1. Introduction Our ability to speak out for nature depends in part, upon the support of our volunteers.

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "1. Introduction Our ability to speak out for nature depends in part, upon the support of our volunteers."

Transcription

1 RSPB VOLUNTEERING POLICY 1. Introduction Our ability to speak out for nature depends in part, upon the support of our volunteers. The activities of our volunteers are crucial to our work and the RSPB seeks volunteer involvement wherever appropriate. This volunteering policy aims to reflect the high esteem in which the RSPB holds volunteers. Volunteers are an established, valued and integral part of the RSPB. They enhance our work by bringing valuable skills, experiences and energy as well as their gift of time. They champion the cause and often challenge opinions and perspectives whilst demonstrating loyalty and commitment to our mission to work for a better world for birds and people. For the RSPB, volunteering is not just a means of getting things done. Volunteers learn about conservation and the natural world from first-hand experience. Through this, they are likely to become champions of the natural world, adopt personal life style choices that benefit the environment, help address climate change and as a result are better able to take part in informed debate and discussion about the conservation issues and challenges facing us. Individuals who volunteer with us benefit personally in many ways including the acquisition of new skills and experiences, improved physical and mental fitness and new friendships and social contacts. The RSPB recognises that volunteering must benefit the individual as well as the charity and aims to provide an environment that is inclusive, stimulating, friendly and supportive. This policy sets out the broad principles for volunteering with the RSPB and has been produced in consultation with volunteers and staff. It clarifies what the RSPB sets out to do for its volunteers and what the organisation expects in return. It is relevant to everyone concerned with the recruitment, support, development and co-ordination of volunteers as well as volunteers themselves across the whole breadth of the charity. At the heart of the policy is the Volunteer Commitment, which is a statement of hopes and expectations, owed both ways. Through this policy we hope that volunteers volunteering with the RSPB will feel that they are treated respectfully and professionally and that their needs are fully considered. 2. About the RSPB The RSPB is the UK s largest nature conservation charity, inspiring everyone to give nature a home. With the support of more than one million members, and together with our partners, we protect threatened birds and wildlife so our towns, coast and countryside will teem with wildlife once again. We also play a leading role in BirdLife International, a worldwide partnership of nature conservation organisations in more than 100 countries, all working to give nature a home around the world. Our vision is a world richer in nature.

2 2 3. Our Commitment to Volunteering The RSPB commits to continually developing and maintaining the dynamic and mutually beneficial relationships between volunteers and the charity. As part of this process, the Head of the Volunteering Development Department reports to the People Director who sits on the charity s Management Board. This gives volunteers and volunteering issues representation at the very highest level. The Head of Volunteering Development has functional responsibility for the RSPB s strategic volunteering programme, including the development and monitoring of policy, standards and best practice. It is the role of the RSPB s managers and staff to ensure the contribution made by our volunteers delivers real benefits for the RSPB and the experience is rewarding and fulfilling for the volunteer. As such, we will invest appropriate resources into the planning and development of volunteering in the RSPB. 4. Equal Opportunities and Diversity The RSPB operates an Equal Opportunities and Diversity Policy for both staff and volunteers. We believe that no one should be treated less favourably than anyone else because of their gender, marital status, age, race, colour, nationality, ethnic or national origin, religion or belief, political opinion, disability, sexual orientation or past criminal convictions. People with past criminal convictions applying for volunteering roles will be treated according to their merits and to any special criteria for the role (e.g. working with children). For some volunteering roles, certain previous convictions will mean an individual cannot take on that volunteering role with the RSPB. These decisions will be made in line with good practice in the charity sector on engaging ex-offenders as volunteers. The RSPB strives to be more representative of our wider society and welcomes new ideas and fresh approaches generated by people from different backgrounds, cultures, genders, ages and outlooks. We recognise that there are ex-offenders, people with disabilities and people from black and minority ethnic groups that despite wanting to volunteer are faced with obstacles to volunteering. The RSPB will overcome as many of these obstacles as it can in order to enable these groups to make a valuable contribution to the RSPB as volunteer. 5. Who is a Volunteer? A volunteer is someone who at the request of or on behalf of the RSPB donates their time and talent without expectation of financial compensation beyond reimbursement of expenses. In line with relevant legislation and case law, the RSPB distinguishes volunteering from employment, and ensures the flexibility and informality of volunteering complements the work of paid staff. The volunteer relationship is binding in honour, trust and mutual understanding. No enforceable obligation, contractual or otherwise can be imposed on volunteers to attend. Likewise, the RSPB does not guarantee to provide volunteering opportunities, payment (beyond out of pocket expenses) or other benefit for any activity undertaken.

3 3 We respect our volunteers by building trust and understanding. Such a partnership is not intended to be a legally binding contract or to have mutuality of obligation, but instead to express a voluntary two-way commitment where everyone gains satisfaction from being part of our organisation. 6. Scope of Volunteering Over 17,000 volunteers are involved in the RSPB within our reserves, events and community fundraising operations and at our regional/country offices and headquarters. Volunteers also provide professional advice and guidance at various levels within the charity. Our Council is made up of volunteers who are key in providing planning and strategic advice and who are ultimately responsible for ensuring the organisation is meeting its charitable objectives. The RSPB acknowledges it has responsibilities to its volunteers and similarly has expectations of its volunteers. This is clearly set out in our Volunteer Commitment. 7. The RSPB Volunteer Commitment The RSPB will endeavour at all times to: Match the needs of the charity with the skills, knowledge, experience, time and motivation of the volunteer Recognise successful volunteer involvement incorporates the individual s motivations, aspirations and choices Ensure paid staff and managers of volunteers (whether staff or volunteers), are trained to work with volunteers Ensure volunteers feel properly valued and thanked Respect volunteers, listen and learn from what they have to say, encouraging twoway communication Ensure volunteers have a good understanding of what the RSPB is and does and are provided with timely and accurate information about the RSPB s work, policies and procedures Foster a friendly and supportive atmosphere aiming to make volunteering rewarding and pleasurable Make appropriate financial and other provisions in our organisational planning to supporting volunteering Ensure volunteers know who to talk to if there are problems or difficulties and have complaints and grievances resolved fairly. Ensure every volunteer has access to a line manager or supervisor to guide and advise them Ensure the health, safety and welfare of all RSPB volunteers whilst undertaking their volunteering activities in line with our Health, Safety and Welfare Policy Provide appropriate training and reimbursement of appropriate expenses associated with volunteering Evaluate all volunteer activities with a view to building on and developing what we do well In return, we ask volunteers to: Maintain and uphold the good name and reputation of the RSPB Co-operate with paid members of staff, to listen and learn from what they have to say to achieve the aims of the charity

4 4 Aim for high standards of efficiency, reliability and quality in all aspects of their contribution Encourage two-way communication with other volunteers and paid staff, fostering a pleasant and friendly atmosphere Adhere to the RSPB s policies and procedures whilst volunteering Accept that ultimate responsibility for the affairs of the charity rests with the charity s Council and Management Board Work within the law Respect the need for confidentiality whenever they have access to restricted charity information Ensure fundraising activities adhere to published RSPB policies and guidelines Take reasonable care of their own health and safety and that of others who may be affected by their actions whilst volunteering Extend to their fellow volunteers and staff the same degree of courtesy that they would expect to receive Be reliable and tell us if they are not available or running late Carry out the agreed project/role Ask for support if they need it Take part in training relevant to their role as a volunteer 8. Recruitment and Selection The RSPB adopts a Task Led approach to volunteer recruitment. This means we first identify a piece of work or a role that needs doing and then attempt to recruit a volunteer to undertake it. Application Procedure The application procedure is designed to help both the RSPB and the volunteer find out whether the placement is right for the volunteer by enabling an exchange of information. The RSPB provides information about our work and volunteering opportunities to enable the volunteer to make a decision as to whether they want to volunteer with us. The volunteer provides information about their needs, aims and motivations, as well as existing skills and experiences, to enable the RSPB to make a decision as to whether a suitable placement can be provided. The RSPB has a fair and consistent recruitment and selection process for volunteers that is relevant and appropriate to the role. The RSPB encourages involvement by volunteers from all sections of the community and will not discriminate against any volunteers in the selection procedure. We welcome volunteers of all ages. We do not have an upper age limit for volunteering (though insurance cover is limited) and recognise the valuable contribution made by older volunteers in terms of knowledge and experience. Young volunteers in particular can bring fresh perspectives and enthusiasm to the charity whilst also gaining valuable skills and experience. Volunteers under 18 must either have the written consent of a parent or guardian or be accompanied by a parent or guardian and be undertaking suitable roles for which there is no legal minimum age. All young people under 18 will be protected in accordance with our Safeguarding Policy. Acceptance of volunteer assistance for a particular role will be made on merit, the sole selection criterion being the individual s suitability to carry out the specified role(s) subject to the needs and restrictions of the location.

5 5 Interviews Potential RSPB volunteers will be given an informal interview, appropriate to the role they are applying for, to enable us to assess their suitability. If the volunteer is not suitable, we will look at alternative roles within the organisation or direct them to suitable opportunities with other organisations if possible. References All potential volunteers are checked against the RSPB s Species Protection Database to ensure they do not have a conviction for a wildlife crime. No individual with such a conviction will be taken on as a volunteer without the prior approval of the Head of Volunteering Development and the Head of Investigations. Potential volunteers may be asked to provide details of two referees whom RSPB can approach for references. The type of references requested will depend on the volunteering role being undertaken. Specific references will be requested for all work involving contact with children in line with the RSPB s Safeguarding policy. Additional checks may also be undertaken for roles involving significant contact with children/vulnerable adults (see Safeguarding section). The RSPB runs an inclusive volunteering programme. Where necessary and only with appropriate alternative safeguards we will make exceptions for people that do not have any referees (new arrivals to the country etc.) Role Description All RSPB volunteer roles should be meaningful and worthwhile. The tasks of each role will be detailed in a role description, which is agreed with the volunteer before they commence their volunteering. The role description sets out the tasks that the volunteer will be required to undertake. 9. Safeguarding The RSPB will take all reasonable steps to safeguard the safety and welfare of young people and vulnerable adults while they are in contact with the RSPB, observing any legislation and best practice. In selecting volunteers who are to work with children, young people and other vulnerable groups, we will follow and use specific procedures and standards. These are intended to both protect children, young people and other vulnerable groups and volunteers themselves. The RSPB will comply with standards specified by the Home Office and codes of practice when carrying out these procedures. Where necessary we will take up references and seek an Enhanced Disclosure from the appropriate body (DBS, Access NI and PVG). 10. Induction, Training and Development New volunteers will be made to feel welcome and will be provided with relevant information, training and induction as appropriate to their role. Volunteers may wish to develop their skills whilst helping the RSPB and where appropriate will be encouraged to take on new roles and/or become further involved.

6 6 RSPB training courses, seminars and conferences may be available to volunteers as appropriate. Where appropriate the progress and contribution of volunteers will be discussed regularly and this will provide the opportunity for each volunteer and the RSPB to establish whether the voluntary placement should be adjusted in any way. 11. Communication and Feedback The RSPB will ensure all volunteers have the opportunity to give and receive information relevant to their role. The methods of communication and feedback will be appropriate in style, frequency, tone and source to individuals and groups of volunteers. Through good communications we will encourage volunteers to stay with us, recognise their efforts and maximise their contribution. We welcome feedback on how things could be done better and how to improve our systems. 12. When Things Aren t Right The RSPB has complaints procedures, as although we always aim to undertake activities in an accessible and professional manner we recognise that there might be times when volunteers may feel this has not been the case. These procedures give volunteers the opportunity to express their concerns and provide the organisation with feedback to improve our performance where necessary. Complaint about RSPB staff If a volunteer has a complaint about an RSPB member of staff that they feel cannot be resolved informally then the volunteer should contact their line manager or supervisor or if this is not appropriate their Volunteering Development Officer. Complaint about another RSPB volunteer If a volunteer has a complaint about another volunteer that they feel cannot be resolved informally then they should discuss this with their line manager or supervisor or if this is not appropriate their Volunteering Development Officer. Procedure for addressing poor performance and inappropriate behaviour Volunteers who do not adhere to the boundaries and procedures of the RSPB or who fail to perform their voluntary role satisfactorily (as described in the Role Description) may be subject to disciplinary procedures. Volunteers can expect as part of this process: Supportive and constructive feedback Clear details of the inappropriate behaviour Suggestions regarding what and how to improve; and an agreed period of time to demonstrate improvement after each stage (unless their behaviour is such that their volunteering with the RSPB should cease as described below) To be treated with dignity and respect A volunteer placement may be ended without warning if the RSPB believes that there is sufficient cause, i.e. where behaviour is too inappropriate or harmful. Examples of this include: A breach of confidentiality

7 7 Acts that bring the RSPB into disrepute Acts that contravene RSPB Policies or Procedures Any verbal or physical act that contravenes RSPB s equal opportunities policy Physical and/or verbal abuse of members of staff, other volunteers, members and the public Theft from the RSPB, RSPB staff or volunteers We aim to resolve problems early and locally. Where any dispute cannot be resolved at a local or regional/country level, the Volunteering Development Department will mediate. Where it is necessary to end a volunteer s involvement with the RSPB we will endeavour to give due notice to the volunteer and will treat the volunteer fairly, and with dignity and respect. A full copy of the charity s Inappropriate Behaviour and Poor Performance policies are available from the Volunteering Development Department at RSPB headquarters or on the RSPB Intranet. 13. Moving on The charity recognises that volunteers may cease their involvement at any time. It is recommended that when a volunteer chooses to cease their links with the charity that their reasons for doing so are sought, any learning points are shared and it is established whether they might wish to be involved again in the future. 14. Expenses All volunteers are given the opportunity to claim previously agreed expenses, such as travelling expenses. Expenses must be authorised by the volunteer s line manager or supervisor and where appropriate receipts provided. We will provide clear guidance on what expenses can be claimed to volunteers. 15. Health and Safety The RSPB is committed to providing a safe and healthy environment for all volunteers, staff and visitors and to giving appropriate instruction, training and supervision for their welfare. Our written Health, Safety and Welfare Policy applies to our volunteers as well as our paid staff. All volunteers are expected to conduct themselves in a safe and responsible manner in line with the RSPB s safe working procedures. Volunteers should not act in a way that may put themselves or others at risk of injury. 16. Insurance All volunteers are covered by the RSPB s insurance cover for any official RSPB volunteering. There is no lower age limit (provided there is no legal age limit for the role being undertaken) but there is an upper age limit of 85 years for personal accident insurance. Specific details of our insurance cover are available from the Volunteering Development Department at RSPB headquarters or on the RSPB Intranet.

8 8 Any volunteer aged over 75 will need to complete a special form as a requirement of our insurance cover. 17. Copyright Volunteers will be asked if they would donate to the RSPB the copyright to any original works they may produce whilst volunteering e.g. photographs or original artwork etc. For particular roles that specifically involve producing such work, volunteers will be asked to sign a copyright agreement. 18. Data Protection The RSPB gathers a variety of information on volunteers in order to manage, support and recognise volunteers contribution to the RSPB. This personal information is stored and maintained, with appropriate safeguards for confidentiality, on our Volunteer Management System. The charity abides by all provisions of the Data Protection Act and recognises that volunteers privacy is important to them. Volunteers who collect or administer any personal data on individuals will also be required to comply with the provisions of the Act. 19. Supervision, Support and Recognition It is the intention of the RSPB to support its volunteers to enable them to carry out their role to the best of their ability. Volunteers, like staff, are entitled to line management, supervision and support. Volunteers are accountable to a named person from whom they can expect support and supervision. The RSPB acknowledges that volunteers are performing a valuable role within the organisation and hence are relied upon by staff to fulfil their agreed duties at stated times. Volunteers need to understand that if they are unable to turn up or expect to be late for their shift it is important that they inform their line manager or supervisor as soon as possible. We also appreciate advance notice in respect of holidays and time off. The RSPB has a variety of ways to thank and recognise the contribution of its volunteers. We will continually look to develop new ways in which we can recognise and thank volunteers for their invaluable contribution to our work. Alan Murray, Head of Volunteering Development, February 2009 Minor revisions August 2014

Macmillan Cancer Support Volunteering Policy

Macmillan Cancer Support Volunteering Policy Macmillan Cancer Support Volunteering Policy Introduction Thousands of volunteers dedicate time and energy to improve the lives of people affected by cancer. Macmillan was started by a volunteer and volunteers

More information

We believe that everyone has some passion, skill or talent that can make a difference to his or her lives and the lives of others.

We believe that everyone has some passion, skill or talent that can make a difference to his or her lives and the lives of others. 1. Vision Volunteering is at the heart of defining Scotland, its people and places and our Volunteer Landscape in all its diversity helps shape a positive, healthy, fair and learning society at home and

More information

Standards of Conduct and Practice for. Social Care Workers

Standards of Conduct and Practice for. Social Care Workers Standards of Conduct and Practice for Social Care Workers NOVEMBER 2015 Introductory Notes About us The Northern Ireland Social Care Council (NISCC) was established in 2001 as the regulatory body for the

More information

Employment and Staffing Including vetting, contingency plans, training

Employment and Staffing Including vetting, contingency plans, training Safeguarding and Welfare Requirements: Suitable People. Providers must ensure that people looking after children are suitable to fulfil the requirements of their role. Employment and Staffing Including

More information

The guidance 2. Guidance on professional conduct for nursing and midwifery students. Your guide to practice

The guidance 2. Guidance on professional conduct for nursing and midwifery students. Your guide to practice The guidance 2 Guidance on professional conduct for nursing and midwifery students Your guide to practice The Nursing & Midwifery Council Vision, mission and values Our vision To safeguard the public by

More information

managing volunteers a step by step guide volunteer centre Ionad d Obair Dheonach Corcaigh

managing volunteers a step by step guide volunteer centre Ionad d Obair Dheonach Corcaigh managing volunteers a step by step guide volunteer centre Ionad d Obair Dheonach Corcaigh C O R K volunteer centre Ionad d Obair Dheonach Corcaigh C O R K No. 70 Shandon Street, Cork. 021-4396510. www.volunteercork.ie

More information

SERVICE SPECIFICATION

SERVICE SPECIFICATION SERVICE SPECIFICATION Provision of a Service for Young Carers Wokingham Borough Council OFFICIAL - SENSITIVE Page 1 1. Introduction This is the service specification for the provision of a Young Carers

More information

HORIZON OIL LIMITED (ABN: 51 009 799 455)

HORIZON OIL LIMITED (ABN: 51 009 799 455) HORIZON OIL LIMITED (ABN: 51 009 799 455) CORPORATE CODE OF CONDUCT Corporate code of conduct Page 1 of 7 1 Introduction This is the corporate code of conduct ( Code ) for Horizon Oil Limited ( Horizon

More information

Energex Code of Conduct

Energex Code of Conduct Energex Code of Conduct The Energex Code of Conduct is designed to guide how we all conduct ourselves at work. It sets the minimum standard of behaviour that our customers and shareholders expect of us,

More information

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy Liverpool Community Health NHS Trust Recruitment & Selection Policy Version Number: Ratified by: V1 HR & OD Committee Date of Approval: November 2010 Name of originator/author: Approving Body / Committee:

More information

Guidance on professional conduct. For nursing and midwifery students

Guidance on professional conduct. For nursing and midwifery students Guidance on professional conduct For nursing and midwifery students 1 We are the nursing and midwifery regulator for England, Wales, Scotland, Northern Ireland and the Islands. We exist to safeguard the

More information

Lyminster Primary school Volunteer s Policy

Lyminster Primary school Volunteer s Policy Lyminster Primary school Volunteer s Policy Lyminster Primary school Volunteer s policy Introduction A volunteer is defined as someone who, unpaid and of their own free will, contributes their time, energy

More information

National Standards for Disability Services. DSS 1504.02.15 Version 0.1. December 2013

National Standards for Disability Services. DSS 1504.02.15 Version 0.1. December 2013 National Standards for Disability Services DSS 1504.02.15 Version 0.1. December 2013 National Standards for Disability Services Copyright statement All material is provided under a Creative Commons Attribution-NonCommercial-

More information

SAFEGUARDING CHILDREN AND CHILD PROTECTION POLICY

SAFEGUARDING CHILDREN AND CHILD PROTECTION POLICY SAFEGUARDING CHILDREN AND CHILD PROTECTION POLICY Our setting will work with children, parents and the community to ensure the rights and safety of children and to give them the very best start in life.

More information

Diversity and Equal Opportunities Policy - UK

Diversity and Equal Opportunities Policy - UK 1.0 Purpose The purpose of the Diversity and Equal Opportunities Policy is to encourage an atmosphere where all staff embrace the benefits of working in a diverse community and to provide a framework for

More information

Staff Handbook Section G15. Work Experience at the V&A A guide for managers and students

Staff Handbook Section G15. Work Experience at the V&A A guide for managers and students Staff Handbook Section G15 Work Experience at the V&A A guide for managers and Contents: Introduction 3 Arranging a work experience placement 3 Types of placement 4 How placements are offered 4 Visa requirements

More information

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.

More information

The Professional Standards Team is also available to discuss any aspect of the Code with you, so please do contact us if you have any queries.

The Professional Standards Team is also available to discuss any aspect of the Code with you, so please do contact us if you have any queries. The guide to complying with the REC Code of Professional Practice provides you with a page by page checklist on what you can do to ensure your agency is working to best practice. The Professional Standards

More information

A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough

A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough For Small and Medium Sized Enterprises September 2011 DRAFT Page 1 of 8 Introduction The Royal Borough of Windsor

More information

Protection from Abuse in Supporting People Services

Protection from Abuse in Supporting People Services Protection from Abuse in Supporting People Services INTRODUCTION Supporting People Core Objective C1.4 is to safeguard the right of the service user to be protected from abuse. This is one of two objectives

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,

More information

NATIONAL STANDARDS FOR DISABILITY SERVICES

NATIONAL STANDARDS FOR DISABILITY SERVICES NATIONAL STANDARDS FOR DISABILITY SERVICES Full version web accessible FOR MORE INFORMATION CONTACT - QualityAssurance@dss.gov.au NATIONAL STANDARDS FOR DISABILITY SERVICES Copyright statement All material

More information

The post holder will have direct line management of Clinical Team Leaders (CTLs), operational staff and Bank Personnel Coordinator.

The post holder will have direct line management of Clinical Team Leaders (CTLs), operational staff and Bank Personnel Coordinator. JOB DESCRIPTION POST: SALARY: HOURS: REPORTS TO: RESPONSIBLE TO: LOCATION: Clinical Operations Manager 56,000 plus vehicle for business use 45 hours week Director of Paramedic Services Director of Paramedic

More information

DISCLOSURE & BARRING SERVICE (DBS) POLICY

DISCLOSURE & BARRING SERVICE (DBS) POLICY DISCLOSURE & BARRING SERVICE (DBS) POLICY Human Resources and Organisational Development Changes February 2009: Policy introduced April 2010: Styling revised in line with corporate guidelines September

More information

WORKPLACE DIVERSITY PROGRAM

WORKPLACE DIVERSITY PROGRAM WORKPLACE DIVERSITY PROGRAM 2010-2014 TABLE OF CONTENTS LEGAL FRAMEWORK... 2 CONCEPT OF WORKPLACE DIVERSITY... 2 AIM OF THE WORKPLACE DIVERSITY PROGRAM... 2 WORKPLACE DIVERSITY PROGRAM... 3 REPORTING...

More information

Recruitment of Ex-Offenders Policy

Recruitment of Ex-Offenders Policy Recruitment of Ex-Offenders Policy October 2015 Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac.uk Perth College is a registered Scottish

More information

STAFF CHARTER AMENDED 24.04.08

STAFF CHARTER AMENDED 24.04.08 STAFF CHARTER AMENDED 24.04.08 Section Human Resources Approval Date 15.11.93 Approved by Directorate Next Review As required Responsibility Chief Executive Key Evaluation Question 6 ITPNZ Quality Standard

More information

Orange Polska Code of Ethics

Orange Polska Code of Ethics Orange Polska Code of Ethics our conviction The fundamental ethical standards and values people should follow in their mutual relations both private and business have been known and unchanging for centuries.

More information

Guidelines for State Agency Management of Volunteer Activity

Guidelines for State Agency Management of Volunteer Activity Guidelines for State Agency Management of Volunteer Activity June 2008 Department of Premier and Cabinet Contents Introduction... 3 Scope and Definitions... 4 Relationship between Agencies and Volunteers...

More information

Who can benefit from charities?

Who can benefit from charities? 1 of 8 A summary of how to avoid discrimination under the Equality Act 2010 when defining who can benefit from a charity A. About the Equality Act and the charities exemption A1. Introduction All charities

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders

More information

Statement of Purpose

Statement of Purpose FosteringMatters Statement of Purpose FosteringMatters Limited is an Independent Fostering Agency, incorporated in May 2004, which began trading in September 2004. The three directors, Geoff Mc Kay, Eileen

More information

YMCA Portland Board Recruitment Kit

YMCA Portland Board Recruitment Kit YMCA Portland Board Recruitment Kit Introduction Thank you for your interest in being an honorary board member of YMCA Portland. Volunteering has been an integral part of the organisation since its beginning

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best

More information

Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS

Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS Volunteer Policy & Procedures POLICY AND PROCEDURES MANUAL FOR VOLUNTEERS Contents 1. ACF Volunteer Policy 2. ACF Volunteer Procedures 1. Recruitment 1.1 Position descriptions 1.2 Initial contact 1.3 Registration

More information

Diversity and Equality Policy

Diversity and Equality Policy Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide

More information

Reparation Protocol i

Reparation Protocol i Reparation Protocol i ii Contents: Aims and Objectives of Reparation 5 1 Health and Safety 6 2 Risk Management 6 3 Safeguarding 6 4 Code of Conduct 7 5 Information Sharing 8 6 Reparation Process 8 7 Expectation

More information

BUSINESS CODE OF CONDUCT

BUSINESS CODE OF CONDUCT BUSINESS CODE OF CONDUCT PREPARED FOR: ode March 2011 Page 1 Contents 1 BUSINESS CODE OF CONDUCT... 3 2 MISSION STATEMENT... 3 3 PRINCIPLES AND VALUES... 3 4 RELATIONSHIPS... 4 5 BRIBERY AND CORRUPTION...

More information

Equality and Diversity Policy. February 2015

Equality and Diversity Policy. February 2015 Equality and Diversity Policy February 2015 Contents Page no. Kier Group Plc 3 Statement of Intent 3 Core Policy 4 Forms of discrimination principles 4 Equality and diversity in recruitment, selection,

More information

This Constitution establishes the principles and values of the NHS in England.

This Constitution establishes the principles and values of the NHS in England. NHS Constitution 1 Introduction The NHS is founded on a common set of principles and values that bind together the communities and people it serves patients and public and the staff who work for it. This

More information

QAHC Feedback and Conflict Management Policy and Procedures

QAHC Feedback and Conflict Management Policy and Procedures QAHC Feedback and Conflict Management Policy and Procedures Prepared By Erica Waters Consulting June 2000 Revised & Endorsed October 2000 Revised by QAHC September 2007 Policy Statement The Queensland

More information

Business Ethics Policy

Business Ethics Policy Business Ethics Policy The WCH Ltd Ethics Code The business philosophy of WCH has been developed around a core set of values which are fundamental to the organisation s development and success. One of

More information

Department of Communities Child Safety and Disability Services. Human Services Quality Standards. Great state. Great opportunity.

Department of Communities Child Safety and Disability Services. Human Services Quality Standards. Great state. Great opportunity. Department of Communities Child Safety and Disability Services Human Services Quality Standards Great state. Great opportunity. a Human Services Quality Standards Overview The Human Services Quality Framework

More information

Macarthur Minerals Limited CODE OF CONDUCT. February 2012

Macarthur Minerals Limited CODE OF CONDUCT. February 2012 Macarthur Minerals Limited CODE OF CONDUCT February 2012 MACARTHUR MINERALS LIMITED AND ITS SUBSIDIARIES (THE COMPANY OR MACARTHUR ) CODE OF CONDUCT 1. INTRODUCTION 1.1 The Macarthur Mineral Limited (including

More information

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes) Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives

More information

Transport for London. Code of Conduct MAYOR OF LONDON

Transport for London. Code of Conduct MAYOR OF LONDON Transport for London Code of Conduct Effective from 1 October 2008 MAYOR OF LONDON Transport for London This Code of Conduct describes TfL s ethical values and vision and sets out the behaviour that is

More information

Raising Concerns at Work (Whistle Blowing) Policy and Procedure

Raising Concerns at Work (Whistle Blowing) Policy and Procedure Raising Concerns at Work (Whistle Blowing) Policy and Procedure Raising Concerns at Work (Whistle Blowing) Policy and Procedure Page: Page 1 of 12 Recommended by Approved by Workforce Committee Board of

More information

NHS Constitution The NHS belongs to the people. This Constitution principles values rights pledges responsibilities

NHS Constitution The NHS belongs to the people. This Constitution principles values rights pledges responsibilities for England 21 January 2009 2 NHS Constitution The NHS belongs to the people. It is there to improve our health and well-being, supporting us to keep mentally and physically well, to get better when we

More information

A COMPACT BETWEEN PEMBROKESHIRE COUNTY COUNCIL AND THE VOLUNTARY SECTOR IN PEMBROKESHIRE

A COMPACT BETWEEN PEMBROKESHIRE COUNTY COUNCIL AND THE VOLUNTARY SECTOR IN PEMBROKESHIRE A COMPACT BETWEEN PEMBROKESHIRE COUNTY COUNCIL AND THE VOLUNTARY SECTOR IN PEMBROKESHIRE This second edition of the Compact between Pembrokeshire County Council and PAVS, representing the Voluntary Sector

More information

School Child Protection & Safeguarding Policy 2014/2015

School Child Protection & Safeguarding Policy 2014/2015 School Child Protection & Safeguarding Policy 2014/2015 Abbey Park Primary Academy Child Protection & Safeguarding Policy 2014/2015 The Acting Principal is Emme Ford This policy was developed on the 10

More information

OUR CODE OF ETHICS. June 2013

OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS. June 2013 OUR CODE OF ETHICS GUIDING PRINCIPLES Ethical behaviour is an integral part of the way we do business. It's crucial that all our stakeholders are able to trust us to treat

More information

EQUALITY AND DIVERSITY POLICY AND PROCEDURE

EQUALITY AND DIVERSITY POLICY AND PROCEDURE EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment

More information

The National Health Service. Constitution. A draft for consultation, July 2008

The National Health Service. Constitution. A draft for consultation, July 2008 The National Health Service Constitution A draft for consultation, July 2008 NHS Constitution The NHS belongs to the people. It is there to improve our health, supporting us to keep mentally and physically

More information

(g) the Employment Equality (Sexual Orientation) Regulations 2003,

(g) the Employment Equality (Sexual Orientation) Regulations 2003, Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the

More information

JOB DESCRIPTION. Community Mental Health Services Sector Manager

JOB DESCRIPTION. Community Mental Health Services Sector Manager JOB DESCRIPTION Title of Post: Support Worker, Mental Health Grade/ Band: Band 3 Directorate: Reports to: Accountable to: Initial Location: Hours: Adult Services, Mental Health Programme Team Leader Community

More information

MODEL CHILD PROTECTION POLICY

MODEL CHILD PROTECTION POLICY Fact Series Child Protection Policy (Model) version 2.2 July 2009 MODEL CHILD PROTECTION POLICY NODA Headquarters regularly receives requests from affiliated societies for advice about implementing a Child

More information

Dementia Support Worker - Portsmouth and South East Hampshire

Dementia Support Worker - Portsmouth and South East Hampshire Job Information Pack Dementia Support Worker - Portsmouth and South East Hampshire April 2014 Alzheimer s Society, Devon House, 58 St Katharine s Way, London. Telephone +44 (0) 20 7423 3500. Fax 020 7423

More information

SAFEGUARDING CHILDREN POLICY

SAFEGUARDING CHILDREN POLICY SAFEGUARDING CHILDREN POLICY Studio Film School implements a Safeguarding Children policy in order to fulfil our responsibility to ensure that all children are safe and protected from avoidable harm. We

More information

Information Governance Policy

Information Governance Policy Information Governance Policy 1 Introduction Healthwatch Rutland (HWR) needs to collect and use certain types of information about the Data Subjects who come into contact with it in order to carry on its

More information

Business Principles September 2014

Business Principles September 2014 Business Principles September 2014 1. INTRODUCTION 2. BUSINESS PRINCIPLES 2.1 Core Principle We behave honestly, fairly and with integrity 2.2 Overarching Principle We manage risk and seek to continually

More information

Christ Church CE School Intimate and Personal Care Policy April 2015

Christ Church CE School Intimate and Personal Care Policy April 2015 Christ Church CE School Intimate and Personal Care Policy April 2015 Christ Church CE Primary School Regents Park NW1 4BD 1 Christ Church C of E Primary School Intimate and Personal Care Policy CONTENTS

More information

THE UNION VOLUNTEER POLICY. Guidance for student volunteers

THE UNION VOLUNTEER POLICY. Guidance for student volunteers THE UNION VOLUNTEER POLICY Guidance for student volunteers Developed: April 2014 Reviewed and updated: August 2014, March 2015 Review date: September 2015 Reviewed and Updated August 2015 CONTENTS 3 Section

More information

Workplace Diversity Program 2006-2010

Workplace Diversity Program 2006-2010 Workplace Diversity Program 2006-2010 Version 1.0: November 2007 CASADOC 255 Copyright Australian Government 2007 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no

More information

Letter from the Chief Executive Officer and Chairman and the Group Medical Director

Letter from the Chief Executive Officer and Chairman and the Group Medical Director Letter from the Chief Executive Officer and Chairman and the Group Medical Director Every day, millions of people put their trust in International SOS to help them wherever they live or travel. We remain

More information

Recruitment and Selection Policy

Recruitment and Selection Policy Recruitment and Selection Policy Recruitment and Selection Policy 1. Purpose The purpose of this recruitment and selection policy is to ensure: a professional and consistent approach to recruitment and

More information

BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY

BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY As signatories to the Law Society s Diversity & Inclusion Charter Belmores is fully committed to the Charter and each of

More information

Charity. Charity Volunteers. A best practice guide

Charity. Charity Volunteers. A best practice guide Charity Charity Volunteers A best practice guide 1 Charity Volunteers Charity Most charities rely heavily on volunteers so charities do need to be aware of the legal position of volunteers and review regularly

More information

Code of Ethics for Pharmacists and Pharmacy Technicians

Code of Ethics for Pharmacists and Pharmacy Technicians Code of Ethics for Pharmacists and Pharmacy Technicians About this document Registration as a pharmacist or pharmacy technician carries obligations as well as privileges. It requires you to: develop and

More information

OT AUSTRALIA. Australian Association of Occupational Therapists. Code of Ethics

OT AUSTRALIA. Australian Association of Occupational Therapists. Code of Ethics Introductory Statement The ethos of the occupational therapy profession and its practice requires its members to discharge their duties and responsibilities, at all times, in a manner which professionally,

More information

EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO

EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO EQUAL OPPORTUNITIES ARE YOUR BUSINESS TOO FOR SMALL / MEDIUM SIZED ENTERPRISES & THIRD SECTOR ORGANISATIONS GOOD PRACTICE ON EQUALITY AND DIVERSITY WHEN CONTRACTING WITH BRACKNELL FOREST COUNCIL Version

More information

South Downs National Park Authority

South Downs National Park Authority Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY

EQUAL OPPORTUNITIES & DIVERSITY POLICY 1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects

More information

Human Services Quality Framework. User Guide

Human Services Quality Framework. User Guide Human Services Quality Framework User Guide Purpose The purpose of the user guide is to assist in interpreting and applying the Human Services Quality Standards and associated indicators across all service

More information

The Code Standards of conduct, performance and ethics for nurses and midwives

The Code Standards of conduct, performance and ethics for nurses and midwives The Code Standards of conduct, performance and ethics for nurses and midwives The people in your care must be able to trust you with their health and wellbeing. To justify that trust, you must make the

More information

Equal Opportunity Policy

Equal Opportunity Policy Equal Opportunity Policy PURPOSE Anahita Residences & Villas Ltd is committed to becoming an equal opportunity employer and to ensuring that all employees, job applicants, customers and other people with

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW

More information

Standards of Conduct

Standards of Conduct Standards of Conduct Contents Introduction 3 Loyalty 3 Confidentiality 3 Public Comments 4 Political Activity 4 Service to the Public 4 Workplace Behaviour 4 Conflicts of Interest 5 Allegations of Wrongdoing

More information

Receptionist Job Reference: ASCHH/14/2848 Closing date: 13 October 2014 Interview date: 21 October 2014

Receptionist Job Reference: ASCHH/14/2848 Closing date: 13 October 2014 Interview date: 21 October 2014 Receptionist Job Reference: ASCHH/14/2848 Closing date: 13 October 2014 Interview date: 21 October 2014 Contents Applying for this vacancy Job Description Person Specification Additional information about

More information

Policy for delegating authority to foster carers. September 2013

Policy for delegating authority to foster carers. September 2013 Policy for delegating authority to foster carers September 2013 Purpose and scope of policy 1.1 Introduction Decision-making around the care of looked after children can be an area of conflict between

More information

INSTITUTE OF TRANSLATION AND INTERPRETING

INSTITUTE OF TRANSLATION AND INTERPRETING INSTITUTE OF TRANSLATION AND INTERPRETING CODE OF PROFESSIONAL CONDUCT 1 CONTENTS 1. INTRODUCTION 2. THE PURPOSE OF THE CODE 3. PRINCIPLES OF PRACTICE 4. PROFESSIONAL VALUES 5. AMENDMENTS 6. PRINCIPLE

More information

The code: Standards of conduct, performance and ethics for nurses and midwives

The code: Standards of conduct, performance and ethics for nurses and midwives The code: Standards of conduct, performance and ethics for nurses and midwives We are the nursing and midwifery regulator for England, Wales, Scotland, Northern Ireland and the Islands. We exist to safeguard

More information

Welcome to Cornell Cooperative Extension We are pleased that you have accepted a volunteer role in Cornell Cooperative Extension. From the moment of

Welcome to Cornell Cooperative Extension We are pleased that you have accepted a volunteer role in Cornell Cooperative Extension. From the moment of Welcome to Cornell Cooperative Extension We are pleased that you have accepted a volunteer role in Cornell Cooperative Extension. From the moment of its inception, Cooperative Extension believed in and

More information

Volunteer Information Manual

Volunteer Information Manual Boroondara Volunteer Resource Centre Volunteer Information Manual Volunteer! What better way to spend the day? Who Volunteers? Volunteering is for anyone and everyone! Summary This information manual is

More information

University of Birmingham Race Equality Policy

University of Birmingham Race Equality Policy University of Birmingham Race Equality Policy 1. Purpose and Scope This document sets out the University of Birmingham s Race Equality Policy as required under the Race Relations Act 1976, as amended by

More information

Employment Rights and Responsibilities

Employment Rights and Responsibilities Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...

More information

I m p r o v i n g H e a l t h & W e l l b e i n g t h r o u g h V o l u n t e e r i n g i n t h e N H S S c o t l a n d. Volunteer Induction

I m p r o v i n g H e a l t h & W e l l b e i n g t h r o u g h V o l u n t e e r i n g i n t h e N H S S c o t l a n d. Volunteer Induction I m p r o v i n g H e a l t h & W e l l b e i n g t h r o u g h V o l u n t e e r i n g i n t h e N H S S c o t l a n d Volunteer Induction Guidance to NHSScotland Boards July 2010 1. Guidance on Volunteer

More information

Equality of Opportunity

Equality of Opportunity Equality of Opportunity Reviewed and agreed by Trustees: 24/09/14 Next Review Date: September 2017 Equality of Opportunity Policy Equal opportunity is the right of everyone to equal chances, and each individual

More information

CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being

CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being Child Care Occupational Standard MQF Level 5 CDC 501 Establish and develop working relationships CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being

More information

NATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT

NATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT NATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT Foreword I am pleased to present this Equality and Diversity Information Statement for National Savings and Investments ( ) as

More information

The NHS Constitution

The NHS Constitution for England 27 July 2015 2 The NHS Constitution The NHS belongs to the people. It is there to improve our health and wellbeing, supporting us to keep mentally and physically well, to get better when we

More information

3.3 Examples of bullying/harassing behaviour may include:

3.3 Examples of bullying/harassing behaviour may include: CODE ON DIGNITY AT WORK AND STUDY The School embraces and values diversity of its staff and student population and seeks to promote equality as an essential element in enhancing the School s contribution

More information

JOB DESCRIPTION. Executive Director of Nursing, Quality and Governance

JOB DESCRIPTION. Executive Director of Nursing, Quality and Governance JOB DESCRIPTION JOB TITLE: RESPONSIBLE TO: BAND: LOCATION: HOURS OF WORK: DISCLOSURE REQUIRED: Deputy Director of Nursing Executive Director of Nursing, Quality and Governance 8d To be agreed with postholder

More information

GREAT WALTHAM C of E PRIMARY SCHOOL

GREAT WALTHAM C of E PRIMARY SCHOOL GREAT WALTHAM C of E PRIMARY SCHOOL CHILD PROTECTION POLICY JULY 2015 Approved by Staff July 2015 Adopted by Governors of the FGB Committee July 2015 Recommended Review Date July 2016 1 KEY CONTACTS WITHIN

More information

CHILD PROTECTION POLICY FOR DUNMOW ST MARY S PRIMARY SCHOOL. APPROVED BY GOVERNORS 13 TH OCTOBER 2015 (Minor update added January 2016)

CHILD PROTECTION POLICY FOR DUNMOW ST MARY S PRIMARY SCHOOL. APPROVED BY GOVERNORS 13 TH OCTOBER 2015 (Minor update added January 2016) CHILD PROTECTION POLICY FOR DUNMOW ST MARY S PRIMARY SCHOOL APPROVED BY GOVERNORS 13 TH OCTOBER 2015 (Minor update added ) POLICY TO BE REVIEWED OCTOBER 2016 DESIGNATED SAFEGUARDING LEAD: Clare Griffiths

More information

DIPLOMA IN DENTAL HYGIENE AND DENTAL THERAPY APPLICATION FORM FOR ADMISSION IN Jan 2016

DIPLOMA IN DENTAL HYGIENE AND DENTAL THERAPY APPLICATION FORM FOR ADMISSION IN Jan 2016 DIPLOMA IN DENTAL HYGIENE AND DENTAL THERAPY APPLICATION FORM FOR ADMISSION IN Jan 2016 Please complete clearly in BLACK ink Use the information on the website to ensure that you complete this form correctly

More information

Child & Vulnerable Adults Protection Policy 2009 2012

Child & Vulnerable Adults Protection Policy 2009 2012 Child & Vulnerable Adults Protection Policy 2009 2012 Contents Introduction 3 Recruitment procedures 4 Responsible adults 5 Unaccompanied children 5 School pupils on work placements 5 Lost children 5 Family

More information

THE REAL ESTATE CODE CONDUCT, ETHICS AND BEHAVIOUR IN REAL ESTATE

THE REAL ESTATE CODE CONDUCT, ETHICS AND BEHAVIOUR IN REAL ESTATE THE REAL ESTATE CODE CONDUCT, ETHICS AND BEHAVIOUR IN REAL ESTATE Version 20/4/09 SYNOPSIS A Practitioner should: 1. Uphold the honour and dignity of the profession and not engage in any activity that

More information

Equality, Diversity & Inclusion (EDI) Policy Version 2.1

Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Original Author: Ariana Henderson Version 2.1 updated August 2013 Contents Confetti Institute of Creative Technologies... 2 Mission Statement...

More information

Ryanair Holdings PLC Code of Business Conduct & Ethics 2012

Ryanair Holdings PLC Code of Business Conduct & Ethics 2012 Ryanair Holdings PLC Code of Business Conduct & Ethics 2012 1 TABLE OF CONTENTS 1. INTRODUCTION 3 2. WORK ENVIRONMENT 3 2.1 Discrimination & Harassment 3 2.2 Privacy of Personal Information 3 2.3 Internet

More information