Administrative Intern (Program Resource Development)

You are supporting the agency’s volunteer and partnerships efforts to support and grow partner and volunteer
satisfaction and engagement.
Qualifications
This position requires a mature individual who:

• Possesses excellent communication skills, both written and verbal.
• Strong interpersonal skills, dependable, self-motivating, uses time effectively, has high energy and

enthusiasm, and is a creative thinker when handling new tasks.

• Administrative, IT and computer, copier, a scanner/fax machine knowledge, maintain records, and produce clear

written and oral reports.

• Experience of managing or coordinating projects and people.
• Attention to detail, strong organizational skills, and the ability to manage a variety of tasks.
• Can lift approx. 5 lbs., can walk 10% of the day, stand 10% of the day and sit 30% of the day.

Responsibilities

• Supporting programs without dedicated volunteer manager (Disaster Response, Immigration, Community

Centers, Economic Opportunity, Adult Education, Community Engagement, Charter Schools, etc.).

• Assist in planning volunteer appreciation and retention strategies.
• Assist with corporate and individual volunteer events and in-kind donations.
• Support management and data entry for Volunteer and Partnership databases/CRMs.
• Coordinating and attending recruitment events on behalf of agency.
• Observe state and local civic meetings and events and report on findings relevant to BakerRipley
• Managing, printing, and issuing agency volunteer name badges.
• Assisting with large-scale agency events.

interests.

• Support Partnerships, Advocacy, and Public Policy projects with prospect research and other duties as

needed.

• Semester End Project: Create a Recommendation on prospective partnerships for the agency

Qualifications
Education
Required
High School or better
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)