The advantage of a written opportunity description for Catholic Charities is that the duties and expectations of both the

volunteer and our agency are clearly outlined. It also compliments the agencys Volunteer Roles and Responsibilities document, which is included in the volunteer application packet. Knowing the requirements of the individual volunteer positions in advance simplifies the selection, recruitment and management of volunteers. Defining duties and responsibilities helps our agency assess the risks, to the clients, the volunteers and the agency so that they can be addressed, minimized or eliminated. The volunteer opportunity description is yet another tool that the Council on Accreditation (COA) can use to gauge our agencys overall professionalism, effectiveness and staff performance. Important Questions in Developing Volunteer Opportunity Is the work meaningful? Is it useful and significant to the agency, programs and clients? Can the need for the position be explained to the potential volunteer? Is the support framework for the volunteer program available? Is the staff willing to have the work done by volunteers? What skills/qualifications are needed for the work and can we identify candidates that fit that profile? What is there about this volunteer opportunity that will (or may) make people want to do it?

Sample Volunteer Job Description for Ongoing Volunteers Title This will be the volunteers opportunity identification. Give as much prestige as possible. Major Objective A short, concise statement, reflecting the ultimate goals of the service to be performed as well the overall mission of Catholic Charities. Qualifications Include all things necessary for the effective performance of duties. Be careful not to over qualify the position as you could lose some excellent volunteers due to stringent educational or background requirements. Specifics should be noted, such as Virtus Training, car insurance, etc. Responsibilities List each duty and responsibility of the position as specifically as possible. Orientation/Training This includes the nature, specific content and approximate hours for orientation and training (if applicable). Time and Place This should include the exact duty hours (if applicable), including which days of the week and the place where the volunteer is to perform the services. Be specific. Commitment The minimum amount of hours you need from the volunteer based on your investment in training and supervision becomes the minimum length of commitment for the volunteer. A maximum time commitment should also be specified for the volunteer (number of hours per week, month, etc.) On-The-Job Supervision Name of the supervisor or the position of the supervisor. In most cases, this will be the person with direct responsibility for the service. Benefits List any available benefits to the volunteer, such as free parking, coffee, mileage reimbursement, training, materials usage, etc. Volunteer/Coordinator Signatures This is a way to ensure that each volunteer has been fully informed of the opportunity expectation and limitation. One copy should be given to volunteer and one kept for program files.