OPP OF THE DAY: Park Active Volunteers, Dudley MBC

Do you have an interest in fitness and love the outdoors? Do you want to increase people’s health and happiness? Do you want to gain some experience in delivering fitness sessions in your local park to increase your skills?

You don’t need to be a sporting superstar or fitness guru, we’re looking for people who are enthusiastic, good communicators and willing to run or support activity sessions.

As a volunteer with Park Active you can receive the following:
• opportunities to access free training opportunities (including first aid, safeguarding & fitness qualifications)
• free badged kit for the lead activators
• opportunity to make friends and have fun

Currently recruiting

Activators – You will lead on delivering a community workout as part of a team of volunteers. You will need to undertake two days’ of fitness training and emergency first aid. Training dates are to be confirmed and will be at the end of May or beginning of June. You will then be supported by trained fitness instructors who will be handing over the role to you.

Activator support – You will be assisting the volunteer that is delivering the community workout, such as, spotting and correcting for technique, motivating and encouraging participants

All volunteers also undergo Dudley council volunteer induction training.

There are opportunities in the following parks

Stevens Park, Wollescote Saturday morning
Buffery Park, Kates Hill Saturday morning
Abbey Street Rec, Gornal Saturday morning
Stevens Park, Quarry Bank Sunday morning
Grange Park, Dudley Sunday afternoon

Enhanced DBS check is required.

FOR MORE INFO OR TO APPLY please contact:

Nikki Cheung
Email: nikki.cheung@dudley.gov.uk

The Value of a Volunteer? $I#.@S

volunteerplaintalk

The Value of a Volunteer is

The official value of a volunteer is $25.43 U.S. according to Independent Sector.org. , an amount that converts to about £19 or $33 Canadian, $34 Australian and $36 New Zealand.

I honestly appreciate any help in assigning value to services rendered by volunteers because we need to point to tangibles when explaining volunteer contributions. But I think we should expound on the amount and not rely solely on this measuring stick.

It’s kinda like explaining an elephant by saying it’s an animal about 10 feet tall. Ok, but what does it look like or sound like or feel like?

By simply packaging volunteer value into monetary amounts based on hours recorded, we lose the opportunity to showcase all the incredible volunteer contributions beyond that 4 hour shift. So, how about we institute a more comprehensive formula for volunteer value?

I propose $I#.@S.

Broken down, $I#.@S stands for:

$: 25.43

View original post 538 more words

It must be my fault! A volunteer’s eye view of … #tuneintuesdays

So lots of articles out there around managing volunteers and good practice tend to focus on the volunteer-involving organisation’s view of the volunteering journey and I’ve decided it’s time to see things from the volunteer’s perspective. Quite often volunteers blame themselves and quite often it’s down to the organisation when things go wrong

Running a volunteer centre means that I am often contacted by volunteers who feel they have not had the best experience, been treated unfairly or are quite simply disillusioned with the whole thing and have decided it’s not worth the effort!  I’m often called on to do mediation or advocacy to try to repair the volunteer/organisation relationship too, so I’m encouraging you lovely volunteer managers out there to walk in your volunteers’ shoes and see the other side of the relationship.

These posts are not a criticism in any way of how you do things, they are just aimed to help you understand a volunteer’s perspective and enhance your volunteer/organisation relationships.   Managing volunteers is challenging as all volunteers are totally unique and often you are constrained by systems and procedures you don’t really have control over: however, you can certainly personalise parts of your volunteer management systems to make them more volunteer-friendly I’m sure.

Hopefully this series of posts will help you see things from the volunteer’s perspective and improve the way you interact with them, after all a happy, valued volunteer is more productive and a great advertisement for your organisation.

There are eight elements to this series and although there may some sections that appear to repeat what is in other posts, I felt it would be easier if I themed each one, so please do bear with them.

  1. Recruitment
  2. Selection and interviews
  3. Induction
  4. Support
  5. Motivation
  6. Development and training
  7. Recognition
  8. Volunteers’ rights

Please don’t forget if you need any help or support I’m happy to help and that’s what I’m here for 🙂  Just contact me on eileen@dudleycvs.org.uk