VOLUNTARY SERVICES IMPLEMENTATION

GUIDELINE FOR HEALTH SECTOR OF ETHIOPIA

PREPARED BY: MINISTRY OF HEALTH ETHIOPIA

November 2020

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Table of Contents
Introduction.................................................................................................................................................5
Rationale.....................................................................................................................................................6
Scope of the Guideline................................................................................................................................7
Core Values of Volunteerism......................................................................................................................7
Objective.....................................................................................................................................................8
Types of Volunteerism................................................................................................................................9
Identified thematic areas for volunteer service in the health system of Ethiopia...............................10
Rights and Responsibilities.......................................................................................................................11
Organogram of Volunteer service coordination:..................................................................................12
Volunteer Mobilization.............................................................................................................................17
Volunteer Support and Supervision...........................................................................................................18
Volunteer Resignation and Termination....................................................................................................19
Volunteer Recognition...............................................................................................................................20
Budget for volunteer service:..................................................................................................................21
Monitoring and Evaluation (M&E)...........................................................................................................21
Indicators...............................................................................................................................................22
Annex 1: Possible list of Volunteer Services..........................................................................................23
Annex 2: Volunteer Application Form....................................................................................................26
Annex 3:VOLUNTEER SERVICE AGREEMENT..........................................................................................28
Annex 4Exit Interview Form..................................................................................................................30
Annex 5: Recommended Indicator for use............................................................................................31
Reference..................................................................................................................................................33

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List of fig and tables

Fig 1.Types of volunteerism ________________________________________________6

Table 1: duration of volunteerism____________________________________________6

Fig 2 Organogram of Volunteer service coordination_____________________________8

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Acronyms

MoH – Ministry of Health

IAVE – The International Association for Volunteer Effort

ILO – International Labor Organization

GDP – Gross Domestic Product

FDRE – Federal Democratic Republic of Ethiopia

HSTP – Health Sector Transformation Plan

HPTN – Hypertension

HF- Health Facility

SS- Supportive supervision

M&E – Monitoring and Evaluation

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Introduction
According International Labor Organization (ILO)the term volunteerism is defined as “Unpaid
non-compulsory work; that is, time individuals give without pay to activities performed either
through an organization or directly for others outside their own household.i

The International Association for Volunteer Effort (IAVE), in January 2011, has declared
volunteerism as the right of every woman, man and child to associate freely and to volunteer
regardless of their cultural and ethnic origin, religion, age, gender, and physical, social or
economic condition. All people in the world should have the right to freely offer their time,
talent, and energy to others and to their communities through individual and collective action,
without expectation of financial reward.ii

Volunteers can empower the community members to become productive and also to bring
attitudinal change towards supporting each other and develop feeling of self-reliance in solving
their own problemiii.

Volunteerism is also considered as informal work, which became the main focus areas of
economic policy in the world, particularly in developing countriesiv.

In some countries the contribution of volunteering is estimated to be between 8% and 14% of

Gross Domestic Product (GDP). Beside, on an individual level, volunteerism contributes to
capacity building processes by helping the individual volunteer to develop marketable skills,
providing access to workplace networks and boosting confidence and self-esteem v vi .

Considering the very rapidly growing health need of the country, which is complex and deep,
due to rapid socio-economic and epidemiological transition, the government of Ethiopia
designed transformational agendas, which envision a healthy society that is productive and
enjoys high standard life and contributes to the development of the countryvii.

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Within the health care arena volunteers contribute to improve the patient experience of care,
improve health of the population and reduce the per capital cost of health careviii.

Given this fact, engaging volunteers may help to contribute to the strengthening and increasing
the accessibility and quality of the health care system.

Moreover, despite its being an unpaid service, volunteers do come at a cost. Creating a budget
for volunteer program is an important component to ensure sustainable, efficient and quality
volunteerism. Budget ensures there is secured funding for the program and helps raise the
profile of volunteers, identify needs, deploy volunteers and monitor throughout the processix
(developing your volunteer programme,.

To be considered as a volunteer, a person needs to volunteer at least for one hour per day or per
week (during short term period)x

Rationale
In Ethiopia the practice of volunteerism is a core value in social relation. As seen in day to day
experience of the family, friends and other social groups in the country, including traditional
associations like “Edir” “Debo” “Ekub” (local saving money), Sunday school youths, “Zeka” at
Mosque & other faith-based volunteering… the society has a deep-rooted culture of supporting
each other during different catastrophic Emergency and disaster response services like death,
fire, flooding etc. and during ceremonial expenses like in wedding etc. Even though some
volunteer services have existed throughout Ethiopian culture, there are other clinical voluntary
services like elder palliative care, biological organ donation (kidney, and eye after death), blood
donation and surgical intervention at different hospital by experts.

To improve the long standing custom of the society (existing experiences) and address the need
of the community in health which is due to the very rapid socio-economic change in the country,
it is mandatory to design a standardized guide/protocol to coordinate, regulate and promote
sustainable, need based and efficient volunteerism services both in public and private
organizations at all levels in the country.

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Scope of the Guideline
The guideline addresses health related voluntary services in the area of service providers, skill,
and event-based volunteer categories of activities focusing on the health care and related services
for the community in the health system.

Core Values of Volunteerism

Despite being an unpaid activity, volunteerism has a guiding principle to ensure all parties’
including beneficiaries’ volunteers’ and organizations’ mutual interests. These core values
include:
 Nonprofit oriented: work without pay or compensation, in cash or in-kind. However,
some forms of reimbursement may be possible, for the out-of-pocket expenses that is
incurred in their assignment (e.g. travel costs or cost of equipment).
 Ethical – impartial, confidential and respectful for the norm and basic human rights.
 Integrity –being honest and having strong moral principles, moral uprightness.
 Inclusion/Inclusive – Understanding accepting and valuing the many differences among
people in a society. It includes ethnicity, race, cultural traditions, religious expressions,
age, gender, socio-economic status, geography, mental or physical ability and sexual
orientation.
 Efficiency –the ability to do things well, successfully, without waste and the use of
resources to the intended purpose.
 Accountability –the obligation of an individual to account for its activities, accept,
responsibility for the, and to disclose the results in the transparent manner.
 Safety – an individual responsibility to protect their own health and safety, as well as that
of their colleagues and service users.
 Compassion – feeling of sensitivity for the suffering of self and others.

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Objective
General objective:
The objective of this guideline is to provide a guide for effective coordination and
management of volunteerism in the health care system of Ethiopia.

Specific objectives:
1. To establish a volunteer management framework in the health care system.
2. To guide effective interaction of volunteerism among stakeholders.
3. To establish a platform to coordinate volunteerism in the health care system.
4. To enhance humanitarian service values in the health system
5. To support the health system with volunteer services

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Types of Volunteerism
Engagement types of volunteers

1. Individual based

2. Team /group based

3. Organization based

Service-Based Volunteer

Service-based volunteering provides workforce resources to a social service agency to

complement the practitioners. Some examples include supporting various departments.
i.e.
 Medical services (home based care, clinical related services,) by individuals, team,
organizations
 Rehabilitation and palliative care at HFs and social service organization
 Psycho-social services
 Caregiver support

Skills-Based Volunteer
Skills-based volunteering is where professionals use their skills, experiences and resources to
strengthen the capabilities of various levels of agencies/organizations. These agencies may not
have access to resources or expertise to manage corporate functions yet; these functions are
instrumental in helping them operate more efficiently and effectively.
i.e.
i. Fundraising – finance, in kind,
ii. Information communication technology -websites, media
iii. Capacity building – training, Supportive Supervision (SS), mentoring

Events-Based Volunteer

Volunteering at one-time activities such as Flag Days, Car free day, different World/national
celebrity days, fundraising events, or bringing service users for an outing are examples of events-
based volunteering.

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 i.e.

i. Outreach promotion and prevention services

ii. Emergency and disaster response services
iii. Basic screening health services (screening blood sugar level, cholesterol level screening,
HPTN, etc.)
iv. Blood and other biological organ donation campaign
v. Fundraising

Fig 1 .Types of volunteerism

Adopted from (National Council for Social Services: Types of Volunteerism

Recommendation for Duration of Volunteer Roles

Identified The

Identified thematic areas for volunteer service in the health system of Ethiopia
1. Improve health service delivery

2. Improve Health infrastructure

3. Improve medical supplies and equipment

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 4. Support Human resource for health

5. Community based services

6. Support for enabling work environment and related services

Table 1: duration of volunteerism

Short-term Mid-term Long-term

1 hour per/day – 3 month 3month – 6 months 6 months +

Short – Term Voluntary Services

- Can be from 1 hour per day to 3 months long

- Generally, does not require volunteers to have specific educational or professional
qualification
- It may participate under 18 year’s old volunteers.

Mid – Term Voluntary Services

- Can be from 3 months to 6 months long

- May require skills-based or service-based volunteers who provide capacity building
services
- May require specific skills set or qualifications.

Long – Term Voluntary Services

- Requires volunteers to have specific educational or professional qualifications.

- Usually involves the transfer of required skills and knowledge to individuals and groups
over a longer time period e.g. six months or more.

Rights and Responsibilities

MoH and its subsidiaries are committed to equal opportunities and believe that volunteering
should be open to all who meet the qualifications regardless of gender, ethnicity, ability, religion
and political beliefs. Volunteers must be at least 18 years old for skill-based and service based
volunteering. The acceptance of volunteer is to be determined based on the selection criterion

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being the individual’s suitability to carry out agreed specific tasks without any discrimination to
select volunteers. Volunteers will have a clear and concise task description. New volunteers will
be properly inducted into the organization, properly briefed about the activities to be undertaken
and given all the necessary information to enable them to perform with confidence, access to all
the MoH and its subsidiaries relevant policies relating to volunteering, health and safety, child
protection and equal opportunities. The development of training and support for volunteers is
also high priority for the MoH and its subsidiaries including training. A volunteer application
form must be filled out and submitted prior to or on orientation day.

Organogram of Volunteer service coordination:

Fig 2 Organogram of Volunteer service coordination

Role and responsibility of Stakeholders:

State minister

 Organize national volunteer service coordinating committee

 Support the national and regional committee

 Review the performance of national and regional volunteer service

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  Liaise the regions, other ministries and agencies in volunteer service

National volunteer service coordinator

 Lead the national volunteer committee

 Lead meetings

 File the minutes of the committee

 Compile performance and discuss with state minister

 Fulltime coordinate the national volunteer activities

National volunteer service coordinator committee

 Establish a voluntary service tracking system

 Provide an orientation including orientation to workplace expectations, processes and

procedures, including monitoring and evaluation expectations.
 Ensure that volunteers have appropriate protection.
 Ensure good practice in volunteer programs which government directly manages.
 Support initiatives to increase understanding of, and to disseminate information about,
volunteering.
 Facilitate national/international volunteer resource during emergency disaster related
events.
 Assist with conflict resolution for volunteers as they arise.
 Set criteria as applicable for national and international volunteers to follow before
starting.
 Facilitate immigration related issues for international volunteers

 Develop guideline

 Develop national plan

 Mobilize budget

 Mobilize national and international volunteers

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  Deploy volunteers

 Recognize volunteers

 Advocate volunteer service

 Coordinate the regional level volunteer service

 Provide capacity building

 Monitor the volunteer service implementation

 Compile and review national volunteer service report

Regional volunteer service coordinator

 Lead the regional volunteer committee

 Lead meetings

 File the minutes of the committee

 Compile performance and discuss with regional heads

 Fulltime coordinate the regional volunteer activities

 Provide capacity building

Regional/zonal/woreda volunteer service coordinator/ committee

 Provide an orientation including orientation to workplace expectations, processes and

procedures, including monitoring and evaluation expectations.
 Ensure that volunteers have appropriate protection.
 Ensure good practice in volunteer programs which government directly manages.
 Support initiatives to increase understanding of, and to disseminate information about,
volunteering.
 Facilitate volunteer resource during emergency disaster related events.
 Assist with conflict resolution for volunteers as they arise.

 Develop ToR

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  Develop regional plan

 Mobilize budget

 Mobilize national and international volunteers

 Deploy volunteers

 Recognize volunteers

 Advocate volunteer service

 Coordinate the regional level volunteer service

 Monitor the volunteer service implementation

 Compile and review national volunteer service report

 Support zonal and woreda level volunteer program

 Provide capacity building

Facility Volunteer service program coordinator

 Identify services for volunteers

 Plan volunteer services accordingly

 Identify champions in volunteer services

 Mobilize volunteers

 Provide orientation to volunteers

 Coordinate the implementation of volunteer service

 Compile reports to the next levels and analyze for farther improvements

Rights of Volunteers

1. The right to feel valued. Wherever in the world a volunteer goes, whatever their
volunteer task, they have the right to feel that their time and contribution are valued.

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 2. The right to work in a healthy and safe environment.
3. The right to be given a copy of the organization’s relevant policy and any other policy
that affects your work.
4. The right to negotiate their volunteer role: If they find themselves in a volunteer
position that is not working for them, they have the right to talk to their volunteer
manager or supervisor to discuss ways they might be able to shift the role or take on
another project or position.
5. The right to leave. They have the right to leave. This is not a decision that should be
made rapidly but if after talking to and working with their volunteer manager or
supervisor, they still feel unhappy, unappreciated, or unsatisfied with their volunteer
experience; they do have the right to leave the organization.
6. The right to be supported to complete objectives of volunteer role, as it fits to the
local context.
7. To have a role description prior to starting.
8. To have personal information dealt with in a confidential manner
9. Volunteers can participate in emergency and disaster relief efforts as qualified.

Responsibilities of Volunteers

1. To complete mandatory induction orientation

2. To understand and comply with MoH and its subsidiaries relevant policies
3. To prepare handover notes about work when volunteer placement is completed
4. To deal with volunteer placement challenges, the volunteer should speak directly with
their supervisor.
5. To understand that M&E procedures are key components of the volunteer placement and
to participate fully in the processes.
6. To give reasonable notice when the volunteer wants to discontinue service.
7. To exercise confidentiality when dealing with all personal and organizational
information.
8. To accept guidance from the volunteer coordinator or supervisor
9. To be punctual for their volunteer duty or shift
10. To be responsible and reliable

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 11. To understand and respect the role of the paid staff and stay within the bounds of the
volunteer role.
12. To respect the MoH and its subsidiaries voluntary services protocol
13. International volunteers should contact the Ministry of Health relevant department during
orientation.

Rights of the Organization (MoH and its Subsidiaries):

1. Screen applicants based on qualification and requirements

2. Value and recognize the positive contributions of volunteers
3. Ensure community and voluntary organizations develop and maintain good practice in
supporting and involving their volunteers.
4. Require M&E procedures as a key component for volunteer placement and to ensure
participation in the processes.
5. Terminate volunteer role if not meeting the required activity as per agreed.

Volunteer Mobilization
Mobilizing members, volunteers, and leaders is the all-important component of a volunteer
program and consists of three steps, including engage, motivate, and supervise. Providing service
to an organization cannot occur without engaging its volunteers and leaders. Administrators of
volunteer programs should understand the motives that contribute to beginning, continuing, and
discontinuing volunteer service.

Volunteer Recruitment and Selection

Volunteers must meet qualifications and requirements set out by MoH and its subsidiaries. All
new volunteers are required to attend induction. A volunteer application form must be filled out
and submitted prior to or on induction day. All volunteers will be made aware of and have access
to all the organizations relevant policies, including those relating to volunteering, health and
safety, child protection and equal opportunities etc.

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Volunteer Training and Orientation Development

All volunteers may receive a general orientation on the nature and purpose of the organization as
needed.
Orientation and training should include
1. Safety and Security
2. Organizational structure and functions policies and procedures
3. Specific relevant training related to roles and responsibilities
4. Introduce volunteers to the people and places of the organization and
For international volunteers
5. Orientation to immigration related matters
6. Cultural orientation to provide information about Ethiopia and the cultures the volunteer
will be working with

Staff Involvement in Orientation and Training

Staff members with responsible over delivery of services should have an active role in the design
and delivery of both orientation and training of volunteers.

Volunteer Involvement in Orientation and Training

Experienced volunteers should be included in the design and delivery of volunteer orientation
and training.

Volunteer Support and Supervision

All volunteers require support to learn tasks, to stay motivated and to deal with difficult
situations. Support for volunteer is closely linked with supervision, training and overall
management. Volunteers may be eligible for reimbursement of reasonable expenses incurred
while undertaking business for the organization. The benefits of support from management are to
provide volunteers with a sense of belonging and to promote team effort. It may also inform
management about the efficacy of the volunteer program and mitigate potential problems.

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Types of Support

Support may take several forms, including:

 Constructive feedback
 Regular meetings
 Anticipating a volunteer’s needs or concerns
 Providing training
 Providing opportunities for personal development.
Volunteer Supervision

Each volunteer who is accepted to a position must have a clearly identified supervisor who is
responsible for direct management of that volunteer. This supervisor shall be responsible for day-
to-day management and guidance of the work of the volunteer and shall be available to the
volunteer for consultation and assistance.

The tasks of supervision/direction

• Ensuring implementation of the organization’s policies, procedures and standards
• Monitoring the service provided by volunteers
• Assisting volunteers to work within their abilities
• Assessing the need for training
• Recommending new tasks for volunteers
• Planning and maintaining work schedules.
• Supporting with conflict resolution related matters.

Volunteer Resignation and Termination

Volunteer managers should make the process for resignation clear, and the organization’s
policies should provide for it.
The Resignation Processes

When developing a resignation process, organizations may choose to seek assistance from the
Volunteer in the form of:
 Providing reasonable notice, where the interpretation of ‘reasonable’ will depend on both
the organization and the nature of the service provided by the volunteer

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 • Returning any items or goods provided for the service if any
• Returning any identification badges etc.
 In return, the organization’s role in the process may include:
• Providing references
• Providing statements of attendance
• Conducting an exit interview.
Volunteer Termination

If it becomes necessary to deal with inappropriate conduct on the part of a volunteer, clear lines
of responsibility should be defined within the organization. These may differ according to the
severity of any misbehavior.
Dealing with unsuitable volunteers is a difficult issue, but volunteer managers need to be aware
that in a bad situation, an inappropriate appointment may place a greater demand on resources
and on the client to whom the services are provided.
Reasons for termination
Termination may become the necessary option if:
 The focus of the services provided by the volunteer program shifts, creating both new
positions and redundancies in the process
 A volunteer:
o fails to maintain appropriate standards of conduct as set in the organization’s
policies
o lacks the necessary skills for the position
o Breaks the laws of the country.

Volunteer Recognition
Recognition is the means by which volunteers are appreciated or rewarded for their contribution
to the organization.

Recognition for volunteers can be conveyed in various ways including

 Formal recognition strategies: consist of planned approaches to formally recognize

volunteer contributions.

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 Including but not limited to badges, awards, certificate, and recommendation for
employment, professional development opportunities, annual recognition dinners,
and volunteer day celebration. Showcase volunteers’ work through stories to share
with volunteers the impact and value they have added to the services provided.

 Informal recognition strategies: are usually spontaneous acts of appreciation for the
volunteer’s contribution and can happen on a day-to-day basis.

i.e. personal thanks, cards and morning teas, etc.

Value of recognition in volunteer program

Recognition is important to volunteer programs because it contributes to morale, increases

productivity, and assists with retention of volunteer talent.

Budget for volunteer service:

Ministry of health and its subsidiaries may secure finance aligned with annual plan or may
mobilize from volunteers. The organization may cover transportation costs and remembers the
volunteer expenses for the volunteer service during their service time.

Stakeholder engagement:

From individual to organization level and national and international volunteers can engaged in
either of the thematic areas identified in the guideline based on their passion. All volunteers can
engage with their level of contribution based on type of volunteer service and possible list of
Volunteer Services stated in this guideline.

Monitoring and Evaluation (M&E)

The value of M&E for volunteer programs includes

• To measure the quality of the volunteers’ experience and performance within the
organization

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 • To identify the impact that volunteers have on the organization, both in terms of their
contribution and their economic value

• To identify areas in the volunteer program that may need improvement

• Stakeholders may require monitoring and evaluating the volunteer program

• To seek suggestions from the volunteer on means of enhancing the volunteer’s

relationship with the agency,

• To convey appreciation to the volunteer, and to ascertain the continued interest of the
volunteer in serving in that position.

Indicators
These indicators are national and to be used as applicable by MoH

Recommended Indicator for use

No Indicators* National Internati Remark

onal
1 The number of volunteers registered

2 The number of volunteers providing voluntary

service

3 The number of volunteers recognized (certified)

4 Types of volunteer service provided

5 Number of people addressed with volunteer

service

6 Volunteer service contribution in money

converted

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Annex

Annex 1: Possible List of Volunteer Services

Annex 2. Volunteer Application Form

Annex 3: Volunteer Service Agreement

Annex 4: Exit Interview Form

Annex 5: Recommended list of Indicators

Annex 1: Possible list of Volunteer Services

Types of Possible specifications for volunteer role Remarks
Voluntary
Services
1. Service Medical services This list is meant
Based  clinical related services to be used as a
Volunteers Rehabilitation and palliative care guide for possible
 physiotherapy volunteer

 pain management services.

 nursing care
 other related activities as needed
Psycho-social services
 Counselling and psychological service
 Social services
 Occupational therapy
 other related activities as needed
Caregiver support
 Geriatric service support
 Orphanage center support
 Mental health center support
 other related activities as needed
2. Skill Based Fundraising This list is meant

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 Volunteers  finance to be used as a
 in-kind guide for possible

 resource mobilization volunteer

 grant/proposal writing services.

 Infrastructure/renovation
 other related activities as needed

Information communication

 technology (website, multi-media)

 knowledge management
 data management
 data analysis
 other related activities as needed

Capacity building

 Training
 SS
 Advising and mentoring
 other related activities as needed

3. Event Based Outreach promotion and prevention services This list is meant
Volunteers  Sign-in to be used as a
 Marketing/promotion guide for possible

 Day event assistance as needed volunteer

 other related activities as needed services.

Emergency and disaster response services

 Monitoring
 Documenting
 Hand out of tools/items as needed
 other related activities as needed

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Basic screening health services
 screening blood sugar level
 cholesterol level screening
 HPTN
 other related activities as needed
Blood and other biological organ donation campaign
 Promoting
 Documenting
 Assisting staff as needed
 other related activities as needed
Fundraising
 Soliciting/ Collecting funds
 Documenting
 Reporting
 other related activities as needed

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Annex 2: Volunteer Application Form
Name_________________________________________________________________________

Address_____________________________________________________________________

Phone _________________________________email ________________________________

Emergency Contact ____________________________ Phone __________________________

Past Volunteer Experience (include organization/agency, position, and supervisor phone/e-mail)

Employment (include most recent company, position, supervisor phone/e-mail)

Desired Schedule for volunteer service (check days and times available)

 Monday to Friday Morning (9am to 12pm)

 Tuesday to Saturday Afternoon (12pm to 4 pm.)
 Wednesday to Sunday Evening (4pm to 8 p.m.)
 Any other (please specify)
________________________________________________________________________

Frequency of volunteer availability (e.g., weekly, monthly) ___________________________

Why do you want to volunteer with this organization?

_________________________________________

______________________________________________________________________________
______________________________________________________________________________

How would you like to help this organization?

_______________________________________________

______________________________________________________________________________
______________________________________________________________________________

______________________________________________________________________________

What are your interests, and skills? _______________________________________________

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Education/Credentials (if over 18 years, start with high school)

School name Date completed Location Level

References: Give the name, address, and phone/e-mail of three non–family members who can
provide

References on your ability to perform this volunteer position.

1.____________________________________________________________________________

2.____________________________________________________________________________

3.____________________________________________________________________________

Source: Copyright © 2004 by the Points of Light Foundation & Volunteer Center National
Network.

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Annex 3:VOLUNTEER SERVICE AGREEMENT

This Agreement, made on ______________________ [Date] by and between

the_______________________________________________________[name or organization]
here in after referred to as “organization”, and
[NAME],___________________________________here in after referred to as “volunteer.”

Whereas, volunteer intends to donate services to the organization identified above, and said
organization intends to accept the donation of volunteer services.

NOW THEREFORE, in consideration of the mutual promises, the parties hereto agree as
follows:

1. Volunteer agrees to donate services to organization in the capacity of

______________________[TITLE / ROLE]. Said services shall include, but may not be limited
to, the following:
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________ (see attached
sheet, if necessary)

i
Manual on the measurement of volunteer work, 2011, International Labour Organization,
Geneva,1st edition.
ii
Universal Declaration on Volunteering, 2001, Netherland.
iii
Abebanesh. A, The Roles of Volunteers in Community Development,2015, Ethiopia.
iv
Manual on the measurement of volunteer work, 2011, International Labour Organization,
Geneva,1st edition
v
The role of volunteering in sustainable development, 2015, institute of development studies,
UK.
vi
Social inclusion and volunteerism, 2014, Volunteer Action Counts.
vii
Health Service transformational plan,2015-2019, Ministry of Health, Ethiopia.
viii
American Hospital Association (January 2017). Engaging Health Care Volunteers to Pursue
the Triple Aim Accessible at: www.aha.org/volunteers or www.ahvrp.org
ix
developing your volunteer programme, 2016, Volunteer Wellington Te Puna Tautoko.
x
Manual on the measurement of volunteer work, 2011, International Labour Organization,
Geneva,1st edition.

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2. It is mutually and expressly understood that volunteer services shall be donated, and that said
volunteer is not entitled to nor expects any present or future salary, wages, or other benefits for
these voluntary services.

3. Volunteer agrees to follow the supervision and direction of any personnel, employee, or
volunteer, to whom volunteer has been assigned to perform services, and to participate in any
training required by the organization in order to perform the voluntary services.

4. Volunteer agrees to follow all rules and regulations set by the organization and rule of law of
Ethiopia.

5. Volunteer agrees that he/she will not hold Ministry of Health and its subsidiaries liable for any
and all injuries incurred during voluntary services. Volunteer is to ensure they have personal
insurance.

6. Volunteer further agrees that volunteer will fully cooperate with the organization and its
agents in any investigation, lawsuit, arbitration, or any other legal or quasi legal proceedings that
arise from the matters covered by this agreement. Volunteer further agrees to notify the
organization immediately of any incident that occurs or may occur within the knowledge of the
volunteer, which gives rise to liability on the part of the volunteer of the organization.

7. I understand that my volunteer assignment will begin on _________________________and

end on _________________________; and that I will spend approximately ________hours per
_______________providing volunteer services. I also understand that my volunteer assignment
may be terminated at any time by either party to this agreement.

9. IN CASE OF EMERGENCY, please contact

___________________________________________________________________________,

Telephone number _________________________________.

PARENT OR GUARDIAN SIGNATURE DATE

__________________________________ ___________________________________

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SIGNATURE OF [PERSON AURTHORIZED]

DATE

_________________________________ ___________________________________

Annex 4Exit Interview Form

TO BE COMPLETED AT END OF VOLUNTEER’S SERVICE BY VOLUNTEER SUPERVISOR

VOLUNTEER TIME DONATED:

YEARS:

WEEKS:

DAYS:

HOURS:

SIGNATURE OF VOLUNTEER:

TERMINATION DATE:

TYPE AND NAME OF SUPERVISOR:

SIGNATURE OF SUPERVISOR:

DATE SIGNED:

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Annex 5: Recommended Indicator for use
No Indicators* National International Remark
1 The number of service-based Please list the type
volunteers (occupation) of work
done
2 The number of skill-based Please list the type
volunteers (occupation) of work
done
3 The number of event-based Please list the type
volunteers (occupation) of work
done
4 The number of volunteers
participated on the volunteer
program

5 The number of hours/

days/weeks/months volunteered

6 Types of volunteer service

provided

31
7 Number of people addressed with
volunteer service

8 The number of in-kind and

financial contribution

9 Number of Volunteer induction

10 Number of Recognition of
volunteer contributions provided

11 Number of volunteers
promoted/hired to a paid staff

12 Number of exit interviews

conducted

** Value of 1-day voluntary service for National volunteers is ______________________.

** Value of 1-day voluntary services for International volunteers is _________________

32
Reference

33