Benefits of Volunteering
An estimated 5000 members undertake office bearer roles and voluntary tasks each year. Their efforts are estimated to produce over half of Engineers Australia's outputs – and the volunteers and their employers reap many benefits as well.
We greatly appreciate this voluntary contribution and provide support resources, inductions and training. Our office bearers and volunteers are recongised in a variety of ways – such as through the Engineers Australia Medal program (see Awards for more details).
For Members
Members who undertake committee roles or who assist with occasional tasks such as school presentations or peer interviewing of chartered candidates enjoy the following benefits:
- Increase your engineering network, professional reputation and industry knowledge
- Influence the practice and future directions of the profession
- Develop soft skills in meeting management, budgeting, operational planning and communication
- Contribute or ‘give something back' to the profession
- Receive recognition through the magazine, a newsletter or an award
- Receive free training, now being offered to volunteers
- Receive high value, low cost continuing professional development (CPD) – volunteer work counts for CPD points.
- 5 ways we support our office bearers and volunteers online (PDF 82KB)
- Increase your corporate profile, influence and networks
- Strategically position your organisation to get the most from sponsorship opportunities, corporate programs, awards programs and other exposure
- Generate corporate social responsibility (CSR) outcomes for your corporate objectives
- Receive acknowledgement and publicity for your organisation through volunteer recognition programs
- Obtain high value, low cost continuing professional development (CPD) for your staff – volunteer work counts for CPD points
- Be an employer of choice – with 5000 Engineers Australia members already volunteering, they will value your support.
- Thank you for your support (PDF 88KB)
Some voluntary work may occur during working hours. How do employers manage staff time in these circumstances? Find out how to take a strategic approach to supporting staff volunteer work.
Take a strategic approach to supporting staff volunteer work
The information below offers tips for employers in developing a structured framework to support staff volunteer work, so as to ensure benefits for staff members and the employer. This approach may be applied to office bearer and volunteer work with Engineers Australia, as well as other volunteer activities.
Tips for staff volunteer support programs
These tips are aimed at engineering staff volunteer support programs with professional development objectives.
- Volunteering programs are usually taken up by a minority of staff members, but valued by a majority. Promote your program and staff volunteering stories through staff newsletters and industry media, for staff attraction and retention purposes.
- A successful volunteering program will need to be driven from the top, and with passion. Set a company policy and communicate it. Appoint a senior executive as program leader and include it in their performance goals.
- Be clear on whether you are seeking a corporate social responsibility (CSR) program, which precludes direct corporate benefits, or a staff development and retention program, which these tips are aimed at.
- Ensure that your program leader establishes partnerships or links with our Divisions or with Engineers Without Borders Australia , RedR Australia or other volunteer organisations.
- Provide corporate t-shirts or caps for team volunteering activities such as school programs or Engineering Week events.
- Provide clear staff guidance on program objectives, staff eligibility, and suitable volunteer activities, with an emphasis on professional development and networking outcomes.
- Treat staff volunteering as an aspect of staff training, in your goal-setting and performance reporting processes.
- Extend your insurance cover to include staff volunteer activities, or ensure that the volunteer organisations provide adequate cover.
Budgeting, time sheeting and measuring outcomes
These tips aim to help you to keep control of your volunteer support program and to monitor its effectiveness.
- Allow each eligible staff member up to (say) 2 days per year of volunteering leave, to be approved by their manager as per annual leave.
- Set up a job number in your time sheeting system for staff volunteering, give each line manager a target range for staff volunteering hours per year for their team, and set an overall target.
- Provide a modest budget for staff volunteering support through your training budget, to cover minor costs that may arise. Allow reasonable staff use of office equipment and stationery for volunteer activities.
- Develop an application process for major volunteering commitments that require special leave or financial support. Ask applicants to state the professional development and corporate benefits, and assess each application on its merits and risks.
- Establish a principle of co-contribution between the staff member and employer, for major volunteering activities. Consider leave without pay, reduced pay or full pay on a case-by-case basis.
- Obtain a report from the employee at the completion of a major volunteering commitment, evaluate the success of the activity and feed this back into your volunteer support program review process.
- Survey your staff or conduct focus group workshops, to periodically evaluate and review your volunteer support program, and to assess its impact on staff attraction and retention.
