MGVs are required to keep track of the hours they complete. A standard timesheet is provided here for your convenience, but you don’t have to use it. The important thing is that hours are recorded in the three main categories and are turned in to the local facilitator by the deadline!
- 2017 Timesheet (fillable pdf)
Designing Management Volunteer Positions
A written role description is the single most important criteria in overall volunteer program delivery. A role description for management volunteers is especially necessary. The advantage of written role descriptions is that the duties, expectations, and responsibilities of both the volunteer and organization are outlined clearly. Knowing the requirements of individual volunteer management roles in advance simplifies the selection/recruitment and utilization of managers.
Written role descriptions challenge an organization to provide managers with opportunities to contribute that are both challenging and rewarding. Many individual volunteers and entire volunteer programs are not completely successful, or fail entirely, because relationships were never clearly defined.
Role descriptions are a starting point for discussing volunteer involvement, not a predetermined, inflexible list of responsibilities! Involve the potential management volunteer in the description-designing process, and in the on-going review process with continuous negotiation.
UW-Extension Volunteer Agreement
Individuals and organizations trust the University of Wisconsin‐Extension to provide quality leadership and education to all who are involved in UW‐Extension sponsored programs (4‐H, HCE, MGV, StrongWomen). The opportunity to volunteer is a privileged position and should be held only by those willing to demonstrate behaviors that fulfill trust. All volunteers working with UW‐Extension are required to complete a volunteer orientation program. This includes: a) a background check for arrest and conviction records, b) participating in a volunteer orientation program and c) signing the Volunteer Behavior Expectations form. The primary purpose of this document is to ensure the safety and well-being of all participants. Rock County UW‐Extension Volunteers are expected to abide by the following behavior standards established by Rock County UW‐Extension and to conduct themselves as positive role models. All Rock County UW‐Extension Volunteers are ultimately accountable to UW-Extension for their related activities.
Volunteer Dismissal Policy
From the Wisconsin Master Gardener Program Office:
The US Supreme Court ruled that participation in a volunteer program is a privilege and not a guaranteed right. The federal government views volunteers as having many of the same rights and responsibilities as paid staff. The most notable exceptions include monetary compensation for work, fringe benefits, workers’ compensation and appeal process. Since volunteering is a privilege, UW-Extension has the right to determine who will serve as volunteers, and the volunteer does not have the right to appeal the decision.
Volunteers can be dismissed (fired) by the local UW-Extension agent or county UW-Extension director for misconduct, failure to perform duties, or failure to follow program policies. The agent should not rush to a conclusion but should seek to discover the facts of a situation and request a meeting with the volunteer (ideally with a witness present). The volunteer should be given the opportunity to respond. A volunteer can be placed on probation or dismissed depending on the severity of the offense, past volunteer contributions, and/or indications that the volunteer plans to continue (or discontinue) policy violations or misconduct. The county UW-Extension director, district director, and/or the State MG Program Coordinator should be consulted. The volunteer should be given a written copy of actions taken and a copy placed in the volunteer’s personnel file.
Presenting oneself as a MGV in an unauthorized role and attempting to implement management/policy decisions that are inconsistent or in direct violation of MG Program policies are considered serious violations. Displays of discriminatory behavior, sexual harassment, alcohol and/or drug use, or possession of a dangerous weapon while on the job will not be tolerated and are grounds for immediate dismissal.