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Guidelines: Develop and Implement Strategies for Volunteer Retention

Provide leadership opportunities for volunteers.
Provide initial and continuing training opportunities for volunteers.
Ensure volunteers are provided a stake (buy-in) in the development of the MRC unit, through the development of policies and procedures; leadership roles and responsibilities; and listening to and acting on their thoughts, concerns, and questions.
Provide volunteers with unit positions and assignments (both emergency and non-emergency) consistent with their interests and skills.
Ensure volunteers are engaged between emergencies (i.e., in meetings, exercises, or special events).
Establish an awards program to recognize the achievements and contributions of volunteers.
- Recognition should be sincere, ongoing, and varied.
- Recognition can be informal (e.g., saying thank you) or formal (e.g., certificates, plaques, etc.).
- Awards may include certificates, plaques, trophies, prizes, or recognition in the news media
Provide for MRC volunteers’ needs during an emergency.
- Physical needs—Ensure MRC volunteers receive adequate food, water, rest, shelter and medical care (if necessary). These are particularly important for lengthy responses or deployments.
- Emotional needs—Verify, to the extent possible, that MRC volunteers’ assignments or job descriptions suit their comfort level to help reduce stress and increase effectiveness.
- Family needs—Encourage volunteers to develop a family disaster plan and emergency kit. The safety of volunteers’ families is an important consideration in reducing the stress on the volunteers and enhancing their ability to perform effectively in an emergency. If possible, volunteers also should have the opportunity to communicate with their families.

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Last Updated on 8/29/2006