Assessed amount of cost-saving represented by the use of volunteer services within a probation and parole agency for a 12-month period. Results indicated that volunteer services represented cost savings in excess of $145,000 for the year, and that these services represent an average of 6.33 full time employees (FTEs) per month. (Author)

Provides ideas to help libraries build a successful volunteer program in light of changing lifestyles. Suggestions include recruiting from new and diverse sources such as seniors, people doing community service, minorities, and persons with disabilities and using formal employer groups. The importance of flexibility and professionalism in managing…

Details communication-related portions of new volunteer training process for Hospice organization. Description covers both theoretical intentions of training and contextual applications. Topics addressed include trusting, listening, talking about death and dying, communicating/interacting effectively, being assertive, taking responsibility,…

Discusses the distinctions between volunteerism and service and expresses concern about the use of "service" as an umbrella for all forms of civic participation. (JOW)

Describes the programs of the Corporation for National Service such as Senior Service Corps, Learn and Serve America, AmeriCorps, Foster Grandparents, Retired and Senior Volunteer Program, and Seniors for Schools. (JOW)

Outlines considerations for program managers working with volunteers who have disabilities: accessibility of facilities; potential pitfalls; teamwork; placement; problem resolution; and communication with other staff. (SK)

The Retired Senior Volunteer Program in New York City uses a matching process designed to place older adults in optimum volunteer assignments. The process uses position descriptions outlining the transferable skills needed, and a screening interview to identify the transferable skills of potential volunteers. (SK)

Describes GEMS, a spiral model that profiles volunteer administration. Components include Generate, Educate, Mobilize, and Sustain, four sets of processes that span volunteer recruitment and selection to retention or disengagement. (SK)

Investigates the motivational needs of adolescent volunteers (N=255) in a variety of volunteer settings. While there were similarities between the motivations of adolescent and older volunteers, some important differences were found. The findings are explored in the context of the adolescent development stage, and implications are discussed.…

Presents developmental characteristics, implications for volunteerism, and potential activities for the range of volunteering for each stage of the life span. Concludes that volunteer managers are faced with the challenge of pulling together all aspects of society to build upon their unique abilities and insights. (Contains 24 references.) (JOW)

A survey of 797 extension master volunteers in Ohio received 200 usable responses indicating that achievement was rated as the most important motive for beginning service as a master volunteer. As they continued to volunteer, affiliation became the most important motive. Intrinsic forms of recognition (e.g., receiving compliments) were rated most…

Participants in Educorps, a network of retired superintendents, travel throughout New York State to dispense hard-won advice to fellow school executives. During Educorps's first 20 months, 200 consultants have helped 60 school systems tackle financial planning, curriculum development, and public-relations issues. Services are free, minus…

Nebraska 4-H volunteers (n=714) surveyed were predominantly motivated by affiliation and desire to help others. Many were parents of 4-H members and wanted to assist their children's involvement. There was no relationship between motivation and their preferred forms of recognition. (Contains 25 references.) (SK)

A survey of technical and further education students in two Australian technical institutes (899 metropolitan, 297 regional) found that those most likely to be interested in volunteering were at the regional institute, female, or full time. Only one-third of metropolitan students willing to be volunteers were actually volunteering. (SK)

A survey of 97 Indiana 4-H/youth development educators and interviews with staff and volunteer board members indicated that volunteers believe in core 4-H values, recommend reaching more and different youth, and believe that the rural image inhibits progress. Staff interactions with volunteers, lack of parental involvement, group organization and…