Volunteer Coordinator
Znane również jako: Volunteer Manager · Volunteer Programme Coordinator
Recruits, schedules and guides volunteers for an organisation, matches their deployment to organisational needs and keeps in touch about motivation and availability.
The volunteer coordinator recruits new volunteers, schedules their deployment and is the point of contact for questions or dropout, without an employment relationship in place. Unlike a team leader, they have no formal authority over appraisal or dismissal and must keep people motivated without salary as leverage. Selection often looks at social skill alone, while timely parting ways with an underperforming volunteer without damaging the relationship with the organisation is the hardest part of the role in practice.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| Directing and steering people Kompetencje (50-ramowe): Management Knockout | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets expectations and boundaries per team member, addresses deviating behaviour directly and records agreements in writing. |
| Managing workload pressure Kompetencje (50-ramowe): Stress resilience | N3 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| Safety awareness Kompetencje (50-ramowe): Discipline | N3 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| G | Directing and steering people | N4 | 5 | tak | Assessment centre |
| V | Planning and organising | N4 | 5 | tak | Work sample test |
| V | Monitoring progress | N4 | 4 | nie | Structured interview |
| V | conflict handling | N3 | 4 | tak | Assessment centre |
| V | giving feedback | N3 | 4 | nie | Assessment centre |
| V | holding others to agreements | N3 | 4 | tak | Assessment centre |
| V | Translating direction into goals | N3 | 4 | nie | Structured interview |
| V | Delegating | N3 | 4 | nie | Assessment centre |
| V | Conducting performance conversations | N3 | 4 | nie | Simulation |
| V | Coaching | N3 | 4 | nie | Simulation |
Zobacz wszystkie 25 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
Pulse Survey
Periodic measurement at the team and organizational levels
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Development Review
Structured development interview
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Structured interview
Behavioral interview with a fixed structure
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
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