Peralta Roimar_For Validation

Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ INSTITUTE

OF SCIENCE AND TECHNOLOGY
Nagtahan, Sampaloc, Manila
GRADUATE SCHOOL
Volunteer Management Practices of Department of Social Welfare and

Development: Basis for Intervention Program
Survey Questionnaire
Name (optional): __________________________
Direction: Please indicate your assessment by putting a checkmark (√) on

sthe scale that corresponds to your answer.
Numerical Rating Verbal Interpretation

PART 1: ACCE REJE REVI REMARKS
Respondent Assessment as5 - Always(A)
PT CT SE
to NRLMB-VMU, 4 Volunteer
- Often(O)
Management Practices
3 Screening, and
1. Volunteer Recruitment, - Selection
Sometimes(S)
1. Plan volunteer 2 recruitment - Rarely(R)
activity
a. Identify 1 potential - Never(N)
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 the
recruitment of volunteers
(Shall fill up the
registration form and
waiver)
3. Allow Walk-in Volunteer
Registration (Shall fill up
registration form and
waiver)
4. Actively recruit volunteers
GRADUATE SCHOOL
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
meetings/forums with
government and non-
organizations and
encouraged them to
volunteer
8. Joined Volunteer
Recruitment Fair
9. Volunteers are screened
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 their time,
resources, and talent
and be assigned to a
specific work without
material or financial
remuneration;
c. Must be willing to
learn and undergo
training on
GRADUATE SCHOOL
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
references and a
Barangay clearance
where they reside;
g. Must be physically
and mentally capable to
render volunteer work.
If warranted, this must
be certified by a
licensed physician or a
psychologist;
h. For foreigners outside
the Peace Corps program
interested in being
volunteers, a clearance
from the PNVSCA and
proof of legality of
stay in the Philippines
are required.
i. Each volunteer's
residence is considered
one of the criteria for
deployment to maximize
the effectiveness of
active volunteers'
participation.
13.Interview to validate
whether the volunteer meets
the criteria
GRADUATE SCHOOL
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
1. Plan a volunteer
Orientation and Training
2. Uses the standardized
volunteer
training/orientation
module
3. Assign orientation leader
4. Conduct 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 a
volunteer.
d. Days and hours of work
e. Duration of Work
6. Conduct onsite or office-
based orientation
specific to the programs
and services;
7. Provide training and
actual demonstration of
GRADUATE SCHOOL
work whenever necessary;

8. Provide necessary
resources during
volunteer training
9. Mentor volunteers,
particularly when
starting in a new role.
10. Encourage volunteers
to be part of the DSWD-
NRLMB pool of specialized
volunteers.
11. Assist volunteers in
accessing training outside
the organization(e.g.,
accreditation training
course).
C. Volunteer Mobilization
1. Assign a volunteer
supervisor or team leader
2. Volunteers fill-out
individual daily time
records, duly certified
by/her assigned
supervisor, to keep track
of the total hours of
service rendered.
3. Issued Volunteer
Identification Card,
indicating the
volunteer's name,
duration of assignment,
and others, and shall be
surrendered after the
time of volunteer work.
4. It properly
Deployed/Endorsed
volunteers to the
supervisor of the
mutually agreed work
area.
5. Assign a volunteer to the
GRADUATE SCHOOL
mutually agreed area of

work that fit their
skills
6. Introduce new volunteers
to people with whom they
will work within the
organization.
7. Manage the workloads 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
dispensers, especially if
there is a big group of
volunteers;
10. Ensure that the
working environment is
safe by providing PPE, a
functional clinic, and
the visibility of
security personnel.
11. Uses standardized
process in
managing/investigating
disputes ( Between
volunteer and volunteer,
volunteer and employee)
12. Conduct post-
deployment exit
activities such as
interviews, debriefing,
or reflection sessions
for all deployed
GRADUATE SCHOOL
volunteers.
13. Terminate volunteers
due to the following
grounds:
a. Upon volunteer's
request even before the
completion of their
commitment due to valid
reasons.
b. Violation of policies
of the Department’s
center and institutions
c. Valid complaints against
the volunteer (e.g., any
forms of abusive
behavior on other
volunteers or employees
of the Department and
institution)
D. Volunteer Retention
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
the enhanced volunteer
management program.
3. The Department provided
food for volunteers (Lunch
and AM and PM Snacks)
4. Recognize outstanding work
or task performances of
individual/group
volunteers by issuing a
GRADUATE SCHOOL
Plaque, Certificate of
Appreciation, and
Commendation Letter.
5. Motivate volunteers by
constantly reminding them
of their importance and
impact on 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/invited
volunteers to be part of
the DSWD-NRLMB Specialized
Volunteer Program.
9. Recommended volunteer to
other DSWD programs (Cash-
for-Work and Food-for-
Work)
II. Direction: Please indicate your assessment by putting a checkmark

(√) on the scale that corresponds to your answer.
GRADUATE SCHOOL
Numerical Rating Verbal Interpretation

5 - Strongly Agree(STA)
4 - Agree(A)
3 - Moderately Agree(MA)
2 - Slightly Agree(SLA)
1 - Disagree(D)
PART 2: ACCE REJE REVI REMARKS

Respondent Assessment as to NRLMB- PT CT SE
VMU, Problem Encountered
1. Volunteer Recruitment, Screening, and Selection
1. There is no
established/existing
volunteer recruitment,
process in NRLMB-VMU.
2. Volunteer Recruitment,
Planning are not conducted
based on the scheduled
timeline.
a. There is no pre-identify
potential volunteer
before the season
commences.
3. The bureau has no plot
scheduled for the conduct
of meetings/forums with
government and non-
government organizations to
encourage them to
volunteer.
4. Non-utilization of the DSWD
Volunteer Management
Systems in inviting and
recruiting potential
volunteers
5. Lack of opportunity to join
volunteer recruitment fair
GRADUATE SCHOOL
6. Non-utilization of social
media platforms in
recruiting volunteers
7. Potential volunteers are
not aware of the scope of
DSWD-NRLMB volunteer work.
8. Limitation to age
requirements due to the
nature of volunteer work
9. Limitations due to physical
and mental capability to
render volunteers work
10. Limitation in
accepting walk-in
applicants due to COVID-19
11. Identified volunteers
are not willing to
commit/her time, resources,
or talent and be assigned
to the specific work
without material or
financial remuneration.
12. Identified volunteers
are not willing to abide by
the respective
assignment/deployment area
policies.
13. Potential volunteers'
skills and experience do
not match the DSWD-VMU-
specific volunteer work.
14. Not updated/No
database of volunteers'
skills, qualifications, and
experience
B. Volunteer Training
1. No specific plan/program
for volunteer Orientation
and Training
2. Standardized volunteer
training/module is not
utilized.
GRADUATE SCHOOL
3. Limited time in conducting

volunteer orientation
4. Lack of necessary
resources during training
5. Lack of personnel handling
volunteers training
6. Lack of personnel who
mentors volunteer,
particularly when starting
in a new role
7. Identified volunteers are
not willing to undergo
training on volunteerism
and specialized skills.
8. Volunteers are not
interested in joining the
pool of specialized
volunteers.
9. Lack of opportunity for
the volunteer to have
access to the training
outside the organization
due to DSWD-NRLMB's
limited funds and
resources
C. Volunteer Mobilization
1. There is no
volunteer mobilization
program in NRLMB-VMU
2. A potential volunteer
supervisor or team leader is
not willing to take-charge
3. Volunteers failed to fil-out
individual daily time
records duly certified by
their assigned supervisor.
4. Lack of resources to issue a
volunteer Identification
GRADUATE SCHOOL
card.
5. Lack of personnel to manage
the proper
deployment/endorsement of
volunteers to the supervisor
of the workstation
6. Due to a lack of volunteers,
the volunteer was assigned
to the not mutually agreed
area of work that fit their
skills.
7. Volunteer workload is not
managed correctly, which can
cause volunteer burnout.
8. Poor coordination between
volunteer managers and work
area supervisors can confuse
the part of volunteers.
9. Volunteers acted outside the
code of acceptable behavior.
10. There is no established
volunteer handbook that will
serve as a guide for the
volunteer during the
duration of their volunteer
work.
11. Lack of necessary
logistical support ( chair,
tables, water dispenser,
etc.)
12. Unavailability of Personal
Protective Equipment to be
used by a volunteer during
deployment
13. There is no established
standardized process for
managing and investigating
disputes ( between
volunteers and volunteers
GRADUATE SCHOOL
and volunteers and

employees)
14. Post-deployment activities
such as interviews,
debriefing, or reflection
sessions for all deployed
volunteers are not conducted
due to limited time and lack
of personnel.
15. Proper termination of
volunteers was not correctly
observed
D. Volunteer Retention
1. There is no
volunteer retention program
in NRLMB-VMU
2. The volunteer skills,
qualifications, and
experience database are not
regularly updated.
3. Inconsistent conduct of
volunteer evaluation
sessions covering the
activity undertaken,
learning, insight,
recommendation, and feedback
of volunteers to enhance the
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 volunteer
GRADUATE SCHOOL
work in the DSWD-NRLMB for

at least six months
7. Limited resources to keep
keep-in-touch with the
volunteers by inviting them
to participate again in the
upcoming volunteer
opportunity
8. Inconsistent communication
between volunteer managers
and volunteers, especially
in reminding them of their
importance and impact on the
DSWD-NRLMB
9. Volunteers' personal reasons
not to volunteer or stop
volunteering to DSWD-NRLMB
(e.g., Burnout, time, age,
etc.)
_______________________________ _____________
Name and Signature of Evaluator Date

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Republic of the Philippines

EULOGIO “AMANG” RODRIGUEZ INSTITUTE

Volunteer Management Practices of Department of Social Welfare and

Direction: Please indicate your assessment by putting a checkmark (√) on

Numerical Rating Verbal Interpretation

from diverse backgrounds

14.Match the skills,

work whenever necessary;

mutually agreed area of

II. Direction: Please indicate your assessment by putting a checkmark

Numerical Rating Verbal Interpretation

PART 2: ACCE REJE REVI REMARKS

3. Limited time in conducting

and volunteers and

work in the DSWD-NRLMB for

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