Capability | | Volunteer training. Volunteer supervision and coordination. Task oriented activities for volunteers. Clear induction processes for volunteers. Experienced staff in the hospital.
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Opportunity | Transport for patients and volunteers in the community. Cost of transport and travel for volunteers. Each hospital has own volunteer protocols and guidelines that need to be followed.
| Clear patient eligibility criteria. Hospital staff (nurse unit manager/ANUM) to be involved in identifying patients. Multiple volunteer streams (retirees, stay at home mums and students). Programme champion on wards Paid onsite coordinator on wards. Paid volunteer coordinator for community volunteers.
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Motivation | Staff fatigue for new initiative and processes. Perceived overlap with other hospital programmes (pastoral care, diversional therapists and other volunteer programmes). Retention and attrition rate of volunteers. Competing organisational priorities.
| Volunteer and patient matching – right person to right profile be aware of male/female/cultural choices of patient. 12-month time commitment from volunteers to the programme. Creating stories from volunteers about the benefits and opportunities of becoming a volunteer. Highlight transition aspect of programme as unique and innovative. Programme champion. Working with existing hospital programmes and not duplicating efforts.
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