• Must show need forfiled and valid outcomes as why incentive was gifted i.e. attended 6 week podcasting courses and made a peer to peer video teaching 'how to use a camera'.
• the young person receiving incentive knows the rate in advance, keeping it accountable and transparent i.e. The incentive are equivalent to previous incentives of a similar post
• May encourage youth retention to pathways

• All personal incentives must have a description as to why you have been rewarded an incentive. All incentives have a booking fee and we give 10% back as incentives to a cause that we support. 
  

An incentive can be gifted for voluntary work or tasks given e.g., research & development and the reviewing the implementation of new tech

Additional to the above the providers have access to receive incentives to increase delivery or to become better and more sustainable.

To be able to receive incentives you will have to apply for a ‘Personalised-Y-DAP-QR code-receiver' or attend our event management fundraiser courses 

• What is in the best interests of beneficiaries?
• What are the risks to the beneficiary the incentive?
• What safeguards are needed to ensure that any young person receives appropriate incentives for the nature of it gifting?
• Does the form of incentive encourage behaviours that are consistent with the gifters objectives, for example, through team working or focused individual effort, to produce the best value?
• How does the incentive impact upon the young person?

An excessive incentive is one that is considerably more than an ordinary, well informed person would consider reasonable. It is essential that incentives are not excessive. Gifters should be aware that excessive incentives can lead to a breakdown in trust and confidence, and ought to take steps to minimise this risk. To establish a reasonable gifting structure.

Public trust and confidence are essential in ensuring successful and sustainable incentives. Members of the public may hold strong views about how, and indeed whether, incentives are suitable. It is important for gifting to consider public trust and confidence, balancing public perceptions with a good plan.

It is advisable for volunteers to have their expenses reimbursed and it is good practice that this happens regularly to ensure volunteers are not left out of pocket. Volunteers should only have their out-of-pocket expenses reimbursed and, and not be paid a flat rate amount as this may trigger minimum wage legislation. Where possible, it is a good idea for receipts to be received before expenses are paid. In some cases, it may be appropriate to reimburse expenses in advance, with the subsequent provision of receipts where possible. This may be appropriate for example where larger sums are to be paid and it is unreasonable to expect the volunteer to pay them, or the volunteer’s financial circumstances make it difficult for them to incur expenses in advance. Training that is not related to the activity, use of the fundraising organisation’s other facilities, or payment in excess of out of pocket expenses may lead to a contract of employment being entered into inadvertently.