focus
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They said yes! A D U L T T R A IN IN G Top tips for perfect inductions How good is your Fellowship at recruitment? an d Co un ty /A re a/ Re gi on al Co m m iss io ne rs Fe br ua ry /M ar ch 20 09 Th e m ag az in e fo r Gr ou p Sc ou t Le ad er s, Di str ict sc ou ts .o rg .u k/ fo cu s A PL A N FO R TH E FU TU RE A PL A N FO R TH E FU TU RETRANSCRIPT
A PLAN FOR
THE FUTUREA PLAN FOR
THE FUTURE
ADULTTRAINING
They said yes!Top tips for
perfect inductionsWalk this way
How good is your Fellowship
at recruitment?
scouts.org.uk/focus
The magazine for
Group Scout Leaders, District
and County/Area/Regional Commissioners
February/March 2009
Focus
BUCKLE UP FOR THE
BIG ADVENTURE BIG ADVENTURE
How you can make all the difference
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Jethro MooreAdventure Beyond
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Intro
3scouts.org.uk/focus
Supportinggrowth
In Focus
Recruitment and retention are not just buzzwords, says Focus editor Rosie Shepherd. This issue, we look at some practical ideas to help you put them into practice
Recruitment of adults is always a hot topic in Scouting, and particularly now
as the numbers of young people wanting to get involved are growing. In this
issue we look at some of the ways which you can get key groups of people such
as parents and young adults involved, as well as tips on how to make
Fellowships more accessible.
The Big AdventureHave you heard about The Big Adventure yet? Turn to page 4 to find out how
you can use your camps and outdoor events this summer to recruit more adults
to help out in your Groups.
Keeping you up to dateIt’s four months since the new appointment process was launched and in this
issue we find out how one County is getting on with putting it into place.
Perhaps their experiences will give you some ideas that would work for you.
Also, the training community has been thinking (we know, its dangerous!)
about development. To find out what they got up to at the conference last
September, and what’s on their minds, turn to page 8.
Better inductionOnce you’ve recruited a new adult it’s important to think about the next steps.
Turn to page 12 for more some practical hints on induction, and why
it is important in welcoming and supporting adults.
EDITOR’S NOTECounty: Although in some parts of the British Isles Scout Counties are known as Areas or Islands – and in one case Bailiwick – for ease of reading Focus simply refers to County/Counties. In Scotland there is no direct equivalent to County or Area. In Scotland, Scouting is organised into Districts and Regions, each with distinct responsibilities. Some ‘County’ functions are the responsibility of Scottish Regions, whilst others lie with Scottish Districts. The focus of responsibility is outlined in Scottish variations from POR.
Your Adult Support TeamTim Kidd, UK Commissioner for Adult SupportBen Storrar Programme and Development Adviser (Adult Support)
Contact them at:[email protected] [email protected]@scout.org.uk
Adult Support TeamThe Scout Association, Gilwell Park, Chingford;London E4 7QW; Tel: 0845 300 1818
ADVERTISINGSenior Sales Executive: Tom [email protected] Tel: 020 8962 1258
4 The Big Adventure How you can support this summer’s big recruitment push
6 Parental persuasion Turning an enthusiastic parent into an occasional helper
7 Attractive options How welcoming is your Fellowship?
8 Plan of action Some sound advice for developing adult training where you are
10 Go WestFollow us down to Devon to see how the Appointment Process is bedding in
12 They said yes! After recruitment comes induc-tion – we provide some top tips
14 Volunteering: the next generation
Why 16-25 year olds are the key to our future success
focus_febmrc09.indd 3 16/1/09 09:57:00
4 Focus February/March 2009
The Big Adventure is a new way to recruit adults
by involving them in residential experiences and
outdoor events. It’s all about encouraging
parents and other adults connected with a
Group or section to experience the fun of Scouting as part
of the leadership team.
How is it going to help?Just as the excitement and adventure of camp is one of
Scouting’s biggest attractions for young people, it’s also
one of the things our adults love most. Every summer we
organise camps, activity days or trips for hundreds of
thousands of young people. For summer 2009, why not
extend the invitation?
Research shows that the single most effective way of
turning adults on the edge of a Group (such as parents,
helpers and members of the community) into volunteers is
to give them an active role in the running of a residential
experience. By inviting people to take on a defined,
meaningful role in an event they will get a taster of what
it’s like to volunteer in Scouting, how fun it can be
working as part of a team, and what a difference their
contribution can make to the young people involved.
This adds up to them being more likely to become
a regular volunteer with that Group or section.
How do people get involved?The Big Adventure will be happening across the UK from
1 May to 31 August 2009 – but only if our leaders make
it happen! Any camp, sleepover or other outdoor event
during that time can be part of The Big Adventure. There’s
no need to create something new. Leaders can plan the
same camp they do each year, but just think a bit
differently about how they put together their
leadership team.
Before and during the summer national PR and
marketing surrounding The Big Adventure will help to raise
the profile of Scouting both locally and nationally.
By becoming part of the event Groups and sections within
your patch can make the most of this coverage, as well as
resources and products which will help to show people
what an exciting movement they are part of.
What can you do?This has the potential to dramatically support Scouting
by recruiting those much needed new adults. However,
What’s the big idea?
Everyone’s talking about it, but what exactly is The Big
Adventure, how will it help, and how can you get involved?
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5scouts.org.uk/focus
The Big Adventure
for it to work it will need to be planned, delivered and followed
up effectively – this is where you come in!
Helping section leaders or other event organisers to identify adults who
may be willing to be involved will increase the chance of events being
a recruitment success. Equally, in order to turn those adults into volunteers
the follow-up after the event needs to be effective, and may benefit from
extra input. It’s important too that your Districts are ready to deal with any
Want to Join enquiries that may be generated.
What about Explorer and Network? The Big Adventure is primarily aimed at Colonies, Packs and Troops.
However Explorer Scout Units and Scout Networks are actively
encouraged to provide support at Big Adventure events, if they can.
‘I think The Big Adventure is a really good idea. The obvious benefit is that we can increase our membership – more adults in Scouting means more young people can join. Parents are among our key stakeholders and by taking part in camps and other outdoor events they have a great opportunity to understand what really happens in Scouting. Parents have so much to give in terms of skills and experience, as well their own valuable network of contacts. Perhaps the most exciting aspect of getting parents and other adults involved in our big summer events is that they allow the programme to grow. We can offer a much wider and more exciting range of activities for young people if we have extra support on the leadership team.’ Ben Richardson, County Commissioner, Greater London South East
Don’t forget to check out the main article on The Big Adventure on page 18 of Scouting, your free step by step resource included with this issue as well as www.scouts.org.uk/thebigadventure
Buttons for local websites promoting the Big Adventure are available to download from www.scouts.org.uk/thebigadventure
more info
focus_febmrc09.indd 5 16/1/09 09:57:35
Please see the factsheet on Criminal Records Checks in The Scout Association (FS 321004) available from www.scouts.org.uk/appointment or by calling the Scout Information Centre on 0845 300 1818.
To find out how you can involve parents in your summer camps and other outdoor events visit www.scouts.org.uk/thebigadventure
more info
Parents are often overlooked as a invaluable
source of support; in fact they have a range
of skills that can be used when needed.
When they drop their children off at
meetings, instead of going home for an hour, why
not persuade them to stay and help when they
can? Others might enjoy something less
hands-on, such as compiling a fundraising
quiz for the Group, or would be happy
to arrange lifts to events.
Although some may not want to
make a regular commitment, many
will be happy to help out at
occasional events (such as camps
or District events), as part of
a parent rota (where they
might help out twice a term
at Section meetings) or as
and when they are free.
The right approach Asking parents to help
should always be done
positively and with specific
tasks or events in mind for
each parent (eg the qualified
canoeist taking Scouts
canoeing). Be flexible and open
about how much commitment it
will entail. Keep parents involved,
invite them to help when they
can and thank them for the
contribution they make.
Occasional Helper Form – what you need to knowThe Occasional Helper (OH) Form was introduced in
October 2008 to ensure there is a record of all those
involved in Scouting and to preserve the safety of our
young people. It also prepares for the introduction of new
legislation in October 2009 (applying to England, Wales
and Northern Ireland).
The OH Form is designed for those who help
on an informal basis, such as on a parent rota. It needs to
be completed, along with the relevant Criminal Record
Disclosure form, by parents and helpers who are involved
or undertake responsibilities in Scouting, including:
• assistingwithovernightactivities,eganovernightstay
at a camp and/or
• haveunsupervisedaccesstoyoungpeople
This form applies to England, Wales and Northern
Ireland. For legal reasons, separate rules apply to Scotland.
Please contact Scottish Headquarters for further
information.
Encouraging adults to commit to formal appointments is sometimes challenging – many wish to help out, but find making a sustained commitment difficult. Ben Storrar looks at the options
Parental persuasion
Focus February/March 20096
focus_febmrc09.indd 6 16/1/09 09:58:03
Fellowship
For more information and ideas see www.scouts.org.uk/fellowship
more info
7scouts.org.uk/focus
I have met with many different Scout Fellowships over
the past year and have noticed that even the most
active ones often have a static membership. Whilst
retention of members may be good, recruitment can
still be an issue. The flexible concept of Fellowship may seem
ideal for recruiting new members from outside the
movement, but there are some common barriers which may
need to be overcome.
Looking at your culture Do you remember your first day at school, or your first day
in a new job? You’ll recall the feeling that everything is new
and strange, and that you’ll never understand it all. While
Scouting customs and traditions encourage a sense of
belonging and community amongst current members, they
can be very daunting to someone new. Try making some
occasions more informal, and take time to explain what is
happening to a newcomer.
Broadening your appeal You probably enjoy what your Fellowship does and the
activities it gets involved in, otherwise you wouldn’t be
there! But do you offer a breadth of activities that would
appeal to a range of people? How about holding
a brainstorming evening to see how you could do this.
A famous man once said: ‘Look wider and whilst you are
looking wider, look wider still.’
Offering flexible volunteering A Fellowship diary can seem hectic at first glance: supporting
camps; helping with sections; running or attending training
courses, visits, speakers, social evenings and committee
meetings. It’s a list that would be enough to put anybody
off! It is therefore important to make clear Fellowship allows
people to give whatever time they are able to supporting
Scouting. They are not expected to attend every event.
Scout Fellowship is ideal for recruiting new volunteers who want to help in a flexible way, says Stuart Card. But is it always as welcoming as it could be?
Attractive options
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Plan of actionAre you aware of the plan for developing training in your Group, District, County or Region? Samantha Marks summarises the key learning points from a weekend dedicated to improving adult training
In September 2008, five years after the launch of
the Adult Training Scheme, Training Managers from
around the UK returned to Warwick University
where it all began. The weekend programme
enabled them to focus on the work that would improve
adult training across the UK. They also looked at
opportunities for people to work together across Regions.
The programme included workshops on the Saturday
with action planning on Sunday. This provided
opportunities for networking and sharing ideas, identifying
tools that could be used on a local level. It also gave time
for Counties, Areas and Regions to draw together the
weekend’s work into an action plan. These action plans
helped to identify key areas of development across the
Country. Some of this work will already have begun; all of
it will be on-going. Here are some of the key learning
points that came out of the weekend.
Make learning fun! There is a constant need for an understanding of what
learners want and need, engaging with both new and
existing learners. Training Managers should revisit their
module delivery methods to ensure they are engaging
focus_febmrc09.indd 8 16/1/09 09:59:02
Adult training
OVER TO YOUA quality training provision allows for a better quality of Scouting to be delivered at a local level. To achieve this, the training teams where you are need your support.
9scouts.org.uk/focus
with the learners and using a variety of methods based
around the needs of the learners.
There is no one right structure for all Remember, your structure needs to change to meet
local needs. There may be a need to review the
structure and provision of the local training team,
as well as recruit and enhance the current teams. There
is a strong desire to acknowledge and reward training
teams, to support them and ensure their training needs
are met. They should also receive recognition for the
work that they do.
Together, everybody achieves moreWorking together across Districts, Counties, Areas and
Regions is seen as a key priority. Training Managers
want to build a working relationship between the
training teams and line management structure, in order
to help with recruitment into training roles and the
development of local training plans.
Be flexible with the Training Adviser roleThere is a clear need to support our Training Advisers as
they are a crucial part of a successful training team.
As many have other roles within Scouting it is important
to manage their workloads and provide the resources
they need to make the role easier.
Enthusiasm, flexibility and making Training Advisers
feel valued has resulted in the most consistent and
effective training teams. By sharing resources and ideas
across the country, we can help each other with the
development of people in this challenging role.
Select the tools that work for us There was an overwhelming consensus that we need
to ensure there are processes and systems in place to
support training. In particular, there should be a focus
on the use of our own systems by other members
of the training teams.
Make training greater than the sum of its partsAll of the actions mentioned here will continue to help
develop better quality training. It should be a provision
agreed across each County, Area or Region, with
training and management teams working together;
a provision that is in tune with the learners’ needs and
succeeds in enthusing and supporting learners.
‘Training Managers need to build a working relationship between the training teams and line management
structure.’
focus_febmrc09.indd 9 16/1/09 09:59:22
The new appointment process was launched in October 2008 and we are now in the one year transition period for Counties to move over. Ben Storrar talks to Sally Yeo, County Commissioner of Devon, to see what progress has been made in her County
10 Focus February/March 2009
Ben: How did you find out about the new appointment process? Sally: I read about it in the October/November issue
of Focus and had a look at the appointment process
webpage (www.scouts.org.uk/appointment) We also
had a presentation at our Regional County
Commissioners’ meeting in October, at which our
Regional Commissioner suggested we identify the first
steps we needed to take. He called it ‘getting all our
ducks in a row’.
Go westWe listed these stages as follows:
1. Getting Module 37 training arranged before
we go live
2. Ensuring that all those who need to know about
the process have been fully briefed
3. Identifying and appointing the Appointments Secretary
4. Identifying and appointing the Appointments Chairman
(not the Chairman of the Executive Committee)
5. Appointing a panel of Appointments Advisory
Committee members.
He then suggested that our Region should try to achieve all
the stages by the end of July so we would have everything
in place by early September. This would mean we would
comfortably meet the deadline of 5 October 2009.
Ben: What progress have you made so far?Sally: I briefed all my District Commissioners and their
Chairmen at a meeting in early November and also my
County Executive. I also briefed my County Training
Manager and all the Local Training Managers in the same
focus_febmrc09.indd 10 16/1/09 09:59:49
11scouts.org.uk/focus
The appointment process
week. It is important they understand the process – and
some of them are now involved in the delivery of Module
37. We also identified suitable Training Advisers to
validate the module and discussed the best way to do this.
The District Commissioners and their Executives worked
together to appoint their Appointments Secretary and
Chairman, while we did the same at County level. These
people then identified others to be members of their
Committee. We all looked for people who had good
interpersonal skills – they need to be friendly and
welcoming but able to ask questions and make decisions
about the suitability of applicants.
We have arranged training dates and opportunities for
people to access the Module 37 DVD, as well as organising
the Training Advisers needed to validate the module. We
have also made sure that those who need to have
completed Module 1. We are now nearly ready to actually
start using the new process!
Ben: Are all your Districts ready?Sally: Not quite, it has taken us longer in some Districts
than others. We have looked at some Districts working
together: some of them are very small and are not always
able to find the three people they need for the interview –
so they have made arrangements with the District next
door to help.
Ben: How would you describe making the transition to the new process?Sally: It has been hard work to get it all in place but it has
made us think about how we welcome people into the
Movement. We’ve thought carefully about the induction
process, and I think we have a much more streamlined
system now.
The appointment process materials were all helpful.
They set out the information clearly for all those involved
and the training has made sure that everyone knows what
they are expected to do and how.
Getting all our ‘ducks in a row’ at the beginning really
helped us. Planning the process and taking the time to do
it properly has really helped us to put everything in place
so we are ready and able to meet the deadline.
Ben: Thank you Sally, and good luck with using the appointment process in Devon.
For further information about the appointment process, a factsheet with key questions and answers and all the resources to download or print-to-order from the Scout Information Centre, please visit www.scouts.org.uk/appointment
more info
focus_febmrc09.indd 11 16/1/09 10:00:04
12 Focus February/March 2009
A volunteer’s first six months of their role are
vital in determining how long they stay.
If you’ve put a lot of time and effort into
recruitment, it’s important to follow it up with
a good quality induction. Otherwise it is unlikely that your
new adult will stay in their role for long...
What is induction?The process of induction is about welcoming new
volunteers and ensuring that they are happy and
supported in their role. Primarily it is about information,
meeting people, and having a go. It is as much about a
culture of good support as it is about a process. Induction
allows the adult to develop until they reach the point
where they can find information and support for
themselves, so does not last for a defined period of time
but depends on the adult involved.
When does the process begin? In fact, induction starts even before the adult has said
‘yes.’ While they are deciding whether to take on a role
you may introduce them to someone they will be working
with; they may attend a meeting or event to see what it
might be like. They may also discuss the proposed role
description with you. These are all aspects of ‘induction’.
Who is it for? Induction is applicable to many people in a wide variety of
circumstances, not just those completely new to Scouting.
When someone changes role, changes location, or has a
change in circumstances they will need an induction. The
content of that induction will vary between individuals,
taking into account their prior experiences and
knowledge.
Whatever the situation of the induction you are
planning you will need to consider these aspects:
• Induction planInduction does require thought in order to be effective.
An induction plan which sets out what will happen
when, and who is responsible, means things are much
more likely to happen. Agreeing the plan with the new
adult means they are likely to feel more confident about
receiving support in their first few months in the new
role.
• Induction packAn induction pack is often one of the first things that
an adult should receive in their new role. It should
provide useful local information, tailored to the
individual and their role that the adult can refer to.
It should be a welcoming and motivational resource that
is seen as useful, not something to be hidden in a dusty
corner! To help you, the Induction Pack template
is available from www.scouts.org.uk/appointment
They said yes!This issue of Focus will have given you some ideas on
recruiting new adults, but what do you do once someone’s
said yes? Rosie Shepherd explains the importance
of induction
focus_febmrc09.indd 12 16/1/09 10:00:23
Induction
Induction: Starting Adults in a New Role, the Induction Prompt Card and The Induction Toolkit are available from the Information Centre and online at www.scouts.org.uk/ inductionresourcesThe Induction Pack Template is available at www.scouts.org.uk/appointment
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• ContactsHelping the newcomer make the contacts they will
need during their role is a vital part of induction. Plan to
ensure that they meet the people they will need to
know, not just those they bump into. This may include
meeting the person who did their role previously for a
handover. Setting up meetings is much more welcoming
than simply providing a list of phone numbers, but bear
in mind that meeting lots of new people at once may be
daunting.
• Having a goHaving a go at the new role is one of the most
important parts of induction. Ensuring that a new adult
is given something interesting to do straight away such
as running a game or working on a joint task keeps
them interested and involved. Remember, more people
leave an organisation through lack of activity than
anything else.
• Informal inductionFinally, remember that induction is as much about an
attitude as a process. Arriving early to meetings,
showing them where to hang their coat or how to work
the heating in the hut, letting them know the best way
to contact you (and being available) are all part
of a good induction.
focus_febmrc09.indd 13 16/1/09 10:00:45
14 Focus February/March 2009
Is your local contact up to date? District Commissioners can change or add contact information for the membership enquiries person in their District, by amending the membership record on www.scouts.org.uk
Our success in the last few years in attracting
parents and lapsed leaders as volunteers
has taught us many things, not least how
to better communicate with these groups.
Now, in partnership with Sainsbury’s and v (the youth
volunteering charity), the team is extending its focus
to a wider audience – 16-25 year olds not currently
involved in Scouting.
Different motivations This age group can be extremely enthusiastic, and may
want to volunteer in order to work with young people,
do something worthwhile, have fun outdoors or learn
new skills. We will be targeting two particular groups:
• Thefriendsofcurrentmembers–Personal
recommendation is our strongest recruitment tool and
people’s friends, who will be broadly similar to them,
may be interested in volunteering if asked.
• Thosewho‘needto’volunteer–Thesearepeoplewho
need to gain some experience working with young
peopleaspartoftheirowndevelopment.Perhapsthey
are thinking about a career with young people, or need
additional work experience as part of a degree.
Specific information for both types of audience will
be available online. This will explain the benefits
ofvolunteeringinScoutingandwillbelinkedtothe‘want
to join’ system to enable you to capture the volunteers
in your area.
What you need to doIn order to ensure that potential interest is turned into real
volunteersitisimportantthatthe‘wanttojoin’enquiries
are followed up efficiently. These people will be
responding to a campaign asking them to volunteer, and
willleavequicklyandwithapoorviewofScoutingiftheir
interest is not followed up. Ensuring that your join contact
in our system is up to date is therefore vital.
By working together we should start to see an increase
in the number of young volunteers across the UK, directly
benefiting you locally.
Volunteering: the next generation
16-25 year olds are a largely untapped source of potential volunteers, says The Scout
Association’s Natalie Tomlinson. She explains how the marketing team is helping
you to recruit them…
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