FEMA has released a publication called “Are You Ready?” that covers the basics of disaster planning. Their suggestion is to start by assessing the likelihood or risk of various types of catastrophe. The booklet even contains a worksheet that you can fill out to help you with this task. Much of the document is geared toward individual families but can easily be adapted for organizations. For instance, the section on maintaining family communication can easily be changed to maintaining organizational communication. One specific suggestion is to create cards with contact information for every member of the family, or, in this case, every member of the organization. Once again, the key is taking suggestions for civilians and reworking them to fit your organization.

Another great resource is The Points of Light Foundation’s publication “Ready to Respond.” The booklet serves as a guide for readying volunteer organizations to be responders in catastrophic situations. However, even if your agency is not a responder, the document still has some very useful information. For instance, there is an easy-to-use checklist to complete to assess an organization’s readiness. These are issues that any agency should be thinking about, just in case.

A sampling of the questions include:

• Is there a person and a backup assigned to be in charge when disaster strikes?
• Is there an evacuation plan in place?
• Do you have cooperation agreements with other volunteer agencies nearby?
• How will you function if power and/or lines of communication are down?
• Is there a plan for disseminating public information?
• Do you have a plan for involving volunteers in time of need?

Of course, if your organization is considering becoming part of your local community’s response plan, then the “Ready to Respond” document is a must-read. It will give you a good gauge on what your organization should do to be better prepared if your community faces extreme circumstances.

In closing, it’s important to remember the old proverb: “Adversity is a fact of life. It can’t be controlled. What we can control is how we react to it.”

For further reading:

• The Points of Lights Foundation’s “Ready to Respond” at Energize Inc’s website
• FEMA’s “Are You Ready?”

VolunteerHub is the latest version of a system first conceived in 1996 to facilitate volunteer registration for the University of Michigan’s campus chapter of Habitat for Humanity. Since its humble beginnings, the service has grown to offer a wide range of features for event registration and volunteer workforce management. Today VolunteerHub connects people and purposes for a variety of non-profit, educational, and commercial organizations. Visit VolunteerHub’s website at www.volunteerhub.com.

Author: Shawn Kendrick – VolunteerHub.com

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For these, we turn to a wonderful article from energizeinc.com entitled “Helping Volunteers to Market Their Experience on Their Resumes” by Mary Agnes Williams. Here are some of the highlights:

• When applicable, rely on volunteer work to fill in time gaps between jobs.
• Use generalized headings, such as “Professional Experience,” as opposed to “Employment History.” This allows an individual to list his or her skills without limiting them to paid positions.
• When specifying work that was unpaid, do not feel the need to label it as volunteer. Instead, focus on the position’s title.
• Clarify if the volunteer work is full-time or ongoing. Most employers assume volunteerism is intermittent.

Williams suggests that organizations may want to go the extra mile as an appreciation of their volunteers and host a resume workshop for them. Because, in addition to those who are volunteering specifically to gain new skills, she also points out that you may have another group of people who don’t even realize it’s acceptable to put volunteer experience on their resume. A great way to jog a volunteer’s memory to all the duties s/he performs — and to assist him or her with resume writing — is to hand out a new copy of his or her volunteer job description. Of course, managers at your agency can also offer letters of recommendation to outstanding volunteers to accompany the newly-honed resumes.

Ms. Williams shines a light on a third group of volunteers: those who have come to your organization motivated by things other than cultivating job skills. She argues, however, that resume writing can be a positive experience for this demographic as well. “Even if volunteers have no intention of seeking paid employment, directors and coordinators may want to consider resume writing as a group activity,” advises Williams. “This can be a win-win situation: volunteer leaders will learn more about the talents and experience of volunteers…. Whether used in job searches or not, resumes can be empowering for people of all ages and backgrounds.”

For further reading:

Mary Agnes Williams is an employment and administrative services consultant based in Philadelphia, Pennsylvania. Read her article in its entirety.

VolunteerHub is the latest version of a system first conceived in 1996 to facilitate volunteer registration for the University of Michigan’s campus chapter of Habitat for Humanity. Since its humble beginnings, the service has grown to offer a wide range of features for event registration and volunteer workforce management. Today VolunteerHub connects people and purposes for a variety of non-profit, educational, and commercial organizations. Visit VolunteerHub’s website at www.volunteerhub.com.

Author

Shawn Kendrick, VolunteerHub.com

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Effects of the economy are continuing to change how the world works on many levels. For nonprofits, one of these adjustments comes in the form of exploring alternative funding sources. As such, the idea of social entrepreneurship is beginning to take a firmer hold. J. Gregory Dees, founder of the Center for the Advancement of Social Entrepreneurship at Duke University’s Fuqua School of Business, explains this movement: “It combines the passion of a social mission with an image of business-like discipline, innovation, and determination commonly associated with, for instance, the high-tech pioneers of Silicon Valley.”

The buzzword is a somewhat recent development (within the last few decades), but the practice of social entrepreneurship is not new. According to brighthub.com, it can be traced back as early as the 18th century and includes legendary figures such as Florence Nightingale, who established the first nursing school; Maria Montessori, famous for her early education methods; and Franklin Delano Roosevelt, known for his initiatives to pull the United States out of the Great Depression.

A recent Courier Post Online article gives some examples of present-day social entrepreneurship successes:

• Established in 1963, Seattle’s Pioneer Human Services achieves its mission of helping those with mental health, substance abuse, or criminal histories with profits made from several endeavors. Business activities such as warehousing, food service, manufacturing, and distribution now fund a whopping 99 percent of the assistance program.
• A Zen Buddhist meditation group led by Bernard Tetsugen Glassman, a former aerospace engineer, started Greyston Bakery in 1982. The Yonkers, New York-based business takes the traditional bake sale concept of fund raising to a whole new level. Its website states, “We don’t hire people to bake brownies. We bake brownies to hire people.” Here, the sale of brownies funds such projects as affordable child care, health care for HIV patients, housing for homeless individuals, and technology education. The bakery provides desserts to top-notch New York City restaurants and also has become the sole-source for brownies used in Ben and Jerry’s ice cream.
• In 2009, Columbus, Ohio-area Lutheran Social Services invested $40,000 in its Freshbox Catering company. The program looked to the business world for leadership and hired an investment analyst to head up the program. The result was $130,000 in sales the first year. While the fact that the program is paying for itself is amazing, Freshbox is also achieving its greater mission of providing jobs and training for the homeless.

Various sectors are now getting involved with social entrepreneurship. Investment companies such as Prudential and Imprint Capital Advisors are taking notice and looking for opportunities to inject capital into companies with worthwhile agendas. Higher education has also taken note. For example, the Social Entrepreneur Corps, founded in 2005, provides college students and new graduates opportunities in developing countries and has instituted partnerships with schools such as University of Notre Dame, Duke University, and Columbia University. Media is shining a light on social entrepreneurship, too; Bloomberg Businessweek is bringing this approach to the forefront in its third-annual 2011 Social Entrepreneurs Roundup. As per its website:  “Here’s what we are looking for: entrepreneurs creating profitable, scalable companies to solve social problems. We want businesses with social missions baked into their operations, not tacked on as extras. We want companies that can demonstrate results, both in the marketplace and in their missions.”

As evidenced by Greyston Bakery and many other organizations, this blending of “marketplace… and missions” can be a recipe for success.

For further reading:

“Business Ventures Can Fund Charity Groups” – Courier Post Online

Seeking America’s Most Promising Social Entrepreneurs” – Bloomberg BusinessWeek

VolunteerHub is the latest version of a system first conceived in 1996 to facilitate volunteer registration for the University of Michigan’s campus chapter of Habitat for Humanity. Since its humble beginnings, the service has grown to offer a wide range of features for event, event registration, and volunteer workforce management. Today VolunteerHub connects people and purposes for a variety of non-profit, educational, and commercial organizations.

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Peter Funt, second generation Candid Camera host, has turned his attention to more serious topics lately. In the past several years, Funt has written op-ed pieces, some of which have been picked up by The Boston Globe.

One of his recent articles, arguing in favor of tax breaks for Americans who volunteer their time, was picked up by the media in late December 2010. Funt is certainly not the first to bring this concept to the table, but his idea is receiving press throughout the country. Newspapers in at least twelve states carried the column, and a Google search shows that it has also been posted on several blogs.

In his article, Funt argues that unpaid volunteers in the U.S. should receive a federal tax credit that “would help Americans at all income levels pay a bit less, while also providing some benefit to the unemployed.” Following are his main talking points:

• Volunteers should be allowed to claim $5.69 per hour donated. (This figure is based on 25 percent of the average hourly rate for all American civilian employees.)
• Credits could be rolled over for up to five years.
• Organizations participating must be qualified non-profits.
• The cost to federal government for a volunteer tax credit using his proposal is estimated at $1 billion per year.

Funt acknowledges that his idea would create more paperwork for non-profits, but points out that documentation for monetary donations is already being generated. He also believes this proposal would alleviate some of the imbalance between paid workers and volunteers working side by side at the same agency. Giving a nod to possible abuses, Funt states, “But whom should the IRS worry about more: the billionaire who bends the rules when claiming a five-digit deduction, or the… [volunteer] who adds 15 minutes to his time sheet?”

The idea of volunteer tax credits has previously been introduced in Canada as well, but as an incentive to volunteer rather than as a reward for doing so. Rosemary Byrne, president of Reseau de l’Action Benevole du Quebec (RABQ), was part of a team that explored the impact of a potential tax incentive in her province. The group examined how similar laws in Belgium, France, and other parts of the world affected volunteerism, and came to a somewhat surprising initial conclusion. “[Tax credits don't] seem to have made a difference in terms of the numbers of people volunteering,” Byrne explains.

On the other side of Canada, Karen Lynch, executive director of Volunteer Alberta, also requested an objective evaluation. “I wanted to provide research one way or another so that at least if we’re going to have public policy, it was informed,” comments Lynch. The results of the 2009 study pointed out several potential issues with the proposed legislation. Among those are a significant reduction in tax revenues; a lack of agreement on the value of a donor’s time; and issues with documenting time volunteered. Perhaps the most surprising finding, though, was that a tax credit for volunteer time may actually decrease monetary donations to nonprofits.

Research regarding paid volunteers — and public opinion on this topic — still continues in Canada. Back in the United States, however, the idea of a tax incentive for volunteering is already being implemented, at least at a local level. Central Pennsylvania’s The Centre Times reports that Bellefonte, Pennsylvania residents ages 60+ are being offered up to $500 off their property taxes in exchange for volunteering at area public schools. “The goal, quite frankly, is to engage as many senior citizens who have some difficulty financially — to get them involved in our schools, so they can help themselves make ends meet, and also assist our district in getting some of the things done without hiring additional people at a greater cost,” states interim superintendent John DiNunzio, who heads the 2900-student system. DiNunzio has launched similar programs in two other Pennsylvania school districts.

Will the trend of tax incentives for volunteer time be picked up at a federal level in the United States? It’s an issue with many facets to consider. Only time, debate, and additional research will tell.

Fonda Kendrick works for VolunteerHub, the latest version of a system first conceived in 1996 to facilitate volunteer registration for the University of Michigan’s campus chapter of Habitat for Humanity. Since its humble beginnings, the service has grown to offer a wide range of features for event, event registration, and volunteer workforce management. Today VolunteerHub connects people and purposes for a variety of nonprofit, educational, and commercial organizations.

For further reading:
Peter Funt: Voluntary Tax Break
Q & A: The Potential Impact of Canadian Federal and/or Provincial Tax Credit Incentives for Volunteer Participation
School Volunteers Can Get Tax Breaks

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In developing initial and then ongoing goals and objectives, bigger is not always better. Having “more” volunteers this year than last year does not self-evidently mean better service delivery or greater impact. Some organizations would actually be better off cutting their volunteer corps in half and holding those remaining to higher standards! The number of volunteers needed is a strategy determined by expectations of productivity….

Recognize, too, that the body count of how many people are in your volunteer corps does not translate into a standard number of hours contributed. Fifty volunteers each giving two hours a month provide the same output as five volunteers who can give twenty hours. The amount of effort necessary to recruit and support the larger number of volunteers is clearly much more intense, without the payback of more service. On the other hand, if your programmatic goal is community education, you may feel that getting fifty people to participate is more beneficial than just five. See? It depends.

Focus instead on the outcome and impact of volunteer activity. What results do you want volunteers to produce? As with employees, it is possible to monitor and measure the accomplishments of volunteers by stating goals and objectives at the beginning of a period—and then assessing whether these were achieved….

Outcome measures set for the volunteer component should correlate with the overall goals and objectives of the agency. I once conducted a management retreat with the department heads of a large hospital system, in preparation for which the CEO sent me an impressive eighty-page “Five-Year Strategic Plan” for the institution. I dutifully read the entire document, and when I arrived at the retreat, asked why—despite the current participation of almost six hundred volunteers—there was not one word about volunteers in the strategic plan. After much consternation, it became clear that neither the administrators nor their outside consultant had considered it possible to “plan” for volunteers!

As with every other aspect of organizational life, the amount of time you spend determining what you want volunteer involvement to be will directly affect the quality and creativity of what you get. Ignore this aspect of your organization, and maybe you’ll get lucky. But, if you incorporate planning for volunteers into overall agency planning, you will naturally take the steps necessary to assure that you reach those goals.

Author Info

Excerpted from From the Top Down: The Executive Role in Successful Volunteer Involvement, 3^rd edition, by Susan J. Ellis, © 2010, Energize, Inc. Found in the Energize, Inc. Online Bookstore at http://www.energizeinc.com/store/1-102-E-3.

By Susan J. Ellis

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A study released in August 2009 by the National Council on Citizenship (NCOC) indicates that Americans began reducing their volunteer hours when the unemployment rate hit 9 to 10 percent.

According to David B. Smith, NCOC executive director, “Prior recessions have prompted an increase in volunteerism, but only to the point that the unemployment rate reaches a “threshold.”  Smith said, “People have moved from saying, ‘this is the time to rise up and help my community,’ to ‘times are really tough and I need to focus on making sure my family has what it needs to get through this hard time.’”

This study is  in contrast to information reported earlier in the year by the Corporation for National and Community Service which indicated a rise in volunteerism.

Smith said, “Growing need usually encourages more engagement. But when economic pressures on individuals and organization become too great, people turn inward.”

• 72% of individuals surveyed said that they cut back on time spent volunteering.
• 66% said that people are responding to the current economic downturn by looking out for themselves.
• 19% said people around them are responding to the recession by helping each other more.

The economic crisis has triggered civic foreclosure,” said Michael Weiser, NCoC Chairman, “The good heart of Americans is still very evident, though, as they refocus on basic needs.” Even though they are disproportionately affected by the economic downturn, low-income Americans are still finding ways to give back. Thirty-nine percent of individuals with an income less than $50,000 reported helping others by providing food or shelter, compared to 27% of Americans with a higher income.

Overall, 50% of Americans gave food or money to someone who was not a relative, while 17% allowed a relative to live in their home.  More than one-in-ten took in non-relatives.

Unemployment is one reason for the decline in volunteerism. The study also indicates that funding cuts in nonprofit organizations and agencies that provide opportunities for civic engagement may also be a contributing factor. Agencies are often cutting back on the very staff that coordinate volunteers.

Related Articles:

Recession Prompts Many Americans to Stop Volunteering, Study Finds, by Caroline Preston, Chronicle on Philanthropy, Aug 26,2009
Civic Health Index Finds America in the Midst of Civic Foreclosure,  EarthTimes, Aug 27, 2009
Job Lows Don’t Mean Volunteer Highs, Marketplace, National Public Media, Aug 27, 2009
A Gift of Time:  Many start giving of themselves in these tough times, Courier-Journal.com, December 29, 2009

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They tackled civil rights and women’s rights and ushered the country into the digital age of communication and entertainment media. They demanded better health care and more efficient automobiles. They worked alone and worked together to influence both their neighbors and their political leaders. Their list of achievements over the past 60-plus years is undeniably remarkable.

The boomer generation has “never just migrated through stages of life,” says Ken Dychtwald, a specialist on aging. “They always transformed them as they went . . . boomers are not going to grow old like any generations we’ve ever seen.”

And now this cohort of baby boomers – this largest of all generations, born between 1946 and 1964 inclusively – is redefining what retirement means and is on the verge of changing the world again through active volunteerism. Sometimes referred to as the “Senior Tsunami,” this 79 million-member group will begin turning 65 in 2011 and while many now must work longer than expected, large numbers are still likely to commence rolling in waves out of the work force. This powerful tsunami will continue through 2029 and beyond.

Not content to sit on their laurels
Thankfully, the boomer generation is a generation with heart, a generation that is already stepping up, recognizing that they can leave the world a better place for their children and grandchildren. It’s a strong and healthy group with a passion for helping others. Demographers predict the boomers will live longer lives and remain in better physical condition than any predecessor generation.

So, for many, knitting afghans and raising roses will not suffice. Volunteering will become the pathway of choice for many boomers. It will provide a way for them to maintain a social network with people who express their values in similar ways. Some volunteer experiences will also offer an element of adventure – something many boomers desire – without being unsafe or disorganized.

Boomer-rich companies taking note
Thrivent Financial for Lutherans, a Fortune 500 financial services organization based in Minneapolis, Minn., has 2.6 million members of which approximately 40 percent are baby boomers. When Thrivent reached out to those members to determine what sorts of charitable activities the organization should support, the resounding reply was Habitat for Humanity. Many of these 45- to 60-something Thrivent members were already pounding nails on Habitat construction sites across the nation. They wanted Thrivent Financial to support those efforts.

Based on that information, the company formed a four-year $125 million alliance with Habitat for Humanity International, called Thrivent Builds with Habitat for Humanity. The alliance supported not only the work of the popular home-building nonprofit, it also provided an enhanced means for Thrivent members to become involved or stay involved in an active and meaningful way. Members were offered opportunities to help build homes in their own communities or they could travel in teams with like-minded people to help build homes in specific U.S. locations or abroad.

Thrivent’s approach to connecting with their own boomer members through this alliance was highly successful. They were correct in anticipating that hundreds of thousands of them would be attracted to such an action-packed opportunity. The tangible result is that in just four years a combined total of more than 2,000 homes were built in the United States and in over 30 other countries.

Retiring “to,” not “from”
Along with the sheer size of the boomer generation, its vision of an active retirement is what will spur the group on to changing the world once again. In essence, boomers imagine themselves retiring to a new life, rather than retiring from an old one. They want to be part of something larger than themselves, something they can believe in. The opportunity to contribute something valuable and lasting, to engage their interests, skills and resources, to make a difference in a modicum of time and to slot in a bit of adventure will become paramount.

One of the ways they will meet all those criteria is through volunteerism. The legacy of millions of learned, talented, self-sacrificing people stepping forward to help those less fortunate is thrilling to consider. Imagine a more compassionate world where millions are volunteering and benevolence is the new norm. Those boomers just might pull it off – based on sheer numbers, if nothing else.

Courtesy of ARAcontent

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In spite of the economic downturn, many individuals continue to serve in their communities–helping their neighbors and organizing service projects.

In  2008, 61.8 million adults donated approximately 8 billion hours of time, and yet, over one-third of these individuals (35.5%) stopped volunteering and did not serve with any organization the following year.  This high rate of volunteer turnover has forced nonprofits to focus on replacing volunteers instead of maximizing impact and building organizational capacity.

A July 2009 report titled Pathways to Service posted on Volunteering In America identified five barriers that may keep individuals from volunteering or returning to service.

Key Findings

1.  Personal invitations to serve are more appealing to prospective volunteers.

Many individuals said they had never volunteered because they had never been asked. These same non-volunteers also said that if they were asked, they would be open to volunteering.

Organizations need to address this misconception in order to effectively recruit new volunteers.  Having existing volunteers share their stories can help non-volunteers see that they are just like those who serve.

2.  Non-volunteers see themselves as essentially different from volunteers.

Non-volunteers saw volunteers as retired, without children, and with an abundance of free time. While this may be true for some volunteers, data shows that the majority of volunteers tend to have busy schedules filled with work, children, and other commitments.

Organizations need to address this misconception in order to effectively recruit new volunteers.  Having existing volunteers share their stories can help non-volunteers see that they are just like those who serve.

3. Non-volunteers worry about having enough time to volunteer.

The term time poverty was coined over a decade ago.  Organizations are competing with people’s free time and time with family and friends.  They need to offer a variety of jobs—both short and long term.

Data shows that 65.5% of all US volunteers are episodic volunteers (volunteering less than 100 hours a year with all organizations) whereas 34.5% of individuals are intensive volunteers (volunteering 100 hours or more per year).

4.  Poor volunteer management turns people off of service.

Individuals who had a bad experience volunteering with one organization often did not volunteer again.  Individuals complained about poorly trained and unprepared leaders,  inadequate orientation and  skills training, restrictive volunteer assignments, lack of recognition and more.

5.  Skills-based volunteering can bring in new volunteers.

Non-volunteers reported that using their skills and learning new skills was important to them.  Pro bono and skills-based volunteering gives nonprofits access to needed expertise at a time when many are short staffed.

Organizations need to develop sound business strategies, models, and protocols. In support of this effort, the President’s Council on Service and Civic Participation recently initiated a challenge to leverage $1 billion in skilled volunteering and pro bono services from the corporate community. This three-year campaign, titled A Billion + Change, is led by the Corporation for National and Community Service to help nonprofit organizations benefit from professional skills, skills-based volunteering, and pro-bono contributions.

To see the full report:

“Pathways to Service: Learning from the potential volunteer’s perspective,” July 2009.

For another excellent report see:

The New Volunteer Workforce, By David Eisner, Robert T. Grimm Jr., Shannon Maynard, & Susannah Washburn, Winter 2009

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It’s a perfect storm when it comes to volunteerism in America right now, based on several factors that we’ve blogged about in the past. The baby boomers are retiring, the unemployed are looking for activities to hone their skills for resumes and simply to fill their free time, and President Obama has issued a massive call to action on the volunteer front. Based on these three streams of supply, nonprofits are currently seeing an unprecedented demand for volunteer opportunities.

In an ironic twist, many organizations that have seen a rise in their volunteer numbers have also seen a downturn in resources. Lindsay Firestone of Taproot comments, “It’s like a Greek tragedy. We’re thrilled to have all of these volunteers. But now organizations are stuck not being able to take advantage of it because they don’t have adequate funding.”

Just a few months ago, The New York Times reported a huge surge of volunteers in areas all across the country. (One hundred thousand in New York City alone!) Suddenly, many nonprofits nationwide are saying something they never thought possible: we have too many volunteers! In fact, the Times quoted one anonymous nonprofit exec as saying, “Can you make them stop calling? Everybody’s inspired by Obama,” he noted. Then he tacked on, “They also don’t have jobs.”

Others echo the executive’s sentiment. Bertina Ceccarelli of United Way in New York, states: “It’s sad but true, but the irony is that sometimes it’s almost more work to find something for a volunteer to do than to just turn them away.”

Having too many volunteers can be chaotic and counterproductive; both volunteer coordinators and volunteers can become frustrated with this situation. However, as we researched deeper into this topic, we found some tips for regulating volunteers within an organization:

• Before recruiting new volunteers, take stock of your current needs. List the tasks you would like to assign to volunteers, how many people you will need for each task, and how many hours per week should be devoted to these assignments.
• Write up a “wish list” focusing on a variety of areas within the organization. What have you been wanting to do/try? In particular, you may want to focus on fundraising efforts, marketing/PR/graphic design, and maybe even maintenance work such as cleaning or painting. Again, assess the hours and number of individuals needed for these tasks.
• Create a “crowdsourcing” area on your website. Have members of your organization brainstorm on challenges that hinder them from attaining some of their goals. Ask your volunteers (or the public in general) to offer ideas for solutions, then use those suggestions, in tandem with volunteers, to put those plans into action.
• Get creative. What new programs or teams could you start with additional volunteers, even on a shoestring?
• Develop a list of tasks that can always be done with little direction/supervision.
• Hold monthly informational meetings for potential volunteers to find out more about your organization and its volunteer opportunities. This will minimize time spent on this aspect of recruiting and maximize the amount of individuals reached each month.
• Cultivate one or more volunteers to manage and/or train other volunteers.
• Start a waiting list for volunteers. As we all know, some volunteers have a short-lived enthusiasm. If some drop out of your volunteer pool, it helps to have more ready and willing contacts at your fingertips.

Handy hint: Once you have new volunteer opportunities planned, don’t forget to use VolunteerHub’s event slot limit feature to set boundaries on the number of volunteers registering. (Make sure to use the waitlisting feature, too!)

Remember, with a surplus of volunteers, this is your time to be selective. You have the right — and the responsibility — to interview volunteers to make sure they are a good fit for both your organization and the projects you have outlined. And, by partnering with other organizations in your community, you can refer individuals that do not mesh well with your agency to other groups to which they may be better suited.

Perhaps most importantly, keep in mind that this is your chance to make a lasting impression on your volunteers. Take the time to evaluate your need for volunteers and match those willing to help with challenging, meaningful tasks. If they have a fulfilling, well-planned experience, your volunteers are likely to maintain their ties to your organization for years to come.

Related article:

“From the Ranks of Jobless, A Flood of Volunteers,” by Julie Bosman, in the New York Times, March 16, 2009

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“I’m calling on all of you to make volunteerism and community service part of your daily life and the life of this nation,” said President Obama in a video release. “And when I say ‘all,’ I mean everyone young and old, from every background, all across this country. We need individuals, community organizations, corporations, foundations, and our government to be part of this effort.”

Click here for the entire announcement:  http://www.whitehouse.gov/blog/United-We-Serve

Click here for Michelle Obama announcement:  http://www.allforgood.org/

Related links:

Online resource for service:  http://www.serve.gov/

Notes from 2009 National Conference on Volunteering and Service:  http://philanthropy.com/news/conference/

Conference blog:  http://www.casefoundation.org/blog/united-we-serve-new-rally-cry

Related article:

Jobless Professionals Yearn to Do Good, Kyle Stock, The Wall Street Journal, June 9, 2009

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