1. Purpose

The Storybridge Network engages volunteers as essential partners in achieving our mission: to empower marginalized individuals and communities through storytelling, fostering resilience, inclusion, and social change. This policy ensures that:

• Volunteers understand their roles and responsibilities.

• Standards of safety, ethics, and well-being are maintained.

• Consistency and fairness guide all volunteer practices.

• Volunteer contributions align with the values of dignity, respect, and equity. 

 

This policy complements the existing Conflict of Interest Policy- Conflict of Interest Policy and the Safer Workplace Policy.

​

2. Scope

This policy applies to all individuals who volunteer with Storybridge, regardless of role, location, or duration of service.

​

3. Recruitment & Screening 

StoryBridge is an equal opportunity organization. We welcome volunteers from all backgrounds, identities, abilities, and experiences. Recruitment is inclusive and shall be reasonably accessible to interested individuals.

​

a. Role Descriptions.

Volunteers require a clear and accurate description of the tasks and responsibilities they are expected to undertake. Prior to any volunteer assignment or recruitment effort, a role description must be developed for each volunteer opportunity. This must include the title of the volunteering role, starting and finishing dates, hours and place of work, name of supervisor, and tasks to be undertaken. A copy of the description should be given to the volunteer before commencing voluntary work, as it may be used in the debrief session. Role descriptions must define a time limit (no longer than one year) for voluntary involvement, after which time they are reviewed and updated if appropriate.

​

b. Applications.

Volunteers are recruited on a proactive basis by the organization using publicity avenues that are suitable for the roles that need to be filled. Potential volunteers may also apply speculatively through the Storybridge website or through a staff member. All volunteers are required to complete an application form.

​

c. Interviews. 

If necessary, applications are shortlisted, and suitable candidates are invited to attend an informal chat with a StoryBridge coordinator to ascertain their interest in and suitability for the role. Written records of all interviews are kept. All unsuccessful candidates are thanked for applying and encouraged to reapply for other volunteering opportunities, either current or in the future. 

​

d. Checks for Suitability.

References are always taken up if one is presented by the applicant.  A verification of the applicant’s ability to perform in the role is also completed. Other checks may also be required (for example, Police Vulnerable Sector Check, Child Abuse Registry Check or Adult Abuse Registry Check). Volunteers are always warned in advance of the requirement for these checks. If they cannot provide the required checks, they will not be placed. 

​

e. Appointment.

Formal appointments are made only after the volunteer is able to fulfil the role description and all necessary checks have proved acceptable. No placements are made unless the requirements of the volunteer and the organization can be met.

​

4. Training 

All volunteers receive induction when they begin volunteering with the StoryBridge. This consists of a general introduction to the organization, as well as a specific orientation on the purposes and requirements of their volunteering role. On-the-job training may be provided depending on the demands of the position and the capabilities of the volunteer.  StoryBridge recognizes the importance of the volunteer having the information and skills necessary to perform their tasks well, and as such, a supervisor will always be available to answer any questions or provide assistance to any volunteer. 

​

5. Supervision 

a. Lines of communication.

Lines of communication should operate in both directions and should exist formally and informally. Volunteers must have access to all appropriate information, memos, materials and meetings relevant to their assignments. Volunteers must be consulted on all decisions that would substantially affect their volunteering conditions.

​

b. Supervisors.

Each volunteer must have a clearly identified supervisor who is responsible for the task management of that volunteer. Although the identified supervisor normally takes the lead role, all staff members receive training and guidance on how to involve volunteers effectively in the work of the organization.

​

6. Code of Conduct

a. Volunteers are expected to work within the policies and procedures of StoryBridge and adhere to its ethos. As representatives of the organization, they are responsible for presenting a positive image of StoryBridge to the outside world. 

​

b. Storybridge respects the volunteer’s right to privacy and confidentiality. In turn, volunteers are responsible for maintaining the confidentiality of all privileged information to which they have access during and after their volunteer term with StoryBridge.

​

c. Volunteers must seek prior approval from StoryBridge before undertaking anything that might affect the organization. This includes, but is not limited to, statements to the press, joint initiatives with other bodies, and agreements involving contractual or financial obligations.

​

d. Voluntary time commitment is flexible, but unscheduled absences can create organizational problems. When expecting to be absent, volunteers should inform their supervisor as soon as possible, so that alternative arrangements can be made. 

​

e. As such, volunteers must:

• Act respectfully toward participants, staff, and fellow volunteers.

• Uphold the principles of equity, diversity, and inclusion.

• Maintain confidentiality of personal information and stories shared.

• Avoid discrimination, harassment, or intimidation of any kind.

• Declare any conflicts of interest in accordance with policy.

• Use organizational resources responsibly.

 

7. Feedback and Assessment 

a. Volunteers will receive feedback, based on their role descriptions, during a debrief session as soon as practical, on the completion of their task. This feedback should include positive actions and suggested areas for improvement. This is also an opportunity for the volunteer to offer suggestions for improved working relationships with StoryBridge. Appreciation should be conveyed to the volunteer, and the supervisor should ascertain the continued interest of the volunteer in serving in their role. 

​

b. In the event of negative feedback, corrective action may be taken prior to assigning the volunteer for any further tasks. Examples of corrective action may include the organization of training for any identified deficiencies, more direct supervision of the volunteer, or the dismissal of the volunteer.

​

8.  Dismissal 

Volunteers who do not adhere to the StoryBridge’s rules or who fail to perform their volunteer assignments satisfactorily may be subject to dismissal. No volunteer’s involvement will be terminated in writing until the volunteer has had an opportunity to discuss the reasons for possible dismissal with their supervisor. Grounds for dismissal include, but are not limited to, the following: gross misconduct, being under the influence of drugs (including alcohol), theft, misuse of equipment and materials, abuse of clients and co-workers, breaches of confidentiality, failure to abide by StoryBridge’s policies and procedures or failure to complete duties to a satisfactory standard after the necessary corrective actions. 

​

9. Volunteer Well-Being & Support

To support volunteer well-being, StoryBridge will ensure workloads are manageable through flexible scheduling and realistic task assignments. A supervisor will conduct regular check-ins to confirm that the volunteer is comfortable with the task and answer any volunteer questions.  For in-person activities and events, a safe space will be identified where volunteers can take breaks between shifts or to step back from the tasks if feeling overwhelmed. Volunteers will have access to mental health resources if needed.  

​

10. Termination of Volunteer Relationship

Volunteers may end their involvement with StoryBridge at any time, with or without notice and for whatever reason. Similarly, StoryBridge may also end the relationship with a volunteer if the organization deems that the volunteer’s services are no longer required or as defined in para 7 above. Notice of such decisions should be communicated at the earliest opportunity, preferably in writing. 

​

11. Policy Review

This policy will be reviewed periodically by the Board to ensure its ongoing relevance and effectiveness.

​

If you have questions, please contact:

​

The Executive Director

The StoryBridge Network

By email: info@thestorybridge.ca