Employment Package Overview

Introduction

The CAVR Employment package is a series of resources designed by CAVR members to assist employers recruit qualified applicants for roles in volunteer resources administration in their organizations, and administrators of volunteer resources prepare for career advancement. Throughout the development process, the material in this package was reality tested with professional administrators of volunteer resources from across Canada.

Upon request, the CAVR Advocacy Committee is willing to provide limited assistance to employers regarding the interpretation of this material. Members of the Committee are also willing to mentor CAVR member-colleagues utilize this material to seek higher job classifications for their positions, increased remuneration, and greater success in presenting their skills during the interview process.

Components of the Package

The package contains six components to address a variety of needs related to employment of Administrators of Volunteer Resources.

1.The Hire a Professional Brochure

This brochure outlines to employers the benefits of hiring a qualified Administrator of Volunteer Resources. The brochure directs individuals to the CAVR website for further information. CAVR encourages its members and affiliated organizations to utilize this tool to advance our profession.

2.The Classification Criteria

The classification criteria are intended to assist employers establish salary ranges for the position and Administrators advocate for better pay. They include twelve key factors to consider when establishing a salary range for a position involving the administration of volunteer resources: the sphere of responsibility, other responsibilities, staff supervision, number of volunteers, volunteer hours, budget, risk management, partnerships, sponsorships, collaborations, program maturity, program complexity, and reporting relationships.

These salary ranges were base upon professional classification analysis carried out at the Health Sciences Centre site in Winnipeg Manitoba, and reality checked with Administrators of Volunteer Resources from across the country at the CAVR Professional development workshop held in Toronto in October 2001. They were reality checked once again in 2006 through consultation CAVR membership and available surveys. The ranges are intended as guidelines only, and should be adapted to reflect labour market conditions as necessary.

In order to apply the classification criteria to a position, review the responsibilities of the position in relation to the criteria. Assign a value of 1, 2, or 3, depending upon how the role compares to the criteria. For example, where the role meets all of the criteria for level 3, a score of 36 is achieved. A score of 12 indicates a level 1 salary range. Where there is blurring between the ranges, for example a score of 28 that is higher than a Level 2 but lower than a Level 3, a salary at the top of the level 2 range or bottom of level 3 is in order.

3. Position Profiles

The position profiles describe the typical description of job duties for Administrators of Volunteer Resources working at three levels of responsibility. The position Profiles are intended as a resource to help Administrators and Employers alike develop an appropriate position description.

4. Generic Position Description for Administrators of Volunteer Resources

The generic position description outlines the key elements in the Administration of Volunteer Resources. This tool was developed as an aid to Employers.

5. Knowledge, Skills and Abilities for the Administration of Volunteer Resources

The knowledge, skills, and abilities required for each element in the position description have been identified. Administrators wanting to advance their personal professionalism can use this document as the basis for self-assessment. It can for the framework for staff training. It also forms the framework for selection interview questions.

6. Interview Questions and Guidelines

The Interview Questions and Guidelines include questions that are intended to test applicant's knowledge, skills and abilities for each of the key elements. Interview questions are provided along with what to look for in the applicant's responses including basic requirements, exceptional abilities, and examples for illustration.

The guidelines can be used by administrators to prepare for employment interviews, and by employers in the selection process. The questions and guidelines serve as an excellent educational tool when involving persons not familiar with the administration of volunteer resources in a selection process.