Classification: Marking
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Transcript Classification: Marking
Master of
Commissioner
Science
Instructors: George Crowl,
Introductions
Name
Commissioner job
Scouting experience
Overview (1)
MCS 301 — No-Lapse / No-Drop Commitment
MCS 302 — Unit Finance
MCS 303 — Commissioner Lifesaving I
MCS 304 — Commissioner Lifesaving II
MCS 306 — Counseling Skills
MCS 307 — Webelos-to-Scout Transition
MCS 308 — Venturing and the Commissioner
Overview (2)
MCS 401 — Just for ADCs
MCS 402 — Recruiting New Commissioners
MCS 403 — Orienting and Training Commissioners
MCS 404 — Advanced Roundtable Leadership
MCS 405 — Service in Low-Income Urban Areas
MCS 406 — Service in Remote Rural Areas
MCS 407 — How to Remove a Volunteer
MCS 408 — Commissioner’s Top 10 List
MCS 301
No-Lapse / No-Drop
Commitment
Instructor: George Crowl
Introduction
Discuss:
Why make a no-lapse / no-drop
commitment?
Why is continuity of unit tenure important?
What do you think constitutes a no-lapse /
no-drop commitment?
Why Units Lapse
and How to Prevent It (1)
Charter renewal process was started too late
(less than 90 days before charter expiration)
Commissioner left all the steps of charter
renewal up to the unit
Unit held up the renewal papers for a missing
signature
Commissioner failed to get involved (or get
others in the district involved) to help solve a
major unit problem until charter renewal time
Why Units Lapse
and How to Prevent It (2)
Commissioner assumed unit people would
turn in the renewal forms
District/council tried to use charter renewal
time to get the unit to do a lot of other things
than simply getting reregistered
Someone in the unit “sat on” the forms
Unit had not collected all registration fees
You name others
Why Units Drop
and How to Prevent It
List 6-8 of the gravest unit problems leading to
a dropped unit
Divide into small teams, one team / problem
Teams outline how to solve the problem
Teams report to the larger group
Unit Problem-Solving
Review the video segment
Discuss possible solutions
Review the video solution
Commitment
How can a commissioner staff develop a
strong no-lapse / no-drop commitment?
What are some of the motivational ideas to
make that succeed?
Questions?
Comments!
MCS 302
Unit
Finance
Instructor: George Crowl
Reviewing Resources
Scoutmaster Handbook
Cub Scout Leader Book
Venturing Leader Manual
Best Methods for District Volunteers Serving
Rural Communities and Best Methods for
District Volunteers Serving Low-Income Urban
Communities
Who Pays for Scouting?
Youth
Unit
Chartered organization
Local council
National Council
Unit Budget Plan
Purpose and objectives
Review sample budget plans for a pack, troop
and a crew
Discuss the commissioner’s role in helping
units establish a budget plan that meets
Scouting’s purposes (teaches thrift)
Covers unit expenses including Boys’ Life
magazine
Accident insurance
Unit Money-Earning Projects
Application form:
Why approval is necessary
Ten guides to money-earning projects
Wearing of uniform
Commercialism
Acceptable unit money-earning projects?
Local Council Finances
SME / FOS fact sheet
Need for unit SME / FOS
Methods of communicating SME / FOS story
to units
United Way / other support
National Council
Registration fees, other income sources
Supply Division profits
Local council benefits received from BSA
Units with Special $ Needs
“Best Methods”
Uniforms
Summer camp
Equipment
Registration fees
Questions?
Comments!
MCS 303
Commissioner
Lifesaving I
Instructor: George Crowl
What is
Commissioner Lifesaving?
Scouting paramedic
Urgent cases
Loss of adult leadership
No unit program
Conflict among leaders and/or institution
Dead units
Watch the Vital Signs
What are the good signs?
What are the bad signs?
What is life-threatening?
Go Into Action Fast
Don’t wait
Consult ADC or DC
Ask six basic questions
Be enthusiastic. Care.
Apply “first aid”
Apply “second aid”
Generate teamwork
Replacing a leader is delicate
Continue Normal Care
Don’t stop routine care
Use the crisis to resolve
other problems. You have
their attention!
Use Commissioner Helps
for Packs, Troops and Crews
Questions?
Comments!
MCS 304
Commissioner
Lifesaving II
Instructor: George Crowl
Typical Hurry Cases
Problem solving session
Resources
Commissioner Fieldbook
Helps for Packs, Troops and Crews
Unit Not Meeting
(“stopped breathing”)
Unit with No Leader
(“no heartbeat”)
Unit with No Committee
(“choking”)
Unit with No New Members
(“severe bleeding”)
Unit Conflict with the
Chartered Organization
(“poisoning”)
New Unit Leader
Lacks orientation or training (“blue baby”)
Unit with Weak Leadership
(comatose)
Questions?
Comments!
MCS 306
Counseling
Skills
Instructor: George Crowl
Introduction
Strengthening a unit = strengthening leadership
Any leader may benefit from counseling at a
given time
What is Counseling?
Listen / react to help others solve their own
problems
Help others arrive at the right answer
Counsel when:
Someone needs encouragement
Help solve a problem
Interpret facts
Resolve indecision or confusion
Elements of
Good Counseling (1)
Time, place, atmosphere
Listen
Understand
Really hear
No (or little) advice
Summarize
Provide data
Elements of
Good Counseling (2)
Encourage several solutions
Reflect feelings
Use positive body language
Know your own biases
Avoid making judgments
Avoid anger
Making Suggestions
Use a question
Often more accepted
Question should relate to what speaker is
saying
Questions?
What are some good questions?
Unit leader says he is not getting real help
from the unit committee
Cubmaster says that none of the men in the
pack will respect her leadership
Pastor bemoans the fact that the church board
doesn’t understand why the troop that meets
in the church does the things it does
A crew advisor says the crew officers don’t
take any initiative in running the crew
Role-Playing
Divide into teams of three
One counselee
One counselor
One observer / evaluator
Discuss a real problem (4 minutes)
Evaluate the counseling (2 minutes)
Switch roles
Questions?
Comments!
MCS 307
Webelos-to-Scout
Transition
Instructor: George Crowl
Introduction
Commissioner task — ensure every Webelos
Scout becomes a Boy Scout
Some need no help
Many need help and encouragement
Boys need to know they are wanted
Webelos-to-Scout Transition
Pack / Troop Relationship
Key — Webelos den and Scout troop
Start at beginning of fifth grade year.
Every den linked to a troop.
Webelos become familiar with boys and
leaders of the troop
Commissioners match those without links
Joint Activities
Den Chiefs, outdoor assistance
Joint campouts / activities
(relationships)
Get acquainted (familiar territory)
Commissioners facilitate
Early Spring Graduation
Recommended early spring
Blue and Gold?
Gets them ready for Scout
camp
May become Boy Scouts
when Arrow of Light Award
is earned
From Den to Patrol
Webelos den = new Scout patrol
Mutual support of boys makes smooth
transition
Webelos Tracking
Commissioners track each
5th-grade boy
Follow up with each boy until
enrolled in troop
Application turned in
Has troop meeting / activity information
Packs and troops coordinate charter renewal
where appropriate
Webelos Den Chief
Webelos Den Chief
Active Scout, Scoutmaster selected
Program assistant to Webelos Den Leader
Skilled in ceremonies, games, skills, etc.
His example may be the single most important
influence in boys joining the troop
Summary
Commissioner provides:
Program support to pack and troop
Help establish working relationships
Encourages joint activities
Promotes district / council
transition activities
Tracks boys
Questions?
Comments!
MCS 308
Venturing and
the Commissioner
Instructor: George Crowl
Commitment to
Venturing
Basic BSA program
Helps young adults
Overcome nagging self-doubts
Lose feelings of extreme isolation
Reach for independence
Resolve questions of moral values
Venturing works
Ideals
Youth plan own program
Receive recognition for their work
Support
Venturing Program
Insure youth run
Encourage balanced program
Facilitate communications
Help participation in council activities
Help renew charter on time
Take Advisor to Venturing Specific Training
Read Venturing Leader Manual
Commissioner Helps (1)
Commissioner Helps (2)
Commissioner Helps (3)
Commissioner Helps (4)
Questions?
Comments!
MCS 309
Good Commissioners
Need Both
Head and Heart
Instructor: George Crowl
Service — A Hallmark
for Commissioners
Hallmark — official stamp on gold or silver
articles attesting to their purity
Service is the hallmark of commissioners
which attests to the purity of Scouting
Service Ideas (1)
Unit service must be unit oriented
Be a good listener
Commissioner’s attitude drives the perception
of unit adults of unit service
Caring is a habit
Good unit service means exceeding leaders’
expectations
Commissioners take ownership of service
responsibility
Service Ideas (2)
Unit service is an interpersonal event. Many
people today strive for high-touch, not hi-tech.
Commissioners must be available to unit people
Service providers know and use their resources
Commissioners are problem solvers
Commissioners appreciate good humor
Commissioners provide feedback to the council
Ten Commandments
of Unit Service
A unit leader is the most
important person in Scouting
Unit leaders are not dependent
on us; we are dependent on them
Units are not interruptions of our
work; they are the purpose of it
Unit adults do us a favor when
they call
A unit Scouter is central to our
team—not an outsider
Unit leaders are not cold statistics;
they are human being with feelings
and emotions like our own
A unit leader is not someone to
argue or match wits with
Unit adults bring us their needs; it is
our job to help meet those needs.
Unit folk are deserving of the most
courteous treatment we can give
A unit is the lifeblood of this and
every other council
A Parable
Everything I Need to Know
I Learned from Noah
Don’t miss the boat
Don’t forget we’re all in the
same boat
Plan ahead. It wasn’t
raining when Noah built the
ark.
Stay fit. When you are 600
years old, someone might
ask you to do something
really big
Don’t listen to critics; just
get on with what has to be
done
Build your future on high
ground
Two heads are better than
one
Speed isn’t always an
advantage; the snails were
on board with the cheetahs
When you’re stressed, float
awhile
Remember that woodpeckers inside are a larger
threat than the storm
outside
Words of Wisdom
Questions?
Comments!
MCS 401
Just for
ADCs
Instructor: George Crowl
Introduction
ADCs carry the vision
District commissioners can’t directly
supervise all commissioners
ADCs are responsible for a share of units
Front-line supervisors
ADC Responsibilities
Assigned share of units (15 units = 1 ADC).
ADC supervises five unit commissioners
May be geographic
Recruit UCs
Coach / train UCs
Maintain regular contact with UCs
Serve units with no commissioner
Help UCs evaluate and improve
Good ADCs Have
Good People Skills
Recruit the right people
Clear instructions, specific ideas
Listen
Don’t play favorites
Coach UCs in real problem-solving situations
Treat everyone with dignity
Praise often
Don’t take over, help them be successful
ADC Work Sessions
Planned and evaluated during monthly district
commissioner meeting
ADCs are effective through personal coaching
Evaluation
How is commissioner work measured?
Units have effective unit leaders?
Boys involved in good program?
Active unit committees?
Chartered organization relationships?
Reregister on time?
Membership increase?
Happy to see me come?
Active in district events?
Quality Unit?
Commissioner
Self-Evaluation (1)
Commissioner
Self-Evaluation (2)
Open Forum
3 x 5 cards with questions
We will look for answers together
Questions?
Comments!
MCS 402
Recruiting New
Commissioners
Instructor: George Crowl
Fielding a Complete Team
Complete team = quality program,
membership growth
Avoid overloading, burnout
Three units = one unit commissioner (3:1)
Five UCs = one ADC (5:1)
Plus adequate Roundtable commissioners and
staff
Group Recruiting
Plan in advance
Leadership conference
Invite community members to meeting
Single company or organization
CEO invites employees / members
Highlights of District Operations
for the 21st Century: Part 2 —
Recruiting District Volunteers
Where do You Find Them?
Index card list (Excel list)
Name
Occupation
Hobbies
Children
Volunteer experience
Memberships
Interests
Right recruiter
Sources (1)
Friends, associates, business contacts
Chamber of commerce listings
Service clubs
Business, professional and service people
NESA members
Boy applications (parents w/Scouting service)
Former successful Scouters
Sources (2)
FOS / SME donors
Neighborhood association leaders
Past unit and district rosters
Current Scouters (don’t steal unit leaders!)
Overage Jaycee members
Managers — for employees of the right kind
Other sources?
Recruiting Tool
Highlights for Unit Commissioners . . .
An Overview
Quick read
Fast Start information
Recruiting Younger
Commissioners
Don’t rely on veteran Scouters.
Go to sources of younger adults
Younger people may be time-conscious
Be specific and focused
about what you ask them to do
Have them do unit service,
don’t diffuse their effort
Questions?
Comments!
MCS 403
Orienting and Training
Commissioners
Instructor: George Crowl
Introduction
Orientation video
Personal coaching / orientation
Commissioner basic training
Arrowhead Honor
Commissioner’s Key
Continuing education
48 hours
2 weeks
2 months
1 year
3 years
ea mo / yr
Three Approaches to
Training Commissioners
Group training
Most common, most effective
Fun, fellowship, spirit
Personal coaching
1:1 or small group
Self-study
Least desirable (only if group training or
personal coaching not available)
Reading, but include instructor contact
Orientation
View orientation video, The Unit Commissioner‘s
Orientation: Helping Units Succeed
ADC (or DC / DE) conduct orientation
Short, bite-size
Commissioner Fieldbook, pp. 4-9, then more
Orientation projects, page 8
Orientation Projects
Basic Training
Basic training within 60 days
SHAC schedules training every month
Visit a unit before training, then after
TRAINED strip
Commissioner Basic Training Manual
One-day course (SHAC)
Three evenings, intervening unit visits
Arrowhead Honor
Unique to commissioner staff
Competence. Completion of OJT.
Complete within a year of being recruited
Different requirements for:
Unit Commissioners
District Commissioner / ADC
Roundtable Commissioners
Roundtable staff
UC Projects
Scouter’s Key
Commissioner’s Key
Requires earning the Arrowhead Honor
Requires three years tenure (out of five)
Four Keys: UC, RTC, DC/ADC, Council
Scouter’s Training Award
Roundtable staff
Arrowhead Honor
Two years tenure
Unit Commissioner Key
Distinguished Commissioner
Complete training and Commissioner’s Key
Five years consecutive service
Recharter 90%+ of units served for last two years
Quality Unit Award for 50%+ of units served for last
two consecutive years
*RTC provide minimum 9 RTs for two years
Awards: plaque and bolo tie
Bronze - Unit Commissioner
Gold - District Commissioner / ADC / Roundtable
Silver - Council level
Continuing Education
for Commissioners
Monthly
At each commissioner meeting
5-15 minutes long
Topical (annual commissioner service plan)
List in Commissioner Admin of Unit Service
Annually
College of Commissioner Science
Outlines available for many different classes
Classroom Techniques (1)
Posted session objectives
Well-chosen humor
Role playing
Case studies and other problem-solving
Audiovisuals (photos, videotapes, slides, audio
cassettes, overheads) that make the point
Skits and ice breakers
Games and simulations
Classroom Techniques (2)
Trainees list questions and concerns
Handouts (only at beginning or end)
Trainees develop personal action plans
Small-group discussion
Flip charts (prepared, or only sketched)
Review resource material
Charts, scrolls, posters, models, and samples
Show and do: demonstration and practice
Classroom Techniques (3)
Panel discussion
Props and attention-getters
Brainstorming
Trainee presentations
Contests
Relate to life and environment
Chalkboard, flannel board, exhibit, BB
Quiz followed by discussion
Experiments
Ten Keys to a Good
Presentation (1)
Be prepared
Handle questions properly
Don’t apologize for yourself
Be familiar with your topic
Use audiovisuals professionally
Ten Keys to a Good
Presentation (2)
Stick to the schedule
Involve the participants
Establish personal rapport
Don’t appear disorganized
Start off quickly to establish an image
Summary
Orientation video
Personal coaching / orientation
Commissioner basic training
Arrowhead Honor
Commissioner’s Key
Continuing education
48 hours
2 weeks
2 months
1 year
3 years
ea mo / yr
Questions?
Comments!
MCS 404
Advanced
Roundtable
Leadership
Instructor: George Crowl
Steps in
Successful Recruiting
Determine what volunteer positions are
needed
Determine the best prospects for the job
Research the prospect at the top of your list
Make an appointment
Make the sale
Ask for a commitment
Have a fall-back position in mind
Follow up
Video
Highlights of District Operations
for the 21st Century: Part 2 —
Recruiting District Volunteers
Sources of Prospects
Current Scouters
Former Scouters
Former Scouts
Regulars at roundtable
OA members
Pow Wow leaders
Day camp staff
Staff recommendations
DE recommendations
DC recommendations
Merit badge counselors
Former Wood Badge
staff
Roundtable Evaluation
First step to next roundtable
Do right things again
Fix the wrong things
Evaluations
Mostly staff
Sometimes participants
Immediately after roundtable
Knowledge is sharpest then
Evaluation Considerations
You ask because you want to know!
Don’t rationalize
Use answers to make changes
Listen, give them what they want
Was content complete, but brief?
How well was it executed?
How were the people relationships?
Were participants thoroughly involved?
Part of program inspirational?
Everyone have fun?
Roundtable Finance
Large budget not needed
Possible expenses
Donated materials
Free meeting place
Refreshment kitty
Council budget?
Districts do not have accounts
Fine Points
Be prepared — have a backup
Enough material
Be flexible
Attendance is unpredictable
Start and end on time
All the players have an agenda
District executive gets an agenda copy
Support Your Staff (1)
Supportive climate motivates people
Call to see if you can help
Show confidence in individuals and the whole
Tell them you know they will do their best
Make assignments to fit capabilities
Realize how much participants depend on them
Two most important words: Thank you
Support Your Staff (2)
Five most important words: You did a good job
Open communication is important
Know their likes and dislikes
They must be able to say “I like that” or “I don’t
like that”
Must know what is expected of them
Set the example
Case Studies (1)
A Scouter volunteered to bake a decorative
cake for a special-event roundtable. The
following week, this Scouter presents you with
a $30 bill for the cake. Who pays the bill?
Case Studies (2)
You just received a call from one of your
roundtable staff members who told you that
the building you normally use will be
undergoing renovation for the next three
months and cannot be used. Your next
roundtable is two weeks away. What now?
Case Studies (3)
A guest speaker just used 20 minutes beyond
his scheduled 10 minutes on the roundtable
plan. It is now only 20 minutes before the
scheduled closing ceremony. Yet, you still
have 40 to 50 minutes of material to present.
You need a plan—quick!
Case Studies (4)
You and your roundtable staff have been
preparing a 30- to 35-page roundtable guide to
hand out each month. A local business has
been printing 60 to 70 copies a month, free.
Now, however, they will need to charge for the
service. What are your options?
Questions?
Comments!
MCS 405
Effective Unit Service
in Low-Income
Urban Communities
Instructor: George Crowl
Introduction
Definition: urban communities
Poverty a prevailing influence
Refinement & flexibility for volunteers
B-P said, ”Our aim is to give equal chances to
all and to give the most help to the least
fortunate.”
Success Stories
Share “Bottom Line” success stories from
Best Methods
Benefits of Scouting
Another caring adult
Improve adults’ abilities
Can help unite divided neighborhoods
Self-worth for adults, self-esteem for kids
Program develops good citizenship
Uniform and program put child equal to youth
everywhere
Expands urban child’s horizons
Recruiting Adults (1)
Traditional approach
1. DE meets IH, IH appoints task force
2. Task force develops prospect list
3. Appointment with top prospect
4. Team calls on prospect
5. Application approved, leader welcomed
6. New leader trained
Recruiting Adults (2)
Other methods are needed too
Identify neighborhood opinion leaders
Go door-to-door
Visit classrooms w / invitations
Get acquainted with Scouting night
Get kids to select and recruit a leader
Opinion leader host a gathering
Recruiting Adults (3)
More
Urban emphasis luncheon
Mini Scouting-in-action show
Use old unit rosters
Recruit former inner-city
residents
Use chartered organization
employees
Meeting of unit parents
What other ideas do you have?
Video
Recruiting Urban Adult Leaders, AV-07V012
More Ideas
“Recruiting attitude”
Be spontaneous
Provide confidence
Fit a lifestyle
Show what other new
people have done
Recruit in person
Communicate your
commitment
Learn about prospect
Be open and honest
Ask people to “help
out”
Be credible
Don’t stereotype
Start with simple tasks
Use insiders &
outsiders
You have to ask people
Work with IHs
Overcoming Unit $ Needs
Keep fees to minimum
Scouting need not cost a lot of money
Provide help quietly and confidentially
Avoid loss of deposits / reservations
Use inner-city assistance funds
Literature / program information
Camperships
Loaner equipment
Uniforms
Start with T-shirt and / or neckerchief
Uniform and equipment center
Goodwill / Salvation Army / Volunteers of
America / St. Vincent de Paul Society
Unit uniform exchange
Welfare departments
“Adopt a Unit” matching
funds
Summer / Day Camp
Camp savings cards
Saving canned food
Troop money earning projects
Council camperships
Council / district provided transportation
Equipment
Dues and money earning projects
Make camping gear (tin cans, blankets, etc.)
Loaner equipment center
Flags from veterans organizations / Elks
Cub craft materials from scraps
Council camping gear for summer camp
National Guard loaners
Outdated summer camp / Philmont equipment
Permanently dropped unit’s gear
Unit Money-Earning Projects
Car wash
Selling products
Baby-sitting
Bake sales
Lawn mowing
Distribute circulars
Odd-job service
Wash windows
Sell craft projects
Collect aluminum
Carry groceries
Dinners (spag / BBQ)
Flea market / yard sale
Paint numbers on curbs
Sell refreshments
Popcorn / Scout show
People Considerations (1)
Be flexible — situations differ
Be responsive — unit needs come first
Provide immediate help
Be informal — people first
Make yourself available
Listen to unit people
Have a can-do spirit
People Considerations (2)
Provide immediate recognition
Show’n’do training
Look at total unit situation—big picture
Don’t be “Super Scouter”
Be prepared to spend more time
Empathize
Communicate face-to-face if possible
People Considerations (3)
Don’t label / don’t blame
Don’t take sides
Avoid overtraining / “ideal” expectations
Be aware of Scouter’s life events
Respect cultures and lifestyles
Think of alternative approaches
Questions?
Comments!
MCS 406
Effective Unit Service
In Remote Rural Areas
Instructor: George Crowl
Introduction
Definition: rural areas
Characterized by poverty
Isolated from urban areas
B-P said, “what suits one particular troop or
one kind of boy, in one kind of place, will not
suit another within a mile of it, much less
those scattered over the world and existing
under totally different conditions.”
Success Stories
Share “Bottom Line” success stories from
Best Methods
Recruiting Adults (1)
Traditional approach
1. DE meets IH, IH appoints task force
2. Task force develops prospect list
3. Appointment with top prospect
4. Team calls on prospect
5. Application approved, leader welcomed
6. New leader trained
Recruiting Adults (2)
Other methods are needed too
Identify neighborhood opinion leaders
Go door-to-door
Visit classrooms w / invitations
Get acquainted with Scouting night
Get kids to select and recruit a leader
Opinion leader host a gathering
Recruiting Adults (3)
More
Rural emphasis luncheon
Mini Scouting-in-action show
Use old unit rosters
Talk to local postmaster
What other ideas do you have?
More Ideas
“Recruiting attitude”
Be spontaneous
Provide confidence
Fit a lifestyle
Show what other new
people have done
Recruit in person
Communicate your
commitment
Learn about prospect
Ask people to “help
out”
Be credible
Don’t stereotype
Start with simple tasks
immediately
Insure Lone Scout
friends are approved
You have to ask people
Work with IHs
Scouting in Rural America
People Considerations (1)
Be flexible — situations differ
Be responsive — unit needs come first
Provide immediate help
Be informal — people first
Make yourself available
Listen to unit people
Have a can-do spirit
People Considerations (2)
Provide immediate recognition
Show’n’do training
Look at total unit situation—big picture
Don’t be “Super Scouter”
Be prepared to spend more time
Empathize
Communicate face-to-face if possible
People Considerations (3)
Don’t label / don’t blame
Don’t take sides
Avoid overtraining / “ideal” expectations
Be aware of Scouter’s life events
Respect cultures and lifestyles
Think of alternative approaches
Rural Options
Den aides instead of den chiefs
Lone Cub Scouts / Boy Scouts
Wagon-wheel troops — weekly patrol
meetings, monthly troop meetings
School bus dens / patrols
Roundtable mailboxes
“Circuit rider” commissioners
Questions?
Comments!
MCS 407
How to Remove
a Volunteer
Instructor: George Crowl
Poor Performance
Bad chemistry — can’t get along
Bad politics — not a team player
Bad job — doesn’t perform
Not for cause (theft, YPT, etc.)
What to Do First
Train or coach them
Find a job better suited to their talents
If overloaded, reduce their workload
Get your facts straight; don’t act on hearsay
Talk about it. People often know, but don’t
know how to ask for help.
If All Else Fails
Sometimes, it’s gotta be done
Don’t let it fester
We don’t “fire” volunteers,
we replace them
Who Has the Authority?
Authority to appoint is authority to remove
DC may replace ADC / UC
Chartered organization head may replace unit
adults
Commissioner helps IH, CR, CC understand
role and make the change
Now Act
Letter
or
Visit (preferred)
Appointment
Businesslike, pleasant. Making replacement.
Maintain their dignity
Possible reactions
Insure next higher authority is behind you
Do what is best for youth. BSA has a right to
choose its leaders.
Learn for the Future
Understand the assignment before recruiting
Select the right person
Try out new people a bit at a time
Train and coach
Agree on what is a job well done
Questions?
Comments!
MCS 408
The Commissioner’s
Top 10 List
Instructor: George Crowl
Introduction
Review our priorities
Summarize key factors in good commissioner
service
Most points are covered in depth in other
sessions
#10
The only reason for having commissioners is
to help units succeed
Brainstorm ways to help a unit
Reference: CF, pp 15-23; CHPTC, all
#9
Know the standard: provide a ratio of one unit
commissioner for every three units. A good
staff also has one ADC for every five unit
commissioners
Our ratio: 4.2:1
Eight steps to recruit—CAUS, pp 13-14
Group recruiting—CAUS p 14
14 sources—CAUS p 16
#8
Be sure that every new commissioner
receives basic training within two months of
being recruited
Why within two months?
When are we offering it?
CBTM, pp 4-6
#7
Commissioners must continually adjust their
skills to provide a more valuable service to
units. For all commissioners, training is a
continuous process—at every meeting, every
month, every year
#6
A commissioner plays several roles, including
Friend of the unit
BSA representative
Unit doctor
Teacher
Coach / counselor
CF, p 11
#5
Exceptional commissioner service exceeds
unit leader expectations rather than barely
meeting their expectations
CF, pp 24-25
#4
Commissioner-professional relationships
should involve the finest fraternal qualities.
They both share the wreath of service.
Mutual trust, respect
Interdependence
Work has to be done by volunteers
Experience of full-time professionals
Seek each others’ help
#3
“Commissioner lifesaving” is providing
prompt, intensive, and often persistent care
when major problems occur. A good
commissioner is prepared to respond quickly
when a unit has a unit life-threatening
situation.
CF, pp 27-30
#2
Commissioners have many tasks, but the
three most important are
Coaching unit adults to enrich unit program
Being an enabler for unit problem solving
Ensuring the on-time renewal of the unit
charter
#1 !
The #1 way to guarantee good commissioner
service: Although a commissioner needs unit
program information, his or her success
depends largely on good people skills to
effectively serve unit adults.
CF, p. 24
Summary
10. Help units succeed
9. 3:1 UC, 5:1 ADC
8. Basic training within
two months
7. Training is a
continuous process
6. Play several roles
5. Exceed unit leader
expectations
4. Commissioners and
professionals share
wreath of service
3. Commissioner
lifesaving
2. Coaching, enabling,
on-time renewal
1. Good people skills!
Questions?
Comments!
Graduation