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How do you design a volunteer evaluation rubric that aligns with your goals and objectives?

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Volunteer evaluation rubrics are tools that help you measure the performance, impact, and satisfaction of your volunteers. They can help you identify strengths, weaknesses, opportunities, and challenges in your volunteer program, as well as provide feedback and recognition to your volunteers. But how do you design a volunteer evaluation rubric that aligns with your goals and objectives? Here are some steps to guide you.

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Hope Primas

Dedicated to assisting organizations in improving lives and communities through exceptional resource development and…

1 Define your purpose

Before you create your volunteer evaluation rubric, you need to define your purpose and scope. What are you trying to achieve with your volunteer program? What are the specific outcomes and indicators that you want to measure? Who are the stakeholders involved in the evaluation process? How will you use the results of the evaluation? Answering these questions will help you clarify your goals and objectives, as well as the scope and frequency of your evaluation.

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Hope Primas

Dedicated to assisting organizations in improving lives and communities through exceptional resource development and communication practices. Interested in assisting organizations that work for social justice.
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I think a simple job description would suffice. Use it to communicate your needs to volunteers, provide feedback, and get feedback from them. You should keep in mind they are not employees, even though they are part of your team. Since they have no fiduciary responsibility beyond what you assign them, they should not be treated or evaluated like board members. Don't forget, volunteers are there of their own volition, and it's your responsibility to know what you want and screen them properly before assigning them a role.

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2 Choose your criteria

Next, you need to choose the criteria that you will use to assess your volunteers. Criteria are the aspects or dimensions of performance that you want to evaluate, such as skills, knowledge, attitudes, behaviors, or results. You can use different types of criteria depending on your purpose and scope, such as input, output, outcome, or impact criteria. For example, input criteria could include the number of hours, training, or resources that volunteers contribute; output criteria could include the number of tasks, activities, or events that volunteers complete; outcome criteria could include the changes or benefits that volunteers bring to your beneficiaries or community; and impact criteria could include the long-term effects or sustainability of your volunteer program.

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Ben Hutterer

Lover of Comfort Food and Happy Customers | Lifetime Learner
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What do the volunteers feel passionate about? Do they like being around other volunteers? Does their passion for a particular hobby intertwine with the volunteer task at hand? In other words, will they be volunteering to do a particular task because they've been assigned to it or because they want to? What in their work history makes them a good fit for the volunteer team? All of these questions are determined by the volunteer coordinator. After all, volunteers are a separate, but equally important, arm of any organization. Passionate and experienced volunteers pave way for the continued success of an organization.

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3 Develop your scale

After you have chosen your criteria, you need to develop your scale that you will use to rate your volunteers. A scale is a set of levels or categories that describe the quality or quantity of performance for each criterion. You can use different types of scales depending on your purpose and scope, such as numeric, descriptive, or rubric scales. For example, a numeric scale could use numbers from 1 to 5 to indicate the level of performance; a descriptive scale could use words such as poor, fair, good, or excellent to indicate the quality of performance; and a rubric scale could use detailed descriptions of the expectations and evidence for each level of performance.

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Ben Hutterer

Lover of Comfort Food and Happy Customers | Lifetime Learner
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One thing I've found helpful are the little critiques in the detail section below each performance scale. They help me learn and move forward instead of ruminate.

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4 Collect your data

Once you have developed your scale, you need to collect your data that you will use to evaluate your volunteers. Data are the information or evidence that you gather to support your ratings for each criterion. You can use different methods and sources of data depending on your purpose and scope, such as surveys, interviews, observations, testimonials, or reports. For example, you could use a survey to ask your volunteers about their satisfaction, motivation, or challenges; you could use an interview to ask your beneficiaries or partners about their feedback, impact, or recommendations; you could use an observation to check your volunteers' skills, behaviors, or results; you could use a testimonial to highlight your volunteers' stories, achievements, or contributions; and you could use a report to summarize your volunteers' hours, activities, or outcomes.

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5 Analyze your data

After you have collected your data, you need to analyze your data that you will use to make sense of your findings. Analysis is the process of interpreting, comparing, and synthesizing your data to draw conclusions and recommendations. You can use different techniques and tools for analysis depending on your purpose and scope, such as descriptive statistics, thematic analysis, or SWOT analysis. For example, you could use descriptive statistics to calculate the mean, median, mode, or frequency of your numeric data; you could use thematic analysis to identify the main themes, patterns, or trends in your qualitative data; and you could use SWOT analysis to assess the strengths, weaknesses, opportunities, and threats in your volunteer program.

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6 Communicate your results

Finally, you need to communicate your results that you will use to share your findings and recommendations with your stakeholders. Communication is the process of presenting, reporting, and disseminating your results in a clear, concise, and engaging way. You can use different formats and channels for communication depending on your purpose and scope, such as reports, presentations, newsletters, or social media. For example, you could use a report to document your evaluation process, findings, and recommendations in a formal and comprehensive way; you could use a presentation to highlight your evaluation results, impact, and recognition in an interactive and visual way; you could use a newsletter to update your volunteers, beneficiaries, or partners on your evaluation activities, feedback, and appreciation in an informal and personal way; and you could use social media to showcase your evaluation stories, achievements, or testimonials in a public and viral way.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you design a volunteer evaluation rubric that aligns with your goals and objectives?

1

2

3

4

5

6

7

1 Define your purpose

2 Choose your criteria

3 Develop your scale

4 Collect your data

5 Analyze your data

6 Communicate your results

7 Here’s what else to consider

Volunteering

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How do you design a volunteer evaluation rubric that aligns with your goals and objectives?

1

2

3

4

5

6

7

1 Define your purpose

2 Choose your criteria

3 Develop your scale

4 Collect your data

5 Analyze your data

6 Communicate your results

7 Here’s what else to consider

Volunteering

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