SW 2013 Packet Mbr Service Year

7/27/2019 SW 2013 Packet Mbr Service Year

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2013SouthwesternNationalServiceTrainingConference

DesigningAMembersServiceYear(FromRecruitmenttoExit)

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RETENTIONQUESTION:HowdoIleadmymembersandsitesforaperiodoftime,sotheyseethemselvesasagroupof

peopleworkingtogethertobuildsomethingmeaningfulandamazingthatisworthstayingaround

fordespitethechallengesthatnevergoaway?

CHALLENGE:

MembersandSitescannotbeexpectedtopledgeunfalteringallegiancetosomethingvagueand

remotefromtheirlives.Theywouldsoonergiveupthendedicatetheirtimetosomethingtheyperceiveaslessvaluablethathindersthemfromsomethingelsetheyperceivetobemorevaluable.

WHYMEMBERRETENTION?

HigherExpectations

Recruitment;

and

Retention

GetThingsDone FocusonOutputsandOutcomes Mustchoosetherightmembers,providetherighttrainingandsupport,andretainthose

membersthroughtheirrequiredterm.

PartnerSatisfaction Madeabigcommitment

Havecertainexpectations you,themembers,andthemselves.

Ifmembers

are

not

high

quality,

the

partners

will

not

be

satisfied

and

will

ultimately

not

performattheirhighestlevelalso.

WHYMEMBERSLEAVE

Didyouknow2of3membersstopvolunteeringbecauseofpoormanagement?******************************************************************

Membershavehighexpectations: Goodcustomerservice Meaningfulserviceactivities Wellorganizedexperience Goodplanningand management ensures member retention.


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.

Dimension

What

it

is:

Key

Questions:

Vision

Pictureofwhatyouwouldliketo

seewhentheprojectiscomplete

Keepingtheendinmind

SoWhat?orWhy?question

1)Whatdowewanttoseewhenourwork

iscomplete?

2)Doallmystakeholders,particularly

membersandsites,havethesame

picture?

3)AmIcommunicatingthepictureclearly

toothers?

Results

CompletionofthetaskAchievementofthegoal

Outputs,IntermediateOutcomes,

andEndOutcomes

AsksWhat?question

1)Aretheresultshighquality?Timely?

Desiredbyall?

2)Dotheresultsmatchtheneed?

3)Domembers,sites,andother

stakeholdersunderstandtheproblem

youaretryingtoaddress?

Process

Howtheworkgetsdone

Howtheworkisdesignedand

managed

Howtheworkismonitoredand

evaluated

AsksHow?question

1) Istheprocessclearandlogical?

Efficient?Appropriateforthetask?

2) Istheprocessdevelopedbyallrelevant

stakeholders?

Relationship

PartnershipsandChampionsyou

develop

Howpeopleexperienceeach

otherandrelatetothecommunity

Howpeoplefeelabouttheir

involvementandcontribution

AsksWho?question

1)Domembersandsitesfeelsupported?

Trusteach

other?

Feel

valued?

2)Aremembersandsitesrecognizedfor

theirleadershipstyles,skills,

background,andknowledge?

3)Domembersandsiteshaveaclearrole

thattheyperceivetobeessentialtothe

outcomes?

Results

Process

Relationships

DIMENSIONS

OFSUCCESS

Vision


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MaslowsHierarchyofNeeds

(Originalfivestagemodel)

ProposedanddevelopedbyAbrahamMaslowinhis1943paper"ATheoryofHumanMotivation"

Biological and Physiolog ical needs

basic life needs - air, food, drink, shelter, warmth, sleep, etc.

Safety needs

protection, security, order, law, limits, stability, etc

Esteem needs

achievement, status, responsibility, reputation

Belongingness and Love needs

family, affection, relationships, work group, etc

Self-actualization

personal growth and fulfillment


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STAGESOFGROUPDEVELOPMENT

STAGEFORMINGAsyourprogramyearbegins,eachofyourmembersandyourcorpsofmemberswillspendmostof

theirtime

in

LEARNINGMODE.

Muchofthistimeisspenttryingtodeterminetheirplaceintheprogram,understandingwhatthis

nationalservicethingisabout,andlearningwhatisexpectedofthem.Becausetheyareinlearning

mode,muchofwhatistoldtothemisoftennotheard.Thishaslittletodowiththeirabilitytoabsorb

informationortheirattentionlevel.Anxiety,mixedwithexcitementandtheamountofinformation

youarethrowingatthem,createsasituationthatcanoftenfeeloverwhelming.

Programstaffshouldlaythefoundationprovidetrainingandinformationthatwillhelpthemtoget

startedintheiryear,withanunderstandingthatmoretrainingisyettocome.Itisalsoforthisreason

thatyoushouldprovideotheropportunitiesthroughouttheyeartobringthembacktoimportant

requirements,pieces

of

information,

and

other

useful

tools,

knowledge,

and

skills

they

may

have

missed.

Ideally,membersstarttheiryearofserviceatthesametime.Thisstrategyisveryusefulinthisstage

asitcreatesanequalplayingfieldwhereallarelearningandformingtogether.If,however,youhave

aprogramorsituationwheremembersbegintheiryearofserviceatdifferenttimes,itisimportant

thatyoufindwaystoensurethefollowingideasareimplementedsotheindividualsservinginyour

programfeelapartofthegroupandclearlyunderstandtheirroleandrequirements.

Andforthoseprogramsthathavemembersservinginlocationsacrossmultiplesitesandrarelyor

neverhave

them

in

one

place,

it

is

important

to

find

ways

to

support

this

stage.

Otherwise,

those

whoserveinyourprogramwillfeeldisconnectedtothelargerprogramandtheothermembersand

arelesslikelytomaintainloyaltyandcommitmenttotheyearforwhichtheyhavesignedon.

IdeasVISIONHaveyouheardofthesayingbeginwiththeendinmind?

Settingthestageforwhatserviceandtheprogramareaboutcanhelpyourmembersidentifywith

something

that

is

larger

than

what

they

are

doing

on

a

daily

basis.

Itisimportantformembersservinginyourprogramtohaveanunderstandingofthelargernational

servicemovement,AmeriCorps,andyourprogram.Duringthistime,youshouldfindopportunitiesto

explainthehistory,dialogueaboutthepurpose,andhelpthemrealizetheyareapartofalarger

nationalservicefamilythatisrootedinserviceandmakingchangeincommunity.


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Asindividuals,membersalsoneedtounderstandwhytheycametothisserviceopportunity,what

motivatedthemtojoin,andwhattheywanttoseeforthemselvesasaresultoftheirtimeinthe

program.Andassupervisorsofmembers,itisimportantforyoutolearnthesedetailssoyoucan

appropriatelysupportthemandremindthemofthewhywhentimesarerough.

Examplesofactivitiesyoucandointhisareainclude: NationalServiceScavengerHunthaveyourmembersansweraseriesofquestionsby

researchingwhatisontheinternetandthingstheycanfindinyourprogramhandbook

WatchoneofmanyvideosonthehistoryofNationalServicecheckouttheNationalService

KnowledgeNetworkOnlineLendingLibraryforvideosyoucancheckoutat

www.nationalserviceresources.org

Doanactivitywithyourmembers,engagingtheminavisioningexercisethatallowsthemtopaint

apictureofwhattheywouldliketoseeinplacewhentheiryearisthroughastheythinkabout

themasanindividual,theircorpsofmemberstheyservewith,theclientsand/orcommunities

theyserve,andtheprogramasawhole.Thensharewiththemyourvisionoftheseareasandsee

whatissimilarandwhatisdifferent.

RESULTSForAmeriCorpsmembers,itisimportantthatyousetthetoneforwhattheprogramisabout.

MembersshouldwalkawaywithanunderstandingoftheFoundingPrinciplesofAmeriCorps

GettingThingsDone,StrengtheningCommunities,EncouragingResponsibility,andExpanding

Opportunity.Andwithintheseareas,membersshouldhaveaclearpictureofwhatyou,asaprogram,

andtheywanttoseeastheserviceyearprogresses.

Itisalsoimportanttoshareperformancemeasurementsthatareoutlinedinyourgrant,whichhelps

members

to

see

what

they

should

be

working

towards

and

ultimately

what

success

looks

like

for

your

program.

RELATIONSHIPSThesuccessofyourmembers willinlargepartdependontheirabilitytoreachouttoothersandrely

ononeanotherforsupport,guidance,friendship,andideas.Inthisstage,itisimportanttospendas

muchtimeaspossibleupfronthelpingyourmembersgettoknowoneanotheranddeveloping

relationshipsamongotheressentialstaffsuchasprogramstaff,supervisors,andanyother

stakeholdersthatplayaroleintheprogram.

Theenvironmentyousetinthebeginningsetsthetonefortherestoftheyear.Fromthevery

beginning,your

members

should

feel

welcomed

and

understand

they

are

apart

of

ateam

of

people

whoarecommittedtothesuccessofeachother,theprogram,andthecommunityserved.

Examplesofactivitiesyoucandointhisareainclude: Programandsitestaffoftenwearmanyhatsandassuchcannotalwaysprovidethelevelof

supervisionandsupportthatmembersmayneedorshouldget.Tohelpfillthevoid,placeyour

membersinteamsthatcanmeetthroughouttheyearandprovidesupporttooneanother.Inthe


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formingstage,youcanprovidetheseteamsopportunitiestogettoknowoneanother,develop

teamnames,createteamgroundrulesandagreements,andsettimesandplacestomeet.

Allowyourmemberstogettoknowoneanotherandbuildrelationshipsthroughicebreakers.For

icebreakerideas,gotohttp://wilderdom.com/games/Icebreakers.htmland

http://encorps.nationalserviceresources.org/warmup_activities_ice_breakers.php.

PROCESSThinkingproactively,programsshouldconsiderwaysthatmemberscanfeelwelcomedandatthe

sametimegetafoundationofinformationthatcanstarttheyyearoffinastrongway.

Communicatingimportantinformation,verballyandinwriting,priortotheiryearofserviceandwhen

theystarthelpstoensureyouarenotthrowingalotofnewinformationonthemallatonce.

Atthisstageinyourprogram,itisimportanttonotoverwhelmyourmembersasmuchaspossible.

Becausetheyaretakingsomuchinatonetimeandjustbeginningtolearnabouttheprogram,the

largermovement,andeachother,itmightbehelpfultoholdoffonspecificrules,regulation,

processes,and

systems.

This

should

happen

as

soon

as

possible,

but

at

atime

that

makes

sense

for

theirlearning.

Examplesofactivitiesyoucandointhisareainclude: Whatisimportanttothinkaboutforthisstageissettingsomeagreementsorgroundrulesthat

membersandprogramstaffagreetoadherebywhiletheyareservingandapartoftheprogram.

Asyoureviewprocesses,policies,procedures,etcinfollowingstages,theseagreementsshould

berevisitedtoensurecommonunderstandingofalltheyareaccountableforandimplicationsif

agreementsarenotkept.

Makeagametoteachmembersaboutdresscodes.Everydayhave2memberscometotraining

wearing

something

that

is

not

in

alignment

with

your

program

and/or

sites

dress

codes.

And

each

day,membershavetoguesswhataretherulesthathavebeenbrokenandwhyitisimportantto

notdothatintheiryear.Thefirstdaycanbetheleastobviousinfractionswitheachday

afterwardsgettingmoreandmoreobvious

Createawelcomepacketthatisprovidedtoallincomingmembers.Thispacketcanensure

membersfeelwelcomedtotheprogramandgettheneededinformationthatwillhelpthemto

prepareforthebeginningoftheiryear.Andforthosemembersthatarecomingfromothercities

orstates,youcanalsoincludeinformationthatwillhelpthemtransitiontoanewplace.In

addition,thispacketcanincludesomebasicinformationincludingrules,regulations,processes,

etcthatcanbegintheirlearninginthisareaandbesupportedatatimesoontofollowthat

includesinpersontrainingorcommunication.


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STAGENORMINGSoonafteryourprogramyearbegins,memberswillbereadytolearnmoreabouttheirrole,both

individuallyandasateam.Duringthisstage,membersareformingwellasagroup,establishingtheir

commitment,discoveringhowthingswillhappen,andlearningaboutexpectationsandhowthings

work.

IdeasVISIONThisstageprovidesanopportunityforyoutointroducethebeginningofconversationsandtrainings

yourprogramwillhavethroughouttheyeararoundtopicssuchascivicengagement,LifeAfter

AmeriCorps,leadership,andotherpersonalandprofessionaldevelopmenttrainings.Ifyousetan

expectationupfrontthatthisisayearofservicethatwillinvolveseriousdialogueandlearnings

aroundtopicsthatcanhelpmembersexploretheirownfuturesandrolesincivicandservicelife,

thenyoucreateaprogramthatsaysthatweareseriousaboutyou,thecommunity,service,andthe

largerpicture

of

engagement.

Thisisalsoatimewherememberscanbeexposedtothehistoryandbackgroundoftheprogram.

Programstaffshouldfindwaystosharewiththeirmembershowtheprogramstartedandwhatgoes

intomakingitasuccess.Opportunitiestoreadthegrantornarrativethatallowedtheprogramto

existorhavingstafftalktomembersabouttheprogramanditshistoryprovidearichopportunityfor

youtoemphasizetheseriousnessoftheprogram.

RESULTSInthebeginning,youhopefullyspenttimesharingwithyourmemberstheresultoroutcomesyou

intendfor

them

to

achieve

in

their

year.

It

is

at

this

point

that

you

can

provide

members

with

an

understandingofallthedocumentationtheyneedtokeep,logandturninsothattheirsuccessisin

writingandcapturedforfuturereporting,recognition,andcelebration.

Examplesofactivitiesyoucandointhisareainclude: ConductanEachOne,TeachOneActivitywhereeachpersonisgivenadifferentperformance

measurement,reportingtool,datacollectioninstrument,etc.Membershavetoreadthe

information,understanditsuseandpurposeandthenexplainittoothers.

PROCESSThisisagreattimetotakemembersthroughallthatisrequiredofthem,withaparticularemphasis

ontheprocessesthatareimportantforthemtoknowandabideby.Inaddition,youwillwantto

providethemwithmorepositionspecifictrainingthatprovidesthemwiththeknowledge,skills,and

abilitiestodotheirservice.

Ifyourmembersareservingacrossmultiplesites,rarelyorneverhavetheopportunitytobeinone

place,orarestartingatdifferenttimes,itisimportanttothinkabouthowyoucansupportyour


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membersinthisstagesothateachpersonisgettingthesameinformationinthesameway.Even

appearancesoffavoritismcanlaythefoundationforfutureconflictandchallenges.

Examplesofactivitiesyoucandointhisareainclude: Beyondthepositionspecificskillsyou,asaprogram,havetheexpertisetodeliver,theremaybe

variedtopicsthatwillhelpmembersdevelopskillsandknowledgethatarentdirectlyrelatedto

theirdaytodayservice,butprovidethemwithtoolsthatwillhelptonavigaterelationships,

addresschallengestheyencounter,anddevelopasleadersandprofessionals.Fortopicideas,go

to:http://encorps.nationalserviceresources.org/mt_topics.php

RELATIONSHIPSFinally,membersshouldhavecontinuedopportunitiestogettoknowoneanotheranddevelopasa

team.Programstaffmaywanttoconsiderprovidingteambuildingactivitiesandtrainingsthatcan

helpindividualsgettoknowoneanotherbetterandbuildagroupofpeoplethatwillsupportone

anotherthroughouttheyear.Thisisalsoagoodtimetoopenmemberseyestoconceptsthathelp

themworkmoreeffectivelytogetherrecognizingthatweallhavevalues,beliefs,andwaysof

workingand

seeing

that

affect

how

we

show

up

and

do

things.

Examplesofactivitiesyoucandointhisareainclude: Conductaleadershipstyletrainingwithyourmembers.LeadershipCompassisaneasytraining

activitythatindividualscaneasilyunderstandandrelatetotheirexperience.Foroneexampleof

howtodoaleadershipcompasstraining,goto

http://encorps.nationalserviceresources.org/resources/leadership/leadership_compass.php

STAGESTORMINGAt

some

point

in

the

year,

your

members

will

experience

dissatisfaction,

disappointment,

or

challenges/obstacles.

Atthispoint,conflictcanariseinbothoneononerelationshipsorwithinalargerteam(withprogram

staff,sites,orfellowmembers).Asyougettothispoint,theseexperiencespresentmany

opportunitiesforprogramstafftopresenttools,training,coaching,reflection,andleadership

opportunitiesthatcanhelpmembersnavigatethroughandmovetowardspeacefulresolution.

Itisimportantforprogramstounderstandthatifopportunitiesarenotsoughttohelpmembersget

throughthisstage,thenretentioncanbeaffected.Itisatthispointthatmembersmightask

themselveswhydidImakethiscommitment;amIreallysetoutforthiswork;canIreallymake

adifference;

am

Ivalued

or

do

Ireally

feel

passionate

about

this

program

to

name

afew

examples.

IdeasVISION


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Duringthisstage,youwillwanttorevisitthelargerpictureofwhatthisworkisabout.Providing

opportunitiesinthelargergrouptodialogueaboutthecomplexityofthisworkcanservetoremind

membersthatserviceisnotsimpleandrealcommunitychangerequireshardwork,dedication,

commitment,andateamofpeopletogetthingsdone.Youcanalsobringyourmembersbacktothe

originalreasonswhytheyjoinedsoyouandtheycanensurethatisnotforgotten.Thisisalsoagood

timetoprovideserviceopportunitiesoutsideoftheirdaytodaypositionwheretheycanparticipate

innationaldaysofserviceorotherlargerpicturetrainings/activities.

Examplesofactivitiesyoucandointhisareainclude: Holdaseriesofbrownbaglunchesondifferenttopicsorreadingsassociatedwiththeirposition

specificservice,civicengagement,leadership,etc.

ParticipatewithothernationalserviceprogramsinserviceprojectsthatfallonNationalDaysof

Service.

RESULTSRemindingyourmembersofsmallsuccessesisveryimportantatthisstage.Findwaystocelebrate

success,both

small

and

large,

which

remind

your

members

of

the

work

they

have

done

and

the

resultstheyaretryingtoachieve.

Examplesofactivitiesyoucandointhisareainclude: Holdmidyearmeetingswithyourteamsand/orindividualmemberstoprovidefeedbackand

successtodate

Holdceremonieswherememberscansharewhattheyhavedonetodateorsuccessfulideasthey

haveimplemented.

Makesureyousharewithyourmemberstheresultsofthedatatheyhavecollectedand

submittedtoyou.Ifyouareonlyaskingyourmembersfordataandresultsandnotproviding

them

with

the

reports

you

create

or

overall

data

you

collate,

this

is

a

missed

opportunity.

PROCESSAsservicebringsadiversityofindividualstothiswork,therearerichopportunitiesandnatural

conflictsthatcanserveasteachingmomentsforindividualsandgroups.Helpingyourmemberssee

thewaytheyapproachthingsincomparisontootherscanraiseawarenessthatmoststorming

issuescomefromdifferentwaysofseeingandunderstanding.

Supervisionplaysalargeroleinhelpingmembersnavigatesuccessfullythroughthestormingperiod.

Throughouttheyear,yourprogramshouldprovideboth11andgroupsupervision.Ifyourmembers

arespreadoutacrossmultiplesites,thismaybeachallenge.Yettheimportanceofthisdoesnotgo

away.

Trainingactivitiescanplayalargeroleinthisstagetohelpyourmembersgetthroughtheconflictor

challengestheyareencountering.Byintroducingtools,concepts,skills,andknowledge,youcanhelp

themunderstandthatconflictandchangeareinevitable,butgrowthissomethingtheyhaveto

initiatethemselves.

RELATIONSHIPS


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Theimportanceofbuildinganddevelopingrelationshipsdoesnotstopatthepreviousstages.

Thisisatimewhereyoumightwanttoencouragecorpsactivitiesthatallowforcrosssiteorcross

teamrelationshipbuilding.Themoreconnectionyourmembersfeelwithoneanother,theteam,the

sites,andthestaffthelesslikelytheyaretoleaveyourprogrambecauseofasenseofdutytheyfeel

tooneanother.

Examplesofactivitiesyoucandointhisareainclude: Formplanningteamsamongyourmemberstoplanserviceprojects,programorsiteevents,orto

focusonprogrammaticactivitiesorimprovements.

Encourageyourmemberstostartsocialactivitieslikebookclubs,kickballortagfootballteams,

etc.

Holdpotlucksmembersalwaysloveopportunitiesforfreeandgoodfood Allowsitestopresenttothelargerteamwhattheydo,effectivepractices,andthesuccessthey

arehavingSTAGEPERFORMING

Asthisstage,yourmembersareataplacewheretheyareperformingatafairlyhighlevel,both

individuallyandasateam.Theirserviceismovingalongsmoothlyandtheyareworkingtowardsthe

resultstheyarerequiredtoaccomplish.Andbecauseofthetoolsandopportunitiesyouhave

providedthem,theyarechallengingthemselvesandotherstonegotiate,workrespectfully,andget

thingsdone.

Itisatthispointwheremembersreallyfeelasenseofownershipoftheprogram,theirsite,andthe

peopleorcommunitytheyareserving.Assuch,theyseekfurtherleadershipopportunitiesandfind

themselvestaking

risks

that

they

might

not

have

done

before.

Thistooisastagewheremembersarehavingfun.Atthispoint,programstaffshouldcapitalizeon

thisandensuretherearemanyopportunitiesforfun,teamwork,recognition,andcelebration.

IdeasVISIONItisatthispointintheprogramyearthatyoucanprovideincreasedleadershipopportunitiesforyour

members.

Examplesofactivitiesyoucandointhisareainclude: Asprogramstaff,thinkaboutprojectsyouwanttotackleorideasyouhavethatcouldmakethe

programstronger.Getyourmembersinvolvedandhavethemformteamsthatcandevotetime

andenergytomakingtheideasandprojectsareality.

Usethistimetogetfeedback.Hold11,smallgrouporatadistancesessionswhereyoucanask

questions,learnaboutprogramareasofchallenge,andsolicitideasforimprovement.


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abaseoflongtermsupportersforyourprogram.Forsupportinthis,useAmeriCorpsAlumsasa

resource.

Thisstagealsoservesasanopportunityforprogramstafftopresentoptionsandtoolsfornextsteps.

Makesureyoupresentopportunitiesforyourmemberstolearnaboutsecondyearopportunities.

Servingasecondyearinthesameprogramorwithanotherservicestreamcanprovidememberswith

continuedopportunitiestogetthingsdoneandserveinincreasedleadershiproles.Ifyourmembers

wantorneedtomoveon,yourprogramshouldensureyouprovidethemwithtrainings,information,

andtoolstothinkaboutwhatisnextbothpersonallyandprofessionallyandhowtheywillcontinue

serviceandcivicengagementoncetheyleavetheprogram.

Finally,makesuretheyleaveunderstandingallthattheyhaveaccomplished,whattheyhavebeena

partof,andhowtosellthisexperiencetoothers.

Anddontforgettocelebrate,celebrate,celebrate!


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MEMBERMANAGEMENTCYCLE

PLANNINGessentialforthesuccessofanymemberprogramandinvolves: obtainingbuyin

designingandwritingmemberpositiondescriptions

creatingapplicationandselectionforms

developingapplicablepoliciesandprocedures

educating

others

in

the

organization

and

partners

about

involving

members

Whenyoutakecareoftheseplanningitems,asolidfoundationexiststosupportyourmemberprogram.

RECRUITMENTANDSELECTIONBecreative!Brainstormthewho,why,where,whenandhow.Whatwouldtheidealcorpslooklike?Whywouldtheybeinterestedinyourmemberopportunities?Whereandwhencan

youreachthesepeople?Whatmessagewillencouragepotentialmemberstoserveinyourprogram?

SUPPORT Orientation and Training give general information about yourorganization,national service,position

specificskills,andtheinformationaboutthememberposition,provideyearlongtrainingaroundposition

specific, leadership,diversity,citizenship,and lifeafterAmeriCorps. Orientationand traininghelpyour

members feelconfidentandprepared.Youalsodecrease thechancesofproblemsoccurringbyhelping

membersknow

what

is

to

be

expected.

Supervision and Evaluation You and thememberneed to know thatheor she is fulfilling their roleeffectively.Regularevaluationprovidesyouandthemembertimetoassesstheplacementandanyneeded

changesthatcouldimprovethememberssatisfactionorperformance.

Reflection and Recognition happens in an informalway every time a thank you is said. Formally,membersarethankedthroughcelebrationsandrecognitioneventsplannedintheirhonor.Itisimportant

thatthethankyou fitsthemember;youneedtoknowyourmembers,sothattheycanbethanked ina

waythatleavesthemfeelingtrulyrecognized.

Planning

Recruitmentand

Selection

OnBoarding

OrientationandTraining

Supervision

and

Evaluation

Reflectionand

Recognition

EndofYearWrapUp


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PRINCIPLES:PLANNINGStakeholdershadapartintheprogramandgrantdevelopmentandbuyintothevision,

mission,activities,andgoalsoftheprogram.

Clearvision

for

the

program

and

members

that

is

understood

by

all.

Memberprojectsareinalignmentwiththelegalapplicantandsitepartnersvision,mission,

andgoals.

Clearleaderwhoisseenashavingtheresponsibilityforsupportingandmanagingtheprogram.

Organizationbudgetsmoneyforprojectsthatutilizemembers.

TopmanagementdemonstratessupportofAmeriCorpsprogramintangibleways.

Organizationand

site

staff

are

knowledgeable

about

member

projects

and

roles

and

see

membersasassets.

Implementsstrategiestopromotepositivestaff/memberrelationships.

Developsallsystemsandtoolsthatwillsupportprogram,includingbutnotlimitedto:

application,timesheets,interviewforms,filechecklist,midandendoftermevaluation,

contract,handbook,criminalbackgroundprocess,welcomepacket,etc.

Offersalternativeformatsandlanguages,ifapplicable,ofallprogrammaterialsrepresentative

ofthecommunityinwhichtheyserve.

Programhasclear,firmpolicystatementsabouttheircommitmenttoinclusiveness,including

writtenstatementsfromprogramsleadership,whichareendorsedbythestakeholders.

Programidentifiesandremovespotentialbarrierstoactiveinvolvementofpeoplewith

disabilitiesandprovidesreasonableaccommodationsasnecessary.

Programregularlyassessesstrengthsandgaps/challengesofAmeriCorpsprogram,seeking

feedbackfrommembersonayearlybasisandusingfeedbacktomakeprogrammatic

improvements.

PRINCIPLES:RECRUITMENTWrittendescriptionofthequalitiesofan"idealcorps"basedoncommunityserved,identified

needs,programgoals,andprogramactivities.

Writtenlistofbenefitsmembersreceiveasapartofservingwithinorganization.


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Writtenmemberpositiondescriptionsdevelopedinconjunctionwithstakeholdersthatdetail

essentialandmarginalfunctions,time,workloadcommitment,supervisor,andsite.

Written,strategic,innovativeyearlongrecruitmentplan,developedwithstakeholders

includesvariousmethods(includingthenationalservicedatabase),timeline,numericgoals,and

staffresponsibilities.

Enlistschampionswhocansupportprogramwithrecruitment.

Conductstargetedrecruitmentandmarketingbasedupontypeofmemberdesired.

Hasstrongpublicity,publicrelations,andmarketingcampaignstobuildapositiveimageofthe

programwithinthecommunity(ies).

Programactivelyrecruitsindividualswithdisabilities.

Providesincentives

to

members

who

bring

in

applicants.

Getsfeedbackfrommembersonhowtheyheardabouttheprogramandhowtheythinkothers

canlearnabouttheprogram.

PRINCIPLES:SELECTIONProvidesopportunitiesforinterestedapplicantstolearnabouttheprogramandorganization

firsthand.

Organizationispreparedtoacceptongoingapplicationsandiswelcomingandresponsivetoall

prospectiveapplicants.

Selectsadiversepoolofmembersthatreflectthecommunitiesinwhichtheyserve.

MemberApplicationelicitsenoughinformationtodeterminewhethertheprospectivemember

isappropriatefororganization.

Selectionprocessthoroughlyassessesvolunteerbackground,skills,accomplishments,

motivation,goals,andcommitment.

Selectionprocessinvolvesadiversityofparticipantsthathaveastakeintheprogram.

Matchesmemberstoappropriatepositionsandsites,ensuringreasonableaccommodationsare

adheredto.

Getsfeedbackfrompartnersandotherstakeholdersoneffectivenessofselectionprocess.

PRINCIPLES:PLANNINGORIENTATIONANDTRAINING


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Writtenlistofskillsandknowledgemembersneedtodotheirservice.

Conductstrainingassessmentswithmembersandsitestodeterminetrainingneedsandwants.

Incorporatesdifferentmethodologiestotrainandsupportmembers,addressingthedifferent

generationsthat

serve

in

the

program

and

how

they

prefer

to

take

in

information.

Hasayearlongtraininganddevelopmentplan,developedinconjunctionwithprogram

stakeholders.

Buildspartnershipswithothernationalserviceprogramstoexpandtrainingopportunitiesand

resources.

Developsrelationshipswithalums,areaorganizationsandgroupsthatcanprovidefreeand/or

reducedtrainings.

Assessestraining

effectiveness

and

makes

modifications

as

needed.

PRINCIPLES:ORIENTATIONCarriesoutmemberpreserviceorientation,developedinconjunctionwithstakeholders,which

preparesmembersforthebeginningoftheirserviceandtocarryouttheirresponsibilities.

Buildsteamsamongmembers.

Ensuresmembersunderstandtheirpositiondescriptions,prohibitedactivities,and

responsibilities(includesforms,documentation,membercontract,etc.).

Providesmemberswithanunderstandingofthelargernationalservicemovementand

AmeriCorps.

Createsacommonunderstandingoftheprogramvision.

Exposesmemberstotheresultsexpectedi.e.performancemeasures.

Trainsparticipantstosupportsuccessfulentryandnavigationwithinorganizationsand

communities.

Providesmemberswithinformationonoverallorganization,sites,supervisors,and

communitiesserved

PRINCIPLES:TRAININGProvidesongoingopportunitiestotrainparticipantsthroughouttheyear.


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Regularlyprovidesopportunitiestogettoknowmembersandsitestorelationshipsandtrust

arestrengthenedovertime.

Offersmembersopportunitiestosupportoneanotheri.e.membersupportteams,informal

brownbaglunches,etc.

Regularlyseeksinputandfeedbackfrommembersonprogram,sites,etc.

PRINCIPLES:RECOGNITIONANDREFLECTIONCarriesoutawrittenplantoformallyinternallyandexternallyrecognizemembersfortheir

accomplishmentsandcommunityimpact.

Incorporatesstrategiesthatallowmemberstoexploretheimpactoftheirexperience,service

andthelargerroletheyplayinmakingadifferencebeyondtheAmeriCorpsyear.

Allowsfor

reflection

opportunities

to

celebrate

and

document

member

accomplishments

and

experiencesandtoexaminethelargerimpactoftheirservice.

Providesdocumentationtomembersthatdemonstratetheirimpactoncommunitiesserved.

Implementsinformalmeanstosaythankyouthroughouttheyear.

Recognizesmembersonspecialoccasionsi.e.birthdays,holidays,etc.


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The Final Action Plan: Taking it Home

3 2 1You have been exposed to tools, concepts, and resources in a fairly short period of time.Now is the time to think about how you want to continue your own development in this

topic by capturing your key learnings and committing to homework assignments for post-training work.

Thank you for your participation!Amy [email protected]

PRIORITIZE: List 3 program pieces you need to devote your time on improving first:

1)

2)

3)

CONNECT: List 2 resources (ideas or people) you will follow-up with when you get backto your office:

1)

2)

ACT: List the 1st step you are going to take when you get back to your place of work:

I will...

SW 2013 Packet Mbr Service Year

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Transcript of SW 2013 Packet Mbr Service Year