Vale of Clwyd Mind Association Cymdeithas Mind Dyffryn Clwyd

Name of Organisation

Vale of Clwyd Mind Association

Why did you decide to go for Investing in Volunteers?

After successfully achieving Investor in People we decided to work towards Investing in Volunteers. For both awards it was the journey we were interested in and not the actual award.

What benefits have you found from working towards Investing in Volunteers?

Working towards IiV has enabled us to review all policies and procedures for volunteers and ensure that we were following best practice. It helped us to focus on the areas identified by the indicators and fill in any gaps that we had. It was nice to realise that when we compared our policies and procedures to the standard we didn’t have any major gaps.

How did the assessment work in your organisation?

We already had a Volunteering Sub-Committee in place and this committee became the steering group. The Personnel & Training Officers role included the responsibility for co-ordinating the recruitment, training and supervision of volunteers so she became the IiV champion and was responsible for pulling everything together. The self assessment gave us the opportunity to review all volunteer policies and procedures and make and changes that were necessary. As we had already achieved the Investing in People standard people knew what to expect and were eager to be nominated for interview for IiV. The assessor interviewed the Chair of the Board, Board Members, one Project Manager staff and volunteers as well as the IiV champion and Director.

5 Practical tips you would give another organisation working towards Investing in Volunteers

• Ensure one person takes overall responsibility for co-ordinating the process.
• Don’t get hung up with paperwork and minute detail.
• Ensure everyone is on board before you decide to proceed.
• Everyone needs to be involved and kept up to date with progress.

Enw’r Mudiad

Cymdeithas Mind Dyffryn Clwyd

Pam y penderfynoch chi geisio am Buddsoddi mewn Gwirfoddolwyr?

Ar ôl llwyddo i ennill y dyfarniad Buddsoddwyr mewn Pobl, fe benderfynasom weithio tuag at Buddsoddi mewn Gwirfoddolwyr. Gyda’r ddau ddyfarniad, y siwrnai oedd yn bwysig i ni, nid y dyfarniad.

Pa fanteision ydych chi wedi’u canfod o weithio tuag at Buddsoddi mewn Gwirfoddolwyr?

Mae gweithio tuag at BmG wedi bod yn gyfle i ni adolygu pob polisi a gweithdrefn ar gyfer gwirfoddolwyr, a sicrhau ein bod yn dilyn yr ymarfer gorau. Bu’n gymorth i ni ganolbwyntio ar feysydd a amlygwyd gan y dangosyddion, a llenwi unrhyw fylchau a oedd yn bodoli. Roedd yn braf deall nad oedd unrhyw gennym fylchau sylweddol pan aethom ati i gymharu ein polisïau a’n gweithdrefnau â’r safon.

Sut oedd yr asesiad yn gweithio yn eich mudiad chi?

Roedd gennym Is-Bwyllgor Gwirfoddoli’n bodoli’n barod, a throwyd y pwyllgor hwn yn grŵp llywio. Roedd swyddogaeth y Swyddog Personél a Hyfforddiant yn cynnwys cyfrifoldeb dros gydlynu recriwtio, hyfforddi a goruchwylio gwirfoddolwyr, felly fe’i gwnaed hi’n ysgogydd BmG a hi oedd yn gyfrifol am dynnu pawb at ei gilydd. Bu’r hunanasesiad yn gyfle i ni adolygu pob polisi a gweithdrefn a gwneud unrhyw newidiadau yr oedd angen eu gwneud. Gan ein bod eisoes wedi ennill y safon Buddsoddwyr mewn Pobl, roedd pobl yn gwybod beth i’w ddisgwyl ac roeddent yn awyddus i gael eu henwebu are gyfer cyfweliad am BmG. Trefnodd yr asesydd gyfweliad gyda Chadeirydd y Bwrdd, Aelodau’r Bwrdd, un Rheolwr Prosiect, staff a gwirfoddolwyr, yn ogystal â’r ysgogydd BmG a’r Cyfarwyddwr.

5 Awgrymiadau ymarferol y byddech yn eu rhoi i fudiad arall sy’n gweithio tuag at Buddsoddi mewn Gwirfoddolwyr

• Gwneud yn siŵr bod un person yn ysgwyddo cyfrifoldeb cyffredinol dros gydlynu’r broses.
• Peidio â gadael i waith papur a mân fanylion eich llethu.
• Gwneud yn siŵr bod pawb yn rhannu’r un brwdfrydedd cyn penderfynu mynd amdani.
• Rhaid i bawb gael eu cynnwys a chael gwybod sut mae pethau’n dod yn eu blaen.