Quick question for those who’ve filled this role: what responsibilities and KPIs drew candidates who can strengthen systems and deepen engagement, not just fill shifts? We manage about 150 active volunteers, run two monthly orientations, and track show-up rate and 90-day retention; I’m drafting the JD now and want to set clear, realistic targets.
One thing that attracted strong candidates for us was giving the role ownership of the volunteer journey — mapping it, fixing bottlenecks, and publishing a simple funnel dashboard. We set a KPI of “median days from orientation to first meaningful placement” (target 10→7) and “% of new volunteers in a recurring role by day 30” (target 40%→60%), alongside retention; if that’s tough to measure at first, use a 30‑day active rate as a proxy. @OP, do you already track time-to-first-shift?
Building on @fhoward42, give the role an experiment mandate with KPIs like ‘time-to-first shift’ and volunteer NPS, plus authority to pilot peer captains for each cohort. Add a guardrail that coverage firefighting can’t exceed, say, 10% of their time so they stay on systems, not whack‑a‑mole. Do you already run a 2‑week post‑orientation pulse?
For your two monthly orientations, add ‘orientation-to-placement conversion’ KPI and SMS confirmations, @rclark57.