Opening Activity  Welcome!  Sit at a table that represents an area on which you would like to talk with others about  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 do with regards to the areas of member management on your table? 1

Welcome Designing a Member’s Year of Service (From Recruitment to Exit) Amy Salinas

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 are important 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.

AGENDA  Building the Learning Environment  Member Management Cycle and High Quality Principles  Foundation Tools Dimensions of Success Hierarchy of Needs Stages of Group Development  Application  Taking it Home  Close 4

Guiding Question How do you lead your members for a period of time, so they see themselves as a group of people working together (with you) to make a real impact and build something meaningful and amazing that is worth staying around for…..despite all the challenges that will never go away?

Current Context  Focus on Retention Whether it is a requirement or because your partners and organization depend upon the ability to have someone for a minimum of one year Emphasis on a high retention rate  Focus on Recruitment 100%  Increased Emphasis on Impact Have to recruit the right people for the right positions so that you get the most impact for the dollars you receive  Reduced Federal Dollars and Increased Competition

Opening Activity In 5 minutes, place:  Areas in order  Appropriate high quality principles in the particular areas  Activities in sequence, as appropriate After tables finish, look at the areas and principles in their entirety:  Questions?  Areas of Challenge? 7

Member Management Cycle RECRUITMENT AND SELECTION PLANNING SUPERVISION, COMMUNICATION, EVALUATION REFLECTION AND RECOGNITION ORIENTATION AND TRAINING ON BOARDING END OF YEAR WRAP UP

Dimensions of Success RESULTS VISION RELATIONSHIPS PROCESS

Dimensions of Success Vision  Do I, my members, and my sites have a clear picture of why this program exists? Getting Things Done; Strengthening Communities: Participant Development (Encouraging Responsibility and Expanding Opportunity)  How do I communicate throughout the year the vision of my program and anything 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?

Dimensions of Success 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 so members and others can see it?  What opportunities do I provide throughout the year to reflect on both our successes and challenge areas?

Dimensions of Success Process  How do I on-board members so they understand what is initially required of them? And how do I come back to this, knowing they don’t hear everything in the beginning?  How do I communicate to my members all that this program is about?  How do I support my members in understanding and following through on what is expected and required of them throughout the year?  What tools, documents, systems support this understanding in the recruitment, selection, orientation, training and supervision phases?

Dimensions of Success Relationships  How do I build team among my members?  How do I build team among my members, staff, and sites?  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?

MASLOW’S 14 PHYSIOLOGICAL AND BIOLOGICAL NEEDS BELONGINGNESS NEEDS SELF ACTUALIZATION EESTEEM NEEDS SAFETY NEEDS

Maslow’s 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

Applying Maslow’s 1. What does this theory make you think about with regards to your program and members? 2. What challenges have you encountered with your members that might have a connection with this theory? 3. How can we support our members in getting through the first 2 levels? 16

Forming  learning mode  Determining place in the program  What this national service and AmeriCorps thing is about  learning what is expected of them  Much of what is told to them is often not heard.  Anxiety, mixed with excitement  Often feel overwhelmed 17

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 things work. 18

Storming  At some point in the year  Members will experience dissatisfaction, disappointment, or challenges/obstacles  Conflict can arise in both one on one relationships or within a larger team  Where retention can be affected  Might ask themselves “why did I make this commitment”; “am I really set out for this work”; “ can I really make a difference”; “am I valued” or “do I really feel passionate about this program” 19

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 to accomplish  Challenging themselves and others  Feel a sense of ownership - program, site, and people/community they serve  Seek further leadership opportunities and find themselves taking risks  Having fun 20

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. 21

Your Table Group Activity  For Each of Your Areas: What challenges you in this area? What ideas do you have to support one another in this area?  Some Questions to Consider: What stage of development and hierarchy of needs could members be at, in general? As you think about the Dimensions Of Success, what do members need to know, understand, have access to or experience based on your previous answer? What tools, documents, and systems are important to have developed and/or distributed? 22

23 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 your office:  ACT: List the 1 st step you are going to take when you get back to your place of work:

Thank You! Amy Salinas 24