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| Shelter Reform Action Committee (SRAC) ShelterReform.org: Everything you ever wanted to know about the AC&C, but were afraid to ask. |
Throwing Money at a Failed System
A Case in Point: the ACC’s Volunteer Program
We’ve previously analyzed the proposed Agreement to trade an infusion of $10 million in City funding in
exchange for relieving the City of any obligation to build animals shelters for the Bronx and Queens (to read the
article click here). Among other things, we predicted that any monies given to the ACC will be at risk of being
wasted by a dysfunctional system.
That is precisely what’s happening in connection with the ACC’s decision to sink money into its failing Volunteer
Program. We have long criticized that ineffective Program which has been successful in only one respect:
antagonizing volunteers and ensuring they don’t show up at the shelters to volunteer.
In fairness to ACC Executive Director Julie Bank, she didn’t hire the Volunteer Coordinator. That decision was
made by the “interim” (i.e., seat warming) Executive Director a few months before Ms. Bank’s arrival. But it was
Ms. Bank’s decision not only to keep the Volunteer Coordinator on the ACC’s payroll, but to empower this
employee to waste months creating a cumbersome, unworkable, and laughable Volunteer Program.
Ms. Bank refuses to acknowledge that the Program’s structure and management is a failure. Now she’s given
the okay to spend some of the ACC’s new-found money to hire 2 part-time employees to act as “liaisons” with the
few volunteers who actually show up at the shelters. See the job posting at the bottom of the page.
Spending precious funding to hire on-site mentors is wasteful, because an effective Volunteer Program would
have volunteers doing this work for free. Moreover, there's no way that 2 part-time employees can effectively
cover the Manhattan and Brooklyn shelters, and they’ll quickly find there are no volunteers to mentor.
The inanity of this hiring decision has not gone unnoticed by the few volunteers who actually volunteer. Here’s a
note from one of the ACC volunteers commenting on news of this new paid position:
A Volunteer’s Response to the Volunteer Liaison Position:
 | There has long been a need for ACC volunteers to feel more connected to the shelters where they give | |
| their time. After the brief “in-shelter training” session, volunteers are expected to feel confident in their responsibilities. It doesn’t take much time to realize this is not as easy as expected. Having someone who understands the procedures, is already established and comfortable as a volunteer, and who can act as a leader for incoming volunteers would be extremely beneficial. Over the months, the ACC has rejected the suggestion to develop a “cohort” system, by which Volunteer Liaisons would have a handful of volunteers they help to spread out throughout the week in the shelter, provide support, answer questions and encourage continued volunteerism. Much like a volunteer phone tree, although in today’s age of social media the connectivity between volunteer and leader would be seamless, instant and efficient. There are volunteers ready, willing and eager to step up and fill this role if only given the opportunity. | ||
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| To take valuable and sorely needed funding and try to professionalize a position that hasn’t been field | |
| tested first seems lunatic. Are there even enough volunteers in the shelters (read: Brooklyn) for this to warrant a paid position? What will ensure this new person won’t become a permanent pooper scooper while on duty? If the thinking is to incentivize the position with a salary, is that really the way to run a zero- dollar (a description touted by the Volunteer Coordinator herself) volunteer program? By funneling funds away from what might be enhanced or even more advanced trainings, like perhaps SAFER testing ... so more people can help assess these animals and get them out the door? | ||
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failing Volunteer Program, without acknowledging the core problem (lack of leadership).
Julie Bank is famous for refusing to take advice from anyone, although she does take orders from the DOH
without complaints or questions. For that, she’s the perfect DOH choice to lead the ACC. For the time being,
the DOH and Julie Bank will decide how that extra $10 million will be spent. And that does not bode well for ACC
animals.
ACC's Description of New Job Posting for Part-Time Volunteer Liaison
| Volunteer Liaison We are very happy to announce that we are hiring two part-time Volunteer Liaisons to work in our Manhattan and Brooklyn Care Centers. To apply please send a cover letter and resume to hr@nycacc.org or by mail to Human Resources, 11 Park Place, #805, New York, New York 10007 or by fax to 212-442-2066. PART-TIME VOLUNTEER LIAISON DEFINITION Oversee the scheduling, training, placement, recognition and administration of AC&C’s volunteer program in our Care Centers. EXAMPLES OF DUTIES AND RESPONSIBILITIES •Train, supervise and retain volunteers for the continuation and growth of the volunteer program •Enforce AC&C’s volunteer policies and procedures, rules and regulations and other necessary information •Help maintain proper volunteer files, including applications and database files on all volunteers •Collaborate with the Volunteer Supervisor for planning, implementation and support, and shelter staff to optimize value of volunteers and the organization •Help with targeting exceptional volunteers for volunteer recognition, appreciation and advancement •Communicate ideas on relevant content for the weekly volunteer newsletters •Provide monthly reports regarding the activities of the program •Monitor safety issues among volunteers and take immediate action to correct hazards, including proper training of volunteers or re-classifying levels of competency to handle animals. •Provide guidance, direction and resolution for problems or staff issues •Develop and foster supportive working relationship between AC&C staff and volunteers, including resolution of conflicts between the two groups •Work cooperatively with AC&C volunteers and partners •Other duties as assigned by supervisor SKILLS AND REQUIREMENTS •Bachelor’s degree preferred •Ability to work flexible hours and days, including nights and weekends, as needed •At least two years of supervisory-level responsibility within an active volunteer program, or related experience •Ability to interact with animals in a calm and non-threatening manner •Demonstrated leadership and team-building qualities •Excellent verbal and written communication skills, interpersonal and interview skills to successfully recruit and train volunteers •Be consistently organized, and to prioritize issues and tasks •Have a working knowledge of Excel, PowerPoint and Microsoft applications, plus ability to learn new computer programs as needed •Ability to plan and operate within a budget WORK ENVIRONMENT •Must be able to work in an animal sheltering environment, with a positive and motivational attitude. Ensure the confidentiality of AC&C at all times. •While performing the duties of the job, the employee is frequently exposed to odors or airborne particles, including animal fur and toxic chemicals. The noise level in the work environment is very loud. Must be able to lift and move up to 50 pounds. |