Welcome to the Performance Hub
If you are a Sierra Club volunteer, you will need to create a Google Account based on your email address if you want to access the files here.
  • Have you ever wondered how best to support volunteer leaders and help them to succeed in their roles?
  • Are you struggling with how to manage a volunteer who doesn't "play nice with others?"
  • Do you wonder where to turn to get training and support to understand the Sierra Club's equity, inclusion and justice values?
  • Would you like to implement a system of regular feedback for leaders in your local entity - whether an outings committee, chapter, group, or team?

If you've answered 'yes' to any of these types of questions, this is the place for you. 

This site is intended to serve all Sierra Club volunteer leaders as a set of key resources for supporting a strong, accountable volunteer structure built on clear expectations.  We define "performance" as our individual and group success at meeting and exceeding shared expectations in our work to improve the world.

The Basics

We've structured this resource around a five-point process. For more context, specifics and resources on each of these pieces, navigate over to the appropriate page on this site - or just click on the link in the list, below. On the Resources page, we have collected relevant documents organized by topic.

I. Setting Expectations

Strong performance begins with clear expectations. As an organization that seeks to create change in the world, we maintain a core set of values. Being clear both about our foundational values, and about the expectations of a specific volunteer role is the essential first step. Without clear expectations, accountability suffers.     

II. Coaching & Training 

Some people will take to values and expectations like a fish to water. Other people will have questions, or may have trouble navigating without clear guidance. Providing clear and supportive coaching and training demonstrates how we value volunteers as people who can learn and grow as a part of their experience with the Sierra Club. 

III. Feedback

Structured conversations with volunteer leaders, where we share clear information about their performance alongside ours. It also provides opportunity for dialogue.  As leaders, feedback comes from those we lead as well as those we are accountable to.  Feedback is the opportunity to check the map and see how far we have progressed. Sometimes it means changing direction, and it almost always is a chance to celebrate the progress we have made.
Different volunteers have different motivations that bring them to this work, and that keep them involved. But one thing almost everyone appreciates is being recognized for their efforts, and praised in front of their peers. Providing recognition serves both to demonstrate our appreciation to the individual, and also to raise their example up in the eyes of others.

V. Accountability

Accountability starts with being accountable to oneself, to hold ourselves responsible for our own behavior and demonstrate to others our willingness to collaborate based on clear expectations and standards.  In the context of our five-step process, accountability is the step that describes ways we can identify and resolve issues when things aren't working. Acting decisively to hold leaders accountable is one of the most challenging, and most important, responsibilities we hold. 

Making this Real

Each of these steps comes alive as part of a conversation among leaders and volunteers. Don't allow these roles to get in the way of dialogue and finding common ground. Our shared goals are to succeed in our mission, and to support one another in that work.

Resources page is a compendium of relevant docs that apply to the steps outlined here.