The Top Management Self-Checklist in Regard to Volunteer programs is designed for the superintendent, supervisor, chief, or other high level administrator or policy-maker in the agency or major unit of the agency. This person does not have direct responsibility for operating the volunteer program, as the coordinator does, but it is one of several responsibilities under her/his supervision. Admittedly, considerable individual judgement has to be used in deciding to who the form should be administered; in many instances, the form has been administered to several levels of management in the same larger agency or unit.

The form is meant to get a reading on specific commitments which the top manager is willing to make on behalf of the volunteer program, as distinct from generalized verbal support. Considerable tact and sensitivity is necessary in deciding whether or how to administer this form; for example, perhaps you will want to use it only as a basis for discussion.

Self-Checklist in Regard to Volunteer Programs

This self-checklist is for top management in your agency or organization, e.g. the Director, Executive Director, Chairman of the Board, and possible Associate or Regional Directors as well.

The purpose is to enable you to check your attitude with other administrators, and with national practice, in regard to the amount of investment necessary and reasonable in a volunteer program in order to return good results. Of course, not all the questions below are equally relevant to all agencies and organizations. We ask you simply to "translate" each question as necessary into the terms most relevant to your own organization.

Self-Checklist in Regard to Volunteer Programs - BFS-4E

Please reach each statement below and then mark each according to the category which comes closest to your view.

Place two checks on each line if you’re sure it’s true for you
      Place one check on each line if you’re uncertain or if it’s only partly true
_____ Leave the line blank if it’s not true for you

If you don’t have significant numbers of volunteers now, i.e., if you have no volunteer program, answer the questions in terms of "I would" or "I plan to." If you do nave a volunteer program now, or its beginnings, answer according to how you actually operate now in regard to that program.

_____ 1.We have a volunteer program now in our agency.

_____ 2. I prefer to have volunteers incorporated as unpaid workers within the agency, rather than as a semi-independent auxiliary outside it.

_____ 3. I believe volunteers should be involved in very part of our operations, working with all paid staff. I do not believe volunteers should work primarily and only for the Director-Coordinator-Supervisor of volunteers

_____ 4. We can handle volunteer insurance and liability considerations without much trouble.

_____ 5. Volunteers do well enough handling confidential materials. I don’t see that as a matter to be particularly concerned about.

_____ 6. I’m confident we can attract all the good volunteers we need.

_____ 7. Volunteers can be found to help with professional level tasks, as well as more routine ones.

_____ 8. The volunteer coordinator’s or director’s office is adjacent to and/or incorporated with those of the rest of staff.

_____ 9. The volunteer program coordinator or director has his or her own secretary or support person.

_____ 10. She/he has funds to purchase and/or print volunteer training aids and materials amounting to at least $10 per year per volunteer.

_____ 11. Volunteers do nave a room or desk space to call their own in our agency. _____

I am willing so spend significant amounts from our regular budget for extra volunteer program expenses such as:

_____ 12.Mailing of notices

_____ 13. Printing and office materials

_____ 14. An extra telephone.

_____ 15. Reimbursement of some work-related expenses for volunteers.

_____ 16. Banquets, certificates and other incentives.

_____ 17. If our organization’s budget were doubled nest year, I would still have at least as many volunteers as we have now.

_____ 18. Within three years or less, I think we can use and should have twice our present number of volunteers.

In regard to staff time which must be invested in a quality volunteer program, I am prepared to:

_____ 19. Have line staff invest as much as one hour for only two or three hours of volunteer time returned at the beginning of the program (knowing the ratio will get better later).

_____ 20. Allow at least ten hours a month of staff orientation to volunteers in the first six months of the program, even if that necessitates some neglect of their other duties.

_____ 21. Recognize that working with volunteers might require staff to work some evening and weekend, or other extra time. Therefore, routinely and without question, criticism, or unnecessary extra bureaucracy, we give staff full compensatory time for these activities.

_____ 22. We give appropriate recognition to line staff who agree to work with volunteers, seriously train and adjust their roles for this, and successfully work with them. This includes as a minimum, entry into their work records of their supervisory training and experience with volunteers, plus provision for clear and explicit recording in any merit or advancement rating system we have.

_____ 23. I give careful if not preferential attention to present or ex-volunteers in my agency in the hiring of new paid staff, based on an objective assessment of their work record and experience as volunteers.

_____ 24. I see that volunteers are provided with letters of work recommendation if they request them, or other appropriate work credit, for their use in applying for paid work anywhere else.

_____ 25. In selecting any new paid staff, I incorporate as a significant part of our evaluation their receptivity to and experience in working with volunteers. This involves as a minimum some consolation with our Director of Volunteer Services or other experiences person in the area.

_____ 26. It also involves giving our volunteer director a veto on the staff candidate for serious objections she/he may have on receptivity to volunteers, appropriated documented.

I personally am willing to:

_____ 27. Appear at volunteer training sessions and recognition gatherings to welcome volunteers and express appreciation on behalf of our agency. This may be as many as 8-10 appearances a year.

_____ 28. Participate directly on the volunteer program planning and/or advisory board as much as two hours a month

_____ 29. I am not only willing to (Questions 27, 28), I actually do so at present

_____ 30. Our director of volunteers devotes at least thirty hours a week solely to the volunteer program.

_____ 31. Our director or coordinator is a paid person.

_____ 32. His/her salary level is that of a supervisory and/or highly skilled person in our agency.

_____ 33. His/her level in administrative status is supervisory.

_____ 34. He/she regularly attends and participates in staff meetings.

_____ 35.She/he is given substantial time at these meeting to discuss the volunteer program with staff (at least 10-20% of meeting time, if necessary).

_____ 36. I see the volunteer coordinator-director at least once a week regularly for direct communication on progress and problems in the program.

_____ 37. I see as necessary the allocation of work-time, travel and registration-fee funds for attendance by the coordinator or director at a minimum of two or three training workshops a year, for purposes of improving his/her program leadership skills.

_____ 38. Our coordinator-director concentrates exclusively on the volunteer program; she/he does not spend significant time on general public relations, community relations, or the like.

_____ 39. Our supervisor of volunteers has undergone special training and requires this on a continuing basis for the skills needed in her/his job.

_____ 40. We have a framework or mechanism for identifying and looking at any suggestions volunteers may have for our agency’s objectives or operations as a result of their work experience with us.

_____ 41. We plan to have eventually at least one volunteer for every three consumers of our service (clients, patients, proteges).

_____ 42. We have the above ration or better right now.

_____ 43. We plant to have eventually at least five volunteers for every paid staff member in the agency or organization.

_____ 44. We have this ratio or better now.

I plan to have at least one volunteer working with me directly or in my office, in administration

_____ 45. I have this situation right now.

I myself am presently a regular volunteer in a program in this community (for at least five hours a month).

_____ 46. Eventually I would definitely like to see some of our clients (consumers, patients) involved as volunteers.

_____ 47. They are now, in significant numbers.

_____ 48. I am willing to have the attitudes towards volunteers expressed here check out against my actual supportive performance sometime in the next six months.

_____ 49.They are now, in significant numbers.

_____ 50. I am willing to have the attitudes towards volunteers expressed here checked out against my actual supportive performance sometime in the next six months.

_______ TOTAL SCORE

Your score is simply the total number of checks, and can range from 0 to 100.

Your comments are welcome. Use additional paper if desired.

Signature: _______________________________
Date: __________________________________
Position: ________________________________
Organization: ____________________________

This norm sample is very low and the norm estimates very rough. Certain question in this for (e.g., 45-50) may be far more diagnostic than others, simply as individual questions.