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Fundraising Volunteers

How strong is your fundraising volunteers practice? This short, evidence-based self-assessment scores your organisation against fundraising standards, shows where your biggest gaps are, and puts the most useful fixes first.
It takes about 10 minutes. Every question is optional, and the more you can share, especially real numbers and documents, the more accurate your result.

Which best describes your organisation on: Proportion of formal volunteer fundraising roles with written descriptions covering the 8 core elements?

Which best describes your organisation on: Proportion of formal volunteer fundraising roles with written descriptions covering the 8 core elements?
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Which best describes your organisation on: Volunteer role descriptions explain how the role contributes to the organization's mission?

Which best describes your organisation on: Volunteer role descriptions explain how the role contributes to the organization's mission?
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Which best describes your organisation on: The organization uses a deliberate sequence of recruitment channels, starting with internal networks?

Which best describes your organisation on: The organization uses a deliberate sequence of recruitment channels, starting with internal networks?
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Which best describes your organisation on: Recruitment communications convey cause importance, program efficacy, and volunteer benefits rather than desperation?

Which best describes your organisation on: Recruitment communications convey cause importance, program efficacy, and volunteer benefits rather than desperation?
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Which best describes your organisation on: The NGO has documented which motivations dominate among its fundraising volunteers?

Which best describes your organisation on: The NGO has documented which motivations dominate among its fundraising volunteers?
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Which best describes your organisation on: The NGO recognizes that volunteer motivations change over time and adjusts management accordingly?

Which best describes your organisation on: The NGO recognizes that volunteer motivations change over time and adjusts management accordingly?
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Which best describes your organisation on: Quality and coverage of the volunteer induction/orientation program?

Which best describes your organisation on: Quality and coverage of the volunteer induction/orientation program?
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Which best describes your organisation on: A dedicated person or function exists to coordinate volunteer management?

Which best describes your organisation on: A dedicated person or function exists to coordinate volunteer management?
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Which best describes your organisation on: Recognition is tailored to volunteer motivation type rather than one-size-fits-all?

Which best describes your organisation on: Recognition is tailored to volunteer motivation type rather than one-size-fits-all?
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Which best describes your organisation on: The organization measures and tracks volunteer retention rates over time?

Which best describes your organisation on: The organization measures and tracks volunteer retention rates over time?
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Which best describes your organisation on: Volunteer satisfaction is measured and used to drive program improvements?

Which best describes your organisation on: Volunteer satisfaction is measured and used to drive program improvements?
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Which best describes your organisation on: Degree to which volunteers are integrated into the organizational team vs treated as outsiders?

Which best describes your organisation on: Degree to which volunteers are integrated into the organizational team vs treated as outsiders?
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Which best describes your organisation on: The organization actively manages common friction points between paid staff and volunteers?

Which best describes your organisation on: The organization actively manages common friction points between paid staff and volunteers?
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Suggested uploads

These are optional. If you can share a few, we can check your answers against real evidence and give you a sharper, more useful result:

Written volunteer role descriptions for fundraising positions
Person specifications linked to role descriptions
Evidence of needs analysis preceding role design
Volunteer recruitment plan or documented process
Sample recruitment communications (ads, emails, website pages)
Referral tracking data (internal vs external sources)
Volunteer survey data on motivations, if any
Evidence that recruitment/recognition is differentiated by motive
Induction/orientation program materials
VPM or coordinator role description
Policy handbook or documents shared with volunteers
Evidence of ongoing training opportunities
Recognition program documentation
Examples of recognition communications or events
Evidence of differentiated recognition by motive or tenure
Volunteer retention rate data (annual, ideally multi-year trend)
Exit interview records or summaries
Satisfaction survey instruments and results
Evidence of program changes driven by feedback
Evidence of volunteer inclusion in team processes (meeting invites, information access)
Supervisor training materials covering volunteer management
Volunteer feedback on relationship with paid staff
Volunteer role design documentation showing consideration of autonomy, relatedness, and/or competence dimensions
Evidence of differentiated recognition or supervision practice between generic support roles and skill-based/evaluable roles
Any internal survey, exit-interview, or reflection process addressing organisational support and turnover intention beyond simple engagement scores

Upload any of these documents (optional). You can add several files.

A little context

Over the last 3 years, is your work in this area getting better, staying the same, or getting worse?

Over the last 3 years, is your work in this area getting better, staying the same, or getting worse?
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Where do you keep the relevant records?

Where do you keep the relevant records?
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Anything outside your control that recently affected this area? For example a crisis, a funder leaving, or a sector shock.

This is a demo of the tool. If you have any feedback on it, we would appreciate hearing it.