Volunteer Policy

People volunteer for a variety of reasons:

to socialise.
to put something back into society.
to regain or learn new employment skills.
to occupy their time.

In public services, volunteers bring a range of expertise to particular tasks or projects. Their expertise should complement the skills of staff. In many instances, volunteers can develop the range of support to users and carers that cannot be provided solely by paid staff. The Community, Health and Social Care directorate welcomes volunteers in all service areas.

Principles and values

The Community, Health and Social Care directorate aims to improve the life chances and independence of the citizens and communities of Salford.

One of its functions is to make sure the needs of vulnerable individuals are met.

As well as providing a social work service to adults in both community and hospital settings, the directorate manages:

the cultural and leisure services
various specialist services such as Welfare Rights
provides and purchases residential, nursing and domiciliary care services.

This policy will:

let volunteers know how we will ensure fairness and consistency.
enable volunteers to know where they stand.
offer security in terms of knowing how they will be treated.
help staff and volunteers understand each other's roles in the directorate.

Who is a volunteer?

According to the Compact on relations between government and the voluntary and community sectors, the definition of the volunteering code of good practice is:

an activity that involves spending time, unpaid, doing something that aims to benefit the environment or someone (individuals or groups) other than, or in addition to, close relatives.

A volunteer in the Community, Health and Social Care directorate is, therefore, a member of the public who undertakes tasks, which complement the work of paid staff in achieving our aims. Anyone who is/was a service user and assists staff by, for example, laying tables, washing dishes etc, is not a volunteer in the terms of this policy.

In instances where the participation of service users, carers and local people is actively sought, such as for consultation and partnership boards, those involved are regarded as involved persons or involvees, rather than volunteers. This is subject to a separate policy, namely the joint Working Together Strategy, which incorporates a Remuneration Policy.

Recruitment

Anyone approaching the directorate offering their services as a volunteer should be asked to complete an application form. If suitable, they should be interviewed. All documents relating to the application process are included in appendix one. If the volunteer will be working with vulnerable service users, both references and a Criminal Records Bureau (CRB) check will be needed.

If it is decided that the person is not suitable for the volunteering role they have applied for, they should be given an explanation why. They should also be advised of other opportunities, as appropriate.

Conflict of interest

Anyone with a conflict of interest with the directorate should not be accepted as a volunteer. Where the prospective volunteer has a professional or personal relationship with a member of staff or service user, they should be placed in another division of the directorate.

Volunteer agreement

A volunteer agreement, rather than a contract of employment, should be drawn up (see appendix two). This should outline the tasks the volunteer is expected to undertake. The tasks should be as fulfilling as possible, and described clearly in order to set boundaries. However, there should also be a degree of flexibility. This will allow volunteers to develop or re-negotiate their role. Volunteers should not be used to replace departing staff members.

Induction

Volunteers should have an induction (appendix three) that includes:

an introduction to staff, other volunteers and any service users/carers they will be working with.
an explanation of relevant procedures.
shown where the various facilities are.
training for their duties, where necessary.

Support

Volunteers should be supported both informally, by encouragement and feedback, as well as formally. Formal supervision allows their work and training needs to be assessed. Possible changes to their tasks can then be considered. The volunteer can also address any concerns.

Expenses

Payment of expenses ensures that potential volunteers are not excluded due to financial reasons. Out of pocket expenses will be paid to volunteers on production of receipts, for:

childcare
clothing required as part of the voluntary work.
postage
special equipment
telephone
travel costs

In addition, volunteers may be able to receive lunch and/or refreshments whilst volunteering. Volunteers in receipt of benefits are entitled to volunteer, but should advise the Benefits Agency of their voluntary work.

Insurance

Should anything happen to volunteers or service users/carers whilst carrying out their duties, they are covered by the local authority’s public liability and employer's liability insurance. Volunteers should not be expected to use their own vehicle for undertaking voluntary duties, such as transporting service users, unless they are appropriately insured and the documentation has been checked.

Health and safety

As well as making volunteers aware of the health and safety policy, a risk assessment should be carried out. This will be in relation to the duties the volunteer will be undertaking. The directorate has a duty of care to avoid causing harm to volunteers.

Equal opportunities and diversity

Our commitment to anti-discriminatory practice extends to volunteers. A diverse group of volunteers helps to make the directorate more welcoming and representative of the population.

Complaints

Volunteers have a right to use the directorate’s complaints procedure, if something causes them concern. Similarly, a volunteer may act in an inappropriate manner, or a complaint may be made about them. Any complaint should be fully investigated, in accordance with this procedure.

Confidentiality

Volunteers are bound by the same confidentiality requirements as paid staff. They should sign a confidentiality agreement (included in appendix three). Additional confidentiality documents are required if the volunteer is to access CareFirst as part of their tasks.