Background The Investing in Volunteers standard was last reviewed in 2010, so it was due for a refresh in line with changes in volunteering and the wider world. Ideas to Impact won the tender, and working with colleagues Janet Lewis-Jones (IiV lead assessor) and Ann Gilbert (formerly chief executive of Northampton Volunteering Centre) and assistant Marlen Tallett, we undertook desk research and a consultation to refresh the standard, working closely with Jo-Ann Maycock, Trish Kiss, and Adam Fox at NCVO and liaising with leads from the other UK organisations, WCVA , Volunteer Scotland , and Volunteer Now . The project was overseen and the final version agreed by the UK Volunteering Forum with representatives from each of the four countries. Aims of the refresh included: Streamlining the standard and updating practice and language in line with current volunteering good practice and wider developments in volunteer-involving organisations. Ensuring that it is relevant to a wide range of volunteer-involving organisations, including specific guidance for different types and sizes of organisation and different types of volunteering opportunities. Focusing more on the volunteers' experiences, including incorporating the findings from NCVO's research with over 10,000 volunteers Time Well Spent . We engaged with around 200 people through an online survey, online workshops, individual telephone calls, attendance at the National Volunteering Forum, individual email conversations, and three workshops held by country leads in Scotland and Northern Ireland. Once we had a draft standard, 24 organisations filled in a self-assessment against it, we undertook 17 volunteer and trustee mock interviews, and a focus group of different types of organisations reviewed the materials. Comments that we received on the new standard included, “I really like the way the standard is now more readable, and easier to use as a tool to explain to others not so knowledgeable about volunteering what underpins a good quality volunteer involvement process." “I think it hits the big picture elements for diversity and inclusion and reminds people that we need to be pro-active in reaching out to encourage people to get involved." “I think it's great to see people as the first point in the explanation of the quality area. Volunteering is about people first and foremost." Main changes in the 2021 standard There are now six quality areas instead of nine: Vision for volunteering Planning for volunteers Volunteer inclusion Recruiting and welcoming volunteers Supporting volunteers Developing volunteers Some of the main changes include: A greater emphasis on volunteering being part of the wider organisational strategy and a requirement that the impact of volunteering is understood and communicated - impact assessment has changed a lot in the 10 years since the standard was last reviewed. This is crucial so that organisations value their volunteers, but also so that volunteers can see that their work is important and makes a difference - feeling meaning and purpose is key to volunteer engagement and satisfaction. This includes ensuring that any volunteer managers are appropriately integrated into the organisational structure so that there is an ongoing mechanism for communication across the organisation. Detail relating to specific processes removed to guidance, with indicators focusing more on outcomes and the bigger picture . Included in this category of changes are: thinking through the purpose of holding information about volunteers (not just data protection), having a positive and managed exit process (not just collecting feedback from volunteers who are leaving) and supporting volunteers' future aspirations (not just providing references). Following feedback in Time Well Spent that many volunteers found volunteering overly bureaucratic we've also included making sure that systems and processes are proportionate and volunteers know why they are in place. "Volunteers feel..." statements that focus on how volunteers experience the organisation, for example volunteers feel supported rather than the organisation provides support. Other "volunteers feel" statements include that there is good communication, their contribution is meaningful and rewarding and they feel valued and a part of the organisation. Some consultation respondents were concerned about whether these would be difficult to assess, but when we interviewed volunteers we found this was the sort of information they naturally provided, often without us actually asking specifically! From the perspective of organisations, finding out whether volunteers do feel these things is part of day-to-day activities anyway through formal and informal processes, and is important in ensuring that volunteers have a quality experience and remain volunteering. We also broadened out the scope in the indicators relating to equity, diversity and inclusion , relating what happens with volunteer inclusion to the aims of the organisation as a whole, and ensuring that the whole organisation is welcoming to a wide range of volunteers. Ensuring that organisations are proactive in increasing volunteer diversity and tackling under-representation was also strengthened, along with further guidance for organisations that work with a specific section of the population, for example particular health conditions, or select volunteers from members or service users. In quality areas five and six we used our experience of assessing IiV to make strengthen areas where we'd heard frequent comments from volunteers about their experiences but that were not explicit enough in the previous version. This included making sure that volunteers were able to discuss how they are doing - not all volunteers want feedback on their "performance" but they do generally want to know what has happened as a result of their volunteering. The indicator on volunteers being able to learn and develop was changed to include organisations recognising the skills and experience that volunteers bring with them where appropriate, as it's not infrequent that volunteers say they have skills that could be put to use that organisations are unaware of. Also in this section we emphasised that volunteers often say they would like more contact with other volunteers - we found research that indicated that peer support from other volunteers was more highly correlated with volunteer engagement and satisfaction than support from paid volunteer managers. The new version of the standard will be available on the Investing in Volunteers website following the launch on 24 March 2021 About Ideas to Impact Ideas to Impact provides a range of services to organisations and individuals including relating to volunteer management and developing and assessing quality standards. This includes consultancy, research, workshops and one-to-one support in coaching or through a one-off Power Hour where we can talk you through any issues you have with volunteering and what we know from research and evidence and our experience of talking to hundreds of volunteers. Our news and blog gives more information about different aspects of our work. This includes courses that fit with Investing in Volunteers, including Encouraging Inclusion , Volunteers' Voices , and How to have happy and engaged volunteers , which also incorporates psychological research around engagement, motivation and wellbeing. Please email becky@ideastoimpact.co.uk if you would like to be added to the list to be informed when open versions of these courses will be run, or sign up to the newsletter below.

Background The Investing in Volunteers standard was last reviewed in 2010, so it was due for a refresh in line with changes in volunteering and the wider world. Ideas to Impact won the tender, and working with colleagues Janet Lewis-Jones (IiV lead assessor) and Ann Gilbert (formerly chief executive of Northampton Volunteering Centre) and assistant Marlen Tallett, we undertook desk research and a consultation to refresh the standard, working closely with Jo-Ann Maycock, Trish Kiss, and Adam Fox at NCVO and liaising with leads from the other UK organisations, WCVA , Volunteer Scotland , and Volunteer Now . The project was overseen and the final version agreed by the UK Volunteering Forum with representatives from each of the four countries. Aims of the refresh included: Streamlining the standard and updating practice and language in line with current volunteering good practice and wider developments in volunteer-involving organisations. Ensuring that it is relevant to a wide range of volunteer-involving organisations, including specific guidance for different types and sizes of organisation and different types of volunteering opportunities. Focusing more on the volunteers' experiences, including incorporating the findings from NCVO's research with over 10,000 volunteers Time Well Spent . We engaged with around 200 people through an online survey, online workshops, individual telephone calls, attendance at the National Volunteering Forum, individual email conversations, and three workshops held by country leads in Scotland and Northern Ireland. Once we had a draft standard, 24 organisations filled in a self-assessment against it, we undertook 17 volunteer and trustee mock interviews, and a focus group of different types of organisations reviewed the materials. Comments that we received on the new standard included, “I really like the way the standard is now more readable, and easier to use as a tool to explain to others not so knowledgeable about volunteering what underpins a good quality volunteer involvement process." “I think it hits the big picture elements for diversity and inclusion and reminds people that we need to be pro-active in reaching out to encourage people to get involved." “I think it's great to see people as the first point in the explanation of the quality area. Volunteering is about people first and foremost." Main changes in the 2021 standard There are now six quality areas instead of nine: Vision for volunteering Planning for volunteers Volunteer inclusion Recruiting and welcoming volunteers Supporting volunteers Developing volunteers Some of the main changes include: A greater emphasis on volunteering being part of the wider organisational strategy and a requirement that the impact of volunteering is understood and communicated - impact assessment has changed a lot in the 10 years since the standard was last reviewed. This is crucial so that organisations value their volunteers, but also so that volunteers can see that their work is important and makes a difference - feeling meaning and purpose is key to volunteer engagement and satisfaction. This includes ensuring that any volunteer managers are appropriately integrated into the organisational structure so that there is an ongoing mechanism for communication across the organisation. Detail relating to specific processes removed to guidance, with indicators focusing more on outcomes and the bigger picture . Included in this category of changes are: thinking through the purpose of holding information about volunteers (not just data protection), having a positive and managed exit process (not just collecting feedback from volunteers who are leaving) and supporting volunteers' future aspirations (not just providing references). Following feedback in Time Well Spent that many volunteers found volunteering overly bureaucratic we've also included making sure that systems and processes are proportionate and volunteers know why they are in place. "Volunteers feel..." statements that focus on how volunteers experience the organisation, for example volunteers feel supported rather than the organisation provides support. Other "volunteers feel" statements include that there is good communication, their contribution is meaningful and rewarding and they feel valued and a part of the organisation. Some consultation respondents were concerned about whether these would be difficult to assess, but when we interviewed volunteers we found this was the sort of information they naturally provided, often without us actually asking specifically! From the perspective of organisations, finding out whether volunteers do feel these things is part of day-to-day activities anyway through formal and informal processes, and is important in ensuring that volunteers have a quality experience and remain volunteering. We also broadened out the scope in the indicators relating to equity, diversity and inclusion , relating what happens with volunteer inclusion to the aims of the organisation as a whole, and ensuring that the whole organisation is welcoming to a wide range of volunteers. Ensuring that organisations are proactive in increasing volunteer diversity and tackling under-representation was also strengthened, along with further guidance for organisations that work with a specific section of the population, for example particular health conditions, or select volunteers from members or service users. In quality areas five and six we used our experience of assessing IiV to make strengthen areas where we'd heard frequent comments from volunteers about their experiences but that were not explicit enough in the previous version. This included making sure that volunteers were able to discuss how they are doing - not all volunteers want feedback on their "performance" but they do generally want to know what has happened as a result of their volunteering. The indicator on volunteers being able to learn and develop was changed to include organisations recognising the skills and experience that volunteers bring with them where appropriate, as it's not infrequent that volunteers say they have skills that could be put to use that organisations are unaware of. Also in this section we emphasised that volunteers often say they would like more contact with other volunteers - we found research that indicated that peer support from other volunteers was more highly correlated with volunteer engagement and satisfaction than support from paid volunteer managers. The new version of the standard will be available on the Investing in Volunteers website following the launch on 24 March 2021 About Ideas to Impact Ideas to Impact provides a range of services to organisations and individuals including relating to volunteer management and developing and assessing quality standards. This includes consultancy, research, workshops and one-to-one support in coaching or through a one-off Power Hour where we can talk you through any issues you have with volunteering and what we know from research and evidence and our experience of talking to hundreds of volunteers. Our news and blog gives more information about different aspects of our work. This includes courses that fit with Investing in Volunteers, including Encouraging Inclusion , Volunteers' Voices , and How to have happy and engaged volunteers , which also incorporates psychological research around engagement, motivation and wellbeing. Please email becky@ideastoimpact.co.uk if you would like to be added to the list to be informed when open versions of these courses will be run, or sign up to the newsletter below.