Elements and Performance Criteria

The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any essential operating conditions that may be present with training and assessment depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts.


Principles of volunteering may include:
Philosophy of volunteering
Definition and principles of volunteering
Awareness of:
Volunteer Australia's national standards for involving volunteers in not-for-profit organisations
National Agenda on Volunteering: Beyond the International Year of Volunteers
Australasian Association for Volunteer Administrators (AAVA)
Volunteer infrastructure includes peak bodies at state/national level, resource and referral centres, websites and National Volunteer Skills Centre


Diversity may relate to differences and may include:
Languages
Educational background
Experience
Skills and knowledge
Gender
Race or cultural origin
Physical capability
Age
Socioeconomic status
Religious affiliation
Marital status
Sexual orientation
Personality styles
Learning styles
Working styles
Motivations for volunteering
Expectations of volunteer work
People new to volunteering


Organisation may include:
Mission and vision statement
Strategic and business plans (particularly relating to the volunteer program)
Structure of the organisation including lines of communication, roles, responsibilities and authority
Aim of volunteer involvement in the organisation
Rights and corresponding responsibilities of the organisation to volunteers
Rights and corresponding responsibilities of volunteers to the organisation
Expectations of volunteers by the organisation
Expectations of the organisation/volunteer work by volunteers


Legislation/policies and procedures may relate to:
Policies and procedures including:
WHS
equal opportunity, harassment and discrimination
privacy - personal, organisation and client
confidentiality - personal, organisation and client
insurance - coverage
risk management
out of pocket expenses/reimbursement of expenses
grievance and disciplinary
relationship/difference between paid and unpaid staff
use of motor vehicles
duty of care
orientation, education and training for volunteers
employment and recruitment procedures of volunteers
minimum/maximum time commitments of volunteer staff
pre-employment reference audits/checks (i.e. police etc)
volunteer involvement, appropriate roles and position descriptions
orientation program for volunteers
recognition of volunteer contribution to the organisation
support structures/mechanisms for volunteers


Volunteers may include:
Unpaid workers who are in paid employment elsewhere - part-time or full-time
Unpaid workers who are not in paid employment


Appropriate persons volunteers may relate to:
Supervisors
Paid and unpaid colleagues
Trainer
Clients/customers
General public

The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate this unit of competency:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
It is recommended that assessment or information for assessment will be conducted or gathered over a period of time and cover the normal range of workplace situations and settings
This unit will be most appropriately assessed in the workplace and under the normal range of workplace conditions
Where, for reasons of safety, space, or access to equipment and resources, assessment takes place away from the workplace, the assessment environment should represent workplace conditions as closely as possible


Access and equity considerations:
All workers in community services should be aware of access, equity and human rights issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on Aboriginal and/or Torres Strait Islander clients and communities


Context of and specific resources for assessment:
This unit can be assessed independently, however holistic assessment practice with other community services units of competency is encouraged
Resources required for assessment include access to:
appropriate workplace where assessment can take place
relevant organisation policy, protocols and procedures
equipment and resources normally used in the workplace


Method of assessment may include:
Observation in the workplace
Written assignments/projects
Case study and scenario analysis
Questioning
Role play simulation