within <Insert Organisation Name>, on information collected throughout the recruitment and screening stages. Volunteer selection processes including collection and storage of information will occur in accordance with the Volunteer Selection Policy and Documentation and Records Policy and Procedure. Making the recommendation The selection panel will determine which applicant(s) is recommended for the position based on the application and screening processes. Recommendations will be forwarded to the <Insert Position> detailing reasons for its decision based on the available information, including the selection criteria, interview performance and applicant experience and qualifications. Post-selection feedback The selection panel will nominate one of its members to advise successful and unsuccessful applicants. Successful applicants will be invited to accept the volunteer position within 48 hours of the decision being approved by the <Insert Position>. Upon acceptance of the volunteer position by the successful applicant, all unsuccessful applicants will be notified within 3 working days. Post-selection feedback will be provided upon request. Appointment Newly appointed volunteers will be contacted by the <Insert Position> or a delegated staff member regarding a mutually convenient time for the volunteer to commence work and undergo induction. The terms and conditions of the appointment will be set out in a volunteer agreement as outlined in the Volunteer Induction and Orientation Policy and Procedure. Application This procedure applies to all volunteers, designated staff and the <Insert Position>. Standards 1.1-1.4, 2.1, 2.2, 3.2, 4.1-4.4, 5.1, 6.2, 8.1 Related Policies and Procedures Volunteer Recruitment Policy and Procedure Volunteer Screening Policy and Procedure Volunteer Selection Policy Volunteer Induction and Orientation Policy and Procedure Documentation and Records Policy and Procedures Volunteer Confidentiality and Privacy Policy and Procedure <Insert Organisation Name> Confidentiality and Privacy Policy and Procedure <Insert Organisation Name> Staff Records Management Policy and Procedure <Insert Organisation Name> Staff Data Security Policy and Procedure Approved CEO, Signature Review Annual Next Review Date
5.3 Volunteer Social Media Policy Purpose The purpose of this policy is to ensure that the online voice of <Insert Organisation Name> is clever, effective, cohesive and professional. Background Social is a range of web-based functions that provide a new way of using the internet to communicate an organisation’s key messages to their stakeholders. Platforms include but are not limited to blogging, wikis, podcasts and peer-to-peer networking. Social media tools include but are not limited to social networking sites Facebook, MySpace, LinkedIn, Instagram and Twitter, online collaborative encyclopaedia Wikipedia, online photo sharing site Flickr and online video-hosting sites YouTube, Vimeo and Vine. Policy Only authorised may use <Insert Organisation Name>’s social media platform. The CEO will authorise users; the <Insert Position> is responsible for all volunteer communications and may designate responsibilities to supervising or relevant staff. All communications made using social media platforms are subject to federal and state legislation and <Insert Organisation Name>’s policies and procedures as outlined in the Commitment to Volunteer Involvement Policy and Procedure and in accordance with the Volunteer Confidentiality and Privacy Policy and Procedure. Volunteers are to treat every communication in a professional manner, via telephone, email, face-to-face or via social media. Volunteer expectations in relation to social media will be included in the volunteer’s induction to <Insert Organisation Name>. The <Insert Position> or designated supervising staff may provide further clarification as needed. Responsibility This policy affects all volunteers; its application lies with the <Insert Position> and supervising staff. Standards 1.1-1.4, 2.1-2.3, 3.4, 5.1, 5.3, 5.4, 6.1, 6.2, 8.1, 8.2 Related Policies and Procedures Volunteer Reimbursement Procedure Volunteer Induction and Orientation Policy and Procedure Risk Management Policy and Procedure Documentation and Records Policy and Procedures Volunteer Confidentiality and Privacy Policy and Procedure Volunteer Grievance and Dispute Resolution Policy and Procedure <Insert Organisation Name> Staff Grievance Policy and Procedure <Insert Organisation Name> Staff Confidentiality and Privacy Policy and Procedure Approved CEO, Signature Review Annual Next Review Date
Volunteer Grievance Policy and Procedure <Insert Organisation Name> Confidentiality and Privacy Policy and Procedure <Insert Organisation Name> Staff Grievance Policy and Procedure Approved CEO, Signature Review Annual Next Review Date 5.6 Volunteer Supervision Procedure Procedure Responsibility for supervision will be written into volunteer position description, as outlined in the Position Description Development and Review Policy and Procedure. Supervising staff will ensure all volunteers undergo appropriate induction and orientation including specific training regarding the role and performance management processes. Everyday Monitoring and Review Supervising staff will monitor everyday volunteer performance to ensure standards are met and customer and staff satisfaction with the service delivery. Where issues arise volunteers will be informed, and consulted as appropriate regarding potential solutions. Volunteers will be given regular opportunities to participate in and provide input into all review processes where changes identified may impact on their role. The appointed supervisor will be of all activities undertaken by the volunteer that are related to their work at <Insert Organisation Name>. The supervisor will ensure they are available for consultation when required. Regular Supervision Regular supervision meetings will be built into volunteer timetables in accordance with the Volunteer and Staff Supervision Policies and Procedures. The volunteer and supervisor will document the following using a supervision proforma: progress of service delivery activities, positive and constructive feedback incl. customer and staff satisfaction, issues raised and actions taken, training requested, volunteer performance and achievements, suggestions for improvement. All written records will be made available to the volunteer and checked for accuracy before they are filed in the volunteer’s personnel record. Volunteers will undergo a review meeting with supervising staff 3 months after commencement in a role to ensure suitability for both the volunteer and <Insert Organisation Name>. Absence of Supervisory Staff – Supervising Staff Where a supervising staff member is absent, the <Insert Position> becomes responsible for volunteer supervision and may appoint another staff member. If the new supervision and management arrangements mean the supervising staff member and the volunteer are not