Get Involved! - In A Range Of Exciting Opportunities 

Volunteers contribute to museums and galleries in many different ways, from engaging directly with visitors to working behind the scenes with object displays, family events and collections care teams. They help to provide valuable services that we would not otherwise be able to provide.

About Us

Bradford District is home to some of the most exciting museums and galleries in Yorkshire. From the Baroque splendor of Cartwright Hall Art Gallery to the spectacular building of Keighley’s Cliffe Castle Museum, there is always something new to do or see, and admission is free!

Specialist museums like Bradford Industrial Museum and Bolling Hall Museum and Library bring our District’s history and heritage to life through ever-changing displays.

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General Interests

Volunteer Gardener

Volunteer Gardener Bradford Industrial Museum or Bolling Hall Museum

Bradford Industrial Museum or Bolling Hall Museum

Join the volunteer gardening team and support their gardening expertise. Beginners welcome, as are those with fantastic experience.

To work under the supervision of museum staff To help maintain the grounds and gardens of museum sites by tidying, weeding, pruning and planting in specific areas To receive training as necessary To carry out these tasks according to agreed health and safety guidelines 

What skills do I need?

Very highly skilled gardeners or new beginners welcome!

Location

Bradford Industrial Museum or Bolling Hall grounds

How to apply:

Applying is easy, simply click the link below http://myimpactpage.com/ 

 

 

 

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Cartwright Café Volunteer

 

 

 

 

 

 

Cartwright Hall Art Gallery

Café Volunteer

 

Volunteers to support us in the Refreshment Room Café at Cartwright Hall Art Gallery, Lister Park.

Responsibilities

  • To work under the supervision of museum café staff
  • To create a warm, friendly welcome to the café
  • To serve food and drink
  • To take cash payment and give change
  • To keep the café clean and tidy throughout the days service e.g. clear and wipe tables
  • To work according to agreed food hygiene and health and safety guidelines

Training and support

You will be given a full induction to the site and training by a member of staff in all aspects of the role. Aprons, gloves and all necessary equipment will be provided. The Catering Manager will be working with you and will be in a position of responsibility for your work.

This is a great role if you are interested in a career in catering/hospitality in a cultural building. Level 2 and 3 food hygiene training can often be provided.

Person specification

This role is suitable for people who:

  • Are interested in supporting Cartwright Hall Art Gallery
  • Enjoy communicating with members of the public
  • Have good interpersonal skills
  • Can follow instructions and safety procedures
  • Are keen to learn and are willing to receive specialist training  
  • Work well with others in a team
  • Are reliable, trustworthy and punctual
  • Are willing to abide by our code of conduct for volunteers

This role can sometimes be physically demanding and you may be on your feet all day.

What’s in it for you?


• Becoming part of a friendly and dedicated team
• Volunteering in a significant heritage site
• Meeting people and making new friends
• Improving your communication skills
• Enjoying new experiences
• Great personal satisfaction, since you have the opportunity to make a real difference to our visitors’ experienceWilling

Abide by the Council’s code of conduct for volunteers and staff

 

Expenses: out-of-pocket travel costs between home and volunteering place will be offered.

When:  Tues – Fri 10am – 3pm and Sat & Sun 11am – 3pm. Let us know your chosen day/s.

Responsible to:

Volunteer Coordinator and museum café staff.

How to apply:

Please follow the link to apply http://myimpactpage.com/  

 

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Print Gallery

 

 

 

 

 

Volunteer - Print

Bradford Industrial Museum

 

What’s Involved?

  • To have the necessary experience to safely carry out printing activities in the print gallery.
  • To work with other print volunteers and the lead print volunteer, under the supervision of museum staff
  • To maintain and operate the presses according to instructions.
  • To carry out these tasks according to agreed health and safety guidelines
  • To welcome all visitors to the print gallery and give information and answer questions as appropriate.

Volunteering times will be Tuesday to Sunday, 11am – 3pm.

Let us know which day you prefer.

 

What’s in it for you?             

  • Becoming part of a friendly and dedicated team
  • Volunteering in a beautiful historic environment
  • Meeting people and making new friends
  • Improving your communication skills
  • Enjoying new experiences
  • Great personal satisfaction since you can make a real difference to our visitors’ experience.

Support provided: ▪ Full induction and training ▪ Ongoing support from supervisors.

▪ Travel expenses reimbursed (up to £5 per day of volunteering)

 

Or apply  via the link http://myimpactpage.com/ 

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Volunteer Weaver and Spinner

Volunteer Weaver

Bradford Industrial Museum

We need your help to run and maintain our 19th and early 20th century textile machinery. We’re looking for volunteers to help operate and maintain the looms and textile machines that are part of Bradford Museums Designated Textile Collection along with other types of historic textile processing equipment.

You will help bring our machinery to life, informing visitors about the history and technology of the weaving industry and the Museum’s collection of textile machinery. You will be supported and advised by the Collections & Conservation Team in historically relevant information and caring for working museum collections.

You will be willing to share technical knowledge / experience with other team members and volunteers and assist with training to operate various machines.

You will assist in ensuring the security of the museum, its collections and equipment, public/visitors and staff by invigilating the museum and supervising visitors as appropriate, in the Spinning and Weaving Gallery.

  • Experience of operating and maintaining textile machinery.
  • Demonstrated mechanical aptitude and problem-solving skills
  • Basic engineering skills and abilities
  • practical experience of working with textiles
  • Good people skills enabling strong relationships both internally and externally.
  • Knowledge of health & safety compliance requirements

How to apply:

Applying is easy, simply click the link below to visit our contact form page 

http://myimpactpage.com/ 

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Privacy Statement

Volunteer Programme
 
Volunteering is a ‘good thing’ and indicative of a caring society. People become volunteers for many reasons, including to make friends or to do something with an old friend, to have fun, to ‘give something back’, to get out of the house, to keep their lifetime’s skills and knowledge well honed, to enhance their career or as a stepping stone to employment. However, the two most popular reasons for volunteering are to improve things or help people (62%) and because of the ‘cause’ or subject eg. museum, gallery. 
 
Contribute to the achievement of the city:
 
Increase numbers of volunteers in the city • Expand access to volunteering for groups at risk of social exclusion • Increase recognition and value volunteers and volunteering • Improve experiences for volunteers, community activists and organisations they volunteer for • Enable development: build and influence an environment in which volunteering can have the maximum economic and social impact.
 
Aims:
 
The key strategic aims for volunteering in Bradford Museums and Galleries are: a) to best utilise partnerships across the City to build and enhance volunteering in services b) to ensure equality and diversity in opportunities and ensure access to all members of the community c) to ensure adequate resourcing of development in services and d) to develop a coherent volunteer programme to deliver a range of added value across the service. Volunteers will not be used for core functions but to complement rather than replace the work of paid staff.
 
How will we implement volunteering:
 
When recruiting a volunteer they need to understand the museum/library purpose because they should be helping to achieve the organisation’s aims as much as paid staff.
 
Volunteering opportunities in the service currently include:  Gallery Enabler – Museums/Galleries  Café volunteer – Museums/Galleries  Conservation Housekeeping – Museums/Galleries  Documentation – Museums/Galleries  Volunteer Gardener – Museums/Galleries  Early Years Assistant – Libraries  Special Events – Libraries, Museums and Galleries Managers, front line staff and the volunteer coordinator and volunteer assistant will work closely together to develop, deliver and support the volunteering strategy. Managers and staff will liaise with and support volunteers. Staff to undertake training required by particular projects. Managers have visited every site to discuss the Volunteer Strategy with frontline staff. The strategy will be reviewed on a regular basis. It will build on how volunteers are already used and support this process properly with a volunteer Co-Ordinator.
 
The strategy links with the government’s Localism agenda and the Bradford Council District Plan:
 
 Better skills, more good jobs and a growing economy.
 Better health, better lives.
 Safe, clean and active communities.
 
Bradford District is an enterprising, energetic and extraordinary place - and aims to reflect this in how we work.
 
The principles we work by are:
 Working together.
 People in charge of their own lives.
 Equality.
 Every pound counts.
 
Our behaviours - how we work together - are:
 
 Positive
 Engaging
 Responsible
 Flexible
 
o There are over half a million people living in the Bradford District.
 
We want people with better skills and more good jobs; employers to give education and training.
We want better health and better lives for everyone; people to stay independent for longer; take care of mental health as well as physical health; people to look after themselves; to stay fit and active; people will be less lonely; to get more people involved in the ‘People Can’ campaign; keep people safe; encourage people to be more friendly, get on better together; improve places where events happen; more people to take part in cultural events.
 
Volunteer Co-Ordinator role:
 
To develop and deliver a proactive volunteer policy and programme for the service and co-ordinate and support a team of volunteers working across all sections of the service. To work with colleagues across the Service to ensure volunteering is supported and maximised within local protocols. To provide opportunities for a diverse range of people who wish to give of their time to work with the staff, collections and resources for the benefit of the public and also provide hands on work experience.
 
Recruitment:
 
1. Identification of volunteer role
2. Advertising the role
3. Dealing with enquiries
4. Selection
5. Induction and Introductory Period
 
• purpose of the role • what the role will require them to do and role descriptions • name the volunteer’s supervisor • level of commitment required • when and where the role will be undertaken • what the role offers the volunteer.
 
Advertising the Role:
 
Leaflets and posters; Word of mouth; Facebook and Twitter; Website; Volunteer Centres; Local press; Social needs organisations
 
Enquiries:
 
Contact details • How often they are hoping to volunteer • Why the role is of interest • What skills and experience they are offering
 
Selection:
 
To have meaning, there must be a possibility of saying no to a volunteer.
 
Interviews:
 
The volunteer:
 
understands what museum aims to achieve (and is supportive of it) • what the role involves • Is happy to operate with the volunteer agreement • ability to fulfil the role, with training and support if necessary • available for length of time that suits the role
 
The organisation:
 
understands what is motivating the volunteer to become involved • how it can best support the volunteer to fulfil the role – inc any particular needs • clear about the set up for volunteers – e.g. expenses, level of contact with staff involvement.
 
Induction:
 
Individually or in groups; Introduction to organisation; policies; procedures; health and safety; role induction; practicalities eg. Staff, site, where to find things
 
Volunteers should come out of an induction knowing:
• What they are going to be doing • How they are going to do it • Who is going to support them • How their role will benefit the organisation • That the organisation actively wants them to have a positive and worthwhile experience.
 
References/checks:
DBS only necessary for regulated roles in the UK. These are any work based on personal and/or medical, financial or disability care. It is illegal for an organisation to do DBS checks on all volunteers ‘just to be safe’ or without their permission. No legal requirement for non-regulated work. Be more thorough during the interview process, ask why the volunteer want’s to do this? Ask if the volunteer is barred or known on the register. It is an offence to volunteer when barred.
 
Introductory Period:
 
Chance to settle into relationship; support and supervision
 
Agreement:
 
Included in handbook; relationship between organisation and volunteer; expectation of the organisation eg. role, letting someone know if unable to come, following policies, accepting training; supervision.
 
Retaining Volunteers: by good support and supervision structure
 
Support and Supervision:
 
• make sure volunteers have everything necessary to fulfil their role • notice what they are doing and give them constructive feedback • ensure they know the value of what they are doing and feel valued (words and refreshments both help) • listen to them and meet their needs where possible • be alert for problems so you can help resolve them swiftly • remember why they volunteered in the first place • be aware that their needs may have changed and their role might need adapting • offer training to help them in their role • pay out of pocket expenses • keep them in the loop –let them know what is going on – face to face, phone, e-mail, newsletter. • Protect them from ‘office politics’. • don’t forget they exist, they will notice if you do.
 
Developing Volunteers:
 
Volunteers should only be offered training relevant to their role, it could be seen as a benefit in kind: it helps to refresh volunteers. Don’t forget the biscuits! Younger volunteers may want skills and knowledge to be accredited, eg. NVQs via a local college, Job Centre Plus, or Volunteer Centre. Provide evidence of what they have learnt for their CV, creating your own certificates. ‘Training’ can be a barrier for older volunteers, who may feel they had enough at work! ‘Softer’ options such as visits to other museums/libraries, short talks by colleagues over coffee and cake may be better, provided in-house, but be alert to opportunities provided locally.
 
Communication: it has to be done and regularly
 
 Talk
 If you haven’t seen a volunteer for a while or they haven’t turned up for a shift, give them a ring to check they are alright, that you are concerned about them. Invite them to meetings and social gatherings, with paid staff.
 Regularly meet – are they enjoying their volunteering, any comments to improve the volunteer scheme.
 A regular newsletter or e-newsletter to update volunteers and staff.
 Use Twitter and Facebook, for younger volunteers.
When it goes wrong:
 recruit carefully, induct well and provide good support - they will be happy
 this will not, of course, always be the case and it pays to consider options or what has been misunderstood.
 
Problem Solving:
 
Help protect volunteers from unfair treatment • Help protect the reputation of the organisation • Be clear and open • Cover what to do if a complaint is made by, or about, a volunteer or if there is an issue with the volunteer’s performance of their role • Stress that most matters will be dealt with informally through support and supervision • Be simple – endless stages can be grim for all concerned. Three stages are sufficient. • Include an option to require a volunteer to stop volunteering • Outline anything that would necessitate a volunteer being immediately required to stop volunteering
 
Reviewing and adapting is a sign of a healthy organisation and not a sign of failures!
 
Who can volunteer?
Young people, 16 and above • People receiving benefits • Ex-offenders •Insurance note Public Liability
Types of volunteering: Project volunteers (task with limited timescale) • Occasional volunteers eg.1 day event or activity • Off-site volunteers eg. At home or researching • Micro-volunteering – very short term eg. from home, social media, less than 30 mins • Group volunteers eg. Friends or society eg FoBAGaM,  Cliffe Castle Support Group • Employer Supported Volunteering (ESV) or Corporate Volunteers
 
Accreditation Standard and Volunteers:
Appropriate workforce, in numbers and experience, both paid staff and volunteers
1. an appropriate workforce 2. clear agreements for each member of the workforce, setting out their roles and responsibilities 3. formal induction procedures for new recruits to ensure that all members of the workforce have basic information, understand their role 4. development opportunities for workforce
 
Child and Vulnerable Adult Protection:
Robust policies and procedures covered properly in all inductions and underpinned by common sense.
 
Health and Safety:
 
Duty of care in all museum’s work and activities. • Include volunteers in your Health & Safety Policy • risk volunteer’s tasks and discuss the risk assessment with them • health and safety covered induction
 
Data Protection and Confidentiality:
 
That information is: (Data Protection Act, 1998)
fairly and lawfully processed • specific purposes only – and not used for any others • accurate • only kept for as long as necessary • secure
 
Copyright:
 
Volunteers are involved in creating original work during their volunteering and they will own the copyright to this work, it cannot be changed or reproduced without their permission, unless specifically assigned by them in writing. Such things as • photography • art work • research and writing labels for displays, flyers etc.