4.7.1 Utilization of Volunteers Volunteers should be utilized by the agency in a variety of positions. Standard: Agency volunteers should be used for functions such as program leadership, fundraising Commentary: and fiscal management, public relations and promotion, clerical services, advisory councils, program/service support, etc. Volunteer positions carrying higher levels of responsibility should be supported by the agency volunteer position descriptions. Provide list of functions in which agency volunteers are utilized, the Suggested Evidence of Compliance: extent of such utilization, and examples of volunteer position descriptions. 4.7.2 Recruitment, Selection, Orientation, Training, and Retention should be an on-going function within the agency for the recruitment, selection, Standard: orientation, training and retention of volunteers, including procedures on background screening. As part of the selection process, background investigations are highly desired for all Commentary: volunteers who work routinely with vulnerable populations, especially youth, senior adults, and persons with disabilities. In certain circumstances, training specific to the volunteer’s area of responsibility is strongly recommended, especially for volunteers who work routinely with vulnerable populations, such as senior adults, and persons with disabilities (i.e., youth coaches, senior center volunteers, and rehabilitation center volunteers). Provide the agency’s recruitment, selection, orientation, training, Suggested Evidence of Compliance: and retention procedures. Provide the agency’s background investigation procedures for volunteers and evidence of implementation. 4.7.3 Supervision and Evaluation Agency volunteers should be monitored, should receive supervisory visits and Standard: conferences, and be evaluated regarding performance. Supervision and evaluation of volunteers is important to ensure adequate training is Commentary: provided and to verify satisfactory conduct and performance. The degree to which the agency supervises and evaluates volunteers may vary depending on the role of the volunteers (i.e., one-time volunteer assisting with a park cleanup vs. a repeat volunteer assisting with a rehabilitation program). Provide written description of the monitoring system including Suggested Evidence of Compliance: current practices for supervisory visits, and examples of completed evaluations. 4.7.4 Recognition There should be a function within the agency for the recognition for volunteers. Standard: Volunteers provide their time and energy to assist an agency without expectation of Commentary: monetary benefit. Thus, officially recognizing the agency’s appreciation for volunteers is meaningful and appreciated by volunteers. Recognition may take many forms, depending on the nature of the volunteer roles, from a simple thank-you letter posted on the agency website to an individual certificate of appreciation, to personal recognition at a banquet, etc.
4.7.1 Utilization of Volunteers Standard: Volunteers should be utilized by the agency in a variety of positions. Commentary: Agency volunteers should be used for functions such as program leadership, fundraising and fiscal management, public relations and promotion, clerical services, advisory councils, program/service support, etc. Volunteer positions carrying higher levels of responsibility should be supported by the agency volunteer position descriptions. Suggested Evidence of Compliance: Provide list of functions in which agency volunteers are utilized, the extent of such utilization, and examples of volunteer position descriptions. 4.7.2 Recruitment, Selection, Orientation, Training, and Retention Standard: should be an on-going function within the agency for the recruitment, selection, orientation, training and retention of volunteers, including procedures on background screening. Commentary: As part of the selection process, background investigations are highly desired for all volunteers who work routinely with vulnerable populations, especially youth, senior adults, and persons with disabilities. In certain circumstances, training specific to the volunteer’s area of responsibility is strongly recommended, especially for volunteers who work routinely with vulnerable populations, such as senior adults, and persons with disabilities (i.e., youth coaches, senior center volunteers, and rehabilitation center volunteers). Suggested Evidence of Compliance: Provide the agency’s recruitment, selection, orientation, training, and retention procedures. Provide the agency’s background investigation procedures for volunteers and evidence of implementation. 4.7.3 Supervision and Evaluation Standard: Agency volunteers should be monitored, should receive supervisory visits and conferences, and be evaluated regarding performance. Commentary: Supervision and evaluation of volunteers is important to ensure adequate training is provided and to verify satisfactory conduct and performance. The degree to which the agency supervises and evaluates volunteers may vary depending on the role of the volunteers (i.e., one-time volunteer assisting with a park cleanup vs. a repeat volunteer assisting with a rehabilitation program). Suggested Evidence of Compliance: Provide written description of the monitoring system including current practices for supervisory visits, and examples of completed evaluations. 4.7.4 Recognition Standard: There should be a function within the agency for the recognition for volunteers. Commentary: Volunteers provide their time and energy to assist an agency without expectation of monetary benefit. Thus, officially recognizing the agency’s appreciation for volunteers is meaningful and appreciated by volunteers. Recognition may take many forms, depending on the nature of the volunteer roles, from a simple thank-you letter posted on the agency website to an individual certificate of appreciation, to personal recognition at a banquet, etc.
CAPRA%20Military%20Accreditation%20Standards%20-%20June%202010.docx