Welcome

1. Welcome Make yourself comfortable.We will start soon.

2. Assistant District Commissioner Training • Role of ADC – 30 minutes • Recruiting Unit Commissioners – 30 min • Training Unit Commissioners – 30 min • The Annual Service Plan – 60 min • Meeting Challenges – 30 min

3. Opening • Pledge of Allegiance

4. Introductions • Name • Present job in Scouting

5. Session 1 – Role of the ADC • Overview • History of Commissioning • Organizational Structure • ADC Roles and Responsibilities

6. History of Commissioner Service • Position of National Commissioner, first held by Daniel Carter Beard, created to provide some consistancy in uniforming, programming and field operation • First local council leaders were called Scout commissioners • During the early years of growth, commissioner service was the one unifying factor that made Scouting permanent • Initial paid professional staff developed from volunteer commissioner staff • Both paid executives and volunteer commissioners were the “administrators” of Scouting, establishing the partnership between volunteer and professional which continues to this day.

7. The Commissioner Concept • The only reason for having commissioners is to help units succeed • The commissioner is the liaison between the local council and Scouting units. • The commissioner's mission is to • Keep units operating at maximum efficiency, • Maintain regular contact with unit leaders, • Counsel leaders on where to find assistance, • Note weaknesses in programs, • And suggest remedies. • The commissioner is successful when units effectively deliver the ideals of Scouting to their members.

8. Council Commissioner Organization Chart Training Service Area 1 Service Area 2 Administration District 1 District 2 District 3

9. District Commissioner Organization Chart • Training • Recharter • Administration Staff Staff

10. District Commissioner Staff Organization • Line of Responsibility • DC has full responsibility for assisting every unit to be a healthy unit • DDC, ADC, and UC support DC • Geographic Divisions • Differences in district size determines need for DDCs and/or Area ADCs • Staff ADCs and Special Assignments

11. Role of an Assistant District Commissioner • The ADC is responsible for the health of each unit in the area and for recruiting and training enough UCs to do the job. The ADC communicates a vision of effective Scouting through Unit Commissioners to Unit Leaders

12. ADC Responsibilities • An District may have one or more ADCs, each responsible for an assigned share of units • Good Commissioner staff has one ADC for every 15 units; one ADC for every 5 UCs • ADCs are often assigned a geographic area of the district or a group of like units • ADCs work closely with the DC and DE

13. Major Responsibilities Include • Recruiting and developing your staff to ensure there are enough UCs to serve their assigned units • Know the staff you need • Know the staff you have • Ensure your staff is trained • Conducting personal coaching and orientation sessions for UCs

14. Major Responsibilities Include (cont.) • Maintaining regular contact with their UCs to provide guidance in unit service needs • Serving units with no assigned UC • Helping UCs to evaluate and improve their unit service performance

15. ADC Must Understand theRole of a Commissioner • Assist in recruiting boys and volunteer leaders • Assist volunteer leaders to become better Scouters, run better programs, recognize problems in their unit, and know district resources • Assist units to recharter on time, reorganize when necessary, understand Scouting programs and policies, and be informed about events and activities

16. Whose Job is This? • UC is the person who actually VISITS the unit and works with it. • With a few exceptions such as reorganizing a unit, or planning a specialized training session, it is the UC who is the backbone of the Commissioner service • Main task of other Commissioners is to assist the UC in doing the job well

17. Scope • Broad Range of Responsibilities • Your job is whatever it takes to get the job done • NOT Event or Activity oriented • NOT part of the Unit • Any factor that influences unit health is your proper concern regardless of what the factor might be.

18. ADC Qualities • ADCs carry the vision • District commissioners can’t directly supervise all commissioners • Front-line supervisors • Coach / train UCs • Maintain regular contact with UCs • Help UCs evaluate and improve

19. Good ADCs HaveGood People Skills • Recruit the right people • Clear instructions, specific ideas • Listen • Don’t play favorites • Coach UCs in real problem-solving situations • Treat everyone with dignity • Praise often • Don’t take over, help them be successful

20. Role of the ADC • Questions? • Comments?

21. Session 2 - Recruiting Overview Fielding a Complete Team Step by Step Process Group Recruiting Finding Candidates

22. Fielding a Complete Team How much can you do? One or two or ten people can’t do it all! Complete team = quality program, membership growth Avoid overloading, burnout Know the Standard Three units = one unit commissioner (3:1) Five UCs = one ADC (5:1) Plus adequate Roundtable commissioners and staff

23. Recruiting Commissioners –Step by Step Determine what commissioners are needed Determine the best prospects for the job Research the prospects at the top of your list Make an appointment Make the sale Ask for a commitment Have a fall-back position in mind Follow up

24. Step by Step Determine what commissioner positions are needed Assess the effectiveness of existing volunteers Define the responsibilities of the position and write a brief job description List the Qualities most likely to get the job done

25. Step by Step Determine the best prospects for the job Consider many sources for prospects List possible prospects for each job Consider their qualities for the job Prioritize prospects based on who has the qualities that best fit the job

26. Step by Step Research the prospects at the top of your list Learn their interests Tailor your approach to those interests Determine who can make the approach Anticipate questions Develop specific information on the position Prospects don’t need every detail

27. Step by Step Make an appointment Don’t recruit over the phone Find the best time and place avoid office pressures and distractions Never recruit alone Take someone the prospect respects goes with you One person listens while the other talks

28. Step by Step Make the Sale Introduce everyone and what their position does Make small talk based on research Sell the sizzle brief pitch on commissioner service don’t dwell on details Talk about selling service to the units and youth

29. Step by Step Make the sale (continued) Describe the job Tell them they are the best person for the job Ask for questions Listen for comments Know when to close the sale Stress the participation of others the prospect respects

30. Step by Step Ask for a commitment you need this person...say so! Have a fall-back position in mind Ask for help in further recruiting Keep door open for later decision Leave them something that increases their knowledge of Scouting

31. Step by Step Followup Fast Start Tape Formally acknowledge the commitment Invite and take person to the next commissioner meeting Within a week or two, follow up with specific orientation and an assignment

32. Group Recruiting Bring three or more people together If a group is asked to perform a function and each person figures the others will accept, they will too! Plan in advance People seek association with others If the group includes the right people, their reaction is positive Group Recruiting has major advantages Staff Recruited together can be trained together Enthusiasm is catching No task is overwhelming Does not replace one-on-one recruiting

33. Two Types of Group Recruiting Two types of group recruiting Leadership conference Single company or organization

34. Two Types of Group Recruiting Leadership Conference Set date, time, location Develop a list of prospects through community leaders Select host who can draw in the prospects Host inspires tells Scouting story presents need asks for commitment

35. Two Types of Group Recruiting Single Company or Organization President asked to select and list employees Meeting held on company time informs inspires asks for and gets commitments District leaders match people to jobs and follow up immediately Company “adopts” staffing the program

36. Group Pitch Formal Presentation Have Plenty of Material Ask a group to “accept the challenge” Aim your message at your audience Targeted sales Agenda in the Administering book

37. Groups to Target Community Organizations Service Organizations Churches Chamber of Commerce Businesses

38. Where do You Find Them? Index card list (Excel list) Name Occupation Hobbies Children Volunteer experience Memberships Interests Right recruiter

39. Sources (1) Friends, associates, business contacts Chamber of commerce listings Service clubs Business, professional and service people NESA members Boy applications (parents w/Scouting service) Former successful Scouters

40. Sources (2) FOS / SME donors Neighborhood association leaders Past unit and district rosters Current Scouters (don’t steal unit leaders!) Overage Jaycee members Managers — for employees of the right kind Other sources?

41. Recruiting YoungerCommissioners Don’t rely on veteran Scouters.Go to sources of younger adults Younger people may be time-conscious Be specific and focused about what you ask them to do Have them do unit service, don’t diffuse their effort

42. Tips Set the Example Recruit Men and Women Written List of Prospects (a living document) Help New People Succeed/Use Them as Recruiting Partners/Models Show Appreciation for the People You Already Have Make Scouting Part of the Wider Community

43. Highlights for Unit Commissioners, No. 34721B Quick read Fast Start information Selecting District People, No. 34512 Recruiting District Volunteers, AV-06V002 Highlights for District Commissioners, No. 34723B Resources

44. Questions? Comments!

45. Session 3 Training and Recognition • Overview • Education • Three Approaches to Training Commissioners • Commissioner Orientation • Commissioner Basic Training • Arrowhead Honor • Commissioner's Key • Continuing Education for Commissioners • Keys to a Good Training

46. Accountability 101 – Where to Start Establish expectations Roles, Responsibilities & Expectations Position Descriptions

47. Overview • Learning is a lifetime activity • Education is important to • Children • Adults • Seniors

48. Commissioner Education • Building Blocks of Scouting • Commissioners are looked to be the “Expert in Scouting” • We advise our units or Roundtable Participants on these blocks

49. Commissioner Learning • Commissioners need to continuously learn • On-line Orientation - within 48 hours • Personal Coaching - within 2 hours • Commissioner Basic - within 2 months • Arrowhead Honor - within 1 year • Commissioner’s Key - after 3 years • Continuing Education - every month

50. Approaches to Training Commissioners • Group Training • Most effective • Builds team sprit • Personal Coaching • One-on-one situations • Immediate training • Self-Study • Least Desirable • Should include contact with counselor