{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Volunteer and Intern Recruitment, Training, and Support Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} recruits, trains, and supports volunteers and interns in a way that aligns with Care Inspectorate Wales (CIW) regulations and best practice in the social care sector. Volunteers and interns play a valuable role in supporting our services, enhancing the experience of service users, and contributing to a positive community ethos.

This policy ensures that:

• Volunteers and interns are recruited fairly and transparently, with appropriate checks in place.
• All volunteers and interns receive structured training and supervision to uphold care standards.
• Volunteer and intern roles are clearly defined, ensuring they complement the work of paid staff without replacing them.
• Volunteers and interns are valued, supported, and engaged, contributing positively to our service users and staff team.

This policy aligns with:

• The Regulation and Inspection of Social Care (Wales) Act 2016.
• Care Inspectorate Wales (CIW) guidelines on workforce recruitment and training.
• The Equality Act 2010, ensuring fairness in recruitment.
• The Health and Safety at Work Act 1974, ensuring volunteers and interns work safely.
• The General Data Protection Regulation (GDPR) and the Data Protection Act 2018, ensuring confidentiality and data security.

2. Scope

This policy applies to:

• All volunteers and interns engaged by {{org_field_name}}.
• Managers and supervisors responsible for recruiting, training, and supporting volunteers and interns.
• Service users and their families, who interact with volunteers and interns.

This policy covers:

• Recruitment and selection of volunteers and interns.
• Training and induction processes.
• Supervision, support, and development.
• Roles, responsibilities, and boundaries.
• Safeguarding, confidentiality, and health & safety.

3. Policy Statement

{{org_field_name}} is committed to ensuring that volunteers and interns:

• Feel valued, included, and supported within our organisation.
• Receive comprehensive training to equip them for their roles.
• Are clear about their responsibilities and boundaries.
• Work alongside paid staff to enhance, not replace, care services.
• Are engaged in meaningful activities that contribute positively to service user experience.

We ensure full compliance with legal and regulatory requirements to safeguard both volunteers/interns and the individuals we support.

4. Managing Volunteer and Intern Recruitment, Training, and Support Efficiently

4.1. Recruitment and Selection of Volunteers and Interns

The recruitment of volunteers and interns will be fair, transparent, and inclusive. Our process includes:

• Clear role descriptions outlining duties, expectations, and required skills.
• Application and screening processes, including interviews to assess suitability.
• Enhanced DBS checks (if applicable), ensuring compliance with safeguarding regulations.
• Verification of references, ensuring reliability and suitability for the role.
• Equality and diversity considerations, ensuring recruitment is inclusive and accessible.

All recruitment decisions will align with CIW guidance on safe recruitment practices.

4.2. Induction and Training

All volunteers and interns must complete a structured induction programme, covering:

• Introduction to {{org_field_name}}, including values, mission, and policies.
• Understanding the role of volunteers and interns within a domiciliary care setting.
• Safeguarding training, ensuring compliance with adult protection laws.
• Health & Safety training, including infection control, manual handling, and emergency procedures.
• Confidentiality and GDPR training, ensuring understanding of data protection laws.
• Communication and interpersonal skills training, ensuring respectful and person-centred interactions.

Where relevant, volunteers and interns may also receive additional training, such as:

• Dementia awareness.
• Basic first aid.
• Supporting service users with disabilities or mental health needs.

Training records will be kept and monitored to ensure all volunteers and interns remain up to date with required learning.

4.3. Supervision and Ongoing Support

To ensure volunteers and interns feel supported and valued, {{org_field_name}} provides:

• Regular one-to-one supervision with a designated mentor or supervisor.
• Opportunities for feedback, ensuring volunteers and interns feel heard.
• Quarterly check-ins and reviews, identifying training needs or concerns.
• A structured complaints and grievance procedure, ensuring fair treatment.
• Recognition and appreciation activities, such as awards or team events.

Supervision ensures that volunteers and interns remain engaged, motivated, and confident in their roles.

4.4. Defining Roles, Responsibilities, and Boundaries

To maintain professionalism and clarity, volunteer and intern roles are clearly defined, ensuring they:

• Enhance, but do not replace, the work of paid staff.
• Do not undertake personal care, medication administration, or medical tasks unless appropriately trained and supervised.
• Follow the same safeguarding and confidentiality procedures as paid staff.
• Understand their limits and escalate concerns to supervisors when necessary.

A volunteer/intern agreement will be signed by all participants, outlining their role and responsibilities.

4.5. Safeguarding and Confidentiality

All volunteers and interns must adhere to safeguarding regulations and confidentiality requirements. This includes:

• Immediate reporting of safeguarding concerns to the Designated Safeguarding Lead.
• Non-disclosure of service user personal information without appropriate authorisation.
• Compliance with the Confidentiality and Data Protection Policy (DCW34).

Failure to comply with safeguarding or confidentiality procedures may result in termination of the volunteer/internship agreement.

4.6. Health and Safety Considerations

To ensure volunteers and interns work in a safe environment, we will:

• Provide Health & Safety training, covering personal safety and risk management.
• Ensure appropriate PPE and infection control measures are in place.
• Conduct risk assessments for all volunteer and intern activities.
• Provide insurance coverage for volunteers/interns while engaged in authorised activities.

Any accidents or incidents involving volunteers or interns must be reported and recorded in line with company policy.

4.7. Volunteer and Intern Recognition and Progression

We recognise the contribution of volunteers and interns through:

• Certificates of participation and references, supporting future career opportunities.
• Opportunities for progression, such as moving into paid roles.
• Recognition events, celebrating contributions to {{org_field_name}}.

For interns, structured learning objectives will be set at the start of their placement, ensuring they gain meaningful experience aligned with their academic or career goals.

4.8. Exit Process and Feedback

At the end of a volunteer or intern placement, exit interviews will be conducted to:

• Gather feedback on their experience to improve our programme.
• Provide career guidance and support if requested.
• Assess whether they wish to continue in another role.

All records of volunteer and intern engagement will be kept securely for reference.

5. Related Policies

This policy aligns with:

• Safe Recruitment Policy (DCW26) – Ensuring volunteers and interns meet our recruitment standards.
• Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13) – Covering safeguarding responsibilities.
• Confidentiality and Data Protection Policy (DCW34) – Protecting personal and service user data.
• Health and Safety at Work Policy (DCW16) – Ensuring safe working conditions.
• Workforce Development and Training Policy (DCW27) – Supporting learning and progression.

6. Policy Review

This policy will be reviewed annually or sooner if required due to changes in legislation, CIW regulations, or feedback from volunteers and interns.

---

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.