APPENDIX:

I. SPECIFIC QUESTIONS ASKED OF POTENTIAL VOLUNTEERS:

  • Questions will be routinely asked of all potential volunteers, such as: What attracted you to our agency?; What do you hope to receive through your volunteer work with us?; What volunteer jobs have you held in the past?, What skills do you have to contribute?; What experiences have you had with the aged? and Have you gone into other's homes to work before?

II. THE INTERVIEW:

  • During the interview, the Director will review the program and the mission statement. The Director will explain what is expected of HOV volunteers. Explanations will be given regarding how to interact with clients and how to visit them in their homes.

 

III. SPECIFIC EMERGENCY VOLUNTEER INSTRUCTIONS:


Accidents and Injuries

  • Any accident or injury to client will be reported to the HOV office and to the client's significant other/relative immediately. A written report will be filed.
  • In a dire emergency or if one suspects chest pain, head injury, bleeding, or broken bones, call 911 without hesistation.
  • In either case listed above, do not leave the client unattended until HOV administration and the client's family or medical emergency services provide further direction and relief.

Unusual Incidents

  • Any unusual incident, such as the damaging of client property, safety concerns or questionable behavior must be reported to the HOV office as soon as possible. A written report must be filed.

 

Automobile Accidents

  • If an auto accident occurs with a volunteer's car, report the accident to the police and to the HOV office. If the client is injured, call 911 immediately.

 

IV. VOLUNTEER EVALUATION/REPORTING:

  • It is our intent to focus on the positive aspects of our volunteer's involvement. We believe that supervision can identify problems when they are small, by providing suggestions for improvement, diagnosing volunteers who need additional help and by reward achievement.
  • We believe that by providing our volunteers with feedback they will be more effective and more highly motivated, and we welcome their feedback as well.

Possible alternatives to termination to be considered are:

  • Re-supervising: Occasionally a volunteer simply needs to be reminded of the rules and procedures that need to be followed. A firm reminder may be enough to solve the problem.
  • Re-training: Some misperformance may be through ignorance. You may find that the volunteer needs a refresher course, or more detailed instruction.
  • Re-motivating: A volunteer may have lost their interest or enthusiasm. Attempts to re-interest the volunteer by giving them a new challenge or a leave of absence may help refresh their outlook.
  • Re-assignment: A problem might arise from a mismatched client or fellow volunteer. A change of clients or co-workers might be helpful in this kind of case.
  • Refer the volunteer to another agency: Perhaps the volunteer's talents and interests can best be utilized at another agency.
  • Retire the volunteer with honor.

 

V. VOLUNTEER TERMINATION PROCEDURE:

A formal system for terminating a relationship with a volunteer may be necessary because of misconduct (drinking, drug use, breach of confidentiality, criminal behavior, etc.) or unsatisfactory performance (unreliability, inability to perform assigned tasks, disruptive behavior, etc.).

The Director shall in all cases:

  • take the time to hear both sides of every story and to develop proof of transgression where possible.
  • a graduated system of punishment may be used when appropriate (warning, suspension, termination).
  • follow through with fair and equal enforcement policies.
  • provide for follow-up notification when necessary to staff, clients and others who need to be informed that the volunteer is no longer connected to the agency.

It is especially vital to notify any clients with whom the volunteer has been matched that the volunteer is no longer representing or working with the agency.

The Director when possible, will give exit interviews to all volunteers who leave HOV. This activity is undertaken to expose program weaknesses and take improvement steps to strengthen our program.