Be a part of developing a new Investing in Volunteers
standard
Read the new draft standard and find out how to participate in the consultation
Ideas to Impact is working with the four Investing in Volunteers country leads from NCVO, Volunteer Now, Volunteer Scotland and Wales Council for Voluntary Action to consult on future developments of IiV and a new standard for 2020. This will review the elements of the current standard, update the language to ensure inclusive and applicable to a wider range of organisations and volunteering groups, and incorporate the findings from recent research on volunteers' experiences.
We are keen to hear from people, including volunteers, from different types of organisations and volunteer roles.
See below for how to get involved, the new draft standard, and the main changes from the current standard.
We are keen to hear from people, including volunteers, from different types of organisations and volunteer roles.
See below for how to get involved, the new draft standard, and the main changes from the current standard.
A note to the Investing in Volunteers community:
The new standard will encompass the same values and core practice of the current standard and any new or current IiV journeys or IiV awards will still be valid. All organisations renewing IiV awards in the future will be supported with any changes made to the standard during IiV renewal journeys.
Attend an online workshop
Join us for a one-hour webinar in which the new draft standard will be introduced and discussed, as well as questions about the process and branding. Book on Eventbrite.
Read the standard
The new draft standard with its six quality areas is
detailed below, along with a summary of the
main changes.The existing standard can be found on the
Investing in Volunteers website. You can also download a copy of the new draft standard
and suggested focus group questions
to use in your own meetings and networking events.
Fill in an online survey
Our
online survey gives you the opportunity to comment on each of the quality areas, how they fit with your organisation, and any further guidance you need. You can also choose to comment on process and branding.
Talk to us
If none of the consultation methods are suitable for you, you would like an online workshop at a different time, or are having any difficulties engaging, let us know on the form to the right or email admin@ideastoimpact.co.uk
Contact
Investing in Volunteers:
draft standard for consultation
01
Vision for volunteering
Vision for volunteering
Volunteering is embedded within the overall vision, values and aims of the organisation and its impact is recognised and communicated
1.1 Volunteering is planned and reviewed in line with organisation vision and values
1.2 Volunteering is valued and its role is communicated and understood across the organisation
1.3 The impact of volunteering in meeting organisation goals is communicated and understood
1.4 Volunteer involvement is reflected in financial and resource planning
1.1 Volunteering is planned and reviewed in line with organisation vision and values
1.2 Volunteering is valued and its role is communicated and understood across the organisation
1.3 The impact of volunteering in meeting organisation goals is communicated and understood
1.4 Volunteer involvement is reflected in financial and resource planning
02
Planning for volunteering
Planning for volunteering
People, policies and procedures have been put in place to ensure volunteering is well managed
2.1 There are specific and proportionate systems and processes for volunteer involvement that are regularly reviewed
2.2 People in the organisation are aware of systems and processes relating to volunteering and volunteer roles and know why they are important
2.3 There are designated, suitably skilled and experienced people responsible for volunteers and volunteering
2.4 Systems are in place to ensure the health and wellbeing and protection of volunteers, the organisation, and others
2.5 Records of volunteer involvement are maintained
2.6 There are problem solving procedures to deal with issues raised by or about volunteers
2.1 There are specific and proportionate systems and processes for volunteer involvement that are regularly reviewed
2.2 People in the organisation are aware of systems and processes relating to volunteering and volunteer roles and know why they are important
2.3 There are designated, suitably skilled and experienced people responsible for volunteers and volunteering
2.4 Systems are in place to ensure the health and wellbeing and protection of volunteers, the organisation, and others
2.5 Records of volunteer involvement are maintained
2.6 There are problem solving procedures to deal with issues raised by or about volunteers
03
Volunteer inclusion
Volunteer inclusion
There is a positive approach to embracing inclusion, equality and diversity and a proactive approach is taken to making volunteering accessible
3.1 The organisation is promoted in a way that encourages involvement of and is welcoming to a wide range of volunteers
3.2 Information about volunteering opportunities is made as widely available as possible using a range of methods and there is active engagement with a diverse range of local communities and groups
3.3 Where possible there is a wide range of accessible opportunities that can be adapted throughout the volunteer’s journey to take account of what people are looking for from their volunteering and how they give their time
3.4 There is a proactive approach to increasing volunteer diversity, addressing under-representation and including targeted groups as part of the organisation’s overall equality and diversity aims
3.1 The organisation is promoted in a way that encourages involvement of and is welcoming to a wide range of volunteers
3.2 Information about volunteering opportunities is made as widely available as possible using a range of methods and there is active engagement with a diverse range of local communities and groups
3.3 Where possible there is a wide range of accessible opportunities that can be adapted throughout the volunteer’s journey to take account of what people are looking for from their volunteering and how they give their time
3.4 There is a proactive approach to increasing volunteer diversity, addressing under-representation and including targeted groups as part of the organisation’s overall equality and diversity aims
04
Recruiting and welcoming volunteers
Recruiting and welcoming volunteers
It is easy for people to find out about opportunities, explore whether they are right for them, and get involved
4.1 People are clear about the opportunities available and the process to become involved
4.2 Recruitment processes and checks are fair, consistent, straightforward and appropriate
4.3 Recruitment process is a two-way conversation for volunteers to find out more and to discuss how individual and organisational needs can be met
4.4 Everyone in the organisation is clear about volunteer roles, the boundaries of roles and that volunteers have the right to turn down requests and to take time out
4.5 Volunteers are provided with necessary training, information and introductions for their role
05
Supporting and valuing volunteers
Supporting and valuing volunteers
Volunteers feel supported at all times, that they are a part of the organisation and that their contribution makes a difference
5.1 Volunteers feel their roles are meaningful and rewarding
5.2 Volunteers feel valued by and a part of the organisation
5.3 Volunteers feel appropriately supported in their role and able to raise any issues when they need to
5.4 Volunteers receive feedback and understand how their involvement makes a difference
5.5 Volunteers have opportunities to express their views and ideas and are involved in decision making
5.6 Volunteers feel there is good communication between themselves and the organisation
5.1 Volunteers feel their roles are meaningful and rewarding
5.2 Volunteers feel valued by and a part of the organisation
5.3 Volunteers feel appropriately supported in their role and able to raise any issues when they need to
5.4 Volunteers receive feedback and understand how their involvement makes a difference
5.5 Volunteers have opportunities to express their views and ideas and are involved in decision making
5.6 Volunteers feel there is good communication between themselves and the organisation
5.7 There are systems for volunteers to have a positive and managed exit, including being asked for feedback, with the option of coming back
06
Developing volunteers
Developing volunteers
There are opportunities for volunteers to develop and grow through their experience
6.1 Volunteers are able to develop their skills and talents where appropriate
6.2 Volunteers have the opportunity for peer interaction and support where appropriate
6.3 Volunteers are offered a reference or statement of achievement where they have made a regular commitment
6.1 Volunteers are able to develop their skills and talents where appropriate
6.2 Volunteers have the opportunity for peer interaction and support where appropriate
6.3 Volunteers are offered a reference or statement of achievement where they have made a regular commitment
Main changes from the existing standard
Fewer, clearly named quality areas there are now six areas compared to nine in the existing standard.
Volunteering more explicitly linked in with organisational strategy and ensuring clarity about the impact that volunteers are making.
More focus on volunteers’ experiences, in particular using the findings from Time Well Spent.
Less detail and more inclusive language to make the standard appropriate for different organisations and roles.
Guidance will clarify how each practice can be met - you can suggest areas for guidance during the consultation.