Volunteer Coordinator Manual - Florida Department of Juvenile Justice

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FLORIDA DEPARTMENT OF JUVENILE JUSTICEVOLUNTEER SERVICES PROGRAMJOB DESCRIPTIONS, TRAINING AND ORIENTATIONA. WHY VOLUNTEER?The Department of Juvenile Justice’s Volunteer Services Program is intendedto increase both the quality and quantity of all juvenile services and programsrecognizing volunteers as a significant and vital part of the total system.Through “people helping people”, volunteers will gain personal satisfaction fortheir efforts while the youth will be encouraged to lend skills and talents topeers both within the facility and upon their return to the community.Volunteers bring with them a range of talents and interests that can be wellused at your facility/program. While working, they learn about theDepartment and your facility/program and become an important liaison in thecommunity.Presently, volunteers perform many roles at a facility or Department ofJuvenile Justice funded program. These include tutors, counselors, coachesand more. With your creative thinking, the possibilities at yourfacility/program are endless.B. PLANNING FOR VOLUNTEERSYou should meet with staff, administration and, when appropriate, youth, todiscuss the volunteer program. Staff involvement is crucial because they canbest recognize the areas of need. After all, staff will be working closely withthe volunteers.The support of staff and administration is essential in developing a viablevolunteer program. A good way to maintain this support is through theexchange of information concerning the volunteer program with the entirestaff. A training session for staff and administration is advisable. Discuss themerits of having volunteers and address any negative feelings. Talk aboutwhy people volunteer. When you understand why a volunteer is motivated,you can place the person in the best position to fulfill their needs. You willthen have a motivated, satisfied volunteer, who is likely to remain with yourfacility.To make a volunteer program work, you will also want to enlist he support ofyouth. In many cases, it is desirable and effective to orient youth to volunteerinvolvement. Depending on your situation and that of the youth, thisChapter 17Page 1 of 34/22/2010
orientation can be done in small groups or one-on-one. The youth’s interestare what “determining the need” is all about, so be thorough in assessingthese needs by including staff, administration and youth.C. THE MAIN ELEMENT: JOB DESCRIPTIONSWhen discussing where volunteers are needed, be specific. These needsshould be in relationship to the facility’s goals. The volunteer is applying for ajob, just as any employee would. Drawing up a job description for eachposition is imperative. This not only gives the volunteer a clear idea of what isexpected of him or her, including the time involved, but a job description alsoclearly defines the volunteer’s role for the staff.When selecting areas where you need help, remember that volunteers like tofeel they are making a contribution and, just like you, they want interestingjobs. To ensure a long-term involvement on the volunteer’s part, do not givethe volunteer a trivial or meaningless task. Keep in mind that the volunteer’sreward is not monetary but lies in job satisfaction.D. DEVELOPING VOLUNTEER JOB DESCRIPTIONSI. Why Job Descriptions are NecessaryA. The volunteer needs them to:1. Determine what he/she is volunteering for2. See exactly what the obligations will be3. Determine if he/she has the necessary job qualifications4. Evaluate performance over a period of timeB. The Coordinator/Liaison needs them to:1. Identify the positions within the facility/program2. Organize the work to be done3. Effectively recruit and place volunteers4. Aid in the measurement of the success of each volunteer in jobaccomplishments5. Evaluate program successII. Checklist for Developing Job DescriptionsA. Is this a real job? Can its usefulness be made clear and concrete tothe volunteer?B. Can this job be done satisfactorily on a part-time basis?C. Will time required for training and for supervision be in proportion to thevolunteer time needed in actual services.D. Can essential supportive staff work be provided?Chapter 17Page 2 of 34/22/2010
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