Unit of competency Outline

Date retreived
22/07/2026 1:39 PM AWST

Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.

Manage volunteers

Manage volunteers

Unit of competency
National Code
SITXHRM502
State Code
WF788
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
1.00
Current Release Date
18/01/2013
View on TGA
State Implementation and Classification
Approved Date
16/05/2014
Field of Education
080303 - Human Resource Management
Original Release Date
16/05/2014
Nominal Hours
25
Description
This unit covers the performance outcomes, skills and knowledge required to manage a volunteer workforce. It requires the ability to determine and evaluate volunteer staffing requirements, recruit, select, train and maximise volunteer retention.
Notes
Elements and Performance Criteria
1. Research, determine and define needs for volunteer involvement.
  • 1.1 Determine and evaluate volunteer requirements based on analysis of relevant human resource information and consultation with relevant stakeholders.
  • 1.2 Assess benefits, costs and risks of volunteer involvement to the organisation.
  • 1.3 Establish and assess the requirements and impacts of relevant legislation and industry codes.
  • 1.4 Define overall volunteer roles according to specific organisational or project requirements.
2. Undertake volunteer recruitment.
  • 2.1 Identify and incorporate consideration of volunteer social and other motivations in work design programs.
  • 2.2 Develop appropriate position descriptions based on review of volunteer roles.
  • 2.3 Establish and incorporate volunteer rewards into the recruitment program.
  • 2.4 Communicate and delegate responsibility for volunteer coordination to relevant paid personnel.
  • 2.5 Identify key target areas from which volunteers might be recruited.
3. Maximise volunteer retention.
  • 3.1 Develop a climate of recognition and support for volunteers through representation in the wider environment.
  • 3.2 Identify and incorporate individual requirements of volunteers into work role design.
  • 3.3 Arrange suitable induction and training for volunteers to ensure work roles, rights and responsibilities are clearly understood.
4. Ensure a positive experience for volunteers.
  • 4.1 Liaise with volunteers regularly to monitor experience from both organisation and volunteer perspective.
  • 4.2 Identify and evaluate areas of concern and initiate follow up action.
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Human resource information may include:
event information
operational plans
organisational human resource plans.
Benefits, costs and risks may include:
community cultural development
community engagement
financial
impact on the paid workforce
risks of using untrained or partially trained staff.
Relevant legislation and industry codes may include:
company codes and guidelines
EEO
organisation articles of association
professional association regulations
work health and safety.
Social and other motivations may relate to:
acknowledgment
break from routine
desire to do something different
enjoyment
increased selfesteem
learning new skills
loyalty
meeting new people
pathway to employment
sense of involvement
socialisation
status
support of family members and friends
travel.
Position descriptions may include information on:
accountability
commitment
reimbursement of costs
required knowledge
responsibilities
rewards
skills and attributes
uniform.
Volunteer rewards may include:
community involvement
free admittance to games, competitions or events
free or discounted merchandise
opportunities for social interaction
pathway to employment
skill development.
Target areas may include:
family and friends
local community and community groups
past and present membership of service organisations
unemployed people
volunteer agencies.
Representation in the wider environment may include:
promoting the benefits and value of volunteers to colleagues
providing input to organisation’s overall human resource plan.
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the ability to:
determine and evaluate volunteer staffing requirements, recruit, select, train and maximise volunteer retention for an organisation or community activity
integrate knowledge of human resource management principles to recruit, select and induct volunteers.
Context of and specific resources for assessment
Assessment must ensure use of:
a real or simulated tourism, hospitality or event industry business operation or activity for which volunteers are recruited, selected and trained
operational information about the organisation or activity subject to volunteer use
current recruitment documentation.
Method of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
projects or activities to assess the individual’s ability to:
determine and evaluate volunteer staffing requirements
recruit, select train volunteers
maximise volunteer retention for an organisation or community activity
evaluation of documents prepared by the individual:
reports outlining the benefits, costs and risks of volunteer involvement to the organisation
lists or plans identifying volunteer roles
position descriptions
recruitment ads
descriptions of volunteer rewards
evaluation of a report completed by the individual giving details of the management of a volunteer workforce for a tourism, hospitality or event industry operation from inception to conclusion
written or oral questioning to assess knowledge of human resource management principles used to recruit, select and induct volunteers
review of portfolios of evidence and thirdparty workplace reports of onthejob performance by the individual.
Guidance information for assessment
The assessor should design integrated assessment activities to holistically assess this unit with other units relevant to the industry sector, workplace and job role, for example:
BSBPMG501A Manage projects
SITXCOM201 Show social and cultural sensitivity
SITXEVT503 Manage event staging components
SITXHRM501 Recruit, select and induct staff
SITXHRM503 Monitor staff performance.
Replaces
State Code National Code Title Type
S6535 SITXHRM004A Manage volunteers Unit of competency
Replaced By
State Code National Code Title Type
AWQ41 SITXHRM005 Manage volunteers Unit of competency