Volunteers are not employees. This means they are not subject to the employment standards of your jurisdiction. However, a policy framework for volunteer engagement can help you align with other legal requirements in your region. In many cases, existing HR policies for employees can be extended to include volunteers when appropriate. ...
The purpose of this policy is to clarify a consistent approach to providing honorariums as a specific gesture of thanks when voluntary services are provided and would not require a fee....
Volunteer recognition is an ongoing, year-round component of meaningful volunteer engagement that centres the impact volunteers make. Different methods of appreciation may be an attractive factor for potential volunteers to join your organization. Meaningful recognition must reflect the goals of volunteers. Ideally, recognition is honest, sincere, and delivered in a timely and appropriate manner. This means it aligns with what volunteers want and happens soon after or during their involvement. ...
Volunteer recognition is an ongoing, year-round component of meaningful volunteer engagement that centres the impact volunteers make. Different methods of appreciation may be an attractive factor for potential volunteers to join your organization. ...
When crafting a volunteer position description, always be clear and concise. The position description must match the reality of the role and let potential volunteers know what to expect. Typical volunteer position descriptions include a role title ...
Effectively supporting volunteers starts with appropriately planning roles. A well-planned role includes specific responsibilities and duties, and avoids language like “other duties as assigned.” If it’s not clear what a volunteer will be doing, then a volunteer isn’t needed. To get started planning and building a role, ensure you have the answer to the following questions...
Practical resources to help nonprofits assess equity in their organizations, build strong equity working groups, and move from reflection to action....
Beyond the review, ensure managers are regularly meeting their team members for one-on-ones and check-ins. In addition to reviewing progress and any blockers on their projects, this is a great space to review progress on goals, check in on their well-being and give/receive feedback....
Performance reviews don’t need to be punitive, scary, or focused only on someone’s shortcomings. At their best, they are forward-looking conversations that focus on growth, clarify expectations, celebrate wins, and make plans for the future. ...
Before you can measure performance, you need to define it. That is where your performance framework — including job levels, competencies, and career ladders — comes in. ...
At its core, performance management is a system for making sure your team knows: What is expected of them How they are doing against those expectations How they can grow and develop at work How their work connects to the organization's overall goals and mission ...
This sample interview guide offers a structured, equitable approach to interviews that supports fair decision-making and reflects justice, equity, diversity, and inclusion (JEDI) values throughout the hiring process....
