BACKGROUND DISCUSSION PAPER
|
|
- Sharleen Edwards
- 5 years ago
- Views:
Transcription
1 Review of National Standards for Involving Volunteers in Not for Profit Organisations BACKGROUND DISCUSSION PAPER October 2014 This Discussion Paper provides a background to the Review of the National Standards for Involving Volunteers in Not for Profit Organisations (the National Standards) and identifies the issues to be considered as part of the review. The Discussion Paper is primarily for members of the Project Reference Group and other people familiar with the National Standards who are interested in providing more extensive comment. It is also designed to be used as background by State and Territory representatives wishing to conduct local consultations and discussions. The feedback and responses from this process will inform the drafting of a revised set of National Standards, the drafting of supporting materials for organisations to use in implementing the National Standards and the drafting of recommendations for a formal quality assurance system. Each section of the Discussion Paper contains questions that participants are asked to consider in preparation for providing comment and/or completing the online survey. Invitation to participate in the review Your input and comment is important to the review process. If you are a member of the Project Reference Group, or would like to provide input to the review, please read this discussion paper and consider the questions after each section. You can then provide your feedback in one or more of the following ways: At the Project Reference Group (PRG) meeting (for PRG members) Via the online survey: click on this link to open the survey when you are ready: This survey will remain open until 7 November 2014 Via some State and Territory volunteer peak bodies: watch out for information about consultation sessions If you have questions about the review process or time frame, please contact ns.review@volunteeringsa-nt.org.au 1 BREAKING NEW GROUND ABN
2 1. BACKGROUND The National Standards for Involving Volunteers in Not for Profit Organisations (the National Standards) were originally endorsed by Volunteering Australia in In 2009 Volunteering Australia undertook Phase 1 of a review of the National Standards, and published the findings of the initial consultation in June The consultation involved distribution of information to a wide range of stakeholders and an online survey that resulted in 386 completed surveys. The report (Review of the National Standards for Involving Volunteers in Not for Profit Organisations Phase One: Initial Consultation, June 2009) contained 15 specific recommendations, with the main findings being: The National Standards were comprehensive, clear and relevant and in need of some refinements and additions rather than from a significant rewrite (p3). This was identified as primarily a need for plainer English and the clarification of some of the terminology and concepts used in the National Standards. Other standards frameworks and legislative requirements need to be analysed and common elements aligned with the National Standards to prevent duplication of effort for organisations wishing to meet the National Standards alongside other existing sets of standards. A reviewed set of National Standards should incorporate some aspects of the Canadian Code for Volunteer Involvement and the United Kingdom s Investing in Volunteers award program. There was a reasonable level of support for a formal system of quality assurance for the National Standards. This was described in the survey as formal accreditation, and was supported by 64% of respondents (p23). There were also a number of concerns raised by respondents about formal quality assurance systems, including duplication with other compliance obligations, cost and time involved, and applicability to different types of organisations (particularly smaller, poorly resourced or organisations without paid staff). Targeted promotion is needed to develop more interest in some sectors where take up of the National Standards was lower. Phase 2 of the review of the National Standards commenced in 2014, under the coordination of the National Standards Working Group (composed of representatives from State and Territory volunteer peak bodies). This project, conducted by BNG NGO Services Online (BNG), has incorporated the findings from the Review Report (2009) and aims to identify: how the National Standards content can be simplified and made more accessible how the National Standards can apply to different types of volunteering and to a wide range of organisations support materials that would be useful for organisations wanting to meet the National Standards how the National Standards can be aligned with other standards frameworks and legislative requirements. the best way to set up a quality assurance system that would provide proof of compliance to organisations meeting the National Standards. 2 BREAKING NEW GROUND ABN
3 2 ISSUES 2.1 Accessibility of content To improve the accessibility of the content of the National Standards, changes need to be made to the language and the layout. Currently the National Standards are presented as blocks of text, with a statement about the intent of the Standard, the Standard itself and the criteria. There are 2 5 sub headings for each Standard and then a number of criteria under each. The points under each set of criteria are a mix of mandatory requirements and good practice example. To simplify the language and improve accessibility, it is proposed that: a summary overview of the standards be included text is edited with plain English where relevant the criteria are expressed as statements rather than questions the layout is put into table format with less detail under each standard details for each criterion are moved to a practice guide column and mandatory requirements distinguished from good practice points. These could also be presented as checkbox lists. The example at Attachment 1 shows an extract from Standard 1: Policies and Procedures in its current layout. In Attachment 2 the same example is shown in the new proposed format. Questions to consider: Do you think the proposed changes make the content of the National Standards 2.2 more accessible? Are there any other ways the National Standards could be made more accessible 2.3 and easy to use? Applicability of Standards The National Standards are intended to be relevant to any organisation with volunteers, and to apply to a diverse range of organisations. The requirements of the National Standards need to be appropriate to the size and complexity of an organisation, the type of volunteering activities, and the perceived level of risk involved in the activities of volunteers. The Review Report (2009) indicated that the capacity of an organisation to implement the National Standards was more likely to be dependent on physical and material resources than other factors, and that implementation requirements needed to be scaled to the resource capacity of organisations. To identify the way in which requirements within the National Standards may apply differently to different organisations, it is necessary to identify what would change the way the National Standards are applied. 3 BREAKING NEW GROUND ABN
4 The following four areas have been identified: a. Staffing structure: The more formal the staffing structure of an organisation, the more criteria of the National Standards may need to apply. Organisations may be grouped into one of the following: organisations with no paid staff or volunteer coordinator and no separation between members and volunteers. organisations with no paid staff, but with a designated coordinator of volunteers (paid or unpaid). organisations with paid staff and volunteers. b. Size of volunteer workforce: Some criteria may be more critical for organisations with larger volunteer workforces. Groupings may include: less than 5 volunteers 6 20 volunteers volunteers more than 50 volunteers c. Risk of work activity: Hazardous work activities will require more careful management of some aspects of volunteer work than for low risk activities. Hazardous work activity should include physically dangerous work (SES, surf lifesaving) and emotionally hazardous work (crisis phone line counselling). Categories may include: high physical hazard high emotional hazard medium hazard (working with vulnerable or frail people, driving, working with children) low hazard (clerical, reception) d. Type of volunteer workforce: The duration of a volunteer s involvement and the mechanism for recruiting volunteers may impact the applicability of some criteria. Categories may include: longer term volunteers short term, episodic (recruited for specific events) fixed term placement volunteers (employment programs) Questions to consider: Do you think that the groupings identified would allow the National Standards to be applied appropriately in different circumstances? Do you have any other suggestions about the best way to ensure the National Standards are applied appropriately in different circumstances? 4 BREAKING NEW GROUND ABN
5 2.3 Supporting materials The current supporting materials for the National Standards consist of the Implementation Guide and the Workbook Resources Kit. The Review Report (2009, p16) identified a number of improvements that could be made to supporting materials to make them more accessible. These included: options for CD, DVD and online tools accessible formats and languages (translations for CALD communities, appropriate format for people with visual impairments) more practical resources, including generic and sector specific examples, best practice case studies, scenarios, templates and visuals cross-referencing between Standards and relevant legislative/regulatory requirements a website with links to FAQs and searchable features The Review Report (2009) identified that the volume of text was daunting for some and that the book format was bulky, too complex and time consuming. It is proposed to replace the current supporting materials with a choice for users of: an online tool linked to practical resources and examples a soft copy workbook with links to practical resources and examples Questions to consider: Would you support the supporting materials being provided as an online tool and as a soft copy alternative? What other supporting materials would you find helpful? 2.4 Alignment with other standards frameworks and legislative requirements The Review Report (2009) recommended alignment of the National Standards with other relevant sets of quality standards and with relevant legislative requirements. Identification of relevant legislative requirements is relatively straightforward, and it is proposed that this be incorporated into the Standards. Alignment with other standards requires mapping of other sets of standards against the National Standards, and determination of common or equivalent requirements. The primary aim of aligning the standards would be to identify which criteria of the National Standards would be met by meeting criteria in another set of standards. This information would show users (and independent quality assurance reviewers), which National Standards were already met by an organisation accredited under one of the other mapped standards. 5 BREAKING NEW GROUND ABN
6 Equivalent criteria are likely to be found in: sets of standards that have either a specific standard referring to volunteers and/or a standard addressing human resource management. standards or codes of practice for specific volunteering activities (e.g. Surf Life Saving, State Emergency Services) Question to consider: Would alignment with other sets of standards and legislative requirements reduce the work for your organisation in meeting the National Standards? 2.5 Benchmarking with the UK and Canada A summary of the National Standards for Involving Volunteers in Not for Profit Organisations, the Canadian Code for Volunteer Involvement and the United Kingdom s Investing in Volunteers award program is provided in Attachment 1. The summary contains only the main standard or indicator. In each set of standards these are accompanied by detailed requirements or practice guides. A link is provided to the original documents for people wishing to view the detail. The Review Report (2009) recommended that the learnings from comparison with other international standards be considered in the redrafting of the National Standards. Most of the points raised relate to the types of supporting materials provided and the assessments and implementation processes, which are considered elsewhere in this review discussion paper. While the content of all three standards cover common ground, there are some aspects of the content of the two international standards that could be considered for inclusion in the National Standards. Question to consider: Are there any changes you would suggest to the Australian National Standards based on the content in the Canadian and UK equivalents, or other sets of standards that you are familiar with? 2.6 Quality assurance system The Review Report (2009) recommended the development of a formal accreditation system for the National Standards. Whilst there has been some support for this, there are a number of concerns about introducing a formal system. These include: the time and resources required for organisations to assess and meet the Standards the duplication with other sets of standards or legislative requirements 6 BREAKING NEW GROUND ABN
7 Based on the findings of the Review Report (2009), it is proposed that any formal quality assurance system operate on the following principles: Principle 1: Recognition of other standards (as discussed in Section 2.4 Alignment with other standards frameworks) Principle 2: Scaled applicability requirements being scaled to the size, complexity and resources of organisations Principle 3: Voluntary system formal certification of compliance should not be a mandatory requirement but be promoted as a desirable mark of quality. The Review Report did not define accreditation or go into any detail about how a formal system might work. However, it is suggested that any formal system would need to involve: self-assessment by organisations against the National Standards review of evidence demonstrating that the organisation meets the Standards by someone who is independent of the organisation provision of a report by the independent reviewer rating the extent to which the organisation meets the Standards approval of a rating or certification awarded to the organisation Questions to consider: Do you support the development of a formal quality assurance system? What principles do you think are important for a quality assurance system? There are various options for the implementation of a formal quality assurance system including: Certification of the National Standards: To operate a formal system, Volunteering Australia would need to provide the infrastructure and make decisions about whether and how the National Standards themselves will be certified. Preliminary work investigating formal certification by an external Standards accreditation body was completed in 2009 but further work is needed to determine whether this is a viable option. Independent review: Volunteering Australia would need to assess and make decisions about how independent review would be conducted. The options include licensing existing certified accreditation bodies, contracting or employing specialist reviewers, or using a peer reviewer system. What types of evidence would be provided by organisations: Depending on whether or how the National Standards are certified, different levels of evidence may be used to demonstrate meeting the Standards: Level 1: Submission of main documents only Level 2: Documents and a site visit by the reviewer Level 3: Documents, site visit and interviews with volunteers 7 BREAKING NEW GROUND ABN
8 Type of rating and award system used: The most usual rating system used by independent reviewers is one that progresses through: - Standards not met - Standards partially met (or working towards ) - Standards fully met - Standards exceeded An award or quality mark system can also be graded to reflect progress (such as a commenced work, progressing towards, certificate for full compliance, award of excellence). Questions to consider: Which of the following levels of evidence do you think should be used by independent reviewers: o Level 1: Submission of main documents only o Level 2: Documents and a site visit by the reviewer o Level 3: Documents, site visit and interviews with volunteers o Organisations should have a choice and the award system should reflect the level of evidence Do you support the use of an award or quality mark system that is graded to reflect different stages of progress? 8 BREAKING NEW GROUND ABN
9 ATTACHMENT 1 Current Layout: Standard 1: Policies and Procedures This example below shows an extract from the current National Standards - Standard 1: Policies and Procedures in its current layout. 1. POLICIES AND PROCEDURES This standard is concerned with the organisation clearly setting out its vision, direction and operational framework for involving volunteers. What is the intent of this standard? The intent of this standard is for an organisation to clarify its underlying philosophy for involving volunteers and establish a policy and procedural framework that will provide direction and structure to the way volunteers are managed. Within the framework, an organisation should ensure that its practices are consistent with certain basic principles for involving volunteers (see appendices 1, 2 and 3). Reference to these principles is made in criterion 1.2 of this standard. The standard specifically requires the development of: a general policy that commits the organisation to establishing an effective system for managing volunteers; management system policies that state the organisation s intentions with respect to key elements of the volunteer management system; operational procedures that describe how the policies of the organisation will be accomplished. At each of these levels the standard requires that volunteer policies be (1) defined, (2) documented, (3) understood by those whom the policies affect, (4) implemented, and (5) maintained. Having developed and implemented these policies and procedures, the standard further states that they be reviewed at intervals determined by the organisation as appropriate to ensure that they remain relevant and effective. STANDARD 1: An organisation that involves volunteers shall define and document its policies and procedures for volunteer involvement and ensure that these are understood, implemented and maintained at all levels of the organisation where volunteers are involved. Criteria General policy 1.1 Does the organisation have a written general volunteer policy that describes its intentions with respect to involving volunteers? This policy should clearly state the organisation s: a) general philosophy on volunteer involvement; b) commitment to establishing and maintaining a quality system for managing volunteers; c) broad objectives for involving volunteers; d) line of authority and accountability for managing and implementing the quality system. 1.2 Does the general volunteer policy affirm the organisation s compliance with: a) the Definition and Principles of Formal Volunteering (see appendix 1); b) the Rights of Volunteers (see appendix 2); c) the Model Code of Practice for Organisations Involving Volunteers; (see appendix 3); d) the National Standards for Involving Volunteers in Not-For-Profit Organisations; e) any recognised standards that may be relevant to the specific functions of the organisation? 9 BREAKING NEW GROUND ABN
10 Proposed Layout: Standard 1: Policies and Procedures ATTACHMENT 2 The example below shows the current National Standards - Standard 1: Policies and Procedures in a new proposed format. STANDARD 1: POLICIES AND PROCEDURES An organisation that involves volunteers shall define and document its policies and procedures for volunteer involvement and ensure that these are understood, implemented and maintained at all levels of the organisation where volunteers are involved. What is the intent of this standard? This standard is concerned with the organisation clearly setting out its vision, direction and operational framework for involving volunteers. The intent of this standard is for an organisation to clarify its underlying philosophy for involving volunteers and establish a policy and procedural framework that will provide direction and structure to the way volunteers are managed. The organisation should ensure that its policies and practices are consistent with the basic principles listed in criterion 1.2 of this standard (see appendices 1, 2 and 3 for further information). The standard specifically requires the organisation to have: a general policy that commits the organisation to establishing an effective system for managing volunteers; management system policies that state the organisation s intentions with respect to key elements of the volunteer management system; operational procedures that describe how the policies of the organisation will be accomplished. At each of these levels the standard requires that volunteer policies be (1) defined, (2) documented, (3) understood by those whom the policies affect, (4) implemented, and (5) maintained. Policies and procedures are also required to be reviewed at intervals determined by the organisation as appropriate to ensure that they remain relevant and effective. Criteria General policy 1.1 A written general volunteer policy, made widely available, and understood, throughout the entire organisation that clearly states the organisation s: a) general philosophy on volunteer involvement; b) broad objectives for involving volunteers; c) commitment to establishing and maintaining a quality system for managing volunteers; d) line of authority and accountability for volunteer management Practice requirements This policy must affirm the organisation s compliance with: the Definition and Principles of Formal Volunteering (see appendix 1) the Rights of Volunteers (see appendix 2) the Model Code of Practice for Organisations Involving Volunteers; (see appendix 3) the National Standards for Involving Volunteers in Not- For-Profit Organisations any recognised standards that may be relevant to the specific functions of the organisation 10 BREAKING NEW GROUND ABN
11 Criteria Management system policies 1.2 Written policies covering key activities of the system for managing volunteers that are: a) consistent with the organisation s general volunteer policy b) simply and clearly stated c) made available to, and understood by, all volunteers Operating procedures 1.3 Written procedures supporting the volunteer management system policies that: a) Describe how the organisation s management system policies are to be implemented or controlled b) Are simply stated, and presented in accordance with an agreed and consistent format c) Are made available to, and understood, by volunteers on a needs-to- know basis Practice requirements Management system policies would typically include: developing policies and procedures; fulfilling management responsibilities; managing the work and workplace of volunteers; recruiting volunteers; training and developing volunteers; managing volunteer delivered services; maintaining documentation and record-keeping; continually improving the management system. Operating procedures cover a wide area and typical examples may include: policy/procedure development and review management system reviews pre-employment reference checks and/or police checks use of, and access to, confidential personal information use of private motor vehicles and insurance volunteer grievances planning and conducting system audits volunteer recognition volunteer work appraisal/feedback volunteer screening, interview and selection controlling system documentation. 11 BREAKING NEW GROUND ABN
12 Summary extract of standards ATTACHMENT 3 The following table contains a summary overview of the standards or key indicators in the National Standards for involving volunteers in Not for Profit Organisations (Volunteering Australia, 2001), the Canadian Code for Volunteer Involvement (Volunteer Canada, 2012) and the United Kingdom s Investing in Volunteers ( NCVO, Volunteer Scotland, WCVA and Volunteer Now, 2014). All three sets of standards also contain more detailed practice guidelines or requirements for each standard. These can be viewed in the original documents: [links to original documents] Extract from the National Standards for involving volunteers in Not for Profit Organisations (Volunteering Australia, 2001) STANDARD 1 An organisation that involves volunteers shall define and document its policies and procedures for volunteer involvement and ensure that these are understood, implemented and maintained at all levels of the organisation where volunteers are involved. STANDARD 2 An organisation that involves volunteers shall ensure that volunteers are managed within a defined system and by capable personnel with the authority and resources to achieve the organisation s policy goals. STANDARD 3 An organisation that involves volunteers shall plan and have clearly documented volunteer recruitment, selection, and orientation policies and procedures that are consistent with non-discriminatory practices and guidelines. STANDARD 4 An organisation that involves volunteers shall clearly specify and control the work of volunteers and ensure that their place of work is conducive to pre- serving their 12 BREAKING NEW GROUND ABN Extract from the Canadian Code for Volunteer Involvement (Volunteer Canada, 2012) 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 Extract from the indicators of the United Kingdom s Investing in Volunteers ( NCVO, Volunteer Scotland, WCVA and Volunteer Now, 2014) 1 There is an expressed commitment to the involvement of volunteers, and recognition throughout the organisation that volunteering is a two-way process which benefits volunteers and the organisation 2 The organisation commits appropriate resources to working with all volunteers, such as money, management, staff time and materials 3 The organisation is open to involving volunteers who reflect the diversity of the local community and actively seeks to do this in accordance with its stated aims 4 The organisation develops appropriate roles for volunteers in line with its aims and objectives, which are of value to the volunteers 5 The organisation is committed to ensuring that, as far as possible, volunteers are protected from physical, financial and emotional harm arising from volunteering
13 Extract from the National Standards for involving volunteers in Not for Profit Organisations (Volunteering Australia, 2001) health, safety and general well-being. STANDARD 5 An organisation that involves volunteers shall ensure that volunteers obtain the knowledge, skills, feedback on work, and the recognition needed to effectively carry out their responsibilities. STANDARD 6 An organisation that involves volunteers shall ensure that appropriate processes and procedures are established and followed for the effective planning, control, and review of all activities relating to the delivery of services by volunteers. STANDARD 7 An organisation that involves volunteers shall establish a system and have defined procedures to control all documentation and personnel records that relate to the management of volunteers. STANDARD 8 An organisation that involves volunteers shall plan and continually review its volunteer management system to ensure that opportunities to improve the quality of the system are identified and actively pursued. Extract from the Canadian Code for Volunteer Involvement (Volunteer Canada, 2012) 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, appropriate to each role. Each volunteer receives training specific to the volunteer role and the needs of the individual volunteer. 10. Support and Supervision 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. Extract from the indicators of the United Kingdom s Investing in Volunteers ( NCVO, Volunteer Scotland, WCVA and Volunteer Now, 2014) 6 The organisation is committed to using fair, efficient and consistent recruitment procedures for all potential volunteers 7 Clear procedures are put into action for introducing new volunteers to their role, the organisation, its work, policies, practices and relevant personnel 8 The organisation takes account of the varying support and supervision needs of volunteers 9 The whole organisation is aware of the need to give volunteers recognition 13 BREAKING NEW GROUND ABN
Industry Engagement in Training Package Development. Discussion Paper Towards a Contestable Model
Industry Engagement in Training Package Development Discussion Paper Towards a Contestable Model Published October 2014 Table of Contents Industry Engagement in Training Package Development Discussion
More informationBusiness Plan Guidelines
Primary Information: Section A Business Plan Guidelines 1.0 Introduction 1.1 What is a Business Plan? 1.2 Developing the Business Plan 2.0 Business Profile 2.1 Administrative and Ownership Details 2.2
More informationQuality Assurance for the Recognition of Prior Learning (RPL) in Canada THE MANUAL. An Introduction
Quality Assurance for the Recognition of Prior Learning (RPL) in Canada THE MANUAL An Introduction 2015 About CAPLA The Canadian Association for Prior Learning Assessment (CAPLA) was formed in 1994 and
More informationCANADIAN CODE FOR VOLUNTEER INVOLVEMENT
CANADIAN CODE FOR VOLUNTEER INVOLVEMENT volunteer.ca For further information on volunteering, please visit: www.volunteer.ca. Copyright for Volunteer Canada material is waived for charitable and non-profit
More informationQualification Specification. Level 2 Award in INFORMATION, ADVICE OR GUIDANCE
Level 2 Award in INFORMATION, ADVICE OR GUIDANCE Qualification Specification Qualification recognition number: 601/5079/8 Qualification Reference: L2AIAG www.futurequals.com Level x ###### in /for QUALIFICATION
More informationEQUASS 2018 Principles, criteria and indicators for EQUASS Assurance recognition
EQUASS 2018 Principles, criteria and indicators for EQUASS Assurance recognition EQUASS 2017 V.210416 Avenue des Arts 8 c/o CCI, 1210 Brussels, Belgium - Tel : +3202 736 54 44 equass@equass.be www.equass.be
More informationEQUASS 2018 Principles, criteria and Indicators for EQUASS Excellence recognition
EQUASS Awarding Committee Annex 3: EQUASS 2018 Principles, criteria and indicators for EQUASS Excellence Recognition / Certification. EQUASS 2018 Principles, criteria and s for EQUASS Excellence recognition
More informationContinuing Professional Development
Statement 1.500 Revised December 2010; April 2012; April 2013; July 2014 Effective for CPD reporting periods beginning on or after 1 December 2013 Statement 1.500 Continuing Professional Development COPYRIGHT
More informationCommunity Participation Policy template
Community Participation Policy template October 2017 Community participation occurs when consumers, carers and community members are meaningfully involved in decision making about health policy and planning,
More informationQUALIFICATIONS WALES STRATEGY 2018 to 2022
QUALIFICATIONS WALES STRATEGY 2018 to 2022 JANUARY 2018 Contents Introduction 3 Our role within the qualification system 4 What we want to achieve 6 How we work 7 Our plans 11 Introduction Background Qualifications
More informationstronger, connected communities through volunteering Volunteering WA Policies
stronger, connected communities through volunteering Volunteering WA Policies Version 1.0 December 2014 1. Introduction & Definitions The Volunteering WA Policy and Procedures Compendium This document
More informationCentre Assessment Guidance. for. CMI SCQF Level 6 First Line Management
Centre Assessment Guidance for CMI SCQF Level 6 First Line Management Contents Page Introduction 3 About these qualifications 3 Titles and qualifications reference numbers 3 Accreditation dates 3 Qualifications
More informationNATIONAL SETTLEMENT SERVICES OUTCOMES STANDARDS. Settlement Council of Australia
NATIONAL SETTLEMENT SERVICES OUTCOMES STANDARDS Settlement Council of Australia Overview of National Settlement Services Outcomes Standards INTRODUCTION AND RATIONALE The proposed National Settlement
More informationToolkit for Assessing Funding Applications that Involve Volunteers
Toolkit for Assessing Funding Applications that Involve Volunteers This toolkit has been developed by Volunteer Now with input from BIG Lottery, Community Foundation for N Ireland, Belfast City Council,
More informationDesigning Volunteer Role Descriptions
Designing Volunteer Role Descriptions A guide for Volunteer Managers to help design quality volunteer experiences within your team About Volunteer Role Descriptions Defining and managing the work of volunteers
More informationCOUNCIL VOLUNTEER POLICY FRAMEWORK
COUNCIL VOLUNTEER POLICY FRAMEWORK Volunteer Now has developed this sample council volunteer policy framework for local councils in partnership with a working group of councils from across Northern Ireland.
More informationNADA Position Description: Consumer Project Coordinator
NADA Position Description: Consumer Project Coordinator About NADA The Network of Alcohol and other Drugs Agencies (NADA) is the peak organisation for the non government alcohol and other drugs sector
More informationJOB AND PERSON SPECIFICATION
JOB AND PERSON SPECIFICATION Position Title: Human Resources Manager Reports Directly to: General Manager, Operational Services Responsible for: Human Resources, WHS, Payroll, Volunteer Services Member
More informationPosition Description - SUPPORT COORDINATOR (Level 5) Leisure Networks Association Inc. - Connecting people to their communities
Position Description - SUPPORT COORDINATOR (Level 5) Leisure Networks Association Inc. - Connecting people to their communities THE POSITION Position Title: Support Coordinator (Level 5) Reports to: Team
More informationNAVCA QUALITY AWARD 2013 Performance Standards and Introductory Notes (Web Version)
NAVCA QUALITY AWARD 2013 Performance Standards and Introductory Notes (Web Version) NAVCA Quality Award Workbook Revised June 2013 1 Introduction to the NAVCA Performance Standards The NAVCA Performance
More informationAustralian National Audit Office REPORT ON RESULTS OF A PERFORMANCE AUDIT OF THE STRATEGIC PLANNING FRAMEWORK. April kpmg
Australian National Audit Office REPORT ON RESULTS OF A PERFORMANCE AUDIT OF THE STRATEGIC PLANNING FRAMEWORK April 2000 kpmg Contents 1. Executive Summary... 1 Introduction...1 Objectives...1 Scope and
More informationSTEPS INVOLVED IN VOLUNTEER PLACEMENT
STEPS INVOLVED IN VOLUNTEER PLACEMENT 1. ORIENTATION & TRAINING Volunteer s Bill of Rights. NROCRC Policies and Procedures. All new volunteers are required to attend an orientation session, as well as,
More informationSECTION 1 INTRODUCTION... 3 SECTION 2 POLICY... 4 SECTION 3 PROCEDURE... 5
Assessment Policy and Procedure 20160621_v1.0 Policy and Procedure Name: Assessment Policy and Procedure Approved by: Director, Customer Success Date Approved: 21/06/2016 Approved by: Head of Compliance,
More informationAdult Migrant English Program Research Centre Quality Assurance Policy
Adult Migrant English Program Research Centre Quality Assurance Policy July 2008 Contents Page Quality Policy 4 Schedule of Quality Principles 5 Overview of the Quality Management System 6 Table of AMEP
More informationABORIGINAL EMPLOYMENT STRATEGY TAFE NSW Western Institute. Enrol Now. Enrol Anytime
ABORIGINAL EMPLOYMENT STRATEGY 2015 2018 Enrol Now. Enrol Anytime. 1300 823 393 www.wit.tafensw.edu.au 90009 TAFE NSW Western Institute. STRATEGIC SUMMARY TAFE Western s Vision for Aboriginal Employment
More informationSection 2: Unit of competency information
Section 2: Unit of competency information 2.1 Unit of competency TAEASS402 Assess competence Modification history Release Comments Release 1 This version first released with TAE Training and Education
More informationNHS Borders Volunteering Policy
NHS Borders Volunteering Policy Title Document Type Issue no NHS Borders Volunteering Policy Policy Clinical Governance Support Team Use Issue date 22 December 2016 Review date 22 December 2019 Distribution
More informationGuidelines for policy making: promoting good governance in policy development (278 KB)
Guidelines for policy making: promoting good governance in policy development (278 KB) Item type Authors Rights Report Heslin, Caitriona NEHB Downloaded 7-Jun-2018 09:46:45 Link to item http://hdl.handle.net/10147/43611
More informationCommissioning Services from Community and Voluntary Sector
Commissioning Services from Community and Voluntary Sector Consultation Document 28 August 2015 20 November 2015 Contents Foreword from Trust Chief Executive 2 Section 1 - About the Trust 3 Section 2 -
More informationSUMMARY OF THE HEALTHCHECK AND THE INVESTING IN VOLUNTEERS STANDARDS
How the Healthcheck links to the Investing in Volunteers standards SUMMARY OF THE HEALTHCHECK AND THE INVESTING IN VOLUNTEERS STANDARDS The Charter and Healthcheck principles are: Equality and Diversity:
More informationCore Humanitarian Standard
Core Humanitarian Standard on Quality and Accountability Draft 2 for consultation & testing 17.06.2014 www.corehumanitarianstandard.org 1 Table of Contents i. Introduction... 3 Structure... 4 ii. The Eight
More informationWUNGENING ABORIGINAL CORPORATION
WUNGENING ABORIGINAL CORPORATION Employment Information Pack Date: August 2017 Version: 3 Page 1 of 2 Congratulations on taking the first step towards working for Wungening Aboriginal Corporation (Wungening),
More informationSUMMARY OF VPB RESPONSES RE CHANGES TO DRAFT 1 JOA FOR DRAFT 2 BASED ON CONSULTATION INPUT
SUMMARY OF VPB RESPONSES RE CHANGES TO DRAFT 1 JOA FOR DRAFT 2 BASED ON CONSULTATION INPUT The following summary of VPB responses to the consultation input on Draft 1 JOA all appear verbatim in the report
More informationCENTACARE FAMILY AND RELATIONSHIP SERVICES POSITION DESCRIPTION
POSITION TITLE ORGANISATION LOCATION REMUNERATION HOURS PROGRAM REPORTING ARRANGEMENTS DECISION AUTHORITIES ROLE PURPOSE PROGRAM VISION AND CENTACARE FAMILY AND RELATIONSHIP SERVICES POSITION DESCRIPTION
More informationAustralian College of Event Management Pty Ltd RTO No: ABN: Document Name: Certificate 111 Student Handbook Revision Number: 1.
CONTENTS Welcome... 3 Our course... 3 Assessment guidelines... 4 Student selection... 5 Student enrolment... 5 Recognition of Prior Learning (RPL)... 6 Student services... 7 Training pathways... 7 Complaints,
More informationThis Policy applies to all staff globally and to external recruitment consultants appointed to act on Tourism Australia s behalf.
RECRUITMENT SCOPE POLICY 1. Recruitment 1.1 Staff recruitment 1.2 Non-staff recruitment 1.3 Pre-employment screening 1.4 Previously redundant employees 2. Job Description and Evaluation 2.1 Methodology
More informationHealth and Safety Policy Standard
Health and Safety Policy Standard Issue Date: 1 st July 2010 Authority: Directors, AES Group Applicability: AES Group covering all business divisions, operating companies and business units throughout
More informationMeasuring Our Performance Action plan
Measuring Our Performance Action plan First biennial survey of the health of CASA s relationship with industry Introduction This action plan has been prepared in response to the findings of the first biennial
More informationNOTICE. Re: Guidance Document GD211: Guidance on the Content of Quality Management System audit reports
June 8, 2011 NOTICE Our file number: 11-110913-528 Re: Quality Management System audit reports is pleased to announce the release of the guidance document GD211: Guidance on the Content of. A draft version
More informationVolume 1: Agency Standards Chapter 8: Agency Operations Section 2: Human Resource Practices Approved: 2001/01/16 Last Revised: 2011/01/06
Page 1 of 7 Introduction This section pertains to agency human resource practices. It applies to mandated child and family services agencies and licensed adoption agencies. Legislation The Child and Family
More informationVeritas House is based in the Central West of NSW, with offices in Bathurst and Orange. As an organisation, we are committed to our values:
Information Package Foster Carer Support Officer Thank you for considering Veritas House as your next employer. We are a vibrant, independent, community based not for profit organisation with a specific
More informationSenior Project Worker 10for10. Nil. EMPLOYMENT TYPE: Part Time Fixed Term
Position Description POSITION TITLE DIRECTORATE/SERVICE/PROGRAM REPORTS TO DIRECT REPORTS Senior Project Worker 10for10 Client Services Specialist Intervention Services Leaving Care Implementation and
More informationSocial Policy Compendium
Social Policy Compendium Introduction The Social Policy Compendium is a series of position statements of Volunteering Australia s stance on particular volunteering related issues, to provide stakeholders
More informationPerformance Development Framework. A Guide for Staff and Supervisors Part A
A Guide for Staff and Supervisors Part A hr.unimelb.edu.au/pd/performance/pdf 2 The University of Melbourne 2011 TABLE OF CONTENTS 1. INTRODUCTION... 4 2. PERFORMANCE DEVELOPMENT FRAMEWORK... 6 2.1 STRATEGIC
More informationOUR PEOPLE STRATEGY
OUR PEOPLE STRATEGY 2017-2020 Front cover inset image Daniel Overturf PEOPLE STRATEGY 3 INTRODUCTION The Historic Environment Scotland (HES) Corporate Plan sets out our ambition to be the lead Public Body
More informationAUSTRALIAN CENTRE FOR DISABILITY LAW
AUSTRALIAN CENTRE FOR DISABILITY LAW JOB DESCRIPTION Position Title: Administration Manager Award/Classification: Social, Community, Home Care and Disability Services Industry Award 2010 ( SCHCADS ) Position
More informationGCSE Teacher Guidance Leisure and Tourism Controlled Assessment. Unit 2: Customer Service in the Leisure and Tourism Industry
GCSE Teacher Guidance Leisure and Tourism Controlled Assessment Unit 2: Customer Service in the Leisure and Tourism Industry For first teaching from September 2009 Updated: 9 September 2011 Foreword Controlled
More informationPosition Description Intake Team Leader. Catholic Community Services NSW/ACT
Position Description Intake Team Leader Catholic Community Services NSW/ACT Job Number (CCS to determine unique number) Position Title Intake Service Team Leader Location/Facility Hunters Hill, The Stables
More informationAustralian Consulate-General, Chengdu
Australian Consulate-General, Chengdu Agency Location Title Department of Foreign Affairs and Trade Australian Consulate-General, Chengdu DFAT Corporate Services Manager Position number 11252 Classification
More informationQualification Specification. Level 7 NVQ Diploma in STRATEGIC MANAGEMENT AND LEADERSHIP
Level 7 NVQ Diploma in STRATEGIC MANAGEMENT AND LEADERSHIP Qualification Specification Qualification recognition number: 601/3870/1 Qualification Reference: L7NVQDSML www.futurequals.com Level x ######
More informationPosition Description Crisis & Community Services Manager
LIFELINE GIPPSLAND Position Description Crisis & Community Services Manager Job information Award: Social, Community, Home Care and Disability Services Industry Modern Award Level 6 Pay Point 1 Other benefits:
More informationPurpose Explore strategies for developing, implementing or enhancing Recognition of Prior Learning policies and services Begin to use the MANUAL
Purpose Explore strategies for developing, implementing or enhancing Recognition of Prior Learning policies and services Begin to use the MANUAL Network and identify potential partners and/or collaborators
More informationGSR Management System - A Guide for effective implementation
GSR Management System - A Guide for effective implementation 1 Introduction Governments are facing challenges in meeting societal expectations and have an interest in Governmental Social Responsibility
More informationLEGAL AID BOARD BOARD EVALUATION FINAL REPORT
LEGAL AID BOARD BOARD EVALUATION FINAL REPORT May 2018 Governance Advisory Services Ireland Limited, 32 Leeson Street Lower, Dublin 2, Ireland. Telephone: +353 (0)1 639 2928, Email: info@governanceireland.ie,
More informationPosition Description Regional Manager. Catholic Community Services
Position Description Regional Manager Catholic Community Services Job Number (CCS to determine unique number) Position Title Regional Manager Nepean, Western Sydney, South West Sydney Location/Facility
More informationCustomer Transformation Programme: Phases 2-4. Interim Chief Operating Officer. Summary
Policy & Resources 16 May 2017 Title Report of Wards Status Urgent Key Enclosures Officer Contact Details Customer Transformation Programme: Phases 2-4 Interim Chief Operating Officer All Public No No
More informationLooking Forward. Umbrella Multicultural Community Care Services. (Inc) Strategic Plan
Looking Forward Strategic Plan 2011-2014 Umbrella Multicultural Community Care Services (Inc) CONTENTS Looking Ahead Page 3 Mission & Values Page 4 Organisational Structure Page 5 Measures to Success Page
More informationPosition Requirements (What are the key activities for the role?)
Position Description Flexible Learning Options (FLO) Case Manager Mission Australia About us: Purpose: Mission Australia is a non-denominational Christian organisation that has been helping people re gain
More informationRelease: 1. CPPSE C3026A Work effectively in investigative services
Release: 1 CPPSE C3026A Work effectively in investigative services CPPSE C3026A Work effectively in investigative services Modification History Not Applicable Unit Descriptor Unit descriptor This unit
More informationNational VET Provider Collection Data Requirements Policy
National VET Provider Collection Data Requirements Policy Introduction Australian, state and territory governments are pursuing a number of reforms to support better information about vocational education
More informationPosition Description Sales and Promotions Manager. Catholic Community Services NSW/ACT
Position Description Sales and Promotions Manager Catholic Community Services NSW/ACT Job Number (CCS to determine unique number) Position Title Sales and Promotions Manager Location/Facility Mobile Position
More informationStrategy Developed by:
Strategy 2017-2021 Our Vision An outstanding sport where everyone can participate and perform in an accessible, inclusive, enjoyable and safer environment Developed by: 1 Contents Page 2 Page 3 Page 4
More informationGuidance on the Application. of ISO / IEC Accreditation International Association for Certifying Bodies
Accreditation International Association for Certifying Bodies Guidance on the Application of ISO / IEC 17020 Guidance on the Application of ISO/IEC 17020 Page 1 of 16 Introduction This guidance document
More informationRegulatory arrangements for the Qualifications and Credit Framework. December 2007 QCA/07/3434
Regulatory arrangements for the Qualifications and Credit Framework December 2007 QCA/07/3434 Contents Introduction 4 Foreword 4 The aim and purpose of the QCF 5 How the QCF works 6 Regulation in a QCF
More informationStudent RPL/RCC Information Kit
Student RPL/RCC Information Kit RPL/RCC Student Information Kit Confidentiality Statement The information contained in this document is confidential and is distributed by NHA Australia for the purpose
More informationJOB DESCRIPTION. Senior Manager - Centre Operations. Date effective: February 2016
JOB DESCRIPTION Position title: Senior Manager - Centre Operations Approved by: Michael Muldoon Date effective: February 2016 PURPOSE The purpose of this position is to ensure provides: Effective, efficient
More informationDigital Industries Apprenticeship: Assessment Plan. IS Business Analyst. March 2017
Digital Industries Apprenticeship: Assessment Plan IS Business Analyst March 2017 1 DIGITAL INDUSTRIES APPRENTICESHIPS: ASSESSMENT PLAN FOR IS BUSINESS ANALYST General Introduction and Overview The apprenticeship
More informationESSEX POLICE, FIRE AND CRIME COMMISSIONER, FIRE AND RESCUE AUTHORITY
ESSEX POLICE, FIRE AND CRIME COMMISSIONER, FIRE AND RESCUE AUTHORITY DRAFT Internal Audit Strategy 2018/19 Presented at the audit committee meeting of: 15 December 2017 This report is solely for the use
More informationFRAMEWORK FOR POLICY DEVELOPMENT
Achieving Excellence in Catholic Education through Learning, Leadership and Service FRAMEWORK FOR POLICY DEVELOPMENT Approved: May 27, 2014 *Revised July 18, 2016 Introduction Policy is a set of organizational
More informationQQI Consultation on: Quality Assurance Guidelines and Criteria for Voluntary Providers of Further Education and Training V.01
QQI Consultation on: Quality Assurance Guidelines and Criteria for Voluntary Providers of Further Education and Training V.01 Table of Contents Part 1: Context and Scope 1 1. Foreword 1 2. Purpose of Guidelines
More informationQualification Specification. Level 3 Award in OXYGEN THERAPY ADMINISTRATION
Level 3 Award in OXYGEN THERAPY ADMINISTRATION Qualification Specification Qualification recognition number: 601/3924/9 Qualification Reference: L3AOTA www.futurequals.com Level x ###### in /for QUALIFICATION
More informationPosition Description - SUPPORT COORDINATOR (Level 4) Leisure Networks Association Inc. - Connecting people to their communities
Position Description - SUPPORT COORDINATOR (Level 4) Leisure Networks Association Inc. - Connecting people to their communities THE POSITION Position Title: Support Coordinator (Level 4) Reports to: Team
More informationEnd Point Assessment Plan HR Consultant / Partner Standard Level 5
End Point Assessment Plan HR Consultant / Partner Standard Level 5 SUMMARY This Assessment Plan covers the HR Consultant / Partner Standard that has been developed by a cross sector group of employers,
More informationEmployer Handbook. Co-operative Education Program. Faculty of Arts University of Calgary
Employer Handbook Co-operative Education Program Faculty of Arts University of Calgary 1 Section I - Orientation to the Co-op Program Section II When you Hire a Co-op Student 2 Section I - Orientation
More informationStrategic Plan:
Strategic Plan: 2014-2018 Contents Contents... 2 Introduction... 2 Sunnyhaven: who we are and where we come from... 3 Sunnyhaven: the world we work in... 4 Sunnyhaven: our purpose, vision, values and priorities...
More informationLevel 3 NVQ Certificate in Management (QCF) Qualification Specification
Level 3 NVQ Certificate in Management (QCF) Qualification Specification Created: January 2012 Version: 1.0 Accreditation Number: 600/4473/1 Qualification Start Date: 1 st February 2012 Qualification Last
More informationOrganization Registration Package
Organization Registration Package for the Information and Volunteer Centre for Strathcona County Connecting Our Community 100 Ordze Avenue Sherwood Park Alberta T8B 1M6 Phone: 464-4242 Fax: 449-1354 Website:
More informationCustomised Unit: Practical Work Place Skills (SCQF level 4) H RCE0712V1L
Customised Unit: Practical Work Place Skills (SCQF level 4) H188 04 RCE0712V1L Skills Development Scotland Certificate of Work Readiness: SCQF level 4 Practical work place skills (SCQF level 4) H188 04
More informationPosition Description. Senior Manager of Corporate Services
Position Description Senior Manager of Corporate Services Position Title: Responsible to: Supervises: Internal Liaisons: External Liaisons: Position Status: Salary: Hours: Position Duration: Senior Manager
More informationASSESSMENT VALIDATION AND MODERATION. Assessment Validation and Moderation
ASSESSMENT VALIDATION AND MODERATION Macquarie Commercial College ( MCC ) Page 2 of 7 Policy 1.0 Policy To ensure that all assessment and marking are valid, accurate fair and flexible. MCC will conduct
More informationQualification Specification HABC Level 2 NVQ Certificate in Business and Administration (QCF)
www.highfieldabc.com Qualification Specification HABC Level 2 NVQ Certificate in Business and Administration (QCF) Qualification Number: 600/5475/X Highfield House Highfield House Heavens Walk Lakeside
More informationApplying for Chartered Status. (CBiol or CSci)
Applying for Chartered Status (CBiol or CSci) Introduction This document should give you all the necessary information on the two types of Chartered Status, namely Chartered Biologist (CBiol) and Chartered
More informationPosition Description Department of Premier and Cabinet
Position Description Department of Premier and Cabinet Role title Manager, Finance Classification VPS Grade 6 Branch/Group Salary range Reports to Finance & Procurement, Corporate Operations in Governance
More informationQualification Specification. Level 5 Diploma in MANAGEMENT AND LEADERSHIP
Level 5 Diploma in MANAGEMENT AND LEADERSHIP Qualification Specification Qualification recognition number: 601/5873/6 Qualification Reference: L5DML www.futurequals.com Level x ###### in /for QUALIFICATION
More informationCorporate Governance Statement Australian Men s Shed Association
Corporate Governance Corporate Governance Statement Australian Men s Shed Association The Australian Men s Shed Association was founded in 2007 as an organisation to provide support through the sharing
More informationProfessional Services Higher Level Apprenticeships
Professional Services Information Sheet Professional Services Higher Level Apprenticeships New for August 2012 Level 4 Apprenticeships deliver real returns to your business Technical ability is essential
More informationAustralian Safe T Training
Australian Safe T Training Pty Ltd Commitment to the RTO Code: 21852 National Standards for Registered Training Organisations 2015 Australian Safe T Training Commitment to the Standards for Registered
More informationENGINEERS AUSTRALIA ACCREDITATION BOARD ACCREDITATION MANAGEMENT SYSTEM EDUCATION PROGRAMS AT THE LEVEL OF ENGINEERING TECHNOLOGIST S02ET
ENGINEERS AUSTRALIA ACCREDITATION BOARD ACCREDITATION MANAGEMENT SYSTEM EDUCATION PROGRAMS AT THE LEVEL OF ENGINEERING TECHNOLOGIST Document No. Title S02ET Accreditation Criteria Summary DOCUMENT STATUS
More informationFor personal use only. Corporate Governance Statement 2018
For personal use only Corporate Governance Statement 2018 The Board of Directors ( Board ) of IMF Bentham Limited (ABN 45 067 298 088) ( IMF or Company ) is responsible for the corporate governance of
More informationSUMMARY OF RESPONSES TO THE BSB CONSULTATION ON SUPPORTING GUIDANCE 2: ESTABLISHING PASS/FAIL CRITERIA AND EVIDENCING THE F&P ASSESSMENT
SUMMARY OF RESPONSES TO THE BSB CONSULTATION ON SUPPORTING GUIDANCE 2: ESTABLISHING PASS/FAIL CRITERIA AND EVIDENCING THE F&P ASSESSMENT 20 FEBRUARY 2018 1 Introduction About this document The document
More informationDISCUSSION PAPER. 2. Establish minimum mandatory training and education for joint committee members (Lakeland Inquest recommendation #20).
DISCUSSION PAPER 1. TITLE Joint Health and Safety Committee Related OHSR Changes 2. ISSUE Bill 35 amended the Workers Compensation Act ( Act ), with a number of the changes coming into effect January 1,
More informationCredit Transfer Policy and Procedure
Credit Transfer Policy and Procedure Policy and Procedure Name Institution Name NC 2018 - S1 - Credit Transfer Policy and Procedure The Management School Sydney (also known as the RTO or College ) Issue
More informationASSESSMENT VALIDATION AND MODERATION
ASSESSMENT VALIDATION AND MODERATION Macquarie Commercial College ( MCC ) Page 2 of 11 Policy 1.0 Policy To ensure that all assessment and marking are valid, accurate fair and flexible. MCC will conduct
More informationCITIZENS IN POLICING STRATEGY
CITIZENS IN POLICING STRATEGY 2017-2020 LINCOLNSHIRE POLICE policing with PRIDE Contents Introduction...1 Purpose of this Document...3 Our Citizens in Policing Vision...3 Our Vision,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,3
More informationThe Sector Skills Council for Active Leisure, Learning and Well being
The Sector Skills Council for Active Leisure, Learning and Well being MORE PEOPLE, BETTER SKILLED, BETTER QUALIFIED QUALITY ASSURANCE STRATEGY FOR QUALIFICATIONS THAT CONFIRM OCCUPATIONAL COMPETENCE Including
More informationVolunteer Policy. Who the Volunteer Policy applies to. Committed to Volunteering
Volunteer Policy Committed to Volunteering Young Enterprise NI is building a connected world of young people, business volunteers and educators - inspiring each other to succeed through enterprise. Volunteers
More informationSocial Care Induction Framework for Wales Manager s Guidance This guidance is for those responsible for workers during an induction period
Manager s Guidance This guidance is for those responsible for workers during an induction period There are two sections in the Manager s Guidance: 1 - How to use the Framework 2 - How to assess against
More informationRevised October Cross-reference document
CONJOINT ACCREDITATION SERVICES Guidelines for paramedic programs on the use of the Paramedic Association of Canada s (PAC) 2011 National Occupational Competency Profile for Paramedics (NOCP) in the Conjoint
More informationSynapse Lifestyle Support Worker Enterprise Agreement Varirous hours across a 24 hour, 7 day roster
Position Description Job title: Key Lifestyle Support Worker Reporting to: Manager Community Living Award: Hours: Location: Synapse Lifestyle Support Worker Enterprise Agreement 2012 Varirous hours across
More information1. Background Legal / regulatory and policy reference. 1.2 Definitions
ASSESSMENT POLICY Contents 1. Background... 3 1.1. Legal / regulatory and policy reference... 3 1.2 Definitions... 3 1.3 Application and scope... 4 1.4 Relationship to other ETQA policies... 5 2. Purpose
More information