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yes I am hitting record hello everybody and welcome to tonight's CBA webinar brought to you with support of the community of media training organization tonight's topic finding skilled volunteers find volunteers for your station can be a challenge especially if you're a regional area while you struggle to bring young people in through the door tonight's webinar aim to teach you practical skills you can use in the recruiting and training processes as well as for once they're through the door probably to get these presenters to stick around in the session you will learn tips for recruiting and training documenting personnel needs and developing suitable tasks and processes a way to build a community connections to help you find volunteers both young and old and how to keep the skilled volunteers know we don't want to go that that way yet and I get backwards on this deal this is being recorded till I should point out so the fact that I'm able to use PowerPoint will be something that's there for future generations to enjoy I should plan tonight but I was presented by Chris team and has been working in corporate communications marking five years living in the media arena in 2015 almost as a news reader now the Communications Manager for nine sixty five in Brisbane there's not a robust effective internships volunteer program others the same great success across the organization we're very lucky to have christie here with us this evening she's with us right now I've just unmuted you Kristy and also make you the host so that you can show us your screen and we can have that as well I certainly trust that you have more proficiency in using PowerPoint than I do well let's hope so Danni thanks so much for having me I'm really excited to be here to I guess share a little bit of what we've learned across the path of including volunteers and our organization and as as the the little wonderful buyers from Danny said we have had some really good successes in this area and it is exciting to share this with you so Danny's given a little bit of a bio about about our organization and a little bit about me I own actually started as a volunteer at 1965 about ten years ago that ripe age when you finish school and you're scrambling for things to do and Here I am about ten years later as a full time full time employee it's we have a really wonderful legacy here at 1965 and we started 40 years ago and when we started we were exclusively volunteer run and operated and now down the track we've got about 20 paid employees mixture full-time part-time and we've got seven to ten volunteers on a regular basis weekly which surges during our two on-air fundraisers each year plus our uni interns free of which we welcome this week so it's been a busy week here in the office and also our work experience program so volunteers are hugely integral to our organization and the last couple of years especially we've really built on what we've learned and put it into practice with some really good results so yeah very very important to who we are very very important to who we are as an industry as well so with that little introduction over the way we'll get move on and Danny I hope my skills are higher up to scratch in terms of PowerPoint so the first slide here there we go so I guess there's three real steps I mean we talk a lot about finding volunteers and where to find skilled volunteers I guess there's a there's a step beforehand that that with really really beneficial and that is preparing first so preparing before anyone walks in the door it's not too late if you're if you've got volunteers coming out of your ears or you you are a volunteer yourself it's not too late these steps can be put in place at any time so preparation first then we've got to find them and then the key to all of this is on how do we keep them so they're the three sort of points that I really want to talk through with you guys tonight and yeah feel free to throw any questions up there all if they relate to where we are try and answer them as we go and yeah we'll go from there so preparing first it's a really well-known quote but it really is so true and that is by failing to prepare we are failing at we're preparing to fail rather so by failing to prepare you are preparing to fail so we've got a few pointers here and these are six things that really helped us kind of get our our systems in place before we even have a volunteer walk in the door and these guys in the top right-hand corner these are two of our volunteers there are wonderful hang on bills just raised his hand their bill will work out how to throw to you in a minute but yet we've got two volunteers up there that's mark and Barbara they come in and sit on the phones during our on-air fundraising appeals twice a year they've been coming for quite a few years now regularly and they're so proficient now that's we just shoot them an email when we say hey you guys are up to this some this June or this November and they're like yep can't assume he's the days we can come in so it's just a little off right a few pictures of our current volunteers in there just to give a few faces behind what we're doing here so but back onto the list at the first point is work out what your organization needs the facts that we need people and that is a really common term that's thrown out there simply needing people isn't enough sit down and walk work out what your station needs do they need honored talents do they need support or fare in raishin do you need help with your website you need help you through social media I'm from there we kind of look at is that a skilled or an unskilled position so if it's a skilled position either you find someone with the skills or you accept volunteers based on the resources you have in those areas to train them in for example your own air announces obviously having someone on it that has the time and the resources to train them is really important so it's really worth if it is a skilled position either finding someone with the skills or allocating the resources to train them in those skills so the other the other point that we've found really helpful is actually determining the time frame for what we need that volunteer to do is it an ongoing task something that I can come in a day a week ongoing or is it actually a project is it a short-term project is it a long-term project that kind of thing is really easy when you get people that come in your door and I'll talk about this a little later they will also have a time frame so it just helps to discuss those things right up front work out whether that's going to work for the organization and then you can get the right person to that and the fourth one is writing out a task list for our what we call our unskilled volunteers so people that come in and just happy to do anything we actually have a task list that's ready to go so people are with you now within our organization that our adding tasks to that as they find something that could be done by a volunteer it gets added to that list so that's just a Google document on the Google Drive so again with the with the skilled positions so for example we've actually got volunteers actually we've just lost one volunteer she's gone to Wyoming Hawaii to train for the ministership but some we had a social media volunteer who would come in a day a week and she literally had a checklist that she would go through when she came in in the morning about moderating our Facebook and creating content having our website seeing what could be done there and yet having the task list one made it really easy to train her and get her proficient because you actually had what she needed to learn and the other thing is she knew exactly what she was doing each morning when she came in on her volunteering day so writing out the task list and actually writing them the process the volunteers that we have to come in and do some database or back-end or administration work we've actually got that it's even huh even as simple as half a page or even a couple of lines just making sure that they know exactly what they're doing and you know that the job is going to be done properly when they come in the door and fifth one on this list is paperwork and we treat our volunteers very very similarly to how we treat an employee actually almost identically so on all of our volunteers fill out an application form which covers all of their personal details their availability why they wanting to volunteer at our organization what kind of skills they bring with them and a couple of referees I'll cover this a little bit later about why we do that and why that's so important but the other sort of paperwork that we have in preparation for volunteers is a volunteer manual so the volunteer manual is basically taken from our employee manual - the information they don't need and it actually has an agreement at the back that they sign off and agree to when they come and volunteer so things like the policies that they might need to adhere to in terms of the social media website conduct what our values are and the fact that they agree to work within those values and support those values and that kind of thing is really important it also comes back to accountability so just like an employee this is almost there I guess contracts that that would suck that they would sign when they're coming in the organization dony mentioned CB SS rights and responsibilities of volunteers that they've got and I think he's going to put a copy to it in the information with this presentation but that they actually have an example of the kind of agreement and the kind of I guess values that accompanies agrees to treat the volunteer with and that the volunteer agrees to give back to the company it's actually a really really good stunning point if you don't have a document like that but yeah so just starting with what you've got even something simple doesn't have to be rocket science and I've got to cut um I'll show you where you can actually see our application form in case you want to kind of take that as a basic point and then the next one is making sure you've got some way of storing your volunteers information and details and contact details skills availability that kind of thing is really important because once you've built a database of volunteers that have already come in and and worked for the organization if you've got a particular project or need them to come back and have a specific something specific for them to do you can actually just shoot an email out based on those skills you know that they have and say hey we've got this opportunity what what's your availability like so that's kind of a list of six things that we've built pretty much around we've had like like every organization that works with volunteers and actually any organization that works with people we've had some phenomenal experiences and we've had a lot of challenges so some of these points and I come to a little bit later have actually stood us in good stead in terms of building defining how we treat our volunteers what we expect from our volunteers and the accountability that comes around that right and we're all here finding skilled volunteers so this is um this is something that sometimes does take time to build and I just want to preface that right at the forefront when you find someone good we hang on to them as long as we possibly can if I'm sure that will resonate with all of you but I've just started these little quotes through here because I really do think that they're so important and a person who feels appreciated will always do more than what's expected and we've certainly found that through the course of some of our volunteers and these two young ladies up in the top right-hand corner and the one on the right he's the one who's just gone off to work on the mercy ship and he's currently being trained up so we've actually she's she's coming here to volunteer and she's gone off to volunteer full-time which is pretty awesome and the other one on the left is amber she actually did one of her university internships and has gained full-time employment in a marketing position so yeah um finding skilled volunteers the first thing that I guess we start with is is station we start with the people that are closest to us we're radio stations and our radio stations have people that know us love who we are and know what we're doing so we actually start first and foremost if we're looking for a particular volunteer or to recruit a group of volunteers for a specific project this is where we start so we're actually very similar to if we had a paid position going we create a promo that outlines what we're looking for so yes something along the lines about learning the skills making it sounds like what it would be like to work in the organization so for us that's um super fun and yeah just personalizing a little bit so they get a bit of your personality in there and then once you've created that promo I guess that's going to air on your station we then make sure that the details are on our website so I'm just going to pull up here if I can so in terms of that website we always have a web page dedicated to volunteers so I guess that throughout the year we get a number of applications through people who've been looking through our website and have come across this page and gone yeah I can I've got some time to volunteer so I'm just going to show you this permanent page no website metal so here it is so it just gives a little bit of background about who we are the fact that valent we really really appreciate volunteers that we are a volunteer based organization in that we started with volunteers right back in the beginning is an exclusive volunteer organization it's got our volunteer application form there and then the types of volunteering that they can do so we offer University and take internships that's been a really valuable source of skilled volunteers for us we also offer school work experience and then just normal volunteering I'll come to that a little bit later but if you want to have a look at our application form a little later it's all there on our website and I'm sure we can include the URL to that but yes so along with your permanent page set up for your volunteers we also put the specific positions that we're looking for specific projects that we're looking for volunteers on our homepage we make sure the application form is there and that all the links are working and the details on who to send it to is really clear and then we use our social platforms to spread the word so that's using the URL just to put something up on Facebook or creating some fun little graphics with the URL in the intro but yeah we very much treat it almost like a campaign when we've got a recruit volunteers and all we're looking for someone specific we also email people in our database and we have included it in our printing years that if you do one of those so that's one kind of Avenue that we've found really really successful and that is working out who you need or a position that your organization needs and then recruiting for that position just like you would a paid position so I guess you're kind of probably sitting there thinking that's fantastic is he going to work and I guess that that's the age-old question and coming from a marketing background test it and see how it goes if it's not working try something different but with volunteers and people just like if you're applying for a job and jobs are changing all the time new jobs are appearing all the time we don't know who's out there listening to our station or reading our website so keep trying and if it doesn't work right now it doesn't mean that it's not going to work the other test and see how it goes is just make sure your links are working the application form is self-explanatory and it's clear on who to send it to so the next place and I guess this is kind of along the lines of looking within people that know who we are and love what we do is kind of going that next step and that's going to your current staff and volunteers and saying hey do you know someone it's incredibly interesting to see that sometimes people can come to you when you least expect it and I guess giving your staff and current volunteers the opportunity to know that you're looking for someone in a particular area is really important for example we had a we had one of our staff members have a friend that he has and he's actually a journalist and had been made redundant and he sort of came in sit back into the office and said oh can you kind of use use Warren's skills as a journalist he'd be happy to come in and do some writing for us and do some content for our website and then I guess that's an example of things that can come out of the blue and yeah Warren still with us he loves coming in every week he wants to keep foot in the door he's not quite sure if there's a change in career for him but at the moment it's really working for us and it's really working to him so yeah just putting it out there having your staff and your volunteers being on the lookout for people that might be able to come in and do some work with your organization um the other thing that's been really successful for us is actually work experience school work experience now though we typically take the school work experience kids for a week but what we've found is once they've graduated school and they're in uni they're wanting to keep a bit of a foot in the door because they're interested in radio radio is a bit of one of those buzz words just seems to attract just seems to attract people it's it's a really quite phenomenal load coming from a corporate background it's been really exciting to see how that works but our work experience students we've had a lot come back to become regular volunteers and then again turning up as as a part-time or a casual and for you down the track um the other thing with high schools if you've got a local high school nearby is most of them now have media as a subject a lot of them also have a radio school or a little pop up radio program that goes over the loudspeakers lunchtime and approaching the school to see if you can strike up a partnership or whether there's a particular project you might have that the students can work on it's a great way to do a proposal or if you've got a campaign that you're wanting to run or a program that you're needing some race that research for can be amazing what comes out of those some partnerships sometimes and the other one is title rescaling programs so most communities have a form of this and work for the doll or upskilling programs helping people to re-enter the workforce just tapping into them excuse me tapping into those programs and maybe seeing if they've got someone who wants to come in a day a week to get some more experience or ongoing experience before they step back into the workforce the next one universe internships this is actually proven to be the most successful for us in the last sort of 18 months to two years as I said earlier we've just had three new interns join us these are third year fourth year students and it can be if you've got a university nearby it's as simple as approaching the university and saying hey we've got the ability to take university interns in these areas so for us that's kind of being the marketing communications promotions media and video areas they come very savvy very technically savvy you don't have to show them how to use a computer they are at the end of their degrees so their technical knowledge is really good in those areas and they're really willing to learn so we've had great success in that and we've even had an intern she's actually starting full-time work next week but she's been volunteering after her internship for two days a week she's actually a HR graduate and she's been updating all of our policies and procedures in those two days a week so yeah we've had some great success they're getting some skilled volunteers um the next area is something that um we would all use to my knowledge this is something that's used often but I thought it was worth mentioning and that is who do you know that's skilled in their field that you can use on and off air we've got a lot of experts we've got a financial guy on who's doing some specific budget family planning content for our honor in small spots we've also got some content contributors that are writing articles for our website so they can be there anyone from psychologists who are doing specific parenting or how to get your team's through teenager years or how to manage screen time for for small children for us because we're a family based and a family values based station that kind of content is has been really key and it comes all very much pre prepared and just attributing their authorship it's great value to our audience and listeners as well as our online audience so there's a couple of ways that we've found our volunteers and that's been really really successful the important next steps I guess that once we've got some volunteers we actually take them through this next process and if I can say anything this has probably been the most important step in working out who's going to fit within our organization and our culture and being able to have really frank discussions with people when it's not working out which does happen we're all aware that that happens and that can happen for a variety of reasons and I'll touch a little bit on that later but these are the next steps that we take so as I mentioned before all of our new volunteers have to fill out the application form we follow up on the reference their character referees we populate our database with their information and along with their skills while they're wanting to volunteer at the station we then actually get them in for an interview and this is very much like her paid stuff we have a list of interview questions that covers a little bit more in detail why they're wanting to volunteer at the station what kind of skills where they're wanting to get experience what their current situation is and what kind of time frame that they're sort of looking to volunteer for if it is for a specific task going back to that looking at what your organization needs promoting that position and hopefully getting some good applications in for that we actually go through the specific task or the position and go through the tasks that we've developed for that position so you can really do a match of skills to the task list in the position and just make everything really transparent the next one that's really important is clarifying expectations both yours or the organizations and what theirs are so things like what are they hoping to achieve out of volunteering at 9 6 5 volunteers come to us for a lot of reasons it has to be mutually beneficial and for some people it is actually just the community they want to come in they want to be a part of the community they may not be doing anything else at the moment and so that personal interaction is really important they might be in between jobs and they want to just keep and foot in the door keep their professional skills sharp and and I guess keep some sort of that routine until they find another position the other one is retirement and we've actually got some phenomenal volunteers ROS room for us who comes in on a Wednesday has had a clerical background so she's got great attention to detail and we've been able to throw a few things her way that we would have had to have had a like an administrator that was someone really gifted in admin do that work and that's to spin it absolute it's been absolutely amazing so yeah clarifying their expectations and their timeframes about what they want to achieve at a volunteering is really important and then we actually do the formal appointment and that's coming back to that volunteer paperwork the policies that they that are part of working for your organization or volunteering for your organization and we have them sign the agreement this actually is really good if you're having issues with a volunteer to be able to have something to refer back to if they're not if they're doing things that are outside of what your organization values are or you're going to get something in your social media policy the same risks that I guess of a paid employee are the same that you have with a volunteer as I said before they're all people so yeah and then we actually set up an initial review so while we're checking in with them and do a lot of initial training in the first few times they come in we actually do a review to discuss how things are going and that kind of depends on what the so with our university interns is actually a structured review that happens midway through their internship for me though that's a little bit like we've already kind of discussed hey how's this going what are you are you getting experience and the things that you want to get experience in how's your project that you've been allocated going and sort of things like that so those reviews are really important it can also pick up any things that are a little bit niggly that you need to address or we kind of do the punctuation punctuation we with our university interns and work experience they'd have a set time that they come and they have a set time that they leave with our other volunteers we get a rough idea from them what time they're going to be there it just helps us to allocate tasks and those kind of things you know have your circumstances change how's this working for you have you got enough training that kind of thing just wonder if there's anything else on that screen that so the next step is and can be probably the most challenging with volunteers as I said they all come for different reasons which means that volunteers are going to come and go hopefully way more than your paid staff we've just had as I said one to go after why we're and we've had people go get back into gainfully full-time paid positions the beauty about all of those is we still see them keep coming back and they're involved in the station in other ways so some of what I'm about share it with you but how do you keep them kind of pays dividends way beyond the time that they are with you and a lot of this Jack Sparrow coin and good old pirates for Carradine but not all treasure is silver tangled so now that we found them how do you keep them this picture on the right hand side here is actually a rookie announce so that's Ken green he's been at the station for about six years as part of our rookie show and that's our chase so Art Show and her husband also come in during a fundraising appeals love getting on the phones love talking to the people that phone in and getting their stories so yeah and as you can see they're really strong really strong connection all of our staff just see a volunteers as part of the team so it's a lot of fun but that's kind of leads me into this first point here and that is we treat our volunteers as an integral member of our team as in if they're in the office and our staff are in the office they are treated exactly the same so we those that are regular interns of volunteers with us they get their own logins today compute to a computer and know where they can they know you know who sits where's I know what they do we've gone through all that training we include them in our staff meetings we involve them in projects we allow them to make suggestions to have creative important I guess a couple of other projects that I'll throw in here as examples is one of our one of our unit interns actually set up our Google AdWords so we didn't have anything about two years ago I set up a Google AdWords applied for the Google AdWords grant and if you don't have the Google AdWords grant get onto that that's phenomenal value available to nonprofits and yet went through the grant process of applying for it and got it approved so that um that was allowing her and giving her the responsibility to do that it was really stretched her but she was one of the volunteers that came back in after the internship until she got a full-time position we still keep in touch with her now comes in for appeals to help on the days that she can so it's really paid dividends being giving them some responsibility for something one of the other ones is we had one of our regular volunteers part of creative meaning for a billboard campaign that we were running and this is just one example I know not not everyone's going to be out there doing billboard campaigns but even if you're wanting to run something creative for Father's Day or you've got something coming up in programming just involving involving them in the process even if you don't pick their idea is really important to making them feel appreciated so and the other thing that's kind of based into all of this is volunteers don't want to be sitting there with nothing to do and if they do you've probably got the wrong people so yeah the next step in that one is equip and train them so do they have what they need to succeed do they know what computers they can log into do they have access to the folders that they need to or the programs that they need to be able to do what you've asked them really efficiently and really effectively the other thing we do which is probably the hardest thing out of all of it probably the hardest thing to manage if I could be really candid and I'm sure you're all agree is actually investing that time we're all time poor and having three interns start this week has really tested by my workload but investing the time to train them well pays dividends in the long run increases their ability to work with Donna Mele I can't say that word I'm not an on-air person okay so you'll have to forgive me it increases their autonomy and and basically decreases the time you need to send them in the long term so yeah I can't I can't encourage you enough to invest the time to train them well and the other one is pretty self-explanatory as well but continually check in with them I'm probably I guess because I'm a people person I probably tend to do this a little bit more naturally but I'm always asking and how are you going how is your weekend how are you finding the work do you have enough to do do you have any suggestions on feedback on how we can do this better always asking always asking for feedback and suggestions I'm actually caring about them as a person we can tend to just call them you know volunteers group them all into the volunteer group but actually getting to know them as a person and I guess that's very much ingrained in our culture as an organization we kind of been together very much as a family involuntary percent part of that but just caring about them as as a person and seeing who they are and what they're doing and what interests them and goes a long way and I've included this slide because it's it's kind of an elephant in the room volunteers sometimes don't work out and I guess the my passion behind this is the preparation that we've put in in the last couple of years to going through the process that initial process and preparation with our volunteers when they come in the door has really paved the way for these conversations so I've just listed a few reasons there why volunteers sometimes don't work out some of these that I've listed here can happen out of the blue do have been out of the blue some of them you can pick up right at the beginning if you've got that process in place but the top one there is the wrong culture fit but they're just not going to work with your current team or what you're trying to achieve with your audience your station or brand back then initial preparation should eliminate quite a few of those and but you do get you get some I've just listed a few the wrong attitude or maybe I'm unreliable again going back to that agreement if you've got the agreement there and you've got a rough something rough in place that does allow you to have that accountability conversations um sometimes tasks change you might have a project that ends and that's just about having that that that open dialogue to have the conversation with them or if their performance isn't adequate just being able to have that conversation with them or you simply don't have the capacity anymore to manage them I've covered that volunteers can't does they do take a lot of time we can't do our job without them but it does take time and the other thing is just being really gracious and transparent they having being able to have conversations like that has also opened up the doorway for feedback and suggestions back to us the the only way that we improve is is to know in some ways being open to see what's wrong so I guess being gracious and transparent all the way through really helps if things don't work out and if we like like I've said a number of times we've trained up in Brisbane alone we've probably got two or three people that are volunteer or interned I'm sitting in commercial stations right now and you know we're really proud of that fact that we've spent and invested that time to train people that are making a huge difference in the commercial world and we'd like to think that they take some of the influence that we've had on them with them that has helped them in their professional careers but we always send off our volunteers appropriately we always make a big deal of the impacts that they've had on our organization just goes back to the appreciation and making them yeah totally making them feel a part of the family but yeah the preparation you put in early should eliminate a good percentage of the tricky ones early and that's probably yeah one of the key things that I thought I'd put in there this evening so this is just a little thing what I put in there volunteering has to be mutually beneficial it has to be beneficial for the organization it has to be beneficial for the person for lots and lots of different reasons and it really is about finding the right people for the right seat on the right bus and that's that's the formal side of things this evening I'll get you Danny to kind of facilitate there if there's any questions out there more than happy to do so thank you so much for that there was an absolutely wonderful presentation I'm just gonna start throwing some links there into the instant message box for people to check out while they get a chance the first two are a couple that are up on the CB double-a website we're actually resources developed by the same view and we can show them if you were on a respond to the fact that mayor's behalf of a double-a is taking credit for your buddy cover documents they're about retaining staff and volunteers and also finding volunteers the links are hopefully showing up there um feel free to check those that you know tabs and later on I've also got up there the national standards for volunteer involvement that is something that's been developed by volunteer in Australia don't be put off by the fact that the document says 2015 on the information included there is still up tonight if you want to find out more from volunteering Australia it's got a great amount of resources on its website it's got all sort of job find a theme volunteers so well worth checking out because I would imagine would also be open to people contributing to that so if you just want to sort of use that as another avenue and of course the CV double-a jobs and volunteers section always feel free to utilize that shouldn't need be having to put up for you and try and promote that through our different channels of communication also finally there that link I've got up there is for not for profit more sinner justice connect our volunteer induction checklist and it's a really fantastic resource that one Denise could ask Denise hey going what percentage of your volunteers become members of the station I imagine she's asking that of you Christy but just so I'll respond to that one the in my experience sort of if you're coming on as a volunteer at the station part of that process is becoming a member of the station first I know that's not sort of percent across the board but I'd suggest in a lot of cases that that's sort of no not that's not how it is here so we have we had a huge member push about twenty years ago when we went for a full time license and a lot of the members that we have a sort of from that process but it's not it's compulsory obviously for our board to be members but not for our staff and volunteers to be members but I can totally understand in smaller stations that perhaps gives another level of almost buying I guess being a member of the and a little bit more responsibility accountability perhaps yep but yeah excellent no I would encourage everyone do carry two new volunteers to become a member of the station Emma Ramsey asks how do you tend to coordinate volunteers when they are working on something as a group do they do it like I did at University and let them do all the work and then just rock up boxes even if in terms of the projects I tend to give each intern their own project so it's kind of more of a one-on-one rather than a group project the group projects are a little bit hard to manage and to be honest with my resources here I tend to split them on different days because it with that so as I talked about with the task list I then have different people working on that same task list if it's to be done on a daily a daily basis so um yeah I hope that kind of was where you were going with that question Emma the John Elias asks the process seems to work well if you have paid staff as well as voluntary let's say you know a holy volunteer station situation sort of states that the volunteers at his station like to do this shows that part I imagine that is shared by a lot of similar stations John what would be would be your tip do you think beyond all that you have taught us here this evening which has been fantastic further focus buying is what you call it therefore volunteers for them to sort of have a stake in the station higher than just them doing their program sorry was that to me Daniel John yes yep yep I guess we've spent a lot of a lot of time sowing the seeds with our staff about investing in new volunteers and it's all about that shared vision for the station so if we're all on the same page and working towards the same the same outcome I think a lot of that goes a long way to being able to bring people into that and seeing how they can assist I totally understand that this would be that not everything that I've gone through tonight is going to work work in a different way for each station um I guess if people are passionate about what they do we see that the desire flows across to wanting to train up the next generation and and we've got both in our organisation in terms of stuff we've got people that prefer to just do this show we include them in part of that and I guess we do that in different ways part of the induction that they do is actually sit with each person you know different areas of the organisation to see how it functions and I understand we're bigger organisation if that's a bit of a broader brush stroke but even having the volunteers initially sit in on their show the other announces you're part of what's happening if they're open to that but yeah the vision the shared vision for the station does go a long way in bringing people together yeah I find that's always the sort of one of the things that can really take you over the edge of the air in regards to volunteer involvement I guess as well as sort of making sure that volunteers are having fun while they're at the station but then again I'm one of those people who's never had nothing but fun there's more involved in community broadcasting must be very lucky in that respect and that's myth asks we here at 5gt RFM have volunteers agreement that also includes what they are required to do a three-month period we know the stations have something similar and you find any issues arriving arising from having something like that and is that something in that way you sort of I guess there's a fear that volunteers might sort of see that as being here's something a bit strict and I guess if a person is volunteering their time to go and work at that station they also don't want they don't wanna have to inherit all of these rules I'm just wondering if that's who they feel do if you're still here is at the moment for you I think it's actually a really good idea to have the documentation I'm just going to rest control of the panel back from yourself Kristy sent me to take it off your wonderful slides and give me the chance to show my screen I put up a link there before two codes of practice community radio broadcast and codes of practice appendix three share that so that should hopefully be showing up on your screen now we would obviously encourage people to take advantage of this use it at their own station they're just copy and paste that that's there to meet the requirements of codes of practice 2.3 ya know ji said was it's embarrassing using them dead link on the CV double-o page have to fix that one right up but yeah this is what there's something we can use here at the station and not only does it sort of set up the rights and responsibilities of the volunteers but it's also there are rights and responsibilities of the station to their volunteers and I tend to think that's a really good thing to include in there because it shows that it's a bit of a two-way street the relationship between these station and volunteers and immense got on there and suggest is strict we actually have a compulsory volunteers agreement for them to do required hours I can actually see that as being a good thing that's probably similar thing to getting an individual to sign up to be a member it shows I've got a stake there in the organization and the community and so I don't think there's anything wrong with that at all I mean obviously this sort of there's always the chance with any policies and procedures that you Institute but someone's going to find fault in them but I think that's a really good idea in that John Mays estates group management might depend on whether you have running a creative task a process to ask for a technical task the ladder tends to be variable there is no defined a bit and some fearful and there is reached I handle that by playing coach to the group thank you very much John Moses that's exactly that's the thinking like that there's more you should go to resolving webinar I don't know if Sol rigs a team thing or not I'll tell you what if anyone can make Sol bring a team sport a Tavi air friend job Maysles indi would had a good point in there that is from a scroll back to the take-home message for me is ending is that work out what you need and then search for someone to fill that role as a regional station you certainly could be that selective improvement because they'd never get any but I mean they need any years of course coming from a smaller community their communities how would you sort of respond to that sort of thing is there sort of I guess there are obviously this always the scope they're very few or getting your volunteer in who's skilled that you can do a certain amount of training for new positions as you might have yeah I guess it comes down to I mean there are two definitions and radio there's two definitions there's two areas there's on air and off air and what we've found is there's actually more people that want to volunteer affair but they perhaps just think as radios just being on air so I guess what I would encourage you to do is kind of look just a little bit beyond rather than Nutting it down and saying hey we want someone to answer the phones five days a week that's very specific but maybe looking at it as hey we've actually got if you're if you're gifted and administration and you're wanting to your mom and your wanting to re-skill to maybe step back into a part time position that's kind of the things that just thinking outside that box so rather than saying hey we're looking for a receptionist a day a week or being that specific actually just sort of saying we need someone who would like to help us manage the website or the website and social media and help us build that so putting out that that I guess that little carat of responsibility that we're not just asking for a volunteer we're not just asking you to be a person to come into the station to do whatever we want you to do on the day and I and I understand that there are those we all have to do those things that have to be done on the day but just thinking a little bit more specifically to give people an idea about what they're volunteering for excellent there's got a practical very practical questions here from a real practical question from Ruth price that you're Bruce responded to so you have an honorable person puts they end up to give a few hours to answer phones as a one-off do you go through the full interview process of recruitment they actually come in four so they do the full application form they do an over-the-phone interview and we get them in for a group training session beforehand because obviously they're using our database there's a bit of a script to run off so we do that on the occasion that people can't attend them we'll organized just an ad-hoc 120 minutes people that she starts so it's a it includes a lot of those steps but they are they are pared back and we tend to do things a little bit simpler for that purpose yes Oh bill stasek volunteers are not required to be a member are they covered by insurance now that might go beyond our respective areas of expectation that might be one where I need to consult the insurance powers that because that is yeah beyond my beyond my expertise but I do know that our school work experience students are covered and they will they're all under 18 so I as far as all as far as I'm advised all of our volunteers even if they're not members are covered under insurance the beauty with the UT interns is they come with their own insurance so if that is an issue that's that kind of clues that one else will I would suggest that that's probably an entire webinar in and off itself yes to see if that's something we can do nice response as well unlike maintenance premises must be covered by insurance public liability and indemnity a little bit more research on that month and get back to you on that that is of course in this day and age of esthetic insurance certainly when there's something that I would need to know a bit more about and obviously that sort of goes beyond volunteers good question there's just another one here Danny from Cynthia what if you don't have enough volunteers to go through the volunteer process which is a really really good question because we are all time poor um I would pair it back Cynthia and do what you can do so even just putting a part of the process in place is we didn't put the whole process in place from would go that was that's been built over a number of years so I would say what you're able to do maybe start with the CBA s rights responsibilities and have a little signing box at the bottom the application form is a really good one just in terms of getting at least all of their information and expectations and references excellent and we're about at 7:25 now so I was just wondering if anyone's got any final questions please type them in there really quickly if anyone needs to access any of the resources that were handed out tonight and can't see them at the moment just get out immediately so be delayed or good are you and I will send them to you they're from my email address in there for you now you can write for that anytime you want I'm for the fact that that's pretty that's another professional sorry I was just looking some questions and wondering whether I've done them on on I would like to thank Christy so much for taking her time out to take part in savings webinar it's always fantastic when we have professionals in the field who sacrifice their time so they can come on here and get involved Christy if there's any sort of leaks or anything that you'd like to mob up so people can find out what you're up to websites that can find out more I didn't put the loop there into the volunteer section oh great 95 website and but I will also include that as part of materials that we send out to people drop my email address in there too Danny and if anyone's got any questions they want to ask me directly about any of the programs that we run or the Uni interns I will and one thing I want to respond to them I met say I've got hooked on this thing called community radio that's because the YouTube work experience I shudder to think what my life would have been like if I hadn't if I'd chosen to do work experience somewhere else if I'd chosen to be a professional athlete like I was threatening to do also probably threatening to do that and in addition to the fact that I am going through dead links so one of the things well possibly the most important part was to acknowledge the traditional owners of the land from which by broadcasting this webinar the beginning with people of the eora nation paying respects to elder's past present and emerging and extending that also see one of the traditional owners of the land upon which all of our wonderful participants have joined us here this evening absolutely wonderful to have you here now our next webinar will be at the last Wednesday of September which is the 26th of September it's a super surprise webinar and I'm not able to give you any details for it yet but presumably you're all signed up to the CV double-a in use and which are able to sign up no matter what page of the CV double a website you guys who is at the very bottom of that page I see some people they were putting in how they got caught in this industry mmm I got roped in by a friend to get on the air 15 years later still love community around you on behalf of community radio in Ramsey loves you back thanks so much everyone for joining us thanks to Emma counts from the community media training organization that CMT audio you if you want to find out more technirama are you if you want to is that where you sign up for the soldering a webinar for next week John do you thought that it is certainly suggest anyone with a technical bid who's there in community broadcasting you know and get involved from that wonderful group and of course there just got to say thank you once again to Christy for all the fine work you this evening thank you so much I will be sure to give you a call soon as I'm back in the office early next week and profusely thank you once again so wonderful to have you involved in this and all of our wonderful people that bill keeps our ring on all right you in for the evening but thanks very much everyone we will talk to you again very very soon there's a daily chiefly on behalf of the CB double-a saying thanks so much for joining us CB double-a webinars shall return you