GROWING 4-H OPPORTUNITIES TOGETHER: VOLUNTEERS IN VISION AND ACTION PHASE 1: STEP 3 Self-Assessment: Evaluating a 4-H Volunteer Program and Staff Skills

Name: ______

Date of initial completion______Dates Updated ______

USING THIS TOOL This self-assessment is divided into two parts: 1) assessing the 4-H program staff knowledge and skills related to planning, implementing, managing, and evaluating a successful volunteer delivery system, including engaging partners as volunteers, and 2) assessing how the county 4-H program meets volunteer system criteria to your level of satisfaction as a leader in volunteer administration. Using the results of both parts of the self-assessment, identify volunteer system priority areas to strengthen. This can include a mix of staff development priorities for yourself and areas to work on in the county. This tool can be administered in individual or group settings. In group settings, look for commonalities to help create staff development opportunities.

STAFF SKILLS This self-assessment uses pieces of the 4-H Professional Research, Knowledge, and Competencies (4-H PRKC, 2004) model to help individuals better understand what’s important when conducting 4-H Youth Development work, identify areas for their own improvement, or assess staff development needs of groups of staff. Read each of the statements and mark what you think your level is on the proficiency scale. 1 Good—Knows the competency is important but has not yet addressed it or does not do it consistently. 3 Better—Understands and applies knowledge and skills effectively 5 Best—Not only understands and applies the competencies, but coaches others using the same skills and behaviors for the particular area

GOOD BETTER BEST

1 2 3 4 5

Volunteerism: Preparing volunteers to make a real difference

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to 612-624-2116. Printed on recycled and recyclable paper with at least 10 percent postconsumer waste material. Phase 1 – Step 3 – Doc C 1. Develop and apply personal and organizational philosophies of volunteerism 1 2 3 4 5

2. Create and support a positive organizational environment through effective volunteer staffing models 1 2 3 4 5

3. Develop and conduct organizational and community needs 1 2 3 4 5 assessments relative to volunteer engagement 4. Identify potential volunteer positions within the organization, and develop or utilize existing written position descriptions in 1 2 3 4 5 a comprehensive recruitment process 5. Implement appropriate selection strategies to engage 1 2 3 4 5 potential volunteers for available position(s) 6. Develop and conduct ongoing educational programs for volunteers based on identified needs and organizational 1 2 3 4 5 requirements 7. Recognize volunteers through appropriate intrinsic and extrinsic 1 2 3 4 5 methods or strategies 8. Develop and conduct impact assessment of volunteer efforts, 1 2 3 4 5 and communicate to stakeholders

Partnerships: Uniting young people and adults for stronger communities 9. Assess readiness for community alliances 1 2 3 4 5 10. Create and manage appropriate community alliances 1 2 3 4 5 11. Jointly design, implement, and evaluate youth programs with 1 2 3 4 5 community partners

COUNTY 4-H VOLUNTEER PROGRAM Use the program assessment tool below to critically evaluate your volunteer delivery system to determine gaps that must be addressed. For each of the items, indicate if your county 4-H program meets the criteria to your level of satisfaction as a leader in volunteer administration.

Creating Safe Environments Yes To Some No Not Extent Applicable

1. Comprehensive volunteer selection policies and procedures are in place.

2. Ongoing and contemporary volunteer education programs are in place based on volunteer roles and responsibilities. Creating Safe Environments Yes To Some No Not Extent Applicable

3. Financial management practices, based on organizational policy/procedures, are documented and communicated to volunteers.

4. Best practices for working with vulnerable populations (minors, elderly, etc.) are documented and communicated to volunteers. 5. Programs and activities are age- appropriate. Engaging Volunteers Volunteer recruitment strategies reach beyond traditional audiences. Volunteer retention strategies are intentionally implemented. Volunteer roles are flexible and can be adapted to meet changing needs. Volunteer corps is representative of the audience being served. Generational and/or cultural differences are considered in the volunteer administration plan. Technology is used to communicate with and provide learning opportunities for volunteers. Benefits of Volunteering Yes To Some No Not Extent Applicable Ongoing educational programs for volunteers are implemented. Leadership opportunities are available for volunteers. Middle management volunteers are utilized. Comprehensive volunteer recognition programs are in place. Strengthening Partnerships Advisory systems are engaged. Collaborations with external partners are resulting in increased numbers of potential volunteers. PROGRAM DEVELOPMENT PLANS Once you have completed the assessment, create an action plan that addresses the areas you and/or your team believe(s) are the highest priority. Answer these questions as you develop your plan:

Based upon your responses to each item, which three are the top priorities to address? Recognizing your priority areas, what resources are needed (e.g., curriculum, policies)? What are the steps you and/or your team will take to initiate the necessary changes? Complete the action plan on the following page; you will likely have staff development and program development plans to strengthen the volunteer system.

Design a Personal Growth/Action Plan

Using the results of the self-assessment, identify volunteer system priority areas to strengthen. This can include a mix of staff development priorities for yourself and areas to work on in the county.

Personal Plan of Action Select three areas. Prioritize your list Target Action Steps and brainstorm ways to Completion strengthen. RESOURCES TO SUPPORT ACTION PLANS National 4-H Learning Priorities: Volunteerism for the Next Generation Knowledge and Skill Rubric and Syllabus. National 4-H Headquarters, Cooperative State Research Education and Extension Service, United States Department of Agriculture. http://www.4-h.org/resource-library/professional-development-learning/4-h-youth- development/volunteerism/ http://nextgeneration.4-h.org/Volunteerism/ This website showcases volunteerism resources and tools that will be helpful to national, state, and county 4-H Youth Development staff. This includes recently created documents about the Framework for 4-H Volunteerism, the National Learning Priority Team Rubric, Self-Assessment, and Professional Development Plan, as well as the registration site for Everyone Ready®.

SOURCES Stone, B. & Edwards, H. (2008) National framework for 4-H volunteerism. National 4-H Headquarters, Cooperative State Research Education and Extension Service, United States Department of Agriculture. http://nextgeneration.4-h.org/volunteerism/resources/Framework_4-H_Volunteerism082508.pdf

Stone, B, & Rennekamp, R. (2004) New Foundations for the 4-H Youth Development Profession: 4-H Professional Research, Knowledge, and Competencies Study, 2004. Conducted in cooperation with the National 4-H Professional Development Task Force. National 4-H Headquarters, CSREES, USDA DEVELOPED BY: Rebecca Harrington, Extension Educator, Center for Youth Development

Barbara Piehl, Extension Educator (retired), Center for Youth Development

Judith Conway, Extension Educator, Center for Youth Development