Chatsworth Soccer Club will be the leader in Soccer Development in our Community by providing above average programming, as determined by its membership, in the areas of player, coach and referee advancement.
1. Policy
Chatsworth Soccer Club has adopted the Canadian Code of Volunteer Involvement and therefore relies on the efforts of volunteers to provide its services and support its mandate. We value their involvement and appreciate their hard work. Volunteers have a right to be treated respectfully and with sensitivity to their strengths, capabilities, limitations and needs.
2. Purpose
To ensure qualified volunteers are available to support the Club programs.
3. Definitions
Volunteer: A volunteer is an individual:
- Who chooses to undertake a service or activity, someone who is not coerced or compelled to do this activity;
- Who does this activity in service to an individual or an organization, or to assist the community-at-large;
- Who does not receive a salary or wage for this service or activity.
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Vulnerable Person: A person who has difficulty-protecting him/herself from harm, temporarily or permanently, and is at risk because of age, disability or handicap. Children and youth are considered vulnerable. The standard of care is higher for programs that include vulnerable participants.
Position of trust:
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Situations in which someone has a significant degree of:
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Situations where the success of the service depends on the development of a close, personal relationship between the individual as in mentoring or friendly visiting programs.
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Where volunteers are in a position of trust, there is more opportunity for abuse and more expectation that the organization will do what it can to reduce the risk of this happening
Duty of Care is a legal principle that identifies the obligations of individuals and organizations to take reasonable measures to care for and protect their clients.
4. Risk Categories
All positions within the club have been assessed with respect to trust, power and influence the individual will have over youth participants. Risk Assessments are ranked as High, Medium, Low or Minimal, where:
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High: Team volunteers who are in a youth contact position and who are not family relations of a player on the team will be assessed as “High”.
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Minimal: Individuals who, in their role as a volunteer, have no ongoing contact with youth will be assigned a risk assessment of “Minimal”.
Chatsworth Soccer Club Risk Categories:
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High Risk Positions: All team officials (Coach, Assistant Coaches, Managers and Trainers) for all Competitive, All-star and Select teams
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Medium Risk Positions: All team officials (Coach, Assistant Coaches, Managers and Trainers) for Recreational teams U6-U18
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Low Risk Positions: All club executive and volunteer positions that have the person at the field (ex. head referee, field manager)
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Minimal Risk Positions: All club executive and volunteer positions where the individual does not, through the responsibilities of the position, have ongoing contact with youth participants or team responsibilities. (ex. secretary, treasurer)
In order to minimize the risk for gender related incidents, Chatsworth Soccer Club prefers that all high risk category teams include a team official for the alternate gender of the team.
Where an individual holds multiple positions within the Club, the individual will be screened at the highest of the applicable risk classifications.
5. Volunteer Screening
Screening is an ongoing process designed to identify any person, whether paid or unpaid, volunteer or staff, who may harm children, youth or other vulnerable persons. Screening involves isolating the risks related to specific volunteer positions, and then establishing appropriate methods to reduce that risk. Screening takes place before a person is accepted to their position of involvement.
All club volunteers shall be required to undergo a screening process to ensure that they are suited to the duties to be assigned by the Club. This screening process will comprise a variety of measures dependent on the associated risk assessment of each club position.
The following screening process will be applied for each category:
- High Risk Positions:
- Application Form (with references)
- References formally Checked, Interview by Screening Committee, Police Records Check (vulnerable sectors)
- Evaluation by Club
- OSA Registration Form (or Club equivalent)
- Medium Risk Positions
- Police Records Check (vulnerable sectors)
- Evaluation by Club
- Low Risk Positions:
- Evaluation by Selection Committee
- Minimal Risk Positions:
- Evaluation by Selection Committee
Criminal Record Check (vulnerable sectors)
Where a Vulnerable Sectors Check is required, the volunteer/staff member will be required to upload a copy in the Vulnerable Sectors Copy Submission (found in the Forms section of the Club's website). A new copy will be required for each year.
The Club will examine the submitted record. A record that reveals any criminal code conviction, charge without disposition or police contact, to determine the acceptability of the applicant for a staff or volunteer position within the Club.
Unacceptable behaviors may include, but are not necessarily limited to, the following:
Applicants who’s record reveal a criminal conviction outside of the unacceptable behaviors or police contact should be given the opportunity to discuss the information revealed in their record with the Club’s designated individual. Consideration should be given to the following:
- The nature of the offence for which the applicant was convicted (details including how long ago it took place),
- Relevance to the position (is it a bona fide requirement of the nature of the position),
- Efforts made at rehabilitation (if any),
- Achievements of the applicant since receiving the conviction,
- The character and degree of vulnerability of the client group served and the organization’s duty of care to the participants, to the staff and to the community,
- The potential risks involved in the position the individual is applying for, based on the group being served, the nature of the position and its activities, the setting in which it takes place, and the way in which it is supervised.
If an applicant is not accepted because of the information received from the police check, the applicant will be notified of the decision and the reason for the decision. The decision and the discussion will be documented.
The following guidelines shall be used in the evaluation of the record and the determination of the acceptability of the Applicant/Volunteer:
If there is a criminal conviction for which the applicant has not received a Pardon, the designated person MUST inform the President and the applicant’s file must be reviewed by a committee of no fewer than three people. The committee will include the President, and two other members of the Executive.
6. Code of conduct
All volunteers are required to agree to be bound by the any applicable club and league code of conduct, by-laws, policies, and procedures.
7. Confidentiality
Volunteers are expected to respect and maintain the confidentiality of information about participants, volunteers and staff gained through the role or presence as a volunteer within our organization. Information gained through the volunteer role within our organization is strictly confidential except under the following circumstances:
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There is a legal obligation for staff/volunteers to provide information when required to do so.
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There is an obligation for staff/volunteers to inform the appropriate authorities if there is reason to believe that the safety or well-being of participants is at risk.
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Staff/volunteers are required to inform the organization and/or appropriate authorities if there is potential for danger to self or others.
8. Authority
Prior to any action or statement that might significantly affect or obligate the organization, volunteers should seek prior consultation and approval from appropriate staff or supervisor. These actions may include, but are not limited to, public statements to the media, lobbying efforts, collaborations or joint initiatives with other organizations, or any agreements involving legal, financial or contractual obligations. Personal opinions expressed by volunteers of the organization that are not endorsed by the organization may not appear on official letterhead, nor be presented in such manner that it appears to represent the organization's opinion.
9. Reporting obligations
Accidents, injuries and hazards must be reported immediately to your supervisor. Incidents including but not limited to: violence, theft, inappropriate behavior, abuse or any (potentially) unsafe situation must also be reported to your supervisor.
10. Discipline
Volunteers who fail to adhere to the policies and procedures of the organization may face disciplinary action, including dismissal. The organization believes in fairness and openness and volunteers can expect a commitment to resolving conflict and receiving supportive and constructive criticism.
11. Immediate Dismissal
The organization values a collaborative work environment and will attempt to respectfully resolve conflict or problem situations. However, our priorities are the safety and well-being of our participants, volunteers and staff and the integrity of the organization. If a volunteer commits a dangerous or harmful act, he/she may be dismissed immediately and without warning.
Grounds for immediate dismissal may include (but are not limited to):