Assessor Resource

CHCORG25B
Recruit and co-ordinate volunteers

Assessment tool

Version 1.0
Issue Date: April 2024


Not applicable.

This unit deals with developing and supporting volunteer workers in an agency.

This unit deals with developing and supporting volunteer workers in an agency

You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)

Prerequisites

Not applicable.

Employability Skills

Not applicable.



Evidence Required

List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.

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.

Submission Requirements

List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here

Assessment task 1: [title]      Due date:

(add new lines for each of the assessment tasks)

Assessment Tasks

Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.

Not applicable.

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
Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.

Observation Checklist

Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice Yes No Comments/feedback
The role, responsibilities and parameters for exercising influence are identified and negotiated with key people in the organisation and community to ensure support 
Authority and accountability are established according to organisation's guidelines and community requirements 
Factors which will have an impact on leadership style and role are assessed and addressed in the development of individual and organisational practice 
Processes for support of volunteers are identified. 
Consultation structures are developed and maintained to provide support for coordinated planning and decision making 
Strategic alliances with key people are developed and maintained to maximise personal and organisational effectiveness 
Effective communication and interpersonal skills are routinely modeled and promoted 
Appropriate continuous improvement processes are implemented to ensure ongoing effectiveness of work 
Where necessary, a waiting list of appropriate applicants is maintained. 
An on-going recruitment program is implemented as required. 
The factors which influence the effectiveness of performance are researched and analysed 
Strategies for promoting the effectiveness of community work are developed and implemented 
Strategies for developing and maintaining quality performance are researched and established 
Performance standards and requirements are developed, negotiated, promoted and used to guide organisational and personal work delivery 
Implementation of changes in practices, policies and procedures is negotiated and promoted to gain support 
Potential roles for volunteers are identified 
Roles are discussed and agreed upon by management 
Role descriptions are developed 
Processes for support of volunteers are identified 
Volunteers are sought through advertising in relevant media and community networks 
Interviews with potential volunteers are arranged and completed 
Selections are made and management advised 
Successful volunteers are advised of their selection 
Where necessary, a waiting list of appropriate applicants is maintained 
An on-going recruitment program is implemented as required 
Volunteers are provided with an orientation to the organisation 
Training for specific role is provided in a manner appropriate to the needs and resources of the organisation 
Regular meetings of volunteers are established 
A review of roles and performance is regularly undertaken 
Individual support and debriefing is provided when necessary 

Forms

Assessment Cover Sheet

CHCORG25B - Recruit and co-ordinate volunteers
Assessment task 1: [title]

Student name:

Student ID:

I declare that the assessment tasks submitted for this unit are my own work.

Student signature:

Result: Competent Not yet competent

Feedback to student

 

 

 

 

 

 

 

 

Assessor name:

Signature:

Date:

Assessment Record Sheet

CHCORG25B - Recruit and co-ordinate volunteers

Student name:

Student ID:

Assessment task 1: [title] Result: Competent Not yet competent

(add lines for each task)

Feedback to student:

 

 

 

 

 

 

 

 

Overall assessment result: Competent Not yet competent

Assessor name:

Signature:

Date:

Student signature:

Date: