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1. Introduction
It is the policy of Bath & North East Somerset Youth Service to encourage volunteer workers, minimum age of sixteen, to contribute to the diverse range of informal educational opportunities the Youth Service provides to young people. The Youth Service acknowledges that volunteers can contribute in many ways, that their contribution is unique, and that it should benefit young people using the Service, staff, local communities and the volunteers themselves.
The Youth Service values the contribution made by volunteers, and is therefore committed to working in ways that are encouraging, supportive, ensure fairness, consistency and legal compliance in the management of volunteering within the Service.
2. Relevance and accessibility
This policy is of relevance to all current and potential volunteers, as well as to every member of staff concerned with recruiting, supporting, developing and managing volunteers or promoting voluntary activity within the Youth Service.
The content of this policy will be made readily accessible to current and potential volunteers electronically through Bath & North East Somerset Council ’s website with printed copies available from the Youth Office or from the local Youth Workers on request.
All new Youth Service staff will be informed about this policy as part of their
Induction process and made aware of the vital importance of volunteers to the organisation.
Staff will be told about the mutual benefit of volunteering by providing participative access, and the need for staff at all levels to work closely and positively with volunteers, actively seeking and supporting their involvement in appropriate activities.
3. Defining Volunteering
There is no one common definition of volunteering for the UK although there are definitions that recur within government legislation and reports. Of these, the most-stated is that found in the
Compact Code of Good Practice on Volunteering (2005), which states that volunteering is:
“… an activity that involves spending time, unpaid, doing something that aims to benefit the environment or individuals or groups other than (or in addition to) close relatives.”
4. Relationship between paid and voluntary staff within the Youth Service
The importance of maintaining a balanced, effective and mutually beneficial paid staff/volunteer partnership is essential. It is based on the principle that paid Youth Service staff provide the structure, organisation, direction and day-to-day management together with appropriate levels of accountability, while volunteers add value to Youth Service work by performing a wide range of roles, contributing their time, flexibility, experience and specialist skills. Thus, within this framework, volunteering is a legitimate and crucial activity which is supported and encouraged by the Youth Service but is not intended to be a substitute for paid employment. Tasks performed by volunteers will be clearly defined so that all concerned with their activities are sure of their respective roles and responsibilities.
Steps will be taken to ensure that paid Youth Work staff at all levels are clear about the role of volunteers and that good working relations are fostered between paid staff and volunteers.
Opportunities will be given for volunteers’ views to be represented via the nominated workplace
Youth Worker.
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Although volunteers offer time freely, willingly and without binding obligation, there is a presumption of mutual support and reliability. Reciprocal expectations are acknowledged, both what the Youth Service expects from volunteers and what volunteers expect from the Youth
Service, as well as maintaining the high standards on which the Youth Service’s reputation depends.
5. Equality and Diversity
Bath & North East Somerset Council is committed to equality of opportunity for the whole community and believes that the diversity of the community is a major strength which contributes to the social and economic prosperity of the area.
The Council commits to make sure that no resident of, or visitor to the area, job applicant, volunteer, employee or other person associated with the Council is treated inequitably or in an unlawful or unjustifiably discriminatory manner.
The Council recognises that inequality, injustice, disadvantage and discrimination exist in society, and will take action to make sure that no one who deals with the Council will be discriminated against or receive less favourable treatment because of their:
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Age
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Disability
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Financial status
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Gender, civil partnership or marital status
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HIV status
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Homelessness
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Political view
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Race, colour, ethnic or national origin
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Religion
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Sexual Orientation
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Unrelated Criminal Convictions
The volunteer should read and sign an equalities commitment as part of the Volunteer
Agreement
6. Volunteer recruitment and selection
The same principles apply when interviewing volunteers as with paid staff; these may be more informal than for paid staff. They should be very much a two-way process including selling the volunteer role to them. However, this does not mean that the interview should not probe into the candidates’ attitudes and motives and their suitability to work with children and young people.
This is even more important for candidates who perhaps have no previous experience of work with children and young people. The good practice bank on the volunteering England website includes examples of advice about interviewing volunteers. www.volunteering.org.uk/resources/goodpracticebank/core+themes/recruitment/index.htm
Recruitment and selection of volunteers will be the responsibility of the nominated Youth
Worker within a Centre/Project/D of E Award Centre with support and guidance available from the Youth Service lead on volunteering.
Volunteering opportunities should be advertised and promoted using language that is accessible, easily understood and appealing. Opportunities should be promoted using a variety of media and locations to enhance access to volunteering. Enquiries from volunteers should be dealt with promptly.
Never refer to the arrangement as “employment” and at all stages in the
“recruitment” process be clear that the volunteering arrangement is unpaid (however you can reimburse them for any reasonable expenses. Volunteers are always unpaid.
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All potential volunteers should be provided with a clear understanding of their potential role in the form of a concise and current role description (and person specifications if necessary)
Anyone interested in a volunteer role will be asked to complete a volunteer application form.
The application form will require two references to demonstrate the volunteer’s good character.
As soon as the Youth Worker/Office receives an application form and two references one of three things will happen depending on whether or not the potential volunteer has already visited one of our Youth Hubs/Projects/D of E Award Centre;
1) If the potential volunteer has already visited a Youth Hub/Project/ D of E Award Centre that they would like to work at and have had a discussion with the appropriate Youth Worker, we will ask the Youth Worker to contact them direct and arrange an informal interview. or
2) If the potential volunteer has not visited a Youth Hub/Project/ D of E Award Centre, but perhaps made an initial inquiry to the Youth Office, the Youth Service lead on volunteering will contact them to discuss their application further and pass on the application form to the appropriate Youth Worker(s) at the Youth Hub(s)/Project(s) nearest to their home and/or the
Youth Hub(s)/Project(s) meeting their area of interest , e.g. D of E Award Centre, Dance, Arts,
Sports, Detached, etc. The Youth Worker will then contact the potential volunteer to discuss a visit to the Youth Hub/Project/Award Centre and give them a chance to find out more. If they then wish to proceed with the volunteering opportunity an informal interview will be arranged.
3) Alternatively, if the potential volunteer would like to work across different projects offering, for example, dance, arts or sports coaching, the Youth Service lead on volunteering will interview them and then match them to possible opportunities.
The informal interview will explore the potential volunteer’s skills, knowledge, experience, interests and suitability, as well as their motivation. The informal interview should be a fair and consistent process that is informed by policy and procedure in regard to recruitment and selection, safeguarding and equal opportunities.
If the Youth Service is are able to offer a volunteering opportunity, the appropriate Youth
Worker and/or the Youth Service volunteering lead will arrange a date for the volunteer to start working at the Youth Hub/Project/D of E Award Centre.
Volunteers must be a minimum of16 years of age or over. There is no maximum age limit.
Criminal Record Bureau checks must be completed for all volunteers prior to the commencement of their role (please see next section for further information). The Youth Service will pay the CRB fee.
7. Criminal Record Bureau checks
Bath & North East Somerset Council is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff and volunteers to share this commitment.
Work within the Youth Service involves substantial access to young people and is therefore exempt from the Rehabilitation of Offenders Act 1974. Therefore all staff and volunteers are required to declare any pending prosecutions or convictions they may have, even if they would be otherwise rega rded as ‘spent’ under this act, as well as any cautions or bind-over orders.
The Council will carry out an enhanced Criminal Record Bureau check. The disclosure of a criminal record, or other information, will not necessarily stop anyone from gaining an appointment unless the Council considers that the conviction renders the person unsuitable to
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do so. In making this decision, the Council will consider the nature of the offence, how long ago and what age the person was when it was committed and any other factors that may be relevant. However, failure to declare a conviction, caution or bind-over could result in the withdrawal of any offer made.
Please note that you will not be able to start volunteering until all of the checks are in place and satisfactor y in line with the Council’s Policy.
8. Young People as volunteers; additional considerations
Within youth work it is recognised as good practice to encourage young people to develop their skills, knowledge, confidence and self esteem by taking responsibility and becoming actively involved in youth work programmes and projects. This can lead to a young person becoming what is variably referred to as a ‘peer leader’, ‘senior member’ or ‘junior volunteer’. However, although ‘peer leader’, ‘senior member’ roles are of vital importance within the Youth Service they do not have the same status as official volunteer members of staff.
At sixteen years old a young person can become an official volunteer and will need to complete exactly the same paperwork as all other volunteers, including an application, references and a
CRB check. However, Youth Workers need to be aware that young people who become volunteers are still within the age range of the Youth Service and that other guidelines and relevant policies in regard to appropriate relationships & duty of care need to be followed .
Please see Youth Service Professional Guidelines;
9. Induction, supervision, training and development
New volunteers will be made to feel welcome and provided with an induction programme which will enable them to become effective members of the team as quickly as possible. This will include a copy of the Volunteer Welcome Pack, containing essential information for all volunteers, together with material relevant to the specific location, role or group.
Volunteers will have a nominated Youth Worker within the project who will support them through the induction programme and offer on-going supervision and support. The Youth Worker/Line
Manager should explain any relevant policies and procedures to the volunteer, but in particular those that cover grievance and disciplinary harassment and bullying issues. Although some of these have been written for paid employees, the principles also apply to volunteers. Please see
Youth Service Supervision Guidelines ;
Due to the Youth Services commitment to supervision and support of volunteers it is recommended that a Youth Hub/Project should have no more than three regular volunteers unless specific arrangements have been agreed. Separate arrangements apply to D of E award centres and periods of short term volunteering (e.g. six weeks of dance sessions which should be supported by a core member of staff).
All volunteers will be issued with an I.D. badge that must be worn at all times when the volunteer is on duty.
New volunteers should be given time to settle-in, both to allow them to learn about the Youth
Service and their role and to give the Youth Service the opportunity to assess how their involvement is contributing to the Youth Hub/Project/DofE Award Centre. At the end of a mutually suitable settling-in period, an informal discussion should be held between the volunteer and nominated Youth Worker, or the Youth Service lead on volunteering, to review positive experiences as well as discuss any areas of concern.
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Health and Safety - Risk Assessments
The nominated Youth Worker/Line Manager must complete a risk assessment with the new volunteer, covering the agreed tasks and must ensure that the volunteer clearly understands the Council’s Health and Safety Policy, their individual responsibility for health, safety and wellbeing of themselves and others. In addition this aspect of the induction should cover particular risks associated with a specific activity or site.
The volunteer’s placement will be reviewed by the Volunteer and the nominated Youth Worker, or the Youth Service lead on volunteering, with the reviews normally taking place at 12 weeks and 24 weeks after the commencement of volunteering with the Service.
Training
Training and support for volunteers is a priority for the Youth Service in order to provide the necessary knowledge and skills to carry out their roles effectively. Volunteers will be expected to attend core or essential training opportunities such as health and safety, as offered to paid staff, to meet relevant basic training needs. In addition to the basic minimum, the volunteer may require specific and specialist training to enable them to deliver their role. This will always be relevant to the volunteering role, as nonrelevant training can be held to be a ‘consideration’ implying a contract of employment.
The Youth Service recognises that volunteers require satisfying work and the opportunity for progression and personal development. The Youth Service can therefore offer a range of training and developmental opportunities. Volunteers may want to develop new skills while helping the Youth Service and, where appropriate, will be encouraged to take on new roles or assume greater involvement. Lifelong learning is encouraged and, where appropriate, the Youth
Service may be able to help with suitable accreditation to demonstrate this, as well as by providing appropriate references on request.
If volunteers do not choose to take up training opportunities, which are held to be essential to the performance of the task, then the Service can either try to find them an alternative appropriate opportunity, refer them to the Volunteering Bureau, or require them to leave.
10. Problem solving
The Youth Service aims to treat all volunteers fairly, objectively and consistently in line with
Councils policies and procedures . Line managers are encouraged to hold regular 121’s/reviews with their volunteer (the definition of “regular” will depend on the frequency of the volunteering activity. The purpose of this will be to:
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To clarify expectations – for both volunteer and manager
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Clarify tasks/duties
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Agree objectives of the volunteering activity
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Give feedback on performance
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Discuss any ongoing training needs
Clear procedures are therefore in place to deal with complaints by or about volunteers, and these will be followed should a problem occur.
The nominated Youth Worker within the Youth Hub/Project, or the Youth Service lead on volunteering, would initially be responsible for handling any problems regarding volunteer conduct or volunteer complaints (unless the complaint was against the worker). They would seek to ensure that the volunteer’s views are heard, noted and acted upon promptly and in accordance with Policy & Procedure (available from the Councils website).
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11. Insurance
The Council insures against its legal liability for Loss or damage to Third Party property, Death, injury or disease to Third Parties happening in conjunction with the activities of the Council.
Negligence or breach of statutory duty on the part of the Council must be established for a claim to be successful.
Whilst volunteers are assisting the Council with Council business the cover also extends to cover these activities.
The Council insures all Council owned contents and contents for which it is responsible. However the cover does not extend to property belonging to employees or volunteers. Therefore all personal items should be kept with the volunteer at all times or locked away.
12. Fitness, and health and safety
Volunteers must be able to meet the demands of the work without risk to their physical health and well being. They may be required to complete a health questionnaire.
Risk assessments will be provided as appropriate that will relate to specific tasks or locations relevant to the volunteers role, activity or location.
13. Expenses
Volunteers will be reimbursed as agreed in advance with the Youth Worker for out of pocket travelling and parking costs. The rate of reimbursement will be as agreed by the Youth Service and will be reviewed periodically.
Volunteers should be encouraged to volunteer with their local Youth Hub/Project/DofE Award
Centre wherever possible to minimise costs to the Youth Service.
Volunteers are required to submit a claim form every quarter. Claims that have been severely delayed before submission may not be paid. Claim forms are normally supplied in advance and duplicate copies are always available. All receipts and tickets should be attached to the claim form; otherwise the claim will not be valid.
14. Volunteering while receiving benefits
Potential volunteers who are in receipt of benefits can check to establish if there is any impact on their benefits by reading the pamphlet
‘Job Centre Plus: Volunteering while receiving benefits ’ or accessing the information on line at:- http://www.jobcentreplus.gov.uk/JCP/stellent/groups/jcp/documents/websitecontent/dev_01583
7.pdf
15. Record keeping
The Youth Service will hold a record of names and addresses of all registered volunteers for the purposes of security and health and safety and a record of training undertaking, supervision, etc. This information will be subject to the Data Protection Act and will be treated in the strictest confidence. These details will be kept for a minimum of six years after the volunteer leaves the
Youth Service for the purpose of providing references, safeguarding, etc.
Freedom of Information: there is a general right of access to all t ypes of ‘recorded’ information held by public authorities. Further information is available on request.
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16. Monitoring and evaluation
The Youth Service will review the effectiveness of the volunteering within its Youth
Hubs/Projects/DofE Award Centres by monitoring the engagement, support and development of volunteers. Volunteers should be used to compliment and support staff by creating opportunities for people to give their time, skills and experience in activities which benefit the local community. Volunteering is not a substitute for core service provision or core staff and managers should take undertake an annual review of the services’ use of volunteers to ensure that this remains appropriate in all circumstances.
The review should cover:
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The nature and scope of volunteering activities
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The period that these have been undertaken
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The reasons the volunteers have been used
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The contribution that volunteering has made to the service.
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Feedback from exit interviews
17. When Volunteers leave
Exit interviews may be offered to volunteers who leave the Youth Service in order to gain information and suggestions that may help the Youth Service to improve.
An acknowledgement of the volunteer’s contribution will be sent in the form of a letter of thanks from the Youth Worker.
ID Badges must be returned
18. Summary of rights and responsibilities;
The Youth Service recognises the right of volunteers:
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To know what is expected of them
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To have clearly specified lines of support and supervision;
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To be shown appreciation by the Youth Service
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To have safe working conditions
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To be insured (except for their personal belongings)
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To know their rights and responsibilities and the lines of accountability if something goes wrong
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To be paid agreed expenses, so that opportunities to volunteer are open to all
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To be trained in relation to specific tasks
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To be free from discrimination
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To have opportunities for personal development as appropriate
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To contribute positively to the volunteering opportunity
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To have the opportunity to make new friends
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To be given a job reference on request
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To be able to enjoy the experience
And in return expects that volunteers will:
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Be reliable, timing
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Be honest
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Respect confidentiality
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Attend training, supervision and team meetings where agreed
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Carry out tasks in a way which corresponds to the aims and values of the Youth
Service
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Work within agreed guidelines, policies and procedures
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Notify sickness and absence to the appropriate Youth Worker as soon as possible
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Where possible give reasonable notice before withdrawing from the volunteering commitment
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Further Information;
Volunteering England http://www.volunteering.org.uk/
Volunteering England – Risk Management Toolkit http://www.volunteering.org.uk/NR/rdonlyres/2B108CBD-0BBD-4DB3-A4D2-
D987B885D1F3/0/Risk_toolkit.pdf#
Sport England http://www.sportengland.org/
Youth Sport Trust Step into Sport programme http://www.youthsporttrust.org/page/sis-passport/index.html
Community Service Volunteers http://www.csv.org.uk/
Commission on the Future of Volunteering
‘Manifesto for Change’, other research and good practice http://www.volcomm.org.uk/
Youth Volunteering (For young people aged 16-25) http://www.vinspired.com
The Office of the Third Sector – CRB Guidance for Volunteering http://www.cabinetoffice.gov.uk/~/media/assets/www.cabinetoffice.gov.uk/third
_sector/CRB%20final%20pdf.ashx
Institute for Volunteering Research
Monitoring Volunteers: A guide to collecting and using data http://www.ivr.org.uk/VolunteeringEngland/Core/RecordedResource.aspx?res
Source=afecea7244d54d75a8f019f61541a06a
Job Centre Plus: Volunteering while receiving benefits http://www.jobcentreplus.gov.uk/JCP/stellent/groups/jcp/documents/websiteco ntent/dev_015837.pdf
Olympic Volunteering http://www.london2012.com/get-involved/volunteering/the-volunteerprogramme.
Php
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To be complete by Line Manager and signed by the volunteer
Volunteer Name:
Area/s of Participation:
Volunteer Coordinator:
Line Manager:
This record states that the volunteer person whose name appears on this sheet has been instructed on or completed the following:
Note: 1to 7 is mandatory and 8 to 11 is optional depending on work undertaken.
Yes N/A
1. Volunteer Registration
2. Read Condition
3. Explanation of Code of Conduct Policy
4. Explanation of Bullying and Harassment Policy
5. Explanation of Grievance Procedure
6. Explanation of Child Protection Policy
7. Reporting of Incidents/Hazards
8. H&S Site Specific Rules have been explained
9. Use of Personal protective equipment
10. Procedure for avoiding Needle stick injuries
11. Working With Children Prohibited Employment Declaration
Additional Safe Operation Procedures and Training Courses
(If applicable please provided details – attached)
Signature (manager):
Signature volunteer:
Date Completed:
Copy retained in Service Volunteer Information File on the S-Drive
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All volunteers are asked to complete the Equal Opportunities Monitoring Form overleaf.
Please note – this sheet will only be used it to help us monitor equal opportunities
Why are we monitoring?
The council has adopted procedures which are intended to ensure that equality of opportunity exists for all volunteers and that these are offered on merit.
Monitoring is an essential part of tackling equality and discrimination and, if done effectively, this will help us check whether policies, services and organisation culture support our aims as an equal opportunities employer.
Equality monitoring is the process of gathering and analysing data on the equality strands. The
Equal Opportunities Monitoring Form will ask for information on you age, sex, ethic orgin/nationality, sexual orientation, religion and disability.
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Appendix 1
This Volunteer Agreement describes the arrangement between Bath & North East Somerset
Youth Service and you. The Youth Service wishes to assure you of our appreciation of your volunteering with us and will do the best we can to make your volunteer experience with us enjoyable and rewarding.
Part 1: the organisation
Your role as a volunteer is [ state nature and components of the volunteering role ] and starts on
[ date ]. This volunteering role is designed to [ state how the volunteering role benefits the organisation ].
You can expect from Bath & North East Somerset Youth Service;
1. Induction and training
• To provide a thorough induction on the work of Bath & North East Somerset Youth Service, its staff, your volunteering role and the induction and/or training you need to meet the responsibilities of this role. The induction process provides full details of the organisation.
2. Supervision, support and flexibility
• To explain the standards we expect for our services and to encourage and support you to achieve and maintain them;
• To provide a named person who will meet with you regularly to discuss your volunteering and any successes and problems;
• To do our best to help you develop your volunteering role with us.
3. Expenses
• To reimburse expenses following the procedures outlined in the induction process and in the
Volunteers pack:
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Travel to and from home to [ the place of volunteering ] and during your work: as part of induction you will be informed of the rules on methods of travel and car mileage allowances
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Other proven expenses may be paid to help you volunteer
• Please keep all your receipts to give to the Youth Worker when you claim the reimbursement of agreed expenses. Please note these expenses must be agreed in advance otherwise they may not be paid.
4. Health and safety
• To provide adequate training and feedback in support of our health and safety policy, a copy of which is included in the induction process/pack.
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5. Insurance
• To provide adequate insurance cover for volunteers whilst carrying out their approved and authorised volunteering role. Although this does not include personal items (therefore please ask for them to be kept in a locked cupboard or keep them with you).
6. Equal opportunities
• To ensure that all volunteers are dealt with in accordance with our equal opportunities policy, a copy of which is included as part of the induction process/pack.
7. Problems
• To try to resolve fairly any problems, complaints and difficulties you may have while you volunteer with us;
• In the event of an unresolved problem, to offer an opportunity to discuss the issues in accordance with the policies and procedures outlined in the induction process/pack.
Part 2: the volunteer
We expect you:
• To help the Youth Service fulfil its [ describe role/function/services which the volunteer will be helping with ];
• To perform your volunteering role to the best of your ability;
• To follow the organisation’s policies & procedures, including health and safety, equal opportunities and Professional Guidelines, in relation to its staff, volunteers and young people using the service;
• To maintain the confidential information of the organisation and of its users as appropriate;
• To be aware of the importance of safeguarding policies and procedures and to always discuss with a colleague any safeguarding concerns
• To meet the time commitments and standards which have been mutually agreed to and to give reasonable notice so other arrangements can be made when this is not possible;
• To provide referees as agreed who may be contacted, and to agree to a Criminal Records
Bureau check being carried out.
This agreement is binding in honour only, is not intended to be a legally binding contract between us and may be cancelled at any time at the discretion of either party.
Neither of us intends any employment relationship to be created either now or at any time in the future.
………………………………………………………Sign and dated by the Volunteer
………………………………………………………Sign and dated by the Youth Worker
Please note that a start date should not be agreed until two references and possible medical check and a new Council CRB check are all in place and are satisfactory in line with the Council’s Policy.
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Appendix 2
Purpose of Youth Work and the role of the youth worker
‘Youth work offers a wide range of informal educational activities in the community which provide young people with opportunities for their personal and social development. It is often fun but differs from other leisure-time opportunities by its specific intention of creating settings within which young people can learn and develop’ (Agenda for a Generation).
The Youth Service believe that all paid and volunteer youth workers should demonstrate a commitment to the following ethical principles (National Youth Agency); a) Treat young people with respect, valuing each individual and avoiding negative discrimination. b)
Respect and promote young people’s rights to make up their own decisions and choices, unless the welfare or legitimate interests of themselves or others are seriously threatened. c) Promote and ensure the welfare and safety of young people, while permitting them to learn through undertaking challenging educational activities. d) Contribute towards the promotion of social justice for young people and in society generally, through encouraging respect for difference and diversity and challenging discrimination
A volunteer assistant youth worker should therefore be;
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An approachable person able to build trusting relationships with young people in a youth work setting, with a clear understanding of personal and professional boundaries.
 A listener, who respects young peoples’ views and encourages their expression.
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A positive role model.
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Able to work as part of a team planning and delivering activities and programmes to meet the needs of young people.
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Someone who believes in equality of opportunity, inclusion and diversity.
Through practical experience, training, support, team meetings, supervision, etc., we will also help you develop or enhance your knowledge, skills and attitudes in the following areas;
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Challenge constructively in areas of awareness, prejudice, oppressive behaviour, responsibility and consequences.
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Advocate for young people’s interests, able to represent their issues when they cannot be present (however, recognising this is complimentary to young people representing themselves).
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Accept and understand young people and their circumstances and be able to separate behaviour from underlying causes or reasons.
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Facilitate young people, help them explore and express their own feelings, circumstances and options, encouraging them to gain the confidence, skills, knowledge and attitudes needed for decision making, self reliance and interdependence.
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Become an enabler, coach and motivator, encouraging growth in self esteem and realistic self image for young people through involvement in a range of positive experiences and activities.
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Be a source of information on a wide range of issues, including health, education and employment, and/or able to signpost to other services or agencies.
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Be able to plan for clear learning outcomes with young people and evaluate progress with them including accreditation.
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Be an efficient organiser, keeping commitments to young people
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Be able to retain a professional detachment and objectivity
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Appendix 3
Dear Volunteer
Thank you for your interest in becoming a volunteer worker for Bath &North East Somerset
Youth Service. I enclose some information for you to read and an application form for you to complete and return to the above address. As soon as we receive your application form and two references we will do one of two things , depending on whether or not you have already visited one of our Youth Hubs/Projects/D of E Award Centre.
1) If you have already visited a Youth Hub/Project/D of E Award Centre where you would like to volunteer and have had a discussion with the appropriate Youth Worker, we will ask the Youth
Worker to contact you direct and arrange an informal interview.
2) If you have not visited a Youth Hub/Project/ D of E Award Centre, but perhaps made an initial inquiry to the Youth Office, the Youth Service lead worker on volunteering will contact you to discuss your application and then pass it on to the appropriate Youth Worker at the Youth
Hub/Project nearest to your home or to the Youth Hub/Project meeting your area of interest , e.g. D of E Award Centre, Dance, Arts, Sports, Detached, etc. The Youth Worker will then contact you to arrange a visit to the Centre/Project and give you the chance find out more. If you then wish to proceed with the volunteering opportunity an informal interview will be arranged.
As the safeguarding and protection of young people is extremely important we would like to emphasise that an enhanced CRB (Criminal Records Bureau) check is carried out prior to the start of any voluntary or paid work; information about this is given in the attached sheet.
Please ensure that the completed application form is returned to the above address. I look forward to hearing from you, and please do not hesitate to contact me in the meantime if you have any queries about the arrangements for volunteer workers.
Yours sincerely,
(Add name and job title here)
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