Increase the awareness of education, health care and social needs within communities where resources are severely limited and out dated. The services identified will be delivered in partnership between the community and the Foundation’s volunteers and trustees and supported by the donations received from individuals, corporates & grants.
The commitment of time and energy for the benefit of society and the target communities, the environment or individuals outside one’s immediate family. It is unpaid and undertaken freely and by choice
Key principles of Volunteering:
Why do we involve volunteers?
Volunteers have a unique contribution to make when we consider the alternative of paid employees.
The Foundation implements a fair, effective and open system in the recruitment and selection of volunteers and treats all information collected in this process confidentially.
All potential volunteers will go through a recruitment and selection process that is appropriate to the role offered. The Foundation uses registration forms, references and informal chats / interviews. Additional measures may be implemented depending on the nature of the volunteer role and police records checks are conducted where appropriate.
The process is conducted by appropriately briefed/trained staff and aims to allow both parties to give and receive sufficient information to assess whether the volunteer opportunities available match the potential volunteer’s skills, qualities and interests. If unsuccessful, individuals will be offered an opportunity to discuss the outcome and identify possible alternatives within or outside the Foundation.
The Foundation will
All volunteer placements are subject to a settling in period, the length of which depends on the nature and hours of the voluntary work. During this period volunteers are given additional support and a review meeting between the volunteer and his/her supervisor is held at the end of the settling in period to ensure that all parties are satisfied with the arrangement
Trustees will initially manage volunteers and implement the Foundation’s culture of helping people realise their potential in ways, which meet both personal motivations and the Foundation’s objectives.
As the Foundation’s projects will benefit from the skills, experience and enthusiasm of volunteers, we believe that volunteers should be able to gain personal benefits from the experience too. We are committed to managing volunteers in a way that ensures that the needs of both parties are met.
The table identifies the symbiotic relationship the Foundation will establish between the Active Volunteers and the Management Trustees.
Table 1 – Contribution & Benefit
Volunteer Involvement Model
The Foundation in the initial phase will have limited paid staff; the paid staff will exist in the community and provide specific community services, i.e. teachers, teachers’ aides, community coordinator. The balance of the Foundation will run on a voluntary basis. The Foundation recognises volunteers as a core part of our team, with a distinctive but complementary role alongside paid staff. There may be difficulties in distinguishing whether any individual is a volunteer as opposed to a community based staff, as volunteers may benefit personally from the Foundation’s activities, but are also motivated to ‘do something about it’. Often, volunteer roles are not strictly delineated and can be extremely flexible.
The management trustees will oversee the volunteer management.
The diagram depicts the relationship between Trustees, active volunteers, community based paid staff, i.e. teachers, teachers’ aides, etc. and the 3 areas of community focus and the 3 areas of target benefactors
Diagram 1 – Relationship Map
All volunteers will:
The Foundation aims to reflect the voluntary nature of our relationship with volunteers. Therefore, the volunteer’s designated manager deals with minor complaints or grievances about or by volunteers or their work through the usual support and supervision procedures, in the first instance. However, we recognise our duty to protect the wellbeing and interests of all our stakeholders and therefore operate a formal complaints procedure in the case of more serious complaints. In the case of particularly serious offences, as specified in the Code of Practice, this process may be bypassed and/or the subject of the complaint asked to leave. Where a criminal offence is suspected, the matter will be handed over to the police
The Foundation reserves the right to terminate your volunteer relationship. Any termination will be done in writing. The Foundation will where possible try and give volunteers at least two weeks notice of termination of the volunteering relationship but has the right to terminate the volunteer relationship without notice at any time without prejudice.
If you wish to withdraw from your voluntary role you are asked to give your assignment Management Committee Head as much notice as possible. The Foundation would appreciate at least two weeks’ notice of you leaving your role but recognises your right to withdraw at any time without prejudice.
You will be offered an exit interview upon leaving your voluntary role.
It will be the responsibility of the Foundation to regularly review the operation of this Volunteer Policy and to make sure that it is always in accordance with the Equal Opportunity Policy and current volunteering best practice.
The Foundation strives to create a diverse and inclusive organisation within a diverse and inclusive community. Therefore, we are committed to ensuring equality of access to high quality volunteer opportunities and equality of treatment for our volunteers in all our policies and practices.
Children are vulnerable and need to be kept safe. All volunteers will need to demonstrate to the Foundation that they are fit for the role that they are undertaking. For some roles this would require undertaking the taking up of references and the receipt of a relevant DBS check.
In order to effectively monitor the work that volunteers do and how they are managed, a personal file is maintained for all volunteers, which includes: contact details and other relevant personal information; details of the application and selection process; agreements made; hours worked; records of support and supervision activities; training undertaken and any complaints or grievances made or received. Some of this information and other relevant information may also be recorded in digital records. All such information is treated in accordance with the Data Protection Act (1998) and volunteers are entitled to inspect all such information pertaining to their own involvement.
Both volunteers and the Foundation agree that the intellectual property rights of original work produced by volunteers automatically transfers to the Foundation.
If at any point during the recruitment, induction or management phases, a volunteer or management trustee identify any risk to the volunteer, the Foundation or the community served, the Foundation will follow its risk mitigation process. The diagram describes the risk mitigation process:
Diagram 2 – Risk Mitigation Process