Role of a volunteer coordinator:

The role of volunteer coordinator should be assigned to a person with leadership skills, knowledge of the mission and goals of the Social Organization and tasks of each project. But this is not enough. The requirements for the exercise of the function successfully:

• Firmly believe in the mission of the OS
• Believe in the value of volunteerism for your organization
• Being devoid of prejudices and be open to the road kind of people (in age, race, education, etc.).
• Being a happy person, motivated, who believes in the potential of each person develops and knows it.
• Be willing to work at different times from those already established.
• The Coordinator of volunteers can (and often is recommended) be a paid professional, but to perform the function well it needs to be a little volunteer, this means, be a bit flexible, because it will be working with people idealistic, motivated by purposes and that the OS will be disappointed if they have a leader who does his job mechanically, without love and without compromise in situations that require greater dedication.

Responsibilities:

• Analyze the Organization and the need for customer assistance
• Designing questionnaires, forms, etc. to determine areas where assistance is required.
• Meet with staff, officials, volunteers, assisted customers, etc.
• Tabular results of these meetings, summarize the discussions.
• Search models of other volunteer programs in similar causes.
• To coordinate the volunteer’s involvement in the Organization
• Develop a statute defining the organization’s philosophy in relation to volunteering
• Identify the values ​​that will guide the volunteer program: diversity, mutual respect, trust, etc.
• Determine the definition of “volunteer” for their organization in relation to the resources that the community offers: student interns, employees of business programs, persons serving sentences alternatives.
• Consider the placements where volunteers may be invited to participate, including: assistance to professional staff, independent work, technical consultancy.
• Develop programs and goals
• Determining possible goals short and long ranges.
• Develop measurable objectives for the volunteers to follow and criteria for effective evaluations.
• Presenting these management objectives and integrate them into overall planning of the institution.
• Draw voluntary functions

Who is a volunteer coordinator and what does he do?

Volunteer is the person who donates their work, their strengths and talents in a role that challenges and rewards in favour of a personal achievement. The following are the four elements of a volunteer.

• Qualification: The modern concept of volunteerism is very much linked to the execution of a skilled labour, which takes into account the talents and skills of those who run it.
• Satisfaction: This is a work done with pleasure, claw that fascinates and gives a feeling of fullness for those who run it.
• Donation: Deliver hours of your life for the sake of others, the community, is a result of overflowing love, which must take place through the action.
• Achievement: This is a work that has a commitment to success, with success, it is determined to meet those goals.

In short, volunteering is an act of quality, made with pleasure toward a solution that does not necessarily have to be great, but needs to be efficient. In the current scenario, where the social welfare is the responsibility of the whole society and not just the state, private sector organizations are to take co-responsibility for social issues, also pressured by the challenges presented by technological advances and globalization that bring new quality standards and requirements. In this context arises the notion of corporate social responsibility (CSR) as an option for solving the issues related to the company and the community. The non-profit sector makes use of private resources to solve problems that are all, are public. These are material and human resources, and among people who are dedicated to work in the Third Sector are a significant number of those who work voluntarily, that is not receiving any financial compensation for the exercise of its function. What moves the willingness to volunteer is an altruistic feeling, but without even realizing it, the volunteer expect to enjoy something.

Training system:

Among the important factors for the success of the volunteer team is training. Not only for obvious reasons to make fit for task performance, but also because a well oriented and trained volunteer is more confident, more secure, and that means that he can enjoy your time well, making their most productive hours of dedication.

• The training program should be studied with care, should provide a progression that allows knowledge to be acquired in an orderly fashion, starting from general to specific.
• The dosage also deserves attention not to “clog” the volunteers of information at first, but also allow all information is offered before the developer to see the face of its functions.
• As for content, the training system can provide the following information:
• Institution: Your mission, goals, future plans and its history, finally enough data to allow the job to run in harmony with the purpose and character of the social entity.
• Social Area in which it operates, is knowledge that will allow the work to be performed with professionalism, class, ex: Scientific data, when working in the health area, data on behavior and social environment, where care people with special needs, poor, etc.
• The specific function or routine to be performed: In this case it is to teach and train in the volunteer will do exactly. At this time not only the presence of experts is important, but also the participation of more experienced volunteers is useful to act as enablers.
• Considerations for the social area: Volunteers will be interested in issues related to the Third Sector and volunteerism in general. This will be an opportunity to reflect on the relevance of their role in society, which will make them more aware and motivated.
• Recycling: Create opportunities to “re-learn” brings many benefits, this because “you never know everything,” there is always an aspect to be better informed or trained more slowly and supervision of more experienced people. On the other hand, the dynamics of knowledge always brings new features, improvements, and other techniques, like those who have what you do, needs to be updated. Finally, the knowledge produced in a time of need review, as maturity brings different views that, if addressed, could point to a growth that will benefit and who does it for the excellence of the work.
• Finally, training should always be a moment of encouragement to volunteers. Usually it is linked to the challenge, and must be conducted in order to demonstrate the confidence that the team puts the trainees, and never on an opportunity to take advantage of the more experienced to show their superiority and mastery of the situation.

Salary details of a volunteer coordinator:

• Salary — $21,672 – $43,496
• Bonus — $95.66 – $2,020
• Total Pay — $21,006 – $43,589
• Popular Industries and salary Range
• Non-Profit Organization — $20,947 – $40,141
• Healthcare — $22,893 – $41,025
• Youth Services — $22,247 – $38,576
• Social Services — $21,870 – $39,080
• Education — $22,031 – $40,949
• Popular Employers and average salary
• Habitat For Humanity — $25,199 – $30,521
• American Red Cross — $19,648 – $33,341
• Years of Experience and salary hike     
• Less than 1 year — 6%
• 1-4 years — 61%
• 5-9 years — 20%
• 10-19 years — 10%
• 20 years or more — 3%
• Most Common Health Benefits    
• Medical: 75%
• Dental: 58%
• Vision: 38%
• None: 24%
• Years Experience and salary range
• Less than 1 year — $15,101 – $35,759
• 1-4 years — $20,386 – $41,424
• 5-9 years — $24,990 – $43,078
• 10-19 years — $25,051 – $57,793
• 20 years or more — $19,653 – $50,868
• City and average salary
• New York, New York — 12,849 – $56,498
• Chicago, Illinois — $18,500 – $45,913
• Dallas, Texas — $15,101 – $45,644
• Seattle, Washington — $15,781 – $49,665
• Washington, District of Columbia — $32,750 – $48,171
• Houston, Texas — $28,738 – $49,132
• Atlanta, Georgia — $31,407 – $39,668
• State or Province and average salary
• California — $19,574 – $43,214
• New York — $19,942 – $51,823
• Texas — $21,226 – $46,826
• Florida — $27,284 – $38,142
• Pennsylvania — $19,727 – $37,563
• Washington — $15,591 – $50,684
• Michigan — $20,671 – $36,065
• Benefit/Perk
• Paid Holidays / Vacation — $24,309 – $44,114
• Paid Sick Leave — $23,520 – $45,448
• Life Insurance/Disability — $25,226 – $46,476
• Casual Dress/Atmosphere — $21,173 – $43,641
• 403(b) — $28,023 – $44,414
• Flex-Time / Flexible Schedules — $20,294 – $43,121
• 401(k) — $26,630 – $48,424
• Years Experience and hourly wage
• Less than 1 year — $9.02 – $15.16
• 1-4 years — $9.76 – $18.59
• 5-9 years — $10.49 – $21.29
• 10-19 years — $10.20 – $23.46
• 20 years or more — $12.16 – $30.73
• State or Province and hourly wage
• California — $9.86 – $24.43
• New York — $7.30 – $20.48
• Washington — $8.73 – $23.37
• Florida — $10.89 – $21.44
• Indiana — $7.39 – $24.66
• Texas — $11.46 – $21.77
• Colorado — $12.39 – $15.3
• Benefit/Perk and hourly wage
• Paid Holidays / Vacation — $10.55 – $20.48
• Paid Sick Leave — $11.24 – $21.27
• Casual Dress/Atmosphere — $9.96 – $20.08
• Flex-Time / Flexible Schedule — $9.27 – $22.12
• Life Insurance/Disability — $10.69 – $21.11
• 401(k) — $10.40 – $21.82
• 403(b) — $12.16 – $20.92

Skills needed by a volunteer coordinator

• Ability to exercise the function
• Form of expression, personal appearance, courtesy
• Intention, enthusiasm, sensitivity to the cause
• Expectancy in the “career”
• Availability for training
• Attitude to setbacks

A volunteer program must contain provisions for the entire stay and organized as follows:

• Recruitment
• Capture
• Selection
• Contract
• Integration
• Orientation
• Execution
• Leadership and team building
• Training
• Motivation
• Communication
• Ratings / scale progression
• Conflict resolution
• Relocation career
• Recognition
• It is advisable that the entity is always doing press for his work with a view to attracting new volunteers.
• This is because there are always new projects to be implemented, goals or desire to be expanded to cater to a wider audience.
• If these arguments are not sufficient to claim that it is necessary to guarantee the number of volunteers working for the people wear, or have new concerns and opportunities, often with changes in the rhythm of life that prevent the continuation of a commitment to social causes.
• Due to the fact that not all people who volunteer to remain an institution (the practice indicates that for every eight volunteers who have only one of them is by playing one year or more steady jobs) you must have a scale with an index calculated off in relation to actual needs (about 10 to 20%) to account to fill the gap left by the departure of people who for one reason or another end of service.
• This dynamic movement of volunteers could be represented by a funnel, which in its wide mouth top gets all the candidates there to step into an entity of the investigation period and also your reactions.