Recruitment retention engagement Presented by: Rebecca Joyner, Youth Investment Center Project Manager

Introduction: Recruitment Retention Engagement Do’s & Don’ts Process Applicants Retention Member needs/expectations Roles & Responsibilities Engagement Member recognition Supervision Esprit de corps

Recruitment 101 Know the program specific requirements (i.e. data submission, performance measures…) Application acceptance process—Gather the materials required to complete an application and set up processing procedures and deadlines. Interviewing process—Schedule times for screening applications, conducting interviews, and checking references. Create forms to document these activities to keep in applicants' files. Selection strategy—Decide the criteria for accepting a candidate, who will make the final decisions, and if there are any other people (staff or project partners) who need to have input on the final decision. Make sure you build in time to check references Recruitment Tips Handout

Recruitment Process Write a position description, utilize AC Program position description (ask your project manager) Creating an outreach plan Establishing processes for handling applications, interviewing candidates and selecting and placing new members Developing a welcome letter and program manual Establish processes for conducting required criminal history and background checks (CAPC) http://www.nationalservice.gov/resources/recruitment/encorps/develop-recruitment-plan

Recruitment: Tools Craigslist: (Handout) MyAmeriCorps/egrants (Handout) Service Year Idealist Handout: Craigslist Handout Using egrants

Screening Applicants Follow up with applicants. Design a strategy to efficiently and thoroughly follow up with candidates. Identify candidates to interview. If you haven't developed an applicant screening procedure, do it right away! Refer applicants who don't suit your needs. Have a system in place to refer qualified candidates who may not best fit your program to other opportunities (e.g., email resumes to CAPC Project Managers.) Prepare for interviews. Have an effective interviewing process in place that allows thorough assessment of the candidate's abilities, interests, and commitment and which ensures interview questions and scenarios are legal and appropriate. http://www.nationalservice.gov/resources/recruitment/encorps/screening-applicants

Interview Process Schedule and availability Knowledge of AmeriCorps and National Service Interests Educational & Professional goals Are they civically motivated? Defining Terms of Service and contract: 1 Year commitment Email potential members and ask them what time works best for them Interview questions List handout

Information guides Written description of community, needs, program goals & activities Benefits Requirements End of Service: Ed Award Training & Member Development Living allowance Handout: Program info sheet

CAPC Enrollment Process: Enrolling AmeriCorps Members The Sooner the process the better!

Discussion: What works for you? ???

Retention: State clear expectations and responsibilities The Importance of Supervision Recognizing members accomplishments: sharing with Agency and CAPC Training & Development

Retention: member needs Survival guide Site Placement Handbook or info sheet Clearly explained expectations and responsibilities Support & Supervision Professional Development Member Recognition Resource Guides

Training & Member Development CAPC AmeriCorps Training Service Site specific training Professional Development Training Schedules & tracking Members should be equipped with the necessary tools and knowledge of their service before providing direct service. Remind members about bigger picture and impact that their service has.

Retention: Supervision Site supervisors should be trained on efficient supervision and how to support members Member & Supervisor handbook: are your friends Communication: regularly, efficiently, equally with all members Encourage members to collaborate on your site and across sites. Seek input from your members. Utilize member evaluations.

Retention: Reflection & recognition Recognize your members regularly at your site and to CAPC: AmeriCorps Week, member of the month, Success stories. Keep an up to date log of trainings and goals for the member’s term.

Retention: Avoiding burnout Self Care Acknowledge it will happen Remember: they are not employees

Retention Discussion ???

Supervision, Communication & Evaluation Planning(Info Sheets, position Descriptions…) Recruitment & Selection Orientation & Training Supervision, Communication & Evaluation Reflection & recognition

AmeriCorps and your agency AmeriCorps members are not employees- and should be recognized on site for the national service they are providing through your agency and to the community they are serving in. Newsletters: Share Member Success stories Member of the Month Agency Award System Board Meeting Recognition AmeriCorps Week Potluck

AmeriCorps and your agency Supervision!!! What are your strengths What are your challenges This is your time with your members one-on-one, utilize this time to have members reflect and for you to recognize their strengths Group supervision: praise each other's strengths

AmeriCorps members and the community Agency Events Outreach: what do members bring to your agency? Newsletters Collaborative Meetings Board Meetings On Site Branding Recruitment for following terms

Questions??? If you would like any of the templates for materials that you received today please feel free to email or call me: Rebecca Joyner, 916-244-1915 rjoyner@thecapcenter.org