Introduction

Scouting is based on and led by volunteers.

This large human capital, based on committed members and leaders, is the backbone of the organization at all levels. Scouting is also part of a wide volunteers milieu, and benefits from and contributes to creating a favourable environment for volunteer practice.

It is recognised that volunteers who take part in National Scout Organisations (NSOs) have rights and responsibilities but at the same time it is easily forgotten that their commitment to the Movement is based on different personal expectations and the effectiveness of their action is driven by different factors that influence how enthusiastic and motivated they are regarding the job they are performing.

It is therefore a reality that volunteering in Scouting provides a significant contribution to the process of personal development of each volunteer and that their lifecycle in the Movement depends mainly on how satisfied and motivated they are to accomplish the proposed mission.

Taking into account the diversity of social and economical backgrounds Scouting exists in, various practices or different styles of management may be adopted as a response to the constrains affecting volunteers.

An effective strategy of management of Adults in Scouting, mostly volunteers, is important to:

•    offer support and create an environment in which our volunteers have an opportunity to enjoy their commitment to Scouting;
•    recognise and fully use the time, skills, experience and commitment of our volunteers;
•    adopt a management style which is effective, simple, open, and supports creativity;
•    develop policies and practices based on a good understanding of volunteering principles and related issues;
•    encourage cooperative working relationships that facilitate mutual trust and fulfillment;
•    ensure achievements match the agreed targets.

The main issue shared by all European NSOs is the need to better engage volunteers in order to achieve higher retention levels and, at the same time, to ensure a positive contribute to the quality of Scouting improving the services delivered to young people.

Although the size and structures of NSOs in Europe is very diverse as well as the ways volunteers, from place to place, are managed, a number of other challenges are shared by the majority of them and those will constitute the major focus of this resource pack. We hope that the tools and information shared here are, with the necessary adaptations and interpretations, relevant to all people involved in volunteer management, at all levels.

Aim

The aim of the Management of Volunteers in Scouting (MoViS) resources page is to offer information and support for a renewed and comprehensive model for managing volunteers in Scouting. It is intended to be used both at national and local level of each NSO in order to enhance the effectiveness of volunteer management and the competencies of the adults we have.

Structure

We have identified different areas of interest, and have structured them under the three phases of the Adults in Scouting model. For each of the areas, we provide a short explanation and specific articles will be released periodically and linked to this MoVis resources page.

In later stages of MOVIS development, we plan to compile key practices, check lists, pilot projects and links to external resources.

We hope that this will provide enough space for you to delve deeper into the topics and find solutions that suit your particular situation. Not all components of this resources page will be equally relevant to all functions and levels of NSOs and it will require judgment to select the tools from the ones that are useful and relevant.

The purpose of this web version is to involve people who directly work on or that share some interest regarding these topics at different levels in their own NSOs.

 

To visit the resources page follow this link.

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