London Organising Committee of the Olympic Games and Paralympic Games. 14 June 2010

Transcription

1 London Organising Committee of the Olympic Games and Paralympic Games 14 June 2010

2 London 2012 Olympic and Paralympic Games Volunteer Protocol Title This document shall be known as the London 2012 Olympic Games and Paralympic Games Volunteer Protocol. London 2012 Vision Volunteering will be at the heart of the London 2012 Olympic and Paralympic Games, impacting on the experience of everyone involved in the Games including athletes, spectators, the media and members of the Olympic and Paralympic Family. A committed and well trained volunteer workforce will contribute significantly to our ability to stage a spectacular Games. We aim to make the volunteer programme as open and accessible as possible to ensure we can support the delivery of our vision of making this a Games for everyone. Our aspiration is that volunteers should look back on their time with London 2012 as one of their best lifetime experiences. Intention The London Organising Committee for the Olympic and Paralympic Games (LOCOG) and the Trades Union Congress (TUC) have both signed the Principles of Cooperation in which both parties agreed to develop a volunteer protocol as a demonstration of their commitment to maximising the benefits associated with volunteering. This protocol shall facilitate the implementation of the Principles of Cooperation and assist in the efficient running of the London 2012 Olympic and Paralympics Games by establishing clear standards for the treatment of LOCOG s volunteers. Context This protocol should be read against the backdrop of the Charter signed by Volunteering England and the TUC (Appendix 1). Scope This protocol shall apply to all Volunteers who come under the control of LOCOG and who are used within LOCOG Accredited Areas.

3 Parties The parties to this protocol shall be: a. The London Organising Committee for the Olympic Games and Paralympic Games (LOCOG) b. The Trades Union Congress (TUC) Period of Operation This protocol shall operate prior to, during and for a limited time after the Olympic and Paralympic Games. Definitions A Volunteer is an individual who has registered with LOCOG s Volunteer Programme, occupies an approved Volunteer position, is directly rostered, accredited and managed by LOCOG but receives no monetary compensation from LOCOG for their services. The Games shall be the activities associated with all aspects of the setting up, administration and facilitation of the London Olympic and Paralympic Games within the LOCOG Accredited Areas. LOCOG Accredited Areas are all the venues and other areas operated by LOCOG for both competition and non-competition activities. Determination of Roles to be Assigned to Volunteers LOCOG has identified the types of functions that may be filled by Volunteers and is committed to using Volunteers only in roles where they have appropriate skills, experience and qualifications. Notwithstanding the above, the parties agree to consult with the TUC and, through the TUC, with appropriate Trade Unions on a sectoral basis prior to the Games on the types of roles to be performed by Volunteers and the approximate numbers of Volunteers required in line with the terms of this protocol. LOCOG recognises that the involvement of Volunteers should complement and supplement the work of paid staff, and should not be used to displace paid staff or undercut their pay or conditions of service.

4 Volunteer Recruitment Recruitment and selection for all Volunteers will be launched in Summer LOCOG will establish and operate a strategy to recruit Volunteers for the Games that is inclusive, transparent and that promotes diversity. The strategy will include targets to ensure the participation as Volunteers of the most diverse talent possible regardless of disability, age, gender, race, sexual orientation or belief The strategy will make provision for building capability, for example via the Personal Best Programme run by the LDA, and targeted recruitment necessary to achieve the diversity outcomes. Volunteer Training All Volunteers will be provided with training which will equip them to perform their tasks with confidence. Such training will encompass three components, Olympic and Paralympic Games orientation training, role specific training and finally venue specific training. Where accredited training is conducted, Volunteers will be provided with records of that training. Volunteer Communication LOCOG intends to develop a detailed programme of communications and engagement with Volunteers before, during and after the Games. This communication programme will feature information about the Volunteer Protocol, trade unions support for the Games and their role in delivering a successful Games. It will also include relevant trade union contact information. Leadership Standards A Volunteer will always be informed of who their team leader or manager is. Team leaders and managers will have been trained in their role and will understand the high leadership standards LOCOG expects of them. Volunteer Training Manual LOCOG will produce a Volunteer Training Manual for each Volunteer as part of their orientation which clearly sets out LOCOG s expectations of its Volunteer.

5 This will include a code of conduct for Volunteers and details of the Games- Time Problem Solving Protocol for the workforce. LOCOG will consult with trade unions on the content of the Manual. Respect One of LOCOG s core organisational values is Respect. Every Volunteer will receive awareness training on the importance of diversity and inclusion to LOCOG and the Volunteer Training Manual will include a diversity and inclusion statement clearly setting out the standards by which everyone involved with the Games can expect to be treated. Green Games LOCOG is committed to making the Games as sustainable as possible and to using the Games to make changes across the UK and globally. Volunteers will be encouraged to support and contribute to all efforts to deliver LOCOG s sustainability plan. Support Volunteers will be provided with the following during the period of operation of this protocol: a. Catering Volunteers will be provided with meals and refreshments as per LOCOG Catering Policy whilst at work during the Games. b. Uniforms Volunteers will receive a distinctive uniform that will be in keeping with the look and image of the Games. On satisfactory completion of their assignments, ownership of the uniform will transfer to the Volunteer as a valuable memento of their participation. c. Transport Public transport will be utilised to provide transport within the local area to and from venues at no cost to Volunteers at Games time. d. General The most valuable reward for Volunteers will be the opportunity to participate in the world s greatest sporting and cultural event. Volunteers should also gain from the training provided, the broadening of skills and the Olympic and Paralympic experience. e. Recognition LOCOG will develop a comprehensive recognition programme to ensure the contribution of each Volunteer is acknowledged. Accommodation LOCOG does not intend to provide accommodation for volunteers. There may be some exceptions to this, for example due to exceptional operational needs, for personal safety reasons or as a result of scarcity of available skills.

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7 Appendix 1 A Charter for Strengthening Relations Between Paid Staff and Volunteers: Agreement between Volunteering England and the TUC This Charter sets out the key principles on which volunteering is organised and how good relations between paid staff and volunteers are built. It has been developed jointly by Volunteering England (VE) and the Trades Union Congress (TUC) and has been endorsed by the wider volunteering and trade union movements. Its starting point is that volunteering plays an essential role in the economic and social fabric of the UK. It is estimated that some 22 million people volunteer each year, contributing around 23 billion to the economy. Volunteering helps build social capital and community cohesion and plays an important role in the delivery of key public services. Volunteering is also good for the volunteer: it helps improve health and wellbeing and provides opportunities for individuals to acquire skills and knowledge that can enhance career development or employment prospects. This Charter demonstrates the value and importance that both organisations place on voluntary activity and the time, skills and commitment given by volunteers. This Charter recognises that voluntary action and trade unionism share common values. Both are founded on the principles of mutuality and reciprocity, leading to positive changes in the workplace and community. The trade union movement itself is built on the involvement and engagement of volunteers. Volunteering England and the TUC acknowledge that on the whole, relations between paid staff and volunteers are harmonious and mutually rewarding. They can, however, be enhanced by good procedures, clarity of respective roles, mutual trust and support. This Charter sets out the key principles to help underpin good relations in the workplace. These principles should be used as a guide by individual organisations to develop more detailed policies and procedures which reflect local needs and circumstances. This should be done, wherever possible, between local union representatives, employers and volunteering managers. Paid work is any activity that is undertaken at the direction of an employer and is financially compensable Volunteering is freely undertaken and not for financial gain; it involves the commitment of time and energy for the benefit of society and the community. Charter Principles All volunteering is undertaken by choice, and all individuals should have the right to volunteer, or indeed not to volunteer; While volunteers should not normally receive or expect financial rewards for their activities, they should receive reasonable out of pocket expenses;

8 The involvement of volunteers should complement and supplement the work of paid staff, and should not be used to displace paid staff or undercut their pay and conditions of service; The added value of volunteers should be highlighted as part of commissioning or grant-making process but their involvement should not be used to reduce contract costs; Effective structures should be put in place to support and develop volunteers and the activities they undertake, and these should be fully considered and costed when services are planned and developed; Volunteers and paid staff should be provided with opportunities to contribute to the development of volunteering policies and procedures; Volunteers, like paid staff, should be able to carry out their duties in safe, secure and healthy environments that are free from harassment, intimidation, bullying, violence and discrimination; All paid workers and volunteers should have access to appropriate training and development; There should be recognised machinery for the resolution of any problems between organisations and volunteers or between paid staff and volunteers; In the interests of harmonious relations between volunteers and paid staff, volunteers should not be used to undertake the work of paid staff during industrial disputes. This Charter stands between Volunteering England and the TUC as a statement of principles and good practice. It is also a model for use by individual unions, volunteer involving organisations in the public, third and private sectors and other bodies in discussions around the use of volunteers. Volunteering England and the TUC have produced some case studies, examples of local agreements and practical ideas to help trade unions and organisations. We have also set out some of the legal background relating to volunteering. These are available at