Volunteer Programme "Must-Haves"

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Been 4 months in my volunteer coordination job and can't help but think about volunteer management most of the time; about how things can be better blah blah blah. This is just me... sometimes can just get so engrossed with work I just seem to be lost in another world.

Anyway, have been reviewing the volunteer programme in my organization, researching and reading up a bit, as well as attended training on volunteer management. Was reflecting on the "must-haves" of a successful volunteer programme and the following came to mind (not claiming I am an expert but just documenting what I feel are important for a good volunteer programme):

1. Vision - Vision of how the volunteer programme will develop and the role volunteers play within the organization
2. Management's Support - Management's understanding and support of the volunteer programme
3. Resources - Dedicated resources for volunteer management e.g. Volunteer Programme Manager and/or a Volunteer Development Department
4. Volunteering Experience - Emphasis on fostering a positive volunteer experience for volunteers, which includes (a) seeking feedback from volunteers, (b) effective and efficient work and admin processes to support the volunteers, (c) appropriate work tools eg databases and forms, (d) support system in place for volunteers and (e) service learning for students
   
5. Roles, Tasks & Profile - Clear understanding of how volunteers can contribute, the tasks involved as well as the profile of volunteers needed e.g. age, marital status, experience level etc
   
6. Volunteer Policy and Handbook - Helps volunteers to better understand their roles and the organization's expectation of them and communicates that the organization takes volunteers seriously
   
7. Interview and Placement Processes - Help channel the "right volunteer with the right skills to the right place at the right time" as well as job rotation to allow volunteers to try new challenges and develop themselves
   
8. Orientation and Training - Helps volunteers know the organization better so that they will ascertain if this is the right organization for them as well as understand how they are contributing to the beneficiaries
9. Identity - Volunteers develop a sense of belonging to the organization
10. Culture & Climate - Volunteer-friendly climate which believes in the value that volunteers bring vs a feeling that volunteers are troublesome
11. Public Relations - Constant updates to management, volunteers and relevant persons on developments, achievements, opportunities and work of volunteers.
12. Leadership & Succession - Developing a "career pathway" for volunteers to allow them to develop and grow overtime as well as allow them to try new challenges and take on more responsibility in helping to manage volunteers. Having a flat structure will overtax the volunteer coordinator
13. Recognition & Appreciation - Recignizing and appreciating volunteers' work and this can range from small gestures such as affirmations to showcasing their work in publications or even large-scale volunteer appreciation teas etc.