Top tips for volunteer induction, training and on-going

management
London
Greater emphasis on clarity of role, purpose and practical suggestions on how to
create these and communicate them flow chart, key expectations, activity to
help plan
Clearer information about the actual cost of volunteering e.g. expenses, lunch
,mileage & a quick way of showing the benefits to CQC and the financial value of
volunteering
Include something on the social return of volunteers
Ensure correct match between volunteer and resident
Regular feedback/management and supervision of volunteer
Feedback from resident
Senior level buy in
Recruitment should show diversity
Matching expectations
Share responsibilities between care home and agencies communication
Difference between people management and volunteer management
Being imaginative about volunteer roles
Dialogue between staff and volunteer centre about the vision for volunteering in
the care home
Continuous contact between home and volunteer
More opportunities for communication between volunteers
Feedback managed well its a 2 way process
Openness
Interaction
Support
Communication email, phone call
Understanding of the care home environment
Training/matching
Good supervision process formal/informal
Motivation keep volunteers motivated
Providing extra support when needed e.g. bereavement
North West
Have clear idea of what you want from volunteers which you can convey clearly
to volunteers
Have good clear lines of communication
Managing volunteers requires different management strategies develop
relationship with volunteer, acknowledge, appreciate
Link into LA quality assurance
Consider innovation of volunteers resource

Relatives like volunteers

Make this a whole organisation imitative
Some volunteers like peer support of the group or working in pairs
Motivate your volunteers or why would they come back
Peer support (at induction and volunteering)
Care homes to identify how they work with volunteers- clarity of expectations
Volunteers to be provided with advice and info on what can be done and
previously has been done in the care homes
In the induction to clarify distinction between volunteering and paid staff
Is there a role for colleges or universities to be involved in recruitment, selection
and support of younger volunteers
Care homes not to underestimate the amount of support they need to provide
the volunteer with
Volunteer management training for care home staff is crucial
Need for positive reinforcement
Peer support groups
Digital aids
Cascading learning volunteer mentors
Volunteer supported recruitment
Care home buy-in
Adapt the model - asset based
Link person for the home and externally for volunteers
Person centred
What the home expects
What volunteers expect
Peer support for volunteers
On-going
Respect and value your volunteers
Just being with a resident is meaningful
Care home staff will need time to get used to volunteers. Suspicion and worry
are the volunteers here to spy on us or complain or replace us?
Feel a part of the team value and respect volunteers
Casual and friendly atmosphere for volunteers
Peer support for volunteers creating opportunities for volunteers to network
Supported induction move at individual pace of volunteer find out what they
enjoy/their skills
Volunteer and /or resident life story interests/hobbies able to match
volunteers skills and interests with residents
Midlands
Make volunteers feel part of your team. Build staff and volunteer relationships.
For example have volunteer photos on staff noticeboards, invite volunteers to
training and team meetings
Be clear who volunteers should go to for advice
Visits or tasters to give volunteers a feel for the setting
Peer support/buddying and volunteer get togethers is a cost effective way of

supporting volunteers
Signpost volunteers to other places to get support in their own lives
Acknowledge and value volunteering. Dont overlook the simple things like
making a cup of tea, saying thank you, parties, and Xmas cards.
Debriefing if a resident dies. If there is a behavioural incident then support
volunteer and follow up
Give staff a volunteer induction checklist
Prepare for volunteer programme staff training, managing change, resident
involvement
On-going communication systems between residents, relatives, staff and
volunteers such as supervision, events, team meetings. Be inclusive
Checklist for induction and training for specific needs
Needs to be a whole home approach to having volunteers staff, managers,
residents
Everyone needs to understand volunteering and what its all about and the value
of it. Everyone has a vague idea but it may be different for each person
Clear line management for volunteers with a named contact - not just for when
there is a problem. This person may not be the manager and s/he may be too
busy to chat
Volunteers given policies and procedures (e.g. use of mobile phones,
confidentiality, photos
Volunteers given on-going support, recognition etc.
An induction pack for volunteers from the care homes with a dos and donts etc.
in the Home - in an accessible form