IiV Indicator 1

There is an expressed commitment to the involvement of volunteers, and recoginition throughout the organisation that volunteering is a two-way process, which benefits volunteers and the organisation.

1.1

The organisation has a written policy on volunteer involvement, based on equal opportunities principles, which sets out the procedures for recruiting, supporting and protecting volunteers

Policy document e.g. Volunteer Policy

1.2

Where the organisation has policies that relate to the involvement of human resources (e.g. equal opportunities, health & safety, confidentiality, discipline, grievance procedures, etc.) volunteers should either be included or should have their own equivalent policy

Inclusion in policies
or
Dedicated policies

1.3

The organisation adopts appropriate procedures for regularly reviewing the volunteering policy and its implementation

Review date on policy

Plus

Procedure
or
Minutes
or
Policy review schedule

1.4

People at all levels of the organisation (such as management committee, management, staff, volunteers, clients, supporters) have been informed of, and can articulate the organisation’s reasons for involving volunteers

Minutes of meetings
or
Induction checklist for staff, management committee and volunteers
or
Annual report
or
Newsletter

Plus

Oral evidence

IiV Indicator 2

The organisation commits appropriate resources to working with volunteers, such as money, management, staff time and materials.

2.1

The organisation designates responsibility for recruiting, selecting, and supporting volunteers, and protecting their interests to a key person or group of people within the organisation, and these responsibilities are regularly reviewed

Job Description

Supervision/Appraisal notes
or
Report to Management Committee

2.2

Job descriptions for paid staff include any responsibilities they have for volunteers

Job description

2.3

Time is given during staff meetings to discuss volunteer issues

Minutes of meetings

2.4

The organisation’s annual plan includes objectives for the volunteer programme which are reviewed regularly

Section within Annual Plan
or
Dedicated action plan for the volunteer programme

2.5

There are adequate financial resources to cover the running of the volunteer programme and ensure that volunteers have the necessary resources and materials to do their work

Budget
or
Management Accounts
or
Petty cash vouchers/expenses claims forms/receipts

IiV Indicator 3

The organisation is open to involving volunteers who reflect the diversity of the local community, in accordance with the organisation’s stated aims, and operates procedures.

3.1

Information about the organisation and ways in which volunteers can be involved is made as widely available as possible

List showing where organisation has recruited
or
Examples of recruitment /publicity materials

3.2

Analysis of the diversity of the local community compared to the volunteer team is undertaken

Collection of demographic data

Plus

Analysis of equal opportunities monitoring forms

3.3

Staff and volunteers are open to diversity among co-workers

Diversity/Equal Opportunities training
or
Minutes of discussions on diversity
or
Internal posters/written materials

3.4

Images and/or descriptions of the organisation reflect the diversity of the local community, and are appropriate to the objectives of the organisation

Annual Report
or
Information Pack
or
Organisation’s literature e.g. publicity materials

3.5

The organisation is open to involving volunteers from a wide range of backgrounds and abilities, and commits the necessary resources

Statement in Volunteer Policy
or
Analysis or Equal Opportunities monitoring forms

Plus

Photograph of recruitment display
or
Letter inviting or thanking organisation regarding recruitment display

IiV Indicator 4

The organisation develops appropriate roles for volunteers in line with its aims and objectives, and which are of value to the volunteers and create an environment where they can develop.

4.1

A ‘task description’ is drawn up for each voluntary role

Task descriptions for each volunteer role up to a maximum of 10

4.2

The organisation sets out the necessary skills, attitude, experience and availability needed to do the work

List of qualities and skills needed for each volunteer role up to a maximum of 10

4.3

If feasible, a variety of tasks is available which will attract a range of people, while still meeting the needs and aims of the organisation

Task descriptions
or
A list of volunteer tasks

4.4

Where possible, tasks are adapted to suit the needs and interests of individual volunteers

Written testimony from volunteer
or
Explanatory note from organisation
or
Oral Evidence

IiV Indicator 5

The organisation is committed to ensuring that, as far as possible, volunteers are protected from physical, financial and emotional harm arising from volunteering.

5.1

An assessment of potential risk to volunteers is conducted when designing volunteer roles

Completed risk assessment checklist/form for each volunteer role up to a maximum of ten

5.2

Appropriate insurance guidelines and cover for volunteers are set up

Insurance certificates

Plus

Inclusion of volunteers on existing policies
or
Insurance guidelines for volunteers

5.3

There is a clear policy on the reimbursement of legally allowable expenses which is rooted in the organisational ethos, and which takes account of the organisation’s financial situation

Expenses claim form
or
Budget
or
Management accounts
or
Expenses policy
or
Statement in Volunteer Policy/Volunteers Handbook

5.4

Knowledge of volunteers’ personal details is restricted to those who need it, and passed on only with volunteers’ consent, and regard is taken to storage of confidential documents

Confidentiality procedure
or
Statement in Volunteer Policy and in line with current Data Protection legislation

IiV Indicator 6

The organisation is committed to using fair, efficient and consistent recruitment procedures for all potential volunteers.

6.1

Selection procedures are standardised, appropriate to the volunteer role(s) and include agreed timescales

Recruitment and selection procedure guidelines

6.2

People interested in volunteering are provided with clear information about:

• the type of voluntary work available
• the application and selection process
• whether there is any compulsory training

Information pack
or
Letter
or
Checklists

6.3

At some stage during the recruitment, potential volunteers are given:

• a summary of the organisation’s expectations of volunteers
• what volunteers can expect from the organisation

Relevant recruitment publicity
or
Information pack
or
Letter
or
Task Description

6.4

• The organisation has clear criteria in terms of skills and abilities needed against which it assesses volunteers’ suitability for particular roles
• Asks only for information needed in order to make a placement and this is recorded in a consistent manner

Potential volunteers are recruited using the criteria laid down in Practices 4.1 and 4.2 and are only asked for relevant information.
Interview procedure including question design
or
Application form

6.5

Feedback is given to volunteers whose applications are turned down

Interview notes/guidelines
or
Letter

6.6

At some point in the recruitment procedure time is given to explore the individual’s reasons for volunteering

Interview notes

6.7

Where appropriate, potential volunteers are given further opportunities to find out more about the voluntary work before committing themselves

Probation period
or
Trial visit

IiV Indicator 7

The organisation takes a considered approach to taking up references and official checks which is consistent and equitable for all volunteers, bearing in mind the nature of the work.

7.1

The organisation’s procedures for taking up references is based on the nature of the organisation’s work and the roles volunteers will be undertaking

Guidelines/criteria for taking up references

7.2

The organisation’s procedures for taking up references are uniform for all prospective volunteers applying for a particular role

Copies of references on file
or
Reference request letters

7.3

The oganisation’s approach to the use of official checks takes into account the relevant Government guidelines, and the roles in which volunteers will be placed

Copy of relevant guidelines

7.4

The organisation has considered which types of convictions/disciplinary actions may or may not be relevant to the voluntary work being undertaken

Criteria on when to ask about convictions/disciplinary actions
or
Guidelines on the Rehabilitation of Offenders Act
or
Policy Statement

IiV Indicator 8

Clear procedures are put into action for introducing new volunteers to the organisation, its work, policies, practices and relevant personnel.

8.1

All new volunteers are introduced to the relevant paid staff and other volunteers with whom they will come into contact

Induction checklist

8.2

All volunteers are provided with copies of the risk assessment undertaken on their role

Induction checklist/schedule and completed risk assessment forms

8.3

Volunteers are provided with the necessary information and training to do the voluntary work, including any policies as appropriate

Induction checklist/schedule

Plus

Task descriptions
or
Training schedule

8.4

There is clarity between the volunteer and the organisation about the boundaries of the volunteers’ roles

Induction checklist/schedule

Plus

Task descriptions
or
Training programme
or
Minutes of meetings

8.5

There are clear health and safety and  accident and emergency procedures

Induction checklist/schedule
or
Information sheets e.g. emergency evacuation/fire drills
or
Training programme
Health & Safety policies, procedures, guidelines

8.6

Volunteers are informed of what insurance cover is in force and what they need to do in order to remain covered by insurance

Induction checklist/schedule
or
Insurance certificates
Policy on insurance
or
Insurance guidelines

8.7

Volunteers are advised of, and understand, guidelines for addressing situations where volunteers act in discriminatory ways, or where volunteers themselves are in receipt of such treatment

Induction checklist/schedule.

Equal Opportunities policy
or
Complaints policy and disciplinary procedure
or
Relevant guidelines

8.8

Volunteers are advised of and understand, the procedure to use if they wish to complain about their treatment by paid staff, users, committee members or other volunteers

Induction checklist/schedule.
Complaints policy and procedure

8.9

Volunteers are informed of what expenses can be claimed, and the procedure for reimbursement

Induction checklist/schedule
or
Expenses claim forms/petty cash forms
Expenses policy
or
Volunteer policy

8.10

Volunteers are advised to inform the Benefits Office that they are doing voluntary work, if this is relevant to them

Induction checklist/schedule

IiV Indicator 9

Everybody in the organisation is aware of the need to give volunteers recognition.

9.1

Management Committee and paid staff recognise the value of volunteers’ contributions and communicate effectively their appreciation to volunteers, both formally and informally

Awards schemes
or
Volunteers’ contributions mentioned in annual report, local paper, other publications
or
Social events

9.2

Volunteers have an opportunity to make known their views about the organisation’s work

Minutes of meetings
or
Suggestion box
or
Comments book
or
Support meetings
or
Supervision or review notes

9.3

Volunteers have an opportunity to make known their views about the organisation’s policies and procedures and to participate in decision-making

Minutes of meetings
or
Volunteer representatives on management committee
or
Consultation documents
or
Newsletter

9.4

The organisation provides volunteers with the opportunity to continue developing their skills and talents within the roles on offer

Supervision or review notes
or
Training programme
or
Range of voluntary work on offer

9.5

Volunteers leaving the organisation, who have made a regular commitment to it, are offered a reference and/or other statement of their achievements

References
or
Letters
or
File notes
or
Certificates

9.6

The organisation endeavours to obtain feedback from volunteers leaving the organisation

Exit interviews
or
Exit questionnaire

IiV Indicator 10

The organisation takes account of the varying support needs of volunteers.

10.1

All volunteers know what forms of support the organisation offers them, and who to contact in the case of any problems

Induction checklist/schedule
or
Information/Induction pack
or
Task Description
or
Volunteer Policy/Manual

10.2

Either one-to-one and/or group support sessions are offered, as appropriate

Volunteer Policy
or
File notes
or
Supervision and review notes
or
Minutes/Notes of meetings

10.3

Where volunteers’ work is emotionally demanding, an opportunity for them to ‘unload’ is freely available

Volunteer Policy
Or
Guidelines
or
Information/Induction pack
or
Supervision

10.4

Volunteers are aware that they can refuse demands they consider unrealistic, beyond the scope of the role or which they do not have the skills to carry out

Induction checklist/schedule
or
Volunteer Policy
or
Volunteer manual/handbook

10.5

Staff who supervise volunteers are appropriately trained in volunteer management and the organisation’s policies

Training programme, materials, resources
or
Record of staff training
or
Training certificates

10.6

Volunteers are informed of all relevant changes in the organisation which affect their work

Memos
or
Newsletters
or
Minutes of meetings

Investing in Volunteers

Suitable for any organisation that involves volunteers. Organisations should be involved in: recruiting, selecting, matching, supporting and retaining volunteers.

Investing in Volunteers

The standard covers the whole organisation. It can be achieved by parts of an organisation so long as they can be seen to be discreet and self managed parts of the whole.

Investing in Volunteers

The standard is run by the national Volunteering Development Agencies in England, Scotland, Wales & Northern Ireland. Volunteering England manages the standard in England. The UK Volunteering Forum is the standards Awarding Body.

Investing in Volunteers

Contact Volunteering England
Tel: 0207 520 8982

www.investinginvolunteers.org.uk

On the home page you'll also find links for contacts in Northern Ireland, Scotland and Wales.

Investing in Volunteers

All information is supplied on-line with a password protected section for fully registered organisations. Forms and documents are downloadable word documents. A best practice library with downloadable resources is also available.

Investing in Volunteers

The cost will depend on the size and complexity of your organisation. To obtain a quote from the IiV Team, please "Register Interest" on the website and complete the questionnaire.
Prices start at £1,500 - £2,000 for small grassroots organisations. The IiV Package fee includes:

• An Introductory Workshop with your assigned Assessor
• Feedback on Self Assessment from your Assessor
• A Final Assessment visit - interviews with volunteers, staff and senior manager
• A full written Final Report suggesting areas for further development and highlighting areas of excellent practice
• The UK recognised Investing in Volunteers standard - use of the IiV logo on stationery, a wall plaque and certificates
• Subscription to the Investing in Volunteers e-newsletter
• Access to the password protected pages containing the easy 10-steps guide for organisations and all supporting documentation.
• The standard is valid for 3 years

Investing in Volunteers

The full standard and practices can be downloaded from the home page without payment being made. The best practice library and documents to support an organisation through to achieving the standard are all within password protected pages.

Investing in Volunteers

1. A Self-Assessment is done by the organisation at an early stage. This is sent to an allocated assessor so that organisations are certain they are hitting the standards prior to their  final assessment. Only a small number of written documents are requested and submitted by organisations.

2. Final assessment is undertaken through site visits, the length of which will depend on the size of the organisation and range of volunteering roles. Assessors will usually spend at least a day on site using the 10 IiV Indicators as the assessment guide.

Investing in Volunteers

The registration fee covers: advice and guidance from a local Volunteer Centre Partner; a workshop with an allocated assessor and all assessment (visits and report); and access to the password protected area of the Investing in Volunteers website. These web-pages include things like a tool-kit and tips from other volunteer managers who have achieved the standard. Additional consultancy support and training can also be bought from Volunteering England.

Investing in Volunteers

This will vary from organisation to organisation, but normally the process will be completed within 12 months. Organisations that achieve the standard receive a plaque and certificate on completion and membership of the Achievers Club network.

Investing in Volunteers

Organisations can Achieve, Not Achieve or Achieve with Conditions. All organisations receive detailed feedback from their assessor. Organisations that achieve the standard with conditions are set a time within which to complete specific actions agreed with their assessor and are not entered into the quality assurance process until there are complete.

Investing in Volunteers

Organisations must re-accredit every 3 years. Re-accreditation fees are the same as original registration as the assessment process requires the same amount of an assessor's time.