Introduction
Volunteers are an essential and integral part of the successful management of Clare Castle Country Park (here after referred to as ‘the Park’). The Park is governed by Clare Castle Country Park Charitable Trust (here after referred to as ‘the Trust’), each trustee is themselves a volunteer. The Trust acknowledges that the volunteers are a major resource and make a vital contribution to its aims and objectives. It recognises the skills and expertise volunteers can bring to the organisation, and the training, personal development and additional benefits the Trust can deliver to its volunteers.
Key terminology
A volunteer is someone who, without expectation of financial compensation, beyond reimbursement of genuine out-of-pocket expenses, performs tasks at the request of and on behalf of the Trust. Volunteering can be a useful mechanism for those hoping to acquire the skills to enhance their prospects of paid employment.
The volunteer role is a gift relationship, binding only in honour, trust and mutual understanding. No enforceable obligation, contractual or otherwise, can be imposed on volunteers to attend, give or be set a minimum amount of time to carry out the tasks provided. Likewise, the Trust cannot be compelled to provide regular work, or payment or other benefit for any activity undertaken.
Recruitment and selection
The Trust is committed to equal opportunities and is bound by its Equal Opportunities Policy. Volunteering opportunities will be advertised and promoted widely with clear associated volunteer role descriptions for each opportunity. It must be recognised that the Trust may not always be able to provide an appropriate volunteering opportunity to an enquirer. All volunteer opportunities will be subject to a trial period.
In selecting a volunteer to work regularly with children, young people and/or vulnerable adults, the Child and Vulnerable Adult Safeguarding Policy must be adhered to which includes collecting at least two external refences, a Disclosure and Barring Service (DBS) check and specialist training.
Induction, training and development
New volunteers will be made to feel welcome and will be provided with an induction. This will include the receipt of our Volunteer Welcome Pack. Opportunities to shadow the work of existing staff and volunteers will be provided.
Each new volunteer will be required to complete a Volunteer Details Form, sign up to our Volunteer Agreement and confirm, in writing, that they have read and understood documentation relating to health, safety and their well-being.
The Trust is committed to developing volunteers and will provide a variety of methods to train and develop volunteer skills further. Training and development needs of volunteers will be assessed regularly, this provision will be reviewed in order to help evaluate its effectiveness.
Rights and responsibilities
All volunteers are key ambassadors for the Trust and the actions and communications of volunteers about and on behalf of the Trust can have a significant impact (positive or negative) on the Trust and its reputation.
Volunteers need to communicate in a consistent and responsible manner and sign up to the Trusts’ volunteer agreement as part of their induction and welcome pack. This lays out the rights and expectations of our volunteers.
Health, safety and welfare
The health, safety and well-being of volunteers are of the utmost importance to the Trust. As part of signing the volunteer agreement volunteers are expected to read and sign that they have read the Trusts’ health and safety policy.
All volunteers will be given information regarding health and safety and risk management appropriate to the tasks they are performing on behalf of the Trust.
Support and recognition
The Trust will ensure that all volunteers are well supported and thanked for the work they do on behalf of the Trust.
Preventing conflict
Volunteers should feel able and well supported in raising any issues or concerns and be given clear guidance on who to contact if they have a grievance. Managers of volunteers will give positive feedback where possible but be honest if there are points of concern and ensure they are raised and addressed.
Travel and expenses
All volunteers can reclaim any business travel expenses which are incurred at the request of Trust staff and agreed with their team leader or manager in advance. The Trust will endeavour to support volunteers to travel to the Park and help make alternative transport arrangements such as lift sharing. Volunteers should complete an expense claim form, to claim any out of pocket expenses.
Informal exit interview
When possible, the Trust would appreciate the opportunity to conduct an informal exit interview with any volunteers leaving the Trust. This will help support the Trust in improving support and development of all Trust volunteers.