Creating a Perfect Job Logistic Coordinator

Creatinga Perfect Job: Logistic Coordinator

Creatinga Perfect Job: Logistic Coordinator

Arewarding and fulfilling career is characterized by differentfactors, including the career being part of one’s dreams, thesociety’s perception about the career, one’s performance incertain subjects at school, and motivation by surrounding members ofthe society. Personally, I am motivated to pursue the job of alogistics coordinator by my good performance in mathematics and thedesire to engage a career that involves planning. This paper willfocus on the description of the job of a logistics coordinator, acomprehensive compensation package, and a performance appraisalprogram.

Jobdescription and specification

Alogistic coordinator mainly works in the warehousing of differentgoods and the transportation sector. The purposes of this type of jobinclude processing the orders, ensuring the fulfillment of overseasorder cycles, and facilitating an effective processing of inventorythrough the warehouse or delivery systems.

Someof the duties of the logistics coordinator include

  • Facilitation of the shipment of different products from various destinations

  • Arranging transportation, orchestrating deliveries, and scheduling staff in order to meet the clients’ demand with minimum delay

  • Receiving different products and coordinating their delivery to their intended destinations

  • Preparing different loads for shipment

  • Taking the necessary measures to prevent quality control issues

  • Ensuring that the warehouses are always kept at its optimal use

  • Control the inventory of all goods and assets

  • Managing all activities involved in the fulfillment as well as the transportation cycle with the objective of making sure that all pre-determined deadlines are respected and met

  • Streamlining all transportation and shipping processes

  • Reviewing the transportation rates, freight costs, and processes of different inventory items in order to maintain the cost of doing business at the lowest level possible

  • Ensuring that the shipping processes of the company are in compliance with the federal as well as the state laws

  • Analyzing the shipping and transportation regularly in order to recommend the most optimal option for the company under different economic conditions

  • Monitoring trends in the shipping as well as transport sector in order to update other stakeholders in the organization

Theskills and qualifications required for the job of logisticcoordinator include

  • Problem solving skills

  • Organizational skills

  • Decision making abilities

  • The ability of the coordinator to prioritize

  • Procedural mind setting

  • Attention to details

  • A clear understanding of different principles of quality management

  • Ability to recognize and identify opportunities in the environment

  • Management abilities

  • Ability to understand the connections

  • Data analysis skills

  • Ability to work with people

  • Skills required for effective communication

  • Customer service skills

  • Able to adapt quickly to changing procedures and environment

  • Teamwork skills

  • Skills for operating Microsoft Office and other software that is pertinent to different industries

Academicqualifications and working experience for the job of logisticscoordinator include

  • A Bachelor’s degree in international shipping, human and health services, office environment, stock management, or other related fields

  • At least two years experience in the outdoor industry, sailing (if applicable), freight logistics, warehouse, and any other type of experience earned from working with people or under pressure

  • The CPR certification may be required in some cases

Compensationand benefits package

Compensationpackages are designed to achieve different objectives, such asattracting talented employees and motivating the current holders ofdifferent job positions. In the case of the job of a logisticscoordinator, the compensation as well as the benefits package shouldcomprise of at least four components, including the basic salary,bonus, commission, and profit sharing. The current range for each ofthe items is as shown in Table 1.

Table1: Compensation as well as benefits package


Amount per annum ($)

Basic salary






Profit sharing


Source:PayScale Inc. (2016)

Thereare four major factors considered and researched about when designingthe above compensation package. The first factor is the nature ofwork. Every employer works hard to reduce the turnover rate given thehigh cost of hiring new employees regularly. This is accomplished byenhancing staff satisfaction, which requires the awarding of a basicsalary that takes account of the nature of the work of the employees(Bakotic, 2013). The nature of work is characterized by severalfactors, including the working hours and overall working conditions,such as the safety levels. In the case of a logistics coordinator,the job involves working under pressure, meeting tight deadlines, andhard thinking. Therefore, a high basic salary ranging between $31,517 and $ 60,398 per annum is justifiable. The salary is presentedas a range because it will vary from one employer to another, levelof experience, and academic achievement.

Thesecond factor considered when designing the compensation package isemployee motivation. Three items (including commission, bonus, andprofit sharing) were purposely included in the package to motivatethe logistics coordinator. Studies have shown that there exists apositive correlation between extrinsic rewards and staff motivation(Hafiza, Shah, &amp Jamsheed, 2011). Some of the key extrinsicrewards that are associated with staff motivation include the bonusand fringe benefits, which imply that including a bonus in thecompensation package of a logistic coordinator increase chance ofmotivating the employee. This is in turn expected to enhanceperformance of the logistics coordinator.

Third,establishing the tie between employee benefits and performance is afactor that benefits both the employees and the employer. In thepresent case, the commission is an item that was introduced to thecompensation package with the objective of tying coordinator’sperformance with compensation. This is because commission is paid inproportion to the amount of work that has been successfully completedat a given period. Research have shown that commission works in thesame way as other types of extrinsic motivation, where employees whoare promised a commission for accomplishing a given task tend to workharder than those who expect a fixed salary (Ghazanfar, Chuanmin,Khan &amp Bashir, 2011). Therefore, the logistics coordinator islikely to add extra efforts in order to increase the financialrewards on top of the basic salary, profit sharing, and the bonus.

Thefourth factor that has been taken into account when designing thecompensation package is the employee sense of belonging. The sense ofbelonging is achieved when employees feel that they are considered aspart of the organization, which implies that their contribution ishighly valued by the employer. In the case of the logisticcoordinator, the sense of belonging is enhanced by providing theprofit sharing item in the compensation package. Employees feel aspart of the organization when they are given the opportunity to shareprofits with the owners of the organization (Ghazanfar etal.,2011). A high sense of belonging is associated with the employeeloyalty to the employer organization, dedication at work, feeling ofmotivation, and desire to perform more since any increase in profitsleads to an increase in the employee’s share of company earnings.In addition, profit sharing reduces employee turnover since they feelas part of the organization and leaving is less desirable as comparedto staying in the firm. Therefore, all items included in thecompensation package will benefit the organization and the logisticscoordinator as the employee.

Table2: Performance appraisal worksheet

Part A: Fill in the blank spaces


2. Position: Logistics Coordinator

3. Agency/division

Department of Logistics

4. Appraisal Period

5. Start Date

6. End Date

Part B: Tick the appropriate cell

7. performance elements and rating

Deficient (1)

Below standard (2)

Meets expectation (3)

Above standards (4)

Outstanding (5)

8. Accuracy

9. Quality of work

10. Dependability

11. Attendance/ punctuality

12. Communication skills with the supervisor and co-workers

13. Customer focused communication skills

14. Ability to work in a team

15. Ability to work with minimum supervision

16. openness to feedback

17. Willingness to assume additional responsibility

18. Compliance with company procedures and policies

19. Problem solving skills

20. Willingness as well as the ability to learn new skills

21. Ability to seek guidance

22. Ability to make progress towards achieving career development goals

23. Ability to use equipments as well as materials

Part C: Description or explanation for concerns regarding items with a score of 1 or 2. Include suggestions for improvement. Enter N/A for all items with a score of 3 and above


















Part D: Developmental goals for the next performance review period






Part E: Training needs. List specific employee training needs that will help in accomplishment of the developmental goals before the next performance review period




Part F: Employee comments

Part G: Completed by:





HR Representative:


Rationalizingthe performance appraisal program

Beforedesigning the performance appraisal program, it is necessary toresearch the benefits of performance appraisal and all aspects ofwork that should be considered in order to ensure that the appraisalachieve the intended objectives. From this research, it is clear thatthe performance appraisal benefits both the organization andindividual employee. For example, an effective performance appraisalserves as a management instrument for performance planning, enhancestaff motivation as well as productivity, create an opportunity forindividual employees to interact with the management to discuss aboutthe own professional development, and generate critical informationthat support human resource decisions (Flaniken, 2009). However,research also revealed that a failure to consider the necessary itemsand conduct the appraisal in the right way can be counterproductiveand limit the capacity of the organization to achieve the intendedgoals. For example, a poorly performed performance appraisal createsa negative experience to the employee provide a stressfulenvironment, and wastes management’s time (Flaniken, 2009). Thesechallenges can be minimized by allowing the employee to take part inthe process of designing the appraisal scheme and state desired goalsthat should be achieved before the next appraisal.

Thework of a logistic control involves the management of warehouse,planning for transportation of products, and scheduling differentoperations. However, the appraisal focuses more on the generalperformance of the logistics coordinator, because the logisticscoordinator is expected to work with other people, interact withcustomers, and communicate with different stakeholders, besideshandling the daily chores. This necessitates the inclusion of workproduct (including the levels of quality and accuracy), dependability(assessment of whether the logistic coordinator what the organizationexpects and at the right time), cooperativeness (ability to work withother people to achieve organizational goals), adaptability (abilityto adjust to different changes and be willing to acquire new skillswhen the need arises), communication skills (ability to communicateeffectively with the management, customers, and co-workers),andproblem solving skills (ability to resolve the challenges usingpersonal skills and available resources) (Flaniken, 2009). Some ofthe aspects that relate directly to the coordinator’s roles includethe ability to use the availability equipment are resources toaccomplish the daily chores.


Thejob of a logistic coordinator involve planning and scheduling oftransportation of different goods (including the inventory) andorganization of the warehouses resources in order to ensure that theyare utilized to the maximum. Logistic coordinator is quite ademanding career that requires hard work, dedication, teamwork,effective communication, problem solving, and critical thinking amongother skills. However, it becomes quite fulfilling when an individualpursing the career has a passion and believes that it is part of thelifetime dreams. A performance appraisal program help theorganization as well as individual employee assess achievements indifferent aspects of work, including the ability to deliver work intime, accurately, and communicate effectively with other stakeholdersamong other aspects. However, allowing the participation of theemployee in the formulation of the performance appraisal as well asits implementation ensures that the employee feels motivated at theend of the appraisal.


Bakotic,D. (2013). Relationship between working conditions and jobsatisfaction: The case of Croatian Shipbuilding Company.InternationalJournal of Business and Social Science,4 (2), 206-213.

Flaniken,W. (2009). Performanceappraisal systems in higher education: an exploitation of Christianinstitutions.Nashville, TN: Vanderbilt University.

Ghazanfar,F., Chuanmin, S., Khan, M. &amp Bashir, M. (2011). A study frelationship between satisfaction with compensation and workmotivation. InternationalJournal of Business and Social Science,2 (1), 120-131.

Hafiza,N., Shah, S. &amp Jamsheed, H. (2011). Relationship between rewardsand employee’s motivation in the non-profit organizations ofPakistan. BusinessIntelligence Journal,4 (2), 327-334.

PayScaleInc. (2016). Logisticscoordinator salary.Seatle, WA: PayScale Inc.