Journal of Agricultural Education - Vol. 37, No. 4, 1996

The initial component of a volunteer administration model is identification. Potential volunteers must be identified before they can be recruited, screened, selected, oriented, educated, empowered, recognized, evaluated or retained. Identifying who is most likely to volunteer is a key component of a volunteer recruitment initiative. Additionally, it is important to determine if differences exist between those individuals who continue their service of volunteerism for an extended period of time and those who terminate their service of volunteerism after three years of service or less. Moreover, it is important for Extension Educators to be aware of volunteer demographics and how these descriptive profiles may either remain constant or change over time. The purpose of this study was to identify the people most likely to volunteer for service as an adult 4-H leader. Findings from this study revealed that the profile of a typical Indiana 4-H volunteer during 1994 was remarkably similar to profiles of other 4-H and youth organizational volunteers from across the United States since 1950. Working with volunteers is an Extension billion if Extension volunteers were paid for their tradition (Patton, 1990). Volunteers assume a wide services (Gallup, 1985). range of responsibilities in 4-H and community A familiarity with various social background organizations. Community leaders and Extension characteristics and their relationship to participation Educators/Agents make extensive use of volunteers provides information on both “who” volunteers and by asking them to serve a variety of roles and duties to a limited extent, “why” they volunteer (Rohs, and delegating responsibilities to them. Volunteer 1986). Those most ready to volunteer typically leaders have been central to the success of the 4-H have a history of volunteering or serving in some program since its inception (Wessel and Wessel, unpaid position during their youth. Volunteering 1982). Volunteers provide direct services to clients; has become a way of life. Others learn to volunteer perform both clerical and administrative tasks, through early experiences in school, sports clubs, contribute their public relations skills, fund-raising church groups, 4-H and Scouts (Zeutschel & and grant writing talents, and often serve as policy Hansel, 1989). makers, board members and advisors (Murk & Stephan, 1990). Parents most readily volunteer in efforts Volunteers are an essential part of moving from one volunteer position to the next is Extension and extend 4-H programs to vital parts of found in parents, mostly mothers, who accompany counties that might not otherwise be served (Steele, their children through different educational 1994). Volunteers continue to be vital in this age of institutions from kindergarten through secondary issues programming and National Initiatives for the school. They become involved as classroom aides, Cooperative Extension Service (Patton, 1990). as chaperones on excursions, or as helpers at special Extension benefits immensely from volunteers’s events; they are found on parent advisory boards work. It is estimated it would cost more than $4.5 and may be active volunteers or committee benefitting their children. A distinct pattern of chairpersons (Zeutschel and Hansel, 1989).