Position Design
Position Description Design
This is the second step to Create Valuable Volunteer Assignments (the first being defining the need):
Q. What will cause a person to stop volunteering even when they are committed to the goal of the organization they are helping?
A. Interpersonal conflict, boring tasks, tasks with no direct relationship to goals of the organization, unreasonable commitment expectations (burnout), unreasonable deadlines, no feedback, no appreciation, and frustration with management caused by lack of direction, ineffective work processes and poor leadership.
In order to entice and retain volunteers we have to structure their assignments in such a way as to prevent these frustrations from occurring as much as possible. The best way to structure their assignments and allow for accurate feedback and goal attainability is to make certain the tasks are:
| Specific | Assignment must be specific to alleviate any frustration caused by miscommunication. |
|---|---|
| Measurable | Assignment must be measurable to allow for pride in accomplishment due to tangible results. |
| Attainable | Assignment should be designed so the volunteer is able to complete the tasks within the 4 to 16 hours per month. |
| Compatible with Overall Goals | Assignment must be a necessary part of the process of accomplishing the overall goals of the organization. Purpose should be conveyed to the volunteer that they play a valuable part in bringing this project to fruition. |
| Challenging | Assignment should factor in growth of the volunteer. Personal development is one method of motivating volunteer participation. |
Position Description
Position descriptions should include the following information:
- Position Title - The title should convey importance and function of position.
- Hours Service to be Provided - In the materials that I have found thus far it is noted that it is best to let the Volunteer choose the time slot on the schedule to be repeated monthly. It has also been suggested that in order to prevent volunteer burnout shifts should be limited to 4 hours and one shift per week at the maximum.
- Location - Give site address. Consider the possibility of virtual volunteering where possible.
- Start Date - Please leave enough time to complete the screening process.
- Duration of Need - This depends on the nature of the project whether on a short term or continuous basis.
- Number of Positions to be filled - Depends on how many 4 hour shifts it will take to cover the evaluation phase for the offered service. Many programs try to run at a quarter or half complement, of the anticipated total number of positions, to assess demand for the services offered.
- Minimum Qualifications of Applicant - Be certain that the qualifications are essential to the position when you anticipate a shortage of applicants or will screen out applicants when you anticipate too many applications.
- Specific Duties - Outline tasks and responsibilities of this position. Be certain that these tasks are measurable as this will assist in performance appraisals, disciplinary and dismissal situations.
- Training and Benefits Available - This is the opportunity to sell the applicants on the opportunities to enhance resumes, contribute to a worthwhile goal, network, meet people socialize, and develop new skills and abilities. Remember to let potential volunteers know that they are not on their own and they will receive orientation to the organization and the position and will have someone available to answer their questions. They are a valuable asset. Show them.
- Work Environment - This depends on the nature of the position but should involve teamwork environments and functional settings.
- Support/ Supervision - This should include reporting and mentoring relationships.
Suggested web sites:
http://charitychannel.com/article_1699.shtml
http://charitychannel.com/article_5257.shtml
http://www.monashee.com/manual/job_description.html
http://charitychannel.com/article_165.shtml
http://charitychannel.com/article_166.shtml
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