Volunteering with CCF Cancer Charity Foundation (CCF) is continuously investing in internally strengthening her volunteer management practice in order to support her sustainability. As an organisation, we are currently using our Volunteer Management Policy (VMA) appended to in our Human Resource Management Policy to cater for the procedure that governs recruitment, training, and retention of volunteers. Below are some of the summary highlights of CCF’s key volunteer guidelines; Summary of Recruitment The process of recruitment of volunteers will follows the procedure as defined in the Human resource policy. All volunteers receive a general orientation on the nature and purpose of the program, overall operation of CCF, and a specific orientation on the purposes and requirements of the position, which they are accepting in that effort. All successfully recruited Volunteers are awarded a contract specifying the period they are expected to be with us and their rights and duties while on duty. The maximum period for working with CCF as a volunteer is 6 months. Summary on Volunteer Training Volunteers that require training receive specific on-the-job training to provide them with the information and skills necessary to perform their volunteer assignment. The timing and methods for delivery of such training will be deemed appropriate based on the complexity and demands of the position and capabilities of the volunteer. The format and provider of the training is at the discretion of CCF management. Access to Program Property and Materials As deemed appropriate, volunteers will have access to program property, materials and as needed, training essential to fulfil their duties. Volunteers may utilize CCF property and materials only when directly required for program purposes. Requirement of a Line Supervisor Each accepted CCF volunteer will have a clearly identified supervisor, the LS, who is responsible for direct management of that volunteer. The Lead Supervisor is responsible for day-to-day management and guidance of the work of those volunteers, and will be available to the volunteer for consultation and assistance. Recognition At the successful end of the volunteer period, CCF shall host a small office farewell to each volunteer, and award them with a Certificate of Recommendation. Absenteeism/Substitutions The Volunteer must notify the line supervisor and/or the ED if he/she will be unable to complete the assigned task or will be absent from an activity. Volunteers are encouraged to find a substitute for any upcoming absences. Volunteers must find a substitute who is qualified for the position and seek approval from: the LS or the ED, as they are the only individuals who ascertain the authority to grant substitution approval. Current Volunteer Benefits During their stay, Volunteers are facilitated with breakfast and lunch meals, travel allowances. Volunteers are also engaged in weekly tasks to help nature their career aspirations. This process is mostly convened by the Executive Director as a supervisory assessment on whether the volunteer is personally benefiting from the stay. It involves, peer talks (held every Monday during staff meetings) where they express their life aspirations, career drive etcetera. During workshop trainings such as the SOURCE PROGRAM, volunteers were initiated in the program for their personal benefit. This was done during their 6 months or less stay with CCF and were trained in areas of program Management, Financial Management, Human Resources Management etcetera. At the successful end of the volunteer period, we appreciate good conduct and host a small office farewell to them, and award them with a Certificate of Recommendation.