Site Placement Application

Home Forms Site Placement Application

QVS Site Placement Application

We are delighted you are interested in hosting a Quaker Voluntary Service Fellow at your organization. Please use this form to submit the required information so that we may consider your organization fully--thank you! Click here to see more information about our Site placement process.

Organization Name*
For which QVS City are you applying?*
Has your organization previously hosted a QVS Fellow?*
- Yes
- No
Is your organization a 501(c)3?*
- Yes
- No
- Other
Other:
The fee for hosting a QVS Fellow is $21,000, but we offer a fee reduction of up to $2,000 for organizations with fewer resources/access to less wealth.*
- We do not request a fee reduction
- We need a fee reduction
Please tell us what site placement fee you can afford (between $19,000-$21,000):
If you have had changes to your mission, website address, address, mission, or social media accounts since your last application, please provide your updated information here:
Mailing Address*
Street Address Address Line 2 City State / Province / Region ZIP / Postal Code Country
Phone*
Website*
Please add links to any social media sites that we can link to or tag in our posts:
Facebook, Twitter, Instagram, Linked In, Snapchat etc.
If selected as a potential site partner, would you have the capacity and willingness to post your Fellow job openings (or job description) on your website, Facebook, Instagram, LinkedIn and/or Indeed accounts? Please use this space to describe how you are willing to contribute to recruiting applicants. (This information will be used by our communications staff to help amplify your efforts and is not a determining factor in your selection as a site partner.)
Mission Statement*
AGENCY DESCRIPTION. Describe your Agency and the work it does (up to 250 words)*
Please include: 1. Vision, philosophy, and goals, 2. Brief history including founding year, 3. Size and scope of agency - number of staff, number of sites/programs, etc., and 4. Population served
Site Supervisor
This will be the person meeting regularly with the Fellow for check-ins and site placement evaluations throughout the year with the Fellow and City Coordinator.
Name*
First Last
Email*
Phone*
Department (if applicable)
Does the Site Supervisor have signature authority for signing the Site Placement Agreement if our organizations work together in the coming year?
- Yes
- No
Full Name of Contract Signer
Email Address of Contract Signer
QVS Fellow Position Information
Job Title*
POSITION DESCRIPTION. Describe to the best of your ability the position the QVS Fellow will hold (up to 250 words).*
Please include: 1. Primary duties and responsibilities, 2. Population with whom the QVS Fellow will be working - ages, demographics, special needs, etc., and 3. Qualifications. Along with your organization description, this section will be the main blurb we send to potential applicants. As applicants will be looking at these descriptions as they decide who they would like to interview with, it's important to "sell" the position to ensure folks will be interested/enticed. City coordinators may suggest edits before we post these descriptions. This description can be refined as time goes on but we want a good idea of what role the QVS Fellow is expected to play.
Has this Job Description changed from the role of previous Fellows?*
- Yes
- No
Primary Area(s) of Work for Fellow Position*
Please check any and all issues the Fellow may have opportunity to learn about/address in this position.
- Community Organizing
- Criminal Justice Reform
- Economic Justice
- Education/Youth
- Environment/Sustainability
- Food Justice
- Healthcare
- Housing/Homelessness
- Immigration
- LGBTQ+
- Mental Health
- Peacemaking/Non-Violence
- Racial Justice
- Women's Rights
- Other
Other:
WORKPLACE CULTURE. What kind of person will do well in your organization and in this position? What types of personalities and work styles tend to thrive in your organization?*
WORK SCHEDULE. What is a normal work schedule for the position?*
Remember, QVS Fellows work full time except for two full Fridays of every month when they are in QVS required trainings and events.
WORK LOCATION. What portion of the Fellow's work week will be on-site at your organization? What portion will be done remotely from a computer at home?*
We know that the percentages may change over time, but we've found it's helpful to communicate these expectations to potential Fellows. Some applicants love the idea of working from home 4 days per week; others would find that difficult. Anything you can say about remote vs. in-person work will help us find the best applicant for your organization.
SUPPORT FOR REFLECTION & ANALYSIS. In what ways would your agency help the Fellow analyze economic, social and political structures in your city and region? Please also describe any formal training or professional development opportunities offered.*
ORIENTATION & SUPERVISION. Describe the orientation and ongoing supervision/mentorship that will be provided for the Fellow.*
RATIONALE FOR POSITION. If the position is new at your Agency, please explain the motivation or rationale to create this position:
Special Qualifications or Requirements Needed
Are there any special qualifications or requirements for the QVS Fellow? (Check all that apply, and/or enter in "Other" field below)
- Driver's License
- Fellow must have own vehicle
- Teaching Certificate
- Registered Nurse
Other
Could you share a sentence or two about why you would like to host a QVS Fellow again or what your experience has been like?
Harassment Policy
Does your Agency have a harassment policy?*
- Yes
- No
Please upload your harassment policy here:
Drop files here or

Max. file size: 50 MB.
PROHIBITION OF HARASSMENT. QVS acknowledges that not all organizations have a formal harassment policy. However, before we are able to accept your organization as a site, we need assurance that any incidents of harassment involving our Fellow be addressed. Are you willing to follow the below QVS harassment policy until/unless your organization develops its own policy?*
We do not tolerate discrimination or harassment of any kind. Harassment includes, but is not limited to, epithets, slurs, jokes, or other verbal or physical conduct relating to an individual’s ethnicity, race, creed, religion, culture, national origin, disability, color, gender, pregnancy, age, economic class, marital status, family relationship, gender identity, gender expression, sexual orientation, or service in the uniformed services, or any other classification protected by federal, state or local law. Harassment includes sexual advances, requests for sexual favors, unwelcome or offensive touching and other verbal, graphic, or physical conduct, or electronic communications (including e-mail) of a sexual nature involving either members of the same sex or opposite sex. When an individual expresses specific discomfort with an action or communication, it is “unwelcome” to that individual. If you feel you are the target of discrimination or harassment of any form please immediately notify the appropriate individual. Additionally, if you notice someone else behaving inappropriately or if you suspect a coworker is being discriminated against or harassed but not reporting it, please immediately share that concern. We will listen to all complaints of harassment or discrimination, promptly investigate such complaints, and quickly apply appropriate sanctions to end offensive or harmful behavior. If it is determined that harassment or discrimination has occurred, the organization will also take appropriate disciplinary action, up to and including dismissal of the offending party. Complaints of harassment or discrimination will be kept confidential to the extent possible. Employees are required to cooperate fully with any investigation of harassment or discrimination. We will not retaliate against any person because of complaints of harassment or discrimination or because of cooperation with any investigation. Any person who believes retaliation has resulted from either the reporting of a complaint of harassment or discrimination or from participation in an investigation of such allegations should immediately report this.
- Yes
- No
To whom should incidents of harassment be reported?*
First Last
Email
Email for reporting incidents of harassment.
Phone
Phone for reporting incidents of harassment.
Who is an alternate person to whom a harassment incident may be reported?*
First Last
Email - Alternate*
Email for additional/alternate person to whom Fellow may report incidents of harassment.
Phone - Alternate*
Phone for additional/alternate person to whom Fellow may report incidents of harassment.

Save and Continue Later

QVS Site Placement Application

Site Supervisor

QVS Fellow Position Information

Harassment Policy

Pin It on Pinterest