Volunteers

Volunteer process

If you would like to recruit a volunteer, please follow the process below.

Role Profiles

Volunteers require a clear role profile which describes their duties and responsibilities. Prior to any new volunteer assignment or recruitment effort, a role profile must be developed (template available). Volunteers should not be used to displace any paid employees from their position.

Volunteer authorisation

Form can be found here: S:Grace Eyre Shared FolderFORMS – ONE FRONT DOORSTAFF FORMSRecruitment

DBS Checks

The type of role a volunteer takes will dictate if they need a DBS check and if so, which level. This should be risk assessed by the manager and HR should be informed if it is required.

Interviews

All volunteers should be interviewed. The interview should discuss the qualifications of the volunteer, their commitment to fulfil the requirements of the position, their experience or understanding of learning disability issues etc. It should provide an opportunity for the volunteer to raise any questions they might have about the role and for these to be answered.

Induction and training

All volunteers should attend the Grace Eyre Welcome Day and they will be booked on by the learning and development team. Managers will need to complete a local induction with volunteers.

The learning and development team will inform volunteers of any essential training they need to complete. We should consider training requests made by volunteers to support them in their role.

Recording hours

The manager should record the number of hours that the volunteer works.

Health and Safety

Volunteers will need a risk assessment prior to starting. There is a general risk assessment for volunteers. You will also need to complete an individual risk assessment with them. The corporate induction covers some H&S but there may be additional H&S training they will need to complete. Check with the H&S manager regarding risk assessments and training.

Key responsibilities when managing a volunteer

• Provide a local induction and support them to book onto the Welcome Day
• Ensure they understand what is expected of them
• Checking and authorising their expenses
• Support and advice on their training
• Support the development of the volunteer through regular catch-up meetings
• Listening to any ideas they may have
• Supporting them with concerns / complaints
• Support them with any reasonable adjustments they may require
• Be their main contact

Volunteers leaving

Grace Eyre or the volunteer may end the volunteer agreement at any time.

Volunteers should let you know if they will not be attending a volunteering shift.

AWOL: if there is continual unnotified non-attendance, a meeting should be held with the volunteer to discuss any issues they may be having.

If Grace Eyre ask a volunteer to leave, we should give the volunteer an opportunity to discuss the reasons.

Human Resources will complete exit interviews with volunteers.

People who use our services and relatives as volunteers

People who use our services can be accepted as volunteers where such a service does not constitute an obstruction to, or conflict with, the provision of services to the service user or others. Relatives of service users may also serve as volunteers but will not be placed in a position of direct service or relationship to, members of the family who are receiving services.

Expectations

The volunteer page on our website explains the expectations volunteers can expect from Grace Eyre and vice versa.