In the first instance these are temporary signs, erected correctly, by a trained volunteer and not subject to the same requirements. But more to the point, they were erected as part of an overall strategy which was agreed at committee level, where as the question of a perment Museum sign was not.

The question now, which Meg/Sheila could argue is about where we draw the boundary between normal (day-to-day) operations which don’t require committee consultation and what things do?

I think anything that someone should reasonably suspect could effect the running/operation of the museum MUST be subject to committee consultation, except to the extent where preexisting general authority has been given - was this ever done for Meg and Sheila?

If so how can they support/justerfy someone who has responsibility for the internal displays therefore having unilateral authority for anything else. Whatever the case, everyone should be alert of such a policy

With kind regards,

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Summary:

This is an introduction to some relatively complex areas related to appraisals and evaluations which constitute two processes which can assist volunteer management.

It is only in situations which go drastically wrong that a complaints process needs to come into operation. Most complaints, either by or about volunteers, can usually be dealt with in supervisory sessions or through discussions with a manager. Volunteers need to know who they can approach should they wish to make a complaint and the action which will be taken is certain guidelines and policies are broken by them.

Making such processes as fair and straightforward as possible is important, in unpaid work it becomes all to easy for seemingly minor issues to heighten any pre existing sense of injustice or to crate it a feeling of there being an inner-circle of friends. Many volunteers leave an organisation of their own accord. Volunteers need to be valued and supported through their time of leaving. In this way, volunteers will leave with a positive experience of the organisation and possibly return in the future and of invite others, should the opportunity arise.

Complaints:

There may be occasions when a volunteer has cause to make a complaint about another volunteer, organisations run by volunteers where ‘there’s never been a problem’ and have never had need of measures for such procedures, sometimes import boilerplate grievance and disciplinary procedures from a business environment on the basis that ‘it works for them, so it’ll work for us’.