1291391588 ESV Toolkit FINAL.pd

8/8/2019 1291391588 ESV Toolkit FINAL.pd

1/40

Brokering SustainablePartnerships BetweenEmployers and CommunitiesInformation on skills-based Employer Supported Volunteering

brokerage for local volunteering infrastructure organisations


2/40

What is Volunteering England?

Volunteering England is an independent charity and membershiporganisation, committed to supporting, enabling and celebrating

volunteering in all its diversity.

Our work links policy, research, innovation, good practice and

programme management in the involvement of volunteers. We have a

diverse membership drawn from the public, private and voluntary and

community sectors. These include national charities, further and higher

education, NHS Trusts, arts and sports organisations, Volunteer Centres

and local community projects. On behalf of our members and the wider

volunteering movement, we work with local and central Government,

national agencies and infrastructure partnerships.

Volunteering England is at the centre, bringing ideas and people

together, developing better networks and structures, and initiating

projects to support volunteering in a wide range of elds, such as healthand social care, sport and employer-supported volunteering.

Copyright information

2010 Volunteering England

This guide has been produced by Volunteering England as a free resource forvolunteering infrastructure organisations.

Users may share this material by distributing copies of the electronic edition, or

reproducing extracts in print or other media provided they make no changes to the

content, and distribute it at no charge. We ask users to ensure that they attribute this

document to Volunteering England when sharing it.

Although all possible care has been taken, and the publishers believe the contents to

be accurate and correct, no guarantee can be given.

October 2010

82


3/40

Contents

Introduction Section 1: About Employer Supported Volunteering

Section 2: Employer Supported Volunteering landscape and trends

Section 3:

Skills-based Employer Supported Volunteering the business case

Section 4: About Employer Supported Volunteering brokerage

Section 5: Top tips for a successful brokerage scheme

Section 6: Time & Talents Network the story so far

Section 7: Time & Talents Network key achievements

Section 8: Next steps Employer Supported Volunteering

in your organisation

Useful links 39

883


4/40

Introduction

About this guideThe guide covers a range of information on Employer Supported

Volunteering with a focus on skills-based brokerage models.

It also showcases the development of a network of skills-based

Employer Supported Volunteering brokerage services based within

Volunteer Centres, led by Volunteering England, called the

Time & Talents Network.

Who is funding this guide?

This guide has been created through the Modernising Volunteering

workstream of the National Support Services programme, led

by Volunteering England and funded by Capacitybuilders and

Nationwide Foundation.

84


5/40

Modernising VolunteeringWorking at a national level, the Modernising Volunteering workstream

is funded by Capacitybuilders through the National Support Services

programme. It aims to develop the skills and performance of people

and organisations supporting locally based social enterprises, charities

and voluntary groups. Resources, information and learning gathered

and developed by the Modernising Volunteering workstream are

shared with support providers through the Improving Support website,

magazine and e-bulletin. To nd out more, visit:

www.improvingsupport.org.uk

The Nationwide Foundation is a registered charity (number 1065552)

which makes grants to other UK charities. The Foundation chose to

fund Volunteering England for this project to discover why businesses

and charities, which have so much to offer one another for mutual gain,did not access these benets as much as they could, and what could

be done to forge greater links.

The Nationwide Foundations principle benefactor is Nationwide

Building Society. To nd out more about the work of the Nationwide

Foundation, visit: www.nationwidefoundation.org.uk

885


6/40

Acknowledgements

Volunteering England would like to thank Capacitybuilders and the Nationwide Foundation for funding this work.

Our thanks also go to

Jan Blackburn for providing invaluable Employer Supported

Volunteering consultancy support to the Modernising Volunteering

National Support Services team from the early stages

of the programme.

Marie Broad and colleagues from Time & Talents for

Westminsterat Volunteer Centre Westminster for their hard work,

advice and mentoring support.

Corporate Citizenship for producing the Year One report Forging

Sustainable Partnerships between Businesses and Communities.*

Plus, a nal big thank you to Darlington, Exeter and Oxfordshire

Volunteer Centres and CVS their hard work and professionalism

over the last year has been essential to setting up a successful

skills-based Employer Supported Volunteering brokerage network.

86

* This is available to download from the Volunteering England website, at:

www.volunteering.org.uk/improvingsupport


7/40

Section 1

About Employer Supported Volunteering


8/40

About Employer Supported Volunteering

Employer Supported Volunteering (ESV) is the term used byVolunteering England to describe all forms of volunteering carried

out by employees which are supported by their employer.

This can take the form of employers freeing up time for employees

to do their own volunteering, as well as formal ESV programmes.

History of Employer Supported Volunteering

Employer Supported Volunteering (ESV) has grown steadily in the UKover the last few decades. During the 1990s, hundreds of companies

became involved in ESV schemes, although at this time most of these

were major national private sector employers.

Over the last decade, ESV has become a central feature of many

corporate community partnerships. It has also become much more

widespread across public sector employers and small to medium

enterprises.

The majority of early ESV was based on challenge activity where

a group of employees worked together to undertake a specic task

for a charity or community group, generally a practical project such

as painting or decorating. Challenges are sometimes portrayed

negatively; however, when they are well-managed and undertaken as

a partnership between the charity and the employer, challenges canbring huge benet and added value to organisations. This is particularly

true for charitable organisations with responsibility for maintaining open

spaces, play areas and community buildings.

Although challenges continue to be of benet and can serve as

a valuable introduction to volunteering and lead to longer term

volunteering relationships, there has been a gradual growth in skills-

based volunteering partnerships.

88


9/40

About skills-based Employer Supported Volunteering

Skills-based Employer Supported Volunteering (SBESV) describes

employers supporting their staff to volunteer their time and professional

talents, or wider skills, to support charities and community groups.

A highly skilled workforce is key to the success of a business, and

SBESV provides worthwhile opportunities for employees to engage

their skills for the benet of others as well as developing new skillswhich they can take back to their workplace. Charities and community

groups benet from the valuable expertise of employees which builds

capacity and increases service delivery as well as developing

relationships across the sectors.

There are a wide range of SBESV roles that employee volunteers can

participate in, from mentoring and trusteeship to IT support and

fundraising. Employees can give anything from a few hours to help runa one-off activity such as a workshop on nance or CV writing

through to a regular weekly/monthly commitment or a longer placement

as a volunteer secondee.

889


10/40

Employer Supported Volunteering and corporatesocial responsibility

For many employers, Employer Supported Volunteering lies within

a wider programme of corporate social responsibility. This work

usually covers a range of areas, including environment and

sustainability, diversity in the workplace and community engagement,

with Employer Supported Volunteering at the heart of the community

engagement strategy.

810

We have won a number of

bids in which our corporate

social responsibility policy was

identied as a strength or as

a differentiator.

Medium-sized management

consultancy


11/40

Section 2

Employer Supported Volunteeringlandscape and trends


12/40812

Employer Supported Volunteering

landscape and trends

The 2007 national survey of volunteering and charitable giving, HelpingOut, shows that 36% of employees in England worked for an employer

who offered an Employer Supported Volunteering (ESV) scheme,1 a

gure that increased from 16% in 1997.2

The size of the employer does make a difference: the Helping Out

survey found that larger companies (with over 250 staff) are more likely

to have an ESV scheme available than medium-sized enterprises (with

between 51 and 249 staff) or small companies (with 50 staff or less).

This was 47% of companies, compared with 20% and 14% respectively.3

In the public sector, Employer Supported Volunteering has attracted

attention on various occasions, including in 2002 when paid

volunteering leave was introduced in central Government departments,

and during the Year of the Volunteer in 2005. In a 2009 review of

Employer Supported Volunteering in the Civil Service, BaronessNeuberger recommended that all civil servants should be given up to

ve days off per year to volunteer.4

1 N. Low et al (2007) Helping out: a national survey of volunteering and charitable giving,

Cabinet Ofce.2 J. Davis Smith (1998) The 1997 national survey of volunteering, Institute for Volunteering Research3 Low et al, 20074 J. Neuberger (2009) Employer-supported volunteering in the civil service A review by

Baroness Neuberger, the Prime Ministers Volunteering Champion, Cabinet Ofce


13/408813

Employer Supported Volunteering and staff skills development

Employers are increasingly

recognising that supporting their

employees to volunteer is not only

a cost-effective way to meet their

corporate social responsibility

objectives, but also a good way

to develop staff skills and improve

motivation, alongside more

formal training.

Skills-based activities, such as

mentoring, volunteering as a

trustee or school governor or

planning and delivering a skills-sharing workshop, offer clear and

identiable opportunities to learn

and develop in a different arena.

Pro-bono activities, in which

volunteers engage their day-to-day

professional skills such as project

management, law and accountancy,offer yet more opportunities to link

ESV with skills development in

new or unfamiliar environments.

A sign of the shift in emphasis

towards linking Employer Supported

Volunteering with skills development

is the increasing number of

employers that are positioning

responsibility for ESV within

Human Resources or Learning &

Development teams as well as, or

instead of, within Corporate Social

Responsibility teams.

5 J.Lloyd (2010) More than CV Points? The Benets of Employee Volunteering for Business and

Individuals, The Social Market Foundation

Within the [Employer

Supported Volunteering]

Programme we offer a range ofdifferent volunteering activities,

and plan to develop more.

An increasing percentage are

skills-based, enhancing the

contribution we can make to

our partner charities as well

as helping BT people topractice existing skills in a

different context, learn new

skills and grow in condence

and motivation. 5

Helen Simpson, Director,

Volunteering, BT Group


14/40814

Employer Supported Volunteering and the Big Society

The changing political landscape presents opportunities for promoting

Employer Supported Volunteering as a way of connecting communities.

Some key points from the Big Society agenda include plans to:

Lead by example, transforming the civil service into a civicserviceby encouraging civil servants to volunteer and participate

in social action projects

Launch an annualBig Society Dayto celebrate the work ofneighbourhood groups and encourage more people to take part in

social action

Empower communities to come together to address local issues.

There is clearly scope for all involved to monitor how ESV can

contribute to these areas as the Big Society concept continuesto develop.


15/408815

Section 3

Skills-based Employer SupportedVolunteering the business case


16/40816

Skills-based Employer Supported

Volunteering the business case

Why should employers engage in skills-based EmployerSupported Volunteering?

The benets of skills-based

volunteering to employers are

signicant and participation is

especially relevant in the context

of the current economic climate.

Skills-based volunteering can

provide a greater return on

investment than team challenges

and arguably deliver greater and

more sustainable impacts to the

community.

One of the key benets identiedis the personal development

opportunities for employees,

potentially saving money on

corporate training programmes in

the short term, and leading to an

up-skilled workforce, greater

employee satisfaction, higherretention rates and increased

morale in the longer term.6

It can also provide organisations

with a cost-effective method of

meeting corporate social

responsibilities and help to

develop an enhanced reputation

and increased prole in the

community. This can lead to longer

term impacts like security in the

local economy and building

bridges between businesses and

the community they operate in.

As a representative of 25,000small and medium-sized rms

across the UK, the Forum of

Private Business (FPB) wholly

recommends volunteering

It doesnt have to cost much,

but the benets for both the

businesses and theirrespective communities can

be signicant.

Phil Orford, Chief Executive,

FPB

6 A. Braybrooks and L. Carter, (2009), Forging Sustainable Partnerships Between Businesses and

Communities, Volunteering England


17/408817

Why should charities and community groups engage in skills-basedEmployer Supported Volunteering?

The key benets for organisations

that take on skills-based employer

supported volunteers are access

to professional skills and services

which they would otherwise be

unable to afford, support to develop

infrastructure, improved capacity

and increased service delivery.

The development of longer-term

partnerships with employers

could also lead to further

opportunities to gain support, aswell as raising awareness of the

work of the charity among

employees. Charities and

community groups can also

benet from a new perspective on

the issues they face.

Skills-based roles can include:

Running skills workshops

IT support

Treasurer/accountancy

Project management

PR and marketing

TrusteeshipHR

Mentoring

Business planning.

The benets [of involving

employer supported volunteers]

are exposure to a more

commercially-oriented way of

thinking, and mainly gettingstuff done that you cant afford

to resource for.

International charity


18/40818

Why should employers work more closely with local volunteeringinfrastructure organisations?

Research by Corporate Citizenship7 shows that the majority of

employers generally nd opportunities for skills-based volunteers

through three main channels: working with existing volunteer involving

organisation (VIO) partners, using specialist brokers and making direct

approaches to VIOs.

The use of existing VIO partners to source skills-based opportunities

has great benets, such as knowledge of the organisation and its cause

and a well-established relationship. However, there are also signicant

opportunities to be exploited if an employer widens its range of partners

beyond existing relationships.

Local infrastructure organisations are ideally placed to broker effective

Employer Supported Volunteering. As a hub for local charities andcommunity organisations, they have an ear to the ground and are up to

date with real community issues. Their combination of local knowledge,

contacts and volunteering expertise is ideal to source opportunities for

employer supported volunteers which make a real difference and meet

genuine need.

7 Corporate Citizenship (formerly The Smart Company) (2007) Developing understanding around

non-nancial support


19/40

Section 4

About Employer SupportedVolunteering brokerage


20/40820

About Employer Supported

Volunteering brokerage

The term Employer Supported Volunteering brokerage refers tothe process whereby the skills, time and talents of employees are

matched with the needs of community organisations through sourcing

volunteering opportunities. Brokers work in a variety of ways, from

providing one-off activities through to developing comprehensive

volunteering programmes.

Brokers with knowledge and experience of volunteering are ideally

placed to facilitate successful Employer Supported Volunteering (ESV)

for many reasons. In particular, they:

Are experts in forging meaningful ESV activities and partnerships

Have excellent local knowledge and links with voluntaryorganisations of all sizes

Are well positioned to provide tailored volunteering options foremployers while ensuring that volunteer involving organisations

(VIOs) are getting help that will really benet them

Can educate employers on local community issues and the typesof ESV activities that really benet VIOs

Appreciate business needs and can ensure that ESV activity hasclear links to an employers business strategy and the development

needs of its staff

Can facilitate a range of ESV-related activity, from sourcingand developing opportunities through to monitoring, evaluation

and feedback

Can act as a point of contact and information for both employersand VIOs to manage expectations and ensure that both parties

are working towards a common goal


21/408821

Can listen and respond to questions and negotiate to ensuremutually benecial outcomes and partnership working

Are able to participate in and advise on local networks and keycommunity and voluntary infrastructure groups

Are up to date with good practice and policy developments

Are able to provide specialist tools and resources to manage andcoordinate volunteering activity and can provide additional consultancy.


22/408822

Section 5

Top tips for a successful brokerage scheme


23/408823

Top tips for a successful

brokerage scheme

Top tips on brokering effective Employer Supported Volunteering

1. Look for well-established businesses and voluntary sector networks

in your area

2. Seek to understand the objectives and success criteria for all

parties employers, employees, charities and community groups

and their beneciaries

3. Manage expectations and encourage others to do the same.

4. Clarify roles and responsibilities who is doing what and when?

5. Conrm information and actions in writing.


24/40824

Top tips for engaging employers

1. Research the local business landscape and build a business database.

2. Do your homework. Before approaching employers, search their

websites to look for evidence of involvement in corporate social

responsibility or Employer Supported Volunteering (ESV), or

commitment to charitable causes.

3. Keep your active prospect list of employers up to date, reectinglocal economic and political developments.

4. Always keep your word. Agree actions and dates and stick to them;

make deadlines realistic and build in room for unexpected eventualities.

5. Ask for referrals. There is nothing more powerful than a

recommendation from someone a potential new business knows

or respects.

Top tips for engaging charities and community groups

1. Explain what skills-based ESV is and the multiple benets to their

organisation, the community and the volunteers.

2. Clarify your role as a broker and what this entails.

3. Manage expectations from the outset. Explain the process ofengaging and recruiting volunteers and that there is no guarantee

that you will be able to nd suitable volunteers to help them.

4. Assess their capacity to provide support and management to

volunteers and explain what would be required of them.

5. Discuss how skills-based volunteers could support their organisation

and jointly develop appropriate roles.


25/40

Section 6

Time & Talents Network the story so far

Capacitybuilders,photograp

hybyPaulDoyle,takenattheMagicCarpetartexhibitionatWesterlyExeterBMW/Mini


26/40

Background

The Time & Talents Network has

been developed by Volunteering

England through the Modernising

Volunteering National Support

Services Programme, a three-year

programme running from April

2008 until March 2011.

The overall aim of the work is to

develop sustainable models of

skills-based Employer Supported

Volunteering, focusing on local

brokerage. The desired outcome

of this is to provide the voluntaryand community sector with better

access to skills-based employer

supported volunteers.

Objectives

The Time & Talents Network:

Develops and tests sustainablemethods of brokerage and

support for skills-based

Employer Supported

Volunteering (SBESV)Develops new tools and

resources to assist the

brokerage of SBESV through

local and regional infrastructure

organisations

Builds the condence,knowledge and capacity of local

and regional infrastructure in

setting up SBESV partnerships

Works with frontline volunteerinvolving organisations of all

sizes and types to recognise the

value of SBESV.

Time & Talents Network the story so far

826


27/408827

Overview of the Modernising Volunteering National SupportServices programme

In year one, Volunteering England commissioned Corporate Citizenship

to undertake research into existing levels of skills-based Employer

Supported Volunteering (SBESV) across the country. Research

demonstrated the substantial benets of skills-based volunteering to

both employers and volunteer involving organisations (VIOs). However,

it found that the majority of activity was conned to large employers and

VIOs, and mostly in London. Research ndings and recommendations

are documented in the report Forging Sustainable Partnerships

between Businesses and Communities.8

Acting on the research ndings and recommendations from the year

one report, years two and three of the programme have seen a high

level of activity in planning, recruiting and setting up three SBESV pilotbrokerage services. The pilots were based at Darlington, Exeter and

Oxfordshire Volunteer Centres, within their respective CVS, and

funded from July 2009 September 2010.

Dedicated Local Business Partnership Coordinators were recruited at

each of the three Volunteer Centres. They manage the work locally and

are supported by an experienced national team, led by Volunteering

England and with mentoring support from Time & Talents forWestminster at Volunteer Centre Westminster.

8 Braybrooks and Carter, 2007 (available via www.volunteering.org.uk/improvingsupport)


28/40828

About the Time & Talents Network

The Time & Talents Network has been created to provide a common

brand and identity for the new SBESV pilot brokerage schemes. This

sits alongside their regional operating names: Time to InVOLve in

Darlington, Time & Talents Network Exeter and InVOLve in Oxfordshire.

The Time & Talents Network engages employers positively with the

community through the brokerage of innovative and sustainablevolunteering partnerships. It works by matching the skills and expertise

of employees with the needs of charities and community organisations.

Time & Talents Network pricing model

A pricing model has been developed for use across the three pilot

projects. Employer members are charged an annual fee to join the

schemes based on their number of employees. The membership fees

contribute towards the cost of funding the schemes.


29/408829

Summer 2009

Modernising Volunteering NationalSupport Services team established

at Volunteering England

Darlington, Exeter and OxfordshireVolunteer Centres selected following

a rigorous application process

Local Business PartnershipCoordinators recruited at each

Volunteer Centre

Autumn 2009

Local Business PartnershipCoordinators attend training at

Volunteering England

Employer membership package andpricing model developed

Time & Talents Network brandadopted

Local Business PartnershipCoordinators build employer and

volunteer involving organisation

databases

Time to InVOLve, Time & TalentsNetwork Exeter and InVOLve hold

successful launch events

Project timeline

Support from


Modernising

Volunteering National

Support Services team

Support from

Westminster Volunteer

Centre

Regular steering group

meetings

Conference calls

Network resources

Inputs Outputs


30/40830

Winter 2009 Spring 2010

Local Business PartnershipCoordinators promote schemes to

local and national volunteer

involving organisations and

employers

Local Business PartnershipCoordinators develop volunteering

opportunities

Local Business PartnershipCoordinators sign up rst employers

to paid membership schemes

Summer 2010

First volunteering activitiesunderway including media skills

workshop, an educational garden

project and befriending

Local Business PartnershipCoordinators continue to engage

with employers and recruit more

members to their schemes

First Time & Talents e-newsletterpublished

Support from


Modernising

Volunteering National

Support Services team

Support from

Westminster Volunteer

Centre

Regular steering group

meetings

Conference calls

Network resources

Inputs Outputs


31/40

Section 7

Time & Talents Network key achievements


32/40

With the Modernising Volunteering programme now in year three,the Time & Talents Network pilot projects are well underway. Here,

we outline some of their key achievements so far.

Time & Talents Network

key achievements

Why should employers work more closely with local volunteeringinfrastructure organisations?

In March 2010, senior managers

and staff from the Express & Echo

and SAV Media volunteered their

time and talents to provide amedia skills workshop set up by

Time & Talents Network Exeter.

The workshop was developed as

a response to numerous requests

from local charitable and

community organisations that

were keen to develop skills tohelp them to raise their prole

in the media.

TV presenter Mark Tyler and

Paul Nero from SAV Media

gave presentations and practical

interview techniques for broadcast

media while Andrew Howard,

Deputy Editor of the Express &Echo, talked about printed media

and gave practical advice on

writing press releases.

Eleven charities were able to

benet from expert advice and

training on the day, and its

success has led to requests for

more similar events.

The afternoon was highly

effective, with excellent

practical tips and skills which

we can all take away and use.

Dan Thompson,

The Ivy Project

832


33/408833


34/40834

Employees give time to create healthy eating allotment forlocal school

In June 2010, time to inVOLve

Darlington celebrated national

Volunteers Week by organising

an educational gardening event,

bringing employers and voluntary

and community organisations

together to build an allotment for

a local school.

The school is located in the centre

of a busy town and some pupils do

not have access to a garden so

the allotment provided the wholeschool with an opportunity to learn

about sustainable and healthy

food sources. It has also proved to

be an exciting ongoing task for the

schools gardening club.

The project was planned by

Groundwork Northeast, with help

from pupils and teachers. time to

inVOLve then helped to involve

employers within the town,

encouraging them to offer the

professional and wider life skills

of their employees to bring the

allotment to life.

The Department for Education and

the Darlington College Agricultural

Department took part on the dayand nancial support was offered

by Darlington Borough Council

and Durham and Darlington NHS.

The day was a great success with

27 people taking part overall.

Plans have already been put in

place for Darlington College toreturn to the school and use their

skills to construct a greenhouse.


35/408835

Learnings since 1996

Back in 1996, ve employers

decided that they wanted to work

in partnership with Volunteer

Centre Westminster to ensure that

their volunteering projects would

be both sustainable and strategic.

Before that, volunteering had been

on an ad-hoc basis, primarily

around Christmas and summer

challenges. There was a desire to

link up and pay greater attention to

local needs. The key learnings

remain as important today as they

were at the very beginning:

Charging and shared

responsibility: Each employer

takes a shared responsibility for

the Time & Talents for Westminster

partnership. By paying an annual

contribution to fund the small staff

team, there is a commitment to

and investment in addressing local

issues together.

Co-creation: The best projects

are usually those that have been

developed jointly, where all sides

have listened to one another andhave created something new

around specic needs and wants.

Partnership ethos; leading &

learning together: Partners meet

regularly at events and forums to

openly discuss challenges, what

has worked well, case studies andtoolkits. This has resulted in a rich

peer-learning environment where

everyone learns more quickly.


36/40

Thoughts from our pilot projects

836

The tools and resources

provided by Volunteering

England were invaluable

during the year we spent

setting up the inVOLvescheme in Oxfordshire.

Grant Hayward, Local

Business Partnership

Coordinator, OCVA, Oxford

Working with VolunteeringEngland and creating the Time

& Talents network has been a

fantastic experience and an

invaluable source of support

and resource.

Mark Wilkes, Local Business

Partnership Coordinator,Evolution, Darlington

Launching the Time & Talents

Network in Exeter allowed me

to use skills and knowledge I

have developed through many

years working across theprivate, public and voluntary

sectors. However, without the

on hand support, mentoring

and practical advice offered

by Volunteering England and

my colleagues across the

Time & Talents Network,setting up a new Employer

Supported Volunteering

brokerage scheme in Exeter

would have taken considerably

longer and would have

presented even greater

challenges than those Ihave faced.

Paul Simmons, Local

Business Partnership

Co-ordinator, Time &

Talents Network Exeter


37/408837

Section 8

Next steps - Employer SupportedVolunteering in your organisation


38/40

Next steps Employer Supported

Volunteering in your organisation

Looking for more information on Employer Supported Volunteering?

The Volunteering England website has comprehensive information on

Employer Supported Volunteering (ESV), including a free guide for

Volunteer Centres. To nd out more, visit: www.volunteering.org.uk

Interested in setting up a skills-based scheme?

There are many considerations to take into account when deciding

whether or not skills-based ESV brokerage could work for yourorganisation. These include:

Funding sources

Business landscape number, size, sector, demand. Wouldemployers in your area be prepared to pay?

Existing ESV experience and expertise

Capacity within your organisation

Alignment with your wider organisational objectives

The impact of other brokers operating in your area.

If you think there is a demand for skills-based ESV brokerage in your

area, please contact Volunteering England for more information

(see back cover).

838


39/408839


Volunteering England is committed to supporting, enabling and

celebrating volunteering in all its diversity. The website contains lots of

useful information, including a comprehensive Employer Supported

Volunteering section.

www.volunteering.org.uk

InVOLveSkills-based Employer Supported Volunteering Brokerage scheme,

based at Oxfordshire Volunteer Centre.*

www.oxnet.org.uk/involve

Time & Talents Network Exeter

Skills-based Employer Supported Volunteering Brokerage scheme,

based at Volunteer Centre Exeter.*www.timetalentexeter.org.uk

Time to inVOLve

Skills-based Employer Supported Volunteering Brokerage scheme,

based at Volunteer Centre Darlington.*

www.evolutiondarlington.com

Time & Talents for WestminsterTime & Talents for Westminster is a not-for-prot partnership working

with private, public and voluntary sector organisations to facilitate

Employer Supported Volunteering projects, with a particular focus on

skills-based and sustainable work.

www.ttw.org.uk

Useful links

*These schemes are initially funded by Volunteering England, through the ModernisingVolunteering National Support Service.


40/40


Regents Wharf8 All Saints Street

London

N1 9RL

www.volunteering.org.uk

020 7520 8900

To request this publication in large print, Braille or on audio CD,

please email: [email protected]

1291391588 ESV Toolkit FINAL.pd

Documents

Transcript of 1291391588 ESV Toolkit FINAL.pd