DOVIA New Orleans

Directors of Volunteers in Alliance

NEWS

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  • November 11, 2014 12:31 PM | Anonymous

    Dear New Orleans Group Leaders, 

    To celebrate the re-launch of Crescent City Connections as NetWork Voluntours we are hosting a special community volunteer day. We will be working with Save Our Cemeteries to help clean and refurbish the historic Valence Street Cemetery in Uptown New Orleans. Lunch and equipment will be provided for all volunteers.

    Please share this information with any people, groups or listservs you think would be interested in helping. More information below and please RSVP here.

    • Date: Saturday, November 15th
    • Time: 9am-Noon
    • Location: Valence Street Cemetery – 2000 Valence St (between Daneel St and S. Saratoga St)
    • Activities: Historical overview, graveyard clean-up, and lunch

    Any and all interested volunteers and groups should RSVP here and register on Facebook to help spread the word. We hope to see y’all there!

    Sincerely,

    NetWork Voluntours

    www.networknola.org

    504-233-2995

    Facebook.com/crescentcityconnections    


    --

    Teddy Nathan

    Executive Director
    NetWork Voluntours

    (504)-233-2995
    teddy@networknola.org 

    www.networknola.org 

  • October 25, 2014 11:55 AM | Anonymous

    Today, Saturday October 25th, millions of volunteers across the nation will unite with a common mission – to improve the lives of others. For more than 20 years, USA WEEKEND Magazine, in collaboration with Points of Light, has brought you Make A Difference Day, the largest national day of community service. This year, the makers of Advil ® have joined in to support Make A Difference Day service projects around the country, and the Citi Foundation is sponsoring ServiceWorks projects in 10 U.S. cities to support volunteer opportunities for youth. Be sure to register your Make A Difference Day project for a chance to win a $10,000 grant for your favorite charity from Newman’s Own.

  • October 25, 2014 11:04 AM | Anonymous
    Program Manager – Anchor Collaborative Job Description
    The Network for Economic Opportunity
    ORGANIZATIONAL BACKGROUND

    The Network for Economic Opportunity, an initiative of the City of New Orleans, is working with leaders of local anchor institutions to identify immediate and anticipated workforce needs as well as local procurement opportunities for existing small businesses and entrepreneurial opportunities. The Network knows these industries need a skilled workforce and that they will look beyond New Orleans to fill that demand. The Network knows these industries need reliable and low-cost goods and services and that they will look beyond New Orleans to fill that demand. The Network also knows that, with coordination and a trusting partnership, New Orleaniansundefinedresidents and small business ownersundefinedcan be the first in line to keep these economic benefits in New Orleans.

    The Network for Economic Opportunity will continue to foster the invaluable partnerships already forged with our leading industries and institutions and establish a sustainable and local skilled workers pipeline. This initiative offers a great opportunity to join a small team playing a leading role in the expanding New Orleans’ economy, ensuring that all New Orleanians benefit from the city’s unprecedented economic growth.

    PRIMARY RESPONSIBILITIES

    This position will establish and manage a collaborative of local anchor institutions committed to expanding economic opportunity to disadvantaged job seekers and businesses. Working closely with the New Orleans Business Alliance and the Greater New Orleans Foundation, the Program Manager will build a learning agenda for the Collaborative, help anchors identify shared employment and procurement needs, identify strategies to address those needs that expand opportunities for disadvantaged job seekers and businesses, and track progress of the Collaborative. The Program Manager will effectively engage and manage the anchor collaborative members and its subcommittees, including an HR Council and Procurement Council.

    This position will also lead research, development and implementation of local worker-owned cooperative(s) that can fulfill long-term product and service contracts with the local anchor institutions; pay worker-owners a living wage and distribute profits to them; and connect worker-owners with wealth-building opportunities (e.g. affordable homeownership).

    Primary responsibilities include:
     Managing and maintaining strong relationships with a broad set of stakeholders, including anchor institution leaders, senior government officials and nonprofit sector leaders
     Consulting with internal and external experts to implement innovative workforce solutions and assess their feasibility
     Developing clear and appropriate implementation plans to deliver results on all initiatives the Program Manager is responsible for
     Achieving defined targets by regularly monitoring performance and resolving issues when needed
     Communicating progress to all relevant stakeholders, both in written and oral forms

    QUALIFICATIONS

    Characteristics of successful candidates for this Program Manager position include:
     Track record of delivering results in a high-pressure environment with multiple work streams;
     Ability to research potential solutions to emerging issues and analyze their implications;
     Understanding of qualitative and quantitative methods;
     Experience in data analysis;
     Proven problem solving skills with an ability to anticipate problems and develop solutions on deadline;
     Understanding of the mechanics of the private sector and city government;
     Direct experience working in government and/or the private sector; and
     Ability to thoughtfully communicate with and respectfully engage diverse stakeholders around a shared vision for achieving results.

    APPLICATION PROCESS

    To apply for this position, please submit your resume to mgpettingill@nola.gov by Wednesday, November 5, 2014, including a cover letter explaining your motivations to work for The Network for Economic Opportunity, two samples of your written work and names of three references, in MS Word or PDF file. In the subject of your email write the position you are applying for and your name (for example, John Doe –Program Manager, Anchor Collaborative).


  • October 24, 2014 9:40 AM | Anonymous

    Registration for CVA Certification Now Open!

     

    Please share information about this professional development opportunity for leaders and managers of volunteers.

     

    Our Marketing Toolbox gives you have direct access to flyers, newsletter content, tip sheets, PowerPoint slides, sample TWEETS, table display signs, etc.  Just go, grab what you need, and use it.                                                                                                                        

    • Email the "Top Ten Reasons to Consider the CVA Certification" to colleagues who you think are ready to earn this credential
    • Include an article in the newsletter of your organization or local professional group
    • Distribute the flyer at your next meeting, or email it out to your network
    • Post on FaceBook to promote 2015 candidacy.   
    • Present an overview of the CVA program, process and benefits at a local workshop or conference -- our PowerPoint slides with talking points make it easy.

     
    If you'd like to offer an informational webinar for your audience, contact the CCVA office to discuss details and schedule a presenter.

     

     

     

    Check out our new website!
    Redesigned and updated, including a new section for employers.

    www.CVAcert.org

     

     

    Council for Certification in Volunteer Administration

    P.O. Box 467

    Midlothian, VA 23113

    804-794-8689

    ccva@comcast.net

    www.cvacert.org

  • October 23, 2014 9:42 AM | Anonymous

     

    Two-Part Engage Virtual Workshop:
    A Conversation with the ALS Association
    in the Aftermath of the Challenge

    Register Today!

     

     

     

    In this exciting two-part webinar series, FundRaising Success brings you an exclusive, inside look into life at the ALS Association after this summer's run-away success: The Ice Bucket Challenge.

    Both webinars will be special 75-minute sessions, and all registrants will get access to a downloadable, comprehensive Study Guides after the fact that will include analysis of the topics, takeaways, additional resource materials, points to ponder, and calls to action.

    Register for both webinars today to save 25% on the total price! Click any button or register link in this email to sign up for one – or both – webinars.

     

     

     

    Part 1: What Happens When the Ice Melts?
    Wednesday, November 12, 2014
    2:00 p.m. (ET)/11:00 a.m. (PT)
    Cost: $19.95


    Register Today!

    In Part One, we talk to the ALSA about the fundraising and awareness phenomenon that was the Ice Bucket Challenge, which ultimately raised more than $15 million for ALSA undefined and wasn't even the organization's doing!

    Here's what we'll talk about:

    • What happened internally when ALSA figured out just how big the Ice Bucket Challenge was?
    • How will the organization engage, convert and retain the donors who gave as a result of the challenge?
    • What is ALSA's new normal and what does that mean for the future?

    FEATURING:

    Lance Slaughter

    Lance Slaughter
    Chief Development
    & Chapter Relations Officer
    ALSA

    Taylor Shanklin

    Taylor Shanklin
    Product Marketing Manager
    Blackbaud

    Margaret Battistelli Gardner

    Margaret Battistelli Gardner
    Editor in Chief
    FundRaising Success

     

     

    SPONSORED BY:
    Blackbaud

    Click here to sign up for this webinar (or both!) today.

    Part 2: The Superpower of P2P
    Tuesday, November 18, 2014
    2:00 p.m. (ET)/11:00 a.m. (PT)
    Cost: $19.95


    Register Today!

    In Part Two, we'll discuss the phenomenal reach of the Ice Bucket Challenge and lessons any nonprofit can learn from it about peer-to-peer fundraising.



    Here's what we'll talk about:

    • The importance of P2P fundraising in a grassroots environment
    • How The ALS Association saw P2P fundraising used successfully during the Ice Bucket Challenge
    • Strategies to recruit and engage participants into your P2P program

    FEATURING:

    Maegan Bracken

    Maegan Bracken
    Manager of Online Fundraising
    ALSA

    Kristi Koon

    Kristi Koon
    Director of Direct-Response Marketing
    ALSA

    Donna Wilkins

    Donna Wilkins
    Founder and CEO
    Charity Dynamics

    Margaret Battistelli Gardner

    Margaret Battistelli Gardner
    Editor in Chief
    FundRaising Success

    SPONSORED BY:
    Charity Dynamics

    Click here to sign up for this webinar (or both!) today.

     

     

  • October 18, 2014 12:16 PM | Anonymous

    Are you struggling to connect, communicate and work effectively with Gen X, Y, and Baby Boomers? Watch Sherri Petro's latest webinar!

    Sherri Petro delivered another excellent webinar in Top Ten Generational Gems for the Multiple Generations Workplace. If you missed it, make sure to watch the recording and check out the slides that are available.

    What was learned?

    "How to get all generations of volunteers to work together."

    "The reminder that we tend to look through our own lens- it's too easy to do and all the examples she gave were very insightful for use as I deal with the younger generations."

    "Characteristics of Gen X & Gen Y. Tips on supervising different generations."

    "The differences between generations needs/expectations and how to bridge those if you a a supervisor."

    And much more!

    Ready to take the next step?

    Ready to work with someone who already believes in you? You are whole, resourceful, and creative. You have more answers than you are aware. Success comes from the inside out. An objective party committed to the best outcome, it is Sherri’s job to ask powerful questions and provide insights on a professional level and illuminate answers on a personal level. She was trained by ICF-certified Master Coach, Dr. Wilson Bullard, and has been coaching in an official capacity since 2002.

    • Performance coaching - individual and team
    • Business coaching
    • Career coaching

    “Sherri is a great accountability partner. She has been instrumental in helping me build a private practice. Her friendly, supportive and professional approach is a driving force that keeps me on track. She encourages me to set realistic and attainable goals. I am more empowered and in control.” - Kerrie Aiello, Therapist and Parent Educator

    Sherri Petro is the President and Chief Strategy Officer of VPI Strategies where she unifies people, process and technology to create sustainable organizations. Sherri’s passion is educating clients and organizations on how to increase organizational sustainability by leveraging the talents and skills of all in multi-generational workplaces.

    http://www.sherripetro.com/services/coaching/

    Creating a space for your success. Connect with Sherri at (858) 583-3097 and sherri@vpistrategies.com

    This notice was originally shared though 4Good.org. 

  • October 06, 2014 4:25 PM | Anonymous

    THE GUANTÁNAMO PUBLIC MEMORY PROJECT
    IS IN TOWN!

    This traveling exhibit examines the history of the U.S. naval base in Guantanámo Bay, Cuba from multiple perspectives and raises questions
    about U.S.-Cuban relations, civil liberties, national security, and public memory in the past, present and future.

    MAIN EXHIBIT
    September 2-October 30, 2014
    Tulane University
    Jones Hall, 2nd Floor

    November 5-November 26, 2014
    Ashé Cultural Arts Center
    1712 Oretha Castle Haley Blvd.

    Click here to download the poster, which contains information
    about specific associated events at Tulane and Ashé.



    For more information about the Guantanamo Public Memory Project visit http://gitmomemory.org.


  • October 03, 2014 4:45 PM | Anonymous

    Good News about Youth Who Volunteer

    A new report released this week by Opportunity Nation, with support from the Citi Foundation, provides fresh and compelling evidence that certain types of civic engagement predict positive outcomes for at-risk and low income youth and the economic health of states. ServiceWorks, an AmeriCorps VISTA-led program funded by the Citi Foundation in partnership with Points of Light, is creating engagement opportunities like these around the country. Read more in the Points of Light blog.

  • October 03, 2014 12:10 PM | Anonymous


    Trust Your Crazy Ideas Challenge-

    JA, The Brees Dream Foundation & The Idea Village
    A Message From Drew Brees

     

     

     

     

    The Brees Dream

    Foundation and The Idea Village Partner with JA

     

    JA has a very big announcement!  We are partnering with the Brees Dream Foundation and The Idea Village to present our student entrepreneurial competition!  What was once The Junior Idea is now Trust Your Crazy Ideas Challenge!  Find out how your school or students can get involved.

    Read on...

  • October 03, 2014 12:06 PM | Anonymous

    Whom DON'T We Ask To Volunteer?

    By Susan Ellis, Energize Inc.

    We all know the common wisdom (backed up by research, actually) that the number one reason people volunteer or give money is because they were asked. In other words, there is a big difference between knowing there are ways to be philanthropic and feeling invited to participate. Never confuse publicity with recruitment.

    Last month I shared Ten Time-Tested Volunteer Recruitment Tips that Still Work. This month I want to examine the potential volunteers we rarely attract for three reasons:

    • We do not recognize them as talent pools or as people who would be interested in helping us.
    • We internally edit ourselves by feeling they are somehow out of our reach, and so we never ask them.
    • We aren’t sure how to approach them, so we don’t. And perhaps we are not sure if we will be able to design work for them or support them as needed.

    By not tapping the widest circle of people in the community to join us as volunteers, everyone loses. Our organizations never gain the wealth of skills out there and the uninvited potential volunteers are denied all the benefits of donating their time and talent.

    Who Is Overlooked
    Overlooked volunteerNaturally, there are many volunteer resources managers who are fantastic at casting a wide, inclusive net when they seek volunteers. And, many people who are under-recruited do find ways to contribute their time. My point here is to encourage you to reflect on your own attitudes and beliefs. Do you truly see the populations below as prospects for your volunteer corps? Have you intentionally attempted to recruit them? What is blocking you from trying – or perhaps what is blocking them from saying yes?

    The Rich
    Like bank robbers, fundraising professionals go where the money is. Of course this makes a lot of sense. But too often we buy into the mistaken belief that rich people don’t want to get involved beyond writing a check. 

    When was the last time you partnered with your development staff to invite financial donors – especially the big ones – to get more personally involved with your cause? If they support you with money, they must care about your mission. Wouldn’t they like to see your organization in action on the front line? Don’t they have other potential skills to offer beyond check-writing? What about other people in their family?

    I acknowledge that it is a hard sell to get fundraising staff to like this idea, since they almost always guard the names of donors like state secrets. The point is to develop an outreach strategy together, at least mentioning volunteer opportunities along with the next pitch for a donation. We are talking about baby steps, such as asking donors if they’d like to help at a special event, usher one performance, paint one room. 

    The Poor
    Then there is the opposite side of the economic spectrum. Most research reports that lower income people and those without higher education are less likely to volunteer. But correlation is not causation. I submit that we tend to avoid recruiting from low-income areas, so it’s another case of “they were not asked.” 

    First, there is an enormous amount of self-help, collaboration, and barter going on in disadvantaged communities. These may not be activities that anyone consciously recognizes or labels as “volunteering,” but that does not matter. Shared child care, community gardens, exchange of services, and more occur naturally out of need. Serving others is a form of self-esteem.   Never assume that a low income means an unwillingness to help or that the person has no useful skills to offer.

    I have covered this theme in two past Hot Topics: Both Receiving and Giving and Lessening Social Exclusion through Volunteering. I still feel strongly about the points I outline in these essays and hope you will revisit them to consider your point of view on the subject.

    Our Clients/Consumers
    Only some organizations provide services to the poor, but all have been created to address some social or community need. That means that every citizen is potentially a client of some organization somewhere, sometime. Your paid staff and volunteers are undoubtedly getting some sort of assistance or service right now from another provider for needs unconnected to your services to others. So why can’t your clients also be volunteers with you? 

    In the two Hot Topics linked above, I also discuss ways to engage clients in self-help activities, especially facilitating mutual support among the families and friends traveling on the same path as the primary client.

    Depending on the type of service you offer, it might make more sense to wait until your clients finish their program, treatment, whatever and approach them to return as alumni volunteers. It’s a way to pass it forward and even celebrate their success.

    Blue-Collar Workers
    Why is it so acceptable to ask an accountant or lawyer to serve on a board or a trainer to conduct a workshop at no fee, but we simply pay the bills we get from plumbers, carpenters, electricians and the like in cash? Why do we assume that a person who earns a living with his or her hands would not consider donating those services just as someone in a white-collar profession might?  There has to be a personal connection to the cause, of course, but…if you don’t ask, you cannot get.

    A variation on this is recruiting blue-collar workers for service other than the physical labor they are employed to do. Youth mentoring programs might better serve their youngsters by matching them with successful repair people or cashiers than with lawyers or homemakers. People who work outside of the professions may be more realistic role models, as well as relate better to their match.

    High-ranking Corporate Officers
    Business executives are frequently considered prospects for serving on a nonprofit board of directors, but if their company sponsors an employee volunteer program, the activities there tend to focus on lower-level workers. Why?

    University Faculty
    In the same vein, we all troll university campuses to recruit student volunteers, but what about their teachers and administrative personnel? (This also holds for public and private school teachers and principals.) The faculty has a long-term interest in the community because they are permanent residents, not semester transients. And while their academic expertise might offer potential for your organization, they are ordinary people with all sorts of outside interests, too.

    Children and Young Teens
    The first edition of our book, Children as Volunteers, came out in 1983. It still amazes me how many people will stand at a book table with their hands behind their backs, see this title, and say “oh, we can’t involve children.”  Well, if you serve children, you ought to consider engaging other children as advisors and sounding boards. Even if they cannot provide direct service, children may be able to educate others, such as speaking in a video about how they felt during a medical procedure or when a parent died. They may be able to give support to peers who are facing the same thing. They might undoubtedly be able to teach the staff how to make the most of a smartphone or other technology! 

    I’m not recommending hosting 42 six-year-olds at one time. Even one or two capable kids might make a real contribution. And there’s always family volunteering to try, urging parents to bring along their children when visiting clients/patients, helping at fundraising events, and other work the kids can do. [It should be noted that, despite a lot of talk about family volunteering, I keep hearing from parents that it is almost impossible to find such opportunities in reality. That’s our fault, not theirs.]

    Men…or Women
    Of course both women and men volunteer, even if the men refer to themselves as coaches, trustees, and firemen! For the purpose of this essay, I am questioning why so many organizations have, over time, evolved a single-gender volunteer corps…and then assume this is the way it has to be.              

    If you have far too many women, ask yourself why. Do you tend to name things to appeal to women, fundraise only with jewelry, and show only female faces in every photograph on the Web or in the newspaper?  You may need to actually say: “Men welcome.”

    All-male organizations have famously resisted the involvement of women, sometimes even going to court to remain segregated. But if your group is more than willing to welcome females, ask some to join!

    This may be a good place to note that I never recommend token recruitment. The point is not to add a few men or a few women to your roster.  It’s to find the right volunteers with the skills and commitment you most need, looking for those people in a way that diversifies your talent pool.

    But, But, But…
    I am certain that readers will come up with all sorts of concerns about many of these populations. Some will be valid. An organization is not required to enroll representatives of every single demographic, and there may truly not be a good fit based on what the organization does or whom it serves. It may take some effort or adaptation to welcome new types of volunteers, or even preparing the volunteers who are with you now.

    The question is: Do you see talent everywhere and invite potentially great volunteers into your organization? Consider where you recruit and what your expectations are of what applicants will look like. Don’t limit your outreach and you’ll be rewarded.

    • Have you done outreach to a new population and been happy with the results? Or been unsuccessful? Please share.
    • What other under-tapped populations should we be considering (there are definitely more I didn’t have space to include)? 

    http://www.energizeinc.com/hot/2014/14oct.php?utm_source=October+2014+Update&utm_campaign=UA-392700-2&utm_medium=email#.VC7Q1LnDlxA.email



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