Volunteer Management Needs Assessment of the Tennessee 4-H Program

The purpose of this descriptive study was to conduct a state-wide needs assessment of Tennessee 4-H Youth Development Extension Agents to determine the perception in working with 4-H Volunteer Leaders and the knowledge level of volunteer management. This study also determined the need for a formalized 4-H Volunteer Leader management system. Targeted participants were University of Tennessee (UT) Extension Agents and Tennessee State University (TSU) Extension Agents with 4-H job responsibility. Participants were asked to complete a four part questionnaire instrument. Components one through three of the instrument were used to determine the need for a formalized 4-H Volunteer Leader management system, the knowledge level in managing and the perception of working with 4-H Volunteer Leaders. The final component was used to collect demographic information. After completion of a pilot study, 161 Extension Agents were targeted to participate in the study. The questionnaire was administered on web-based data collection system known as Survey Monkey. Results indicated 90% of Extension Agents agreed there is a need for readily available, web-based materials. Results also indicated a need (66% agreeing) for a comprehensive 4-H Volunteer Leader management system. Also, results found high proficiencies, up to 97%, in both knowledge levels of managing 4-H Volunteer Leaders and perceptions of working with 4-H Volunteer Leaders. Demographic information was correlated among measures of knowledge, perception and the need for a formalized 4-H Volunteer Leader management system. Significant correlations were found between risk management of 4-H Volunteer Leaders and Extension tenure, also between Extension tenure and the perception of 4-H Volunteer Leaders being welcome within the school system. Significant correlations were also between recruiting volunteers and outside of Extension volunteer/employee management; between outside of Extension volunteer/employee management and removing 4-H Volunteer Leaders. Implications indicate a need for additional resources to provide training and information for both agents and 4-H Volunteer Leaders. Findings also indicate materials should be web-based for easy access for both agent and 4-H Volunteer Leader use. Data responses show there is a need for a formalized 4-H Volunteer Leader management system that would encompass all aspects from recruitment to retention of 4-H Volunteer Leaders.