Public Relations

1. Public Relations Administration & Organization of PE & Sport

2. Public Relations • Planned effort to influence opinion through good character & socially responsible performance based on mutually satisfactory two-way communications. • Outside (public) • Inside (HR) • Elements: • Careful planning & proper conduct • Advocacy, lobbying, persuasion & education

3. Public Relations: The Many “Publics” • Who do you want to reach? • How will you reach them? • There are many “publics” • Race/ethnicity • Gender • Marital status • Economic/social status • Age • Disabilities • Religion • Education • Interests, Hobbies, Clubs, etc.

4. Public Relations: Public Opinion • Are there stereotypes? • What is holding them back from action? • Do research…again! • Surveys • Focus Groups • Polls • Go with the statistics and not just management’s whims. • How can we apply this to 5k/FR?

5. Public Relations: Program Planning (1) • Establish a sound PR policy based on the organization’s mission & strengths at the time. • Identify the target market. • Conduct an audit to determine what users & nonusers believe, want, need to know about your program. • Identify the services, programs, & products that are needed and will yield the greatest dividends • Decide what facts/ideas will best help targeted consumers better understand the benefits of your program.

6. Public Relations: Program Planning (2) • Decide what improvements will be needed to conduct or enhance programs. • Use effective planning techniques to generate mission statements, objectives, policies, goal setting, understanding, & appreciation. • Relate cost to opportunity for participants to achieve health. • Decide who is your PR person and identify their specific responsibilities. • Assess the PR process and rework if needed.

7. Public Relations: Networking/Media • Community events, meetings, local clubs, etc. • Press Release or ask media to attend your event • Well written, concise, informative, beneficial • Photos of people & action

8. Public Relations: Communications • Know the message • Know the program • Know the target audience • Tailor the message • Tailor the presentation • Practice • http://www.youtube.com/watch?v=aoMmbUmKN0E

9. Human Resources: Basics • The process of accomplishing organizational objectives by finding, acquiring, developing, and keeping the right people to form a qualified workforce. • Keep human resources policies in a detailed handbook of policies. • What should be in the handbook?

10. Human Resources: The Handbook • Vision & Mission Statement • Organizational Structure and Infrastructure • Employee Status Designation (professional, hourly, staff, seasonal) • Rules, Roles, & Assignments (work duties & obligations) • Rights & Responsibilities (personnel files, representatives) • Contract, Salary, & Terms of Agreement (temporary, probationary, salary, hiring, & termination) • Benefits Packages (hospitalization, retirement, life & health insurance) • Leaves of Absence (sick, personal, professional) • Grievance Definitions & Procedures (abuse, harassment) • Staff and In-Service Development Opportunities (legal, compliance, training, work life issues) • Assessment, Evaluation, Performance, & Approval Procedures & Timeframe • Promotion, Advancement, & Bonus Schedules • Physical & Health Status (physical ability, appearance) • Injury, Insurance, & Risk Management (disability, substance abuse)

11. Human Resources: Handbook Supplement • Orientation of Staff • Leader Training • Job Descriptions • Supervision • Teamwork Lessons/Group Dynamics • Merit Recognition • Mentoring

12. Human Resources: The Right People Bad Hires/Placements Good Hires/Placements • Lower productivity • Outplacinglow-performance employees • Attracting, hiring, & training • Mistakes made by new hires • Lost productivity, stress, and anxiety • Lost customers • Damage to your brand image • Creativity • Enthusiasm • Productivity • Positive atmosphere • Connections with Customers Consider professional athletes trading teams…

13. Human Resources: The Right Team • Why is teamwork more effective than individual work? • Provides increased motivation • Produce better solutions to problems • Members learn faster together • More new & innovative ideas & solutions when there is no critical evaluation

14. Human Resources: The Right Leader • Establish high, yet attainable standards and goals • Create a positive working environment of trust & teamwork • Place staff in jobs that match their interests, talents, and passion • Encourage, enable, & acknowledge staff contributions to the total enterprise • Provide staff with tools, resources, support, & motivation to perform a quality job • Avoid threats, punishments, & fear by the use of appropriate counseling to improve performance and behavior

15. Human Resources: The Right Leader (2) • Encourage staff to be full partners in policy and decision making, and program development & implementation • Be firm & fair in enforcing organizational policy and goals • Serve as a communicative link between management and employee • Appraise staff on objective, measurable performance criteria taking into account the situation (individual differences & task difficulty • Avoid playing favorites & seek to reward all. Make each feel like an integral part of the team. • Be approachable, friendly, sympathetic, and reliable, yet maintain a sense of dignity that comes with a supervisory position

16. Human Resources: Leadership Demands • Knowing Self: building deep insight into one's talent, limitations, values, and goals • Visioning: painting a compelling picture of the future that inspires others to action • Maximizing Values: enhancing the organization's core commitments and identity • Mentoring: investing in learning partnerships to strengthen the talent pipeline • Building a Constituency: mobilizing diverse groups across and beyond the organization • Challenging Experience: constantly raising the bar for performance expectations • Making Sense of Experience: helping others navigate complex environments