Governance / management

Recognising the contribution volunteers make to your organisation should be an integral part of your volunteer programme.

Acknowledging your volunteers’ involvement and the difference they make to your organisation demonstrates that you value their time and commitment. It directly links to volunteer retention as volunteers who feel valued are far more likely to stay.

It doesn’t have to be costly and it is worth bearing in mind that different people will prefer different forms of recognition, not everyone will be comfortable with public thanks.

The recruitment process for volunteers will depend on your organisation and the volunteering role. Some organisations will need tighter procedures due to the nature of the volunteer role and the client group the organisation works with. For example, if your organisation supports under 18 year olds or vulnerable adults, volunteers will need to undergo additional checks and safeguarding policies need to be in place. The procedures you have in place need to suit your organisation, whilst being fair and welcoming. 

When promoting your volunteer opportunities volunteers like to know the following:

We believe organisations should pay their volunteers' expenses. Here is a template volunteer expenses policy and also a form. 

Volunteer expenses policy template

Volunteer expenses form

Organisations that involve volunteers need to ensure they have procedures in place to protect their beneficiaries (e.g. clients, service users, and participants), volunteers and staff.  When working with children and/or vulnerable adults, an organisation should promote a culture of safeguarding. This means volunteers should have the support and guidance to carry out their activities safely and effectively. 

It is sensible to have procedures in place to deal with complaints by or about volunteers. These should be separate and distinct from those which apply to paid staff.

A problem solving procedure should be included in your volunteer policy. 

Problem Solving Procedure

This procedure will be included in the volunteers’ handbook which is given to volunteers as part of the induction process.

All problems and complaints will be resolved openly, fairly and quickly to:

We have templates to help you write a role description for a volunteer including tips and a template. We have also developed templates for a volunteer application foprm and reference request form.

Below is also a template for adding your volunteer role to our Volunteering Portal.

We have put together a Volunteer Handbook example for you to adapt to your organisation and have also got a handy Volunteer induction checklist you can use.

Volunteer Handbook example

Volunteer induction checklist 

Support for volunteers is vitally important and how this is provided depends upon the context of the volunteering opportunity and the individual. Volunteers should always feel that they are integral members of an organisation and its work, and are therefore highly valued, so offering proper volunteer support can ensure a good experience for the volunteer. Support should last the entire volunteer journey, until they say farewell to the organisation. 

Why involve young volunteers? 

Many young people who want to volunteer can find it difficult to find opportunities, they want to contribute and but can face barriers to this. Involving young volunteers can seem overwhelming for some organisations but with some consideration and following the guidelines below you can empower young people and create a rewarding experience for both your organisation and the volunteers.

Guide to involving young volunteers