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2013SouthwesternNationalServiceTrainingConference
DesigningAMembersServiceYear(FromRecruitmenttoExit)
7/19/2013 Page1of19
RETENTIONQUESTION:HowdoIleadmymembersandsitesforaperiodoftime,sotheyseethemselvesasagroupof
peopleworkingtogethertobuildsomethingmeaningfulandamazingthatisworthstayingaround
fordespitethechallengesthatnevergoaway?
CHALLENGE:
MembersandSitescannotbeexpectedtopledgeunfalteringallegiancetosomethingvagueand
remotefromtheirlives.Theywouldsoonergiveupthendedicatetheirtimetosomethingtheyperceiveaslessvaluablethathindersthemfromsomethingelsetheyperceivetobemorevaluable.
WHYMEMBERRETENTION?
HigherExpectations
Recruitment;
and
Retention
GetThingsDone FocusonOutputsandOutcomes Mustchoosetherightmembers,providetherighttrainingandsupport,andretainthose
membersthroughtheirrequiredterm.
PartnerSatisfaction Madeabigcommitment
Havecertainexpectations you,themembers,andthemselves.
Ifmembers
are
not
high
quality,
the
partners
will
not
be
satisfied
and
will
ultimately
not
performattheirhighestlevelalso.
WHYMEMBERSLEAVE
Didyouknow2of3membersstopvolunteeringbecauseofpoormanagement?******************************************************************
Membershavehighexpectations: Goodcustomerservice Meaningfulserviceactivities Wellorganizedexperience Goodplanningand management ensures member retention.
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.
Dimension
What
it
is:
Key
Questions:
Vision
Pictureofwhatyouwouldliketo
seewhentheprojectiscomplete
Keepingtheendinmind
SoWhat?orWhy?question
1)Whatdowewanttoseewhenourwork
iscomplete?
2)Doallmystakeholders,particularly
membersandsites,havethesame
picture?
3)AmIcommunicatingthepictureclearly
toothers?
Results
CompletionofthetaskAchievementofthegoal
Outputs,IntermediateOutcomes,
andEndOutcomes
AsksWhat?question
1)Aretheresultshighquality?Timely?
Desiredbyall?
2)Dotheresultsmatchtheneed?
3)Domembers,sites,andother
stakeholdersunderstandtheproblem
youaretryingtoaddress?
Process
Howtheworkgetsdone
Howtheworkisdesignedand
managed
Howtheworkismonitoredand
evaluated
AsksHow?question
1) Istheprocessclearandlogical?
Efficient?Appropriateforthetask?
2) Istheprocessdevelopedbyallrelevant
stakeholders?
Relationship
PartnershipsandChampionsyou
develop
Howpeopleexperienceeach
otherandrelatetothecommunity
Howpeoplefeelabouttheir
involvementandcontribution
AsksWho?question
1)Domembersandsitesfeelsupported?
Trusteach
other?
Feel
valued?
2)Aremembersandsitesrecognizedfor
theirleadershipstyles,skills,
background,andknowledge?
3)Domembersandsiteshaveaclearrole
thattheyperceivetobeessentialtothe
outcomes?
Results
Process
Relationships
DIMENSIONS
OFSUCCESS
Vision
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MaslowsHierarchyofNeeds
(Originalfivestagemodel)
ProposedanddevelopedbyAbrahamMaslowinhis1943paper"ATheoryofHumanMotivation"
Biological and Physiolog ical needs
basic life needs - air, food, drink, shelter, warmth, sleep, etc.
Safety needs
protection, security, order, law, limits, stability, etc
Esteem needs
achievement, status, responsibility, reputation
Belongingness and Love needs
family, affection, relationships, work group, etc
Self-actualization
personal growth and fulfillment
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STAGESOFGROUPDEVELOPMENT
STAGEFORMINGAsyourprogramyearbegins,eachofyourmembersandyourcorpsofmemberswillspendmostof
theirtime
in
LEARNINGMODE.
Muchofthistimeisspenttryingtodeterminetheirplaceintheprogram,understandingwhatthis
nationalservicethingisabout,andlearningwhatisexpectedofthem.Becausetheyareinlearning
mode,muchofwhatistoldtothemisoftennotheard.Thishaslittletodowiththeirabilitytoabsorb
informationortheirattentionlevel.Anxiety,mixedwithexcitementandtheamountofinformation
youarethrowingatthem,createsasituationthatcanoftenfeeloverwhelming.
Programstaffshouldlaythefoundationprovidetrainingandinformationthatwillhelpthemtoget
startedintheiryear,withanunderstandingthatmoretrainingisyettocome.Itisalsoforthisreason
thatyoushouldprovideotheropportunitiesthroughouttheyeartobringthembacktoimportant
requirements,pieces
of
information,
and
other
useful
tools,
knowledge,
and
skills
they
may
have
missed.
Ideally,membersstarttheiryearofserviceatthesametime.Thisstrategyisveryusefulinthisstage
asitcreatesanequalplayingfieldwhereallarelearningandformingtogether.If,however,youhave
aprogramorsituationwheremembersbegintheiryearofserviceatdifferenttimes,itisimportant
thatyoufindwaystoensurethefollowingideasareimplementedsotheindividualsservinginyour
programfeelapartofthegroupandclearlyunderstandtheirroleandrequirements.
Andforthoseprogramsthathavemembersservinginlocationsacrossmultiplesitesandrarelyor
neverhave
them
in
one
place,
it
is
important
to
find
ways
to
support
this
stage.
Otherwise,
those
whoserveinyourprogramwillfeeldisconnectedtothelargerprogramandtheothermembersand
arelesslikelytomaintainloyaltyandcommitmenttotheyearforwhichtheyhavesignedon.
IdeasVISIONHaveyouheardofthesayingbeginwiththeendinmind?
Settingthestageforwhatserviceandtheprogramareaboutcanhelpyourmembersidentifywith
something
that
is
larger
than
what
they
are
doing
on
a
daily
basis.
Itisimportantformembersservinginyourprogramtohaveanunderstandingofthelargernational
servicemovement,AmeriCorps,andyourprogram.Duringthistime,youshouldfindopportunitiesto
explainthehistory,dialogueaboutthepurpose,andhelpthemrealizetheyareapartofalarger
nationalservicefamilythatisrootedinserviceandmakingchangeincommunity.
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Asindividuals,membersalsoneedtounderstandwhytheycametothisserviceopportunity,what
motivatedthemtojoin,andwhattheywanttoseeforthemselvesasaresultoftheirtimeinthe
program.Andassupervisorsofmembers,itisimportantforyoutolearnthesedetailssoyoucan
appropriatelysupportthemandremindthemofthewhywhentimesarerough.
Examplesofactivitiesyoucandointhisareainclude: NationalServiceScavengerHunthaveyourmembersansweraseriesofquestionsby
researchingwhatisontheinternetandthingstheycanfindinyourprogramhandbook
WatchoneofmanyvideosonthehistoryofNationalServicecheckouttheNationalService
KnowledgeNetworkOnlineLendingLibraryforvideosyoucancheckoutat
www.nationalserviceresources.org
Doanactivitywithyourmembers,engagingtheminavisioningexercisethatallowsthemtopaint
apictureofwhattheywouldliketoseeinplacewhentheiryearisthroughastheythinkabout
themasanindividual,theircorpsofmemberstheyservewith,theclientsand/orcommunities
theyserve,andtheprogramasawhole.Thensharewiththemyourvisionoftheseareasandsee
whatissimilarandwhatisdifferent.
RESULTSForAmeriCorpsmembers,itisimportantthatyousetthetoneforwhattheprogramisabout.
MembersshouldwalkawaywithanunderstandingoftheFoundingPrinciplesofAmeriCorps
GettingThingsDone,StrengtheningCommunities,EncouragingResponsibility,andExpanding
Opportunity.Andwithintheseareas,membersshouldhaveaclearpictureofwhatyou,asaprogram,
andtheywanttoseeastheserviceyearprogresses.
Itisalsoimportanttoshareperformancemeasurementsthatareoutlinedinyourgrant,whichhelps
members
to
see
what
they
should
be
working
towards
and
ultimately
what
success
looks
like
for
your
program.
RELATIONSHIPSThesuccessofyourmembers willinlargepartdependontheirabilitytoreachouttoothersandrely
ononeanotherforsupport,guidance,friendship,andideas.Inthisstage,itisimportanttospendas
muchtimeaspossibleupfronthelpingyourmembersgettoknowoneanotheranddeveloping
relationshipsamongotheressentialstaffsuchasprogramstaff,supervisors,andanyother
stakeholdersthatplayaroleintheprogram.
Theenvironmentyousetinthebeginningsetsthetonefortherestoftheyear.Fromthevery
beginning,your
members
should
feel
welcomed
and
understand
they
are
apart
of
ateam
of
people
whoarecommittedtothesuccessofeachother,theprogram,andthecommunityserved.
Examplesofactivitiesyoucandointhisareainclude: Programandsitestaffoftenwearmanyhatsandassuchcannotalwaysprovidethelevelof
supervisionandsupportthatmembersmayneedorshouldget.Tohelpfillthevoid,placeyour
membersinteamsthatcanmeetthroughouttheyearandprovidesupporttooneanother.Inthe
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formingstage,youcanprovidetheseteamsopportunitiestogettoknowoneanother,develop
teamnames,createteamgroundrulesandagreements,andsettimesandplacestomeet.
Allowyourmemberstogettoknowoneanotherandbuildrelationshipsthroughicebreakers.For
icebreakerideas,gotohttp://wilderdom.com/games/Icebreakers.htmland
http://encorps.nationalserviceresources.org/warmup_activities_ice_breakers.php.
PROCESSThinkingproactively,programsshouldconsiderwaysthatmemberscanfeelwelcomedandatthe
sametimegetafoundationofinformationthatcanstarttheyyearoffinastrongway.
Communicatingimportantinformation,verballyandinwriting,priortotheiryearofserviceandwhen
theystarthelpstoensureyouarenotthrowingalotofnewinformationonthemallatonce.
Atthisstageinyourprogram,itisimportanttonotoverwhelmyourmembersasmuchaspossible.
Becausetheyaretakingsomuchinatonetimeandjustbeginningtolearnabouttheprogram,the
largermovement,andeachother,itmightbehelpfultoholdoffonspecificrules,regulation,
processes,and
systems.
This
should
happen
as
soon
as
possible,
but
at
atime
that
makes
sense
for
theirlearning.
Examplesofactivitiesyoucandointhisareainclude: Whatisimportanttothinkaboutforthisstageissettingsomeagreementsorgroundrulesthat
membersandprogramstaffagreetoadherebywhiletheyareservingandapartoftheprogram.
Asyoureviewprocesses,policies,procedures,etcinfollowingstages,theseagreementsshould
berevisitedtoensurecommonunderstandingofalltheyareaccountableforandimplicationsif
agreementsarenotkept.
Makeagametoteachmembersaboutdresscodes.Everydayhave2memberscometotraining
wearing
something
that
is
not
in
alignment
with
your
program
and/or
sites
dress
codes.
And
each
day,membershavetoguesswhataretherulesthathavebeenbrokenandwhyitisimportantto
notdothatintheiryear.Thefirstdaycanbetheleastobviousinfractionswitheachday
afterwardsgettingmoreandmoreobvious
Createawelcomepacketthatisprovidedtoallincomingmembers.Thispacketcanensure
membersfeelwelcomedtotheprogramandgettheneededinformationthatwillhelpthemto
prepareforthebeginningoftheiryear.Andforthosemembersthatarecomingfromothercities
orstates,youcanalsoincludeinformationthatwillhelpthemtransitiontoanewplace.In
addition,thispacketcanincludesomebasicinformationincludingrules,regulations,processes,
etcthatcanbegintheirlearninginthisareaandbesupportedatatimesoontofollowthat
includesinpersontrainingorcommunication.
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STAGENORMINGSoonafteryourprogramyearbegins,memberswillbereadytolearnmoreabouttheirrole,both
individuallyandasateam.Duringthisstage,membersareformingwellasagroup,establishingtheir
commitment,discoveringhowthingswillhappen,andlearningaboutexpectationsandhowthings
work.
IdeasVISIONThisstageprovidesanopportunityforyoutointroducethebeginningofconversationsandtrainings
yourprogramwillhavethroughouttheyeararoundtopicssuchascivicengagement,LifeAfter
AmeriCorps,leadership,andotherpersonalandprofessionaldevelopmenttrainings.Ifyousetan
expectationupfrontthatthisisayearofservicethatwillinvolveseriousdialogueandlearnings
aroundtopicsthatcanhelpmembersexploretheirownfuturesandrolesincivicandservicelife,
thenyoucreateaprogramthatsaysthatweareseriousaboutyou,thecommunity,service,andthe
largerpicture
of
engagement.
Thisisalsoatimewherememberscanbeexposedtothehistoryandbackgroundoftheprogram.
Programstaffshouldfindwaystosharewiththeirmembershowtheprogramstartedandwhatgoes
intomakingitasuccess.Opportunitiestoreadthegrantornarrativethatallowedtheprogramto
existorhavingstafftalktomembersabouttheprogramanditshistoryprovidearichopportunityfor
youtoemphasizetheseriousnessoftheprogram.
RESULTSInthebeginning,youhopefullyspenttimesharingwithyourmemberstheresultoroutcomesyou
intendfor
them
to
achieve
in
their
year.
It
is
at
this
point
that
you
can
provide
members
with
an
understandingofallthedocumentationtheyneedtokeep,logandturninsothattheirsuccessisin
writingandcapturedforfuturereporting,recognition,andcelebration.
Examplesofactivitiesyoucandointhisareainclude: ConductanEachOne,TeachOneActivitywhereeachpersonisgivenadifferentperformance
measurement,reportingtool,datacollectioninstrument,etc.Membershavetoreadthe
information,understanditsuseandpurposeandthenexplainittoothers.
PROCESSThisisagreattimetotakemembersthroughallthatisrequiredofthem,withaparticularemphasis
ontheprocessesthatareimportantforthemtoknowandabideby.Inaddition,youwillwantto
providethemwithmorepositionspecifictrainingthatprovidesthemwiththeknowledge,skills,and
abilitiestodotheirservice.
Ifyourmembersareservingacrossmultiplesites,rarelyorneverhavetheopportunitytobeinone
place,orarestartingatdifferenttimes,itisimportanttothinkabouthowyoucansupportyour
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membersinthisstagesothateachpersonisgettingthesameinformationinthesameway.Even
appearancesoffavoritismcanlaythefoundationforfutureconflictandchallenges.
Examplesofactivitiesyoucandointhisareainclude: Beyondthepositionspecificskillsyou,asaprogram,havetheexpertisetodeliver,theremaybe
variedtopicsthatwillhelpmembersdevelopskillsandknowledgethatarentdirectlyrelatedto
theirdaytodayservice,butprovidethemwithtoolsthatwillhelptonavigaterelationships,
addresschallengestheyencounter,anddevelopasleadersandprofessionals.Fortopicideas,go
to:http://encorps.nationalserviceresources.org/mt_topics.php
RELATIONSHIPSFinally,membersshouldhavecontinuedopportunitiestogettoknowoneanotheranddevelopasa
team.Programstaffmaywanttoconsiderprovidingteambuildingactivitiesandtrainingsthatcan
helpindividualsgettoknowoneanotherbetterandbuildagroupofpeoplethatwillsupportone
anotherthroughouttheyear.Thisisalsoagoodtimetoopenmemberseyestoconceptsthathelp
themworkmoreeffectivelytogetherrecognizingthatweallhavevalues,beliefs,andwaysof
workingand
seeing
that
affect
how
we
show
up
and
do
things.
Examplesofactivitiesyoucandointhisareainclude: Conductaleadershipstyletrainingwithyourmembers.LeadershipCompassisaneasytraining
activitythatindividualscaneasilyunderstandandrelatetotheirexperience.Foroneexampleof
howtodoaleadershipcompasstraining,goto
http://encorps.nationalserviceresources.org/resources/leadership/leadership_compass.php
STAGESTORMINGAt
some
point
in
the
year,
your
members
will
experience
dissatisfaction,
disappointment,
or
challenges/obstacles.
Atthispoint,conflictcanariseinbothoneononerelationshipsorwithinalargerteam(withprogram
staff,sites,orfellowmembers).Asyougettothispoint,theseexperiencespresentmany
opportunitiesforprogramstafftopresenttools,training,coaching,reflection,andleadership
opportunitiesthatcanhelpmembersnavigatethroughandmovetowardspeacefulresolution.
Itisimportantforprogramstounderstandthatifopportunitiesarenotsoughttohelpmembersget
throughthisstage,thenretentioncanbeaffected.Itisatthispointthatmembersmightask
themselveswhydidImakethiscommitment;amIreallysetoutforthiswork;canIreallymake
adifference;
am
Ivalued
or
do
Ireally
feel
passionate
about
this
program
to
name
afew
examples.
IdeasVISION
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Duringthisstage,youwillwanttorevisitthelargerpictureofwhatthisworkisabout.Providing
opportunitiesinthelargergrouptodialogueaboutthecomplexityofthisworkcanservetoremind
membersthatserviceisnotsimpleandrealcommunitychangerequireshardwork,dedication,
commitment,andateamofpeopletogetthingsdone.Youcanalsobringyourmembersbacktothe
originalreasonswhytheyjoinedsoyouandtheycanensurethatisnotforgotten.Thisisalsoagood
timetoprovideserviceopportunitiesoutsideoftheirdaytodaypositionwheretheycanparticipate
innationaldaysofserviceorotherlargerpicturetrainings/activities.
Examplesofactivitiesyoucandointhisareainclude: Holdaseriesofbrownbaglunchesondifferenttopicsorreadingsassociatedwiththeirposition
specificservice,civicengagement,leadership,etc.
ParticipatewithothernationalserviceprogramsinserviceprojectsthatfallonNationalDaysof
Service.
RESULTSRemindingyourmembersofsmallsuccessesisveryimportantatthisstage.Findwaystocelebrate
success,both
small
and
large,
which
remind
your
members
of
the
work
they
have
done
and
the
resultstheyaretryingtoachieve.
Examplesofactivitiesyoucandointhisareainclude: Holdmidyearmeetingswithyourteamsand/orindividualmemberstoprovidefeedbackand
successtodate
Holdceremonieswherememberscansharewhattheyhavedonetodateorsuccessfulideasthey
haveimplemented.
Makesureyousharewithyourmemberstheresultsofthedatatheyhavecollectedand
submittedtoyou.Ifyouareonlyaskingyourmembersfordataandresultsandnotproviding
them
with
the
reports
you
create
or
overall
data
you
collate,
this
is
a
missed
opportunity.
PROCESSAsservicebringsadiversityofindividualstothiswork,therearerichopportunitiesandnatural
conflictsthatcanserveasteachingmomentsforindividualsandgroups.Helpingyourmemberssee
thewaytheyapproachthingsincomparisontootherscanraiseawarenessthatmoststorming
issuescomefromdifferentwaysofseeingandunderstanding.
Supervisionplaysalargeroleinhelpingmembersnavigatesuccessfullythroughthestormingperiod.
Throughouttheyear,yourprogramshouldprovideboth11andgroupsupervision.Ifyourmembers
arespreadoutacrossmultiplesites,thismaybeachallenge.Yettheimportanceofthisdoesnotgo
away.
Trainingactivitiescanplayalargeroleinthisstagetohelpyourmembersgetthroughtheconflictor
challengestheyareencountering.Byintroducingtools,concepts,skills,andknowledge,youcanhelp
themunderstandthatconflictandchangeareinevitable,butgrowthissomethingtheyhaveto
initiatethemselves.
RELATIONSHIPS
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Theimportanceofbuildinganddevelopingrelationshipsdoesnotstopatthepreviousstages.
Thisisatimewhereyoumightwanttoencouragecorpsactivitiesthatallowforcrosssiteorcross
teamrelationshipbuilding.Themoreconnectionyourmembersfeelwithoneanother,theteam,the
sites,andthestaffthelesslikelytheyaretoleaveyourprogrambecauseofasenseofdutytheyfeel
tooneanother.
Examplesofactivitiesyoucandointhisareainclude: Formplanningteamsamongyourmemberstoplanserviceprojects,programorsiteevents,orto
focusonprogrammaticactivitiesorimprovements.
Encourageyourmemberstostartsocialactivitieslikebookclubs,kickballortagfootballteams,
etc.
Holdpotlucksmembersalwaysloveopportunitiesforfreeandgoodfood Allowsitestopresenttothelargerteamwhattheydo,effectivepractices,andthesuccessthey
arehavingSTAGEPERFORMING
Asthisstage,yourmembersareataplacewheretheyareperformingatafairlyhighlevel,both
individuallyandasateam.Theirserviceismovingalongsmoothlyandtheyareworkingtowardsthe
resultstheyarerequiredtoaccomplish.Andbecauseofthetoolsandopportunitiesyouhave
providedthem,theyarechallengingthemselvesandotherstonegotiate,workrespectfully,andget
thingsdone.
Itisatthispointwheremembersreallyfeelasenseofownershipoftheprogram,theirsite,andthe
peopleorcommunitytheyareserving.Assuch,theyseekfurtherleadershipopportunitiesandfind
themselvestaking
risks
that
they
might
not
have
done
before.
Thistooisastagewheremembersarehavingfun.Atthispoint,programstaffshouldcapitalizeon
thisandensuretherearemanyopportunitiesforfun,teamwork,recognition,andcelebration.
IdeasVISIONItisatthispointintheprogramyearthatyoucanprovideincreasedleadershipopportunitiesforyour
members.
Examplesofactivitiesyoucandointhisareainclude: Asprogramstaff,thinkaboutprojectsyouwanttotackleorideasyouhavethatcouldmakethe
programstronger.Getyourmembersinvolvedandhavethemformteamsthatcandevotetime
andenergytomakingtheideasandprojectsareality.
Usethistimetogetfeedback.Hold11,smallgrouporatadistancesessionswhereyoucanask
questions,learnaboutprogramareasofchallenge,andsolicitideasforimprovement.
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abaseoflongtermsupportersforyourprogram.Forsupportinthis,useAmeriCorpsAlumsasa
resource.
Thisstagealsoservesasanopportunityforprogramstafftopresentoptionsandtoolsfornextsteps.
Makesureyoupresentopportunitiesforyourmemberstolearnaboutsecondyearopportunities.
Servingasecondyearinthesameprogramorwithanotherservicestreamcanprovidememberswith
continuedopportunitiestogetthingsdoneandserveinincreasedleadershiproles.Ifyourmembers
wantorneedtomoveon,yourprogramshouldensureyouprovidethemwithtrainings,information,
andtoolstothinkaboutwhatisnextbothpersonallyandprofessionallyandhowtheywillcontinue
serviceandcivicengagementoncetheyleavetheprogram.
Finally,makesuretheyleaveunderstandingallthattheyhaveaccomplished,whattheyhavebeena
partof,andhowtosellthisexperiencetoothers.
Anddontforgettocelebrate,celebrate,celebrate!
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MEMBERMANAGEMENTCYCLE
PLANNINGessentialforthesuccessofanymemberprogramandinvolves: obtainingbuyin
designingandwritingmemberpositiondescriptions
creatingapplicationandselectionforms
developingapplicablepoliciesandprocedures
educating
others
in
the
organization
and
partners
about
involving
members
Whenyoutakecareoftheseplanningitems,asolidfoundationexiststosupportyourmemberprogram.
RECRUITMENTANDSELECTIONBecreative!Brainstormthewho,why,where,whenandhow.Whatwouldtheidealcorpslooklike?Whywouldtheybeinterestedinyourmemberopportunities?Whereandwhencan
youreachthesepeople?Whatmessagewillencouragepotentialmemberstoserveinyourprogram?
SUPPORT Orientation and Training give general information about yourorganization,national service,position
specificskills,andtheinformationaboutthememberposition,provideyearlongtrainingaroundposition
specific, leadership,diversity,citizenship,and lifeafterAmeriCorps. Orientationand traininghelpyour
members feelconfidentandprepared.Youalsodecrease thechancesofproblemsoccurringbyhelping
membersknow
what
is
to
be
expected.
Supervision and Evaluation You and thememberneed to know thatheor she is fulfilling their roleeffectively.Regularevaluationprovidesyouandthemembertimetoassesstheplacementandanyneeded
changesthatcouldimprovethememberssatisfactionorperformance.
Reflection and Recognition happens in an informalway every time a thank you is said. Formally,membersarethankedthroughcelebrationsandrecognitioneventsplannedintheirhonor.Itisimportant
thatthethankyou fitsthemember;youneedtoknowyourmembers,sothattheycanbethanked ina
waythatleavesthemfeelingtrulyrecognized.
Planning
Recruitmentand
Selection
OnBoarding
OrientationandTraining
Supervision
and
Evaluation
Reflectionand
Recognition
EndofYearWrapUp
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PRINCIPLES:PLANNINGStakeholdershadapartintheprogramandgrantdevelopmentandbuyintothevision,
mission,activities,andgoalsoftheprogram.
Clearvision
for
the
program
and
members
that
is
understood
by
all.
Memberprojectsareinalignmentwiththelegalapplicantandsitepartnersvision,mission,
andgoals.
Clearleaderwhoisseenashavingtheresponsibilityforsupportingandmanagingtheprogram.
Organizationbudgetsmoneyforprojectsthatutilizemembers.
TopmanagementdemonstratessupportofAmeriCorpsprogramintangibleways.
Organizationand
site
staff
are
knowledgeable
about
member
projects
and
roles
and
see
membersasassets.
Implementsstrategiestopromotepositivestaff/memberrelationships.
Developsallsystemsandtoolsthatwillsupportprogram,includingbutnotlimitedto:
application,timesheets,interviewforms,filechecklist,midandendoftermevaluation,
contract,handbook,criminalbackgroundprocess,welcomepacket,etc.
Offersalternativeformatsandlanguages,ifapplicable,ofallprogrammaterialsrepresentative
ofthecommunityinwhichtheyserve.
Programhasclear,firmpolicystatementsabouttheircommitmenttoinclusiveness,including
writtenstatementsfromprogramsleadership,whichareendorsedbythestakeholders.
Programidentifiesandremovespotentialbarrierstoactiveinvolvementofpeoplewith
disabilitiesandprovidesreasonableaccommodationsasnecessary.
Programregularlyassessesstrengthsandgaps/challengesofAmeriCorpsprogram,seeking
feedbackfrommembersonayearlybasisandusingfeedbacktomakeprogrammatic
improvements.
PRINCIPLES:RECRUITMENTWrittendescriptionofthequalitiesofan"idealcorps"basedoncommunityserved,identified
needs,programgoals,andprogramactivities.
Writtenlistofbenefitsmembersreceiveasapartofservingwithinorganization.
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Writtenmemberpositiondescriptionsdevelopedinconjunctionwithstakeholdersthatdetail
essentialandmarginalfunctions,time,workloadcommitment,supervisor,andsite.
Written,strategic,innovativeyearlongrecruitmentplan,developedwithstakeholders
includesvariousmethods(includingthenationalservicedatabase),timeline,numericgoals,and
staffresponsibilities.
Enlistschampionswhocansupportprogramwithrecruitment.
Conductstargetedrecruitmentandmarketingbasedupontypeofmemberdesired.
Hasstrongpublicity,publicrelations,andmarketingcampaignstobuildapositiveimageofthe
programwithinthecommunity(ies).
Programactivelyrecruitsindividualswithdisabilities.
Providesincentives
to
members
who
bring
in
applicants.
Getsfeedbackfrommembersonhowtheyheardabouttheprogramandhowtheythinkothers
canlearnabouttheprogram.
PRINCIPLES:SELECTIONProvidesopportunitiesforinterestedapplicantstolearnabouttheprogramandorganization
firsthand.
Organizationispreparedtoacceptongoingapplicationsandiswelcomingandresponsivetoall
prospectiveapplicants.
Selectsadiversepoolofmembersthatreflectthecommunitiesinwhichtheyserve.
MemberApplicationelicitsenoughinformationtodeterminewhethertheprospectivemember
isappropriatefororganization.
Selectionprocessthoroughlyassessesvolunteerbackground,skills,accomplishments,
motivation,goals,andcommitment.
Selectionprocessinvolvesadiversityofparticipantsthathaveastakeintheprogram.
Matchesmemberstoappropriatepositionsandsites,ensuringreasonableaccommodationsare
adheredto.
Getsfeedbackfrompartnersandotherstakeholdersoneffectivenessofselectionprocess.
PRINCIPLES:PLANNINGORIENTATIONANDTRAINING
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Writtenlistofskillsandknowledgemembersneedtodotheirservice.
Conductstrainingassessmentswithmembersandsitestodeterminetrainingneedsandwants.
Incorporatesdifferentmethodologiestotrainandsupportmembers,addressingthedifferent
generationsthat
serve
in
the
program
and
how
they
prefer
to
take
in
information.
Hasayearlongtraininganddevelopmentplan,developedinconjunctionwithprogram
stakeholders.
Buildspartnershipswithothernationalserviceprogramstoexpandtrainingopportunitiesand
resources.
Developsrelationshipswithalums,areaorganizationsandgroupsthatcanprovidefreeand/or
reducedtrainings.
Assessestraining
effectiveness
and
makes
modifications
as
needed.
PRINCIPLES:ORIENTATIONCarriesoutmemberpreserviceorientation,developedinconjunctionwithstakeholders,which
preparesmembersforthebeginningoftheirserviceandtocarryouttheirresponsibilities.
Buildsteamsamongmembers.
Ensuresmembersunderstandtheirpositiondescriptions,prohibitedactivities,and
responsibilities(includesforms,documentation,membercontract,etc.).
Providesmemberswithanunderstandingofthelargernationalservicemovementand
AmeriCorps.
Createsacommonunderstandingoftheprogramvision.
Exposesmemberstotheresultsexpectedi.e.performancemeasures.
Trainsparticipantstosupportsuccessfulentryandnavigationwithinorganizationsand
communities.
Providesmemberswithinformationonoverallorganization,sites,supervisors,and
communitiesserved
PRINCIPLES:TRAININGProvidesongoingopportunitiestotrainparticipantsthroughouttheyear.
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Regularlyprovidesopportunitiestogettoknowmembersandsitestorelationshipsandtrust
arestrengthenedovertime.
Offersmembersopportunitiestosupportoneanotheri.e.membersupportteams,informal
brownbaglunches,etc.
Regularlyseeksinputandfeedbackfrommembersonprogram,sites,etc.
PRINCIPLES:RECOGNITIONANDREFLECTIONCarriesoutawrittenplantoformallyinternallyandexternallyrecognizemembersfortheir
accomplishmentsandcommunityimpact.
Incorporatesstrategiesthatallowmemberstoexploretheimpactoftheirexperience,service
andthelargerroletheyplayinmakingadifferencebeyondtheAmeriCorpsyear.
Allowsfor
reflection
opportunities
to
celebrate
and
document
member
accomplishments
and
experiencesandtoexaminethelargerimpactoftheirservice.
Providesdocumentationtomembersthatdemonstratetheirimpactoncommunitiesserved.
Implementsinformalmeanstosaythankyouthroughouttheyear.
Recognizesmembersonspecialoccasionsi.e.birthdays,holidays,etc.
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The Final Action Plan: Taking it Home
3 2 1You have been exposed to tools, concepts, and resources in a fairly short period of time.Now is the time to think about how you want to continue your own development in this
topic by capturing your key learnings and committing to homework assignments for post-training work.
Thank you for your participation!Amy [email protected]
PRIORITIZE: List 3 program pieces you need to devote your time on improving first:
1)
2)
3)
CONNECT: List 2 resources (ideas or people) you will follow-up with when you get backto your office:
1)
2)
ACT: List the 1st step you are going to take when you get back to your place of work:
I will...