Volunteer Management Practices of Department of Social Welfare and

Development: Basis for Intervention Program

Survey Questionnaire

Name (optional):

I. Direction: Please indicate your assessment by

putting a checkmark (√) on the scale that corresponds
to your answer.

The rating scales given below will serve as your

guide

Numerical Rating Verbal Interpretation

5 - Always(A)
4 - Often(O)
3 - Sometimes(S)
2 - Rarely(R)
1 - Never(N)

Respondent Assessment as 5(A) 4(O) 3(S) 2(R) 1(N)

to NRLMB-VMU, Volunteer
Management Practices
A. Volunteer Recruitment,
Screening and Selection
1. Plan volunteer recruitment
activity
a. Identify potential volunteers
before the season commences
b. Target individuals for
volunteer positions based on
their skills
c. Provide role or job
descriptions for individual
volunteers
2. Uses the DSWD Volunteer
Management System in recruitment
of volunteer(Shall fill up
registration form and waiver)
3. Allow Walk-in Volunteer
Registration (Shall fill up
registration form and waiver)
4. Actively recruit volunteers from
diverse backgrounds (e.g.,
minority ethnic groups, people
with disabilities)
5. Use advertising for volunteer
recruitment (e.g., newsletters,
online, local papers)
6. Use "word of mouth to recruit
volunteers
7. Organized and conduct
meeting/forum with government
and non- organization and
encourage them to volunteer
8. Joined Volunteer Recruitment
Fair
9. Volunteer are screen and
selected based on the criteria
for recruitment, screening and
selection (DSWD AO 218, Series
of 2002)
a. Must be at least 15 years of
age, provided those who are
at least 15 to below 18
years old may be eligible to
volunteer only in non-
hazardous and simple
activities;
b. Must be willing to commit
his/her time, resources
and/or talent and be
assigned to a specific work
without material or
financial remuneration;
c. Must be willing to learn and
undergo training on
volunteerism and
specialized skills, if
needed
d. Must be willing to abide by
the policies of the
respective
assignment/deployment areas;
e. Must present any valid ID for
identification such as
school, company or
government-issued ID
f. Must have at least two (2)
character reference and a
Barangay clearance where
he/she resides;
g. Must be physically and
 mentally ca p a b le to render
volunteer work. If warranted,
this must be certified by a
licensed physician or a
psychologist;
h. For foreigners outside of the
Peace Corps program interested
to be volunteers, a clearance
from the PNVSCA and a proof of
legality of stay in the
Philippines are required
i. The residence of each
volunteer is considered as one
of the criteria for deployment
to maximize the effectiveness
of active volunteers’
participation
13. Conduct interview to validate
whether the volunteer meets the
criteria
14. Match the skills, experience and
interests of volunteers to
specific roles
15. Maintain a database of
volunteers' skills,
qualifications and experience
B. Volunteer Training
5(A) 4(O) 3(S) 2(R) 1(N)
1. Plan a volunteer Orientation and
Training
2. Uses the standardized volunteer
training/orientation module
3. Assign orientation leader
4. Conduct of Volunteer
Orientation about the DSWD
general policies including
policy on safe environment and
standard of confidentiality.
5. Discussed the following during
the orientation:
a. DSWD Mission, Vision, Goal
and NRLMB Mandate
b. Output required and
specific work/service
needed
c. Duties involved typical
responsibilities of
volunteer
d. Days and hours of work

e. Duration of Work

6. Conduct of onsite or office-

based orientation specific to
the programs and services;
 7. Provide training and/or actual
demonstration of work whenever
necessary;
8. Provide necessary resources
during volunteer training
9. Mentor volunteers,
particularly when starting in a
new role.
10. Encourage volunteer to be
part of DSWD-NRLMB pool of
specialized volunteer
Management
11. Assist volunteers to
access training outside the
organization(e.g. accreditation
training course).
C. Volunteer Mobilization 5(A) 4(O) 3(S) 2(R) 1(N)
1. Assign volunteer supervisor or
team leader
2. Volunteer fill-out individual
daily time record, duly
certified by his/her assigned
supervisor to keep track of the
total hours of service rendered
3. Issued Volunteer Identification
Card, indicating the name of
the volunteer, duration of
assignment and others, and
shall be surrender after the
duration of volunteer work.
4. Properly Deployed/Endorsed
volunteer to the supervisor of
the mutually agreed work area.
5. Assign volunteer to the
mutually agreed area of work
that fit to their skills
6. Introduce new volunteers to
people with whom they will work
within the organization.
7. Manage the work loads of
individual volunteers where
they are excessive.
8. Encourage volunteers to operate
within a code of acceptable
behavior.
9. Ensure the work area of the
volunteers is provided with the
necessary logistical support,
etc. (e.g., tables, chairs, and
water dispenser especially if
there is a big group of
volunteers;
10. Ensure that the working
environment are safe by
providing PPE, functional
clinic and visibility of
security personnel.
11. Uses standardized process
in managing/investigating
dispute( Between volunteer and
volunteer, volunteer and
employee)
12. Conduct post-deployment
exit activities such as
interviews, debriefing or
reflection sessions to all
deployed volunteers.
13. Terminate volunteers due to
the following grounds:
a. Upon volunteer’s request
even before the completion of
his/her commitment due to
valid reasons
b. Violation of policies of the
Department’s center and
institutions
c. Valid complain against the
volunteer (e.g. any forms of
abusive behavior on other
volunteers or employees of the
Department and institution)
D. Volunteer Retention 5(A) 4(O) 3(S) 2(R) 1(N)

1. Updated the database of

volunteers ‘skills,
qualifications and experience
2. Conduct evaluation sessions
covering the activity
undertaken, learning, insight,
and recommendations, feedback
will be used as input to
enhanced volunteer management
program.
3. The Department provided food for
volunteer (Lunch and AM and PM
Snacks)
4. Recognize outstanding work or
task performances of
individual/group volunteers by
issuing a Plaque, Certificate of
Appreciation and Commendation
Letter.
5. Motivate volunteer by always
reminding them of their
importance and impact to the
organization.
6. Nominating volunteer to the
nationwide DSWD Panata Ko sa
Bayan Award: Best Volunteer :
Individual and Group
7. Keeping in touch with the
volunteer by inviting volunteers
to participate in the upcoming
volunteer opportunity.
8. Encouraged/invite volunteer to
be part of the DSWD-NRLMB
Specialized Volunteer Program
9. Recommended volunteer to other
DSWD program (Cash-for-Work and
Food-for-Work)
 II. Direction: Please indicate your assessment by putting
a checkmark (√) on the scale that correspondsto your
answer.

Numerical Rating Verbal Interpretation

5 - Strongly Agree(STA)
4 - Agree(A)
3 - Moderately Agree(MA)
2 - Slightly Agree(SLA)
1 - Disagree(D)

Respondent Assessment as 5 4 3 2 1
to NRLMB-VMU, Problem (STA) (A) (MA) (SLA) (D)
Encountered
A. Volunteer Recruitment
1. There is no
established/existing
volunteer recruitment,
screening and selection
process in NRLMB-VMU
2. Volunteer Recruitment,
screening and selection
Planning is not conducted
based on the scheduled
timeline
a. There is no pre-
identify potential
volunteer before the
season commences
3. The bureau has no plotted
scheduled for the conduct
of meeting/forum with
government and non-
government organization
to encouraged them to
volunteer
4. Non-utilization of the
DSWD Volunteer Management
Systems in inviting and
recruiting potential
volunteers
5. Lack of opportunity in
joining volunteer
recruitment fair
6. Non-utilization of social
media platform in
 recruiting volunteers
7. Potential volunteers are
not aware of the scope of
DSWD-NRLMB volunteers
work
8. Limitation to age
requirements due to the
nature of volunteer work
9. Limitation due to physical
and mental capability to
render volunteers work
10. Limitation of in
accepting walk-in
applicant due to COVID-19
11. Identified
volunteers are not willing
to commit his/her time,
resources, talent and be
assigned to the specific
work without material or
financial remuneration
12. Identified
volunteers are not willing
to abide policies of
respective
assignment/deployment
area
13. Skills and
experience of potential
volunteer does not match
to the DSWD-VMU specific
volunteer works
14. Not updated/No data
base of volunteers skills
qualifications and
experience
B. Volunteer Training 5 4 3 2 1
(STA) (A) (MA) (SLA) (D)
1. No specific plan/program
for volunteer
Orientation and Training
2. Standardized volunteer
training/module is not
utilized.
3. Limited time in
conducting volunteer
orientation
4. Lack of necessary
resource during training
5. Lack of personnel
handling volunteers
training
6. Lack of personnel who
 mentors volunteer
particularly when
stating in a new role
7. Identified volunteers
are not willing to
undergo training on
volunteerism and
specialized skills
8. Volunteers are not
interested to joined to
the pool of specialized
volunteer
9. Lack of opportunity for
volunteer to have access
to the training outside
the organization due to
DSWD-NRLMB limited fund
and resources
C. Volunteer Mobilization 5 4 3 2 1
(STA) (A) (MA) (SLA) (D)
1. There is no
established/existing
volunteer mobilization
program in NRLMB-VMU
2. Potential volunteer
supervisor or team leader
is not willing to take-
charge
3. Volunteer failed to fil-out
individual daily time
record, duly certified by
his/her assigned
supervisor.
4. Lack of resources to issue
volunteer Identification
card
5. Lack of personnel to manage
the proper
deployment/endorsement of
volunteer to the supervisor
of the work station
6. Due to lack of volunteer
the volunteer were assigned
to the not mutually agreed
area of work that fit to
their skills
7. Volunteer workload are not
properly managed that can
cause volunteer burnout
8. Poor coordination between
volunteers’ manager and
work area supervisors that
 can cause confusion on the
part of volunteers.
9. Volunteers acted outside
the code of acceptable
behavior
10. There is no established
volunteer handbook that
will serves as guide of
volunteer during the
duration of their volunteer
works
11. Lack of necessary
logistical support ( chair,
tables, water dispenser
etc.)
12. Unavailability of
Personal Protective
Equipment to be use by
volunteer during deployment
13. There is no established
standardized process in
managing and investigating
dispute ( between volunteer
and volunteers and
volunteers and employee)
14. Post-deployment
activities such as
interview, debriefing or
reflection session to all
deployed volunteers are not
conducted due to limited
time and lack of personnel
15. Proper termination of
volunteers were not
properly observed due to
D. Volunteer Retention 5 4 3 2 1
(STA) (A) (MA) (SLA) (D)
1. There is no
established/existing
volunteer retention program
in NRLMB-VMU
2. Volunteer skills,
qualification and
experience data base are
not regularly updated
3. Inconsistent conduct of
volunteer evaluation
sessions covering the
activity undertaken,
learning, insight,
recommendation and feedback
of volunteer to enhanced
 DSWD Volunteer Management
Program
4. Lack of financial resources
to provide at least food
for volunteer
5. Lack of personnel to
monitor volunteers work
performance
6. Limited financial resources
for the conduct of Cash-
for-Work and Food-for-Work
for volunteers who do
volunteers work in the
DSWD-NRLMB for a at least 6
months
7. Limited resources to keep-
in touch with the
volunteers by inviting them
to participate again to the
upcoming volunteer
opportunity.
8. Inconsistent communication
between volunteers managers
and volunteers, especially
in reminding them of their
importance and impact to
the DSWD-NRLMB.
9. Volunteers personal reasons
not to volunteer or stop
volunteering to DSWD-NRLMB
(e.g. Burnout, time ,age
etc.)