CAVR 2009 Screening PPT
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Presented by R. Tollenaar Topic: Screening Volunteers In... Not Out Presented at VolpediA CAVR 2009 Conference
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CAVR 2009 Screening PPT
- 1. RE-THINKING THE SCREENING PROCESS Creating a Culture for Volunteer Involvement VolpediA 2009
- 22. Application Form, Position Description Application Form, Position Description, Interview, Reference Checks Application Form, Position Description, Interview, Reference Checks, Other Checks Application Form, Position Description, Interview
- 23. Probation Period Probation Period, Buddy system, Random Checks Probation Period, Buddy system, Random Checks, Telephone Check-in, Observation, Feedback Probation Period, Buddy system, Random Checks, Telephone Check-in, Observation, Feedback, Client/Family Check-in, Support Session
Editor's Notes
- Determine the Risk: Organization can control the risk in their programs. Examining the potential for danger in programs and services may lead to preventing or eliminating the risk altogether. Ask basic questions Manage the risk: the options are: Eliminate the risk Modify the activity Transfer the liability Assume the risk The Risk Continuum Write a clear position description Foundation for all other screening measurers Clear positions descriptions send a message you are serious about screening Screening standards are always based on the position and not the individual in the position Establish a formal recruitment process Important to formalize Be open and clear that not everyone is accepted into your organization Recruiting materials and other publications from the organization should indicate that you thoroughly screen.
- Use an application form Ask information related to requirements of position Information requests before hiring are more restricted than after the offer is made Ensure it is well designed Conduct Interviews The interview process must be completely objective Should always be based on the requirements of the position Build in behavior based questions Follow-up on References One of the most effective steps in the hiring process Prepare a list of questions based on the position requirements Request a Police Record Check or other Checks that are relevant to the position Be aware of limitations Only one step in the process Are very important in high risk positions
- Conduct an Orientation and Training Session Allows for observation Probation period should be built in Question: Do we always need to train? Supervise and Evaluate Assign someone to supervise and evaluate – the volunteer should know who this person is Base the level of supervision required and the evaluation on the position requirements High risk position or service requires more intense supervision & evaluation Follow up with program participants Listen carefully to participants and communicate with them and their families Introduce spot checks where needed.
- Example 1: Volunteer and a Mentally Handicapped Client Can the client by the volunteer a coffee can the client take the volunteer to a movie? Friendly Visitor Client asks volunteer to help them dry the dishes? Is this okay client asks the volunteer to help hang curtains? Is this okay Definition Boundaries a line determining the limits of something – permimeter a dviding line distinguishing between two things ASK: what can go wrong when we fail to define boundaries Boundaries can be difficult to define – a boundary line can be wide. The distinction between right/wrong, good/bad, okay/not okay, appropriate/inappropriate…..may not always be crystal clear. This are decisions that a VM alone does not want to make. Example: A blinding wind storm in lethbride. Volunteer works for an agency that states under no circumstances can you transport volunteers. On the way to work, a volunteer sees a client – can they offer them a ride? Why or why not? If they are on their way to the grocery store – can they offer them a ride? Why or why not? Boundaries decision may “depend” on many variables, some of which can be known ahead of time and others which are situation-specific. For example: position skills of the Volunteer Calgary location of the work needs of the “client” organization risk tolerance organizational values Why are boundaries so important for volunteers? Increasing volunteer responsibility Volunteers want to be helpful The dangers of good intent Deep volunteer commitment Lack of professional training Unfamiliarity with our sector Lack of awareness of implications What are our responsibilities as organizations? Where do we need boundaries? Around positions around relationships Boundary Decision – Making Tests Golden Rule Headline Explanation to supervisor Witness stand – if you had to, would you feel good about it? Boundaries are important because: we are giving staff and volunteer increasing responsibility Volunteers want to be helpful and in being helpful, often don’t know where the boundary lies Lack of training Unfamiliar with our sector Lack of awareness of implications Where do we need boundaries: Around positions Around relationships – when doe helpful become personal? When does “friendly” become a friendship? What do “appropriate” and “inapporpriate” mean in your setting.