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The Salvation Army Christmas Kettle Coordinator in Missoula, Montana


The Salvation Army is an inspiring place to work. With offices in every major US city and over 120 countries around the globe, it’s a place where people can invest in people on every level. In the Northwest region of the US, we serve people with food to shelter opportunities and almost everything in between. We are committed to being an efficient and effective network of local offices that make up a huge western region team. In other words, we’re committed to being big and small at the same time. That makes us a seriously great place to work. As one of the most impactful social service organizations in the world, we hire people who constantly seek new ways to keep us moving forward. We welcome you on finding your place to offer opportunities for people in need!


The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by love for God. Its mission is to preach the gospel of Jesus Christ and meet human needs in his name without discrimination.


  • Contact all store managers by letter or phone to seek permission to establish a kettle site at their location. Acquires necessary documentation (insurance, etc.) for each site.

  • Check all equipment to ensure it is in good shape and ready for use. Maintain kettle equipment. This will ensure that the kettles, kettle stands, bells, and aprons are always clean and in good condition.

  • Assist with placing any help wanted advertising for bell ringers in newspapers, etc.

  • Make sure applications are available along with necessary hiring paperwork and begin giving applications out after November 1st

  • Interview and hire applicants. Ensure that kettle workers complete ALL necessary forms. Paperwork MUST be complete before a worker may begin work. Background checks must be in progress before a kettle worker can start work.

  • Assist in providing all necessary data on all bell ringers as they are hired. This must be done daily. See that all paperwork is duplicated, the appropriate temporary employee form is filled out, and the documents are submitted to DHQ when requested.

  • Make sure all stands and signs are delivered to kettle sites the day before kettles are scheduled to begin.

  • Conduct an orientation meeting with all kettle workers before kettles are scheduled to begin. Review the responsibilities and guidelines. If the kettle worker has not completed any of the required paperwork, this MUST be done at this time.

  • The coordinator must be available at the beginning and end of each day to assign workers to sites (matching the best workers with the most productive areas), discuss problems, and answer questions.

  • The coordinator must be available to drop off and pick up workers.

  • Coordinates the usage of volunteers for kettles and special events.

  • Establishes driver schedules and routes.

  • Collect the time sheets daily. Ensure that correct data is available daily to facilitate data entry for payroll. Check paychecks with the Administrative Coordinator when they arrive and process them for distribution to workers.

  • Perform “spot checks” on workers throughout the day to ensure the best possible image is being presented.

  • Troubleshoot any problems with bell ringers, managers, drivers, etc.

  • Keep records of the assignment of each kettle worker and work cooperatively with the Corps Officer to monitor the locations’ productivity. Dismiss any bell ringers that are not at least doubling their pay. Use a computer printout to determine productivity (dollar-per-hour average).

  • Assist with the accounting of kettle money. This will involve ensuring that each kettle contains a slip of paper with the date, location, worker, and time in/out and that all kettles are accounted for at the end of the day.

  • Inventory all equipment at the end of the season.

  • Prepares a season-ending brief.

  • Other seasonal duties as assigned.


  • High school diploma required. Some post-secondary education is preferred.


  • A minimum of six months related experience; supervisory experience preferred.


  • Valid Washington Class B or C license with good driving record


  • Ability to sit, walk, stand, bend, squat, climb, kneel, and twist intermittently or continuously.

  • Ability to grasp, push, and pull objects such as files file cabinet drawers and reach overhead.

  • Ability to operate a telephone.

  • Ability to operate a desktop or laptop computer.

  • Ability to lift up to 25 lbs. (usually file boxes).

  • Ability to access and produce information from a computer.

  • Ability to understand written information.

Qualified individuals must be able to perform the essential duties of the position with or without

accommodation. A qualified person with a disability may request a modification or adjustment to the

job or work environment in order to meet the physical requirements of the position. The Salvation Army

will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue

hardship would result.

The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff, if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.

Equal Employment Opportunity Employer. Minorities/Women/Veterans/People with Disabilities.




  • High School or Equivalent or better

Licenses & Certifications


  • Driver's License



  • 6 years: Supervisory Experience

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)