"Hiring and Training Quality Staff" is the 3rd in a 5 part series called "Managing For Quality." This series, designed and facilitated by Lynn Johnson of Community Network for Youth Development (CNYD) in partnership with Redwood City 2020, supports leaders and managers in youth-serving organizations in Redwood City, CA.
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Managing For Quality: Hiring and Training Quality Staff
1. Managing For QualitySession 3: Hiring and Training Quality Staff In Partnership with Redwood City 2020 Thursday, January 13, 2010 9am – 12:30 pm Facilitator/Trainer: Lynn Johnson | lynn@cnyd.org
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4. 4 New Years’ Resolutions Micromovements 5 Minutes at a time
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7. 7 Agenda for Today’s Session Welcome and Review Brief Presentation: Staff Motivation in the Context of the YD Framework Profile & Discussion: Intro to Citizen Schools as a Model for Hiring and Retaining Quality Staff Short Break Practice Clinic: Creating A Dynamic Hiring and Training Plan Action for the Month and Evaluations
8. Discussion Questions 8 What are you looking for in a quality teaching staff? What do they need to be able to do? How do you get them there?
28. Hiring Clinic We participated in an activity where we broke into 4 groups to consider how we might rethink a hiring process for new teaching staff considering what we now know about motivation. The groups were: Recruitment Committee Job Description Committee Selection Committee Training and Orientation Committee
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30. Local colleges, alumni, staff referrals, incentive programs with our org., interns, Facebook, Hulu, Idealist, Twitter, Times, Billboard(s), Craigslist not to successful, CNYD, Job Fairs, 1-on-1 mentoring
32. Experience, exposure, networking, resume building, school loan stipends, self-esteem, changing the world, health/dental, 401(k), professional development, travel, character building, paid internships, accomplishment, fun!
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34. Being clear about ALL the real tasks, both essential and non-essential and building those into the job description (planning, organization, time management, facilitating youth activities, admin tasks, leadership, communication, meetings, parent conferences, supporting fundraising efforts, attending organizational functions)
35. Having regular meetings with supervisor be a source of guidance, support, and collaborative brainstorming
39. Create an interview process that builds over time so candidates will experience receiving and incorporating feedback, encourages an atmosphere of mastery
51. Get to know the new employees as people. “Is there anything outside your job you want to learn about?” Help them build this into their work plan.
52. Create job shadowing and mentoring program with veteran staff (this is also great for your veteran staff in that teaching what you know to someone else is one of the best ways to gain mastery of that skill)
53. Beyond a weekly check-in process, ask them what works best for them, how often they need to check in
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56. If you are not hiring, what are some things that you can do to reconsider the role of your current staff?
57. How will this work help you reach your goals as outlines in your Logic Model?23
58. Action for the Month Continue working on a Draft of your Logic Model with colleagues back at your site incorporating today’s ideas I’d also recommend you check out Dan Pink’s Drive 24