SW 2013 Designing Member Year of Service

7/27/2019 SW 2013 Designing Member Year of Service

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Opening Activity

Welcome! As you sit at your table, waiting for the

session to start, please discuss with others the

following question:

If resources were not an issue, what would you dowith regards to any area of member management?

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Welcome

Designing a Members Year of Service

(From Recruitment to Exit)

Amy Salinas


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Session DescriptionThis session will support both new and advanced AmeriCorps program

staff. With a focus on retention, impact, and member satisfaction,

programs will examine key tools that must be considered when

designing member management elements such as recruitment,

selection, on-boarding, orientation and training, supervision and

evaluation, reflection, recognition, and end of year wrap-up.

Examples of key tools that will be explored are 1) Member Hierarchy of

Needs; Stages of Development; Dimensions of Success; and Member

Management High Quality Principles.

As we explore each tool, we will look at practices and elements that

can support members as they navigate through their year of service

and encounter common challenges.

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Session Outcomes

Understand and apply key tools that have an impact on

member retention, member impact, and member

satisfaction;

Assess current member management techniques and

practices through exposure to tools and principles that areimportant to member management, support and success;

and

Identify 3 ideas or strategies that can improve what

programs currently do around member management,support and success.


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AGENDA

Building the Learning Environment

Foundation Tools

Dimensions of Success

Hierarchy of Needs

Stages of Group Development

Member Management Cycle

Application Taking it Home

Close

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Guiding Question

How do you lead your members for a period of time,

so they see themselves as a group of people

working together to make a real impact and buildsomething meaningful and amazing that is worth

staying around for..despite all the challenges that

willnevergo away?


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Current Context

Focus on Retention Whether it is a requirement or because your

partners and organization depend upon the abilityto have someone for a minimum of one year

Emphasis on a high retention rate Focus on Recruitment

Member Service Years 100% recruitment rate

Increased Emphasis on Impact Have to recruit the right members for the right

positions so that you get the most impact for thedollars you receive

Reduced Federal Dollarsand Increased Competition


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RESULTS

VISION

RELATIONSHIPS

PROCESS


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Vision

Do I have a clear picture of why this program exists?

GTD/SC/PD-ER/PD-EO

Do my members have that same picture? Do we create this

picture together?

How do I communicate throughout the year the vision we have

co-created?

How do I bring them back to this vision as the year

progresses? Do I provide my members an opportunity to create their own

vision what they would like to see at the end of their year as

it relates to them as individuals and as a team?


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Results

What are the results we expect to see in our program? Do

these match the founding principles of AmeriCorps: Getting

Things Done; Strengthening Communities; Expanding

Opportunity; and Encouraging Responsibility?

Are these results about impact and not just numbers?

Do my members understand the results needed to be

achieved? How do I train and support them on this?

How do we demonstrate our success throughout the year somembers and others can see it?

What opportunities do I provide throughout the year to reflect?


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Relationships

How do I build team among my members?

Throughout the year, what do I do to build trust, esprit de corps

and relationships?

How do members understand the importance of their role in the

program and within the team?

How do I build individual and group relationships with my

members?

How do I support my members throughout the year?


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Maslows Hierarchy of Needs

Biological and Physiological needs

basic life needs - air, food, drink, shelter, warmth, sleep,

etc.

Safety needs protection, security, order, law, limits, stability

Esteem needs

achievement, status, responsibility, reputation

Belongingness and Love needs family, affection, relationships, work group, etc

Self-actualization

personal growth and fulfilment


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Applying Maslows

1. What does this theory make you think about with

regards to your AmeriCorps program and members?

2. What challenges have you encountered with your

members that might have a connection with this

theory?

3. What hierarchy levels might you have to consider, in

particular, as you consider your members with

disabilities?

4. How can we support our members in getting through

the first 2 levels as we recruit and select and as we

begin the program year?

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Norming

Soon after your program year begins

Ready to learn more about their role, both

individually and as a team

Members are forming well as a group

Establishing their commitment

Discovering how things will happen

Learning about expectations and how thingswork.

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Storming

At some point in the year

Members will experience dissatisfaction,

disappointment, or challenges/obstacles

Conflict can arise in both one on onerelationships or within a larger team

Where retention can be affected

Might ask themselves why did I make thiscommitment; am I really set out for this work;

can I really make a difference; am I valued or

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Performing

Members are performing at a fairly high level,

both individually and as a team.

Service is moving along smoothly

Working towards the results they are required toaccomplish

Challenging themselves and others

Feel a sense of ownership - program, site, andpeople/community they serve

Seek further leadership opportunities and find

themselves taking risks

Having fun19


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Adjourning

Last few months of the program year

Begin to feel a mix of emotions

Looking forward to the future

Also a time where they are reflecting on all they

have been through and all the people with whom

they have had the great opportunity to serve

Time of joy and a time of sadness.

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Member Management Cycle

RECRUITMENTAND

SELECTION

PLANNING

SUPERVISION,COMMUNICATION,

EVALUATION

REFLECTION

AND

RECOGNITION

ORIENTATIONAND TRAINING

ON BOARDING

END OF YEAR

WRAP UP


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Group Activity

Individually, read the associated high quality

principles

Introduce selves very quickly

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Each One, Teach One

In your new group, take 4 minutes each to

provide highlights of what you discussed in your

original group

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Take it Home

PRIORITIZE: List 3 program pieces you need

to devote your time on improving first:

CONNECT: List 2 resources (ideas or people)

you will follow-up with when you get back to youroffice:

ACT: List the 1st step you are going to take

when you get back to your place of work:


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Thank You!

Amy Salinas

[email protected]

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mailto:[email protected]:[email protected]

SW 2013 Designing Member Year of Service

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