Orientation can also be the step in which future training needs for volunteers are determined. Wilson (1976) suggests the following specific items to include in volunteer orientation:

1. The volunteer should be familiarized with the organization’s mission, vision, values, philosophy, funding sources and staffing patterns.
2. The volunteer should become familiar with the specific expectation and responsibilities of the volunteer job.
3. The volunteer and manger of volunteers or programme manager should plan for future training needs of the volunteer.
4. The volunteer should become familiar with physical location, resources, record keeping and support systems.
5. The volunteer should be oriented to the specific job description and its relationship with the mission and work of the organization. 

Rights and responsibilities of volunteers to the organization

All volunteers have certain rights and responsibilities. The following are general rights and responsibilities that an organization may wish to consider and incorporate into the volunteer programme policies.

• Right:  to be assigned a job that’s worthwhile and challenging, with freedom to use existing skills or develop new ones.
• Responsibility:  to accept an assignment of their choice with only as much responsibility as they can handle.

• Right:  to be trusted with confidential information that will help them carry out their assignment.
• Responsibility:  to respect the confidence of the public and the organization.

• Right:  to be kept informed through internal communications, attendance at meetings, memoranda, etc. about what is happening in the programme and organization.
• Responsibility:  to fulfill their commitment or notify their supervisor early enough that a substitute can be found.

• Right:  to be provided adequate orientation, training and supervision for the role they accept; to know why they are being asked to do a particular task.
• Responsibility:  to follow guidelines and policies as established by the organization.

• Right:  to expect that their time will not be wasted by a lack of planning, coordination and cooperation within the programme.
• Responsibility:  to provide feedback, suggestions and recommendations to paid staff if these might increase the effectiveness of the programme. 

• Right:  to know whether their work is effective and how it can be improved; to have an opportunity to increase their understanding of self, others and the community.
• Responsibility:  to use time wisely and not interfere with the performance of other volunteers and paid staff.

• Right:  to be provided appropriate recognition in form of awards, certificates, etc., but even more importantly, recognition of day-to-day contributions.
• Responsibility:  to provide feedback, suggestions and recommendations to the supervisor if these might increase the effectiveness of the programme.

• Right:  to ask for a new assignment when ready for new challenges and/or responsibilities.
• Responsibility:  to be considerate, respect others’ competencies and work as a member of a team with all paid and volunteer staff.

Rights and responsibilities of the organization to volunteers

The organization has a responsibility for orienting, supporting and nurturing volunteers. 

An organization and its paid staff and management have the following responsibilities to their volunteers:

1. To accept volunteers as a part of the team, including them in training and staff meetings that pertain to their work assignment;
2. To establish and communicate clearly defined lines of supervision so volunteers know to whom they are responsible;
3. To accept and trust volunteers with the same respect accorded to salaried staff, sharing confidential information if they can function better with that information;
4. To help volunteers understand why their contributions towards a particular responsibility are important;
5. To encourage volunteers to suggest different ways of accomplishing objectives or new approaches that will improve the goals of the organization or programme;
6. To help new volunteers, particularly those of limited experience and resources, and those with differing and diverse backgrounds and beliefs to feel accepted by others;
7. To be willing to dismiss a volunteer if the individual is no longer contributing positively to the programme;
8. To allow a volunteer to leave a particular position once the objectives have been accomplished;
9. To encourage volunteers to accept new experiences, or encourage improperly placed volunteers to seek new assignments;
10. To extend appropriate recognition of and appreciation towards volunteers; and
11. To encourage clients, leadership, paid and volunteer staff to welcome and accept volunteers.

Select References:

Safrit, R.D., and Smith, W.C. (1992).  The Ohio 4-H Volunteer Involvement Policy.  Columbus:  Ohio Cooperative Extension Service, The Ohio State University.

Wilson, M. (1979).  The Effective Management of Volunteer Programs.  Boulder, Colorado:  Volunteer Management Associates.

(Adapted by permission from: The Ohio 4-H Blast! Program:  Building Leadership and Skills Together, Module4.  The Ohio Cooperative Extension Service, The Ohio State University, 10/92.)