|
 Few in the community would question the intent of state-based legislation aimed at protecting the interests of the vulnerable in the community. Some, however, have questioned whether 'suitability checks' - the practical manifestation of such legislation - should apply to volunteers, in case the checks become yet another impediment to attracting people willing to give of their time freely. The key to putting suitability checks in perspective lies in viewing them in the wider context of organisational risk management.
At its worst, a system of checks that is accompanied by a red-taped bureaucracy will undoubtedly prove to be a significant barrier to involving volunteers in the activities and services that support many of our young people, the elderly and people with disabilities. At their best, however, suitability checks conducted by a competent and efficient bureaucracy in a timely manner are an important element of any competent organisation's approach to risk management.
Suitability checks, whatever form they take across various jurisdictions, are far from a total solution for organisations seeking to engage skilled and able volunteers with the required attributes and good intentions. Instead, they should be accompanied by robust recruitment, interview and selection processes, and followed by a comprehensive approach to volunteer orientation and training. Ensuring that volunteer roles are well-defined and clearly articulated; having a standard approach to interviews and assessment of the potential volunteer's skills, abilities and attributes against the requirements of the role; and following up referees, all help organisations to satisfy themselves a volunteer is right for a role. When volunteers are given a thorough orientation and the boundaries of their role are clearly explained, there is significantly less risk that a volunteer will inadvertently expose themselves or the organisation to accusations of improper behaviour.
Organisations which aim for best practice and operate in accordance with the National Standards for Involving Volunteers will have clearly documented procedures in which these steps are simply a matter of course. They will also ensure that well-intentioned potential volunteers have little to fear in undergoing any of the required suitability checks. It is vital that organisations make sure the reasons for the checks are clearly understood and that they assure potential volunteers that any information provided as a result of the checks will be dealt with confidentially, fairly and sensitively.
Full and proper community recognition of the value of the work of volunteers will only ever be gained if volunteers are seen to operate within accepted community standards and frameworks that protect them, the organisations they work for and the public that they serve.
Kylee Bates, Deputy CEO
17 August 2006
|
