University Group Handbook - Canadian Red Cross

www.redcross.ca

Red CrossUniversity Groups

Handbook

Red Cross University Group Handbook

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Table of Contents

Introduction 3

Section l: - Overview of the Red Cross/Red Crescent Movement

History, The Geneva Conventions, Emblem and Movement Structure 4

Fundamental Principles and Humanitarian Values 9

The Canadian Red Cross 11

Section ll: - Red Cross University Groups

What is a Red Cross University Group? 13

Starting A University Group 13

Rules of Practice (Template) 14

Section lll: - Recruiting Members for you RC University Group

Advertising & Recruitment 19

Matching Education/Volunteer Career Goals 20

Planning Your First Meeting 21

Four Step Planning Model 22

Keeping Members Engaged 27

Relations Between University Group & Branch 29

Section lV: - Additional Resources

Effective Communication 31

Dealing With Difficult People 31

Active Listening 32

Conflict Mediation 33

Consensus Building 33

Facilitating Group Discussions 34

Ice Breakers & Other Activities 35

Appendix A: Scholarship Opportunities 40 Appendix B: Red Cross University Groups in Ontario 41


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Introduction The Red Cross and Red Crescent Movement is the most universally respected and recognized humanitarian organization in the world. Its emblem is a powerful symbol, offering protection in times of conflict. As such, people associate the Red Cross/Red Crescent Movement and the Canadian Red Cross with humanitarian service, even though they may not know the specifics of what we do. The public comes to Red Cross/Red Crescent in times of need and expect the organization to play a role in responding to disasters. Similarly, people demonstrate their commitment to Red Cross/Red Crescent Fundamental Principles by generously providing their time, and financially supporting its work, both in Canada and around the world. University-based Red Cross Groups play an important part in furthering the work of the Red Cross/Red Crescent Movement and in engaging youth on important domestic and international humanitarian issues. At the same time, the purpose of the Red Cross University Group is to educate students, faculty, and external groups about humanitarian issues, International Humanitarian Law and the Movement itself. Such education increases awareness of Red Cross activities and enhances the integration of youth within our local and international networks. Volunteer members, who are committed to humanitarian work at the local and global level, will work in accordance with the Seven Fundamental Principles of the Red Cross/Red Crescent Movement, as follows: Humanity, Impartiality, Neutrality, Independence, Voluntary Service, Unity and Universality. Volunteer members will also function within the Canadian Red Cross Society’s Mission, Vision and Values towards the fulfillment of the Society’s strategic goals. Together, the Canadian Red Cross and University Red Cross Groups work hand in hand to interpret and apply RC/RC Movement Fundamental Principles as they respond to various humanitarian issues in Canada and around the world. The Red Cross Red Crescent Movement and the Canadian Red Cross undertake humanitarian work and respond to various dimensions of human suffering, at home and abroad. The guidelines contained in this handbook are intended to help keep all members of the university Red Cross Group focused on the Movement’s core goals and objectives with all the activities they pursue.


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Section 1: Overview of the Red Cross/ Red Crescent Movement

HISTORY OF THE RED CROSS RED CRESCENT MOVEMENT

The Movement began with the actions and ideas of one man, Henry Dunant, a Swiss businessman who was travelling to Italy in 1859 to meet with Napoleon III during the Franco-Prussian war.

On June 24, 1859, the Austrian and French armies— over 200,000 men altogether—clashed in Solferino, a town located in Northern Italy. After 16 hours of fighting, the two armies retreated, leaving 40,000 people laying dead or wounded on the battlefield. That same evening, Swiss national Henry Dunant arrived in the region for business.

Dunant was appalled at the suffering he witnessed as he passed through the battlefield at Solferino, and with the help of some local townspeople, organized a relief effort to care for the thousands of wounded soldiers. Dunant published a book, "A Memory of Solferino", which recorded his experiences. In his book, he proposed that a neutral society of civilian volunteers be trained to provide medical assistance in times of conflict. With four other friends in Geneva, Dunant formed a committee and invited other European countries to join. Representatives from 16 countries met in 1863 and the International Red Cross was born.

This committee grew to officially become the International Committee of the Red Cross (ICRC) in 1876.

A History Timeline of the MOVEMENT

1959 Swiss businessman Henry Dunant witnesses the Battle of Solferino in Italy.

1862 Henry Dunant publishes his book A Memory of Solferino, bringing wide public attention to the suffering of war and his idea to create a neutral medical service for the battlefield guaranteed by an international treaty among nations.

1863 The Red Cross is officially created, as International Committee for Relief of Military Wounded (which becomes the International Committee of the Red Cross in 1876).

The Geneva International Conference also establishes national committees.

1864 The First Geneva Convention (for the amelioration of the condition of the wounded and sick in armed forces in the field) is adopted, including recognition of the red cross on a white background as the protective emblem of military medical services.

1876 The red crescent is first used as a protective emblem during war by the Ottoman Empire in the war between Russia and Turkey.


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1885 The red cross emblem is first used in Canada at the Battle of Batoche during the Riel Rebellion, led by George Ryerson, eventual founder of the Canadian Red Cross.

1896 George Ryerson creates the Canadian Red Cross as the first overseas branch of the British Red Cross.

1899 The principles of the 1864 Geneva Convention are adapted to maritime warfare.

1901 Henry Dunant is named the co-winner of the first Nobel Peace Prize (with Frederic Passy, founder of the first French Peace Society).

1909 The Canadian Red Cross Society is officially created with The passing of the Canadian Red Cross Act in Parliament.

1919 The League of Red Cross Societies is formed.

1919The ICRC recognizes the Canadian Red Cross as an independent National Society of the Red Cross, thus allowing the CRC to join the League.

1923 The League responds as a body for the first time in an international natural disaster, when an earthquake kills 200,000 people in Japan.

1929 The Geneva Convention of 1906 (relative to the protection of the wounded and sick in armed forces in the field) is revised, and for the first time, includes the treatment of prisoners of war.

1929 The red crescent is officially adopted as an additional emblem under International Humanitarian Law.

1944 The ICRC is awarded the Nobel Peace Prize for a second time as a tribute to its Humanitarian activities during World War II. It also won in 1917 after World War I.

1949 The Modern Geneva Conventions are adopted, concerning amelioration of the condition of wounded, sick and shipwrecked armed forces (I, II), treatment of prisoners of war (III), and protection of civilians in time of war (IV).

1963 The ICRC and the League jointly win the Nobel Peace Prize on the occasion of the Red Cross and Red Crescent Movement’s 100th anniversary.

1965 The seven Fundamental Principles are formally proclaimed by the Movement.

1977 The two Additional Protocols to the Geneva Conventions are adopted, strengthening the protection of civilians and others during international conflict (I), and expanding protection guaranteed to non- international conflict (II).

1991 The League (1919) officially changes its name to the International Federation of Red Cross and Red Crescent Societies.

1997 The Seville Agreement formalizes the specific mandates and responsibilities of each component of the Movement in times of armed conflict and disasters, including which one acts as lead agency in a given situation.

2004-05 The Red Cross and Red Crescent Movement response to the Asian earthquake / tsunami becomes the largest relief operation ever.

2005 An additional emblem, the red crystal, is adopted by States Party to the Geneva Conventions in a new Additional Protocol (III).


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The Geneva Conventions The Geneva Conventions consist of treaties formulated in Geneva, Switzerland that set the standards for international law for humanitarian concerns. The conventions were the results of efforts by Henri Dunant, who was motivated by the horrors of war he witnessed at the Battle of Solferino. In times of war, certain humanitarian rules must be observed, even with regard to the enemy. These rules are set out in the Geneva Conventions of 1949 and their Additional Protocols of 1977. There are four Geneva Conventions and two Additional Protocols. The 1949 Geneva Conventions are founded on the idea of respect for the individual and his dignity. Persons not directly taking part in hostilities and those put out of action through sickness, injury, captivity or any other cause must be respected and protected against the effects of war; those who suffer must be aided and cared for without discrimination. The First Geneva Convention for “the amelioration of the condition of the wounded and sick in armed forces in the field” was signed on August 22, 1864 and comprised ten articles. The Convention was a response to the request Dunant made in his book, A Memory of Solferino, for the protection of those no longer engaged in combat. The Second Geneva Convention covered the treatment of wounded, sick and shipwrecked members of armed forces at sea. It was written and adopted at the 1949 diplomatic conference held in Geneva, Switzerland. The Third Geneva Convention refers to the treatment of prisoners of war. It was adopted in 1929 as an extension to the rights guaranteed by the Hague Convention of 1907. It was revised in 1949, with the modified form adopted on August 12, 1949 by the Diplomatic Conference for the Establishment of International Conventions for the Protection of Victims of War. The Fourth Geneva Convention relates to the protection of civilians during times of war and under any occupation by a foreign power. For example, collective punishments are a war crime. Article 33 states: "No protected person may be punished for an offence he or she has not personally committed," and "collective penalties and likewise all measures of intimidation or of terrorism are prohibited." The law of armed conflict/International Humanitarian Law applies similar protections to an internal conflict. Common Article 3 of the Fourth Geneva Conventions of 1949 requires fair trials for all individuals before punishments. The two Additional Protocols to the Geneva Conventions were added in 1977. These Additional Protocols extend protection to any person affected by an armed conflict. Furthermore, they stipulate that the parties to the conflict and the combatants shall not attack civilian populations and civilian objects and shall conduct their military operation in conformity with the recognized rules and bylaws of humanity.

NOTE: The Geneva Conventions are the precursor of modern International Humanitarian Law. International

Humanitarian law also consists of other treaties, conventions and agreements around weapons control, chemical and biological warfare, anti-personnel landmines (1997 Ottawa Treaty), exploding bullets, blinding lasers, military recruitment age (2000 Optional Protocol to the Convention on the Rights of the Child), and criminal justice (1998 Rome Statute on the International Criminal Court). In summary, IHL regulates the treatment of the wounded, prohibits attacks against civilians, the use of certain weapons, and ensures the protection of non-combatants, Red Cross/Red Crescent emblem and medical personnel, and prisoners of war.


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RED CROSS, RED CRESCENT AND RED CRYSTAL EMBLEMS

The Red Cross emblem officially appeared in 1864. The Red Cross on a white background is the reverse of the Swiss flag and was chosen as a sign of identification and protection to personnel, material and facilities used to care for sick and wounded in times of armed conflict.

In 1929 the Red Crescent was officially approved for use in Muslim countries (used in 22 countries), mainly because the cross was perceived to have Christian connotations. There was much controversy, but both symbols are official and both have the same status within the movement. A national society must use one of the official symbols to be officially recognized by the Red Cross Movement.

In December 2005 the Red Crystal was adopted, allowing for national societies who do not wish to use the Red Cross or Red Crescent emblems to be recognized and admitted to the Movement. This consolidates the Movement's universality.

This Protocol provides for new flexibility, allowing national societies to include, if they wish, a combination of emblems recognized by the Geneva Conventions inside the red crystal for their identification. The Red Crystal can also stand on its own.


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THE RED CROSS/RED CRESCENT MOVEMENT

- THREE COMPONENTS -

The Red Cross Red Crescent Movement provides humanitarian relief assistance to the most vulnerable throughout the world. This is made possible through the work of three separate entities.

1. The International Committee of the Red Cross (ICRC), which responds in times of conflict.

2. The International Federation of the Red Cross and Red Crescent Societies (the International Federation), which responds to natural disasters and crises related to displacement.

3. The National Societies of the Red Cross/Red Crescent may assist the ICRC or the International Federation in their efforts. The National Societies also carry out their own programs meeting the needs of the local community.

The International Committee of the Red Cross and the International Federation of the Red Cross and Red Crescent Societies have been described as the two heads of the Red Cross Red Crescent Movement. The National Societies have been described as the many arms.


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The FUNDAMENTAL PRINCIPLES

of the Red Cross and Red Crescent MOVEMENT

HUMANITY

Born of a desire to bring assistance without discrimination to the wounded on the battlefield, the Movement endeavours, in its international and national capacity, to prevent and alleviate human suffering wherever it may be found. Its purpose is to protect life and health and to ensure respect for the human being. It promotes mutual understanding, friendship, cooperation and lasting peace amongst all peoples.

IMPARTIALITY It makes no discrimination as to nationality, race, religious beliefs, class or political opinions. It endeavours to relieve the suffering of individuals, being guided solely by their needs, and to give priority to the most urgent cases of distress.

NEUTRALITY In order to continue to enjoy the confidence of all, the Movement may not take sides in hostilities or engage at any time in controversies of a political, racial, religious or ideological nature.

INDEPENDENCE The Movement is independent. The National Societies, while auxiliaries in the humanitarian services of their governments and subject to the laws of their respective countries, must always maintain their autonomy so that they may be able at all times to act in accordance with the principles of the Movement.

VOLUNTARY SERVICE It is a voluntary relief Movement not prompted in any manner by desire for gain.

UNITY There can be only one Red Cross or Red Crescent Society in any one country. It must be open to all. It must carry on its humanitarian work throughout its territory.

UNIVERSALITY The International Red Cross and Red Crescent Movement, in which all Societies have equal status and share equal responsibilities and duties in helping each other, is worldwide.

Red Cross University Group Handbook 10

Humanitarian VALUES The values that support the humanitarian action of the Movement were defined by the Federation in its Strategy 2010 document, and are identified as follows:

• Protection of life, health and human dignity

• Respect for the human being

• Non-discrimination on the basis of nationality, race, gender, religious beliefs, class or political opinions

• Mutual understanding, friendship, cooperation and lasting peace among all people

• Voluntary service

Overall, these values are not different than the Fundamental Principles they helped to forge. In fact, the Fundamental Principles of the Red Cross Red Crescent Movement have derived from values shared by human beings everywhere over time, both individually and collectively and we feel their presence embedded within the Fundamental Principles. Sometimes, people express similar or complementary values through other concepts such as compassion, active acceptance, empathy, inclusiveness, generosity, hope and global citizenship, to name just a few. Similarly, among the seven Fundamental Principles, the Principle of Humanity illustrates the very spirit of the Movement. Right from the Movement’s origin, the Principle of Humanity aimed at providing relief without discrimination to the wounded on the battlefield. Discrimination-free Humanity means that no negative distinction may be made between people of a different class, nor on the basis of any other criteria. Taken a step further, the value of non-discrimination is the basis for the Principle of Impartiality, which is provided for in one of the rules of International Humanitarian Law. Several provisions of the 1949 Geneva Conventions and Additional Protocol (1) stipulate that humanitarian aid must be provided by an impartial organization (that is, either the ICRC or other organizations demonstrating assurances of impartiality).

For example, article 70 of Additional Protocol (1) states that: If the civilian population of any territory under the control of a Party to the conflict, other than occupied territory, is not adequately provided with the supplies mentioned in Article 69, relief actions which are humanitarian and impartial in character and conducted without any adverse distinction shall be undertaken, subject to the agreement of the Parties concerned in such relief actions.


The Canadian Red Cross MISSION

The mission of THE CANADIAN RED CROSS is to improve the lives of vulnerable people by mobilizing the power of humanity in Canada and around the world.

VISION

The CANADIAN RED CROSS is the leading humanitarian organization through which people voluntarily demonstrate their caring for others in need.

VALUES

CANADIAN RED CROSS actions and decisions will be based upon:

· Humanitarian values, as expressed in our Fundamental Principles; · Respect, dignity and care for one another within and outside the Movement, and · Integrity, accountability, effectiveness, and transparency.

CORE AREAS OF FOCUS The four core areas of focus for the CANADIAN RED CROSS are:

· Humanitarian Values · Disaster and Conflict · Injury Prevention and Health · Organizational Capacity

The first three core areas further define the work we do in our communities and internationally where appropriate to improve the lives of the vulnerable. These areas build on the strength and competencies within the organization and at the same time focus our efforts for future growth. For each core area, strategic goals have been defined to express the specific difference we will make as a result of mobilizing resources to improve the lives of the vulnerable. All initiatives, whether in local communities, nationally or internationally, should address unmet needs and contribute directly to strategic goals. The core area of “Organizational Capacity” ensures we have sufficient human and financial resources and a strong public image required to effectively fulfill our mission and mobilize the power of humanity to carry out our work. No one core area is more important than the other. Together they define the intended scope of activity for the Canadian Red Cross.


Roles of the CANADIAN RED CROSS

In times of conflict:

• To provide emergency relief and other types of assistance to those affected by armed conflict. In times of peace:

• To organize emergency relief and other help for those affected by natural disasters and other emergencies.

• To work to prevent disease, abuse and injury

• To prevent human suffering and to mobilize Canadians to help the Red Cross.

• To work with the Canadian Government in disseminating international humanitarian law.

PROGRAMS

Swimming and Water Safety

First Aid Services

RespectED: Violence and Abuse Prevention

Disaster Management

International Operations

Humanitarian Issues

Health Equipment Loan

Restoring Family Links

Homecare Services

Youth Leadership

Community Initiatives

Note: The Canadian Red Cross Society is active in times of peace and in times of conflict within its own borders. Furthermore, the CRC collaborates with the ICRC abroad to protect and assist war-affected civilians, and collaborates, with the Federation to protect and assist people impacted by natural disasters.

For more information about Canadian Red Cross activities in your community and around the

world or for more information about the Canadian Red Cross Strategic

Plan, visit our website at:

www.redcross.ca

http://www.redcross.ca


SECTION II: RED CROSS UNIVERSITY GROUPS What is a Red Cross University Group?

A Red Cross University group is a group of interested students, who have formed a club at their local university to promote Red Cross/Red Crescent activities. Members of Red Cross University Groups focus on the promotion of Humanitarian Values and International Humanitarian Law through educational activities and campaigns, in addition to working with other local programs offered at their branch/region. Even though independent, Red Cross University Groups work in partnership and often in collaboration with their staff liaison in engaging the community in local and international issues and campaigns.

Starting a Red Cross University Group at your University If you want to start a Red Cross University Group, the first place to start would be your local Red Cross Branch. This way, they can tell you if they have already started a club at your university or know of other youth who would be interested in helping out. Also, by starting with the branch, you have the resources of the Red Cross such as presentations, promotional materials and years of experience available to you. The next step would be to look at your own university. Starting a Red Cross University Group/Club* can be hard, but if you sort out your university process, it can be simple. The best place for advice on how to create and register your club is your Student Council or Student Union. Most of the time, they are in charge of, or have a position for someone in charge of the Groups/Clubs at the university. There is likely an application process where you have to describe the nature of your Red Cross University Group, submit Rules of Practice and have a plan to have elections. Some universities ask you to differentiate your group from other university groups/clubs. A discussion of the Red Cross Red Crescent Movement’s unique mandate and the club’s intention to follow through with its mandate should suffice. Fill out requisite application forms and hand them in to the Student Union in a timely manner. Going through the university is highly useful as it will give you university sanction and enable you to gain advantages offered to other groups/clubs, such as a webpage and funding. All Red Cross University Groups use the same Rules of Practice to ensure consistency across Ontario. In the Rules of Practice, you have election rules, positions and position descriptions and rules about finances. Stick to these rules of Practice. If there is any discrepancy between these rules and what the University requires, contact your local branch before making any changes to the document. * The term club is used by many universities. For consistency, all groups affiliated with the Red Cross at any university or college will be referred to as a Red Cross University Group.


Rules of Practice for Red Cross University/College Groups (template)

IX. Name of Group Red Cross University/College Group at __________________________________________ IX. Purpose The purpose of the Red Cross Group at ______________________ is to educate students, faculty, and external groups about humanitarian issues and the International Red Cross and Red Crescent Movement. Education increases awareness and enhances the integration of youth within our international network. Red Cross University Group members, who are committed to humanitarian work at the local and global level, will work in accordance with the Seven Fundamental Principles of the Red Cross/Red Crescent Movement. These Fundamental Principles are: humanity, impartiality, neutrality, independence, voluntary service, unity, and universality. Red Cross University group members will also function within The Canadian Red Cross Society’s Mission, Vision and Values towards the fulfillment of the Society’s Strategic Goals. IX. Membership Any member of the ______________________community (including students, staff, faculty, and alumni) can become a member of the Red Cross University/College Group at ____________________. General membership status in the University Red Cross Group is entitled to any member of the University community, who is also entitled voting and electoral privileges. Further membership in the Canadian Red Cross Society is possible and open to any member of the community. As such, any member of Red Cross University group or any member of the community can apply to be a member or volunteer with the Canadian Red Cross Volunteer. Red Cross volunteer or member status is granted to those who are registered as a member or as a volunteer of the Canadian Red Cross, who complete a volunteer/membership application form in accordance with the Society’s by-laws and requirements, who complete the Canadian Red Cross volunteer orientation requirements and who agree to participate in at least one Red Cross activity during the year. There are no fees associated with becoming a Red Cross volunteer. Individuals may terminate their participation in a Red Cross University group at any time by providing written notice to the President. The Executive reserves the right to refuse or terminate participation for reasons including but not limited to:

• Failure to participate in the minimum required activities

• Contravention of the Fundamental Principles

• Failure to declare a conflict of interest that puts the Red Cross University/College Group or the Red Cross at risk

In order to ensure a fair and democratic process, the Executive will discuss concerns with the individual before rendering a decision regarding termination. Special circumstances may be taken into consideration. Final decisions to terminate participation will require a 2/3 majority vote of the Executive. Notice of the Executive’s decision will be provided to the individual in writing. Appeals will follow the Red Cross conflict resolution policies outlined in the Standards & Guidelines manual.


IV. Finances All proceeds will be donated to the Canadian Red Cross and will be managed in accordance with the organization’s financial policies and procedures. The Treasurer will liaise with the Red Cross Liaison and/or Red Cross financial department on all financial matters. IX. Meetings General meetings are held for the purpose of brainstorming and planning, communication, training, and social engagements. General meetings will be held a minimum of least once a month or as determined by the Executive. The duration of meetings will usually be approximately 2 hours in length. Red Cross University Group members will be advised of meetings through email and/or online messaging boards. Members are expected to attend all meetings to ensure active participation. Members missing more than 3 consecutive meetings may be asked to resign. Executive meetings will be held once a month and are held separate from general meetings. At the beginning of each meeting the agenda is to be approved by all attendees, and decisions are taken on a majority rules basis. Much of the inter-group contact between face-to-face meetings will occur via online messaging boards/email for greater convenience. The first meeting of the academic year will occur at the end of September and will focus on recruiting volunteer members to fill any vacant Executive positions, discuss the objectives and project plans for the upcoming year. IX. Elections Annual elections are held in April to allow the Executive to plan and prepare for September throughout the summer. For new Red Cross University/College Groups, elections will be held in October to allow for member and Executive team recruitment throughout the September month. All Red Cross University/College Group volunteer members in good standing within the Group may run for Executive positions and participate in the election process. Members of the Red Cross University Group who wish to hold Executive positions should declare their interest to the President/Vice President. Those who wish to become part of the Executive must submit an application form through email to the President and prepare a three-minute presentation outlining the relevant skills and experience they will offer the group if elected. The positions will be decided by a simple majority vote by all Red Cross University Group members and Executive present at the election, which should include all the Executive and at least one-third of all volunteer members with the Red Cross University/College Group. Preference for the President position will be given to those with at least one year of experience as an Executive member. Each member will be given one ballot and may only vote once. Results of the voting poll will be immediately announced after the voting procedure. Executive positions include the following: President/Vice President, Communications director, Secretary, Treasurer, Archivist, Committee Leader(s) and Red Cross Liaison(s). The Red Cross Liaison(s) will serve as an ex-officio member of the Executive team. Some positions are subject to change depending on the size of the group. The Executive Committee shall serve without remuneration, and no Officers shall directly or indirectly receive any profit from their position. Should Executive positions become vacant during the year, a new election process as described in paragraph two above should be initiated, with an actual vote taking place within the parameters of one of the monthly general meetings.


IX. Roles and Responsibilities of the Executive Positions VII.I President/Vice President The responsibilities of these positions are:

• Chairing all Red Cross University/College Group and Executive team meetings. • Performing administrative tasks such as, letter writing, preparing meetings, agendas and

keeping track of volunteers. • Recruiting, orienting and training the Executive, which includes preparing a candidate who will

be assuming the role of Chair in subsequent years (succession planning). • Establishing and maintaining regular communication with all volunteer members of the Red

Cross University/College Group. • Ensuring that all Red Cross University/College Group volunteer members play an active role in

decision-making. • Working closely with the Red Cross Liaison(s); providing information for group plans, activities

and concerns on a regular basis. • Providing the Youth Representative on the Council of their Region (should there be one) with

information about the activities of the group. • Should there be focus committees (i.e. specific project), the Chair should maintain contact with

the Committee Leaders (position description to follow). • The Vice Chair will act as Chair if the Chair is unable to perform their duties.

VII.II Secretary This position is generally held by one person, however, if many people are interested in the position and the Red Cross University/College Group is quite large, it can be shared. The responsibilities of this position are:

• Ensuring that all volunteer members of the group are contacted for meetings • Manage Red Cross University group e-mail account and respond to inquiries regarding

membership and other general inquiries • Administering official Red Cross University Groups records, such as membership e-mail list,

attendance, and tracking member volunteer hours. • Ensuring there is no misuse of the Red Cross emblem and ensure all documents are approved

by Red Cross Public Affairs Department and co-ordinate with the Red Cross office on promotional materials.

• Reporting Red Cross University group activities on a quarterly basis • Booking rooms for meetings, workshops and other activities.

VII.III Communications Director This position is generally held by one person. Due to the nature of the role, the incumbent will manage all communications/marketing functions and promote the image of the Red Cross and the youth group to a large university population.. The responsibilities of this position are:

• Working with PA team through their Red Cross staff partner to develop all communication strategies to help promote the vision of the Canadian Red Cross and RC group activities on campus

• Writing materials for the Red Cross University group website, and e-mails relating to the promotion of activities and workshops

• If needed, act as a media liaison person. Examples include obtaining university newspaper coverage of major Red Cross University Group activities.

• Producing necessary public relations items to advertise activities for the Red Cross University/College Group.


• Ensuring there is no misuse of the Red Cross emblem, ensuring all documents are approved by Red Cross Public Affairs Department and co-ordinating with the Red Cross office on promotional materials.

• Ensuring proper use of reporting procedures. VII.IV Treasurer This position is to be held by one person. It is a position which will likely appeal to those with a keen interest in finance and business. Although all positions will require and encourage the holder of the position to work closely with the Red Cross Liaison(s), this position requires extra assistance and attention. The responsibilities of this position are:

• Working along side Red Cross Liaison(s) and/or staff liaison(s) to determine what, if any, funds are available for Red Cross University/College Group projects

• Working with the Red Cross Liaison(s) to develop and manage any Red Cross University/College Group budget and funds

• Recording of all fundraising projects and expenses of the Red Cross University/College Group • Assisting in determining what, if any fundraising projects the Red Cross Branch would find

appropriate for the Red Cross University/College Group to participate in • To keep volunteer members and Red Cross Liaison(s) updated on the financial situation of the

Red Cross University/College Group VII.V Archivist This position is generally to be held by one person. It is not a mandatory position, but if the Red Cross University/College Group is large and if there is interest, then it is a valuable position to fulfill. The position of the Archivist is suited to all people; however, those with a keen artistic sense will particularly enjoy it. The responsibilities of this position are:

• Keeping a record of all Red Cross University/College Group activities. • Gathering information about all of the activities related to the Red Cross University/College

Group and compiling them in a book (archives). • Gathering a copy of the each agenda and the related minutes for the archive. • Ensuring that pictures are taken and added to the book when possible and/or necessary. • The archive should contain a follow-up form relating to all the activities. • Passing on recommendations and best practices to future executive members.

VII.VI Committee Leader(s)/Project Committee(s) This position(s) is created based upon need. If a committee is created for fundraising or to coordinate the Red Cross University/College Group for a specific project, then a Committee Leader would be elected by the volunteer members. The responsibilities of a Committee Leader are:

• Recruiting committee volunteers from the group to complete project tasks. • Providing leadership to the committee and ensure successful completion of the project. • Preparing project plans and budgets in consultation with the Treasurer, Chair and Red Cross

Liaison. • Monitoring project(s) and ensure that goals and objectives are met. • Reporting regularly to Group Leaders, Red Cross Liaison(s) and keep them up-to-date on the

progress of the project(s). • Ensuring that the Archivist receives all information requested for the archive, including

documents and pictures. • Leading fundraising events (focus committee), should there be one.


VII.VII Red Cross Liaison(s) A Red Cross Liaison is someone who is an existing Red Cross staff or volunteer at the local branch, and who has a desire to make a difference with volunteer members of the Red Cross University/College Group. This person should be a positive role model for youth and be able to relate to youth in a non-discriminatory manner. Red Cross Liaison(s) provide support, guidance and mentoring to the Red Cross University/College Group. He/she must enjoy working with youth (students), have a flexible schedule and act in a manner consistent with the Fundamental Principles and practices of the International Red Cross/Red Crescent Movement. Time commitment varies depending on the Red Cross University/College Group activities. A clean criminal reference check is required, as well as personal and professional references. This position is a non-voting position.

All Red Cross University/College Groups are required to have at least one Red Cross Liaison, or to identify a staff liaison at their local branch until a Red Cross Liaison is named.

IX. Amendments Any member of the Red Cross University Group, be they executive or general, can suggest amendments to the Rules of Practice by circulating a written document outlining the suggested amendment and rationale, at least one week or more prior to a meeting. The suggested amendment will then be reviewed by all Red Cross University Group members to determine the merit and will be voted on at the meeting. If 2/3 of the Red Cross University/College Group agrees to amend the Rules of Practice, the amendment will be incorporated into the Rules of Practice. Amendments affecting the strategic plan, goals of the Red Cross, by-laws of the Red Cross or Red Cross Fundamental Principles could seriously affect the relationship between the Canadian Red Cross Society and the Red Cross University group, and therefore should be avoided. (Note that the Red Cross can withdraw the use of their name amongst other consequences enforced.) IX. Complaints Any grievances and or complaints, concerning volunteers or the Executive, the Rules of Practice will follow the conflict resolution policy outlined in the Red Cross Standards & Guidelines manual. (Date: November 5th, 2007)


Section III: RECRUITING MEMBERS for your RC University Group

A) ADVERTISEMENTS To advertise your club, you must first receive permission from your University’s Student Union to post flyers on campus. The president should create an email account for club communication, and include the address as the contact on the flyer. For example: [email protected] or [email protected] Next, create a flyer for your University Red Cross Group and include bullets that: -Introduce Canadian Red Cross programs and the Seven Fundamental Principles -Introduce the club’s objectives -Announce career matching and experience building opportunities for students by focusing on specific skills relating to club tasks -Announce the activity or event to be held at the first/next meeting. Print at least twenty copies of your flyer and present them to your Student’s Union for a stamp of approval. Post your flyers in visible locations using only bulletin boards that have been approved by your Student Union. You must obtain permission from Academic Department Heads in order to post your flyers in specific departments i.e. Department of Social Sciences. Do not cover other advertisements with your flyers. Make sure your flyers reach every building at your university. Consult the International and Youth Coordinator at your Branch for templates for flyers and pamphlets. B) RECRUITMENT BOOTHS/TABLES Recruitment tables are a great opportunity to recruit students from your university to your club in person. Contact your University Student Union to reserve a date/time for your table. Your Student Union will need to know how many tables and chairs you would like for your booth. Create posters with lots of visuals and program information about the Canadian Red Cross. Have ample flyers on hand such as the Canadian Red Cross University Groups Flyer, and keep copies of the most current First Aid schedule on hand (a lot of students will want to know about First Aid as it is a major requirement for courses in Health Sciences and Recreation and Leisure). Keep extra volunteer applications on hand to return to the International and Youth Coordinator at your local Canadian Red Cross Branch. Have a blank sign-up list visible on your table with extra pens and keep flyers on hand at your booth advertising your next meeting and next club events. Try to have at least 2-3 members of your club or invite a friend to help you man your booth. Many people are hesitant to be the first member to join a club. Having more than one person at the booth sends the message that your club is growing and well on its way to becoming a strong body of students.

mailto:[email protected]

mailto:[email protected]


You should always look for as many opportunities as possible to advertise for your club. Keep the following dates/activities in mind when signing up for a recruitment table:

-Your University Orientation Week. -Volunteer Fairs. -Events hosted by the International, Health Sciences and Social Sciences departments. -World First Aid Day: September 8th

-Violence and Abuse Prevention Month: October -Canadian Landmine Awareness Week: February -World Women’s Day: March 3rd

-March is Red Cross Month

C) MATCHING EDUCATION/VOLUNTEER & CAREER GOALS

In all of your advertisement and promotional efforts, you should illustrate skill matches between tasks that the members conduct as members of the Red Cross University Group, and additional education/volunteer and career goals. You can find some examples of education matches below: Law:

-Education in Promotion of Humanitarian Values & Law. -Learn about International Humanitarian Law, the Geneva Conventions, and their Additional Protocols. -Promoting Social Justice and Diversity.

Social Sciences/ Social Services: -Promoting Social Justice and Diversity -Practical Skills in research using International Red Cross & Red Crescent case studies and program planning for your Red Cross University Group.

Health Sciences: -Available training in First Aid and Disaster Management. -Develop an understanding of world issues and their impact on health.

Human Resources/ Public Relations:

-Available leadership opportunities in key club roles. -Public speaking, presentation and workshop delivery. -Opportunities to manage, direct, and mentor volunteers in your Group.

Other:

-Improve Time Management. -Develop Communication skills. -Practice Humanitarian Action.


PLANNING for your First Meeting Once your Red Cross University Group is registered, it is time to plan your first meeting. Many of our University Groups advertise for a first meeting during Orientation Week. Very often there is a clubs carnival where you can recruit RC Group members, just like any other club at the university. Otherwise, advertise by printing up and posting flyers, making announcements in classes, mass emails/facebook notes or just word of mouth. During the first meeting, you should try to give some information about the Red Cross as well as some possible activities for the RC Group. You should be working with your staff contact at your local branch to get materials, such as videos or flyers and information. If possible, they may even be able to attend the meeting. For some suggestions of activities see the potential activities section of the Handbook.

Sample Agenda for first meeting:

1. Introduction of Group Creators 2. Icebreakers (if it is a small enough group) 3. Introduction to the Canadian Red Cross

a. Introduction to the Red Cross Red Crescent Movement as a whole b. Introduction to the local Branch

4. What you can do with the University Red Cross Group a. Potential activities b. Potential training c. A chance to make a difference

5. How can they start? a. Available positions and tasks if there are any b. Next steps/meeting c. Your contact information

Once you collect a list of names, you can then forward them information about the next meeting or have them contact you. Some people may choose to be more involved than others. Ask them who wishes to be an active volunteer and who merely wants to be informed of events so that they can attend. Keep these lists separate. Remember to keep the meeting light and enjoyable but also addressing the important work of the Canadian Red Cross and the depth of its commitment to serving the most vulnerable. Encourage everyone to educate themselves as much as possible through websites such as www.icrc.org and www.redcross.ca/sites/english/rc101/

http://www.icrc.org

http://www.redcross.ca/sites/english/rc101/


Getting Organized for RED CROSS UNIVERSITY GROUP Activities using the Four Step Planning Model I : GOAL SETTING Start by setting realistic goals and plans for your group. Once you have determined your group membership, it is important to describe what your group hopes to accomplish during the coming year. It should take place soon after the group is formed and should involve all group members since each person’s time and energy will be needed in order to achieve these goals: Goals: Goals are broad statements describing the overall purpose of the group (e.g. to increase awareness at your university on a particular humanitarian issue. Objectives: Objectives are more specific statements of desired results, which identify the people, actions and conditions needed to achieve your goals. Here is an objective, which goes with the above goal: To give workshops to provide students with information about how racism harms II: PLANNING

1. After setting the goals and objectives of your event, decide what type of project your group will do: fundraising, education, or fun activities etc.

2. Have a large group brainstorming session to generate ideas for projects. Remember these

basic rules for brainstorming:

• List every idea – even weird or confusing ideas

• Write ideas down the way the person said it: don’t edit, don’t discuss, don’t judge

• It’s OK to repeat ideas.

3. Once you have several ideas, choose one that your group will focus on. You may want to have a vote decide or try to get everyone in the group to reach an agreement.

4. Plan the activity by identifying all the steps you need to take in order have the event:

• When will the activity take place? • What resources will you need? Ex. Money, people, tables, room bookings, etc. • Make up a budget – How much money will you need to start? How much will you make (if

your activity is a fundraiser)? • Use the Event Planning Sheet to outline what needs to be done during approximately 6

weeks leading up to the activity – include all details about who will do what and when. Decide on a promotional strategy – How will you advertise your event?


Sample: Completed Activity Planning Sheet

Task Actions By whom By when Status Find a speaker - Research speakers to find

who is available - Call the short list of speakers - Call speakers and ask for

their participation - Confirm participation

Priya Matt

Mar 2nd Mar 12th

III: IMPLEMENTATION Once you have planned out your project, go to work!

• Plan more meetings to check-in on your group progress. • Make sure that when the day of the activity arrives, everyone knows their role. • Remember to publicize, publicize, publicize!

IV: EVALUATION AND FOLLOW-UP It is very important to do an evaluation of your activity when it’s all over. You may want to have a group meeting to write up the Youth Group Event Report including things such as:

• Did the activity go as planned? Why or why not? What would you have changed?

• How much money was raised? (if you did a fundraiser)

• Would this activity be worthwhile to do again in the future? Don’t forget to thank all of the people who helped make the activity a success! TIP: Use the Yearly Planning Calendar to organize your events for the year.


Sample Yearly Planning Calendar RC Group:___________________ Year:___________________

August September October

November December January

February March April

May June July


Sample Activity Planning Sheet

Task Actions By whom By when Status


RC UNIVERSITY GROUP EVENT REPORT/SUMMARY

Documented By: ______________________________ Name of RC Group: ____________________________ Activity Name (Title, Idea): ___________________________________________________________ _________________________________________________________________________________ Objective(s) of the Activity: ___________________________________________________________ ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Who participated in the activity? (planning, presentation/activity, de-briefing) ____________________ __________________________________________________________________________________________________________________________________________________________________ How was the activity planned? (Briefly list the steps): ______________________________________ _________________________________________________________________________________ _________________________________________________________________________________ How was the activity implemented? (Describe how the activity finally looked; sequence of parts; who was doing what; the final set up; etc) ___________________________________________________ __________________________________________________________________________________________________________________________________________________________________ What suggestion(s) would you give another RC University Group who wanted to do the same activity? (Briefly list them) ___________________________________________________________________ __________________________________________________________________________________________________________________________________________________________________ Where was the activity held?__________________________________________________________ Who attended?_____________________________________________________________________ What was the time commitment? (Planning, preparation, activity, de-briefing) ____________________ __________________________________________________________________________________________________________________________________________________________________ Would the Group do this activity again? _________________________________________________ __________________________________________________________________________________________________________________________________________________________________


Keeping your RED CROSS UNIVERSITY GROUP Interested & Engaged

a) VOLUNTEER APPRECIATION & RECOGNITION

INFORMAL RECOGNITION IDEAS

• A welcome letter from the President or designate. • A package of tea saying, “Since you’ve joined our group, things are really brewing!” • Highlight a “volunteer of the month”. • Executive might institute a fun, “member of the month” award. • Special events, potluck suppers, Volunteer Week social activities. • Collage of candid photos of members displayed at events.

Upon completion of a special assignment

• Fill a wine glass with candy and attach a card with the message, “A Toast to a Job Well Done!” • A box of chocolate Ovations, “Take a bow, you deserve a standing Ovation!” • A glue stick with a note “Thanks for holding us together”. • Send a card for birthdays

When members leave

• Something meaningful to them as a reminder and an invitation to return. • Exit interview that affirms their contribution and seeks their advice. • Letter of reference highlighting accomplishments and contribution.

Appreciation evening or afternoon – invite guest speaker – staff to provide & serve the food/drinks, as a special thank you. Red Cross pins Cards of thanks for participating in a special event First aid training to executive when classes are not full. Offer more workshops Offer discounts for upcoming events, i.e. for every 10 film festival ticket sold, get 1 free.

B) MAINTAINING INTEREST In order to keep members interested in your University Red Cross Group and avoid dropout, it is important that you create a workplan for your group for the year and continue to remind members of upcoming activities and initiatives. Also welcome ideas from all group members for future meetings and events. Review your Sample Workplan and Yearly Planning Schedule in the Canadian Red Cross University Groups Kit. Also refer to your Sample Activities, Sample Agenda, and Icebreakers.


C) SCHEDULING CONFLICTS One of the most difficult challenges that any university club faces is scheduling conflicts. Unlike a high school schedule, the academic schedule of university students varies by student. You will find that as you get to know other students in your university, you all have classes scheduled Mondays to Fridays, any time from the very early hours to the very late. Many of you also have other volunteer and work commitments outside of your classes. As you get to know other students at your university, you will probably find that there is not one student who shares the exact same academic schedule as you, thus there is not one student who shares the exact same weekly schedule (including non-academic commitments) as you. Thus, when scheduling an event or meeting for your club, there will ALWAYS be some members who cannot make that event or meeting. Do not allow yourself, or those members who cannot make it to an event be discouraged by this conflict. This is a barrier that is out of anyone’s control. Here are a few solutions to this problem: 1) Try to schedule two of the same meeting/event per weekly/monthly interval at different dates and

times. Make sure that at least one executive is present at each and that you are both on the same page with how to direct the club during the meeting/event so that all members are up to speed on the direction of the club.

2) Welcome opportunities for indirect participation when a group member cannot make a meeting or

event. If one of the topics of your next meeting is planning a booth for a volunteer fair, welcome any students who can’t make the meeting to create flyers for the fair and poster boards for the booth, then hand over to you at a date and time that you can each or all arrange to meet.

3) If members of your club express that they are taking on more than they can handle, organize a few

time management workshops for your club.

D) ELECTIONS (see roles of a RCUG).


Relations between the RED CROSS UNIVERSITY GROUP and the Red Cross Branch Office University Group members and executives should have a good working relationship with their local branch and expect practical support and guidance to increase their on-campus presence. Members must attend an inaugural meeting to familiarize themselves with the principles and activities of the Red Cross, provided by a Red Cross staff or volunteer - usually at the first members meeting. Executive members, as Red Cross volunteers, can take advantage of the many volunteer opportunities at the branch - both in support and leadership roles. Club members are also encouraged to become Red Cross volunteers. To facilitate effective communication between members and the branch, a University Red Cross club website/forum can be created – where club members can log on for information about Canadian Red Cross; club activities; members, comments/suggestions, etc., (i.e. Purple Circles at the University of Western Ontario, or more common social networking sites). Suggested tips for liaising with the Red Cross Office or university group

• One member of the club must be in constant contact with their Canadian Red Cross staff partner (Community Services Coordinator, International and Youth) and an adult advisor from their local branch/region

• Keep their Canadian Red Cross contact informed of events etc

• Staff partners and adult advisors are encouraged to regularly inform RC University Groups in

their area about volunteer opportunities, trainings, international internships etc.


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SECTION IV: ADDITIONAL RESOURCES Communicating Effectively Having good communication skills allows you to communicate your message in the best possible way. It also ensures that all ideas are heard and that everyone feels like a contributing member, fostering a feeling of community within the group. Tips on how to communicate: o try to put yourself in the other person’s shoes o concentrate and be patient, do not interrupt and don’t judge o give praise when it’s due o talk about your feelings instead of accusing others E.g. instead of “you make me feel awful when

you do that” say “I feel awful when I am yelled at” Think about how these factors affect your communication style:

Think about how you communicate. Be aware of: o Tone of voice (angry, sad, happy) o Volume of voice (soft, loud) o Body language including facial expression o Listening skills (hearing is not the same as listening) o Pace of speech (fast, slow) o Biases, stereotypes, preconceptions/judgments o Speaking style (do you use slang, academic language, simple language, etc?) o Privilege and/or marginality o Life experiences o Cultural background Source: Adapted from Fire It UP: A Toolkit for Youth Action, Youth Action Network, 2002. Dealing with Difficult People

1. Clarify the problem. 2. Define common areas of agreement. 3. Define common goals. 4. Focus on issues, not personalities. 5. Use simple wording, avoid words that are verbose. 6. Put facts in writing. 7. Rehearse positive interaction. 8. Keep interactions positive, recall positive results. 9. Clarify your own goals. Discern between what you want and what you need. 10. Dispense with old attitudes that inhibit positive interactions. 11. Ensure that verbal and body languages are consistent. 12. Avoid “small battles”. 13. Speak in private if a difficult issue must be addressed. 14. Avoid circular arguments. Make good use of your time. 15. Following up in writing, if necessary. 16. Avoid taking arguments personally. 17. Avoid discussing your dealings with many people. The walls have ears! 18. Set a limit on what you will put up with…and stick to it!

There are no “winners” or “losers”: the goal is to create a tolerable working relationship, not to resolve personality defects so treat everyone equally, professionally and positively.

Source: Adapted from The Art of Active Listening, Canadian Red Cross.


Active Listening Active listening is a way of listening and responding to another person that improves mutual understanding. Most of the time when we think we are listening, we are formulating a response to what we think has been said. This can often cause conflict. Some ways to actively listen are:

1. Perception Checks: when a listener paraphrases what another person has said to him in an attempt to clarify a particular point. e.g. “Here’s what I hear you saying.” “Let me clarify for a moment. Did I hear you right?”

2. Seeking Clarification: when a listener requests that the speaker speaking to him, elaborate a

little more fully on a particular point. e.g. “Can you tell me a little bit more about…? “Can you elaborate on…?

3. Behaviour Descriptions: when a listener makes a point of commenting on non-verbal actions

made by a person speaking to him. e.g. “When you said that, you closed your eyes. Was there a reason for this action?”

4. Mirroring: when a listener feeds back feelings underlying what another person has said to him.

The listener can often detect this feeling from the tone of voice of the speaker. e.g. “You seem pretty frustrated.”

5. Paraphrasing: when a listener feeds back content in his/her own words to another person

speaking to him/her to indicate that he has heard the speaker. e.g. “You are fed up that everyone is picking on you.”

6. Summarizing: when a listener feeds back feelings or content to a speaker after a rather lengthy

discussion. (Much like paraphrasing or mirroring but on a longer term basis.) This type of feedback usually occurs after a person has spoken for a rather lengthy span of time i.e. at the end of a conversation. e.g. “Here’s what I’ve picked up from what you’ve said.”

7. Concreteness: when a listener asks a speaker to be a little more specific in regards to a

particular matter by making the situation a little more visible e.g. “Can you give me an example of what you mean?”

8. Risk Taking: when a listener makes a judgement or tends to evaluate a particular matter,

based on what a speaker has told him. e.g. “Here is what I think is happening…” It seems to me that the real problem isn’t such and such but rather…”

Attending Behaviour is the behaviour that a listener uses to indicate to a speaker that he/she is paying attention. Much of this behaviour is non-verbal. Some examples of attending behaviour are:

1. Eye contact, Posture, Gestures 2. Nodding of Head and Leaning Back in a Relaxed Manner 3. Minimal Verbal Encouragers (Comments) e.g. hmmmm, yes, go on 4. Physical Contact (depending on your relationship with the person) 5. Vocal Intonation 6. Dress and Physical Appearance

Source: Adapted from The Art of Active Listening, Canadian Red Cross.


Conflict Mediation

Conflict mediation is a means of finding a way to sort out a problem or conflict between two or more people or groups with the help of a person or group who can listen and suggest a compromise without being biased or judgmental. When?

• The problem is too hot to handle for the people involved • The argument has been going on too long and you need to make a decision

How?

• Let people know you aren't there to judge or to be a problem solver – you are there to help them work through their problems

• Keep the discussion confidential & make sure everyone knows that! • Make an agenda and time frame so that people know when they will be able to speak and

when they need to listen, and for how long • Set a few ground rules to help the process move along smoothly (e.g. no interrupting, no

name-calling etc.) • Make sure it is a safe space for people to express their views • Be an active listener • Don't take sides & be objective. Try to understand (not just hear) what each person is saying

and why. If the conflict is intercultural, that is, between two or more people or groups that was either caused by cultural differences, or is more difficult to resolve because of cultural differences, you can use a cross-cultural mediator, a person from a different cultural background from the people in the dispute and can listen and suggest a compromise without being biased or judgmental and appearing to be so. You can and should find out how different cultural backgrounds may have caused or contributed to the conflict. Ask each person to speak a bit about their background and how it affects the way they would deal with this conflict. Consensus Building Consensus refers to reaching a decision with everyone's agreement. It means that, even if people have different opinions or ideas on a topic, they can come to some sort of understanding and make a decision so that everyone feels a fair decision was made and everyone participates; there is no hierarchy. Here are some guidelines:

• One person suggests an idea or an action for the group, and checks for agreement • Do a 'circle check': go around the room and ask for everyone's opinion on the issue • If there's a disagreement or concern, it should be discussed in the group • Someone can then suggest a new revised decision for the group to take, and again check that

everyone is in agreement • Repeat the process if you still aren't in agreement • Do not assume you know everyone's identity, or that you need to highlight everyone's identity.

Instead be sensitive & let people speak for themselves Source: Adapted from Fire It Up: A Toolkit for Youth Action, Youth Action Network, 2002.


Facilitating Group Discussions During a session, you will at some point want to get the audience involved in some sort of discussion. Your sole is to facilitate the flow of comments from participants. Although it not necessary to speak after each person, periodically assisting participants with their contributions can be healthy. Here is a ten-point facilitation menu for leading discussions. 1. Paraphrase what a participant has said so that he or she feels understood and so that the other participants

can hear concise summary of what has been said.

So, what you’re saying is that you have to be very careful about asking applicant where they live because it might suggest some type of racial or ethnic affiliation.

2. Check your understanding of a participant’s statement or ask the participant to clarify

I’m not sure that I understood what you meant. Could you please run it by us again? 3. Compliment an interesting or insightful comment.

That’s a good point. I’m glad you brought it to our attention. 4. Elaborate on a participant’s contribution to the discussion with examples, or suggest a new way to view the

problem.

Your comments provide and interesting point from the employee’s perspective. It could also be useful to consider how a manager would view the same situation.

5. Energize a discussion by quickening the pace, using humour, or, if necessary, prodding the group for more

contributions.

Oh, we have lots of humble people in this group. Here’s a challenge for you. For the next 2 minutes, let’s see how many ways you can list to increase cooperation in your group.

6. Disagree (gently) with a participant’s comments to stimulate further discussion.

I can see where you are coming from, but I’m not sure what you are describing is always the case. Has anyone else had an experience that is different from Jim’s?

7. Mediate differences of opinion between participants and relieve any brewing tensions.

I think that Susan and Mary are not really disagreeing with each other but are just bringing out two different sides of this issue.

8. Pull together ideas, showing their relationship to each other.

As you can see from Dan’s and Jean’s comments, personal goal setting is very much a part of time management. You need to be able to establish goals for yourself on a daily basis in order to more effectively manage your time.

9. Change group process by altering the method for obtaining participation or having the group evaluate the

ideas presented.

Let’s break into smaller groups and see if you can come up with some typical customer objections to the products that were covered in the presentation this morning.

10. Summarize (and record, if desired) the major views of the group.

I have noted three major reasons that have come from our discussion as to why people don’t delegate: 1) lack of confidence, 2)fear of failure, 3)comfort in doing it themselves,

Source: Adapted from 101 Ways to Make Training Active, Mel Silverman


Ice Breakers These are a useful way to get participants to know each other and get them energized!

Instant Guessing

Each person finds a partner. The facilitator asks a question such as “Does your partner like sugar in their tea?” Both partners guess and give their answer to each other. They tell each other whether they were right or wrong. They can also tell each other why they thought what they did. Change partners and this process can be repeated with other questions, such as “What political party does your partner support? What music do they like?” This activity encourages participants to think about assumptions they make and why they make those assumptions.

Word Association

Everyone sits in a circle and one person selects a word to begin. The next person says a word that relates to the first word. The next person says a word that relates to the last word. In one round a word can’t be used twice. (i.e. - cars –tires -rubber-tree-bird-feather) Two Truths and a Lie

Time is allotted for each person to consider two outrageous events that have happened in his/her life (i.e. traveling to exotic places, attending special events, embarrassing moments, meeting celebrities, etc.) Then, each person considers one lie that sounds as outrageous as the true statements. Each person presents all three items to the group, and asks the group to identify the lie, or which item is false. As the group leader, ask the person to explain his/her true statements. Tips: this activity works best with lots of time to think about the three statements (i.e. ask the group to prepare the three items before the next meeting).

Toilet Paper Introduction Bring a role of toiler paper to the meeting. As the group leader, tell the group that the office/conference centre is out of toilet paper, and someone from the office was sent to get some more toilet paper, but you are unsure when he/she will arrive. To ensure that everyone has equal access to the toilet paper, pass one toilet paper roll around the group. Ask everyone to take as much toilet paper as they think they will need for the day/weekend. Some people will take a few sheets some people will take many sheets. When the roll has been passed to everyone in the group, tell them that it was a joke and there actually is enough toilet paper for the meeting. However, now everyone must tell one interesting fact about themselves for every sheet of toilet paper they have in their hands. Therefore, the group members who took more toilet paper sheets have to say more about themselves. Tips: this activity works best when the meeting is long (a day or weekend), and there is a dire need to have toilet paper for the rest of the day!

Pass the Egg

The objective of this activity is pretend to pass an inanimate object to the next person by being a mime. Generally, the group leader initiates the activity passing an invisible egg to his/her neighbour, who must carefully receive the egg, get rid of the egg, and pass a new object to the next person. It must be made clear to the other group members what you are passing along (i.e. pretend you are eating the egg, chewing a piece of gum, etc.) using actions and body language. The next person can do whatever they want with the object (i.e. they can swallow the fake piece of gum or throw it away) to get rid of it. Then the person must make up a new object, show it to the other group members, and pass it to the next person and a chain reaction occurs. This activity helps to get the creative juices flowing.


Fear in a Hat

Group members write personal fears anonymously on pieces of paper which are collected. Then each person randomly selects and reads someone else's fear to the group and explains how the person might feel. Fosters interpersonal empathy.

Have you Ever?

Active, fun group activity to explore and celebrate the rich diversity of people's past experiences. Works well with large groups.

Zoom

A group tries to create a unified story from a set of sequential pictures. The pictures are randomly ordered and handed out. Each person has a picture but cannot show it to others. Requires patience, communication, and trying to understand from another's point of view in order to recreate the story's sequence.

http://www.topten.org/content/tt.AU20.htm

Personal Bingo The host will need to do a little homework before the meeting to find out a few tidbits about each participant (favourite hobbies, books, vacation spots, number of children, favourite foods, etc). Prepare a bingo card (duplicate the card for all attendees to have the same one) with one tid-bit for each square, and instruct the participants to mingle with the group to identify the person for each square. As the information is uncovered, they ask the participant to sign their corresponding square. Keep moving among the guests until all squares are filled. Rules: only open-ended questions may be used. First person who fills card wins a prize. Famous people/cities As each participant arrives, tape a 3 x 5 index card on their back with the name of a famous person or city. They must circulate in the room and ask questions that can ONLY be answered with a YES or NO to identify clues that will help them find out the name of the person or city on their index card. EXAMPLES: Paris, Madonna, Santa Claus, John Wayne, Casablanca. Birthday Partner Have participants mingle in the group and identify the person whose birthdate (not year - just month and date) is closest to their own. Find out two things they have in common. http://www.residentassistant.com/games/icebreakers.htm Autograph Sheet Participants are given a sheet with various traits on it. The objective is to find a person in the group who fits one of the descriptions and get that person’s autograph next to the trait. When making up the list, be creative, but include traits pertinent to the group. Each person may sign each sheet only once.

http://www.topten.org/content/tt.AU20.htm

http://www.residentassistant.com/games/icebreakers.htm


Make a Date Give each participant a paper plate. Have them draw the face of a clock on their plate with a line next to each number (no digitals!). Then have participants walk around a find a “date” for each hour, writing their name by the hour. The catch is, no one can make a “date” with more than one person per hour. After everyone has made their dates, speed up time and allow 1-3 minutes for each hour. The facilitator then asks a question for discussion on each date. The pairs will have a chance to get to know one another. Superlatives Participants are asked to study the composition of the group quietly and to decide on a superlative adjective that describes themselves in reference to the others (youngest, tallest, most uptight, etc.). They then tell their adjectives, explain, and, if possible, test their accuracy. Uncle Joe’s Suitcase The group forms a circle. The first person states their name and the reason they picked this college, group, etc. You continue going around the group, repeating the names of the people preceding their name and why they chose to come to <institution>. You also can substitute the “why you came here” with other things. Another version of the game is to begin with, “I packed Uncle Fred’s suitcase with........” and continue around like that. The real trick is the last person in the group who has to name all the people and why they came, what they like, etc. ACTIVITY – HABITS This is a warm-up that stresses how our habits interfere with our listening. To introduce this activity, give each participant the HABIT HANDOUT. Do not try to explain the activity other than by giving the following instructions: In the First Box, put a dot on the i. (Do not answer any questions, just repeat the instructions) In Box 2, please write xerox in the spaces. (Try to stress zerox) In Box 3, PB, MB, BB. Papa Bull, Mama Bull, Baby Bull. Baby Bull gets hurt. Who does Baby Bull run to for help? Circle the answer. In Box 4, Drum, Rug, Egg, Truth. Three words are related in some way. Circle the word that is not related. Answers:

(1) Ask how many people put the dot above the i? How many put the dot somewhere on the i? It is appropriate to discuss how we are conditioned to put the dot above the i and not put a dot on the i.

(2) Next, ask the group how to spell xerox. Find out who spelled it with a Z because they heard zerox. Then ask if they wrote it above the lines or in the spaces. It should look like this: -X-E-R-O-X

(3) Now ask the group who Baby Bull ran to? Mama Bull or Papa Bull? The answer is Papa Bull – there are no “female” bulls. Habit even prevents us from discriminating.

(4) In the final box ask which word is not related? After they give you their answers you say, “You can beat your drum, you can beat an egg, you can beat a rug, but you can’t beat “truth”.

_ _ _ _ _ MB PB

BB

drum rug truth egg


Thinking Outside the Box What comes to mind?

1. 26 L in the A

2. 90 D in a R A

3. 40 D and N of R on N A

4. 1 W on a U

5. 99 R B

6. 18 H on a G C

7. O D C at which W F

8. 8 S on a S S

9. 24 H in a D

10. 29 D in F in a L Y

11. 1001 A K

12. 3 B M (S H T R)

13. 57 H V

14. 13 D in a B D

15. 60 S in a M


Thinking Outside the Box - Answers

16. 26 Letters in the Alphabet

17. 90 Degrees in a Right Angle

18. 40 Days of Rain on Noah’s Ark

19. 1 Wheel on a Unicycle

20. 99 Red Balloons

21. 18 Holes on a Golf Course

22. O Degrees at which Water Freezes

23. 8 Sides on a Stop Sign

24. 24 Hours in a Day

25. 29 Days in February in a Leap Year

26. 1001 Arabian Knights

27. 3 Blind Mice (See How They Run)

28. 57 Heinz Variety

29. 13 Donuts in a Bakers Dozen

30. 60 Seconds in a Minute


Appendix A – Scholarship Opportunities

It Pays to Be a Red Cross University Group Member

Scholarships

When applying for scholarships, most agencies providing financial aid for students reward active engagement in the community. Community involvement is often one of the leading criteria that students must meet to obtain scholarships. Make your involvement with your Red Cross University Group work for you by elaborating on your volunteer role with the group the next time that you apply for a scholarship. You can find scholarships rewarding students who are actively engaged in their communities on your University’s Student Awards webpage or by checking out similar scholarships at the following websites:

Association of Universities and Colleges of Canada

http://www.aucc.ca/scholarships/index_e.html

Excellence Awards from the Canada Millennium Scholarship Foundation

http://www.excellenceaward.ca

Financial Aid for Canadian Students

http://www.finaid.org/otheraid/canadian.phtml

Guide to Canadian Scholarships

http://pages.interlog.com/~cgs/prod04.htm

Millennium Bursary

https://osap.gov.on.ca/eng/eng_osap_main.html

Scholarships Canada

http://www.scholarshipscanada.com

Student Awards

www.studentawards.com

http://www.aucc.ca/scholarships/index_e.html

http://www.excellenceaward.ca

http://www.finaid.org/otheraid/canadian.phtml

http://pages.interlog.com/~cgs/prod04.htm

https://osap.gov.on.ca/eng/eng_osap_main.html

http://www.scholarshipscanada.com

http://www.studentawards.com


Appendix B – Red Cross University Groups in Ontario

§ University of Toronto, Downtown

§ University of Toronto, Mississauga Campus

§ York University

§ McMaster University

§ University of Western Ontario

§ Huron University College

§ Queens University

§ Brock University

§ Trent University

Membership: In total, approximately 699 youth were registered as members in university groups in 2006. Note: Contact information of all Red Cross University Group executive members will be attached as a separate document

University Group Handbook - Canadian Red Cross

Documents

Transcript of University Group Handbook - Canadian Red Cross