The question of whether Girl Scout leaders receive compensation is common for those considering the role. Girl Scouts of the USA (GSUSA) relies on a vast network of adult volunteers who deliver the program directly to girls. The direct answer is that a Girl Scout Troop Leader, the adult who guides the girls through their activities, is an unpaid volunteer. This volunteer commitment is the primary mechanism through which the organization operates at the local troop level.
The Volunteer Status of Girl Scout Leaders
The role of a Troop Leader, co-leader, or assistant leader is strictly a volunteer service. This reflects the organization’s foundation as a non-profit dedicated to youth development. Adult participation is based on a commitment of time and effort rather than monetary compensation. Leaders must register annually and undergo a background check to ensure a safe environment for the girls.
Distinguishing Paid Staff from Volunteer Leaders
The distinction between unpaid leaders and salaried employees exists within the larger organizational structure of Girl Scouts. While the troop leader is a volunteer, GSUSA operates through numerous regional councils across the country. These regional councils employ paid staff, including administrative personnel, program specialists, and executive leadership. Paid staff handle organizational logistics, provide support and training to volunteers, maintain infrastructure, and manage property. For example, a council’s Chief Executive Officer (CEO) receives compensation for managing the organization and its resources, demonstrating a clear separation from the unpaid troop-level volunteer.
Understanding Costs and Reimbursement for Leaders
Volunteers frequently incur out-of-pocket expenses related to their service, such as registration, training materials, and personal supplies for meetings. Troop funds are generated through product sales, like the annual cookie program, and girl dues, and these funds cover troop-related expenses. Council policies dictate that a troop can reimburse a leader for necessary costs, such as program supplies or travel for troop events. Reimbursement requires the leader to maintain detailed documentation and receipts. Requests are usually approved by a second authorized signer on the troop bank account to maintain financial accountability and ensure the leader does not personally fund the troop’s operations.
Tax Deductions for Volunteer Expenses
Although a volunteer cannot deduct the value of their time or service, certain unreimbursed expenses incurred while volunteering may qualify as charitable contributions for tax purposes. These expenses must be directly connected to the services provided and cannot be personal, living, or family expenses. Deductible costs can include the price of specific supplies, uniform components, or fees for training that the leader pays for personally and is not reimbursed. Volunteers can also claim a deduction for mileage driven for charitable purposes, such as transporting girls to events, at a specified rate set by the Internal Revenue Service. To take advantage of this benefit, a leader must itemize deductions on their federal income tax return and keep meticulous records of all unreimbursed purchases and travel to satisfy IRS requirements.
The Intangible Rewards of Leading a Troop
Since no salary is provided, the motivation for a leader is found in the non-monetary returns of the experience. Many adults volunteer to positively influence young girls, helping them develop skills like confidence, character, and leadership. The role offers an opportunity to gain valuable management experience, including budgeting, event planning, and conflict resolution, which can be beneficial professionally. Leaders often cite the personal satisfaction of mentoring girls, the sense of community engagement, and the opportunity to spend time with their own children as rewards. This focus on personal growth and impact on the next generation serves as the primary incentive for the millions of adults who volunteer their time.