“It's not how much we do, but how much love we put in the doing. 

It is not how much we give, but how much love we put in the giving.” - Mother Teresa 

One might think that our societies do not owe anything to people in need – the sick and weak, too young or too old, dependent, disadvantaged by fate or themselves. They only generate costs, force us to sacrifice and give up our personal aspirations. They make individual and community life more difficult. Jesus says about himself that he is in the “least of these”, and that by interacting with them, we build a relationship with God. To live the Gospel, we must learn to act “irrationally” and “unprofitably.”

Volunteering is just such an irrational and unprofitable activity that is often misunderstood by society. Recently, I met with volunteer coordinators from Diocesan Caritas to discuss the essence of volunteering. During the talks, we also touched on the subject of the social reception of their work. Concerned family and friends would ask if they are perhaps not being used, whether it would be better if they would do “something for themselves” or devote more time to the family. Coordinators of the volunteers meet these questions every day, and what helps them deal with them is the certainty that their work makes sense. Maybe not humanly, but definitely for God.

Nevertheless, the truth is that in addition to building ones relationship with Jesus, volunteering is a great way to acquire numerous competencies. In which ways exactly?

Check with the organization within "CARITASMJD" if they have positions in any of the specific areas you would like to explore:

"Give, and it will be given to you. A good measure, pressed down, shaken together and running over, will be poured into your lap. For with the measure you use, it will be measured to you.”  - Luke 6:38

What CaritasMJD expects from you.

 The way we interact with those we serve and the manner in which we carry out our duties reflect CaritasMJD as an organisation and the movement of Caritas. We are largely assessed and perceived based on the behaviour of our members and supporters, in particular, by the individual and collective performance of our volunteers. 

It is imperative that all in CaritasMJD act in a manner that is Christ-like and that evokes public trust and confidence. Accordingly, each volunteer must act in all matters in a manner that will safeguard the reputation and integrity of CaritasMJD and will preserve and strengthen public confidence in CaritasMJD activities. 

This Handbook sets out the Policies and Procedures governing volunteering efforts in CaritasMJD, and we hope you find them effective in the course of your time with us. The spirit of volunteerism is based on the following values: 

RESPECT

Serve in a manner that upholds respect and dignity with the Secretariat Office, fellow volunteers and the beneficiaries. CaritasMJD respects religious traditions, cultures, structures, and customs as long as they enhance and uphold the dignity of the human person. Treat everyone with courtesy, respect and Christian charity. Come with an attitude of service and serve with humility. 

COMPASSION

United in one human family, we are profoundly moved by the suffering of others and have a moral duty to recognise the humanitarian imperative to respond. While serving, we ask volunteers to be sympathetic to the vulnerable and to do their best to alleviate their pain. 

COOPERATION & PARTNERSHIP

We ask for your cooperation with the Secretariat Office and fellow volunteers, maintaining a good team spirit that creates a healthy environment to serve. This solidarity binds us together in the common mission of bringing humanitarian aid to the vulnerable. We should not act or say anything which might affect or obligate CaritasMJD or its Member Organisations to any third party. (e.g. Public statements to the press, lobbying efforts with other organisations, financial obligations) 

EQUALITY, UNIVERSALITY, IMPARTIALITY, and OPENNESS to all people

All women and men, girls and boys are created equal and make their own unique contributions to our world. CaritasMJD is committed to serve all, particularly those who are poorest and most vulnerable, irrespective of race, age, sex, physical ability, ethnicity, creed or political persuasion. 

PARTICIPATION 

As a volunteer of CaritasMJD, we wish to ask for your wholehearted participation in your commitments in order to deliver the best possible aid to the beneficiary we serve. To build a relationship with the CaritasMJD community that will enable you to have a fruitful experience volunteering with CaritasMJD. 

POLICIES AND PROCEDURES 

The following policies of CaritasMJD shall apply to all volunteers: 

Protecting CaritasMJD Property and Exercising Stewardship 

Unless otherwise agreed in writing by CaritasMJD, all materials designed or created for CaritasMJD and any product of volunteer work (e.g. Programme materials, software, etc.) are deemed the property of CaritasMJD, including any and all intellectual property. Volunteers are to ensure that CaritasMJD assets and intellectual property are not misused and are further protected from theft, fraud or other damages. Maintaining the appropriate standards of honesty and integrity in financial accountability is expected. 

TRAINING 

Volunteers will receive training as part of their volunteer service.  All volunteers may, depending on the assignment, complete an orientation, on-the-job or program training, and participate in continuing education classes. The training will set out the skills and knowledge necessary to perform the volunteer’s assignment. 

CONDUCT OF VOLUNTEERS 

Volunteers are to comply with the policies and procedures of CaritasMJD, including those adopted from the Caritas Internationalis Code of Ethics and Code of Conduct for Staff, CI Children and Vulnerable Adults Safeguarding Policy, as well as CI Anti-Harassment Policy. By signing up as volunteers and as representatives of CaritasMJD and its partners and affiliates, volunteers are deemed to have agreed to comply with policies and procedures as aforesaid and will undertake the following: 

• Adhere to, or understand and respect the social and moral values and teaching of the Catholic Church 

• Act in good faith and treat other people with dignity and respect 

• Respect all human rights and challenge discrimination, harassment, abuse, neglect and exploitation that infringe the rights of others 

• Perform duties competently with love, without prejudice or discrimination of any form 

• Ensure that one acts in accordance with health, safety and security guidelines, and endeavour to safeguard others 

• Not to engage in fundraising activities that are not approved in writing by CaritasMJD 

• Ensure that CaritasMJD’ reputation is not to be brought into disrepute 

• Avoid “impos[ing] one’s faith upon others…realis[ing] that a pure and generous love is the best witness to the God in whom we believe and by whom we are driven to love” 

• Inform CaritasMJD promptly in the event of any breach of any policy or procedure, including criminal conviction or investigation by the relevant authority in Malaysia or elsewhere. 

VOLUNTEER EXPENSE REIMBURCEMENTS

 Volunteer Expenses Allowed: 

• Any necessary expenses incurred in carrying out activities of CaritasMJD 

• Meals (lunch/dinner) if volunteers work more than 4 hours. 

• Taxi fare if volunteers work after 10:30pm (note: all other transports expenses to and from venue before 10:30pm are not allowed 

REIMBURSEMENT PROCEDURE

• Volunteer purchases have to be agreed by CaritasMJD in advance and expenses supported by receipts reimbursed in accordance with the authorization limits below 

• Alternatively, volunteers may request vendors to invoice CaritasMJD directly 

PAYMENT AUTHORISATION LIMITS: 

• Less than RM 1,000 – CaritasMJD Secretariat may approve 

• RM 1,000 to RM 3,000 – Committee Chair to approve 

• More than RM 3,000 – Per CaritasMJD payment approval policy in the CaritasMJD Finance Policy. 

HEALTH AND SAFETY 

Volunteers are expected to declare all medical conditions that can potentially be harmful to your own safety and the safety of those around you. 

DISMISAL 

Volunteers are expected to follow rules of conduct that will protect the interest and safety of all volunteers, staff, beneficiaries and CaritasMJD. CaritasMJD has the right to refuse a volunteer’s placement or to terminate the volunteer service if: 

• There is a perceived risk to the health or welfare of any person, including the volunteer’s health or welfare. 

• The volunteer does not comply with CaritasMJD’ policies and procedures, including those adopted from the Caritas Internationalis Code of Ethics and Code of Conduct for Staff, CI Children and Vulnerable Adults Safeguarding Policy, as well as CI Anti-Harassment Policy. 

• The volunteer has gross misconduct or insubordination including being under the influence of alcohol and drugs, theft of property or misuse of equipment, abuse and mistreatment of involved parties, creating a disturbance on CaritasMJD’ premises, at sponsored activities or in areas which could jeopardise the safety of others, unauthorised disclosure of CaritasMJD’ proprietary or confidential information. 

• Unsatisfactory performance or conduct of the volunteer. 

• The volunteer does not comply with any reasonable request for personal information, including name, identification number, address, personal and emergency contact details, police clearance and signing of receipt of information. 

• Volunteers who have not reached the age of 16 years. 

CONCERNS AND GRIEVANCES 

CaritasMJD promotes and maintains high standards of corporate governance. Our Whistleblowing Policy allows for staff, volunteers, donors or the general public to report suspected cases of fraud, misconduct or other improprieties, and are assured that they will be protected from reprisals or victimization for whistle-blowing in good faith and without malice. This policy serves to provide protection for anyone who files complaints or provides information on a serious offence that may have an impact on the organisation. Examples of such offences include actions that: 

• are unlawful 

• are not aligned to the values and practices of the organisation 

• endanger the health and safety of persons 

• seriously breach fundamental internal controls 

• deliberately conceal information tending to show any of the above 

CONFIDENTITY OF IDENTITY

Every effort will be made to protect the complainant’s identity. The identity of the complainant shall be confidential unless disclosure is necessary, in which case disclosure shall be made only with consent, and to the extent necessary and only to such persons on a “need to know” basis. 

You may also submit your concerns by mail to: 

Private & Confidential For the Attention of Professional Standards Office located at the Curia Building in Majodi, Pelantong, Johor

CONFLICT OF INTEREST 

Volunteers must prioritise according to CaritasMJD’ mission over any personal, business or marketing interest and should not take unfair advantage of any professional relationships or exploit others to further your personal, religious, political, business interest. As such, volunteers are to refrain from engaging in any transaction in which personal interests conflict, potentially conflict or appear to conflict with those of CaritasMJD. 

Some conflict of interest situations are easily identifiable, whereas others are more subtle. In general a conflict of interest may be deemed to arise when your loyalty and interests are divided whilst representing CaritasMJD in your dealings with external parties, whether making recommendations or taking decisions in such dealings. It can also arise when the volunteer uses the position in CaritasMJD to advance the private business or financial interests, whether or not at the expense of CaritasMJD. 

In general, volunteers must be aware of the following illustrations of potential conflicts : 

• Accepting Payment or Gifts: No volunteer shall accept payment of any kind (including gifts, cash, discounts, concessions, services or other similar item or benefits) for services rendered as part of volunteer service. This includes payment for speaking engagements or for participation in workshops or similar activities. 

• Improper Influence: Any volunteer, or close relative, should not, when acting on behalf or when acting on behalf of another person, business or Organisation, attempt to influence CaritasMJD’ position on any issue, matter or transaction nor participate in any discussions pertaining to a related organisation. 

RETURN OF CaritasMJD PROPERTY 

Volunteers are responsible for CaritasMJD and its Member Organisations’ property, which includes all materials, files, keys, passwords or any other written or electronic information issued to volunteers or in volunteers’ possession or control. All CaritasMJD and its Member Organisations’ property must be returned on or before your last day. CaritasMJD may take all actions deemed appropriate to recover or protect its property. 

Framework for Volunteer Management

What Motivates People To Volunteer?

Why do people volunteer? The reasons are as varied as the volunteers themselves, but there are some overarching similarities. Research highlights a range of motivations including altruism, the wish to contribute to the community, personal satisfaction, acquiring new skills, building social networks, and finding a sense of purpose (Bang & Ross, 2009; Shy, 2010). Some are driven by passions or personal growth and exploration. Recognising and catering to these diverse motivations is essential for effective volunteer recruitment and engagement.

The National Council for Voluntary Organisations (NCVO)'s "Time Well Spent 2023 report" sheds light on these motivations. It reveals that the predominant reason people volunteer is the desire to make a real difference.  

Additionally, the report explains that motivations across different demographics vary. Younger volunteers (aged 18 to 24) often seek opportunities for career progression or gaining employability skills, whereas older volunteers (55+) are more motivated by community needs or personal requests for help. Social background also influences volunteering patterns, with more affluent individuals volunteering more frequently. Gender differences are apparent too, with women placing higher importance on the cause compared to men. These insights once again emphasise the need for personalised recruitment and retention strategies. 

The Benefits Of Volunteering

Volunteering is associated with benefits at all levels: for the individual volunteers, the organisations they assist, and society at large. Let’s break down these advantages:

For Volunteers:

• Personal Growth: Volunteers acquire invaluable experience and learn new skills, setting the stage for both personal and professional development.

• Networking: It opens doors to new social networks, enriching volunteers' lives and potentially leading to new career opportunities.

• Well-being: Engaging in volunteer work boosts mental and physical health, increases life satisfaction, and can significantly reduce feelings of depression (Yeung, Zhang & Kim, 2018).

• Impact: Volunteers have the unique chance to contribute meaningfully to causes close to their hearts, making a tangible difference in the world.

For Organisations:

• Expanded Capabilities: A diverse volunteer workforce enhances an organisation's ability to deliver services, broadening its impact.

• Community Engagement: Volunteer involvement strengthens community ties and promotes social inclusion, paving the way for personal and community development.

• Fresh Perspectives: Volunteers often bring innovative ideas that can refine and energise an organisation’s efforts, leading to more effective and efficient operations.

• Tailored Support: For organisations to harness these benefits fully, it's crucial to customise recruitment and support strategies to meet the diverse needs and motivations of volunteers.

For Society:

• Collective Growth: A vibrant volunteer sector contributes to the development of both individuals and groups, fostering a sense of unity and shared purpose.

• Resilience: The COVID-19 pandemic saw a rise in volunteering, reflecting its role in adapting to and thriving amidst societal shifts and challenges (European Economic & Social Committee).

• Social Cohesion: Volunteering underpins inclusivity, solidarity, and active participation in community life, echoing deeply held societal values.

In essence, volunteering acts as a means to do good. It enriches lives and communities and presents a win-win-win scenario where individuals, organisations, and society flourish together.

Taking the management of our volunteers to the next level

Many Caritas organisations across Europe work with volunteers, mostly with volunteers from the same country, but sometimes also with international volunteers. For many Caritas organisations, volunteering is at the heart of our action. 

We want to be able to support our volunteers in the best way possible and to do so, we need strong volunteer management systems. We need clear guidelines and a culture in which all those involved, from the volunteers up to the leadership and governance of the organisations, are aware of the added value, and promote the role, of volunteers in the work of Caritas and for the communities we serve.

• Do we share the interpretation of the concept on volunteering and its core principles?

• How do we prepare our organisation to work with volunteers? Have we considered all the legal implications and foreseen at least a dedicated small budget? As you know, volunteers do not get paid, but that does not mean that they don’t cost anything. We need to make sure to have a budget available so that our volunteers are given the essential resources to make meaningful contributions.

• Do we have solid recruitment processes? We have to properly assess where we need support from volunteers, and what the volunteer can provide. We need to be able to select the right candidates and give them a good and comprehensive induction on their work and the context they work in before they start.

• How can we enhance the chances of having volunteers stay with us? We should find ways to keep them motivated, recognise their contributions and give them the chance to propose new ideas and be listened to. We also need to have dedicated staff that can monitor, evaluate and support our volunteers individually and our volunteer programme as a whole.