What are the responsibilities and job description for the On-Call Volunteer Coordinator position at The Salvation Army Intermountain Div?
Job Title: On- Call Volunteer Coordinator
FLSA Status: Part Time - non-exempt
Reports to: Community Relation Director
Schedule: 29 hour /week/on- call
Supervises: N/A
Rate of Pay: $27/hr
Closing Date: 2/28/2025
Benefits: Standard; Part-Time, Non-Exempt employees are eligible for but not limited to the following:
- Sick leave benefit – 1 day per month, 12 sick days per year (accrual and availability begins at hire; sick time accrual is pro-rated for part-time hours.)
- Vacation benefit – 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment; vacation accrual is pro-rated for part time hours.)
- Pension Plan (after one year of continuous service) with at least 21 hours worked per week.
Function
The On-Call Volunteer Coordinator is a part-time, hourly position, not to exceed 29 hours per week, that assists with the management of our volunteers, volunteer tracking software, reporting of hours, and assisting with functions/special events that require volunteers. Also, this position will help with managing volunteers on the day of major events and connecting volunteers to department heads.
Duties and Responsibilities
The On-Call Volunteer Coordinator will assist as needed with:
- Managing Volunteer Management Software (VMS) and volunteer database
- Recruiting, interviewing, training, and overseeing volunteers for day-to-day operations as needed by department heads and for special events, and promoting volunteerism through social media, local, county, and national agencies and other online platforms.
- Evaluating volunteers, tracking and reporting volunteer hours, and maintaining accurate filing to keep volunteer files audit ready with current applications, background checks and other required documents.
- Attending networking or marketing events in El Paso County to recruit volunteers
Education, Experience, Skills, Qualifications
- HS Diploma required; some college preferred
- 1 years of experience in volunteer or HR management.
Skills
- Microsoft Word, Excel, PPT and Outlook
- Knowledge of integrated database applications and ability to use new software programs
Qualifications
- Experience in managing Volunteer Management Software (VMS) or similar program
- Ability to recruit and supervise volunteers
- Knowledge of social media, local, county, and national agencies and online volunteer/event platforms
- Administrative and management skills with ability to maintain a high level of confidentiality
- Ability to use critical thinking skills to solve problems
- Detail oriented, able to multi-task and remain flexible with assignments
Must be minimally 21 years of age and possessing a valid in-state Driver's License
Background Check
Continued employment will be contingent upon a biennial (every two years) background check that is processed in accordance with The Salvation Army’s policies.
Physical Requirements
- Ability to maneuver.
- Ability to remain in a stationary position
- Ability to grasp, push, pull, and reach overhead.
- Ability to operate telephone.
- Ability to lift 25 pounds.
- Ability to access and produce information from the computer.
- Ability to understand written information.
- Qualified individuals must be able to perform the essential duties of the position with or with accommodation. A request to modify or adjust these requirements may be made to your supervisor and HR. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and presents no undue hardship
Education
Required- High School or Equivalent or better
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Salary : $27
