Elective 311 Commissioner Service Champions of the Units K EYS TO G REAT C OMMISSIONER S ERVICE Having enough commissioners Equip them for service Service focused.
Download ReportTranscript Elective 311 Commissioner Service Champions of the Units K EYS TO G REAT C OMMISSIONER S ERVICE Having enough commissioners Equip them for service Service focused.
Elective 311 Commissioner Service
Champions of the Units
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K EYS TO C OMMISSIONER G REAT S ERVICE
Having enough commissioners
Equip them for service
Service focused on Unit Retention
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C OMMISSIONERS
Have a long history
Preceded professional Scouting
Were chosen for personal qualities and skills
Considered the local authority for Scouting Were highly respected
That’s not always the case today!
And that makes it hard to recruit commissioners
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C HANGE H OW T HAT C AN W E N OTION ?
Stand tall as an example
Recruit highly respected people
Make commissioners identifiable
Make them visible
Recognize them in front of their constituents
Present them as an authority in Scouting
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W HERE TO F IND T HEM
Within units
Individuals with Scouting ties
Organizations or jobs that appeal to mentors
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D O Y OUR H OMEWORK !
Things to think about:
o
Why would they want to do this?
o
What will they get out of it?
o o o o o
What do they like best about Scouting? What do they want their legacy to be?
Why do you want this person to do this?
Are there any advantages to their job/life outside of Scouting?
Make a note of how long you want them to serve.
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H OW T O A SK
When you ask them to consider being a commissioner
Do it in person
Tell them why you chose them Focus on them--their skills, what they will get out of it, why they are right for the job, things you discovered in the homework phase Be honest about the requirements/time commitments of the job Promise to “go along” during the decision making phase
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E QUIP T HEM FOR S ERVICE
Good Commissioner/Unit Match
Skills of UC vs Needs of Unit
Knowledge of Program
Tenure of Unit
Proper Training
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E QUIP T HEM F OR S ERVICE
Good Commissioner/Unit Match = Unit Retention
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B UT . . .
Did you know that only 1 out of 3 units established make it to the third re-charter?
What can we do about that?
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R E THINK “N EW U NIT ”
Traditionally a new unit is characterized as:
Chartered
Not reached its first re-charter Additionally they can often be described as novice at the Scouting game A unit that has been dropped and restarted can also be described as “new”
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W HAT IF . . . .
We define the term “new unit” to mean any unit with less than 36 months tenure We assign specialized Unit Commissioners to those Unit (N-UC) We give those units extra attention
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G IVE N EW U NITS E XTRA A TTENTION
OK. . . But for how long? That’s not clear-- it’s different for each unit But if given extra attention for 2 re-charter cycles or up to 36 months, they’ll have a better chance of success So how do we accomplish this?
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T O B E S UCCESSFUL
District Committee, the District Executive and the Commissioner Staff work together to:
Establish units positioned to succeed
Nurture new units for 36 months
Support all units of the district Let’s consider the process from the beginning. . .
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B EST A PPROACH
“No Unit Before Its Time”
Use specialized “New-Unit” Unit Commissioners (N-UC)
New Unit Organizer and N-UC together
Enroll unit in current Quality program
Additional monitoring
District committee should develop a follow-up plan to support for 36 months
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N O U NIT B EFORE I TS T IME
Suggestion: hold initial charter until :
Adequate adult leadership (suggest 5)
Adequate youth (suggest two den/patrols of five each or a crew of ten)
Specialized New-Unit Commissioner involved
New Unit Process is complete
Consider timing of charter
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S PECIALIZED U NIT C N EW -U NIT OMMISSIONERS
Special training and reduced unit load 36-month commitment Visit more than once a month Meet monthly as an advisor with key Unit Leaders (Chartered Organization Representative, Unit Leader, Committee Chair) Use New-Unit Service Plan plus Annual Service Plan
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T RACKING N EW U NITS
To assist monitoring, the following ideas are currently under review:
UVTS could have a date of original charter field
On ScoutNet the “N” designation could last for 36 months
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O THER O PTIONS
Many councils use a color code to describe Unit Health
Current color code is:
Green for strong units Yellow for weak and unorganized units Red for dysfunctional unit
Why not add orange for new units
Use orange meaning “needs constant attention” Use orange regardless of strength for up to 36 months to focus attention on new units
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D ISTRICT F OLLOW -U P
New-Unit Status Report at each Key 3 District Committee members assist with New-Unit support District Committee participates in supplemental New-Unit Leader training (see next slide) District Committee creates recognition plan to celebrate New Unit success
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N EW -U NIT S UPPLEMENTAL L EADER T RAINING
Sessions should be topic-based Delivered primarily at District level Delivered by members of District Committee and Commissioner Staff Topics delivered individually (30 minute sections) Presented on a rotating basis with unit program cycle in mind Or all sections could be delivered at a District/Council training event
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R ECOGNITION C OULD I P LAN NCLUDE
Founder’s Bar given at charter filing W. D. Boyce New Unit Organizer Award given at first re-charter At 36 months recognize:
Unit leaders and members
New Unit Organizer and N-UC
District Key 3 District recognition for zero dropped units
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T HOUGHTS ?
Already doing something like this?
NCAC has been working this
Interested in trying?
Talk to your Key 3
Get back to us
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B UT IN THE END . . .
It’s not really about the units we have. . .
It’s about the youth they impact!
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I T ’ S ABOUT THIS ONE
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A ND THIS ONE . . .
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A ND ALL THE “ ONES ” IN OUR CARE .
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T HANK Y OU !