PEMAC is committed to optimizing member engagement on PEMAC initiatives by structuring the program using guidance from the Board of Directors, feedback from all levels of the association, and synthesizing that with research-based and best practices in the field of engagement and retention. Moving from an informal system to a formal system and ultimately a strategic system, PEMAC's volunteer program aims to deliver excellence and recognizes the Canadian Code for Volunteer Engagement.
The Canadian Code for Volunteer Involvement
The Value of Volunteer Involvement
- Volunteer involvement has a powerful impact on Canadian society, communities, organizations, and individuals.
- Volunteer involvement is fundamental to a healthy and democratic society in Canada.
- It promotes civic engagement and active participation in shaping the society we want.
- It gives everyone a voice and the space to contribute to the quality of life in communities.
- Volunteer involvement is vital for strong, inclusive, and resilient communities.
- It promotes change and development through the collective efforts of those who know the community best.
- It identifies and supports local strengths and assets to respond to community challenges while strengthening the social fabric.
- Volunteer involvement builds the capacity of organizations.
- It provides organizations with the skills, talents, and perspectives that are essential to their relevance, vitality, and sustainability.
- It increases the capacity of organizations to accomplish their goals through programs and services that respond to and are reflective of the unique characteristics of their communities.
- Volunteer involvement is personal.
- It promotes a sense of belonging and general well-being.
- It provides the opportunity for individuals to engage according to their personal preferences and motivations.
- Volunteering is about building relationships.
- It connects people to the causes they care about, and allows community outcomes and personal goals to be met within a spectrum of engagement.
- It creates opportunities for non-profit organizations to accomplish their goals by engaging and involving volunteers, and it allows volunteers an opportunity to engage with and contribute to building community
Guiding Principles for Volunteer Involvement
Volunteers have rights (see more on this in the 'Volunteer Rights and Responsibilities section).
- Non-profit organizations recognize that volunteers are a vital human resource and will commit to the appropriate infrastructure to support volunteer engagement.
- The organization's practices ensure effective volunteer involvement.
- The organization commits to providing a safe and supportive environment for volunteers.
Volunteers have responsibilities
- Volunteers make a commitment and are accountable to the organization (agreed to in the Volunteer Service Agreement)
- Volunteers will act with respect for the cause, the stakeholders, the organization, and the community.
- Volunteers will act responsibly and with integrity
Organizational Standards for Volunteer Involvement
The Canadian Code for Volunteer Involvement (CCVI) is a road map for integrating volunteers strategically into the work of an organization. It helps leaders understand the value and impact volunteer involvement can have in advancing the organization's mission. By adopting the standards outlined below, the organization demonstrates a commitment to engaging and supporting volunteers in a meaningful and responsible way.
1. Mission-based Approach
The organization's board of directors and senior staff acknowledge, articulate, and support the vital role of volunteers in achieving the organization's purpose or mission. Volunteer roles are clearly linked to the organization's mission.
2. Human Resources
Volunteers are welcomed and treated as valued and integral members of the organization's human resources team. The organization has a planned and integrated approach for volunteer involvement that includes providing appropriate resources to support volunteer involvement.
3. Policies and Procedures
A policy framework that defines and supports the involvement of volunteers is adopted by the organization.
4. Volunteer Administration
The organization has a clearly designated individual(s) with appropriate qualifications responsible for supporting volunteer involvement.
5. Risk Management and Quality Assurance
Risk management procedures are in place to assess, manage, or mitigate potential risks to the volunteers, the organization and its clients, members and participants that may result from the delivery of a volunteer-led program or service. Each volunteer role is assessed for level of risk as part of the screening process.
6. Volunteer Roles
Volunteer roles contribute to the mission or purpose of the organization and clearly identify the abilities needed. Volunteer roles involve volunteers in meaningful ways that reflect their skills, needs, interests, and backgrounds.
7. Recruitment
Volunteer recruitment incorporates a broad range of internal and external strategies to reach out to diverse sources of volunteers.
8. Screening
A clearly communicated and transparent screening process, which is aligned with the risk management approach, is adopted and consistently applied across the organization.
9. Orientation and Training
Volunteers receive an orientation to the organization, its policies, and practices. Also, all volunteers will be oriented to their roles and given support and training as needed to be successful in the role.
10. Support and [Leadership]
Volunteers receive the level of support and supervision required for the role and are provided with regular opportunities to give and receive feedback.
11. Records Management
Standardized documentation and records management practices and procedures are followed and are in line with current relevant legislation.
12. Technology
Volunteers are engaged and supported within the organization through the integration and intentional use of current technology. New opportunities to strengthen volunteer engagement and capacity through the use of technology are evaluated continually.
13. Recognition
The contributions of volunteers are acknowledged by the organization with ongoing formal and informal methods of recognition, applicable to the volunteer role. The value and impact of volunteer contributions are understood and acknowledged within the organization and communicated to the volunteer.
14. Constructive feedback
A feedback framework is in place to support optimal engagement, and gauge volunteer satisfaction. The effectiveness of the volunteer engagement strategy in meeting the organization's mandate is also evaluated.