GUIDANCE ON VOLUNTEERING IN THE NHS: IMPLEMENTATION

MEL(1998)42 which was issued on 4 June 1998, required Health Boards to draw up a policy statement on volunteering in their areas, and to co-ordinate, monitor and support the development of these services. Boards were to take this forward in partnership with NHS Trusts, primary care providers, local authority liaison officers, social work departments, and volunteering interests in their areas. This letter requires NHS Trusts to put their Board's policy into practice.

The attached Policy and Procedures on Volunteering are designed to act as an aid to Trusts to put in place their own policies. It has been subject to a consultation process and was also discussed at 3 volunteering seminars, held during 1999.

Action – NHS Trusts

All NHS Trusts are requested to:

  • put in place a policy aimed at implementing their Board's volunteering policy; and

  • Trusts should submit their policy to Mr Roy Sturrock, Room 51, St Andrew’s House, Edinburgh EH1 3DG by 1 July 2000.

Action – Island Health Boards

Island Health Boards should confirm by 1 July 2000 that all services commissioned by them have implemented their volunteering policy.

   NHS MEL (2000)4
25 January 2000

Addresses

For action:
Chief Executives, NHS Trusts
General Managers, Island Health Boards

For information:
General Managers,Health Boards
General Manager, State Hospitals Board for Scotland
General Manager, Common Services Agency
Chief Executive, Health Education Board for Scotland
Executive Director, SCPMDE
Local Health Councils/SAHC
LVDAs
Local Volunteer Managers

______________________________

Enquiries to:

Mr Roy Sturrock
Health Gain Division
Room 51
St Andrew’s House
EDINBURGH EH1 3DG

Tel: 0131-244 2399
Fax: 0131-244 2372
E-mail: roy.sturrock@scotland.gov.uk

To whom completed policies should be sent by 1 July 2000.

_______________________

Yours sincerely


 

KEVIN J WOODS
Director of Strategy and Performance Management

 


 

VOLUNTEERING IN THE NHS IN SCOTLAND

POLICY AND PROCEDURES FOR NHS TRUSTS*

 

 

CONTENTS

1. Introduction and Definitions

2. Sample Volunteering Policy

3. Sample Procedures for Involving Volunteers

Annex A Checklist for Policy and Procedures

Annex B Checklist for Supporting Policy Documents

4. Background

Annex C Volunteering in the NHS in Scotland

Annex D Timetable

Annex E Further Reading

*And services provided by island Health Boards




 

Volunteering in the NHSiS

Introduction and Definitions


Introduction

  1. MEL(1998)42 required Health Boards to draw up a policy statement on volunteering in their area, and to co-ordinate, monitor and support the development of these services. Boards were to take this forward in partnership with NHS Trusts, primary care providers, local authority social work departments and volunteering interests in their area. All Boards now have a policy in place or are working to put one in place. The next phase of the implementation strategy for volunteering in the NHS in Scotland was the development of a draft set of procedures on volunteering for Trusts. These were considered by participants at a series of conferences in 1999 and issued for comment to all Health Boards and Trusts.

  2. This document reflects the comments received during the consultation period, and is intended to assist Trusts put plans in place by 2000. It is in 2 parts – a sample Trust policy and a set of procedures to enable implementation.

  3. The sample policy is intended as a guide to assist Trusts develop their own policies – it is hoped that it can be adapted to suit the local circumstances of individual Trusts, whether the Trusts are in the early stages of developing volunteering initiatives or are progressing long established programmes involving volunteers. Similarly, the set of procedures are not intended to be prescriptive but to give examples of recommended practice in engaging volunteers. The literature referred to in the Further Reading section gives additional examples of different models of volunteer management. Volunteer Development Scotland (VDS) would be pleased to offer further assistance to Trusts in the development and implementation of their policies.

    4. DEFINITIONS

  4. For the purposes of this document:

    5. The term NHS Trust applies equally to hospitals and other services directly managed or commissioned by an Island Health Board.

    Voluntary Work is understood to be:

    "The commitment of time and energy for the benefit of society and the community, the environment, or individuals outside one's immediate family. It is undertaken freely and by choice, without concern for financial gain."

    A volunteer is a person who does voluntary work.

    The majority of volunteers (85%) work in the voluntary sector, although some voluntary organisations involve only a few volunteers. Large numbers of volunteers (25%) are involved in the public sector.

    Volunteering is a major national resource involving some 50% of the adult population in Scotland, contributing an estimated 100 million hours per week and £4.1 billion per year to the Scottish social economy. UK-wide, it is estimated that the value of volunteering in the health and social services field amounts to £9 billion per year. Volunteering includes activity in the public, private and voluntary sector.

    A Voluntary organisation is a non-profit distributing, non-statutory, autonomous body, which may also be registered as charitable.

    Voluntary organisations include a wide range of organisations and interests including community organisations. Differences among voluntary organisations may be in the degree of emphasis given to service provision and advocacy; the type of organisation and its legal status; sources of funding; geographical focus; and the time scales of the operation.

 

Volunteering in the NHSiS

Sample Volunteering Policy

[Insert Trust or Local Unit Name]

Volunteering Policy

Introduction

    1. In June 1998 the Scottish Office Management Executive circulated Guidance to Health Boards on Volunteering in the NHS (MEL(1998)42). This requested Health Boards in partnership with NHS Trusts, primary care providers and other relevant agencies to:

    2. In January 2000 further Guidance (MEL(2000)4) requested Trusts to do the same. This policy represents [Insert Trust or Local Unit Name] response to this guidance and has been developed in line with the [Insert Name] Health Board’s overarching policy.

    3. The nominated Director with responsibility for volunteering in this Trust is:

    [Insert name and position]

    4. There is a long history of volunteer involvement in [Insert name] and volunteers contribute in a variety of ways – as volunteers recruited directly; indirectly through voluntary organisations that provide help within hospitals or in the community; or as volunteers in specific voluntary sector projects that we fund and/or support.

    Purpose of Policy

    5. In issuing this Volunteering Policy, we:

    6. The Volunteering Policy and accompanying procedures are intended primarily for use by the Trust’s employees and volunteers. A commitment to the principles contained in it would also be expected from voluntary organisations whose volunteers provide help within the Trust. However, the Trust respects the independence of these voluntary organisations and recognises that they are responsible for the management of volunteers working on specific projects, as agreed with the Trust management.

    Monitoring of Policy

    7. The Trust is committed to an ongoing process of monitoring and evaluation of this policy in consultation with all relevant parties. The policy is also consistent with the principles outlined in the Policy for Volunteering in the [Insert Name] Health Board area. This policy will therefore reflect and complement the Health Board’s Health Improvement Programme (HIP) and the Trust Implementation Plans (TIPs).

    The Role and Value of Volunteering

    8. The Trust recognises, values and supports the important part volunteers play in the life and work of the Trust.

      Volunteers are individuals who choose freely to commit their time and energy to support the work of the Trust without receiving any financial benefit beyond reimbursement of expenses. Volunteers aim to benefit patients, users of services, carers, the organisation and the wider community in which they live.

    9. The scope for volunteer involvement is wide and includes work carried out by volunteers both on Trust premises and in the community. Volunteering can contribute to raising individual self-esteem and self-confidence as well as to the regeneration of local communities and to society as a whole. Wherever they are working, the Trust will ensure that volunteers are involved in a relevant and appropriate manner.

      [Insert where applicable details of the Review/Audit of Volunteering in the Trust.]

    Relationship with Trust Employees

    10. The Trust is committed to ensuring that:

    Funding

    11. The Trust recognises that whilst developing effective volunteering programmes is an investment with significant benefits, there are many associated costs including staff time. The Trust is committed to identifying and covering the costs of involving volunteers – for example, reimbursing volunteers’ expenses, arranging volunteers’ recruitment, selection, training and insurance, and staff costs, including, where appropriate, designated posts to manage volunteers.

    Recruitment and Selection

    12. The Trust:

    Information and Training

    13. The Trust will:

    Support and Supervision

    14. Volunteers will be assigned a named contact person for supervision and support, and will be given clearly specified lines of accountability.

    Expenses and Insurance

    15. The Trust will ensure that:

    References

    16. On the basis of their voluntary work volunteers will have the right to request a reference from their named contact person.

    Expectations of Volunteers

    17. Volunteers are expected to:

    Other Services Involving Volunteers

    18. Organisations commissioned by the Trust to carry out work which involves volunteers should have a volunteering policy which adopts similar commitments to those outlined in this policy and procedures statement. (See VDS's 'Framework for Volunteering', referred to in Further Reading, for details on how to devise a Volunteering Policy)

    Encouraging Employer-supported Volunteering

    19. The Trust will support its employees who are involved in volunteering and will:

    Developing a relationship with the local volunteering sector

    20. A strategic approach to the development of volunteering will be taken and the work of the LVDA or equivalent agency in providing leadership in the volunteering sector will be recognised.

       

       

      Volunteering in the NHSiS

      Sample Volunteering Policy

      [Insert Trust or Local Unit Name]

      Procedures for Involving Volunteers

    1. These procedures are intended for use along with the policy statement. They give further details on recommended good practice for the involvement of volunteers within the Trust.

      2. Preparation

    2. Prior to recruiting volunteers, consultation and discussion should take place with users of the service, employees and unions to ensure that there is a genuine need for volunteers and to develop a clear description of their role. A contact person should be identified and the staff time and expenses determined to train, support and reimburse volunteers. The recruitment and selection procedures outlined below are intended to encourage rather than limit volunteering in the Trust and to ensure that volunteer selection procedures are in line with Equal Opportunities and Health & Safety policies and other good practice – to ensure the protection of patients, service users, paid staff and volunteers.

      3. Recruitment

    3. In order to reach a wide section of the community, recruitment will be by a variety of means including the LVDA or equivalent agency, adverts in the local press, poster campaigns, leaflets, contact with schools, colleges, universities, churches, community groups and by word of mouth. The Trust will regularly review the ways in which potential volunteers can offer their help.

    4. The Trust has an Equal Opportunities policy and will not discriminate on the grounds of race or ethnic origin, colour or creed, political belief, social or economic class, gender, disability (physical or mental), sexual orientation, age, marital or parental status.

    5. The Trust is committed to involving volunteers from diverse backgrounds and believes that this is likely to lead to more effective service provision, particularly for groups vulnerable to social exclusion. Through regular monitoring of our Equal Opportunities Policy, the Trust will ensure that volunteers from all sections of the community are welcomed.

      6. Initial Contact

    6. People interested in voluntary work will be invited for an informal talk with their contact person and given an information pack and application form.

      7. Selection

    7. All volunteers must complete an application form. Two written references are required.

    8. As volunteers may be working with vulnerable people, they are asked to provide information on their application form about any criminal convictions that they may have.

    9. An additional check with the Scottish Criminal Records Office (SCRO) may be required for volunteers wishing to work with children and young people. This only applies to volunteers who will have substantial unsupervised access on a sustained or regular basis. In such circumstances the volunteers must complete a form giving their details and permission for the check to be carried out. The Trust recognises however that police checks are no substitute for good recruitment and selection procedures, and that where SCRO checks are carried out, this is done to complement good practice in the recruitment and supervision of volunteers.

      10. See NHS Circular No. 1989 (GEN) 22, Protection of Children. See also Part V of the Police Act 1997, which allows for SCRO checks to be carried out on adults working with vulnerable groups. See VDS’s ‘ Protecting Children’, referred to in Further Reading)

    10. Prospective volunteers will be informed at interview if there are any specific health requirements necessary for the voluntary work.

    11. All information received during the selection process is dealt with in strict confidence and will not necessarily prevent the person from becoming a volunteer.

    12. Selection will be the responsibility of the Volunteers Manager [or insert named person where there is no designated post] in conjunction with a representative of the voluntary body or relevant department if applicable.

    13. Prospective volunteers who offer their services will have their offers dealt with as quickly as possible. Where there is no suitable placement available, the volunteer will be informed of the reasons and where applicable referred to another agency such as the LVDA.

      14. Records

    14. Records will be kept on volunteers including the application form, references, placement details, correspondence and any other relevant information. These will be kept for the purposes of security and Health and Safety. They will be kept secure with strictly limited access, for which the procedures will be explained to all volunteers during their induction period.

      15. Induction

    15. Induction sessions should be provided for all new volunteers and should include:

      16. Placement

    16. Once a suitable voluntary placement has been identified, details about the frequency and length of commitment and nature of the voluntary activity should be determined and an established trial period agreed.

    17. The Trust reserves the right to ask volunteers to discontinue their voluntary work and will give the reasons in writing if requested.

      18.

      Resolving Issues

    18. It is hoped that volunteers and Trust staff will work co-operatively and that both parties will benefit from any work undertaken.

    19. Sometimes, however, difficulties may occur which cannot be resolved through normal support channels. In order to deal with such situations, both parties will be able to use the grievance and disciplinary procedures. The aim of the procedures is to assist both parties to find a mutually acceptable way of overcoming difficulties.

      20. Support and Supervision

    20. Regular support/supervision should be available to each volunteer. The type and level of support will depend on the needs of the volunteer and the area of work they are involved in.

    21. Each volunteer will have a clearly identified contact person who is responsible for the day-to-day management and guidance of the volunteer and who will be able to offer advice, support and feedback on a regular basis. The staff of the ward or department in which the volunteer is placed will also be expected to provide support as appropriate.

    22. Opportunities will also be provided through meetings, training and social events, to meet other volunteers for mutual support and to discuss issues of common interest.

    23. Volunteering is a rapidly developing area of social involvement. Where there are designated posts and staff involved with volunteers, the Trust recognises the importance of networking with other volunteers managers and keeping abreast of good practice.

      24. Expenses

    24. All previously agreed out-of-pocket expenses, including travel, can be claimed on production of receipts. The rate of reimbursement will be agreed in advance and will be reviewed periodically. A mileage allowance, within the tax-free rate, is paid for volunteers using their own cars, on completion of a Travel Expenses Claim Form.

      25. Volunteer Driving

    25. The following points should be checked before a volunteer uses his/her own car in the course of their voluntary work.

    26. To ensure volunteers are covered for insurance, it is essential that their insurance company is aware that they intend to drive in a voluntary capacity. The Trust will note the insurance expiry date for its records and will ask the insurance company to send the details back to the Trust to ensure up-to-date records.

      27. Insurance

    27. The Trust ensures that volunteers have appropriate cover in terms of Public Liability. The Trust will make volunteers aware of their cover.

      28. [NB the Trust is advised to obtain specialist advice on insurance so that it can be clear about the arrangements and make extra provision where necessary. See VDS’s ‘Insuring Volunteers’, referred to in Further Reading]

      Monitoring and Evaluation

    28. Involvement of volunteers within the Trust should be consistently monitored and evaluated with reference to this policy. [Insert named person with this responsibility]

      29.

      Acknowledgements

    29. This Sample Policy and Procedures has been adapted from various Trust policies drawn up in Scotland and the rest of the UK, as well as from existing VDS Publications and comments received on the draft version during the consultation period.

    Annex A

    Policy and Procedures on Volunteers in NHS Trusts

    CHECKLIST FOR POLICY AND PROCEDURES STATEMENTS

    A policy on volunteers may include statements on:
     

    Does your policy include this statement?

    		 

    Do you need a statement?

     

    Yes

    No

    		 

    Yes

    No

    Not Yet

    • The role and value of volunteers (including definitions, relationships with paid staff, budgetary implications)

     

    c

     

    c

    		 

     

    c

     

    c

     

    c

    • The purpose of a policy on volunteers

    c

    c

    		 

    c

    c

    c

    • Volunteer recruitment and selection (including references, police screening, fitness and health, security)

     

    c

     

    c

    		 

     

    c

     

    c

     

    c

    • Volunteer induction/basic information pack (including confidentiality agreement)

    c

    c

    		 

    c

    c

    c

    • Training of volunteers

    c

    c

    		 

    c

    c

    c

    • Support for volunteers (including named contact, lines of accountability, review and supervision, ID badges)

     

    c

     

    c

    		 

     

    c

     

    c

     

    c

    • Insurance for volunteers (including for volunteer drivers)

    c

    c

    		 

    c

    c

    c

    • Out-of-pocket expenses for volunteers

    c

    c

    		 

    c

    c

    c

    • Involvement of volunteers in consultation and decision-making processes

    c

    c

    		 

    c

    c

    c

    • Grievance, disciplinary and complaints procedures for volunteers

    c

    c

    		 

    c

    c

    c

    • References for volunteers

    c

    c

    		 

    c

    c

    c

    • Holidays and other breaks

    c

    c

    		 

    c

    c

    c

    • Equal opportunities

    c

    c

    		 

    c

    c

    c

    • Health and safety

    c

    c

    		 

    c

    c

    c

    • Commissioning services involving volunteers

    c

    c

    		 

    c

    c

    c

    • Encouraging Employer Supported Volunteering

    c

    c

    		 

    c

    c

    c

    • Action plan (for the ongoing development of volunteering in the Trust)

    c

    c

    		 

    c

    c

    c

    • Monitoring and evaluation

    c

    c

    		 

    c

    c

    c

     

    Annex B

    Action Plan for Implementing a Policy and Procedures on Volunteers

    CHECKLIST FOR SUPPORTING POLICY DOCUMENTS

    Documents for use in implementing a policy on volunteers:
     

    Do you have?

    		 

    Do you need?

     

    Yes

    No

    		 

    Yes

    No

    Not Yet

    • Staff assessment survey on volunteer involvement

    c

    c

    		 

    c

    c

    c

    • Staff request form for volunteer assistance

    c

    c

    		 

    c

    c

    c

    • Recruitment message

    c

    c

    		 

    c

    c

    c

    • Volunteer task description

    c

    c

    		 

    c

    c

    c

    • Volunteer specification

    c

    c

    		 

    c

    c

    c

    • Information leaflet

    c

    c

    		 

    c

    c

    c

    • Application form

    c

    c

    		 

    c

    c

    c

    • Letter to referees

    c

    c

    		 

    c

    c

    c

    • SCRO forms

    c

    c

    		 

    c

    c

    c

    • Questions for selection interview

    c

    c

    		 

    c

    c

    c

    • Volunteer agreement (rights and responsibilities)

    c

    c

    		 

    c

    c

    c

    • Guidelines for volunteers

    c

    c

    		 

    c

    c

    c

    • Review form

    c

    c

    		 

    c

    c

    c

    • Volunteer expenses claim form

    c

    c

    		 

    c

    c

    c

    • Insurance policy

    c

    c

    		 

    c

    c

    c

    • Equal opportunities policy

    c

    c

    		 

    c

    c

    c

    • Health and safety policy

    c

    c

    		 

    c

    c

    c

    • Volunteer evaluation form

    c

    c

    		 

    c

    c

    c

    • Grievance and disciplinary procedures

    c

    c

    		 

    c

    c

    c

    • References

    c

    c

    		 

    c

    c

    c

     

    ANNEX C

    A STRATEGY FOR VOLUNTEERING IN THE NHS IN SCOTLAND

    THE CONTEXT

    Background

    1. Since May 1997, Volunteer Development Scotland (VDS), the national centre for volunteering in Scotland, has been funded by the Scottish Executive Health Department to raise the profile of volunteering in the NHS in Scotland. The Volunteering in Health strategy aims to assist Health Boards and Trusts to build a sound policy and practice framework in all their work involving volunteers.

    2. As part of this phased implementation strategy, in June 1998, following close consultation with VDS, the Scottish Executive NHS Management Executive issued NHS MEL(1998)42, 'Guidance on Volunteering in the NHS', with an attached Model Policy for Volunteering in the Health Board Area produced by VDS.

    3. The Guidance required the Health Boards to:

    4. These policy statements were to be drawn up in consultation with Trusts, primary care providers, local authorities and voluntary organisations in each area. The rationale behind this approach was outlined in the Guidance:

      5. "Providers of NHS services will work together more effectively and make full use of the potential of volunteers if the strategic leadership of the Health Boards encourages this."

    5. The model policy was based on best practice and on a Model Policy for Volunteering in Local Authorities drawn up in 1996 as part of a similar process carried out through a partnership between the Scottish Executive, Convention of Scottish Local Authorities (COSLA) and VDS.

    6. VDS worked closely with Health Boards across Scotland throughout the policy development process; in addition Local Volunteering Development Agencies (LDVAs) offered support at local levels, which in some cases involved carrying out a review of volunteering in the Health Board area. Most Health Board have drawn up policies promoting the principles and setting standards for good practice in volunteering in each area.

      7. VDS/Scottish Executive Seminar Series and Consultation Process

    7. Details were sent out with the NHS MEL of a series of seminars to be run jointly by the Scottish Executive and VDS, to assist Health Boards and Trusts in the process of policy development and implementation. The first seminar was held in June 1998 targeting Health Boards. This second set of seminars "Volunteering in a Hospital Setting: Putting Policy into Practice" took place between February and May 1999 in venues across Scotland (summary reports of these seminars are available from VDS), and a further one on "Volunteering in Primary Care" was held in September 1999.

    8. A draft Policy and Set of Procedures for Volunteering in NHS Trusts was drawn up in February 1999 to enable Trusts to take forward the principles laid out in the Health Board policies and to put them into practice. They draw on VDS publications (outlined in the Further Reading List) based on best practice as well as on existing Trust volunteering policies both within and outside Scotland. They include a Sample Policy and Procedures, Checklists for Policy Statements and Supporting Documents, and a Further Reading List. Evidence of these procedures being implemented will be sought through the Health Improvement Programmes and Trust Implementation Plans in each area.

    9. At a time of immense change in the NHS in Scotland, the most important outcome of this phased strategy is the recognition that volunteers make a significant contribution to the NHS in Scotland, and that their time and commitment is best managed and rewarded through good practice and procedures. This in turn should ensure that the volunteering experience is made more rewarding for all concerned – the service users, those who care for them, volunteers themselves, paid staff and the wider community served by the NHS.

      10. Further Assistance

    10. Further assistance is available from VDS, in the form of publications, contact list for LDVAs, advice on policy development and implementation, consultancy services and training courses.

      11. See Annex D – Timetable for Volunteering

      ANNEX D

      A STRATEGY FOR VOLUNTEERING IN THE NHS IN SCOTLAND

      TIMETABLE FOR VOLUNTEERING

      DATES

      EVENT

      PARTICIPANTS

      June 1998

      NHS MEL(1998)42 issued with

      Model Policy for Volunteering

      Health Boards for action

      NHS Trusts for information

      Voluntary Sector

      Local Authorities

      June 1998

      Seminar:

      Volunteering in the NHS

      Health Boards

       

      June-December 1998

      Consultation Process for Implementation of Volunteering Policies

      Health Boards and relevant partners

      December 1998

      Volunteering Policies to be submitted to Scottish Office Department of Health

      Health Boards

       

      February-May 1999

      Seminar Series:

      Putting Policies into Practice

      (Hospital based)

      NHS Trusts

       

       

      February-May 1999

      Draft Policies/Procedures for Trusts out

      for consultation via seminars

      NHS Trusts

      Seminar Participants

      September 1999

      Conference on Primary Care

      Volunteering

      GPs

      Primary Care Trusts

      Health Boards

       

      January 2000

      Revised Trust Policy and Seminar report issued in second MEL

      NHS Trusts

      January-June 2000

      Consultation Process for Implementation of Policies

      NHS Trusts

      1 July 2000

      Volunteering Polices to be submitted to Scottish Executive

      NHS Trusts

       

      Ongoing

      Monitoring of volunteering via HIPS and TIPS, and

      Accountability Reviews

      Health Boards

      NHS Trusts

      Other Partners


       

      ANNEX E

      A STRATEGY FOR VOLUNTEERING IN THE NHS IN SCOTLAND

      FURTHER READING

    11. This Reading List contains additional information about many of the statements outlined in the sample policy and procedures and the 2 checklists included in this paper. The publications contained in this List have been categorised under 3 headings:

      12. VDS Publications

      NHS-Specific Publications

      Other Recommended Publications.

      VDS Publications

    12. There are a number of VDS publications that will help you to back up the statements or compile the supporting paperwork you may wish to develop. For example, the checklists included in this document are adapted from VDS' publication, 'Framework for Volunteering: Policy and Procedures on Volunteers in Voluntary Organisations', which also contains steps for drafting a Policy and Procedures and questionnaires for assessing current volunteering in your organisations. Similarly, 'Engaging Volunteers' contains sample forms on recruiting, selecting, supporting and managing volunteers. The other VDS publications on insuring volunteers, on volunteers' expenses and on protecting children will help you to back up the statements you may wish to make. "Volunteering in a Long-Stay Hospital" is a set of guidelines that provide a framework for good practice in engaging volunteers in long-term hospital settings, based on lessons learned from an action research project in Strathmartine Hospital, Dundee.

      13. NHS-Specific Publications

    13. The publications mentioned here have been written specifically with the NHS in mind. For example, as well as describing the scale and scope of volunteering in the NHS and the role undertaken by volunteers, the NHS MEL(1998)42 provides information on Government initiatives which affect the NHS and offers a Model policy for Volunteering in the Health Board area. In particular, Section 6, A Statement on Principles of Good Practice, may help your Trusts to develop policy and procedures in line with the Health Board policy statements developed in your area. The NHS Executive publications offer useful information on similar work carried out in England and Wales. The Advance publication, "Good Practice Guide for VSCs in the NHS" is aimed at new and established voluntary service co-ordinators and their managers in the NHS and contains comprehensive information on all aspects of volunteer management in this setting.

      14. Other Recommended Publications

    14. The publications included under this third category provide scope for further reading in volunteer management in other settings.

    15. For further advice and assistance, please contact:

      16.

    Volunteer Development Scotland
    72 Murray Place
    Stirling FK8 2BX
    Tel: 01786 479593 Fax: 01786 449285
    E-mail: vds@vds.org.uk Website: www.vds.org.uk


    Volunteer Development Scotland – Publications

    Engaging Volunteers: A good Practice Guide (1995)
    Volunteer Development Scotland ISBN 1 899 301 01 1

    Guidelines on Volunteers' Expenses (1998)
    Volunteer Development Scotland ISBN 1 899 301 13 5

    Insuring Volunteers (1997)
    Volunteer Development Scotland ISBN 1 899 301 09 7

    Involving Volunteers: Basic Guide (1998)
    Volunteer Development Scotland

    LVDA leaflets and location map (1997)
    Volunteer Development Scotland

    Volunteering in a Long-Stay Hospital: Guidelines (1997)
    Volunteer Development Scotland ISBN 1 899 301 11 9

    Framework for Volunteering: Policy and Procedures on Volunteers in Voluntary Organisations (1998)
    Volunteer Development Scotland ISBN 1 899 301 16X

    Protecting Children: A Code of Good Practice for Voluntary Organisations working with Children and Young People (1995)
    Volunteer Development Scotland ISBN 1899301 04 6

    Building the Future Leaflet Series (1998)(Practical Information and Advice on Involving Young Volunteers)
    Volunteer Development Scotland

    NHS – Specific Publications

    NHS MEL(1998)42, Guidance on Volunteering in the NHS
    (Annex C: A Model Policy for Volunteering in a Health Board Area)

    Voluntary Services Co-ordinator in the NHS: Good Practice Guide (1991)
    Advance ISBN 0 948561 10 6

    Making a Difference: Strengthening Volunteering in the NHS (1996)
    NHS Executive, Department of Health

    Volunteers Change Lives: Quality Patient Care Through Community Involvement (1998)
    Department of Health, Patient's Charter Unit (98 C722/215)

    Working Alongside Volunteers: Promoting the Role of Volunteers in Community Care (1996)

    A Model Policy for Volunteering in the NHS (1998)

    Wales Council for Voluntary Action for the Volunteering Partnership for Wales

    Other Recommended Publications

    Essential Volunteers Management (2nd Edition) Directory of Social Change: London (1998)
    McCurley, S and Lynch, R ISBN 1 900 360 18 7

    Working Alongside Volunteers: promoting the Role of Volunteers in Community Care (1996)
    Social Services Inspectorate, Department of Health