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Fairfax Court Appointed Special Advocates (CASA) November 2, 2012

Bringing in the Best Volunteer screening as a retention tool. Fairfax Court Appointed Special Advocates (CASA) November 2, 2012. Of the prospects who attend information sessions: 40% will submit an application

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Fairfax Court Appointed Special Advocates (CASA) November 2, 2012

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  1. Bringing in the Best Volunteer screening as a retention tool Fairfax Court Appointed Special Advocates (CASA) November 2, 2012

  2. Of the prospects who attend information sessions: • 40% will submit an application • 43% of applicants will be accepted for training • 35% will be sworn in as CASA volunteers Screening -- measures

  3. In FY10 • New volunteers never taking a case: 21% • New volunteers dropping cases: 4% On October 1, 2010: • Volunteers assigned to cases: 135 • Children waiting: 53 Before

  4. In FY12 • New volunteers never taking a case: 2% • New volunteers dropping cases: 2% On October 1, 2012: • Volunteers assigned to cases: 157 • Children waiting: 6 After

  5. Establish clear expectations • Identify the core competencies • Take a behavior-based approach to interviewing • Assess during training • Reiterate expectations Screening at Fairfax CASA

  6. Information Session (orientation) • Application • Telephone Interview • In Person Interview • Accept Into Training (or reject) The Application Process

  7. Work as a team • Base competencies on the job description • List all competencies required for the position • Prioritize the list • Pare down to 8 – 10 key competencies • Use the competencies throughout the screening process Identifying Competencies

  8. Time/schedule flexibility • Sense of commitment/responsibility • Perseverance • Objectivity • Appropriate boundaries Top Five Competencies

  9. Questions should measure key competencies • Behavior-based questions are questions that elicit specific examples of a skill • Past behavior is the best indicator of future behavior/performance • For example: • “Tell me about a specific time when…” • “Give me an example of a time in which…” Developing the Interview

  10. Tell me about a time you were frustrated. How did you handle it? (Interpersonal skills: 1 2 3) Measuring Competencies

  11. Be a skilled interviewer • Look for concrete examples, not hypotheticals • Ask follow up questions/probe as necessary • Watch body language • Remain objective • Score the interview based on competencies Conducting Behavior-based Interviews

  12. Scheduling difficulties • Inappropriate sharing/boundaries • Defensive about application/interview process • In a time of transition/major life events • Overly emotional Red flags

  13. Look for concrete examples, not hypotheticals • Ask follow up questions/probe as necessary • Remain objective • Watch body language • Score the interview based on competencies Conducting Behavior-based Interviews

  14. Program staff assess candidates as a group • Continue to assess during training • Meet with the Executive Director Reiterate commitment Final steps

  15. Elisa Kosarin Associate Director, Recruitment And Training ekosarin@casafairfax.org (703) 273-3526, x22 Fairfax CASA 4103 Chain Bridge Rd., Suite 200 Fairfax, VA 22030 http://www.fairfaxcasa.org Contact Information

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