Typically, a training session will try to impart four things to new volunteers:
- What to do: What is expected of them as new volunteers? What will their responsibilities be?
- How to do it: It's one thing to tell someone to "pour cement for the porch," but if you don't explain how to do it, things will likely be very messy indeed. Explaining how volunteers can best accomplish their tasks is the crux of training, and will probably take up the largest chunk of time.
- What not to do: Are there certain things volunteers are not allowed to do? For example, should they not talk about clients, for the sake of confidentiality? Are there situations in which they should automatically call for staff backup? Training should make a volunteer's (and the agency's) limits very, very clear.
- What to do in an emergency: if the volunteers had an orientation before training began, they will have already heard this information, but it's worth going over again. The location of the first aid kit (and possibly some first aid techniques as well) should be known by everyone, as well as what to do in a fire or a severe storm.
What kind of training program do you want to give new volunteers? Simpler possibilities are good for smaller organizations, simpler tasks, and groups that don't have the resources for a full training program. Two such possibilities are the use of the "buddy system" and shadowing. In the "buddy system," a new volunteer works with an experienced person at first, and the experienced person answers questions and makes suggestions. Shadowing is very similar, but the new volunteer is more passive, and watches more than she takes action at the beginning.
For a larger group of people, more challenging work, and groups with sufficient resources, a more extensive training plan is often more appropriate. This may take a few hours, a few months, or anywhere in between. The amount of material to be covered and the resources available should be your guide.
[Note: The following steps are specific to a larger, more formal training plan. Smaller training programs may be able to adapt them to their needs.]
For a larger group of people, more challenging work, and groups with sufficient resources, a more extensive training plan is often more appropriate. This may take a few hours, a few months, or anywhere in between. The amount of material to be covered and the resources available should be your guide.
[Note: The following steps are specific to a larger, more formal training plan. Smaller training programs may be able to adapt them to their needs.]
Accessing existing accredited training
Designing an ‘in-house’ accredited programme
Advantages ♦ Training programmes have usually been ‘tried and tested’. ♦ Quick and easy to access as no development time is involved. ♦ Access to specialist skills or knowledge that may not be available in the staff team of the organisation. ♦ Quick and easy to access. ♦ Cost effective for a small number of volunteers.
♦ Can tailor the programme to the organisation’s particular context/systems. ♦ Programme can be tested and then adapted. ♦ Design and delivery can take account of volunteer’s practical needs and preferences. ♦ May be cheaper for a large number of volunteers.
Disadvantages ♦ Can be expensive. ♦ Little/no control over the content and/or quality of training, e.g. volunteers may find some areas irrelevant, hard to compile assessment evidence for, or difficult to apply to their role. ♦ Delivery times, location and/or methods may not suit the volunteers.
♦ Development and delivery can be time consuming. ♦ Development may be regularly postponed if it is not considered a priority by management. ♦ The subject ‘experts’ in the organisation might not have skills as trainers and/or assessors.
Designing an ‘in-house’ accredited programme
Advantages ♦ Training programmes have usually been ‘tried and tested’. ♦ Quick and easy to access as no development time is involved. ♦ Access to specialist skills or knowledge that may not be available in the staff team of the organisation. ♦ Quick and easy to access. ♦ Cost effective for a small number of volunteers.
♦ Can tailor the programme to the organisation’s particular context/systems. ♦ Programme can be tested and then adapted. ♦ Design and delivery can take account of volunteer’s practical needs and preferences. ♦ May be cheaper for a large number of volunteers.
Disadvantages ♦ Can be expensive. ♦ Little/no control over the content and/or quality of training, e.g. volunteers may find some areas irrelevant, hard to compile assessment evidence for, or difficult to apply to their role. ♦ Delivery times, location and/or methods may not suit the volunteers.
♦ Development and delivery can be time consuming. ♦ Development may be regularly postponed if it is not considered a priority by management. ♦ The subject ‘experts’ in the organisation might not have skills as trainers and/or assessors.