14 Mar 17 S trengthening the W orkforce I n M useums Challenges for - - PowerPoint PPT Presentation

Gordon Chancellor, Mark Copley & Mike Brooks 14 Mar 17

Strengthening the Workforce In Museums

Challenges for some independent Cambs museums: Lack of trained volunteers Lack of Trustees numbers / skills Lack of staff trained in volunteer management SWIM1 helped 12 museums SWIM2 extended to 14 museums

SWIM1 museums

Several museums transitioned to CIO Cromwell Museum: from LA to Trust

5 new trustees 95 new volunteers 230 attendees at training

SWIM2 museums

Median 1.8 FTE volunteers (max 122 FTE) 4 museums volunteer led

Audience size & Volunteer numbers (2015/16)

Outline of the project

To help museums with: Preparing for Volunteering Recruiting Volunteers Supporting Volunteers Multi-pronged approach – by providing Trustee, Staff and Volunteer assistance So that they may: Increase diversity Increase ability to engage communities with their collections Increase volunteer wellbeing Develop new skills Develop new learning

• pportunities

SWIM2

Preparing for volunteering Recruiting volunteers Supporting volunteers

Documentation – CD Resource Pack

Volunteering Policy Safeguarding Policy Application form Offer letter Volunteer Agreement Role Risk Assessment Role Description Trustee Induction Checklist Trustees and Museum Guidance

Preparing for volunteering

Starting to help museums think beyond traditional roles and ways of volunteering Advocating for volunteering to be embedded in all the museum’s activities

Source: Managing Volunteers Survey 2013 (nfpSynergy)

Preparing for volunteering

Preparing for volunteering

Volunteering database

Recruiting volunteers

Advertising Do-it.org Posters, flyers, print media, social media/online Local events, e.g., Markets,

Carnivals and Festivals

Recruiting volunteers

Branding the volunteer roles Introducing new contacts, e.g.: The Rosmini Centre Wisbech Youth Support Services Increasing diversity

47% of volunteers started because someone asked them 37% of non-volunteers said they would be interested if someone asked

Source: Managing Volunteers Survey 2013 (nfpSynergy)

Thinking about ways in which the existing volunteering body can act as advocates in the wider community

Recruiting volunteers

Recruiting volunteers

www.volunteercambs.org

Training volunteers, staff, e.g.: MODES, First Aid, H&S, Social Media, Collections Care, Documentation, Safeguarding, Photography, Education / Outreach Volunteer Management Offering training to Trustees Offering help with Inductions

Supporting Volunteers

eLearning tool

https://prezi.com/qrg1puvktiz_

Supporting Volunteers

Rewards Scheme Volunteers given Rewards Pass: Free entry to participating museums Increasing communications and opportunities to celebrate the work of volunteers

Supporting Volunteers

SWIM2 entering the primary recruitment phase Over 30 Events, Festivals and Open Days planned so far We shall present the results to the region in Feb 2018

Next steps

• Dr. Harriet Foster

Intended Project Outcomes

Increased community engagement with museum collections New

• pportunities to

acquire skills Positive social experiences, enhanced wellbeing (diverse Fenland communities) Learning, leading to pride in local heritage and increased tourism Economic benefits, more diverse museum workforce

• 14 museums
• Some with paid staff, some

entirely voluntary staffed = different capacity issues

• Different needs and priorities

for participating SIMPLE EVALUATION STRATEGY THAT WORKS FOR ALL?

Simple evaluation strategy

 Sensitive and flexible approach  One size does NOT fit all  Being supportive and demonstrating the value of collecting

information /evidence

 Not all museums will be contributing to all five outcome

areas

 Mapping exercise (each museum’s priorities, what

information they are already collecting)

 Creating a number of indicators for each outcome –

museums chose which they can do / demonstrate

New

• pportunities to

acquire skills

• Training
• Topics
• Number of sessions
• Number of attendees
• Skills / ideas sharing
• Feedback on skills (new /

consolidated) - impact

• Partnerships

• Number of new recruits
• Volunteer hours (=£)
• Opening hours increase
• Revenue increase
• Greater workforce diversity
• More audiences
• Desirable skills / roles
• Additional capacity: knock on
• Improved governance
• Partnerships
• Better volunteer manage’mt

Economic benefits, more diverse museum workforce

Learning, leading to pride in local heritage and increased tourism

• Increase in audiences
• Local / day / overnight

visitors – economic impact

• Positive feedback from

audiences + volunteers

• New knowledge/skills
• Change in attitude
• Desire to find out more
• Sense of achievement

Positive social experiences, enhanced wellbeing (diverse Fenland communities)

New recruits / audiences …

• Connected to community
• Proud of heritage / locality
• Enjoy participating / visiting
• Valued – views listened to
• Made friends/connections
• Increased confidence
• Inspired
• Find out more – heritage

New recruits …

• Feel supported
• Social opportunities
• Sense of achievement

Increased community engagement with museum collections

• More volunteers / Trustees

in specific roles

• Greater variety of

activities for audiences

• Greater number of

activities for audiences

• Increase in audiences
• More diverse audiences
• Audiences – benefit from

visiting/using museum

What will the project collect?

• Audience figures (including outreach & digital stats)
• Postcodes of visitors
• Numbers of new recruits, roles filled, demographics
• Volunteer + Trustee hours
• Changes to opening hours
• Income (admissions, café, shop)

• Difference made: to audiences, collections etc
• Details of new initiatives, partnerships
• Steering group meeting minutes
• Feedback from audiences, Trustees, volunteers (both

solicited and unsolicited)

What will the project collect?

Links

eLearning tool prezi.com/qrg1puvktiz_ Volunteer recruitment website volunteercambs.org