Thrive Leicester follows thorough ‘Safer Recruitment’ processes and rigorous selection procedures for all new volunteers and representatives. This includes conducting various checks, to keep everyone safe.
Here’s our step-by-step process:
- Step 1: Volunteer Enquiry / expression of interest. The hopeful volunteer can enquire / express interest through the online volunteer enquiry form, or in person verbally, or by email, phone or message.
- Step 2: Enquiry conversation with the Thrive Coordinator. This will usually take place over Zoom and will explore why the person hopes to volunteer and what volunteering opportunities might be available.
- Step 3: Application. The enquirer will be sent forms to complete, including an Application form, a Confidential Declaration form, and a Volunteer Agreement form which details some of the main expectations and requirements of volunteers. This includes agreeing to abide by our Policies and Procedures, agreeing to live by our Code of Conduct and our Values, agreeing to play a part in working towards our Mission and Vision, and agreeing to our Statement of Faith. We expect every volunteer to abide by these things while undertaking all activities in connection to Thrive.
- Step 4: References and DBS checks. We send a thorough questionnaire to two referees to complete, detailing the applicant’s suitability for the role and for volunteering with vulnerable people. It is also essential for all volunteers working with vulnerable people to have a DBS check.
- Step 5: Interviews. These take place towards the end of the recruitment process for every volunteer if they are deemed suitable and appropriate for the volunteer roles after completing Steps 1-4. The Thrive Coordinator leads the interview, and may involve a member of the Thrive Oversight Group. The applicant will be told about the Coordinator’s decision within seven days of the volunteer interview, and that decision is final.
- Step 6: Volunteer Working Agreement. This document includes a role description, details of responsibilities, expectations, training opportunities, learning/development goals, and support arrangements for the volunteer. Part of it will be assembled based on the volunteer’s interests and skills as identified in the volunteer recruitment process. This must be agreed upon and signed by the new volunteer and the Thrive Coordinator.
Volunteers then have an initial probationary period of three months, and orientation and training are provided. All volunteers must undertake thorough safeguarding training, along with other training that we offer or signpost.
We then have a probationary review. At this meeting we discuss the three months together, look at the volunteer working agreement, and assess whether we mutually feel it would be suitable, appropriate and beneficial for them to continue volunteering with Thrive. We reserve the right to terminate the volunteer role if we feel the person is not suitable, or if we feel that their continued volunteering would not be beneficial to the individual or to Thrive.
If all parties are happy that the person continues to volunteer with Thrive, their volunteer working agreement will be updated and signed, and the volunteer will sign an expression of intent to commit to the volunteer role for two years. This is not legally binding, and under certain circumstances we may be able to accept volunteers who cannot commit to the full two years, but for the sake of consistency and trust it is better for volunteers to make this commitment where possible.
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Back to Policies & Procedures
Also, why not check out our Safeguarding Policy
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