Volunteer programs must satisfy volunteer's needs while accomplishing agency goals. The volunteer is the most important person involved in achieving this balance. The coordinator's specific responsibilities include recruiting, screening, and training volunteers; serving as a support person; and serving as the volunteers' supervisor. Specific administrative duties include accurate recordkeeping, designing and using the volunteer schedule, and maintaining timesheets. An organized, ongoing volunteer recruitment process is vital. Sources of volunteers include university undergraduates and graduate students, members of minority or ethnic organizations, the professional community, and the general public. Recruitment methods include posters, radio, television, newsletters or bulletins, and personal presentations. The volunteer coordinator should make a time line to assure that all tasks are accomplished. Screening procedures should distinguish inappropriate volunteers from appropriate ones. Individual interviews, team interviews, and group interviews are the three standard interview methods. Orientation sessions should provide additional agency information, establish group cohesion, and acquaint volunteers with the pyhsical plant. Training sessions are essential both to ensure competent service delivery and to prevent feelings of confusion or inadequacy in the volunteer. Training should include both cognitive learning and experiential learning. Support systems include rewards, recognition, identification, and prevention of volunteer burnout. A sample training program schedule, footnotes, a bibliography of 70 references, and extensive appendixes presenting sample job descriptions, sample forms, training materials, program descriptions, and related materials are included.