top tips for volunteer induction, training and on-going management

7/26/2019 Top Tips for Volunteer Induction, Training and on-going Management

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Top tips for volunteer induction, training and on-going

management

London

Greater emphasis on clarity of role, purpose and practical suggestions on how to

create these and communicate them – ow chart, key expectations, activity to

help planClearer information about the actual cost of volunteering e.g. expenses, lunch

,mileage a !uick way of showing the bene"ts to C#C and the "nancial value of

volunteering$nclude something on the social return of volunteers

%nsure correct match between volunteer and resident&egular feedback'management and supervision of volunteer(eedback from resident)enior level buy in&ecruitment should show diversity*atching expectations)hare responsibilities between care home and agencies – communication+ierence between people management and volunteer management-eing imaginative about volunteer roles+ialogue between sta and volunteer centre about the vision for volunteering in

the care home

Continuous contact between home and volunteer*ore opportunities for communication between volunteers

(eedback managed well –its a / way process0penness$nteraction)upportCommunication – email, phone call1nderstanding of the care home environment

2raining'matchingGood supervision process – formal'informal

*otivation – keep volunteers motivated3roviding extra support when needed e.g. bereavement

4orth 5est

6ave clear idea of what you want from volunteers which you can convey clearly

to volunteers6ave good clear lines of communication*anaging volunteers re!uires dierent management strategies – develop

relationship with volunteer, acknowledge, appreciate

Link into L7 !uality assuranceConsider innovation of volunteers resource



&elatives like volunteers*ake this a whole organisation imitative)ome volunteers like peer support of the group or working in pairs*otivate your volunteers or why would they come back

3eer support 8at induction and volunteering9Care homes to identify how they work with volunteers: clarity of expectations;olunteers to be provided with advice and info on what can be done and

previously has been done in the care homes$n the induction to clarify distinction between volunteering and paid sta $s there a role for colleges or universities to be involved in recruitment, selection

and support of younger volunteersCare homes not to underestimate the amount of support they need to provide

the volunteer with;olunteer management training for care home sta is crucial4eed for positive reinforcement

3eer support groups+igital aidsCascading learning – volunteer mentors;olunteer supported recruitmentCare home buy:in7dapt the model : asset basedLink person for the home and externally for volunteers3erson centred5hat the home expects5hat volunteers expect

3eer support for volunteers0n:going&espect and value your volunteers

<ust being with a resident is meaningful

Care home sta will need time to get used to volunteers. )uspicion and worry –

are the volunteers here to spy on us or complain or replace us=(eel a part of the team – value and respect volunteersCasual and friendly atmosphere for volunteers3eer support for volunteers – creating opportunities for volunteers to network)upported induction – move at individual pace of volunteer – "nd out what they

en>oy'their skills;olunteer and 'or resident life story – interests'hobbies – able to match

volunteers skills and interests with residents

*idlands

*ake volunteers feel part of your team. -uild sta and volunteer relationships.

(or example have volunteer photos on sta noticeboards, invite volunteers to

training and team meetings-e clear who volunteers should go to for advice

;isits or tasters to give volunteers a feel for the setting3eer support'buddying and volunteer get togethers is a cost eective way of



supporting volunteers)ignpost volunteers to other places to get support in their own lives7cknowledge and value volunteering. +ont overlook the simple things like

making a cup of tea, saying thank you, parties, and ?mas cards.+ebrie"ng if a resident dies. $f there is a behavioural incident then support

volunteer and follow upGive sta a volunteer induction checklist

3repare for volunteer programme – sta training, managing change, resident

involvement0n:going communication systems between residents, relatives, sta and

volunteers such as supervision, events, team meetings. -e inclusiveChecklist for induction and training for speci"c needs

4eeds to be a whole home approach to having volunteers – sta, managers,

residents

%veryone needs to understand volunteering and what its all about and the valueof it. %veryone has a vague idea but it may be dierent for each personClear line management for volunteers with a named contact : not >ust for when

there is a problem. 2his person may not be the manager and s'he may be too

busy to chat;olunteers given policies and procedures 8e.g. use of mobile phones,

con"dentiality, photos;olunteers given on:going support, recognition etc.7n induction pack for volunteers from the care homes with a dos and donts etc.

in the 6ome : in an accessible form

top tips for volunteer induction, training and on-going management

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