Volunteer Manager Support


Where to start is the question....


How we can assist you

Organisations may not have the time or the staff to sit down and discuss what is involved in setting up a volunteer program for their services. It can be daunting if you have never had to set up a program from the beginning and we can assist you in the initial stages sharing information on how to set up a program to support your organisation’s services.  We also help by recruiting and referring volunteers to organisations if they don’t have a volunteer program.

read more… CHSP-QCCS Brochure

Engaging Volunteers, Think About!

There are many reasons why organisations employ volunteers, but before you start the journey think about:

  • Why do you want to involve volunteers?
  • How to involve volunteers?
  • Who will supervise, support and manage the volunteer program?
  • Policies on the involvement of volunteers in the organisation?
  • Can you afford to use volunteers?


  • are your reasons for employing volunteers valid, consistent and relevant for you organisation;
  • do proposed volunteer roles have intrinsic value and are a meaningful role for the volunteer;
  • does it look too much like paid position;
  • what are the health and safety implications.


  • appoint a manager or coordinator to manage volunteers;
  • monitor the volunteer program and make adjustments as necessary;
  • have organisational policy and procedures containing information on the management of volunteers; and
  • formalise ways in which volunteers are involved in decisions, consulted and recognised.

Recruiting Volunteers

You can use a range of options from personal contacts through to using a volunteer referral service such as ours however, some principles should be remain constant:

  • simple messaging;
  • use your personal networks;
  • work out where the people you want to reach are, what they read and how they do it e.g. social media, internet; and
  • recruit for specific job types.

Once your organisation is ready to commit to volunteers then you need to find the right people for your volunteer positions. You need to start by:

  • having job descriptions for each volunteer role; and
  • planning for the interview.

Take a look at this example Job Description for a Volunteer Driver

Interviewing New Volunteers

When planning an interview, consider the following:

  • plan the interview, where it will be conducted and who will be the interviewer/s;
  • decide on key questions and identify the answers you want; and
  • keep notes on each interview and get back to applicants when promised.

Have a look at this example of possible interview questions Interview Form.

If you employ paid staff you may already have many of the procedures documented and the required employment forms then, it is just a matter of updating them to include volunteers. You should use the same procedures for paid and volunteer staff wherever possible.


Criminal History Checks

It should be made clear to potential volunteers from the outset that they will be required to undergo a criminal history screening process as part of your risk assessment policy. Therefore, any volunteer working in Commonwealth and/or State funded aged care and disability programs or facilities in QLD will need to be screened.

Depending on the volunteer’s role, who they will be working with and where they will be working they may require more than one screening check. Currently there are three checks available to organisations for criminal history screening:

  • National Police Certificate – to work in aged care. As there is a fee, first check if you have an Organisation Reference Number and a Charity Fee Number for the cost of processing each check. Click the link for details and forms National Police Certificate
  • Working with Children Positive Notice – Blue Card to work with young people and is free for volunteers. Click the link for details and forms Blue Card
  • Disability Positive Notice Card – Yellow Card for working with people with a disability and is free for volunteers. Click the link for details and forms Disability Yellow Card

Induction & Orientation

Inductions and orientations are important to new volunteers. The procedure for inducting and orientating a new volunteer should be similar to what is given to paid staff on commencement of employment.


  • organisational policy and procedures;
  • Home Care Common Standards (Aged Care);
  • work health and safety policies;
  • volunteer rights and responsibilities;
  • work related information e.g. hours, illness, grievance, discipline, attendance;
  • the induction process; and
  • a volunteer evaluation process.

Click here for examples of an Induction Manual and Induction Checklist


  • sign in/out book or register;
  • coordinator’s office;
  • tea/lunch room;
  • staff/volunteer toilets;
  • fire extinguishers/hose reels & fire exits;
  • fire evacuation plan; and
  • work health and safety officers.

Here are some examples of Orientation Checklist and Fire Safety Checklist

Useful Websites

Ever had to find something quickly but may have forgotten where to find it, then these links will help you to find information relating to the aged care and disability sectors.

© Copyright - Flexible Living Volunteering Service 2017