Modification History
The version details of this endorsed unit of competency set are in the table below. The latest information is at the top.
Version |
Comments |
1.0 |
E Replaces and is equivalent to SITXHRM004A Manage volunteers. |
Unit Descriptor
This unit covers the performance outcomes, skills and knowledge required to manage a volunteer workforce. It requires the ability to determine and evaluate volunteer staffing requirements, recruit, select, train and maximise volunteer retention.
Application of the Unit
This unit applies to individuals working in any industry who need to manage volunteer involvement in business or community activities. It is particularly relevant in the community, cultural, sporting and tourism sectors where volunteers feature prominently as part of the workforce both as part of one-off events and ongoing industry activities.
It applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff or operational supervisors and managers.
Licensing/Regulatory Information
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Pre-Requisites
Not applicable.
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements and Performance Criteria
Elements describe the essential outcomes of a unit of competency. |
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide. |
1. Research, determine and define needs for volunteer involvement. |
1.1 Determine and evaluate volunteer requirements based on analysis of relevant human resource information and consultation with relevant stakeholders. 1.2 Assess benefits , costs and risks of volunteer involvement to the organisation. 1.3 Establish and assess the requirements and impacts of relevant legislation and industry codes . 1.4 Define overall volunteer roles according to specific organisational or project requirements. |
2. Undertake volunteer recruitment. |
2.1 Identify and incorporate consideration of volunteer social and other motivations in work design programs. 2.2 Develop appropriate position descriptions based on review of volunteer roles. 2.3 Establish and incorporate volunteer rewards into the recruitment program. 2.4 Communicate and delegate responsibility for volunteer coordination to relevant paid personnel. 2.5 Identify key target areas from which volunteers might be recruited. |
3. Maximise volunteer retention. |
3.1 Develop a climate of recognition and support for volunteers through representation in the wider environment . 3.2 Identify and incorporate individual requirements of volunteers into work role design. 3.3 Arrange suitable induction and training for volunteers to ensure work roles, rights and responsibilities are clearly understood. |
4. Ensure a positive experience for volunteers. |
4.1 Liaise with volunteers regularly to monitor experience from both organisation and volunteer perspective. 4.2 Identify and evaluate areas of concern and initiate follow up action. |
Required Skills and Knowledge
This section describes the skills and knowledge required for this unit. |
Required skills |
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Required knowledge |
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Evidence Guide
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package. |
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Overview of assessment |
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Critical aspects for assessment and evidence required to demonstrate competency in this unit |
Evidence of the ability to:
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Context of and specific resources for assessment |
Assessment must ensure use of:
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Method of assessment |
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
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Guidance information for assessment |
The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:
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Range Statement
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. 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) may also be included. |
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Human resource information may include: |
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Benefits , costs and risks may include: |
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Relevant legislation and industry codes may include: |
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Social and other motivations may relate to: |
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Position descriptions may include information on: |
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Volunteer rewards may include: |
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Target areas may include: |
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Representation in the wider environment may include: |
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Unit Sector(s)
Cross-Sector
Competency Field
Human Resource Management