Thank you for taking the time to hare your responses.
To take the discussion on a step, if we are going to change things for the better we need to have a clear idea of how we would tell if someone is competent enough to be a ‘good’ or ‘effective’ volunteer manager.
Sheila commented that “This would never happen within any other profession- can you ever imagine a Head of HR or Head of Finance being appointed without the relevant skills, knowledge or experience as qualifications?”
No I can’t, but then those posts would usually be filled with people with some form of formal credentialing of their competence.
So how might we gauge this for a volunteer management role?
- Is it because they have been/are a volunteer and so can be a volunteer manager?
- Is it because they have a piece of paper saying that have completed some formal qualification (NVQ etc.) in volunteer management?
- Is it because they have x years experience in such a role?
- Is it because they have a degree (in anything!) and so can ‘qualify’ for a volunteer management role?
- Is it something else? What? Why?