foundations, corporations and individual donors. Thus, once the organization has determined what it wants to accomplish it will have a means to seek out necessary funding to support the program.

The Limitations of Our Study

It was necessary to limit our study in a number of ways since the topic of volunteer management is a vast one. First we did not feel it was appropriate in this write-up to describe the 50/50 concept in the same amount of detail as it is described in Maintaining the Balance (DuPrey, 1992). Readers requiring further explanation of the 50/50 concept should look to the original source (see bibliography). The appendices in DuPrey's book also include a number of useful samples of forms, as well as staff, board and volunteer job descriptions, sample mission statements and budgets, and suggestions for publicity. We recommend this resource for anyone wishing to develop their own 50/50 Management Program.

Second, it was not our intention to write a report about ways and means of recruiting students and volunteers. Some aspects of recruitment are covered where it seems relevant to elaborate on the findings of our study, but we have tried to stay focused on the results of our efforts to implement a 50/50 style of management. We have also provided more information and suggestions in the area of supporting students and tutors. We knew that this was where our own program needed improvement and felt that this is probably the area of most interest to other programs. We recognize, however, that for some programs, particularly those in rural areas, recruitment of students, especially, is an ongoing concern.

Further ideas for effective management of volunteer programs can be found in several resources listed in the bibliography.