Development Staff and Volunteer Job Description

What a good one includes

• A compelling organizational impact statement that connects the specific role directly to the community change your nonprofit is working to achieve.
• A clear distinction between paid staff responsibilities, like strategic planning and financial oversight, and volunteer duties, such as community outreach and event execution.
• Concrete, quantifiable fundraising goals or performance indicators, such as donor retention rates or volunteer recruitment targets.
• A structured breakdown of essential qualifications versus preferred skills to ensure you do not inadvertently filter out passionate candidates with transferable experience.
• Detailed logistics, including estimated weekly hours, expected meeting times, and whether the role is remote, hybrid, or on-site.
• An overview of the training, mentorship, and professional development opportunities provided to ensure the recruit feels supported and valued.

Common mistakes to avoid

• Treating volunteer positions like unpaid full-time staff roles, which leads to rapid volunteer burnout and potential legal compliance issues.
• Focusing too much on inspirational mission language while failing to define the concrete daily tasks and weekly time commitments required.
• Omitting the tangible benefits of the role, such as networking opportunities, skill-building, or career advancement paths for both staff and volunteers.
• Listing an exhausting list of qualifications that intimidates highly capable candidates who may not check every single optional box.

Frequently asked questions