Shelby,
The subject of volunteer management is one where you'll find a lot of variation in the field. I'm curious as to what your primary goal(s) are in this case, however. I ask because in my experience, you need to spend up-front time designing a program to minimize problems down the road. It doesn't have to be difficult, however.
You mention wanting to start a volunteer "group," do you mean a formal volunteer program by this? Also, you specifically ask about policies for volunteers who "bother staff members and other volunteers" while referencing background checks as well. While both can and should be a part of good practice, the big issue to me is always WHAT is included and HOW such policies are implemented. You also mention a concern about offending and alienating your small community, but I would suggest that the best way to avoid this is to have clear, well-though-out guidelines/policies in place that are applied consistently.
Assuming we're talking about ongoing (regular) volunteers who are scheduled throughout the year, as opposed to one-time or event volunteers, I think it can be helpful to think of having "paid and volunteer staff." There should be clear expectations about the work to be done, and there should also be clear expectations regarding when the work is to be done, and with whom if the tasks are specialized or sensitive, etc. Each person, whether paid or volunteer, should have an obligation to show up on a scheduled day and on-time, or to let their lead/supervisor know of a change or delay, etc.
Everyone on your paid and volunteer staff team should also have an obligation to treat co-workers with respect. You likely have policies for this in place for paid staff (including sexual harassment prevention), so consider having volunteers receive a copy of these and acknowledge in writing that they have read and understand them, just as you would do when hiring a new staff member. That way, you can simply follow accepted supervisory practice if someone steps out of line.
There should be clear orientation and training provided and documented (about your institution, its history, values and mission, as well as the specific tasks to be done) in order to ensure that your "team" has a consistent body of knowledge and clear expectations to work from. As for background checks, I personally think that what's involved should be commensurate with the duties/responsibilities you are bestowing upon an individual, whether paid or volunteer. If you have folks who will be working with young children, versus someone doing filing in a back office, different requirements should apply. And whatever you do, paid staff should be subject to at least the same requirements, and probably more, just to be fair.
The American Association for Museum Volunteers offers standards and best practices for museum volunteer programs online, so you can pursue this in more detail I hope these thoughts are helpful, and I wish you all the best in your efforts!
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Paul Hammond
Independent Museum Professional
Riverside, California
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Original Message:
Sent: 03-04-2019 03:54 PM
From: Shelby Miller
Subject: Volunteer Screening
Hello All,
My museum is starting a volunteer group and am wondering about volunteer screening.
Do you all have procedures and policies in place to handle volunteers who bother staff members and other volunteers? What do you require as far as background checks? We have a small group of volunteers and an even smaller staff. We don't have the luxury of offending and alienating the local community.
Do you have any suggestions?
Best,
Shelby
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Shelby Miller
Curator/Dr. of Education and Outreach
Galena History Museum
Galena IL
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