Assessor Resource

SITXHRM005
Manage volunteers

Assessment tool

Version 1.0
Issue Date: April 2024


This unit covers the performance outcomes, skills and knowledge required to manage a volunteer workforce, maximising the retention of its members. It requires the ability to determine and evaluate volunteer staffing requirements, and recruit, select and train volunteers.

The unit applies to individuals working in any industry who need to manage volunteer involvement in business or community activities.

It applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff or operational supervisors and managers.

It is particularly relevant in the community, cultural, sporting, events and tourism sectors where volunteers feature prominently as part of the workforce, both as part of one-off events and ongoing activities.

No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication.

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


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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

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 to the organisation of volunteer involvement.

1.3.Establish and assess requirements and impacts of relevant legislation and industry codes.

1.4.Define overall volunteer roles according to specific organisational or project requirements and plan for recruitment of appropriate numbers and skills.

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 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.

3.4.Liaise with volunteers regularly to monitor experience from both organisation and volunteer perspective.

3.5.Identify and evaluate areas of concern and initiate follow up action.

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

determine volunteer staffing requirements for an organisation, project or activity

recruit and select volunteers for the above organisational requirements, project or activity, noting details of the following:

preparation of position description

targeted sources for recruitment

volunteer rewards

prepare and implement induction and training for the above volunteers

maximise retention of those volunteers recruited above by:

monitoring their volunteer experience

evaluating their involvement in organisation, project or activity, and following up as required.

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

contribution made by volunteers in the relevant industry or community sector

motivational patterns of volunteers

benefits, costs and risks to an organisation of using volunteers:

community development

community engagement

financial implications

impact on the paid workforce

risks of using untrained or partially trained staff

human resource management practices and principles for volunteers:

defining broad work roles and position descriptions

recruitment methods

training requirements

information inclusions in volunteer position descriptions:

accountability

commitment

reimbursement of costs

required knowledge

responsibilities

rewards

skills and attributes

contribution of volunteer work to broader organisational or project goals and strategies

insurance issues that impact on using a volunteer workforce

key elements of legislation that impact on managing volunteers:

equal employment opportunity (EEO)

work health and safety (WHS)

workplace relations.

Skills must be demonstrated in an operational business or activity for which volunteers are recruited, selected and managed. This can be:

an industry workplace

a simulated industry environment or activity.

Assessment must ensure access to:

organisation specifications:

operational information about the organisation or activity subject to volunteer use

current recruitment documentation

volunteer position descriptions

volunteers with whom the individual can interact; these can be:

volunteers in an industry environment who are assisted by the individual during the assessment process; or

individuals who participate in role plays or simulated activities, set up for the purpose of assessment, in a simulated industry environment operated within a training organisation.

Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.

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.

ELEMENTS

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

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 to the organisation of volunteer involvement.

1.3.Establish and assess requirements and impacts of relevant legislation and industry codes.

1.4.Define overall volunteer roles according to specific organisational or project requirements and plan for recruitment of appropriate numbers and skills.

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 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.

3.4.Liaise with volunteers regularly to monitor experience from both organisation and volunteer perspective.

3.5.Identify and evaluate areas of concern and initiate follow up action.

Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and:

determine volunteer staffing requirements for an organisation, project or activity

recruit and select volunteers for the above organisational requirements, project or activity, noting details of the following:

preparation of position description

targeted sources for recruitment

volunteer rewards

prepare and implement induction and training for the above volunteers

maximise retention of those volunteers recruited above by:

monitoring their volunteer experience

evaluating their involvement in organisation, project or activity, and following up as required.

Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit:

contribution made by volunteers in the relevant industry or community sector

motivational patterns of volunteers

benefits, costs and risks to an organisation of using volunteers:

community development

community engagement

financial implications

impact on the paid workforce

risks of using untrained or partially trained staff

human resource management practices and principles for volunteers:

defining broad work roles and position descriptions

recruitment methods

training requirements

information inclusions in volunteer position descriptions:

accountability

commitment

reimbursement of costs

required knowledge

responsibilities

rewards

skills and attributes

contribution of volunteer work to broader organisational or project goals and strategies

insurance issues that impact on using a volunteer workforce

key elements of legislation that impact on managing volunteers:

equal employment opportunity (EEO)

work health and safety (WHS)

workplace relations.

Skills must be demonstrated in an operational business or activity for which volunteers are recruited, selected and managed. This can be:

an industry workplace

a simulated industry environment or activity.

Assessment must ensure access to:

organisation specifications:

operational information about the organisation or activity subject to volunteer use

current recruitment documentation

volunteer position descriptions

volunteers with whom the individual can interact; these can be:

volunteers in an industry environment who are assisted by the individual during the assessment process; or

individuals who participate in role plays or simulated activities, set up for the purpose of assessment, in a simulated industry environment operated within a training organisation.

Assessors must satisfy the Standards for Registered Training Organisations’ requirements for assessors.
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
Determine and evaluate volunteer requirements based on analysis of relevant human resource information and consultation with relevant stakeholders. 
Assess benefits, costs and risks to the organisation of volunteer involvement. 
Establish and assess requirements and impacts of relevant legislation and industry codes. 
Define overall volunteer roles according to specific organisational or project requirements and plan for recruitment of appropriate numbers and skills. 
Identify and incorporate consideration of volunteer social and other motivations in work design programs. 
Develop appropriate position descriptions based on review of volunteer roles. 
Establish and incorporate volunteer rewards into recruitment program. 
Communicate and delegate responsibility for volunteer coordination to relevant paid personnel. 
Identify key target areas from which volunteers might be recruited. 
Develop a climate of recognition and support for volunteers through representation in the wider environment. 
Identify and incorporate individual requirements of volunteers into work role design. 
Arrange suitable induction and training for volunteers to ensure work roles, rights and responsibilities are clearly understood. 
Liaise with volunteers regularly to monitor experience from both organisation and volunteer perspective. 
Identify and evaluate areas of concern and initiate follow up action. 

Forms

Assessment Cover Sheet

SITXHRM005 - Manage volunteers
Assessment task 1: [title]

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

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Assessment Record Sheet

SITXHRM005 - Manage volunteers

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

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Overall assessment result: Competent Not yet competent

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