Unit B2: Manage resources of the chaplaincy service

Identify and seek adequate financial resources, and deploy within budgetary constraints

Performance Criteria

• The desirable level and quality of chaplaincy service and resources necessary to maintain it are defined
  
• Priorities for expenditure are agreed and set
  
• Assistance is sought from financial professionals within the Organisation as required.
  
• Possible sources of funding, both internal and external are identified
  
• Funding negotiations within the health care Organisation are undertaken
  
• Externally generated funds are sought to provide alternative or additional income as appropriate
  
• Financial needs of the chaplaincy service are regularly reviewed
  
• Gifts and bequests are managed in accordance with legal and organisational financial procedures, the requirements of the chaplaincy service, and the intentions of the donors
  
• The finances of the chaplaincy service are managed in accordance with legal and organisational financial procedures
  

Sources of Funding:
organisational budget, individual gifts; fund raising events, hire of chaplaincy space, sale of products, publications

Legal procedures:
including 1871 Private Chapels Act, 1967 Extra Parochial Services Measure

• Business Planning
• Current affairs (national and local) and their impact locally
• External sources of funding
• Financial and resource management processes
• Financial systems of associated Faith Groups
• Income generation policies
• Local healthcare strategies and plans
• Local organisational structures, routines and networks
• Local policy and processes for corporate governance
• Policy and guidance of relevant Government Department/ Agency
• Policy and guidance of relevant Professional Bodies/ Organisations
• Professional and contractual responsibilities & obligations
• Theological and Philosophical approaches to financial resources
  
  

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Provide, maintain and effectively utilise material resources

Performance Criteria:

• Management of the health care Organisation is made aware of those requirements necessary to enable effective chaplaincy provision
• Space and equipment necessary to provide service agreed by members of the team are identified and secured
• Utilisation of resources sensitively reflects the spiritual and religious needs of members of all faiths within the health care community
• Material resources are used efficiently and effectively
• Quality and quantity of material resources are regularly monitored and appropriate action taken
• Language and imagery used in material resources are sensitive to the values and culture of the Organisation, and to the values, culture and beliefs of the individuals within it
  
  

Space:
shared, designated; chapel and worship areas, offices, counseling rooms, meeting rooms, mortuary chapel.

Equipment:
audio visual including musical, worship including sacramental, literature, office etc.

Team members:
Officially appointed and authorised chaplains (part-time and full-time, lay and ordained)

Individuals:
patients, staff, relatives, carers

Values, cultures, beliefs:
race, sexual orientation, gender, age, religion, politics, ideology, ethics, intellect.

• Business Planning
• Current affairs (national and local) and their impact locally
• Financial and resource management processes
• Local healthcare strategies and plans
• Local organisational structures, routines and networks
• Local policy and processes for corporate governance
• Material resource requirements of other Faith Groups
• Policy and guidance of relevant Government Department/ Agency
• Policy and guidance of relevant Professional Bodies/ Organisations
• Professional and contractual responsibilities & obligations
• Supplies Administration policy
• Theological and Philosophical approaches to material resources
  
  

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Identify and seek adequate human resources and agree their deployment as available

Performance Criteria:

• All members of the chaplaincy team contribute effectively to the spiritual and religious needs of individuals and groups within the institution, and provide adequate support for the chaplaincy function
• Personnel are appropriately appraised, resourced, developed and supported according to availability of resources
  
• Volunteers are recruited, trained, facilitated and used effectively in enabling worship
  
• Distinctive skills, experiences, expertise, beliefs and practices of individual team members are affirmed, developed and employed within a collaborative framework
  
• Job descriptions and conditions of service are regularly reviewed with team members and management
  
• Chaplaincy team membership reflects the religious affiliations of individuals within the Organisation and its community
  
• Management of the institution is aware of required and appropriate levels of chaplaincy provision
  
• An appropriate system for the allocation of duties within the chaplaincy team is agreed with other team members
  
• The training and development needs of all members of the chaplaincy team are identified, met and regularly reviewed
• The employing organisation takes fully into account the needs of all Faith Groups in the organisation and community before making an appointment.
• Chaplaincy appointments are not necessarily or inappropriately limited to members of specific Faith Groups
  
  

Personnel:
officially appointed and authorised, volunteers

• Business Planning
• Current affairs (national and local) and their impact locally
• Formulaic approach to chaplaincy staffing
• Human resource policies for recruitment, selection, appraisal, training/ development, and equal opportunities
• Local healthcare strategies and plans
• Local organisational structures, routines and networks
• Local policy and processes for corporate governance
• Policy and guidance of relevant Government Department/ Agency
• Policy and guidance of relevant Professional Bodies/ Organisations
• Professional and contractual responsibilities & obligations
• Selection techniques and procedures
• Theological and Philosophical approaches to human resources
  

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