice

32 Th e parks are informed about relevant political developments, funding programmes, competitions, etc.

33 Th e bi-lateral and multi-lateral exchange of experience between the protected areas is encou- raged in the form of transfers of best-practice examples, support for the provision of mutual advice and the further training of volunteer coordinators

34 Relevant work aids are made available to the parks (volunteer management forms, notiﬁ cation of insurance regulations, etc.)

35 In consultation with the parks, a general strategy is developed for PR work and advertising

36 Relevant measures are organised and implemented e.g. a standard form of recognition for volunteers

37 On the basis of the park speciﬁ c documentation and evaluation of the volunteer management the overall volunteer programme is evaluated and appropriate conclusions derived

38 People interested in volunteer work are advised about possibilities and introduced to appropriate protected areas

39 Contacts are promoted between protected areas and potential cooperation partners in the ﬁ eld of volunteer management (volunteer agencies, educational institutions, partner protected areas, etc.) e.g. by information transfer and organisation of meetings

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Reaching the goals and setting new ones

“I am particularly interested in the future because that is the time I shall live in.”

Albert Einstein

Summary Th e following results were achieved in the able to achieve new successes with the course of the project: help of the volunteer programme, e.g. After completion of the two-year project in addressing political decision makers “Establishing a volunteer programme in – Th e volunteer coordinators from the and attracting project partners, German large scale protected areas”, the 15 large scale protected areas invol- – the quality standards developed for the national network of parks in Germany has ved went through basic training and volunteer management in large scale gained valuable experience in volunteer received a certifi cate as “Volunteer protected areas combine the expe- management. As a result of the project and Coordinator – Basic skills in volunteer rience of the model areas and provide the experience gained in volunteer manage- management” from the Academy for conditions for a professional approach ment in the protected areas of Brandenburg Volunteering Germany and extended to volunteers as well as for the quali- since 2003, it has been possible to initiate their knowledge and their abilities in tative assurance and further develop- programmes in parks in six other German an additional training course in volun- ment of the volunteer programme; federal states for the coordinated and syste- teer management, they also give valuable guidelines for matic integration of volunteers. Th e model – applicants interested in working as a parks which wish to integrate volun- areas, with their various organisational and volunteer could be off ered a wide range teers in their work, staff structures, levels of equipment, special of possible assignments to suit varying – the volunteer programme as national fi elds and geographic features now illustrate personal interests, abilities, individual network brought together the large the many diff erent ways volunteers can be time budgets, etc., scale protected areas involved and en- integrated in the work of the large scale – the large scale protected areas can abled them through joint work and by protected areas. And they can therefore act make use of various ways of adverti- exchanging experience to benefi t from as models for other parks in Germany. sing for new volunteers, e.g. brochures a range of synergy eff ects. with inlays for specifi c areas, posters and the project website, – volunteers were active seasonally in 2004 and 2005 within the framework of the volunteer programme, working in a broad spectrum of nature conservation and environmental education projects and they were trained appropriately for their activities, – the public relations and lobby work in the large scale protected areas were

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Prospects – Against the background of the current – Voluntary activities are not only discussion about educational reforms, limited to the eff orts of individuals. Th e way forward is to integrate the public the large scale protected areas and Companies are also increasingly in the management of large scale protected their volunteer programme can emerge discovering how they can “profi t” areas. Th e report of the German federal as particularly attractive partners for from activities for the general good, government on the State of the Nature schools and as locations for extra-mu- and they are supporting community 2005 (Lage der Natur 2005) says: “Modern ral education and training. Th ey can institutions or staff members who are nature conservation also needs the com- off er students the opportunity to take engaged in voluntary activities. Large mitment of the individual to be environ- on responsible duties in nature conser- scale protected areas can be attractive mentally aware and to be active for nature vation. In this way they promote the partners for the business sector. Th e conservation” (BMU 2005). Promoting skills and motivation of future decision volunteer programme provides an modern nature conservation is the duty makers to work independently and appropriate framework for demons- and responsibility of Germany’s large scale responsibly for a sound environment. trating “corporate social responsibility”, protected areas and is also in their vital and future strategies should aim to interests. – Nature does not recognise boundaries. expand this cooperation. In view of this, the volunteer pro- A network of parks has already been gramme off ers an ideal opportunity Th e volunteer programme of the large scale established which are working together in to combine nature conservation and protected areas demonstrates a promising the volunteer programme for more public international understanding. Volun- approach for the future. EUROPARC participation. Th is opens up all sorts of teers from other countries can enrich Germany is happy to strengthen education linkages and opportunities for inputs from the nature conservation and environ- for sustainable development by promoting other protected areas, prospective volun- mental protection activities of the Ger- involvement of the society and supporting teers and project partners such as schools man large scale protected areas and personal competencies of active citizens and colleges, volunteer agencies, sponsors add new aspects. Equally, the German – for the benefi t of all. or the media. Th e protected areas off er the protected areas can act as a starting opportunity to conclude new, mutually base for people who are interested in benefi cial alliances. working for parks in other countries. Th e practical cooperation, shared In this modern nature conservation strategy interests and the successes achieved of the large scale protected areas, some bring together people from various aspects will be of particular importance: nations. Th e parks have the opportunity to present themselves through an international volunteer programme as a driving force in Europe.

eeuro_freiwillige_english_16.indd46uro_freiwillige_english_16.indd46 4466 222.07.20082.07.2008 15:47:5915:47:59 UUhrhr REFERENCE SECTION 47

REFERENCE SECTION

ABBREVIATIONS Further literature EUROPARC Germany 2003: Anstoß geben BANU Bundesweiter Arbeitskreis der staat- – Freiwilliges Engagement in Großschutzge- lich getragenen Bildungsstätten im bieten, Freiwillige integrieren und qualifi zieren Natur- und Umweltschutz (Federal – Möglichkeiten der Planung und Umsetzung Working Group of Governmental am Beispiel der Naturwacht Brandenburg, Ber- Educational Facilities for the Conser- lin. Download: www.freiwillige-in-parks.de vation of Nature and Environment) BR Biosphere reserve DNR (Deutscher Naturschutzring) (Ed.) 2005: Eckpunkte zur Stärkung des ehrenamt- BUND Bund für Umwelt und Naturschutz lichen Engagements im Natur- und Umwelt- Deutschland (Friends of the Earth) schutz, Bonn. FFH Flora-Fauna Habitat (EU Directive) GNL Geprüfter Natur- und Landschafts- pfl eger (approved Nature and Lands- LINKS cape Conservator) www.freiwillige-in-parks.de NABU Naturschutzbund Deutschland (Service site for the volunteer programme (BirdLife International) in German parks) NLP National park www.nationale-naturlandschaften.de NRP Nature park (site for German national parks, nature parks PR Public relations and biosphere reserves) www.europarc-deutschland.de LITERATURE (EUROPARC Germany) Akademie für Ehrenamtlichkeit Deutschland www.naturwacht.de (fj s e.V.) 2004: Lehrbuch Strategisches Freiwilli- (NaturSchutzFonds Brandenburg/Naturwacht gen-Management. Berlin. Brandenburg) BMU (Bundesministerium für Umwelt, Natur- www.nps.gov/volunteer schutz und Reaktorsicherheit) 2004: Umwelt- (Volunteers-in-parks Program, National Park politik – Umweltbewusstsein in Deutschland Service/USA) 2004. Berlin. www.freiwilligen-kultur.de BMU (Bundesministerium für Umwelt, Natur- (Internet magazine for voluntary work) schutz und Reaktorsicherheit) 2005: Lage der Natur. Berlin. www.ehrenamt.de (Academy for Volunteering Germany) Deutscher Bundestag, 2002: Bürgerschaftliches Engagement: auf dem Weg in eine zukunftsfä- www.bagfa.de hige Bürgergesellschaft. Bericht der Enquete- (Bundesarbeitsgemeinschaft der Freiwilligen- Kommission “Zukunft des bürgerschaftlichen agenturen: provides addresses of volunteer Engagements”. Leske + Budrich, Opladen, agencies in Germany) Bundestagsdrucksache 14/8900. www.mitarbeit.de Kegel, Th omas 2001: Was ist Öff entlichkeitsar- (Stiftung Mitarbeit: Service centre for public beit? Arbeitsmaterialien zum Ausbildungsgang participation outside of political parties and large Freiwilligen-Management, Akademie für Ehren- associations) amtlichkeit Deutschland. Rosenbladt, Bernhard von 2001: Der Freiwil- ligensurvey 1999. Konzeption und Ergebnisse PHOTOS der Untersuchung. In: Rosenbladt, Bernhard von EUROPARC Germany: p. 4, 20 (top), 48 (Ed.): Freiwilliges Engagement in Deutschland Meßner, Ulrich: Cover – Freiwilligensurvey 1999. Ergebnisse der Re- Müller, Uwe: p. 35 präsentativerhebung zu Ehrenamt, Freiwilligen- Naturwacht Brandenburg: p. 2, 12, 25, 33 arbeit und bürgerschaftlichem Engagement. Vol. Parton, Elvira: p. 29 1 – Gesamtbericht (Schriftenreihe des BMFSFJ Schierenberg, Anne: p. 17, 20 (bottom r. & l.), 194.1). Kohlhammer GmbH, Stuttgart: pp. 24, 28, 38 31-143. Spiegel, Anne: p. 8 Scheier, Ivan H. 1996: Building staff /volunteer relations 2nd ed., ENERGIZE Inc., Philadel- phia / USA.

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IMPRINT

Published by: EUROPARC Deutschland e.V. Friedrichstr. 60 10117 Berlin, Germany Tel: +49 (0)30 288 7882-0 Fax: +49 (0)30 288 7882-16 E-mail: [email protected] Internet: www.europarc-deutschland.de www.freiwillige-in-parks.de www.nationale-naturlandschaften.de

Draft: Anne Schierenberg, STEERING GROUP OF THE PROJECT: EUROPARC Germany

(left to right) Editors: Anne Schierenberg, Stefanie Sommer, Axel Tscherniak and Holger Wesemüller, • Thomas Kegel, Academy for Volunteering EUROPARC Germany Germany • Anne Schierenberg, EUROPARC Germany Design and layout: • Holger Wesemüller, EUROPARC Germany Boris Buchholz AGD • Jan Brockmann, Head of Naturwacht Bran- denburg until 06/2005 Translation: www.richardholmes.de • Rüdiger Biehl, Hainich National Park • Olivia Grudzinski, Adviser for organisational First published in German 01/2006 development English translation 02/2008 • Prof. Johann Köppel, Technische Universität Berlin Some fi gures have been modifi ed and • Manfred Lütkepohl, Head of Naturwacht are therefore diff erent to the original Brandenburg from 07/2005 (not shown) German publication.

The editors accept no liability for the observation of the private rights of third parties. Reproduction, in whole or in part, including by any photo-mecha- nical or electronic means, requires the prior approval of the editor.

PARTNERS Financing Project partners Media partners of the Nationale Naturlandschaften We thank all our partners, who helped the project “Establi- shing a volunteer programme in German large scale protected areas” in so many ways:

The translation and preparation of the English version was supported by the German Federal Agency for Nature Conservation (BfN) with funds from the Federal Ministry for the Environment, Nature Conservation and Nuclear Safety (BMU), the Heidehof Foundation, die Saxon Regional Conservation Foundation / Conservation Fund, the Manfred-Hermsen Foundation, die Norddeutsche Stiftung für Umwelt und Entwicklung (NUE) and the BINGO!-Umweltlotterie.

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VOLUNTEER MANAGEMENT — PLANNING AND PRACTICE

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