For Employers

• Do volunteers contribute to the success of your organization?
• Do volunteers complement the work of your staff?
• Are the volunteers motivated and committed to your cause?
• Do volunteers get appropriate recognition that encourages them to continue to give and help them grow?
• Are volunteers always challenged to give their very best?

The answer to all of these questions could be "YES", with the help of a Professional Administrator of Volunteer Resources.

If your organization is interested in achieving the best outcomes for clients and volunteers, you need a qualified professional to manage volunteer resources. Someone who is highly sensitive to the needs, preferences and capabilities of volunteers and can match these with organizational priorities can build a stronger profile for your organization. Administrators of Volunteer Resources can enhance relationships with staff and volunteers, can prepare volunteers to act as ambassadors for your organization, can minimize risk to the organization, and can increase opportunities for community awareness and partnerships.

The position description of an Administrator of Volunteer Resources may vary with each organization.  Small organizations often combine the responsibilities of the Administrator with other related functions.  In larger organizations, there may be several staff with various levels of responsibility, or with specialization in certain functions.  No matter the size of organization, recruit an individual who has a post secondary degree, diploma or certificate in Volunteer Resources Administration, is a nationally certified Administrator of Volunteer Resources (CAVR) or willing to certify, is actively involved in the profession and demonstrates commitment to volunteerism.  Ensure they have the experience and leadership required to be successful in your organization as well as the necessary managerial, communication and computer skills.

The Position Profiles tool describes the typical job duties and position titles for volunteer management professionals working at three levels of responsibility.  They are intended as a resource to help employers develop or update a volunteer administrator job description specific to their needs.

The generic position description outlines the key elements in the Administration of Volunteer Resources.  It can be used as a starting point for developing a specific position description for your organization.

The knowledge, skills and abilities required for each element in the position description have been identified for employers.  They also form the framework for the selection of interview questions and curriculum for professional development.

The salary levels for Administrators of Volunteer Resources vary according to their responsibilities and regional differences. A salary will range anywhere from $27,000 to $57,000 plus depending on a number of key factors. CAVR has identified eleven criteria to help you establish an appropriate salary range for the position. The criteria include responsibilities, supervision, number of volunteers, budget, risk management, partnerships, program complexity and the reporting relationship. The ranges identified are intended as a guideline only, and should be adapted to reflect current labour market conditions.

How to use the Classification Criteria
To apply the classification criteria to a particular position, review the responsibilities of the position in relation to the eleven key criteria and record the results using the checklist tool.

• Compare the role to the criteria by assigning a value of 1, 2, or 3 (as indicated by the level) to each criterion.
• Add the score of each criterion for a total ranging from 0 to 33.  Each score range corresponds to a salary range. Scores between 0-11 is a level 1, 12-22 is a level 2 and 23-33 is a level 3 salary range.

Footnotes under the classification criteria table:
These salary ranges were based upon a professional classification analysis carried out in 2001 by the Health Sciences Centre site in Winnipeg, Manitoba and reality checked with Administrators of Volunteer Resources from across the country. They were reviewed again in 2006 via consultation with CAVR members.

CAVR has created a list of interview questions that test a candidate’s knowledge, skills and abilities related to each key element of volunteer administration outlined in the position profiles. These questions come with a response guide to assist you in finding the best possible candidate for the position.

There are number of ways you can support an Administrator of Volunteer Resources to enhance their skills, increase their knowledge of current trends and network with others’ in the profession. Some of these include encouraging and supporting her/him to:

• Become a member of CAVR or a local volunteer administration association
• Obtain certification in volunteer administration offered through CAVR which ensures volunteer administrators maintain professional standards
• Attend conferences offered annually by CAVR or a local volunteer administration association
• Take courses or seminars in volunteer administration which are offered at local colleges, online and through volunteer associations
• Read books and publications on volunteering
• Become actively involved by volunteering in the community

Employers can also identify specific professional development needs through the CAVR knowledge, skills and abilities tool.