Muskegon Family Care

Muskegon Family Care

Muskegon Family Care

Muskegon, MI

POLICY/PROCEDURE

POLICY NUMBER: 660Page 1 of 2

TITLE: Volunteer Management

EFFECTIVE DATE: 7/1/06 REVISED DATE: REVIEWED

PURPOSE: MFC recognizes that volunteer assignments can be beneficial for both the health center and the volunteers serving in its facilities, but we also recognize the risks and challenges that are inherent when volunteers are placed in a healthcare setting. This policy defines MFC processes for recruitment, training and placement of volunteers in any MFC program. It also defines the appropriate use of and the approval process for volunteer placements in any MFC program.

SCOPE: All MFC Volunteer Activities and Programs

COMPLIANCE: Director of Community Services

PRECAUTIONS: None

DEFINITIONS:

Volunteer:Anyone who, without compensation or expectation of compensation beyond reimbursement of expenses, performs a task at the direction of and on behalf of MFC. A volunteer must be officially accepted and enrolled by the agency prior to performance of the task. Unless specifically stated, volunteers shall not be considered as ‘employees’ of the agency.

POLICY:

  1. It is the policy of Muskegon Family Care that volunteers, although unpaid, will be subject to all applicable employee policies and procedures and have access to the Employee Handbook.
  2. MFC accepts the service of all volunteers with the understanding that such service is at the sole discretion of the agency. Volunteers agree that the agency may at any time, for whatever reason, decide to terminate the volunteer’s relationship with the agency.
  3. The volunteer may at any time, for whatever reason, decide to sever the volunteer’s relationship with the agency. Notice of such a decision should be communicated as soon as possible to the volunteer’s supervisor and the Volunteer Coordinator.
  4. Volunteers will be reimbursed mileage at the current MFC reimbursement rate from their home to the site of their volunteer work. Board Member Volunteers may also be reimbursed for other expenses incurred in their volunteer service.

POLICY NUMBER: 660Page 2 of 2

PROCEDURE:

  1. Volunteers may be recruited among paid staff for specific projects, as long as these volunteer hours do not conflict with their paid duties and the project(s) are outside of their normal staff duties.
  2. Volunteers of all ages are accepted, and will be placed according to their skills and abilities (with appropriate supervision provided for minors). Minors will be required to have parental permission for their volunteer work (complete Minor Volunteer Permission Slip).
  3. Each volunteer must have an assigned supervisor. The supervisor is assigned based on the project. The supervisor is responsible for monitoring the conduct and performance of the volunteer on the project.
  4. Volunteer recruitment and training is overseen by the assigned Volunteer Coordinator (typically an AmeriCorps staff member). MFC management staff who have a need for volunteers for a project will request volunteers for the project from the Volunteer Coordinator.
  5. Volunteers may be used in all programs and sites of MFC, and serve at all levels of skill and decision-making. Volunteers should not, however, be utilized to displace any paid employees from their positions.
  6. Orientation and training of volunteers will be determined based on the volunteer’s involvement with the organization. At a minimum, all volunteers will complete orientation to the organization’s mission and services, volunteer application, time sheets for their volunteer work and HIPAA confidentiality documents. Volunteers in any facility where patients are seen will also have a negative TB test and a criminal background check. Volunteers who anticipate ongoing work with MFC will attend a regular employee orientation. Additional training opportunities will be based on the assigned duties. The Volunteer Coordinator ensures basic training of all volunteers, while the supervisor is responsible for training on specific duties of the project.
  7. A volunteer personnel file will be maintained in the Human Resources Department and will include: the volunteer application, TB test results, time sheets, criminal background check (as appropriate) and training record. Credentialing documents for professional volunteers will be maintained in a personnel file in Human Resources.
  8. Professional volunteers need to provide their own malpractice coverage for volunteer work with MFC. Additionally, they must be credentialed and privileged through MFC credentialing process (see Credentialing and Privileging Policy).

Approved:

______Date ______Date ______

Donna M. Littlejohn, Executive DirectorClara Shepherd, Board President

S:\Policies\Policy & Procedure\Human Resources (600's)\660 VolunteerManagement.doc

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