An Organizing and Union- Building Model Powering Up An Organizing and Union- Building Model

Building the Base The building representative: the union’s face in the school Effective One on one organizing

Successful union building is both a science and an art The science of organizing is rooted in a set of strategic and procedural fundamentals and standards derived from independent research and the accumulated experience and best practices of successful organizers. These fundamentals take the form of sequential activities, timelines, milestones and benchmarks. The art of organizing is the practical application of these fundamentals based on the skills, strategic thinking and judgment of the individual organizer and the unique circumstances of each campaign.

The Comprehensive Organizing Campaign A winning strategy requires taking a comprehensive look at every internal and external source of leverage with the potential to affect the outcome of the campaign.

Affiliate Readiness Does the union program involve repeated out-reach to nonmembers on the basis of work-site, professional, and community issues?

Organizing issues The strongest campaigns are built on identifying issues that build solidarity and bring together workers irrespective of age, gender, time on the job, shirt, full- time or part-time status, or ethnic or social groupings.

Essential Organizing Tools, Skills and Activities

List building and verification To move people to action, we need to know who and where they are

Mapping Mapping the work site- and keeping it updated- is a basic test of the organizing committee’s commitment and effectiveness

Charting Charts at a minimum should include every unit member’s name, along with information such as pertinent identifying data (job title, shift, work location, department or grade), union membership status, campaign status (i.e., a member of the organizing committee) and most recent assessment.

The Organizing Conversation Introduction—who you are and why this conversation is important. Getting the story—what does the unit member do at work, what is it like to work there, what is satisfying about the job, what is unsatisfactory? Agitate and educate—who decides? Why are things the way they are, who has the power to determine working conditions and policies, what role do unit members have in determining work and professional conditions? The union vision—imagine how things could be different if you and your co-workers had a voice; what would your job and workplace look like, and how would things be better for unit members, the community and the people you serve if you had a voice in the decision-making? Inoculation—articulate potential objections or the opposition’s most powerful arguments, provide an evidence-based refutation, and refocus the conversation to the union solution and the power of collective action. The ask—move the unit member to action: Will you take a stand by joining with your co-workers to help build the union, will you help create a list, map your unit and fill in the names and locations of co-workers, accompany an organizer to call on another unit member, come to a union meeting, bring two people with you, sign a mission statement or an authorization card, wear a button, enlist co-workers?

Assessments and the Ask Agreeing to sign a card, come to a meeting, provide information about the workplace, schedule an appointment for another conversation—and following through. Joining a committee in support of a union issue. Attending a union-conducted professional development or training session. Taking specific assignments, such as mapping a workspace, filling in a list, obtaining home telephone numbers or bringing new faces to conversations, conducting community outreach. Completing an issues survey. Planning or attending union-related social functions. Enlisting the support of clergy or local opinion leaders. Signing a mission statement. Signing an authorization card. Wearing and distributing union buttons. Signing a “vote yes” petition. Agreeing to be photographed for literature. Phone banking. Agreeing to participate in get-out-the-vote activities.

Assessments Assessments show where individual unit members are on an anti-union/pro-union continuum. Assessments reveal changes in pro-union/anti-union sentiment among the members and provide valuable indications of the effectiveness of tactics and issues employed by the union (and the opposition), as well as the need for possible changes in strategy, tactics or message.

Rating Scale 1- Organizing Committee and volunteers- Active leaders who take assignments and move colleagues to take action in support of the union. 2- Tested Supporter- consistently passes campaign tests, including the most recent 3- Someone who missed or failed the most recent test; or, unit member about whom there are conflicting observations by organizing staff or committee members; or, who raises more questions about the union than about the employer or opposition. 4- Unit member who consistently fails in passing tests of support, says he or she will not vote yes or join, or who actively works in opposition to the union.

Debriefing Frequent detailed debriefings or organizing staff and volunteers assures the most accurate and timely data.

Momentum Momentum is measured on current empirical evidence rather than anecdotes and gut feelings.

Identifying Work-site Leaders A good way to identify workplace leaders is by listening to the workers themselves. Whose judgment at work do they value, whom do colleagues look to in a pinch, who would they suggest needs to be involved in motivating co-workers to support the union?

Building the Organizing Committee The organizing committee is the face of the union and should be representative of the unit in every sense.

The Building Rep’s Script Hi. Its nice to get a chance to have a cup of cofffee with you. The beginning of the new school year is always so busy How are your classes going so far? It seems to me that they are getting bigger every year. What do you think about that new q