Commissioner Fieldbook for Unit Service

8/7/2019 Commissioner Fieldbook for Unit Service

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16 SELF-EVALUATION FOR UNIT COMMISSIONERS

Unit commissioners may ask, How will I know Imdoing a good job? Thats an important question for allScouters. There are several answers.

A unit commissioner is successful when the units thecommissioner serves are successful. Are your assignedunits providing a quality program for youth? Are yourassigned units growing in membership? Did your unitsreregister on time? Did they meet the requirements forthe national Centennial Quality Unit Award last year?Are your units progressing toward qualifying for theCentennial Quality Unit Award this year?

A good tangible yardstick that provides unit com missioners with specific checkpoints of their effective ness is the Self Evaluation for Unit Commissionersfound on the next page. This one page form has morethan 20 areas to mark either outstanding, satisfac

tory, or needs improvement. After you have filled itout, review it with your assistant district commissioneror district commissioner. Discuss with them how you

might provide even better service to units.We often say that a commissioners best work

needs to be done with our weakest units. Therefore,the fairest use of unit data in a unit commissionersevaluation is to measure the improvement in the unitfrom the time the commissioner was first assigned tothe unit, or by specific problems the commissionerhelped that unit solve.

For information on the Distinguished Commis sioner Service Award, see page 56.

A commissioner is a person who sets high goals and

has high standards. Americas youth deserve no less!

4 COMMISSIONER MODELSWhich one are you?

Exceptional EdEd is a friendly and tactful commissioner; is alwayssensitive to the needs of unit Scouters; and is inter ested in their potential to serve youth. Ed is also

well informed aboutScouting, provideshelp in a timelymanner, and is con sistent in followingthrough with appro priate guidance.

Ed convincesunits that, We careand we deliver.

Effective commissioners combine good Scouting information and good human relations.Of course, there are many kinds of people with varying degrees of ability. Meet four commissioners.

Bad-News BobBob is poorly informedand disorganized about Scouting; is slow to respondto unit needs; and is often unsure how to help. He isalso somewhat impersonal, aloof, uninterested, andinsensitive to unit people.

The message Bob sends to units is, We dont care.

Super Scouter ScottScott is the best informed commissioner in the district.He is always present to share his knowledge with unitpeople and is usually in uniform with as many badges

as a person can earn.However, he often over whelms unit leaderswith his experience, issomewhat insensitive tounit leader needs, andseems more interestedin Scouting proceduresthan in people.

The message Scottconveys to unit folk is, You are a number. I amhere to process you. Happy-Go-Lucky Harry

Harry is a verypersonable commis sioner who is inter

ested in unit people and is tactful. Unit people lovehim. But, Harry is not sure how to help his units. Hehas weak Scouting program skills and is often slowin recognizing the need for unit operation changes.

Harry sends this message to unit leaders, Weare trying hard, but we really dont know what weredoing here.

G O O D

G O O DB A D H u m a n R e l a t i o n s

Scouting Information

S c o t t d

B o b a r r y


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S l - v l C mm SS S

Name ________________________________________ Date ___________ Council ____________________

District ___________________________________________________________________________________

Units and chartered organizations served ________________________________________________________

Use this form to review your service as a commissioner and as a guideline for future performance.It can help you improve your quality of unit service.

nstructions 1. Fill it out yourself. 2. Seek help from your staff leaders to improve problem areas. 3. Fill it out quarterly, semiannually, or annually as needed.

Evaluate your performance in each of the following areas:

S v C Interpret aims, methods, and program of the BSA. Exceed units expectations for service.

o Chartered rganizations Establish and maintain contact with chartered organization leadership and chartered

organization representative. Understand goals of chartered organizations assigned.

o nits Know unit conditions at all timesconduct visits and analysis. Assure rechartering of all units assigned. Promote commitment to Quality Unit achievement. dentify and pro ote action on priority unit needs. Use district committee for specialized help for units. Understand the procedure for proper unit leader selection, including approval of the unit

leader by the head of the chartered organization.o leaders

Be accessib e to unit eaders. Assist in year-round membership recruiting and roundups for youth and adults. Encourage attendance at roundtables/program forums, training events, and outdoor activities. Aid in counseling and morale building. Help ease the leaders burdens rather than leaving more burdens to carry.

P S l Attend and participate regularly in commissioner staff meetings. Co unicate effecti e y with others. Listen well. Be diplomatic. Demonstrate proper uniforming consistently. Complete orientation and basic commissioner training. Participate in continuing education for commissioners. Commissioner service is my principal Scouting responsibility. Experience job satisfaction.

List other areas of interest or concern:

utstanding

Satisfactory

eeds mprovement


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17 DISTINGUISHED COMMISSIONER SERVICE AWARD

Purpose To upgrade commissioner service and to recognize commissioners who are providing qualityservice.

Requirements The following requirements are for currently active council commissioners, assistantcouncil commissioners, district commissioners, assistant district commissioners, roundtablecommissioners, and unit commissioners:

1. Complete training as outlined by the local council, including earning the CommissionersKey.

2. Serve as an active commissioner for five years and be currently registered with the BoyScouts of America.

3. Recharter at least 90 percent of the units in your area of service for a minimum of thepast two consecutive years.

4. Assist units so that more than 60 percent of the units in your area of service achieve thenational Centennial Quality Unit Award for a minimum of the past two consecutive years.

The following requirements are for roundtable commissioners:

1. Complete training as outlined by the local council, including earning the CommissionersKey.

2. Serve as an active commissioner for five consecutive years and be currently registeredwith the Boy Scouts of America.

3. Conduct at least nine roundtables per year for the past two consecutive years.

Recognitions 1. The following recognition items are available from the Supply Division: Distinguished Commissioner Service Award Plaque

Distinguished Commissioner Service Bolo TieThe title on both commissioner recognitions will read, Distinguished Commissioner.The plaque is approximately 6 x 8 inches. The medallion is cast in three colors:Council Commissioner and assistants silver; Plaque, No. 17610; Bolo Tie, No. 00747District Commissioner, Assistant District Commissioner, and RoundtableCommissioners gold; Plaque, No. 17609; Bolo Tie, No. 00748Unit Commissioner bronze; Plaque No. 17608; Bolo Tie, No. 00749

An embroidered square knot, No. 05019 (silver knot on red background), may also bepresented.

2. Local councils certify the eligibility of individuals, and present the recognition. (There isno national application.)


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UNIT COMMISSIONER WORKSH

FOR USE AFTER VISITING A MEETING OF PACK NO.

Under each heading (bottom half of this page and reverse),circle the number of the statement that most closely resem-bles the pack meeting.

1 = An ideal situation2 = Could be improved3 = Needs action

To profile these statements, place a dot in the Unit Profile

next to the heading and under the number that correspondsto the number you circled under that statement below and onreverse. To form a profile, connect the dots with a line.

For example, in the category titled Leadership, a nearlyideal situation would be indicated by circling the 1 next toMeeting had several adults involved in a smooth operation,and a dot in column 1 on the Leadership line of the UnitProfile.

Check the ways you intend to help by dating the appropriateboxes (bottom half of this page and reverse).

Keep this form with the unit roster.

UNIT PROFILE

1 2 3

Leadership

Webelos dens

Advancement

Youth attendance

Membership

Family attendance

Den participation

Meeting operation

Den chiefs

Tiger Cub dens

LEADERSHIP

1. Pack meeting had several adultsinvolved in a smooth operation.

2. Several people involved but lackedcoordination.

3. Cubmaster ran the entire meeting.

Some Ways to Help

Coach Cubmaster in the value ofdelegating jobs.Ask for time at the next leadersmeeting to help coordinate jobs.Contact pack committee chair-man about more adult leaders.Review adult responsibilities inthe Cub Scout Leader Book.Convince Cubmaster of the valueof training for pack leaders.

Literature Reference

Cub Scout Leader Book, Leadershipchapter

DEN OPERATION

1. Dens meet separately, each witha trained leader who has a goodplanned program.

2. Dens meet separately but with littlepreplanning.

3. Dens do not meet separately.

Some Ways to Help

Help pack form dens that meetseparately.Urge pack trainer to get all denleaders trained.Guide leaders to use Cub Scoutden meeting program sheets.Be sure every new boy is quicklyassigned to a den.Discuss with pack leaders thekinds of den activities that are funand exciting for boys.Be sure all den leaders and theCubmaster are using Cub Scout Program Helps.


Cub Scout Leader Book, Cub ScoutOrganization chapter

ADVANCEMENT

1. Awards made with parent(s) orguardian(s) participating in impres-sive ceremonies.

2. Awards to boys without parent(s)involved, with minimal ceremony.

3. No evidence of advancement.

Some Ways to Help

Convince leaders to take training.

Ask pack committee to appoint anadvancement committee member.Discuss with pack leaders the useof advancement report forms.Help leaders plan an excitingceremony using Cub Scoutresource books.Encourage family involvement inpresenting awards.

Literature References

Cub Scout Leader Book Advancementchapter and Ceremonies for Dens and Packs

18 UNIT COMMISSIONER WORKSHEETS


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YOUTH ATTENDANCE

1. More than 80 percent.2. More than 60 percent.3. Less than 60 percent.

Some Ways to Help

Urge den leaders to contact fami-lies before pack meetings.Determine if weak leadership mustbe strengthened or replaced.Note parent participation as thisaffects boy attendance.Help leaders put more life intopack meetings.


Cub Scout Leader Book, Boys,Program Planning, and FamilyInvolvement chapters

MEMBERSHIP1. New boys are inducted regularly.2. An occasional new boy inducted.3. No new boys.

Some Ways to Help

Conduct a membership inven-tory as outlined in the Cub Scout Leader Book.Ask pack committee to appoint amembership committee member.Encourage Cubmaster to stageinduction ceremonies.

Help create new dens to allowfor growth.Stress the importance of year-round recruiting.


Cub Scout Leader Book Leadership,Resources, and Den and PackManagement chapters

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MEETING OPERATION1. Orderly meeting ran without delays,

using written program.2. Good meeting but some confusion.3. Disorderly meeting.

Some Ways to Help

Coach Cubmaster on need foradvance planning.

Take leaders to next roundtable.

Urge use of a written agendashowing everyones duties.At next leaders meeting discusstiming of a good pack meeting.


Cub Scout Leader Book ProgramPlanning chapter, Cub Scout Program Helps, and Webelos Leader Guide

DEN CHIEFS1. All Cub Scout and Webelos Scout

dens have active den chiefs.2. Some den chiefs at meeting.3. No den chiefs.

Some Ways to Help

Meet with pack leaders and sellthe den chief idea.Meet with Cubmaster and aScoutmaster or crew Advisor toset up den chief recruiting.Meet with Cubmaster to set upden chief recruiting.Help pack trainer set up a denchief training plan.


Cub Scout Leader Book Leadershipchapter and Den Chief Handbook.

TIGER CUB DENS1. There are one or more Tiger Cub

dens, each with a trained Tiger Cubden leader.

2. Tiger Cub dens have little interactionwith the pack.

3. There are no Tiger Cub dens.

Some Ways to Help

Help pack leaders organize aTiger Cub den.

Urge pack leaders to get a TigerCub den leader trained.Help pack leaders understand theunique nature of the Tiger Cubprogram.Suggest five to nine partnerteams per den.


Tiger Cub Handbook and Tiger Cubchapter in Cub Scout Leader Book

ADULT ATTENDANCE

1. More adults than boys at meeting.2. About the same number of adults

as boys.3. Only a few adults at meeting.

Some Ways to Help

Explain the importance of activityfor parents.Promote the idea of a rotatingtrophy for den attendance.Recommend pack meetings atthe same time and place eachmonth.Ask the pack committee to activelypromote attendance.


Cub Scout Leader Book FamilyInvolvement chapter. Parents guide inCub Scout books.

DEN PARTICIPATION

1. All dens active at pack meeting.2. All dens participate to some extent.3. Weak den participation.

Some Ways to Help

Encourage Cubmaster to get denchiefs trained.Urge the use of planning sheetsto involve all dens.Encourage use of tables for each

dens exhibits.Suggest that boys and families beseated by dens.


Cub Scout Leader Book Cub ScoutActivities and Program Planningchapters, Cub Scout Program Helps,and Webelos Leader Guide


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UNIT COMMISSIONER WORKSHE

FOR USE AFTER VISITING A MEETING OF TROOP NO.

Please dont use this worksheet during the troop meeting.You are not grading the troops performance. You are onlylooking for ways to help. The form suggests how you mightaddress any deficiencies. Plan your strategy before discuss ing it with the Scoutmaster or others in the troop. Rememberyou are the troops friend and your job is to help themto be su essful.

Under each category, circle the number of the statement thatmost closely resembles the troop meeting.

1 = An ideal situtation2 = Typical unit or could be improved3 = Weak situtation or needs action

To profile these statements on the Unit Profile, place a dotunder the number you circled for each category. To form aprofile, connect the dots with a line.



UNIT PROFILE

1 2 3

Meeting operation

Boy leadership

Skills instructionpresentation

Skills instruction levels

Membership

Budget plan

Attendance

Patrol activity

Adult assistance

Outdoor program

MEETING OPERATION

1. Orderly meeting ran without delaysusing planned program and goodformat.

2. Good meeting with planning, but someconfusion.

3. Disorderly or confusing meeting noplanning evident.

Some Ways to Help

Take leaders to next roundtable.

Encourage the Scoutmaster toattend Basic Leader training.Review the Troop Program Planning

chapter in the Scoutmaster Hand book with the Scoutmaster and seta date for the annual programplanning conference.Help Scoutmaster set up monthlypatrol leaders council meeting.Review Troop Program Features with the Scoutmaster.

O LEA ERSHIP

1. Boys ran the meeting with adults in ad visory capacity.2. Some boy leadership with most

activities run by adults.3. Meeting was run entirely by adults.

Some Ways to Help

Convince Scoutmaster to set upa monthly patrol leaders councilmeeting.Review the Scoutmasters YouthLeader Training Kit with Scout master.Review the Patrol Leader Handbook

with the Scoutmaster.Point out sections of the Scout master Handbook that refer tothe role of youth leadership in thetroop.Remind Scoutmaster that Scoutingincludes leadership development.

SkILLS INSTRUcTIONPRESENTATION

1. Scouts learned by doing; lots ofhands on learning experiences wereprovided.

2. Skills were presented in a classroomsetting with some hands on learningopportunities.

3. Classroom presentation was the onlymethod of skills instruction.

Some Ways to Help

Review Troop Program Features with the Scoutmaster.Share Tenderfoot to First Class

advancement requirements withScoutmaster and explain that theseare designed to be experienced,not taught.Review the portion of advancementvideo that deals with teaching skills.Suggest use of Troop AdvancementWall Chart at meetings.


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BOY SCOUTS OF AMERICA

SkILLS INSTRUcTION LEVELS1. Skills were taught for new Scouts, for

experienced Scouts, and for older Scouts.2. Skills were taught for new and exper

ienced Scouts.3. Only one level of skills was taught.

Some Wa s to Help

Encourage the Scoutmaster to attendBasic Leader training.Help the Scoutmaster identify a troopguide and assistant Scoutmaster towork with the new Scout patrol.Help the Scoutmaster and troop com mittee identify assistant Scoutmastersto work with experienced and olderScouts.Help the Scoutmaster identify youthinstructors.Help the Scoutmaster identify com munity resources to assist with pro gram presentations or to serve asconsultants for a Venture patrol.

MEMbERSHIP1. Systematic recruiting evident.2. Recruiting seems hit or miss.3. No boys have joined recently.

Some Wa s to Help

Conduct an inventory to show theneed for recruiting.Suggest that Scoutmaster assignan assistant Scoutmaster with newScout responsibility.Help the assistant Scoutmaster for

new Scouts establish a relationshipwith a local Cub Scout pack.Conduct a boy fact survey in localschools and help the troop develop aplan to contact prospective members.Explain to the Scoutmaster the rea sons for having a new Scout patrol.

bUdGET PLAN1. Dues collected regularly. Equipment,

supplies adequate.2. Dues collection spotty. Need essential

equipment, supplies.3. No dues collected. Very little equipment.

Some Wa s to Help

Ask troop leaders to use Troop/Team Record Book.Encourage troop committee to buildbudget based on annual program.Convince troop treasurer to train patrolscribes.

ATTENdANcE1. Eighty five percent or better.2. Seventy five percent or better.3. Sixty percent.

Some Wa s to Help

Discuss the problem with troop com mittee. Ask them to follow up withparents of absentees.Ask Scoutmaster to help patrol lead ers build interpatrol competition.Help organize a patrol point systemto promote attendance.Check program. Is it planned,exciting?

PATROL AcTIVITy1. Effective patrol operation with strong

patrol spirit and a new Scout patrol.2. Patrols organized with little patrol

activity.3. No patrol operation.

Some Wa s to Help

Suggest that specific program assign ments be given patrols before eachmeeting.Remind leaders that patrols undertrained boy leaders are the key totroop success.Help Scoutmaster understand theyouth leader training program.

AdULT ASSISTANcE1. Each of the three skill levels (new Scout,

experienced Scout, Venture) had anassigned assistant Scoutmaster.

2. Scoutmaster and assistant present.3. Only Scoutmaster present at meeting.

Some Wa s to Help

Help conduct troop resources surveywith parents of Scouts.Assist the Scoutmaster and troopcommittee in selecting and recruit ing assistant Scoutmasters. Use thevideo and brochure Selecting Quality Leaders.Encourage using adults for short term, task specific assignments.Explain to the troop committee thattwo deep leadership is required forall trips and outings.Train leaders in youth protection.

OUTdOOR PROGRAM1. The program is planned to lead to out

door activity.2. Outdoor activity is scheduled, but the

outdoor program is not planned.3. No outdoor activity is scheduled.

Some Wa s to Help

Encourage the Scoutmaster to attendthe next Basic Leader training.Review the Troop Program Planningchapter in the Scoutmaster Hand book with the Scoutmaster and set adate for an annual program planning

conference.Seek help from the campmaster corpsand district camping committee.Help the troop committee developways to secure camping equipment.Guide leaders in locating hiking andcamping areas.

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Referen esBoy Scout Advancement (video)Boy Scout Handbook

Scoutmaster Handbook Selecting Quality Leaders (brochure

and video)

Troop Committee Guidebook www.thescoutzone.orgEarly Rank Requirements video on

www.scouting.org


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UNIT COMMISSIONER WORKSHFOR USE AFTER VISITING A MEETING OF CREW NO.

Under each heading (bottom half of this page and reverse),circle the number of the statement that most closely resem-bles the crews situation.

1 = An ideal situation2 = Typical unit or could be improved3 = Weak situation or needs action

To profile these statements, place a dot in the Unit Profilenext to the heading and under the number that correspondsto the number you circled under that statement below and onreverse. Form the profile by connecting the dots with a line.

For example, in the category titled Adult leadership, anearly ideal situation would be indicated by circling the 1next to Activity has at least two adults involved who train,guide, and coach youth with a minimum of directing or order-ing; and placing a dot in column 1 on the Adult leadershipline of the Unit Profile.



UNIT PROFILE

1 2 3

Adult Advisors

Elected officers

Planned program

Adult assistance

Membership

Meeting operation

Service projects

Program capability inventory

AdULT AdVISORS

1. Activity has at least two adultsinvolved who train, guide, and coachyouth with a minimum of directing orordering.

2. Adults give a lot of direction withelected officers only moderatelyinvolved.

3. No adults are present, or adultsdominate the meeting with littleyouth involvement.

Some Ways to HelpBe sure Advisors get trainingVenturing Fast Start immediatelyfollowing selection and VenturingLeader Specific Training as soonas possible.Coach Advisors and crew com-mittee members on the values ofhaving elected officers run thecrew.Review the job of the crew Advisor.

Congratulate the Advisor as yousee elected officers taking moreinitiative in running the crew.

ELECTEd OFFICERS

1. Elected youth officers are involvedin decision making and share withadult Advisors in planning program.

2. Youth officers have been elected butadults do much of the crew programplanning.

3. No youth officers and/or adults runthe show.

Some Ways to HelpConvince the Advisor to have amonthly crew officers meetingchaired by the crew president.Point out places in the Venturing Leader Manual that refer toelected youth officers.Help the Advisor run the crew offi-cers seminar.Discuss the advantages ofelected officers as a key methodof Venturing.

PLANNEd PROGRAM

1. Crew has a years program outlinebased on both the program capabilityinventory (PCI) and Venturing inter-est survey, planned at the electedofficers seminar with activity detailsplanned in advance.

2. Specific meetings and activitiesare planned on a month-by-monthbasis.

3. There is little or no advance planning.

Some Ways to HelpHelp the Advisor run the crewelected officers seminar.Help the Advisor use the Venturing

interest survey and PCI, availablein Venturing Fast Start.Review with Advisors the steps ingood program planning.Congratulate officers on planningsteps they have taken.


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BOY SCOUTS OF AMERICA

AdULT ASSISTANCE

1. The Advisor, associate Advisor,crew committee, and consultantsare involved with the crew.

2. The crew has only an Advisor andassociate Advisor.

3. The crew has only one adult leader.

Some Wa s to Help

Help develop specific assign-ments for adults.Suggest appropriate ways foradults to help youth leaders.Encourage the use of consultantsto help with the Bronze, Gold,Silver, Quest, TRUST, and Rangeraward programs.Be sure coed crews have bothmen and women as Advisors orassociate Advisors.

Help recruit additional adults.

Help adults get trained.

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MEETING OPERATION

1. Crew meetings are run by electedofficers, business items are handledquickly, and a major portion of meet-ings is devoted to a well-plannedactivity.

2. Business items take much time andthe activity is weak.

3. Meetings lack planning and seempoorly run.

Some Wa s to Help

Visit monthly crew officers meet-ing to review the steps in goodprogram planning.Help the Advisor determine theinterests of crew members andplan hands-on activities.Encourage crew officers to plandetails so crew meetings have aminimum of business and a maxi-mum of activities.Take the Advisor and crew presi-dent to visit a good meeting inanother crew.

MEMbERSHIP

1. Systematic recruiting is evident,including an annual open house.

2. Recruiting seems hit or miss.3. No new youth have joined recently.

Some Wa s to HelpShow Advisors how to conduct anopen house.Suggest that the Advisor haveelected officers devise a recruit-ing plan.Help Advisor chart age groupingsto show potential vacancies.Encourage leaders to have crewmembers recruit their friends.Talk with your professional staffabout the council hobby interestsurvey.

SERVICE PROJECTS

1. The crews program has frequentservice projects for the community,its chartered organization, and/or apack or troop.

2. The crew seldom carries out a ser-vice project.

3. The crew never has a service project.

Some Wa s to Help

Help crew leaders brainstorm alist of community needs.Share a list of service projectideas from the Activities and Civic Service Committee Guide or the Venturing Leader Manual.Share the seven criteria for select-ing a project from the Activities and Civic Service Committee Guide.Encourage crews to report theircommunity service projects on theGood Turn for America Web site.

PROGRAM CAPAbILITyINVENTORy

1. The crew has a program capabilityinventory (PCI) and uses it for plan-ning meetings and activities.

2. The crew has a PCI but seldomuses it.

3. The crew does not have a PCI.

Some Wa s to Help

Supply PCI forms and encour-age the chartered organization touse them. See PCI in Venturing Fast Start or Venturing Leader Manual.Explain to crew officers how thePCI brings together adults andyouth with similar interests.Show the Advisor and crew com-mittee how to screen and orga-nize the items on the completedPCI for use in program planning.Congratulate the Advisor whenyou see ideas from the PCI beingput to use.


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Guidelines for Unit Self-Assessment and Action Planning Meeting

Present at meeting: Unit Leader Unit Committee Chair Unit Commissioner

Purpose of meeting (Use as the agenda for the meeting.): To evaluate the units progress toward achieving the Centennial Quality Unit Award To review the units goals, successes, and vision for the coming year To identify any areas of improvement leadership, program, and membership To determine any speci c actions needing to be taken to assist with unit improvements and

determine who will follow up on those actions To schedule any necessary follow-up to monitor progress

When to conduct meeting: After the unit commissioner has visited the unit for the rst time Annually to review strengths and areas of improvement to help provide direction for needed

support, preferably six months prior to the annual charter renewal As needed when a problem arises When unit leadership changes

How should the arrangements for this meeting be set up? The unit commissioner speaks to the unit leader during the rst unit visit to schedule the meeting

date, time, and location. The dialog should include:

Approaching the unit leader after the meeting and requesting that a second meeting be set upwith the unit leader and the unit committee chair.

Setting the meeting, preferably at the leaders or the chairs home.Asking them to complete the unit self-assessment form prior to the meeting.

Letting them know the visit will include a discussion of the self-assessment form and how thegoals and vision of their units program can be supported.

Why only the unit commissioner, unit leader, and unit chair? It provides a small group to openly analyze the program, their units needs, and steps to be taken

to help resolve any issues. It helps open a dialog between the unit and the district. Once they meet and determine what needs

to be done, others can be involved in helping determine which direction to go and any potentialimprovements that can be identi ed.

What preparation should be made prior to the action planning meeting? Review the statistics of the unit available from the local council and the district team, especially

looking at:

Quality Unit statusOutdoor program participationAdvancement reportsTrained leadership statusYouth Protection trainingParticipation in district and council eventsRoundtable attendance

Complete the unit self-assessment form after the visit to analyze observations and reviewthe statistics gathered from the council/district prior to the action planning meeting. (The self-assessment form is designed to take the place of the commissioner worksheet previously used bycommissioners.)

19 GUIDELINES FOR UNIT ACTIONPLANNING MEETING


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COMMISSIONER NOTES


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COMMISSIONER NOTES


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Commissioner Fieldbook for Unit Service

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Transcript of Commissioner Fieldbook for Unit Service