Improving volunteering through Investing in Volunteers

1. Improving volunteering through Investing in Volunteers Becky Nixon, IiV Assessor

2. What is IiV? Investing in Volunteers (IiV) is the UK quality standard for good practice in volunteer management. It is owned by the UK Volunteering Forum, and in the UK is coordinated by the National Council for Voluntary Organisations (NCVO)

3. Who can get IiV? Over 700 organisations in total: • Volunteer lead groups • Local VCS organisations • National VCS organisations • Umbrella organisations • Schools • Local authorities • Universities / Student Unions • NHS, hospitals and hospices • Police • Anyone involving volunteers!

4. Ways to use IiV Apply for Investing in Volunteers standard! But you don’t have to apply for IiV to use it: • Use the whole standard as a healthcheck, or use VAL’s version in Online Resource Centre • Pick bits of the standard you would like to work on and use it to improve your practice

5. Benefits • Publicly demonstrate commitment to volunteering • Increasing volunteers’ motivation and enhancing their experience • Encouraging more people to volunteer • Enhancing your reputation in the local community and with funders • Minimising potential risks arising from the involvement of volunteers.

6. IiV Impact Report identified… • Raised the profile of volunteering • Cemented the place of the volunteering programme in meeting outcomes • Increased pride in volunteering • Developed a more consistent approach to volunteers • Volunteer managers gained sense of achievement

7. IiV process – six steps • Getting started: introductory workshop • Self assessment • Development plan • Assessment visit(s) • Local and national quality assurance • Achievement of the Award

8. Self assessment checklist

9. Nine indicators – main themes • Commitment and policy • Resources • Equality and diversity • Roles • Protection from harm • Recruitment • Induction • Support and supervision • Appreciation Each indicator contains practices to demonstrate how you meet the standard

10. Indicator 1 There is an expressed commitment to the involvement of volunteers, and recognition throughout the organisation that volunteering is a two-way process which benefits volunteers and the organisation • Policy on volunteer involvement regularly reviewed • Volunteers involved in human resources policies • All in organisation know reasons for involving volunteers NB - bullet points are a summary - refer to whole standard for full details

11. Indicator 1 – Values 1 Volunteers are involved in a wide range of roles and because they are not paid employees, they bring a special point of view. They also: • bring new and diverse experiences, skills and knowledge • add an informal touch to the services we provide • help to build links between service users and the programme.

12. Indicator 1 – Values 2 To help achieve our aims, we are able to provide a range of volunteer opportunities. We recognise the value that volunteers add and are committed to providing individuals with meaningful work that not only contributes to the local community but also provides the opportunity for volunteers to develop new skills.

13. Indicator 1 – example policy headings • Values for involving volunteers • About the organisation • Links to other policies • Recruitment • Roles • Induction • Expenses • Confidentiality • Resolving problems • Equality and diversity • Risk / health and safety • Support • Training and development

14. Indicator 2 The organisation commits appropriate resources to working with all volunteers, such as money, management, staff time and materials • Key person or people responsible for volunteers with relevant knowledge and experience • Volunteer issues discussed in staff meetings • Volunteer objectives in annual plan • Resources for volunteers

15. Indicator 2 – objectives Examples: • Developing new volunteer-involving projects • Developing new volunteering roles or reviewing existing roles • Training and development for volunteers • Training and development for volunteer managers • Increasing volunteer recruitment or diversity

16. Indicator 3 The organisation is open to involving volunteers who reflect the diversity of the local community and actively seeks to do this in accordance with its stated aims • Information made widely available • Monitoring and steps to increase diversity undertaken • Openness to diversity amongst staff and volunteers • Images and descriptions of the organisation reflect diversity • Necessary resources committed

17. Indicator 4 The organisation develops appropriate roles for volunteers in line with its aims and objectives, which are of value to the volunteers • Tasks adapted to suit needs and interests of volunteers • Task descriptions for roles including necessary skills • Variety of tasks available

18. Indicator 5 The organisations is committed to ensuring that, as far as possible, volunteers are protected from physical, financial and emotional harm arising from volunteering • Risk assessment for volunteer roles • Insurance • Policy on expenses • Confidentiality of volunteers details

19. Indicator 6 The organisation is committed to using fair, efficient and consistent recruitment procedures for all potential volunteers • Clear information provided to potential volunteers and opportunity to find out more before committing • Recruitment and matching procedures consistent and appropriate and reasons for volunteering explored • Clear criteria to assess volunteers against roles • Feedback given to people who are turned down • References and checks consistent and equitable

20. Indicator 6 – interviews Example areas: • Why they would like to volunteer for your organisation • What they hope to get out of it • Relevant skills, experience and interests – match against role descriptions from indicator 4 • Availability • Any access or support requirements

21. Indicator 7 Clear procedures are put into action for introducing new volunteers to the organisation, its work, policies, practices and relevant personnel • Introduction to paid staff and volunteers • Information and training for role including appropriate policies • Boundaries of role • Clarity about addressing inappropriate volunteer behaviour • Complaints procedure

22. Indicator 8 The organisation takes account of the varying support needs of volunteers • Know support available and who to contact • One to one or group support offered relevant to the role • Refuse unrealistic demands outside scope of role or skills • Volunteers asked for feedback about their role and organisation • Information about all relevant changes that affect work

23. Indicator 9 Everybody in the organisation is aware of the need to give volunteers recognition • Developing skills and talents • References or statement of achievements • Feedback from volunteers leaving • Recognise value and communicate this formally informally • Make views known about organisation’s work, policies and procedures and participate in decisions

24. Support and Resources • Investing in Volunteers website www.investinginvolunteers.org.uk • Volunteering England Good Practice Bank http://www.volunteering.org.uk/goodpractice • Voluntary Action LeicesterShire www.valonline.org.uk • Becky Nixon www.ideastoimpact.co.uk