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Elective 311 Commissioner Service Champions of the Units

Elective 311 Commissioner Service Champions of the Units. Keys to Great Commissioner Service. Having enough commissioners Equip them for service Service focused on Unit Retention. Commissioners. Have a long history Preceded professional Scouting

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Elective 311 Commissioner Service Champions of the Units

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  1. Elective 311 Commissioner ServiceChampions of the Units

  2. Keys to Great Commissioner Service • Having enough commissioners • Equip them for service • Service focused on Unit Retention

  3. Commissioners • 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

  4. How Can We Change That Notion? • 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

  5. Where to Find Them • Within units • Individuals with Scouting ties • Organizations or jobs that appeal to mentors

  6. Do Your Homework! Things to think about: • Why would they want to do this? • What will they get out of it? • 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.

  7. How To Ask • 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

  8. Equip Them for Service • Good Commissioner/Unit Match • Skills of UC vs Needs of Unit • Knowledge of Program • Tenure of Unit • Proper Training

  9. Equip Them For Service Good Commissioner/Unit Match = Unit Retention

  10. But . . . • Did you know that only 1 out of 3 units established make it to the third re-charter? • What can we do about that?

  11. Re-think “New Unit” • 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”

  12. What 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

  13. Give New Units Extra Attention 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?

  14. To Be Successful • 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. . .

  15. Best Approach • “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

  16. No Unit BeforeIts Time • 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

  17. Specialized New-Unit Unit Commissioners • 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

  18. Tracking New Units • 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

  19. Other Options • 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

  20. District Follow-Up • 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

  21. New-Unit Leader Supplemental Training • 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

  22. Recognition Plan Could Include • 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

  23. Thoughts? • Already doing something like this? • NCAC has been working this • Interested in trying? • Talk to your Key 3 • Get back to us

  24. But in the end. . . It’s not really about the units we have. . . It’s about the youth they impact!

  25. It’s about this one

  26. And this one. . .

  27. And all the “ones” in our care.

  28. Thank You!

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