David - Bottom line first - track the intern's hours and logging them
in-kind yourself.  Be honest - these should be real hours on site that he
spends on the project (I'm NOT suggesting smoke and mirrors).  You or some
intern supervisor should know when he's there and what he's' working on, so
this is reasonable personnel management on your part.  If no one's tracking
him now, do begin to ask him to check in with you (or a supervisor) and to
produce finished work after each session so that you can provide honest
numbers and so that you're sure he's really performing.

Obviously the intern is looking at this from a purely his personal
interests, not museum interests.  Every volunteer has different needs and
only the more experienced and otherwise satisfied folks are in a position to
wholly give of themselves, the trick is to recognize which ones they are.
The ideal volunteer commits to the museum's mission and goes wherever you
ask, but the best way to develop lasting relationships with high
productivity and motivation, is to work with each volunteer to find the most
attractive job for the volunteer that also addresses a real museum priority.
Sometimes you can't, and some people need practice before they internalize
the volunteering "code".

Sill, if you have someone else to fill his spot, replace him and as you
reassign him really drill in the expectations for the new role (and try to
sort out what other issues he's dragging around.

Volunteers should not be a burden, but they're certainly never free.  Good
luck.

Sarah S. Brophy, bMuse            www.bmuse.net
570 West Street
Carlisle, MA
978-371-7821
the quotes).

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