Unit of competency Outline
Date retreived
22/07/2026 4:57 PM AWST
22/07/2026 4:57 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
SITXHRM004A
SITXHRM004A
State Code
S6535
S6535
TGA Status
Replaced
Replaced
DTWD Status
Replaced
Replaced
State Implementation and Classification
Approved Date
30/10/2008
Field of Education
120505 - Work Practices Programmes
Original Release Date
30/10/2008
Nominal Hours
25
Description
This unit covers the performance outcomes skills and knowledge required to recruit and retain volunteers.
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 to the organisation or project of volunteer involvement.
- 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 Develop appropriate position descriptions based on review of volunteer roles.
- 2.2 Establish and incorporate volunteer rewards into the recruitment program.
- 2.3 Communicate and delegate responsibility for volunteer coordination to relevant parties according to specific workplace requirements.
- 2.4 Identify key target areas from which volunteers might be recruited.
3 Maximise volunteer retention.
- 3.1 Assist in developing 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 and identify any areas of concern.
- 4.2 Identify and evaluate areas of concern and initiate follow-up action.
- 4.3 Identify and incorporate consideration of volunteer social and other motivations in work design programs.
organisational human resource plans
operational plans
event information.
financial
community engagement
community cultural development
risks of using untrained or partially trained staff
impact on the paid workforce.
OHS
consumer affairs
EEO
organisation articles of association
professional association regulations
company codes and guidelines.
required knowledge
skills and attributes
responsibilities
accountability
commitment
rewards
reimbursement of costs
uniform.
free admittance to games, competitions or events
free or discounted merchandise
opportunities for social interaction
community involvement
skill development
pathway to employment.
past and present membership
family and friends
local community and community groups
volunteer agencies
unemployed people
service organisations.
providing input to organisation's overall human resource plan
promoting the benefits and value of volunteers to colleagues.
socialisation
enjoyment
loyalty
desire to do something different
support of family members and friends
meet new people
break from routine
sense of involvement
learn new skills
increased self-esteem
pathway to employment
travel
acknowledgment
status.
operational plans
event information.
financial
community engagement
community cultural development
risks of using untrained or partially trained staff
impact on the paid workforce.
OHS
consumer affairs
EEO
organisation articles of association
professional association regulations
company codes and guidelines.
required knowledge
skills and attributes
responsibilities
accountability
commitment
rewards
reimbursement of costs
uniform.
free admittance to games, competitions or events
free or discounted merchandise
opportunities for social interaction
community involvement
skill development
pathway to employment.
past and present membership
family and friends
local community and community groups
volunteer agencies
unemployed people
service organisations.
providing input to organisation's overall human resource plan
promoting the benefits and value of volunteers to colleagues.
socialisation
enjoyment
loyalty
desire to do something different
support of family members and friends
meet new people
break from routine
sense of involvement
learn new skills
increased self-esteem
pathway to employment
travel
acknowledgment
status.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
knowledge of the specific issues that affect the management of a volunteer workforce
evaluation of reports prepared by the candidate analysing volunteer management case studies
ability to research, evaluate and implement a volunteer management program
development and management of at least one volunteer program for a business or community activity.
Context of and specific resources for assessment
Assessment must ensure:
project or work activities conducted over a period of time to allow for ongoing monitoring aspects of managing volunteers to be assessed
use of industry-current technology and documentation in the volunteer management process.
Methods of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
evaluation of volunteer programs established or run by the candidate
questions to assess knowledge of specific issues associated with volunteer management
review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate.
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Assessing employability skills
Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors. How these skills are applied varies between occupations and qualifications due to the different work functions and contexts.
Employability skills embedded in this unit should be assessed holistically with other relevant units that make up the skill set or qualification and in the context of the job role.
Evidence of the following is essential:
knowledge of the specific issues that affect the management of a volunteer workforce
evaluation of reports prepared by the candidate analysing volunteer management case studies
ability to research, evaluate and implement a volunteer management program
development and management of at least one volunteer program for a business or community activity.
Context of and specific resources for assessment
Assessment must ensure:
project or work activities conducted over a period of time to allow for ongoing monitoring aspects of managing volunteers to be assessed
use of industry-current technology and documentation in the volunteer management process.
Methods of assessment
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
evaluation of volunteer programs established or run by the candidate
questions to assess knowledge of specific issues associated with volunteer management
review of portfolios of evidence and third-party workplace reports of on-the-job performance by the candidate.
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.
Assessing employability skills
Employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors. How these skills are applied varies between occupations and qualifications due to the different work functions and contexts.
Employability skills embedded in this unit should be assessed holistically with other relevant units that make up the skill set or qualification and in the context of the job role.
Replaces
| State Code | National Code | Title | Type |
|---|---|---|---|
| C6421 | SRXHRM001B | Manage volunteers | Unit of competency |
Replaced By
| State Code | National Code | Title | Type |
|---|---|---|---|
| WF788 | SITXHRM502 | Manage volunteers | Unit of competency |
| State Code | National Code | Title | Type |
|---|---|---|---|
| D365 | CUS60309 | Advanced Diploma of Music Business | Qualification |