THE NATIONAL
STANDARDS FOR
VOLUNTEER
INVOLVEMENT
2
Introduction………………………………………………………………………………………………………3
The National Standards – Aims and Principles ………………………………………………….4
Using the National Standards…………………………………………………………………………….5
Standards Overview…………………………………………………………………………………………..6
STANDARD 1: LEADERSHIP AND MANAGEMENT ……………………………………………………. 6
STANDARD 2: COMMITMENT TO VOLUNTEER INVOLVEMENT…………………………………. 6
STANDARD 3: VOLUNTEER ROLES ………………………………………………………………………… 6
STANDARD 4: RECRUITMENT AND SELECTION ……………………………………………………….7
STANDARD 5: SUPPORT AND DEVELOPMENT ………………………………………………………….7
STANDARD 6: WORKPLACE SAFETY AND WELLBEING………………………………………………7
STANDARD 7: VOLUNTEER RECOGNITION ……………………………………………………………. 8
STANDARD 8: QUALITY MANAGEMENT AND CONTINUOUS IMPROVEMENT……………. 8
Standards criteria and evidence ………………………………………………………………………..9
STANDARD 1: LEADERSHIP AND MANAGEMENT …………………………………………………..10
STANDARD 2: COMMITMENT TO VOLUNTEER INVOLVEMENT …………………………………11
STANDARD 3: VOLUNTEER ROLES ………………………………………………………………………..12
STANDARD 4: RECRUITMENT AND SELECTION ……………………………………………………..13
STANDARD 5: SUPPORT AND DEVELOPMENT ………………………………………………………..14
STANDARD 6: WORKPLACE SAFETY AND WELLBEING…………………………………………….15
STANDARD 7: VOLUNTEER RECOGNITION ……………………………………………………………16
STANDARD 8: QUALITY MANAGEMENT AND CONTINUOUS IMPROVEMENT……………17
Glossary …………………………………………………………………………………………………………..18
Contents
3
Introduction
Volunteer involvement is a critical part of Australian
society. It contributes to civil society and active
participation in building strong, inclusive, and resilient
communities. It underlies innovation and social change,
our responses to community need and community
challenges, and it brings together and supports the local
strengths and assets of communities.
There are important benefts to both organisations
and to volunteers when volunteers become involved in
organisations.
Volunteer involvement can contribute to, and extend
the capacity of, organisations to meet aims and goals.
Volunteers can provide the time, skills, expertise and
points of view that enable an organisation to pursue
programs and activities that beneft the community.
For individuals, volunteering provides an opportunity
to be involved in activities reflecting their interests and
using their skills. Meaningful activity in turn promotes a
sense of belonging and general wellbeing. Volunteering
can also be a way to develop skills, potential pathways
to employment, or a way to contribute existing skills for
the common good.
Volunteer involvement is a two-way relationship,
providing an opportunity for organisations to achieve
their goals by involving volunteers in their activities, and
for volunteers to make meaningful use of their time and
skills, contributing to social and community outcomes.
4
The National Standards – Aims and Principles
The National Standards for Volunteer Involvement
(the National Standards) replace the National
Standards for Involving Volunteers in Not-for-Proft
Organisations. The National Standards have been
developed in consultation with the volunteering sector
to support the involvement of volunteers and act as
a resource for organisations in which volunteers are
involved. They provide a framework for organisations to
consider the role of volunteers within the organisation
and the impact effective volunteer involvement can
have on achieving the strategic goals and aims of the
organisation.
The National Standards have been designed to help
organisations:
• incorporate the values and maximise the benefts
of volunteer involvement
• develop effective volunteer involvement strategies
and practices
• involve volunteers in meaningful and useful
activities that contribute to the outcomes of the
organisation’s work
• ensure the rights of volunteers are protected and
that they are supported to carry out their roles and
responsibilities.
The National Standards incorporate the following
principles:
• Volunteer involvement should be a considered
and planned part of an organisation’s strategic
development, aligning with the organisation’s
strategic aims and incorporated into its evaluation
framework.
• Effective volunteer involvement requires
organisational leadership, and a culture and
structure that supports and values the role of
volunteers.
• Volunteers have rights, which include the right
to work in a safe and supportive environment
with appropriate infrastructure and effective
management practices.
• Volunteers have responsibilities, which include
acting responsibly, being accountable for their
actions to the organisation, and respecting the
organisation’s values and practices.
5
The National Standards allow organisations to make
use of simple, practical criteria across a broad range of
volunteering situations.
There are 8 standards addressing the key areas of
volunteer involvement:
1. Leadership and management
2. Commitment to volunteer involvement
3. Volunteer roles
4. Recruitment and selection
5. Support and development
6. Workplace safety and wellbeing
7. Volunteer recognition
8. Quality management and continuous improvement
Each standard contains the intent of the standard, a
statement that defnes the scope of the standard and
the criteria against which the level of achievement of
that standard can be assessed.
This document provides the content of the National
Standards and details of the types of practices and
evidence that an organisation might need to meet the
standards. More detailed explanations, examples and
tools are provided in a separate set of implementation
resources.
The National Standards are primarily for the use of
organisations that include volunteers in their personnel.
They are not intended to apply to the activities of
volunteers themselves. Organisations that do not
have any paid employees, or groups of volunteers
coming together to organise their own activities, may
fnd the National Standards useful for guiding some
of their work, or for working towards a more formal
organisational structure, but it is not intended that
volunteer groups meet the National Standards.
Guidance on applying the National Standards
in volunteer run organisations is included in the
implementation resources.
Organisations can use the National Standards in a
number of ways:
• as a general guide to good practice;
• as an audit tool that provides a picture of how
well the organisation is performing against best
practice for volunteer involvement;
• as a guideline or checklist to help identify
opportunities for making improvements;
• as a framework of reference to assist in planning
and establishing a new volunteer service;
• as a baseline from which progress in making
improvements can be monitored and measured;
• as a way of gaining formal recognition for good
practice from Volunteering Australia by meeting the
National Standards.
An organisation that is able to demonstrate compliance
with the standards is well positioned strategically to
recruit and retain more volunteers, as well as attract
funding or sponsorship for new initiatives.
The standards are intended to be flexible enough to
apply to different sizes of organisations with varying
levels of resources, in both rural and urban settings, led
by employees or by volunteers.
Some standards or criteria may only apply to particular
volunteering situations. A full guide to applying
the National Standards is available as part of the
implementation resource materials.
Using the National Standards
6
The governing body and senior employees lead and promote a positive culture towards volunteering and implement
effective management systems to support volunteer involvement.
1.1 Responsibilities for leading and managing volunteer involvement are defned and supported.
1.2 Policies and procedures applying to volunteers are communicated, understood, and implemented by all relevant
staff across the organisation.
1.3 The organisation’s risk management processes are applied to the organisation’s volunteer involvement.
1.4 Volunteer involvement records are maintained.
1.5 Processes are in place to manage relationships with partner agencies in collaborative volunteer activities.
(This criteria only applies to organisations working with other organisations in a collaborative activity involving
volunteers and/or sharing responsibility for particular volunteers).
STANDARD 1: LEADERSHIP AND MANAGEMENT
Commitment to volunteer involvement is set out through vision, planning and resourcing, and supports the
organisation’s strategic direction.
2.1 The organisation publicly declares its intent, purpose and commitment to involving volunteers.
2.2 Volunteer involvement is planned and designed to contribute directly to the organisation purpose, goals and
objectives.
2.3 Resources (including time, funds, equipment and technology) are allocated for volunteer involvement.
STANDARD 2: COMMITMENT TO VOLUNTEER INVOLVEMENT
Volunteers are engaged in meaningful roles which contribute to the organisation’s purpose, goals and objectives.
3.1 Volunteer roles are designed to contribute to the organisation’s purpose, goals and objectives.
3.2 Volunteer roles are appropriate for the community, service user or stakeholder groups with which the
organisation works.
3.3 Volunteer roles are defned, documented and communicated.
3.4 Volunteer roles are reviewed with input from volunteers and employees.
STANDARD 3: VOLUNTEER ROLES
Standards Overview
7
Standards Overview
Volunteer recruitment and selection strategies are planned, consistent and meet the needs of the organisation and
volunteers.
4.1 If the organisation recruits volunteers, it uses planned approaches to attract volunteers with relevant interests,
knowledge, skills or attributes.
4.2 Potential volunteers are provided with relevant information about the organisation, the volunteer role and the
recruitment and selection process.
4.3 Volunteers are selected based on interest, knowledge, and skills or attributes relevant to the role, and consistent
with anti-discrimination legislation.
4.4 Screening processes are applied to volunteer roles that help maintain the safety and security of service users,
employees, volunteers and the organisation.
STANDARD 4: RECRUITMENT AND SELECTION
Volunteers understand their roles and gain the knowledge, skills and feedback needed to safely and effectively carry
out their duties.
5.1 Volunteers are provided with orientation relevant to their role and responsibility.
5.2 Volunteers knowledge and skills are reviewed to identify support and development needs.
5.3 Volunteers knowledge and skill needs relevant to their roles are identifed, and training and development
opportunities are provided to meet these needs.
5.4 Volunteers are provided with supervision and support that enables them to undertake their roles and
responsibilities.
5.5 Changes to the involvement of a volunteer are undertaken fairly and consistently.
STANDARD 5: SUPPORT AND DEVELOPMENT
The health, safety and wellbeing of volunteers is protected in the workplace.
6.1 Effective working relationships with employees, and between volunteers, are facilitated by the organisation.
6.2 Processes are in place to protect the health and safety of volunteers in their capacity as volunteers.
6.3 Volunteers have access to complaints and grievance procedures.
STANDARD 6: WORKPLACE SAFETY AND WELLBEING
8
Standards Overview
Volunteer contribution, value and impact is understood, appreciated and acknowledged.
7.1 The governing body and employees understand how volunteers beneft the organisation, service users and the
community.
7.2 Volunteers are informed about how their contributions beneft the organisation, service users and the community.
7.3 The organisation regularly acknowledges contributions made by volunteers and the positive impact on the
organisation, service users and the community.
7.4 Volunteer acknowledgement is appropriate to the volunteer role and respectful of cultural values and
perspectives.
STANDARD 7: VOLUNTEER RECOGNITION
Effective volunteer involvement results from a system of good practice, review and continuous improvement.
8.1 Policies and procedures are implemented to effectively guide all aspects of volunteer involvement.
8.2 Volunteer involvement is regularly reviewed in line with the organisation’s evaluation and quality management
frameworks.
8.3 The organisation’s performance with volunteer involvement is monitored and reported to the governing body,
employees, volunteers and stakeholders.
8.4 Opportunities are available for volunteers to provide feedback on the organisation’s volunteer involvement and
relevant areas of the organisation’s work.
STANDARD 8: QUALITY MANAGEMENT AND CONTINUOUS IMPROVEMENT
9
The following section provides a guide to the types
of practices and evidence that will demonstrate that
an organisation meets a standard. Not all evidence
would apply to every situation or organisation, and
the specifc requirements for a formal recognition of
meeting the standards will depend on an organisation’s
size, resources, complexity and types of volunteer
involvement.
Resources and tools for organisations using the
National Standards for self-assessment, or to apply for
formal recognition, are provided in the implementation
resource materials.
Standards criteria and evidence
10
STANDARD 1: LEADERSHIP AND MANAGEMENT
The governing body and senior employees lead and promote a positive culture towards volunteering and implement
effective management systems to support volunteer involvement.
Effective leadership ensures the aims and values of volunteer involvement are promoted within the organisation, and
that there is clear accountability for the implementation of volunteer involvement.
Effective management ensures that processes and systems are in place to implement positive volunteer involvement.
Meeting this standard assists the organisation to provide clear direction and guidance for the work of volunteers, as
well as understand and mitigate any risks related to involving volunteers.
| 1.1 | Responsibilities for leading and managing volunteer involvement are defned and supported. |
| Evidence | Specifc responsibility for providing leadership and managing the implementation of volunteer involvement is assigned. Volunteer involvement responsibilities are documented through position descriptions, delegation authorities, policies and procedures. Employees and governing body members understand and action their volunteer involvement responsibilities. Employees with direct responsibility for volunteer involvement have relevant qualifcations, skills or experience for the role. |
| 1.2 | Policies and procedures applying to volunteers are communicated, understood, and implemented by all relevant staff across the organisation. |
| Evidence | Employees, governing body members and volunteers receive information, orientation and training on the organisation’s volunteer policies and procedures. Compliance with volunteer policies and procedures is regularly monitored and improved. |
| 1.3 | The organisation’s risk management processes are applied to the organisation’s volunteer involvement. |
| Evidence | Risk management systems are in place to identify, assess and respond to risks relating to volunteer involvement. Volunteer risk management is overseen by management and the governing body. Volunteers are informed of potential risks and are supported to manage or mitigate risk factors. |
| 1.4 | Volunteer involvement records are maintained. |
| Evidence | Required information to be collected from volunteers is identifed. Information from screening checks for volunteers are documented and kept secured. The organisation has documented and implemented processes that comply with privacy legislation for securely managing volunteer personal and confdential information. Records of volunteer contribution, achievements and acknowledgement are maintained by the organisation. |
| 1.5 | Processes are in place to manage relationships with partner agencies in collaborative volunteer activities. (This criteria only applies to organisations working with other organisations in a collaborative activity involving volunteers and/or sharing responsibility for particular volunteers). |
| Evidence | Agreed frameworks and practice principles for co-design of volunteer involvement are documented. Expectations of volunteers and agreements about respective roles of the parties are documented. Procedures for evaluating progress and outcomes are documented. Arrangements and agreements are reviewed on a regular basis. |
Standards criteria and evidence
11
STANDARD 2: COMMITMENT TO VOLUNTEER INVOLVEMENT
Commitment to volunteer involvement is set out through vision, planning and resourcing, and supports the
organisation’s strategic direction.
Setting out its commitment to volunteer involvement ensures that the organisation has a clear idea of why it is
involving volunteers, the values and principles it will apply in its work with volunteers, and how the involvement of
volunteers will enhance and support the work of the organisation.
Meeting this standard assists the organisation to approach the involvement of volunteers in a planned manner, making
sure that resources are allocated and that it is accountable for the way it works with volunteers.
| 2.1 | The organisation publicly declares its intent, purpose and commitment to involving volunteers. |
| Evidence | A formal statement, endorsed by the governing body, articulates the organisation’s philosophy, direction and broad objectives for involving volunteers. The benefts to the work of the organisation of involving volunteers is recognised through its planning processes and documents. The organisation’s commitment to volunteer involvement complies with legislation, industry standards, guidelines and codes of practice. |
| 2.2 | Volunteer involvement is planned and designed to contribute directly to the organisation’s purpose, goals and objectives. |
| Evidence | The organisation’s broader planning processes incorporate volunteer involvement. Volunteer involvement planning identifes strategies for recruitment, recognition, management and development of volunteers. Proposed volunteer involvement is assessed to ensure appropriateness and beneft. Volunteer involvement plans align to the organisation’s purpose, goals and objectives and volunteer activity contributes directly to these. The organisation is open to opportunities for collaborating with other agencies in involving volunteers. |
| 2.3 | Resources (including time, funds, equipment and technology) are allocated for volunteer involvement. |
| Evidence | A budget is allocated and used for volunteer involvement planning, operations and review. The governing body, employees and volunteers dedicate time to plan, discuss and manage volunteer involvement. Equipment, materials, communication technology and space are provided which support volunteers to undertake their roles. A policy and procedure exists for reimbursement for volunteer out of pocket expenses. Staff with volunteer involvement responsibilities are provided with training, supervision and resources to effectively undertake this role. |
Standards criteria and evidence
12
STANDARD 3: VOLUNTEER ROLES
Volunteers are engaged in meaningful and appropriate roles which contribute to the organisation’s purpose, goals
and objectives.
Volunteer roles ensure that the work done by volunteers is defned, and that it meets both the needs of the volunteer
and the objectives of the organisation.
Meeting this standard assists the organisation to match volunteers with appropriate work roles, provide relevant and
satisfying activities for volunteers and ensure that involvement of volunteers contributes to the organisation.
| 3.1 | Volunteer roles are designed to contribute to the organisation’s purpose, goals and objectives. |
| Evidence | Descriptions of volunteer roles indicate how the role contributes to the organisation’s purpose, goals and objectives. |
| 3.2 | Volunteer roles are appropriate for the community, service user or stakeholder groups with which the organisation works. |
| Evidence | Volunteer roles reflect current developments in volunteering, volunteer availability and ways of involving volunteers. Volunteer roles and activities are designed to attract people with relevant attributes, and a diversity of experience and interest. |
| 3.3 | Volunteer roles are defned, documented and communicated. |
| Evidence | The relationship between volunteer and employee roles is defned. Volunteer roles meet the requirements of the Fair Work Act, or subsequent legislation addressing volunteer work. Volunteer roles have written descriptions that include duties, responsibilities, and accountabilities. Current volunteer role descriptions are distributed and readily available to all relevant employees and volunteers of the organisation. |
| 3.4 | Volunteer roles are reviewed with input from volunteers and employees. |
| Evidence | Feedback from current and exiting volunteers is sought and used to review the relevance and appropriateness of volunteer roles and activities. The governing body, management and staff contribute to the development and review of volunteer roles. |
Standards criteria and evidence
13
Standards criteria and evidence
STANDARD 4: RECRUITMENT AND SELECTION
Volunteer recruitment and selection strategies are planned, consistent and meet the needs of the organisation and
volunteers.
Recruitment and selection ensures that the organisation is effective in attracting appropriate volunteers and in
screening to maintain safety and security.
Meeting this standard helps the organisations ensure prospective volunteers are provided with information to make
informed decisions about working with the organisation and to implement consistent procedures for assessing,
selecting and placing new volunteers.
| 4.1 | If the organisation recruits volunteers, it uses planned approaches to attract volunteers with relevant interests, knowledge, skills or attributes. |
| Evidence | Recruitment and selection of volunteers is guided by the organisation’s broader plan for volunteer involvement. Targetted methods are used to advertise and communicate volunteer opportunities. |
| 4.2 | Potential volunteers are provided with relevant information about the organisation, the volunteer role and the recruitment and selection process. |
| Evidence | Information is readily accessible to potential volunteers about the organisation and volunteer roles. Details of volunteer roles, organisation expectations of the role, and the recruitment and selection process are provided in print, electronically and/or face-to-face. An identifed person is available as a contact for potential volunteers throughout the recruitment and selection process. Volunteer applicants are informed of recruitment and selection outcomes and offered feedback, as relevant to the role. |
| 4.3 | Volunteers are selected based on interest, knowledge, skills or attributes relevant to the role, and consistent with anti-discrimination legislation. |
| Evidence | A documented selection process is followed to match volunteer interest, knowledge, skills or attributes with suitable roles. Volunteer recruitment and selection complies with anti-discrimination legislation. |
| 4.4 | Screening processes are applied to volunteer roles that help maintain the safety and security of service users, employees, volunteers and the organisation. |
| Evidence | Volunteer screening requirements are documented, applied and meet legislative requirements. Volunteer reference checks are undertaken as appropriate to the role. Guidelines are applied to determining the types of convictions or disciplinary actions that preclude people from becoming volunteers, and to informing people about how their personal history may be used for decision making. |
14
Standards criteria and evidence
STANDARD 5: SUPPORT AND DEVELOPMENT
Volunteers understand their roles and gain knowledge, skills and feedback needed to safely and effectively carry out
their duties.
Support and development ensures that the organisation has processes to equip volunteers to perform their roles well
and in line with the organisation’s needs.
Meeting this standard assists the organisation to identify and provide orientation, skill development and ongoing
support needed by volunteers, and to manage situations fairly and consistently where a volunteer may not be meeting
the requirements of their role.
| 5.1 | Volunteers are provided with orientation relevant to their role and responsibility. |
| Evidence | Orientation requirements for all volunteer roles are documented and implemented. Volunteer orientation includes information about the organisation, their role and how it contributes to organisation’s goals and objectives. Volunteers are made aware of their rights and responsibilities related to the role and to the organisation. Volunteers understand and agree to a code of conduct and/or rights and responsibilities statement. Relevant policies, such as reimbursement of out of pocket expenses, are explained to volunteers. |
| 5.2 | Volunteers’ knowledge and skills are reviewed to identify support and development needs. |
| Evidence | Processes are in place to regularly review volunteers’ knowledge and skills in relation to the roles they undertake. New roles and development opportunities are offered to existing volunteers where appropriate. Volunteers’ knowledge and skills are reviewed when new roles and duties are implemented. |
| 5.3 | Volunteers’ knowledge and skill needs relevant to their roles are identifed, and training and development opportunities are provided to meet these needs. |
| Evidence | The organisation’s workforce development planning incorporates the needs of volunteers. Where appropriate, volunteers receive practical instruction on how to perform their roles and responsibilities safely and effectively. Relevant training and development opportunities are offered to volunteers to meet their knowledge and skill needs for the roles they undertake. |
| 5.4 | Volunteers are provided with supervision and support that enables them to undertake their roles and responsibilities. |
| Evidence | Volunteers are assigned organisation supervisors and support contacts appropriate to their role. Volunteer supervision and review is conducted for individual and/or teams of volunteers, matched to the roles. Discussions are held with individual and/or teams of volunteers on achievements and areas for development. |
| 5.5 | Changes to the involvement of a volunteer are undertaken fairly and consistently. |
| Evidence | Fair and transparent procedures are in place for changing the role or nature of the involvement of a volunteer. Fair and transparent procedures are in place for ending the involvement of a volunteer, for whatever reason. Volunteer performance or misconduct issues are promptly identifed, recorded and addressed in line with principles of natural justice. |
15
Standards criteria and evidence
STANDARD 6: WORKPLACE SAFETY AND WELLBEING
The health, safety and wellbeing of volunteers is protected in the workplace.
Workplace safety and wellbeing ensures that the organisation includes volunteers in its health and safety procedures,
and recognises its duty of care to volunteers.
Meeting this standard assists the organisation to meet its obligations for the health and safety of volunteers, manage
risk and provide a supportive and responsive workplace for volunteers.
| 6.1 | Effective working relationships with employees, and between volunteers, are facilitated by the organisation. |
| Evidence | Structured processes are in place for relevant staff to communicate and/or meet with volunteers. Where requested, volunteers are provided with opportunities and resources to meet collectively regarding their work with the organisation. |
| 6.2 | Processes are in place to protect the health and safety of volunteers in their capacity as volunteers. |
| Evidence | Health and safety management policies and procedures include volunteers. Volunteers are insured for personal injury and liability. Volunteers have access to the same post-incident debriefng and support provided to employees. Expectations and limits of volunteer roles, including time commitments and any designated hours are agreed with volunteers, and individual workloads of volunteers are monitored and managed. |
| 6.3 | Volunteers have access to complaints and grievance procedures. |
| Evidence | Volunteers are given information about how to make a complaint or raise a concern within the organisation and to relevant external bodies. Grievances from volunteers are managed consistently, transparently, equitably and in line with principles of natural justice. |
16
Standards criteria and evidence
STANDARD 7: VOLUNTEER RECOGNITION
Volunteer contribution, value and impact is understood, appreciated and acknowledged.
Volunteer recognition ensures that the organisation understands the contribution made by its volunteers and that it lets
them know that this contribution is appreciated.
In assessing the impact of volunteer contribution, the organisation should consider the results of the work performed
by volunteers, the value to the organisation, and less tangible benefts such as volunteer contributions to change and
innovation.
Meeting this standard assists the organisation to develop and maintain a respectful relationship with its volunteers,
ensuring that volunteers are encouraged to actively participate in the business of the organisation, provide feedback
and appreciate the way their work benefts the organisation.
| 7.1 | The governing body and employees understand how volunteers beneft the organisation, service users and the community. |
| Evidence | People at all levels of the organisation are informed of, and can articulate, the organisation’s reasons and benefts for involving volunteers. The governing body, employees and volunteers are involved in the evaluation of volunteer involvement. |
| 7.2 | Volunteers are informed about how their contributions beneft the organisation, service users and the community. |
| Evidence | Volunteers are informed of the organisation’s reasons and benefts for involving volunteers. Volunteers are provided with feedback on the impact and value of their contribution to the organisation and its work. |
| 7.3 | The organisation regularly acknowledges contributions made by volunteers and the positive impact on the organisation, service users and the community. |
| Evidence | The organisation plans and schedules activities to acknowledge the contribution, value and impact of volunteers at individual and group level. References and statements of service are provided to volunteers as appropriate. The governing body and management take an active role in volunteer acknowledgement. |
| 7.4 | Volunteer acknowledgement is appropriate to the volunteer role and respectful of cultural values and perspectives. |
| Evidence | Volunteers are consulted on appropriate acknowledgement. Volunteer acknowledgement is provided in a variety of formats appropriate to the volunteer role and volunteer. Activities that acknowledge volunteers align with the volunteer’s culture and perspectives. |
17
Standards criteria and evidence
STANDARD 8: QUALITY MANAGEMENT AND CONTINUOUS IMPROVEMENT
Effective volunteer involvement results from a system of good practice, review and continuous improvement.
Quality management and continuous improvement ensures that the organisation has a way of monitoring how well its
involvement of volunteers is working, and of identifying and implementing ways of improving the outcomes for both
volunteers and the organisation. This includes monitoring and reviewing:
• how well volunteer recruitment and management systems are working for volunteers and the organisation;
• the extent to which volunteer involvement is providing a positive impact on the organisation outcomes;
• how effectively volunteer time is being used.
Meeting this standard assists the organisation to follow good practice in its policies and procedures, implement
processes for review and evaluation, and systematically make ongoing positive change.
| 8.1 | Policies and procedures are implemented to effectively guide all aspects of volunteer involvement. |
| Evidence | Volunteer involvement strategies, policies and procedures are informed by current best practice and meet legislative requirements. The organisation’s policies and procedures effectively guide volunteer involvement practice. All employees and volunteers are made aware of and understand policies and procedures relating to volunteer involvement. Volunteer involvement policies and procedures are reviewed and improved on a regular schedule. Processes are in place for identifying, implementing and communicating required changes to volunteer involvement policies and procedures. |
| 8.2 | Volunteer involvement is regularly reviewed in line with the organisation’s evaluation and quality management frameworks. |
| Evidence | Quantitative and qualitative performance data is used to monitor, review and improve the organisation’s volunteer management systems, effectiveness of volunteer contribution and impact on outcomes. Feedback from volunteers, employees and other stakeholders is used to inform improvements to volunteer involvement. |
| 8.3 | The organisation’s performance with volunteer involvement is monitored and reported to the governing body, employees, volunteers and stakeholders. |
| Evidence | Quantitative and qualitative performance data relating to the organisation’s volunteer involvement objectives are identifed, collected and analysed. Performance data is used to regularly evaluate the organisation’s volunteer involvement. Targeted reports on the organisation’s volunteer involvement performance are communicated to the governing body, employees, volunteers and stakeholders on a regular schedule. |
| 8.4 | Opportunities are available for volunteers to provide feedback on the organisation’s volunteer involvement and relevant areas of the organisation’s work. |
| Evidence | Feedback and input from volunteers about their experience as volunteers is regularly sought. A range of methods is used to gain volunteer feedback, appropriate to volunteers and their roles. Volunteers are provided opportunities to contribute to the review and development of the organisation. Data is collected, analysed and used to evaluate volunteer role satisfaction. |
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Audit: Examination of an organisation’s data and
processes to determine performance against criteria,
specifc procedures or standards. An audit may be
undertaken by the organisation and/or an independent
authority.
Comply/compliance: Meeting and/or fulflling offcial
requirements, particularly in relation to government and
industry legislation, regulation and standards.
Continuous/quality improvement: Ongoing review and
adaption to improve services, processes or products.
Improvements may be incremental over time, or
signifcant stand-alone advancements.
Criteria: The specifc requirements that need to be met.
Data: Information collected for use in planning, decision
making or evaluation.
Employees: Paid personnel (see ‘Staff’).
Evaluation: The formal process of assessing how
successful an activity, program or plan has been.
Evidence: Documents, reports or other information that
demonstrate compliance or performance.
Governance: The legal authority of a corporate
governing body to make decisions and establish
policies and plans.
Glossary
Governing body: The group of people legally responsible
for governance of the organisation (usually a Board of
Directors or members of a management committee).
Members of the governing body are usually voluntary
(not paid) but are not defned as volunteers for the
purposes of the National Standards.
Monitor: To check, supervise, observe critically, or
record the progress of an activity, action or system on a
regular basis to identify change.
Objectives: Results or outcomes that an organisation
wants to achieve with its planned activities. Sometimes
the term ‘objective’ is used interchangeably with the
terms ‘goal’ or ‘aim’.
Organisation culture: The commonly held beliefs and
attitudes within an organisation.
Policy: Concise formal statements which outline what
the organisation adheres to and aims to achieve on
particular matters.
Procedure: Details and steps of how an organisation’s
policy is to be applied and achieved.
Qualitative: Relating to the quality of something rather
than its quantity.
Quality: The standard of a service, process or product.
19
Quality management: Organisational processes for
maintaining and improving desired levels of service
delivery and operational standards. The intent of quality
management for the organisation in working towards
its strategic goals is to provide the best possible
experience and outcomes for service users, staff,
governing body members, and stakeholders.
Quantitative: Relating to a measure or number – how
many, how long, times.
Risk: The chance of something happening that
will have an adverse impact on an organisation’s
objectives. Risk is measured in terms of likelihood and
consequences.
Risk management: Ongoing identifcation, analysis,
assessment and control or elimination of risk to the
organisation.
Staff: People employed by the organisation to
undertake defned roles and responsibilities; includes
both paid personnel (employees) and unpaid personnel
(volunteers).
Stakeholders: Any person or organisation with an
interest in the operations of a particular activity or
organisation.
Standards (industry or service standards): Specifc
procedures or outcomes that organisations can follow
to meet requirements or implement good practice
within an industry area.
Glossary
Strategic/Strategic directions: Planned course of
action based on an analysis of the organisation’s
operating environment and internal resources.
Verifcation: Checking of evidence to ascertain
compliance.
Volunteers: Unpaid personnel (see ‘Staff’).
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| THE NATIONAL STANDARDS FOR VOLUNTEER INVOLVEMENT |
© Volunteering Australia, 2015
April 2015
VOLUNTEERING AUSTRALIA
Level 2, 202 City Walk
Canberra ACT 2601
T: 02 6251 4060
E: [email protected]
www.volunteeringaustralia.org
VOLUNTEERING ACT
Level 2, 202 City Walk
Canberra ACT 2601
T: 02 6251 4060
E: [email protected]
www.volunteeringact.org.au
THE CENTRE FOR VOLUNTEERING
Level 3, 40 Gloucester Street
The Rocks NSW 2000
T: 02 9261 3600
E: [email protected]
www.volunteering.com.au
VOLUNTEERING QUEENSLAND
Level 6, 333 Adelaide Street
Brisbane QLD 4001
T: 07 3002 7600
E: [email protected]
www.volqld.org.au
VOLUNTEERING SA&NT
Level 5, 182 Victoria Square
Adelaide SA 5000
T: 08 8221 7177
E: [email protected]
www.volunteeringsa-nt.org.au
VOLUNTEERING TASMANIA
95-97 Campbell Street
Hobart TAS 7000
T: 03 6231 5550
E: [email protected]
www.volunteeringtas.org.au
VOLUNTEERING VICTORIA
Level 2/491 King Street
West Melbourne VIC 3052
T: 03 8327 8500
E: [email protected]
www.volunteeringvictoria.org.au
VOLUNTEERING WA
City West Lotteries House
2 Delhi Street
West Perth WA 6005
T: 08 9482 4333
E: [email protected]
www.volunteeringwa.org.au
Volunteering Australia would like to thank the many individuals, organisations and networks that gave valuable feedback during the
review process. In particular, we would like to thank the National Standards Working Group – Volunteering SA&NT, Volunteering WA and
Volunteering Tasmanina – for driving the project, and the Project Reference Group which included representatives from each State and
Territory. We would also like to thank Breaking New Ground as principal consultants to this project, the staff of Volunteering SA&NT,
and other State and Territory volunteering peak bodies.