"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.

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

4. 4 New Years’ Resolutions Micromovements 5 Minutes at a time

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?

10. Passion and Ability to share that passion with others

11. Positive Energy (flexibility, resourcefulness)

12. Self-reflective, open to feedback

13. Ability to create emotional and physical safety

14. Ability to manage upwards

15. Creativity

17. Trusting them. Empowering them with more challenging opportunities.

18. Modeling what we want in ourselves.

19. Investing them in the big picture.

21. 12 Elements of Motivation Autonomy Mastery Meaning

22. 13 Christine Carter – “Raising Happiness” Turn it into play Invent new challenges Make it Different Tie it to a Greater Purpose Give Them Autonomy

23. 14 Motivation at all Levels Youth Staff YOU Org Leadership

24. 15 Motivation Paradigm Shift Don’t Work!

26. Community Volunteers

27. Staff of Professional Educatorswww.citizenschools.org

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

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

31. Benefits (beyond Money)

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!

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

36. Regular meetings and site visits

38. Have students present during the interview process

39. Create an interview process that builds over time so candidates will experience receiving and incorporating feedback, encourages an atmosphere of mastery

40. Ask questions like:

41. Why do you want to work here?

42. What are your top 3 strengths?

43. What do you consider your weaknesses?

44. What has been a conflict in the past and how did you overcome it?

45. Look for candidates who have knowledge about the organization and show interest in the organization

47. Gifts and a welcome sign to help strengthen belonging

48. Share the org. mission

49. Do a scavenger hunt to teach them who is who and where is where – builds autonomy right away

50. During the orientation process:

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

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