In casual conversation, we often link "orienting and training" together and, of course, they are related - but they are not the same. They are sequential, with orientation (British colleagues say "induction") coming first.
Orientation places the new volunteer into context. It provides an introductory overview of your organization, sets the tone you want, and clarifies rules and procedures applicable to all. It's important that orientation be provided consistently for every volunteer, regardless of position or background (except, probably for volunteers in single days of service, though they, too, need some context for their work). Because it is done for all volunteers, in most agencies, orientation sessions are created and presented centrally by the volunteer services office, including such elements as:
- A physical tour - with basics such as how the phone system works or where to store personal belongings
- Introductions to key people - or at least a list of staff and volunteer names
- How to find information when needed
- Emergency procedures
Training includes both initial training necessary for each volunteer to get started on his or her assignment and in-service or ongoing training that can be offered to keep skills current over time or simply as a way to maintain enthusiasm.
Initial training must be relevant to each specific volunteer position description, and also must be tailored to the abilities and experience of each volunteer. Therefore, it is usually provided by the volunteer's direct supervisor or someone in the unit where the work will be performed. To be effective, the trainer needs to:
- Distinguish between what someone needs to know before starting on an activity vs. what can continue to be taught over several sessions as the volunteer is on-the-job.
- Develop content based on learning objectives for the distinct elements of knowledge, skills, and attitudes.
- Understand that sometimes what is needed most is simply good instructions!
Ongoing or in-service training is both skills-oriented and a perk for volunteers. Therefore, you can involve volunteers themselves in planning and delivering such sessions. Be clear on your objectives (freshen skills? develop team spirit?) and then design a process that achieves those objectives. Consider:
- What needs a group meeting, but also what can be shared through the written word? Online?
- Can you build in cross-department fertilization?
- Can updated information be made available to volunteers via a password-protected area of the agency's Web site?
- Can you collaborate (and share the work) with other nearby or similar organizations to bring in guest speakers for all of you at once?
Finally, whenever possible, mesh what you offer volunteers with training that employees get. This should be two-way: volunteers should be invited to staff professional development, but the volunteer office can also score a lot of points if the in-service sessions you offer are equally available - and of interest - to paid staff!