Guidelines for Screening Volunteers
Managing risk in a non-profit organization can take many forms: proper management, adequate insurance coverage and financial oversight are three ways to prevent loss. Another is thoroughly screening all volunteers. Here are some basic guidelines:
- Create some standards for your volunteer screening process, and apply them to every volunteer applicant. You may decide to run the same level of background and credit check on each applicant. Or, you may determine the risk level to the organization of each volunteer position, and increase or decrease the screening level accordingly.
- Decide what to do with the information you receive on the credit and criminal background report. For example, if a potential volunteer has had several speeding tickets or other moving violations, you may decide they are qualified to supervise a kids’ basketball game, but not to drive the organization’s van to the game. It’s also important to decide at what level of legal trouble an applicant will be rejected.
- Keep good records. A spreadsheet listing the volunteer’s name, position, important dates, and results of the background check and reference checks could come in handy some day.
- If your organization serves vulnerable populations, it makes sense to take extra care with your interview and screening process. The same applies for any position that requires the volunteer to interact with the general public. But keep in mind that anyone deemed unsuitable to work with the public will probably have contact with other volunteers and staff—do you want them exposed to such a risk?
Remember, whether an employee is paid or a volunteer, the organization could be subject to liability for any harm resulting from his or her actions. Don’t subject your non-profit to unnecessary risk—conduct volunteer background screening on every applicant!
Tags: Managing Volunteers, screening volunteers, volunteer screening