Field coordinator: how to train and review the role
Supervises a cluster of mobilisers, facilitators or centres in the field. Plans visits, checks quality and records, solves local problems and sends reports to the programme manager. Travels most days and is the link between community and office.
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Share your requirementsWho usually fills this role
Often promoted mobilisers or facilitators, or graduates and social work postgraduates. Some come from government schemes or other NGOs. At hiring, test planning, field judgement, report writing, leading peers and handling pressure from donors and community together. Take references, and ask for a short practical demonstration before making the offer.
Skills ladder
Stage 1
New joiner
- Visits assigned sites and checks records
- Supports mobilisers on the spot
- Submits weekly reports
Stage 2
Independent
- Plans cluster calendar and supervises staff
- Coaches field staff and solves problems
- Coordinates with local officials
Stage 3
Senior or lead
- Handles larger clusters or hard areas
- Builds field staff capacity
- Gives programme manager clear data and insight
Training path
First weeks
- 1
Programme and cluster orientation
The programme manager explains aims, targets, roles and the cluster. The joiner visits every site with a senior coordinator and writes a short site profile.
- 2
Supervision visit format
Teach what to check on a visit, how to give feedback and how to record it. The manager reviews the first visit reports.
- 3
Reporting
Teach weekly and monthly reports and data checks. The manager returns reports with comments.
First year
- 1
Coaching field staff
The manager teaches observation, feedback and joint planning. The coordinator is observed during coaching and gets notes.
- 2
Working with local authorities
Teach courteous liaison with panchayat and officials, with what to share and not share. The manager joins early meetings.
- 3
Problem solving
Practise cases such as staff absence or community resistance with the manager. The coordinator writes an action plan.
Towards senior
- 1
Cluster planning
The coordinator makes a cluster plan with targets, risks and support needed. The manager reviews it.
- 2
Developing staff
The coordinator identifies mobilisers for growth and coaches them. HR tracks.
- 3
Data use
Teach using data to find weak sites and act. The coordinator presents findings at a review meeting.
Performance review
A monthly 1-to-1 with the programme manager using visit reports and cluster data, plus a half-yearly written review with a joint field visit.
What to measure
| Measure | How it is seen |
|---|---|
| Supervision quality | Visit reports and observation |
| Cluster results | Cluster data over time read with context |
| Staff development | Feedback from field staff |
| Reporting quality | Timeliness and accuracy of reports |
| Local relationships | Feedback from officials and partners |
| Safeguarding and compliance | Checks at sites |
Evidence to bring
- Visit reports
- Cluster data
- Staff feedback
- Action plans
- Incident notes
Questions to ask in the review
- Which sites worry you?
- How do your staff feel supported?
- What did you change after a visit?
- Where is data not matching the field?
- How are local authorities responding?
- What risks do you see?
- What help do you need?
Pitfalls
- Promoting the best mobiliser with no supervision training
- Reviewing on targets only
- Late payments of field expenses
- No time for coaching because of reporting load
Questions about this role
Both, but coaching is the main value. Protect time for it.
Plan routes, share schedules and cover costs. Confirm obligations with your adviser.
Check a sample in the field and reward honest reporting.