Volunteer Discipline Notes

Presenter: Stephen Getman

Date: 6 March 2012

Context is key to each of the following areas

Intake Process
Auditing the requirements in each area would help for volunteer placement and accomodation. Forming this into a written policy, so that we can distribute handsheets to volunteers and caregivers explaining what we can offer would help immensely.

Need to work on setting expectations for special needs volunteers and their caregivers. Need a process for following up with caregivers after orientation and intake.

Volunteer Discipline

 * De-Escalation
 * Context is critical to De-escalation; awareness of group dynamics, perspectives
 * Framing interactions so that you can shift and alter contexts, can provide a sort of soft reboot to the brain which can help loosen tension
 * Assessing the severity of a situation to determine how it should be approached
 * With authority
 * With empathy
 * Pulling volunteers from an area with another task in order to talk
 * Body language
 * Rather than standing in front of, stand next to
 * Stay at eye level or lower
 * Group accountability
 * Clearly and calmly describing boundaries


 * Intervention
 * Shifting context is the primary tool
 * Deflecting attention from one staff member, or interaction


 * Sanctions
 * Leave for the day
 * Leave for $PERIOD_OF_TIME
 * No longer work in a particular area


 * Concerns
 * BU staff feel disempowered to deal with tough situations. Leaving to grab a Collective member often aggravates situations.  Desire is for more explicit training for deescalation, for more concise policies and procedures for escalation, for better designed levels of escalation.

Escorts, Guardians, Caregivers
Frequently, a volunteer who has trouble filling out a form will acquire assistance from their escort who will never be seen thereafter. There seems to be an implicit expectation that although the volunteer had issues in filling out the form, they will be fully capable to volunteer. Caregivers are often surprised to learn that they cannot simply drop off volunteers with special needs and expect them to be fully accomodated.

Scheduling for volunteers with special needs often require two slots in an area. Some volunteers would not necessarily be able to work on a project by themselves, then we essentially have two slots filled for volunteers working on a single project. Other examples include escorts who here to observe the volunteer to determine whether they are actively pursuing job skills.

The desire is to set a clear policy as to whom is expected to work, with concerns for managing work space and scheduling.

Independence of disabled volunteers should be made taken into consideration. Important to explicitly frame and describe the duties required, and get the volunteer's consent on what they feel comfortable doing by themselves and what they'll require assistance with.


 * Disabilities that we may need to be aware of:
 * ADHD, Autism


 * Limitations that we need to be aware of:
 * Literacy, Blindness, Lifting, Height restrictions, Deafness/Muteness

Used to be an Accessibility Committee.

Ideas

 * Confidential List of 86'd and other bans
 * Disciplinary note pop-up on schedule
 * Pop-up for unauthorized areas
 * Documentation