Job Description for the Director of a Volunteer Organization
Being at the helm of a nonprofit or volunteer organization is not a job for the faint of heart, especially during a troubled economy. No matter how much enthusiasm and passion a candidate might be able to bring to the table, the selection of a director to lead a volunteer organization needs to be based on the same professional criteria as that used to choose the CEO of a for-profit corporation.
Purpose and Power
A job description for a volunteer director needs to identify how the position relates to and supports the organization's mission statement, the performance expectations to oversee its operations and supervise staff and the reporting hierarchy.
The size of the organization dictates the complexity and volume of management tasks as well as the layers of interaction with other members. Although the director is the designated leader, she usually answers to a board of directors and serves at its discretion. In a large organization, she won't have the day-to-day contact with the workers and volunteers that she'd have in a smaller, more intimate group.
In addition, she'll be required to wear more hats in a small venue and not have the luxury of delegating major assignments to a team of managers. The amount of power a director has, however, is not so much based on the organization's size but on the confidence and strength she projects to effectively lead it.
Responsibilities
Using the example of a small volunteer organization, a director's oversight duties fall into four areas. The first--and the biggest--is fundraising. To stay afloat and deliver on the promises of its mission statement, a nonprofit needs to expend tireless energy in soliciting private and corporation donations, applying for grants and organizing events that will bring money to its coffers.
The second area is marketing and public relations; specifically, keeping the name of the nonprofit and its good deeds at the front of the public's mind.
The third is fiscal management and the judicious supervision of how funds such as government grants and philanthropic donations are being spent.
The fourth area is the operation of the nonprofit itself and covers all the nuts and bolts of facilities leasing, insurance, utilities, office equipment, payroll, postage and compliance with state and federal laws and regulations.
Desirable Qualifications
Not only are excellent oral and written communication skills critical for fulfilling the in-house duties of a volunteer director but this position also has substantive liaison with outside parties including patrons, politicians, vendors, related service organizations and the public. The director needs to feel comfortable giving rehearsed as well as extemporaneous speeches, participating on panel discussions, working with the media and making presentations.
A volunteer director needs to have exemplary leadership and diplomacy skills to bring out the best in his staff as well as be a visionary who can bring fresh ideas and innovative approaches to promoting the organization's objectives. Candidates often come from a service-oriented environment where they have held high-level management positions and have a demonstrated expertise in making things happen, beating deadlines and making fiscally sound decisions that have saved or made money.
Prospective candidates for this position should have a solid working knowledge of the organization, its history, its goals and any obstacles that are currently facing it. Many a director has risen through the ranks of the nonprofit--perhaps even having started out as a volunteer--and is already well versed in its strengths and weaknesses.
Education
Depending on the nature and scope of the volunteer organization, director candidates are either recognized experts in their fields or hold advanced degrees in such areas as communications, marketing, finance, education, public administration, business administration and arts management.
Time Commitment
Two things need to be clear in the job specifications regarding the expectations of involvement in the organization. The first is whether the position is part time or full time. It's not uncommon, for instance, for smaller nonprofits to have leaders who hold other jobs somewhere else but are able to commit to a certain number of hours per month attending meetings, writing reports and participating in fundraising activities.
It's crucial to identify whether the role of volunteer director is for a limited term such as two years or can be held by the individual for as long as he--and the members of the board--are satisfied with the job and the direction of the nonprofit under his leadership. This disclosure upfront is necessary to attract candidates who are either looking for a short-term or long-term relationship with the organization.
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