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Expectations: Be as clear as possible about what you want the volunteer to do. Use <br />the job description as a communication tool. Making a step-by-step list is another <br />example of giving clear expectations <br />Training: Provide training for volunteers so that they are able to do the job you are <br />requesting. <br />Communication/Feedback: It is important to let a volunteer know in a timely <br />manner how they are doing, both positive and constructive feedback. <br />Documentation: Volunteers are asked to record their time served so that we can <br />adequately track their impact, provide appropriate recognition, potentially apply for <br />grants and have an accurate record in the event of a liability situation. The City of <br />Roseville uses the Volgistics volunteer database. It is also important to document <br />any situations that arise with your volunteersthat might require future follow-up. <br />Recognition: Staff should create a welcoming and inclusive culture for volunteers. <br />“Please”, “thank you” and a friendly smile go a long way. Other forms of recognition <br />include social gatherings and meals. <br />Qbhf!66!pg!354 <br /> <br />