Train and grow volunteers

• To have training that aligns with their aspirations and needs as individuals and to increase satisfaction with volunteering
• To have training delivered in a way that meets their needs
• To have well-structured training, aligned to the role
• To know there are systems, technology, and spaces to facilitate high quality training, and to have a record of training
• To be supported as they grow and develop

Training aligns to the aspiration and needs of volunteers as individuals

• Get to know your volunteers and regularly ask them if there is any training they feel they need
• Meet the volunteer where they are at, recognising the skills and knowledge they bring and that they may not need training
• When you encounter difficulties:
  • Spend as much time as required to train the volunteer in the best practice of the role they have taken on
  • Ensure additional training isn’t seen as a punishment or volunteer ‘blamed’
  • Ensure there is an internal referral process when someone doesn’t meet the criteria

Training is provided in a way that meets the needs of the volunteer

• Ensure training is relevant to the role so that people’s time, mana and what they bring to the role are valued
• Provide an environment with a warm, welcoming, inclusive atmosphere
• Provide peer and psychological support
• Ensure information is accessible for everyone e.g. provide in different languages and formats
• Provide links/networks with other service providers e.g. English language courses or interpreters
• Ensure a range of options are available e.g. peer mentoring, online learning

Training is well structured and aligned to the role

• Ensure the training function is resourced and the organisation invests in their volunteers’ development
• Ensure training is linked to role descriptions and the work the volunteer does
• Have a clear selection criteria for the training with skills assessments
• Have a volunteer training agreement
• Ensure volunteers receive training in the systems and technology they need for their work
• Adapt the training to different learning styles and offer flexible options for learning what they need to know at a pace they are comfortable with
• Make training fun, e.g. use comprehension quizzes to gauge learning/understanding
• Have feedback loops for volunteers to comment on the role and training experience
• Evaluate the training, and ask for volunteer feedback

Have systems, technology, and spaces to facilitate high quality training

• Have a system for recording and managing training that can keep a track of who has done what e.g. Who has a first aid certificate? When does accreditation expire?
• Use technology to reduce time for learning and administration
• Adopt and use different technology spaces to collaborate and share ideas (e.g. Mural)
• Ensure technology for training is accessible for everyone or provide alternatives
• Ensure spaces are appropriate for the work to be done i.e. enough space, ability to socially distance, physically accessible

Ensure training is an ongoing process that supports the growth of the volunteer

• Have debrief conversations after training
• Review the fit of person with the role. Does it still work for them and the organisation? If not, consider alternative roles
• Discuss future opportunities with the volunteer. What do they want to do next in their volunteer role or beyond?
• Hold skills assessments and competency assessments. Check in on job practices and assessment for additional development
• Connect volunteer(s) with a buddy/network for ongoing support
• Enable participants on training courses to stay connected if they want to