Employing Staff

At Gardening 4 Health we are choosing to employ a full-time member of staff, described as a coordinator to ensure the smooth running of the arrangements around the therapeutic horticulture. Our coordinator is responsible for:

• Being the first point of contact for those referring or self-referring for STH.
• Making the appropriate assessments of suitability for our programs.
• Making the arrangements to initiate SHT and liaising with our therapists.
• Ensuring that every individual is taken through the process and discharged appropriately.
• Collating the collected data to show the impact of the STH on individuals well-being.
• Reporting to the Trustees as required.

We have decided that it is up to the individual recruited to decide where they would like to work, whether that is from home or in an office space, sourced by the Trustees.

Salary payments are outsourced to a payroll provider.

We are choosing to recruit self-employed Social and Horticultural Therapists who are paid an agreed hourly rate. (It is worth noting that the legal definition of self employed is complex and it may be appropriate to seek advice to gain clarity). We always have at least two Therapists on site at any one time. We have a pool of therapists available to us to allow us to ensure that even in the case of sickness or an emergency we can always have two therapists on site. There will also be a team of volunteers involved in the garden.

As a charity and an employer there are additional considerations:

• Charitable regulations require that Trustees are not paid and that there is transparency in the recruiting process.
• Employment Laws- ensure compliance with laws regarding contracts, minimum wages, working hours, benefits and workplace rights.
• Safeguarding. It is vital that all staff have background checks and attend safeguarding training as they will be working with vulnerable adults.
• Right to Work- ensure that candidates are legally permitted to work in the country.
• Consider affordability carefully and evaluate the organisation’s financial capacity to sustain the role long-term
• Ensure that the compensation offered is fair, competitive and justifiable to stakeholders and donors.
• Create a clear job description with clearly defined roles, responsibilities and expectations.
• Consider how volunteers can transition to paid roles to avoid future conflict.
• Consider how staff will be supported in managing work-life balance and managing working in a challenging environment.
• Establish clear reporting lines and performance evaluation criteria.

Recruiting and Managing Volunteers

It is likely that you will have roles that could be filled by volunteers. Volunteer workers are often enormously helpful in undertaking the ongoing maintenance of the garden and in helping with some of the administrative tasks. There are various matters to consider before taking on volunteers to make sure the relationship is fruitful for you and them.

Set out what you want from a volunteer. What will their roles and responsibilities be, will they need specific skills and is the role for a few weeks or months or a long-term commitment. Lines of communication need to be clearly set out.

Finding your volunteers can be tricky but social media, community boards and local events are all good places to ask for help. Reach out to schools, universities, colleges and workplaces. Corporate partnerships are particularly good for a specific task, such as building a fruit cage.

Volunteers are more likely to commit if there is a simple application and onboarding process, together with clear expectations and appropriate training.

Volunteers will want to help for a host of reasons; understanding their motivation (whether it is personal growth, networking or a passion for the cause) will help retain their interest and services, as will showing appreciation for all they do with events or certificates.

It will be necessary to conduct background checks, (including DBS for anyone working with the public) and ensure that volunteers understand policies, safety procedures, safeguarding and codes of conduct. You will also need to consider appropriate insurance policies for having volunteers onsite.

Volunteers are an enormous asset to an organisation and thought should be given to keeping them informed through newsletters and/or group chats. Team building activities can be used to help build a sense of community and belonging.

Asking volunteers for feedback on a regular basis will help ensure that your volunteer program is working for all.