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Breaking down the role

Breaking down the role. How to define what you are actually looking for…. The Six Step Approach. Step 1 – Define the role that needs to be done Step 2 – Identify the skills and qualities needed Step 3 – Generate a list of who can do the role Step 4 – Target the best choice

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Breaking down the role

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  1. Breaking down the role How to define what you are actually looking for…

  2. The Six Step Approach • Step 1 – Define the role that needs to be done • Step 2 – Identify the skills and qualities needed • Step 3 – Generate a list of who can do the role • Step 4 – Target the best choice • Step 5 – Ask someone to help you • Step 6 - Offer support and welcome them into Scouting

  3. Define the role that needs to be done • People are more likely to get involved and stay in Scouting, if they know exactly what it is that you want them to do. If you ask somebody to be a Group Scout Leader/District Commissioner/County Commissioner, what does that mean? What tasks will they have to carry out? • Take some time to work through the following questions to help you really define the vacancy that you are looking to fill.

  4. What do you want done?

  5. Where and when do you want the role done?

  6. With whom will the person be working?For whom will the person be responsible?To whom will the person be responsible?

  7. What help will the person get?

  8. What equipment and facilities are available?

  9. How much does it cost in terms of time and money?

  10. For how long do you want the person to do the role?

  11. Identify the skills and qualities needed • There are times when the need to fill a role leaves you feeling that help from anybody would do! However a person might be ideal for one role and completely unsuited to another. • The aim should be to find the right person for the role that you have identified. They will be more likely to enjoy their role, and achieve what it is you want them to do. You need to consider what the “ideal” person for this role would be like.

  12. Personal qualities • Everyone has individual characteristics and personalities, which reflect their upbringing and life experiences. All or some of the following personal qualities may be desirable depending on the role in question: • Positive attitude • Forward looking • Keen • Enthusiastic • A sense of humour • Initiative • Reliability • Tolerance • Honesty • A realistic approach • Works well with adults and young people

  13. Functional qualities • This area looks at an adult’s ability to do the tasks required. The following skills will be necessary for any role in Scouting: • Practical skills • Organisational skills • Team player • Leadership qualities • Empathy with appropriate age range • Maturity • Communication skills • Ability to learn new skills

  14. Personal Values • People holding roles that require adults to become Members are required to accept the values of Scouting, wear the uniform and make the Promise. • It is important to make this clear when promoting the vacancy, especially to those that are currently not involved in Scouting.

  15. Next steps… • Update the role description • Think about the various options available to help make the role more flexible – e.g. a team approach • Start planning how you will actively promote the role, both inside and outside of Scouting.

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