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There is nothing more Australian than Volunteering.

Community Resilience is in the hands of our Volunteers!


Resources for Volunteer Managers

Give a Little. Change a Lot.



There is little doubt that volunteering has a positive impact on the community. For the VIO, using strategic volunteering, can help make their programs, project, initiatives or even the organisation, more sustainable. But having a rotational, revolving workforce requires planning and committment to using volunteers. We want more organisations to use volunteers, so this page has some resources that we think may help them.










What to look for in a Volunteer
As much as volunteering has changed, so have the characteristics of the "average" Volunteer. If you study statistics, you might find a common age group, socio economic status, neighbourhood or even a common employment status of the "average" Volunteer. But, maybe the only characteristics of a volunteer that matter, are whether they are Professional Volunteers - people that recognise professional is not about being paid, its about the right appearance, demeanour, attitude, ability to make ethical decisions, the recognition that they represent your organisation, their committment to the task and the manner in which they conduct their work life.
Planning a
Volunteer
Workforce
Planning a workforce of volunteers, requires the same planning as you would with employees. Its a process, which means that it is almost a continuous assessment of the tasks that need to be done and the skillset that your current volunteer group has, to be able to successfully complete those tasks. By doing this assessment in a documented, systematic way, you have the opportunity to review your plan, improve it and re-implement the changes.

Become a volunteer host of choice, by investing in your volunteers through training!




Identification of
Goals & Tasks


Workforce
Skills Audit


Future Workforce
Skills Needs


Skills Gap
Analysis


Workforce
Action Plan

Recruiting
and
Selection
Each Volunteer has different expectations and goals they want from their volunteer journey. You need to think about what would attract them to your organisation - why would they volunteer for you? You need to be able to identify a competative advantage over the other community organisations needing volunteers.
Whatever your advantage is, you need to be clear and promote that in your recruitment strategy.

Checkout our factsheet on attracting the right volunteers, by being a




The best way of all... become a member of Wide Bay Volunteers and let us do all the work finding your next volunteer for you! We advertise, skills match and interview our volunteers before we refer them to do- this saves you so much time. Just tell us what kind of volunteer you are looking for and the skills they need and we will do the rest.


What our Clients say about our Recruitment & Selection services...



Keeping your
Volunteer Workforce populated
Once you have the right volunteers in your organisation, managing to achieve your organisations goals with a constantly changing workforce with an elective roster, can be a challenge! However, if you consider workforce planning as a revolving exercise, and become flexible about which volunteers complete a task (subject to ability and training), then it becomes more important to have a pool of volunteers available to complete the task, rather than the same volunteer completing a task. This hot-swot talent approach accomodates the organisations need to have continuity of production and ensures you have the right volunteers.
Questions
for you to
consider
This is general information, not legal advice. If in doubt contact Worksafe QLD on Phone: 1300 362 128.

In Queensland, employers, workers and volunteers are required to take reasonable care for their own health and safety and not to cause harm or create risk of harm, to others.
The QLD Workplace Health and Safety Laws (the Work Health and Safety Act 2011 (Qld) and the Work Health and Safety Regulation 2011 (Qld)), impose a legal obligation on organisations to provide and maintain a safe working environment for its volunteers (unless there are no paid staff in the organisation). There is also a common law duty of care to take reasonable steps to avoid foreseeable harm, injury or loss. This also applies to volunteers. That means if a volunteers task requires safety equipment, then it should be supplied.
This is general information, not legal advice. If in doubt contact Worksafe QLD on Phone: 1300 362 128.

It is really important that you check out the organisations insurance, to ensure that they have insurance for volunteers. Workers’ compensation insurance does not cover volunteers (except in rare circumstances), and public liability insurance will usually cover injuries that a volunteer causes to others, but not necessarily to injuries caused to themselves. Volunteer insurance covers volunteers for injuries to themselves. But insurance isnt the only thing that needs to be inplace. Volunteer Safety should never be relegated to being a matter for insurance - insurance is not a risk management strategy. There should be WHS policies and procedures, a risk management strategy and information on working safely in QLD.
There is no doubt that volunteers are needed by community organisations. Treat the recruitment and selection process the same for volunteers. Ask for a resume and get the volunteer to tell you about their skills, qualifications and experience. Check their References. This is important in not only ensuring you have the right skills you need, but a professional volunteer that has ethics. Ask them to tell you about their last volunteer job or their last paid position. Let the interview take an informal discussion approach to try and identify what kind of person they are.

You need to find a volunteer the is professional to help ensure they make are honest, effective contributions and "Do no Harm".
Make sure that you have prepared to take on volunteers. A good host has a clear indication of the tasks and goals they need help with, and the kinds of skills, qualification and experience it will need to be able to complete those tasks and goals. What are you planning to invest in the volunteer? Can you offer training? What sort of Corporate Culture does your organisation have? Is the volunteer a good match?



Give a Little. Change a Lot!

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