SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED UNIT STANDARD THAT HAS PASSED THE END DATE: 

Manage volunteers 
SAQA US ID UNIT STANDARD TITLE
12704  Manage volunteers 
ORIGINATOR
SGB Sport 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 02 - Culture and Arts Sport 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 5  Level TBA: Pre-2009 was L5  3 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Passed the End Date -
Status was "Registered" 		 2002-06-12  2005-06-12  SAQA 0742/02 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2006-06-12   2009-06-12  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This unit standard does not replace any other unit standard and is not replaced by any other unit standard. 

PURPOSE OF THE UNIT STANDARD 
The learner achieving this unit standard in combination with other content-related standards will be able to express an understanding of the need for and the value in volunteerism and be able to develop strategies to recruit, select and train volunteers. Developing a volunteer database will ensure the sustainability of sport and fitness programmes contributing to the improvement in the quality of life for all South Africans.

This unit standard, combined with other core and elective Sport or Fitness standards in a national certificate in Sport or Fitness Management (NQF 5) will provide the learner with the competence to practise managerial skills. In addition they will be well positioned to extend their learning and practice into other areas of Sport or Fitness disciplines, or to strive towards professional standards and practices at higher levels.

Competent learners will provide the environment for quality experiences to participants and thus strengthen the profession in general. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
It is assumed that a learner entering a program leading to this unit standard has communication equivalent to NQF 3. 

UNIT STANDARD RANGE 
Guides to the scope and complexity of the specific outcomes and essential embedded knowledge are provided in bullet points beneath each. These are prefaced by "for example" since they are neither comprehensive nor necessarily appropriate to all contexts. Alternatives must however be comparable in scope and complexity. These are intended only as a general guide to scope and complexity of what is required. 

Specific Outcomes and Assessment Criteria: 

SPECIFIC OUTCOME 1 
Plan and implement strategies to recruit volunteers. 
OUTCOME NOTES 
For Example:
  • Volunteers may be recruited for coaching, umpiring, administration, catering, team support, management of events, projects, finance, facilities, equipment, personnel, marketing, sponsorship, technical aspects, maintenance, competitions, teams, adult supervision, activity leaders, transport, care of uniforms.
  • The criteria for recruitment may include details of required knowledge, skills and attributes, responsibilities, accountability, commitment, rewards, reimbursement of costs, uniforms.
  • Understand the motives of potential volunteers which may include: enjoyment, socialization, career opportunities, personal development, professional development, personal contribution, loyalty, desire to do something different, support family members or friends, philanthropy.
  • Volunteers are recruited from: past and present membership, referrals, local community and community groups, students, volunteer agencies, people who are unemployed, service organizations, cultural groups. 
    		•

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    See unit standard Notes for Assessment Criteria. 

    SPECIFIC OUTCOME 2 
    Select and appoint volunteers to suitable positions. 
    OUTCOME NOTES 
    For example:
  • Volunteers are assessed on the basis of their knowledge, skills, experience, commitment and constraints.
  • Personality and personal attributes, availability and personal resources are considerations when assessing volunteers.
  • Sign a contract upon the appointment of the volunteer detailing: the requirements of the job, volunteer motives and constraints, rewards, reimbursement of costs, provision of meals. 
    		•

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    See unit standard Notes for Assessment Criteria. 

    SPECIFIC OUTCOME 3 
    Induct and train volunteers in a sport and fitness environment. 
    OUTCOME NOTES 
    For Example;
  • Familiarise volunteers with: communication channels, support networks, administration procedures, legal requirements and implications for individuals, safety procedures, and social norms. 
    		•

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    See unit standard Notes for Assessment Criteria. 

    SPECIFIC OUTCOME 4 
    Manage volunteers in a sport and fitness environment. 
    OUTCOME NOTES 
    For Example:
  • Motivate volunteers including: on-going supervision and feedback, acknowledgment of work, awards, rewards, opportunities to use own initiative, team work, new challenges.
  • Feedback relates to: work load, commitment, satisfaction with tasks, satisfaction with rewards, changes in motivation, perceptions of the organisation and its management, supervision. 
    		•

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    See unit standard Notes for Assessment Criteria. 

    SPECIFIC OUTCOME 5 
    Maximise volunteer retention. 
    OUTCOME NOTES 
    For Example:
  • Develop a climate of recognition and support for volunteers.
  • Individual requirements of volunteers are identified and incorporated into job descriptions.
  • Volunteer rewards can include: socialization, training, knowledge and skills, experience, travel, acknowledgement, status. 
    		•

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    See unit standard Notes for Assessment Criteria. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    N/A 

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
    The qualifying learner is able to demonstrate a basic knowledge and understanding of:

    1. Volunteer motives and needs.
    2. Concept of volunteerism.
    3. Benefits to volunteers and the organisation of volunteer involvement.
    4. Methods to develop job descriptions.
    5. Methods to identify the skills required of volunteers.
    6. Identifying the jobs to be undertaken by the volunteer.
    7. Instruments to screen volunteers such as interviews, questionnaires, and referral letters.
    8. Developing pertinent interview questions.
    9. Presentation, communication, facilitation, conflict resolution and diversity management skills.
    10. Labour regulations.
    11. Methods to retain volunteers. 

    UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Problem solving relates to:
  • Plan and implement strategies to recruit volunteers.
  • Manage volunteers in a sport, fitness and recreation environment.
  • Maximise volunteer retention. 
    		•

    UNIT STANDARD CCFO WORKING 
    Teamwork relates to:
  • Select and appoint volunteers to suitable positions.
  • Induct and train volunteers in a sport, recreation and fitness environment.
  • Manage volunteers in a sport, fitness and recreation environment.
  • Maximise volunteer retention. 
    		•

    UNIT STANDARD CCFO ORGANISING 
    Self-organisation and management relate to:
  • Plan and implement strategies to recruit volunteers.
  • Select and appoint volunteers to suitable positions.
  • Induct and train volunteers in a sport, recreation and fitness environment.
  • Manage volunteers in a sport, fitness and recreation environment.
  • Maximise volunteer retention. 
    		•

    UNIT STANDARD CCFO COLLECTING 
    Information evaluation relates to:
  • Plan and implement strategies to recruit volunteers.
  • Select and appoint volunteers to suitable positions.
  • Induct and train volunteers in a sport, recreation and fitness environment.
  • Manage volunteers in a sport, fitness and recreation environment.
  • Maximise volunteer retention. 
    		•

    UNIT STANDARD CCFO COMMUNICATING 
    Communication relates to:
  • Plan and implement strategies to recruit volunteers.
  • Select and appoint volunteers to suitable positions.
  • Induct and train volunteers in a sport, recreation and fitness environment.
  • Manage volunteers in a sport, fitness and recreation environment.
  • Maximise volunteer retention. 
    		•

    UNIT STANDARD CCFO CONTRIBUTING 
    Professional development relates to:
  • Plan and implement strategies to recruit volunteers.
  • Induct and train volunteers in a sport, recreation and fitness environment.
  • Maximise volunteer retention. 
    		•

    UNIT STANDARD ASSESSOR CRITERIA 
    N/A 

    UNIT STANDARD NOTES 
    Assessment Criteria

    When conducting assessments, assessors must ensure that they are familiar with the full text of the Unit Standards being assessed.

    They must ensure that the assessment covers the specific outcomes, critical cross-field outcomes and essential embedded knowledge.

    As each situation is different, it will be necessary to develop assessment activities and tools, which are appropriate to the contexts in which practitioners are working. These activities and tools may include self-assessment, peer assessment, formative and summative assessment.

    The specific outcomes and essential embedded knowledge must be assessed in relation to each other. If a practitioner is able to explain the essential embedded knowledge but is unable to perform the specific outcomes, they should not be assessed as competent. Similarly, if a practitioner is able to perform the specific outcomes but is unable to explain or justify their performance in terms of the essential embedded knowledge, they should not be assessed as competent.


    Method of Assessment

    Assessment should include practical demonstration of competence, either in the workplace or through work-realistic, out-of-classroom simulation.

    A range of assessment methods should be used, including:
  • Direct observation - watch the practitioner carry out the task or produce a desired outcome during the course of his or her normal work under normal workplace conditions
  • Product sample - examine the outcomes previously produced by the practitioner
  • Simulation of a specific task - set a specific task for the practitioner to demonstrate in a simulated environment
  • Questioning (verbal or written) - ask relevant questions linked to the unit standard
  • Testimony - collect a portfolio of evidence from suitable people (e.g.: reports from a third party)


    Integrated assessment

    It may be more effective and efficient to assess a number of unit standards together thus reducing the overall number of assessment 'events'.
  • Consider a complete activity in the workplace (the 'whole of work' approach) and see which unit standards relate to this activity.
  • Work out how practitioners could collect evidence on a number of unit standards at the same time covering all the critical aspects of the standards.
  • Ensure that commonalities that exist between a number of unit standards are captured in a way that makes sense for assessment.

    Assessing the following will ensure the specific outcomes; essential embedded knowledge and critical-cross-field outcomes are assessed:

    Demonstrated ability to make DECISIONS about practice and to ACT accordingly:
    1. Volunteers are recruited according to identified attributes, responsibilities and the needs of the organisation and the activities.
    2. Target areas to recruit volunteers are identified.
    3. A contract is entered into with the volunteer on the appointment of a volunteer.
    4. Volunteers are familiarised with the work environment, their responsibilities and rights.
    5. Volunteer rewards are identified and included in the recruitment plan.

    Demonstrated ability to learn from our actions and to ADAPT PERFORMANCE:
    6. Benefits to the organisation and volunteers deriving from their involvement is assessed and documented in the human resource policy.
    7. Criteria for the recruitment of volunteers are identified and included in the recruitment plan.
    8. Volunteers are evaluated and receive feedback and acknowledgement on an ongoing basis.
    9. Volunteer rewards are evaluated for suitability and adapted when/if necessary.


    Values

    Demonstration of the knowledge and skills outlined in this unit standard must be consistent with the principles of:
  • Respecting the natural and cultural environment.
  • Accepting and maintaining a non-discriminatory attitude towards diversity including, For example: differences in gender, race, religion, ability and culture.


    Supplementary Information

    1. Organisations requiring volunteers include: clubs, societies, schools, and federations.
    2. This unit standard is intended for people who hold positions such as a sport, recreation or fitness instructor / officer, or volunteer coordinator in a club, society, or organisation.
    3. It applies to volunteers who are recruited and appointed to assist the organisation with specific tasks and projects within a given time frame. 
    		•

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  21500   National Certificate: Sport and Fitness Leadership  Level 4  NQF Level 04  Passed the End Date -
    Status was "Registered"     		 2005-06-12  Was CATHSSETA until Last Date for Achievement 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS UNIT STANDARD: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    NONE 


    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.