The organization uses two main recruitment approaches to reach volunteers – firstly, general advertisements and secondly, targeted approaches for specific skills or to perform a specific task. This is achieved by broadening the organization’s volunteer’s base by advertising positions for volunteering periodically on our website, regional newspapers and community groups. The organization, as far as possible and practical, meets with potential volunteers face to face to develop a relationship with them and assess their suitability. Potential volunteers would then be encouraged to visit an orientation session to experience what goes on and establish if this is what they were anticipating. The potential volunteer would then go through an informal interview process that would be in a relaxed setting with questions explained to avoid any ambiguity.
1.2 Interview process
1. In the interview, the volunteer will be asked questions relating to whether s/he has a special interest in area of work. This would provide the opportunity to discover how suitable the volunteer relationship would be for both the volunteer and the organization.
2. Two references are taken up by the organization. References may be given by a past employer, support worker, faith leader, schoolteachers, other local voluntary organization or someone who has known the volunteer for at least two years.
3. CHRI checks will be taken up, except for one-off events, during which volunteers would not be allowed to be with participants without supervision from a member of staff or a volunteer with a CHRI check.
4. As a volunteer at the organization you are a representative of the organization and as such, it is important that you read, understand and act within all our policies and procedures. This includes Child Protection, confidentiality, equal opportunities, health and safety etc
1.3 Complaints/ Grievance
Follows the organization grievance policy
It is acknowledged that, at times, volunteers will not be suitable for the organization. When that happens the organization will contact the volunteer, to explain its reasons. These will not be put in writing. However, successful completion of the period of volunteering the chairman of the organization will issue an exit letter/ letter of recommendation/ appreciation.
2.1 Volunteers’ Code of Conduct
OHRC Volunteer Code of Conduct
2.2 Standard of Appearance
2.3 Absence and Lateness
The responsibilities that volunteers take up at OHRC are very vital to the organization. If you fail to show up, others must take on the responsibilities that have been assigned to you. If you are unable to attend a scheduled work day, or if you will arrive late, it is important that you inform your supervisor or Coordinator with as much notice as possible.
None at this time.
Please click here to complete the Volunteer Application.
Thank you for choosing to volunteer at OHRC. By volunteering you are helping us to extend the work that we do with Hindu community in Central PA. OHRC sees itself as a learning community. We do not see volunteers as cheap labor. Your role is not that of paid staff but instead to complement staff work. We are aware people volunteer for a variety of reasons, ranging from the need to support that in need and help their local community and for themselves, for new challenges, to assist in their career development and to meet new people. Volunteers have a wide range of developed and underdeveloped skills to offer and that is why volunteers are the lifeblood of the organization, greatly valued and given responsibility and support by the organization.
Mission statement: Promote, social, cultural, religious and spiritual understanding based upon Hindu/Vaidik principles.
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Volunteer policy & Procedure
A Religious 501(c)(3) Non-Profit Organization