In Section Two, the importance of clearly defined roles and responsibilities was highlighted. In order to fulfill your agency’s mission you need to decide who will do what. This is just as critical when you rely on a volunteer workforce. Having thorough position descriptions also has many benefits, such as:

• more targeted recruitment efforts
• more efficient performance reviews
• less burnout because tasks are fair and manageable
• greater commitment, since position descriptions recognize
• each individual’s contribution
• an improved sense of what is expected and required.

Whether you choose to use the term position description or job description, stay consistent. Decide also whether you want to differentiate the terminology for paid and unpaid personnel. In either case, a description will be required for every position in your organization.

If possible, try to involve the people in reviewing their own job description.Ask them to describe a typical day or a typical week. This will help to ensure that the description is real, rather than ideal. Once you have descriptions for each job at your agency, draw them together in an organizational chart so you can consider gaps and areas of duplication. This exercise should not oversimplify the distinctions between staff, board, and volunteers. Although they are separate entities, their strength lies in working together.

We have a job/position description for:

• Executive Director
• Tutor Coordinator
• Paid Instructors/Literacy Practitioners
• Volunteer Tutors
• Administrative/Clerical Staff (paid or volunteer)
• Support Workers
• Bookkeeper
• Student/Learner
• Board Chairperson/President
• Board Vice-President
• Board Treasurer
• Board Secretary
• Member of the Board
• Individuals and/or groups who hold general “membership in our organization
• Committee Chairperson
• Committee Member
• Other:
  
  
• We need to: