Guidelines for Volunteer Roles
Guidelines for volunteer roles in GB are provided in the ‘GBNI Safeguarding Policies Pack’ or can be viewed online via the leaders section. This includes a list of generic requirements that apply to all roles followed by guidance on specific roles. When recruiting leaders, it is recommended that you use our role descriptions as a guide and add points to suit your company/church. Please do not alter what is already on the role guidelines but you may add to the list of responsibilities to suit your local situation. This ensures a level of consistency among our companies and provides for volunteers who wish to widen their roles to include work for their district or for GBNI. All roles should be regarded as ‘regulated positions’ and therefore subject to the necessary Enhanced Disclosure Checks with AccessNI.
New Company Leaders
- Appointments of GB leaders are made and approved by the local church. Volunteers are accountable to the local church.
- Church recruitment and selection procedures are to be followed for the appointment of volunteers. Those procedures must include the steps outlined in the procedure opposite.
- All leadership roles that fit the definition of ‘regulated activity’ will be subject to background checks through AccessNI (to be processed according to church procedure). A definition of regulated activity is provided above.
- Most roles in GB companies fit the definitions of regulated activity and, therefore, will need AccessNI checks.
- Young helpers/leaders aged 16 and 17 do not need to be checked and should work under the supervision of an adult leader.
- The church will supply to the GBHQ the names and contact details of all the volunteers following appointment and confirm that new leaders have been AccessNI checked. This is done through the submission of annual returns.
- If GBNI has concerns that certain practices breach child protection guidelines, such concerns should be raised with the Company Captain and/or the Company Chaplain. If the concerns are not satisfactorily dealt with GBNI may withdraw affiliation for that company.
Procedure for recruiting new leaders
Uncertainty about the suitability of a potential leader
If there is any uncertainty about the suitability of a candidate, the Chaplain must be consulted. The applicant should be made aware of what is happening and asked whether they consent to a further interview, should this be deemed necessary.
- Induction: An induction process should take place, including familiarising the new leader with both the church and GBNI Child Protection Policy and Health and Safety Policy, introduction to other leaders, children, parents etc. The new leader should give a written acknowledgement that they have received a copy of church/company policies.
- Trial Period: Appointment should be conditional on the successful completion of a trial period (usually six months). There should be a facility for a yearly review of all Officers/Leaders. In particular, the following areas should be considered: reliability, trust, relationships with children, parents and other leaders, contribution to the organisation and co-operation with the team. Review should always be carried out within a positive framework.