The church runs on volunteers, we can all agree. Have you considered applying best practices in managing employees to managing volunteers?

For example, every volunteer should have a job description. Developing a job description forces the supervisor to think through what, exactly, the position is going to do. The job description tells the individual what is expected of him or her and what qualifications are necessary to perform successfully.

Consider giving every volunteer position a "sunset" date, whereby you and the volunteer schedule a time to review the duties, determine wehther the volunteer wants to continue and what if any adjustments need to be made to the schedule and responsibilities.

If you want to attract capable people to volunteering in your parish or school, being able to show him or her a job description and a proposed length of commitment will help the individual--especially a busy individuial--make a decision.

Are there other successful practices you have used in managing volunteers?

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