| This
summary report presents the findings from a two-stage survey of volunteer
training needs of Volunteer Centres and their members and other community
organizations served by them. A total of 51 members of Volunteer BC
were included in the first stage of the survey. They received the
long version of the training needs questionnaire. Volunteer BC members
were also requested to choose up to twelve local organizations from
those they served to which the Centre would forward, on behalf of
the research, a shortened version of the questionnaire (the second
stage). Centres were asked to select organizations which played a
prominent volunteer role in the community and which had received assistance
from them with respect to their volunteer needs. The total sample
and response rates are shown in the downloadable PDF and Word document
below.
Please
click on either of the links below to download the survey:
Voluntary
Sector Training Needs Survey (.doc, 234kb)
Voluntary Sector
Training Needs Survey (.pdf, 82kb)
Voluntary Sector Resources Database
 The
Voluntary
Sector Resources Database allows you to search by type
of resource or resource provider. Then narrow your search
by filling in the subject, delivery setting and geographical
area fields.
NOTE:
The listing of consultants on this website does not constitute an
endorsement by Volunteer BC. It is the responsibility of each organization
to make their own judgment and choice when hiring consultants.
Choosing a Consultant / Trainer
It
is important to make a careful selection when hiring your
consultant or trainer. Ensuring that you find someone who
has both the skill set and the working style that fit your
requirements will be important to your project's success.
While the selection process is an individual matter for each
organization, we offer the following checklist as a general
guide to choosing a consultant. Keep in mind that the purpose
of engaging a consultant is to help your organization access
expertise, obtain resources, and to work with you
in arriving at solutions. It is a collaborative relationship
that requires compatibility on both a professional and a
personal level.
Have
you…
1.
Defined as clearly as possible the organization's needs and the
project purpose? (Bear in mind that assessment can be tricky. As
organizations work with consultants, they sometimes discover that
other undiagnosed issues become priorities for action.)
2.
Identified your selection criteria (i.e. the skills, experience
and background required for the work)?
3.
Defined the role you wish the consultant to play (i.e. facilitator,
resource person, teacher, communicator, adviser, "expert",
etc.)?
4.
Identified the style and orientation that you prefer (i.e. task-oriented,
process oriented, formal, informal, participatory, etc.)?
5.
Asked other community organizations for names of consultants they
may have used for a similar purpose?
6.
Invited 2 - 3 consultants to submit a proposal by a specific date?
7.
Reviewed each proposal against your selection criteria?
8.
Interviewed the preferred candidates?
9.
Considered the "fit" with your organization - the people
and the culture?
10.
Requested copies of other reports or documents the consultant has
worked on in the past?
11.
Done reference checks on interviewed candidates?
12.
Once a decision has been made, has a written agreement been drawn
up with the consultant (summarizing the work to be done, goals,
expectations, process, desired outcomes, timeline and payment details)?
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