Coordinator, Volunteer

Description

Establish Network of Social Service Agencies as Volunteer Sites Maintain frequent communication with current community partner agencies Troubleshoot any volunteer project or client issues with agencies directly Track all community partner agency information in WIR Salesforce database including agency name, point of contact name and phone number, and any notes about partnership or volunteer projects within each agency Research and outreach to additional agencies to grow list of community partner agencies in order to provide varied volunteer opportunities to clients Establish Volunteer Schedule for each Weekend Coordinate with community partner agencies to establish time, duration and number of volunteers needed Ensure there are enough volunteer opportunities for all Phase 1 clients Create client pick-up, drop-off and site supervision schedule Communicate weekly volunteer opportunities, schedule and sign-up process to clients Accompany Clients on Community Volunteer Projects Pick-up clients at WIR housing units Supervise clients during volunteer projects Drop-off clients at WIR housing units upon project completion Transport and supervise clients at community activities.

Some weekday evenings) Communicate with Court Services Communicated with WIR's supervision partner, Tulsa County Court Services, weekly as to which clients are participating in which volunteer projects.

Include time, duration and location of project. Coordinate with other WIR Staff to meet volunteer needs of all partners WIR maintains many community partnership, some of which have a need for a volunteer workforce throughout the year.

Ongoing communication with WIR Staff to ensure coordination and implementation of these volunteer needs is required. Track all Volunteer Data in WIR Salesforce Database Receive training on WIR's Database Administrator on the use of Salesforce track all completed volunteer hours in Salesforce within 1-week of project completion maintain up-to-date community partner agency list in Salesforce.

Report out on volunteer hours, number of sites, number of projects, etc. as needed for WIR staff or grants.

ESSENTIAL COMPETENCIES :

• 1. Trauma Informed
• 2. Co-Occurring Capable
• 3. Recovery Oriented
• 4. Culturally Competent

ESSENTIAL BEHAVIORS :

• 1. Additional assignments are assumed willingly.
• 2. Demonstrates sensitivity to cultural and ethnic differences in all interactions.
• 3. Adheres to agency policies and procedures and supports agency mission and values.
• 4. Completes all required paperwork and reports accurately in a timely manner.
• 5. Meets established performance / productivity standards as determined by program and agency leadership.
• 6. Practices accountability, confidentiality and strong ethical standards.
• 7. Demonstrates integrity as evidenced by honesty, trustworthiness, respect for self and others, sincerity, and valuing diversity.
• 8. Demonstrates the ability to work collaboratively with other personnel and / or service providers or professionals.
• 9. Utilizes agency technology and attends training on updates and / or new applications.
• 10. Exhibits responsibility through good attendance, effective time management, dependability, self-discipline, flexibility, and working independently.
• 11. Promotes team building through encouragement, support, shared decision-making, and the seeking of synergistic results.
• 12. Utilizes supervision appropriately and willingly participates in training, demonstrating a desire for learning and professional development.
• 13. Communicates effectively both verbally and in writing.
• 14. Partners with and openly communicates and collaborates with department associates, program managers, and other staff associates
• 15. Demonstrates excellent customer service both internal and external.
• 16. Openly supports departmental and organizational changes.
• 17. Participates in identifying continuous improvement areas within department or agency and presents possible solutions.
• 18. Consistently produces quality work.
• 19. Utilizes necessary knowledge and skills to perform the job, keeping current with new and best practices.
• 20. Attends and participates in required department and agency meetings and trainings.

EDUCATION :

Bachelor's degree required, in mental health, social service, business administration, case management, or related field preferred.

KNOWLEDGE / SKILLS / ABILITIES :

Knowledge of community resources, strong communication skills; ability to handle multiple tasks, strong interpersonal skills, ability to work across cultures;

skill in developing respectful relationships with community partners.

EXPERIENCE :

Past experience with Volunteer program also preferred.

CERTIFICATIONS / LICENSES :

Must possess a valid driver's license & satisfactory driving record and use personal automobile to travel to locations other than primary office.

ADDITIONAL INFORMATION :

This job is classified as a "safety-sensitive" position as defined by the Oklahoma Medical Marijuana and Patient Protection Act.

Due to the "safety-sensitive" classification, an employee in this position would be subject to drug and alcohol testing, including random testing.

Marijuana is one of the substances included in the drug panel screening. Possession of a medical marijuana license will not excuse you from the testing process or the consequences of testing positive for marijuana per the Family & Children's Services Drug Free Workplace Policy, including possible revocation of a job offer or dismissal from employment.

Qualifications

Education

Bachelors of Social Work (preferred)

Licenses & Certifications

Drivers License (preferred)

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)