Clarifying the purpose of the volunteer position is key to successful engagement.
Why is the volunteer position needed? Is it:
- An existing position that a current volunteer can no longer do?
- Going to support the team complete tasks that no one has the capacity to complete?
- A position which your existing team doesn’t have the expertise to do?
- A support position to another?
- To create a shared position to reduce dependency on one another?
- Supporting a one-off event or fundraiser?
Here you will need to assess what resources will be required to support this volunteer position through engagement with TSA.
- Recruitment: who will be responsible?
- Equipment: do you have all the necessary equipment and resources required?
- Induct: can you, or someone in your team adequately complete all required induction items?
- Supervision: can you or someone in your team supervise the volunteer and be a point of support and contact?
To prepare recruiting for a volunteer, take the time to articulate your needs in a Volunteer Position Profile.
A Position Profile:
- Explains what skills, attributes, experience, and qualifications the successful volunteer needs to possess to succeed
- States the boundaries, expectation and standards of the volunteer, position, line manager and TSA
- Time requirements
- Enable an objective recruitment process
- Aids with performance management
- Clearly identifies what background checks are required
If the volunteer position is not clearly articulated, it may cause confusion and the volunteer may expect employee entitlements. If the volunteer is also an employee, things may be further blurred. It is recommended that when a TSA employee volunteers, it is in a program/position unrelated to their paid role. It is best to contact your VR Advisor for assistance.
Justice Connect is another great resource you can refer to for additional information on legal risks.