7 pages, The uncertainty caused by the COVID-19 pandemic had a profound negative impact on volunteer mental health and well-being. We surveyed local non-profit organizational leaders about their practices toward addressing volunteer well-being and mental health during the COVID-19 pandemic. Study results indicated that while over a quarter of organizations did nothing to address volunteer well-being, other organizations utilized several approaches, including one-on-one and group meetings, program implementation, office culture investment, task assignment, and information dissemination. These findings provide valuable insight for Extension educators to develop community mental health and well-being programs to assist non-profit organizations' response to future uncertainty.
4pgs, A wetland contaminated by industrial waste is slowly coming back to life. Nature’s tenacity found a powerful ally in a kayak tours operator and her many volunteers.
6 pages, What happens when volunteers disengage from an Extension program? What steps should Extension professionals take to fill a vacated role? There is a robust amount of research regarding best retention practices once volunteers are plugged into a program. However, there is a gap in current volunteer literature regarding practical applications to prepare existing volunteers to take on new roles. Incorporating proven strategies through practical applications would allow Extension professionals to address volunteer disengagement before it happens. Extension professionals can consider 10 steps to develop a succession plan to address volunteer disengagement.
7 pages., Article #: 4IAW3, via online journal., The National 4-H Volunteer e-Forum is an alternative to multistate, face-to-face volunteer forums. Building on the success of regional e-forums, a collaborative group planned and offered three webinars that were relevant, economical, consistent, and convenient to attend. A blended learning strategy can successfully be used for focusing on both volunteer and organizational needs when approached with intentionality. Extension can use this model broadly to develop better trained corps of volunteers. Data-driven recommendations are included for Extension professionals interested in exploring hybrid training options.
pgs. 1-17; Article 3, Via online journal., Audience analysis is a critical skill to forge relationships and develop effective communications. Programs provided by the Cooperative Extension Service must be aware of external and internal audiences to provide relevant information and evoke impacts. Berlo’s (1960) Source-Message-Channel-Receiver Model of Communications guided this formative evaluation of Extension staff, and horse 4-H club volunteer leaders (program facilitators) to expose internal communication tendencies in Arkansas. Findings identified that program facilitators seek horse-related information from a variety of sources, most frequently relying on personal connections and least frequently seeking Extension sources. Program facilitators share a variety of messages and most frequently relay information about deadlines to club members. Messages about recruitment and fundraising were shared least often. Program facilitators described utilizing a variety of personal and electronic channels to share messages with the greatest frequency for in-person communications. Incoming channels were less diverse than outgoing channels and primarily featured email, which program facilitators preferred. Program facilitators are primarily female, aged in their thirties, described lifetime involvement with 4-H and the horse industry, and most frequently reported having less than five years’ experience in their current position. The ground-level perspective of facilitators’ demographics and communication tendencies was evident in results of this study. In application, practitioners must continue to actively seek relationships with audiences, remain cognizant of communication factors, and provide accurate messaging through preferred channels.
12 pages., Via online journal., This present quantitative study documented the demographic base of 21st century Extension Master Gardener (EMG) volunteers in the United States. As the EMG program approaches its fifth decade and momentum builds for national leadership, collaborative programming, and innovative impact reporting, it is important to understand the characteristics of the current volunteers and their coordinators. A national study of EMG coordinators and volunteers was conducted in Fall 2016. Response was strong, representing 71.4% of state programs and 7498 volunteers. Responding state coordinators are primarily white females, have a mean age of 51.2 years, and have served in their position an average of 7.2 years. Most state coordinators (94.1%) have a graduate degree (master’s or higher). Responding local coordinators are primarily white females, have a mean age of 51.9 years, and have served in their position 7.5 years. Some local coordinators (57.4%) have a graduate degree (master’s or higher). EMG volunteers responding were primarily female, white, educated, retired, and of economic means; have a mean age of 64.8 years; and have served an average of 7.7 years. Four generations [Traditionalist (born 1925–42), Baby Boomer (born 1943–60), GenX (born 1961–81), and GenY (born 1982–2000)] were represented in survey responses. EMG volunteers were 14.5% Traditionalists, 73.2% Baby Boomers, 11.5% GenX, and 0.9% GenY. There were significant differences in the age, age at initial training, years of active service, and service hours reported in 2015 (the prior complete program cycle) among four generations of EMG volunteers. Responses from EMG volunteers and their coordinators represented all six extension programmatic regions established by the EMG National Committee. Significant differences in age, years of service, and number of volunteer service hours reported in 2015 exist among EMG volunteers across extension programmatic regions. The majority of EMG volunteers responding to the survey indicated they volunteered in an urban county (80.5%), whereas 17.2% of respondents served in a suburban county and 2.1% were connected with rural counties. There were no significant differences in the average age, years of service, and number of volunteer service hours reported in 2015 for EMG volunteers in urban, suburban, and rural programs. Historical data and the present study share similar trends within demographics, including age, income, gender, education, and race/ethnicity, yet offer important considerations for future program growth and development.
5 pages., Via online journal., Food security is a growing global concern. To meet the needs of an ever-growing population, food production practices will need to evolve to maximize food quantity and quality. Controlled-environment food production has increased significantly in the United States over the past 5 years, and a component of that production includes hydroponic food crops. In an effort to better prepare a workforce with knowledge of hydroponic crop production, a new course was added to an existing greenhouse curriculum. A service-learning project was integrated in the course that allowed students to experience both growing crops hydroponically and volunteering at a local food bank with a free meal program. Self-assessment showed a significant increase in student confidence in understanding food security by the end of the course. There was also a significant knowledge gained in defining terminology, factors, and the impact of food security in a community. The three guided reflections students completed during the course identified four common themes relative to the course content and service-learning project including the following: community benefits, value of volunteering, local and global effects of food insecurity, and personal growth.
Role of social media for civic participation, drawing on Swedish volunteer initiatives that emerged in the context of the migration crisis in 2015 as a case study.
