Stepping Stones North Wales Volunteers Policy

This volunteer policy is the foundation on which Stepping Stones North Wales (SSNW) involvement with volunteers is based, and helps to define the role of volunteers within the organisation, and how they can expect to be treated.

SSNW Vision:

Our Vision is to be able to provide adult survivors of childhood sexual abuse with the opportunity to access the support they need, when they need it, and put early intervention and prevention at the heart of everything we do.

SSNW Mission:

Our Mission is to empower adult survivors of childhood sexual abuse,  by providing them with a range of services that supports their mental and physical wellbeing over the long-term.

Background:

A volunteer is a person who gives freely of their time, skills and experience without expectation of financial reward. Volunteering can take many forms; some tasks require particular skills, whereas others require none.

Volunteering may be for a limited period to complete a particular task/project or may be on an ongoing basis.

SSNW recognises the immense benefits that that volunteers bring to the charity, and the bridges that they build between the charity and the local community. In return, SSNW hopes to give its volunteers an opportunity to exercise their skills in a different environment, whilst undertaking new experiences.

SSNW tries to offer a range of volunteering opportunities, and in accordance with its equal opportunities and diversity policies, to ensure that the widest range of opportunities to volunteer are made available.

Equal opportunities:

SSNW is committed to building a diverse organisation that is responsive to the needs of our stakeholders and welcomes people of any age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation. 

Status of volunteers:

A volunteer is not an employee and will not have a contract of employment with SSNW. Instead, SSNW will agree a role with a volunteer and there will be an expectation that the volunteer will meet the role’s requirements having received full and relevant training and support. However, the volunteer remains free to refuse to the work offered by SSNW, and is not bound to provide the work input. It is also expected that both SSNW and the volunteer will give as much notice as possible if unable to meet those expectations.

Volunteering roles:

Roles that are suitable for volunteers will be identified and agreed between the Chief Executive Officer and the Volunteer and Engagement Officer, who will draw up a volunteer outline. This will set the requirements for the role along with any specific skills or experience needed. This will also identify any training or support needed prior to the volunteer work being undertaken. Volunteers will not be used as substitutes for employees.

Recruitment:

SANW will adopt a a proactive approach to increasing volunteer diversity, addressing under-representation, and including targeted groups as part of the organisation’s inclusion, equity and diversity aims

A person wishing to become a volunteer will be required to complete an application form. The applicant will be asked to identify areas in which they would like to volunteer, in addition to when/where they would like to volunteer.

If SSNW is able to match the applicant with a suitable role, references will be required, and depending on the role, they may be required to undertake a DBS (Disclosure and Barring Service) check before they start.

Volunteering Agreement:

The volunteer will be invited to enter a Volunteering Agreement with SSNW. The agreement will identify:

  • The volunteer’s role

  • The training that the volunteer is expected to undertake

  • The expenses that SSNW will pay to the volunteer

  • The insurance cover that will be provided to the volunteer

  • The name and contact details of the person who will supervise the volunteer

  • The notice that would be given to the volunteer if their role is to come to an end

Training:

SSNW will provide all training required to undertake the role assigned to the volunteer, including Health and Safety training prior to them undertaking their assigned role. 

Support and supervision:

All volunteers will have a named person as their main point of contact. There will be a review after three months and thereafter regular meetings will be agreed to feedback on progress, discuss future development and air any problems.

Expenses:

All volunteers will endeavour to reimburse volunteers reasonable out-of-pocket expenses for travel and other expenses in line with the Volunteer Expenses Policy.

Health and Safety:

SSNW has a responsibility for the health and safety of all volunteers. Volunteers should follow at all times the SSNW Health & Safety policy and procedures. Volunteers have a duty of care for themselves and others who might be affected by their actions. Volunteers should not act outside their authorised areas or work. Volunteers should report all accidents or incidents to their supervisor. SSNW will provide all volunteers with the appropriate guidance on any health and safety issues that arise

Policies and Procedures:

Volunteers are expected to comply with all SSNW policies and procedures whilst they are undertaking any of the volunteering duties or on SSNW premises. Their induction will include and explanation of these policies and procedures.

Insurance:

SSNW will ensure that volunteers are covered for insurance purposes in respect of personal injury. SSNW will also ensure that volunteers are provided with professional and public liability insurance. This insurance will not cover unauthorised actions or actions outside of the SSNW volunteering agreement

Confidentiality:

Volunteers are likely to become aware of confidential information about SSNW, its staff, counsellors, clients and suppliers. Volunteers should not disclose this information or use it foe their own or other’s benefit, without the consent of the party concerned and agreed with the CEO of SSNW. This does not prevent disclosure of the information already available in the public domain (unless it has been made public via a breach of confidentiality), or where the law permits or requires disclosure

Dealing with Problems:

We aim to identify and solve problems informally at the earliest possible stage. However, if this is not possible a procedure has been drawn up for dealing with complaints either by, or about, volunteers.

If the volunteer wishes to make a formal complaint, they should put the complaint in writing to their supervisor. If this is not possible, for any reason they can submit their complaint to the CEO. If a complaint if made about a volunteer, this will be notified to them in writing and the supervisor will decide if any action needs to be taken. If the volunteer in dissatisfied with the outcome, they can raise the matter with the CEO.