Arelis and Russell from Rare Genomics Institute: Difference between revisions
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(Created page with "*Arelis - vollunteer management director *165 volunteer - 10 is the average, 5 hour minimum *90% of volunteers do it completely voluntarily *No paid staff - all HR is voluntee...") |
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*Arelis - vollunteer management director | *Arelis - vollunteer management director | ||
*165 volunteer - 10 is the average, 5 hour minimum | *165 active volunteer - 10 is the average, 5 hour minimum per week. | ||
*90% of volunteers do it completely voluntarily | *90% of volunteers do it completely voluntarily | ||
*No paid staff - all HR is volunteers | *No paid staff - all HR is volunteers | ||
| Line 9: | Line 9: | ||
*Each team can submit funding requests, travel, conferences | *Each team can submit funding requests, travel, conferences | ||
*Receives donations from corporations | *Receives donations from corporations | ||
*13 teams - science 2.0 team (such as scientists), grants team, HR, IT, patient advocacy to help them find resources | |||
*HR Protocol - recruitment and volunteer engagement. Hire volunteers because they have a skilll set and a passion. Support their resume. | |||
*Post positions in Volunteer match. Fill out a detailed questionnaire. Review them. Based n needs of the department. Needs are one thing. HR does initial fit interview. Then work with the specific team leads. Minimum 2 phone interviews. | |||
*Initially, make it clear that even if you are volunteering, that you have the time and heart | |||
*First on seriousness: 5 hours per week, and 90 day period requirement. Evaluate at 90 days. Provide a title at that time - they are 'accepted.' There are specific communication effectiveness needs. Talk about interview. We respect the volunteer and their time. | |||
*30 minute interviews. "Wow, you are really taking this serious, like it was a real job". E | |||
*Expected to hit the ground running. Introduces them to a project manager. Interviewed with team leader. Weekly team meeting. | |||
*Every team has a position description for the work that they do. | |||
*They know what they are getting into. | |||
*HR does a 2 week followup. | |||
Revision as of 20:36, 31 August 2016
- Arelis - vollunteer management director
- 165 active volunteer - 10 is the average, 5 hour minimum per week.
- 90% of volunteers do it completely voluntarily
- No paid staff - all HR is volunteers
- ED was connected to a grant. But still participating.
- 100% volunteer organizations
- Help individuals raise funds to fight rare genemics
- Software, infrastructure, patient advocacy, IT team
- Each team can submit funding requests, travel, conferences
- Receives donations from corporations
- 13 teams - science 2.0 team (such as scientists), grants team, HR, IT, patient advocacy to help them find resources
- HR Protocol - recruitment and volunteer engagement. Hire volunteers because they have a skilll set and a passion. Support their resume.
- Post positions in Volunteer match. Fill out a detailed questionnaire. Review them. Based n needs of the department. Needs are one thing. HR does initial fit interview. Then work with the specific team leads. Minimum 2 phone interviews.
- Initially, make it clear that even if you are volunteering, that you have the time and heart
- First on seriousness: 5 hours per week, and 90 day period requirement. Evaluate at 90 days. Provide a title at that time - they are 'accepted.' There are specific communication effectiveness needs. Talk about interview. We respect the volunteer and their time.
- 30 minute interviews. "Wow, you are really taking this serious, like it was a real job". E
- Expected to hit the ground running. Introduces them to a project manager. Interviewed with team leader. Weekly team meeting.
- Every team has a position description for the work that they do.
- They know what they are getting into.
- HR does a 2 week followup.