Volunteering

1. Volunteering Valuable, Versatile, Vital, Volunteers

2. Introduction • Eastern Volunteers • The value of volunteering • Recruitment & • Orientation • Insurance • Retention • Privacy and Confidentiality • Corporate volunteering– mutually beneficial relationships

3. EASTERN VOLUNTEERS • VOLUNTEER SERVICES • Nearly 400 Registered agencies, over 700 volunteers interviewed and referred to over 2,200 vacancies in 2012 • TRANSPORT SERVICE • Around 70 volunteer drivers assisting 60 – 70 • clients each day – 150 to 180 trips each day • (HACC eligibility applies) • DISPLAYS • In the local LGA’s – Libraries, shopping centers, sporting facilities etc. To promote volunteering

4. EASTERN VOLUNTEERS • Areas That We Cover • City of Maroondah • City of Whitehorse, and • Parts of the Shire of Yarra Ranges

5. EASTERN VOLUNTEERS Volunteer Resource Centre • Interview potential Volunteers for volunteer positions • Consider the Volunteer’s interests and experience • Place volunteers with not-for-profit agencies • Provide training opportunities and workshops • Advocate for Volunteers • Offer capacity building to agencies on volunteering

6. VOLUNTEERING IN VICTORIA • More than 1.5 million Victorians volunteer their time, skills and experience • Volume of work equivalent to 359,100 jobs in 2006 • Worth about $ 16 .4 billion to the Victorian economy in 2006 • Imagine how many needs would go unanswered without the generous support of volunteers

7. VALUE OF VOLUNTEERING Volunteering through Organisations by type Source: Report - The Economic Value of Volunteering in Victoria, December 2012

8. RECRUITMENT Is achieved in many forms: • PASSIVE – Through displays, radio announcements, expo’s and word of mouth • ACTIVE – ASK be confident there is no substitute for asking the direct question “Would You Like To Volunteer With Us” • Giving people written information or telling them about your organisation is not asking - it’s informing them

9. RECRUITMENT BASIC PRINCIPLES OF RECRUITMENT: • Be Visible, on average people need to be exposed to something 7 times before they act • Activate the interested • Offer different ways for people to get involved (might like to work behind the scenes) • Take the time to find out a little more about the person (make it personal – people like to feel that they have been heard - a two way conversation)

10. ORIENTATION • Well planned volunteer orientation will save you time and resources. • Defines the expectations of the volunteer relationship – on both sides – and equips the volunteer to do their job. • Ensures volunteers have the knowledge to perform their role and to navigate organisational policies and culture. • If a volunteer isn’t performing, or acts against policy or regulation, the organisation may be responsible because of a failure to properly induct, train or supervise. • Potential performance issues and sources of conflict can be reduced with thorough orientation.

11. ORIENTATION What to include: • The organisation’s history, philosophy, mission, clients, structure and funding base. • Organisation’s services that relate to the volunteer role. • Describe staff culture and service culture. • Clarify the role volunteers play, what role staff and management play - include the links. • Clearly detail regulatory or legislative requirements, such as privacy or health and safety. Failure to ensure volunteers receive and understand such information could expose the organisation or the volunteer to liability.

12. INSURANCE In most cases your organisation will be legally responsible for any accident or injury to your volunteers or caused by your volunteers. Getting the right insurance can help you limit the fall out if things go wrong. Your organisation needs to: • Ensure the safety of everyone who comes into contact with your activities – staff, volunteers, clients, even passers by • Make sure your work is carried out with the utmost care and that no harm comes of it, accidentally or otherwise

13. INSURANCE Anticipate and avoid risks with a risk management plan Organisations should consider the following insurance: Volunteer insurance (personal accident) • Provides compensation to volunteers if they have been injured in the course of their agreed volunteer work. Public Liability insurance • Compensation for injury to third parties (people external to organisation e.g. members of the public) or damage to their property. Does not cover injuries to volunteers.

14. RETENTION / RECOGNITON • More volunteers leave within the first 6 months than at any other time in the life cycle of their volunteering – reduce this rate by keeping in close contact with your volunteer/s • Be flexible if you can with hours and days • Check if they are satisfied with their role/s • Have fun times – make it enjoyable • Have clear boundaries • Thank them regularly acknowledge their generosity • Aim to have the flexibility to deal with changing motivations, needs and circumstances.

15. RETENTION / RECOGNITION • Demonstrate that as their volunteering unfolds, they will have opportunities to learn new skills • Vary tasks, build good personal relationships • Make sure they feel part of the organisation • Keep them up to date with changes / new initiatives • Make time for review meetings when possible – and ask if the job meeting their expectations • Volunteers generously donate their time and skills

16. Privacy and Personal Information Why do we need laws about privacy? • It’s important • Privacy is a basic human right • Breaches of privacy can be expensive- costs to reputation • Complying with privacy legislation improves information management systems within an organisation

17. Privacy Can be defined as A RIGHT OR EXPECTATION TO: • Not be interfered with, be free from surveillance and eavesdropping, bodily privacy, along with a moral right to be left alone. • In the context of information privacy, the definition of privacy incorporates this, along with the characteristics of confidentiality and having personal information withheld from public knowledge or expectation.

18. Confidentiality Is a worker’s obligation not to disclose client information. • Confidentiality belongs to the client. It can only be breached with the permission of the client. • However, in some circumstances, confidentiality can be broken by situations in which it is justified - iewhere the health of others is at risk or you are required by order of a court to breach confidentiality.

19. Privacy and Personal Information Relevant legislation • Charter of Human Rights and Responsibilities Act 2006 • Information Privacy Act 2000 • Freedom of Information Act 1982 • Health Records Act 2001 • Children Youth and Families Act 2005 Source: Eastern Community Legal Centre

20. CORPORATE VOLUNTEERING Why Do Businesses Let Employees Volunteer? • Many reasons – may be from the heart or aimed at the bottom line. • Businesses will want to raise their profile. • Businesses may want something tangible, e.g. photos, newsletters, thank you certificates. • Business staff need to want to do it. • May be centrally managed or organised by the teams themselves.

21. WHY WORK WITH CORPORATE VOLUNTEERING? • Get things done! • A chance to form ongoing relationships. • The company may support you in other ways, e.g. financially or word of mouth. • Employees may become volunteers. • Secondments(in both directions).

22. What Does Each Side Offer? Business • Money • People • Facilities Agency • Culture • Chance to contribute • Learn things

23. THANK YOU Questions? Eastern Volunteers 36 New St Suite 14 Ringwood Box Hill Town Hall Hub PH: 9870 7822 27 Bank Street Box Hill PH: 9285 4816 www.easternvolunteers.org.au info@easternvolunteers.0rg.au