Role of Volunteers in Cesata NPC

Cesata NPC Young Leaders Empowerment and Development
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Contents
a) Introduction
1. Why Have Volunteers?
2. What do Volunteers Receive?
3. Guidelines for Working with Volunteers.
4. How to Recruit Volunteers?
5. What Makes an Effective Volunteer Group?
6. Checklist for a YLED Programme
7. Committees
8. Board Requirements for Committees
9. Committee Member Roles
10. Committee Chair Responsibilities
11. Committee Member Responsibilities
12. Committee Liaison Responsibilities
13. Committee Reports
Role of Volunteers in Non-Profit Organizations
Introduction.
By Pillar Founder
Since the philosophy of the Cesa was founded in 2006, I noted with no regret that our society and community as a
whole had faced the difficulties in living life, in education provision and in promotional access for every youth
through the slowly progression in an establishment of community initiatives and facilities. The students and learners
performance and youth generally as concerned engaging themselves in what most of organisations implemented; is
very radically problematic.
Thus, the citizens which are our parents and elders sisters and brothers are not fully engaged into the initiatives
implemented by the past and recent community youth groups or organisations in purposes of improve the youth
behaviour, attitude and life activities performance. But to introduce the cultivation programme like Youth Leaders
Empowerment and Development Programme within our organisation; would be the one of massive force against the
education and life instantly daily challenges to our communities. I am; therefore, glad to introduce our enforcement
campaign and that is Youth Leaders Empowerment and Development Programme.
I am pleased that I have the opportunity to take personal involvement to this programme as the one of interactive
prestigious process for creating the best combination and relationship between the community people, schools,
teachers, learners and youth as whole. It’s has been a dream which critically observe as reality for proving our
capabilities and skills, which began in some eight years ago. I narrate this because I am deeply aware of the
concerns shared by many professionals, education institutions, parents and specialists about the future of youth on
the intended improvement for their progression in life attitude and behaviour in every activities performance. They
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shared these concerns for illustrate their worries on about what kind of the life living the next generation to our
country would have if these nowadays youth are not reaching out the nation’s expectations.
I understand those concerns, especially now. After I have made a physical and closer research which I observed that;
what difference and effort youth and community can contribute and bring when they provided a chance to exercise
their quality knowledge, skills, talents and potential with learning experience. By studying the South African Schools
Act No. 84 of 1996; Education White Paper which was signed by Former First Democratic Government Minister of
Education Prof. Kader Asmal as well National Education Policy Act No. 27 of 1996 which was signed by Former
Minister of Education Prof. Naledi Pandor. I have clear up all our ideas and opinions on how we can make
difference in our surrounding communities from the basic education level to higher or tertiary level as the
organisation of youth’s development and community uplifting; which specialises in culture, traditions, arts, sports
and recreations.
I dreamt and produced the philosophically thoughts into the eyes and ears of the community peers and elder youth;
and it where it became clear that our community will be strengthened rather than weakened. Only if we emphasise
and encourage the youth to participate on what has been structured for them, of course with cooperation of
education institutions. Through the Youth Leaders Empowerment and Development Programme I will emphasise the
spirit of indigenously and educational knowledge and experience throughout the nation’s youth; to develop the
commitment and dedication as the plans of investing into our future leaders. This will be considered by providing
the creation of the accessibilities on such platforms and channels for improvements and empowerments initiatives.
An elongated process of identifying the bad influence which causes the low standard behaviour and life basics of
living crisis as well as the lacking of attending on activities performance of youth groups or organisations; will be
overhauled and introduce the structures that will acknowledge the main role played by the community citizens. To
provide the possible consideration of expertise; that will be through the Youth Leaders Empowerment and
Development Programme. We will be investing in our community education institutions development programs and
other centres and academies, as YLED will be the one of the best educational purposes strategy to enhance the
support services where it can become more resourceful for all surrounding communities and societies.
I am also deeply aware of the anxieties that many education institutions’ associates, parents and general citizens has
about our inclusion proposals which we brought forward for youth to access their needs. With Camproy Education
in South African Talents Agency Non-Profit Company inclusion; majority had fear that some challenges might
impossible and harder to be crashed completely and permanently. By involving the professional, qualified people,
aspects and community youth who’re graduated or furthering their studies where else others along are in basic
education level; will promote the greatest simplest empowerment and development abilities, communications skills
and potential safety for our candidates which will be students, learners and youth.
I have a believe that throughout the measured effort and quality nartured commitment we’ll put forward in YLED
Programme we’ll produce unimaginative number of groomed leaders. We’ll also be able to convince the majority of
the parents and guardians of our community to show the support on this programme. We’ll classifying that this not
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a place to push an agenda to despite anyone, but only it a resource of the reconstruction and development of our
community youth’s performance.
It so fortunately that we have educational institutions which are on their best to equip our youngsters with full
internationality education on an advancement. Our youth, students and learners has found the passion from us as
the youth organisation; of which wasn’t just a simple step to embrace that courage. Through YLED Programme, the
Cesata NPC willing to determine the creation of assistance system on education needs, talents and skills promotional
access and leadership quality development. Regardless which education institution, community, race even age you
belonging. Our SMT members and HODs in different positions and departments will ensure that they climb over the
circumstances as the integrated component of our education and promotion improvement strategies.
I declare to uses this moment to invite all our societies, community citizens, associates, partnerships, co-operations
and public beneficiaries up to any additional community, government and non-governmental organisations to join
us in this important vital programme of building the education support platform. Let us being united to create the
community greatest education legacy to nurture our young brothers and sisters; so they’ll highly appreciate and
experience the excessively excitement and joy of learning, leading and living well honourably. To generosity provide
them with classifications and clarifications on every life challenges as a leader at any level. We won’t do it alone but
together as union community we’ll built a concrete foundation for lifelong learning improvements and
developments.
The South African Schools Act clearly noted that “this country requires a new national system for schools which will
redress past injustices in educational provision, provide an education of progressively high quality for all learners
and I so doing lay a strong foundation for the development of all our people’s talents and capabilities, advance the
democratic transformation of society, combat racism and sexism and all other forms of unfair discrimination and
intolerance, contribute to the eradication of poverty and the economic well-being of society, protect and advance
our diverse cultures and languages, uphold the rights of all learners, parents and educators, and promote their
acceptance of responsibility for the organisation, governance and funding of schools in partnership with the State”.
Indeed, I second this act on the quoted statement. Our nationwide communities and societies are deeply and terribly
needs brand-new creativity on re-correct the processes and programs of developing our youth out there. We truly
acquire the curtain understanding that this country isn’t for smallest population which demands quality uniquely
new revolutionary visions and complexsion of past missionaries. We must have a youth who’ll fight, stand-up
outstandingly and never allow the differences, difficulties and financial status which comes against them to
enterrupting and distracting them on obtaining their access rights to education. They should keep forcing sectors,
structures and governance bodies by creating the liberation of bring tramsformation in our communities with
indigeniously skills and talents.
Every youth must bare in mind; any vision which displayed and portrayed significantly more than positive image to
our nation, is for every youth who’s healthy minded and fitness in transfers the seemly meaningful visionary
backbone of a philosophy. They should seek for alternatively options for having deservingly access in every
opportunities to get success not money. They must fully warned and being quickly understands and aware that you
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need success and money is on the package of succession, achievements and accreditations on education
qualifications. The YLED Programme will emphasise those lessons transferred sufficiently throughout everyone.
I acknowledge that to building a massive education support platform would not be easier and smother; but what
will need everybody to do is persistence, commitment, co-ordinating, dedication, support, and unity, monitoring,
evaluating and follow-up in creation of leadership access of existence.
The failures of the other organisations to bring community uplifting and education improvements isn’t for Cesata
NPC to laugh at and gain a pride by introducing what better but is to amend the new congress where there will be
an assurance that not only those organisations has to take responsibility and some curtain leadership and
management including governance bodies but also everyone who share the same and similarity vision to see the
nation being advanced into the earth systematic of knowledge and experience.
I welcome and thank you for joining our family at Cesa Talents Agency NPC.
Mr Sifiso P. Sibiya
Founder & Board of Directors Chairperson
Camproy Education in South African Talents Agency
Who is a volunteer?
The “volunteer” is an individual human being who’s donating or working into the organization or projects or
company for no demands in terms of payments. Mostly they’re looking only for some benefits package which that
particular organization or company willing to grant and offer them with their free-will service they rendered to
them.
It employment status used mostly by the non-profit organisations. They become their members on taking
responsibilities in some of the positions which are available within the organisation.
Why Have Volunteers?
There are three strong reasons Cesa Talents Agency NPC incorporates volunteers into its programs.
First, it helps build organizational strength. That strength comes not only from growing and retaining members and
enhancing organisation programs, but also in the sense of ownership that volunteers gain when they become visible
advocates for the organisation.
Second, you, as member volunteers, have credibility that paid staff or consultants never have. You can discuss peerto-peer,
and you can promote the organisation because you believe in it. Volunteering is a personal choice, not your
job. Never underestimate the power of peer-to-peer communication.
Third, using volunteers extends the resources of Cesa Talents Agency NPC. Volunteers provide extra hands that
enable an organisation to do tasks and activities that might not otherwise get done. Volunteers also provide valuable
input to organisation leadership, management and general members.
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What do Volunteers Receive?
Volunteers gain from their experience in many ways, such as the following:
• You have a sense of giving back to the erosion and sediment control profession.
• You can express your values in activities that are meaningful.
• You will increase your knowledge and learn new skills through networking with other knowledgeable
people and peers.
• You gain an insider’s knowledge of the organization to grow the value of your membership.
• You enhance your career and gain prestige by building relationships with new contacts and old friends.
• You obtain the highly recommendations for better opportunity to yourself benefits.
• You find platform where you’ll learn to how conduct yourself professionally in a workplace.
• You get to know how handle different situations which involving people at your level and age or not.
• You exercises your qualities, qualifications and knowledge in particular dream career of yours.
• You gain and obtain great deals depending on your effort and dedication on the given and appointed
position.
• You get well recognised testimonials, recommendations and references to put on your portfolio for other
stage and step of future career.
• You get an experience of working independently and team work as well.
• You create a reality about yourself not false information whenever described yourself on employment
seekers’ papers.
Guidelines for Working with Volunteers.
1. Match the job to the volunteer.
First, evaluate the requirements of the volunteer job to be filled.
• What skills or knowledge does it require?
• How much of a time commitment is necessary?
• What are the benefits to the volunteer?
Once these questions are answered, then look for members who are a good fit.
2. Clearly define expectations.
You should develop detailed job descriptions for each volunteer position.
• The job description should spell out exact duties.
• The timeframe for service, what training will be provided, who the volunteer reports to and the
considerations of compensated.
• The description also should describe the purpose of the position.
• Expected outcomes and how success is defined.
Having all of these points in writing helps avoid misunderstandings and gives volunteers clear direction.
3. Provide appropriate training and information.
Many volunteers fail to reach their potential because they never receive the training and/or information they need
to succeed. Be sure to think about what the volunteer will need to succeed. Always look at the task from the
volunteer’s point of view and ask: What do I need to know to succeed?
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4. Assure appropriate follow up.
Use deadlines to keep tasks on schedule. Progress reports serve as early warning signs for problems. Make it easy for
volunteers to report their results.
5. Thank and recognize volunteers.
Thanks and recognition are critical factors in motivating and retaining volunteers. There has never been a volunteer
who has been thanked too often! Look for creative and fun ways to recognize volunteers in varied settings.
Recognition before peers can be a powerful tool not only for providing a fulfilling experience for current volunteers
but for recruiting new ones who want to bask in the limelight as well.
How to Recruit Volunteers.
The most successful volunteer programs use multiple avenues to promote the opportunities available and to entice
participation.
• Publicity:
Get the word out about the volunteer opportunities available and how to apply using the organisation’s publications
and website. Feature active volunteers in the newsletter and the on the website and always include instructions
about how to volunteer.
• Surveys:
We will recruit new volunteers by surveying members. There are two approaches.
1) One is to list the volunteer opportunities with a brief description of each.
2) The other is to list topics or issues and/or skills, then use the responses to match the volunteer to the
appropriate opening.
In either approach, it is important that everyone who returns a survey receive a response and a thank you.
• New Members:
A welcome telephone call to new members is a great time to ask about their interest in becoming active in the
organisation. Usually, the most successful approach is to propose a one-time or limited-time assignment that does
not require in-depth knowledge of the organisation. Cesa Talents Agency NPC recommends that; either board or an
executive members should call a new members on a monthly basis to encourage members to get involved with their
assessors and to inform members of volunteer opportunities with other organization internationally.
• Talent Scouts:
Empower the current volunteers to recruit their colleagues. For instance, it can be a part of the job description of
every committee to identify at least one potential member for next year’s committee.
• Volunteer Job Fair:
Set up a Volunteer Job Fair at the next Cesa Talents Agency NPC meeting or conference. Committee members can be
on hand to answer questions and to sign up new committee members.
This can be a fun and creative addition to a standard organisation reception.
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What Makes an Effective Volunteer Group?
The selection of volunteers to serve as members of committees is based on several criteria:
• Demonstrated interest in the industry and organisation.
• Willingness to serve — commitment.
• Ability to serve — time, company support.
• Something of value to contribute — knowledge and skill.
• Professional reputation — ethical and cooperative.
• Reliability — will assume necessary responsibilities.
• Innovative - Leadership and communication skills.
• Creativity – promote originality ideas and opinions.
• Presentable – ability to present reports, speech and presentations.
Checklist of a Volunteer Management Program.
1. The Cesa Talents Agency NPC has a clearly defined purpose of the role that volunteers have within the
organization.
2. Position descriptions exist for all volunteer positions in Cesa Talents Agency NPC.
3. The Cesa Talents Agency NPC has a well-defined and communicated volunteer management plan that includes
a recruitment policy,
description of all volunteer positions,
an application and interview process,
possible stipend and reimbursement policies,
statement of which staff has supervisory responsibilities over which volunteers,
any other volunteer personnel policy information.
4. The Cesa Talents Agency NPC follows a recruitment policy that does not discriminate, but respects, encourages
and represents the diversity of the community.
5. The Cesa Talents Agency NPC provides appropriate training and orientation to assist the volunteer in the
performance of his or her volunteer activities.
6. The Cesa Talents Agency NPC is respectful of the volunteer's abilities and time commitment.
7. The Cesa Talents Agency NPC does volunteer performance
appraisals periodically and communicates to the volunteers
how well they are doing or where additional attention is needed.
At the same time, volunteers are requested to review and evaluate their involvement in Cesa Talents Agency NPC
and the people they work with and suggest areas for improvement.
8. The Cesa Talents Agency NPC does some type of volunteer recognition periodically and staff continuously
demonstrates their appreciation towards the volunteers and their efforts.
9. The Cesa Talents Agency NPC has a process for reviewing and responding to ideas, suggestions, comments and
perceptions from volunteers.
10. The Cesa Talents Agency NPC provides opportunities for program participants to volunteer.
Committees.
The Cesa Talents Agency NPC’s strength depends on the level of membership involvement in its programs. If Cesa
Talents Agency NPC is to succeed, it must combine and coordinate the efforts of its members to develop useful and
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elevant programs. A meaningful and active committee structure provides a mechanism for members to get
involved.
The organization should form the committees that it can reasonably manage based on membership size, goals and
resources.
Board & SMT Requirements for Committees.
The Cesa Talents Agency NPC Board requires that; all Cesa Talents Agency NPC committees include the following
details. Boards should consider a similar policy to ensure that your committee descriptions are addressing all
relevant details:
1. Each committee will set a term limit for chair and members of the committee.
2. All committees must review their description and goals on an annual basis. The description/goals will
reflect the Annual Development Plan.
3. All committees will determine how often they will meet and what time commitment for a volunteer.
4. All committees will actively recruit new members whenever they have an opening on the committee.
5. Each committee will determine the criteria of who needs to be on the committee.
6. Committees will determine how often reports are necessary. A committee report will be submitted, at a
minimum, once a year to the Board.
7. It is the Vice Chairperson role to manage committees at Cesa Talents Agency NPC as board of directors’
responsibility.
8. The Vice Chairperson will work with the chairs of the committees to be sure they are making progress
towards the Annual Development Plan.
9. Each committee will have Cesa Talents Agency NPC members/staff liaison.
Committee Member Roles.
It is important to understand the roles and responsibilities of the various members of a committee. If everyone
understands what their responsibilities are, the committee has greater chances of making progress and achieving
desired objectives on a consistent basis.
Committee Chair Responsibilities
The key to a successful committee even with committed committee members and solid objectives is the chair. The
smooth management and creative achievements of a committee are in direct relation to the chair's ability to lead and
direct the committee's functions. An effective committee needs a chair who will accept responsibility while
encouraging others to offer thoughts and recommendations on the committee's activities.
While the chair’s responsibilities should be outlined in detail in the committee description, in general, the chair's
responsibilities and duties can be placed in four general categories:
1. Planning. The chair consults with the association staff liaison and other key members of the committee in
planning the committee's agenda within the framework of the committee's responsibilities. The entire
program of committee work responsibilities should be thoroughly reviewed so that individual committee
assignments can be made effectively.
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2. Conducting Meetings. The chair consults with the staff liaison to develop an agenda and directs the
committee's work. He/she maintains the group’s focus, stimulates group thinking, encourages and channels
discussions, weighs the value of expressed ideas and suggestions, summarizes constructive suggestions and
seeks out decisions.
3. Maintaining Records and Information. He/she ensures that accurate minutes are kept, motions recorded,
necessary reports prepared, and a record of committee work maintained. In addition, the chair remains
constantly informed regarding the progress of individual committee members' assignments.
4. Getting Action. The chair must motivate members toward active participation and involvement in committee
activities. With overall objectives in mind, he/she must channel the interests and talents of individual
committee members into productive efforts and ensure the necessary follow-up action.
Committee Member Responsibilities
The role committee members’ play is an important one. The success of the committee depends on the contributions
made by each of its members. While the committee members’ responsibilities should be outlined in detail in the
committee description, in general, their responsibilities and duties are outlined below:
• Attend all meetings.
• Review the agenda and accompanying materials prior to attending the meeting.
• Seek clarification of any items that are not clear.
• Stick to the agenda during the meeting.
• Determine what the exact purpose of the meeting is and decide in advance how and what to contribute.
• Keep replies short and to the point.
• Do not hesitate to comment, criticize constructively or disagree.
• Keep in mind that the volunteer group has authority to decide and act, not individual members.
Committee Liaison Responsibilities.
Cesa Talents Agency NPC is run by volunteers, the chair of the committee typically serves as the members’ liaison.
But if the Cesa Talents Agency NPC has a paid administrator, the function of the staff liaison is to ensure that the
channels of communication are kept open amongst all committee members.
Here are some typical roles of the committee liaison:
• Coordinates meeting time and agenda with chair and sends out meeting notification to all committee
members.
• Takes minutes at meetings and distributes to committee members.
• Assists chair as needed with communication with members and follow up of action items.
• Facilitates ensuring that the committee’s needs are met with budgeting.
Committee Reports
Formal committee reports, recommending a course of action or conveying information to the Board of Directors, are
to be presented in written form.
Committee reports can accomplish several objectives:
• Convey activities and tasks that have been taken towards the committee’s goals and objectives.
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• Recommendations for organizational changes.
• Recommendations for association programs or services.
• Request for approval of a new policy or for a change in an existing policy.
• Request for emergency action to adopt policy.
• Request for information.
In Power to the Department of Human Resources for YLED.
The Department of Human Resources within Cesa Talents Agency NPC is fully accountable and responsible for the
Youth Leaders Empowerment and Development programme. Meaning HR Director and Manager are the people take
all fundamentals of this accountability.
Ms Thandeka Vilakazi.
A young energetic women who is a student at Brea Tech doing Diploma in Human Resources. She has been
appointed as the new Acting Human Resources Director/Manager for Cesa Talents Agency NPC on the Department
of Human Resources. She is officially the Senior Management Team member (SMT). She is responsible for every
recruitment of the organization and for more information and details email her at tha.anele@gmail.com ; she will
attend you.
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