Unit of competency Outline
Date retreived
23/07/2026 11:30 PM AWST
23/07/2026 11:30 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Recruit and co-ordinate volunteers
Recruit and co-ordinate volunteers
Unit of competency
National Code
CHCORG25B
CHCORG25B
State Code
S3215
S3215
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
21/04/2011
Field of Education
080303 - Human Resource Management
Original Release Date
21/04/2011
Nominal Hours
25
Description
This unit deals with developing and supporting volunteer workers in an agency.This unit deals with developing and supporting volunteer workers in an agency
Notes
Elements and Performance Criteria
No information
Volunteers may include:
Unpaid workers who are in paid employment elsewhere
Unpaid workers who are not in paid employment
Roles of volunteers may include:
Agency management
Direct service including reception, telephone advice lines, service user support
Volunteers may include:
Unpaid workers who are in paid employment elsewhere
Unpaid workers who are not in paid employment
Roles of volunteers may include:
Agency management
Direct service including reception, telephone advice lines, service user support
Unpaid workers who are in paid employment elsewhere
Unpaid workers who are not in paid employment
Roles of volunteers may include:
Agency management
Direct service including reception, telephone advice lines, service user support
Volunteers may include:
Unpaid workers who are in paid employment elsewhere
Unpaid workers who are not in paid employment
Roles of volunteers may include:
Agency management
Direct service including reception, telephone advice lines, service user support
Critical aspects of assessment:
Volunteer recruitment and coordination meets both the needs of the organisation and support requirements for volunteer roles.
Essential knowledge:
The impact of cultural or community attitudes on appropriate roles, relationships and approaches of the volunteer worker
The implications of differences in attitudes and values in working in the agency
Relevant legislation and public policies relating to the employment of unpaid workers
Essential skills:
Coordination of people, processes and information
Provision of support to a diverse range of people
Conflict resolution/negotiation and mediation
Cross cultural communication and negotiation
Verbal and written communication
Resource implications:
Access to appropriate workplace or community where assessment can take place, or
Simulation of realistic workplace or community setting for assessment
Consistency in performance:
Consistency in performance should consider the volunteer recruitment and co-ordination requirements of the workplace.
Context for assessment:
This unit can be assessed in the community or in a simulation which relates closely to the experience of the workplace and the community.
Critical aspects of assessment:
Volunteer recruitment and coordination meets both the needs of the organisation and support requirements for volunteer roles.
Essential knowledge:
The impact of cultural or community attitudes on appropriate roles, relationships and approaches of the volunteer worker
The implications of differences in attitudes and values in working in the agency
Relevant legislation and public policies relating to the employment of unpaid workers
Essential skills:
Coordination of people, processes and information
Provision of support to a diverse range of people
Conflict resolution/negotiation and mediation
Cross cultural communication and negotiation
Verbal and written communication
Resource implications:
Access to appropriate workplace or community where assessment can take place, or
Simulation of realistic workplace or community setting for assessment
Consistency in performance:
Consistency in performance should consider the volunteer recruitment and co-ordination requirements of the workplace.
Context for assessment:
This unit can be assessed in the community or in a simulation which relates closely to the experience of the workplace and the community.
Volunteer recruitment and coordination meets both the needs of the organisation and support requirements for volunteer roles.
Essential knowledge:
The impact of cultural or community attitudes on appropriate roles, relationships and approaches of the volunteer worker
The implications of differences in attitudes and values in working in the agency
Relevant legislation and public policies relating to the employment of unpaid workers
Essential skills:
Coordination of people, processes and information
Provision of support to a diverse range of people
Conflict resolution/negotiation and mediation
Cross cultural communication and negotiation
Verbal and written communication
Resource implications:
Access to appropriate workplace or community where assessment can take place, or
Simulation of realistic workplace or community setting for assessment
Consistency in performance:
Consistency in performance should consider the volunteer recruitment and co-ordination requirements of the workplace.
Context for assessment:
This unit can be assessed in the community or in a simulation which relates closely to the experience of the workplace and the community.
Critical aspects of assessment:
Volunteer recruitment and coordination meets both the needs of the organisation and support requirements for volunteer roles.
Essential knowledge:
The impact of cultural or community attitudes on appropriate roles, relationships and approaches of the volunteer worker
The implications of differences in attitudes and values in working in the agency
Relevant legislation and public policies relating to the employment of unpaid workers
Essential skills:
Coordination of people, processes and information
Provision of support to a diverse range of people
Conflict resolution/negotiation and mediation
Cross cultural communication and negotiation
Verbal and written communication
Resource implications:
Access to appropriate workplace or community where assessment can take place, or
Simulation of realistic workplace or community setting for assessment
Consistency in performance:
Consistency in performance should consider the volunteer recruitment and co-ordination requirements of the workplace.
Context for assessment:
This unit can be assessed in the community or in a simulation which relates closely to the experience of the workplace and the community.
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| D2634 | CHCORG525C | Recruit and coordinate volunteers | Unit of competency |
| D8595 | CHCORG525D | Recruit and coordinate volunteers | Unit of competency |