CMLI Junior Council Alumni Association Internal Training Department Â
Quantum Leap A Concept Paper on the Junior Council National Executive Board Training Program Under the JCAA Internal Training Department I. Introduction CMLI currently faces numerous challenges in promoting the vision of the late Atty. Fernanda Salcedo-Balboa to cultivate the minds of the Filipino youth and to preserve their imprints as a museum. Many government and nongovernment entities replicate the processes and strategies of CMLI but the organization continues to be on top because all activities are organized by the youth for the youth. Economic conditions in the country forces the Mother Council to increase the fees for the various self-subsidizing activities of the organization, which, in effect, may hinder potential participants from experiencing a CMLI event. There are numerous ways where the CMLI respond to the challenge but such is not the scope of the concept paper. However, one manner in which the organization can continue to be at the cutting-edge of youth empowerment is being able constantly provide the best quality of activities that not only aim to entertain the participants but to make an impact in their lives by believe that they can be the change that the country needs. The Junior Council Alumni Association (JCAA) Internal Training Department (ITD) is a newly instituted branch in the CMLI branch’s Executive Committee. The ITD is exclusively tasked by the JCAA to maximize avenues for growth to all members of the Junior Council through customized training programs. For years, the JCAA, Mother Council and the TAAPI collaboratively provide the training for the National Executive Board (NEB) officers of CMLI. Such efforts have produced positive gains for the organization like improved delegate turnout since 2009 and even increasing number of participating schools throughout the years. This concept paper presents a more intensive training curriculum for the National Executive Board officers. It is a fusion of methods employed by developmentnongovernmental organizations, corporations and businesses.
CMLI Junior Council Alumni Association Internal Training Department Â
II. Objectives This training season, the ITD envisions a landmark change in the content and methods in training of the NEB officers subject to the approval of all stakeholders in CMLI. The main thrust of training this year is to: 1. 2. 3.
Innovate the program to keep up with the transitioning phase of CMLI in light of the organization’s revamped mission, vision, values and strategies. Maximize the changing context of holistic development of the Filipino youth such as increased participation through the social media and the like. Promote synergy and cooperation in the organization by maximizing the participation of all CMLI branches.
III. Methods The mentioned objectives will be realized through the following means: I. II. III. IV. I.
Participatory Training Module Development Yearlong Character Development Mentorship and Niching Collaborative Activities Participatory Training Module Development
No two NEB batches are identical both in composition and characteristics. However, the demands for NEB officers to perform to astronomical standards remains the same. Every year, CMLI NEB officers are expected to deliver the best convention experience to their delegates as well as to execute all projects with excellence. The electoral process, during the Annual Conventions, ensures that the members of the NEB have the potential to meet the high demands of a JC officer and exhibit capacity to be honed into a great officer. To maximize the impact of the NEB training program, there is a need for it to be calibrated to the needs of the officers. Back in 2010, JCAA introduced the Training Needs Analysis (TNA) system to all entities under its training programs. The TNA is a series of surveys, workshops and discussions with the objective at arriving at the current level of knowledge, skills and attitudes of trainees.
CMLI Junior Council Alumni Association Internal Training Department Â
This year, a comprehensive TNA plan is in store for the NEB, which includes a measurement of their basic traits and characteristics, strengths and weaknesses as well as special talents. The eventual outcome is to maximize their personalities and capacities to best contribute to their work as officers. Proposed Methods: TNA, Online Surveys, Focused-Group discussions Timeframe: One week (March 10-17, 2012) Output: NEB-Focused training programs II.
Yearlong Character Development
The goal of CMLI is not to simply improve members in one talent, a true CMLIer should be well rounded and has the competence across a vast field of skills and talents. A series of trainings and practical applications ensure healthy growth for NEB officers. The plan is to expand the traditional, five-day training is provided to NEB with a series of sessions conducted during the weekends or whenever convenient for the officers subject to the needs of the batch. An online module will also be provided to the NEB officers so that they can easily fit in training and their growth into their busy freshmen or senior days in school. This also answers the concern for those who live outside the greater Manila area. In 2011 the JCAA introduced a system of pre-training sessions with expanded themes such as branding, the Commission Discussion 101 and the executive training seminar. Expand with a series of follow-up trainings and learning circles to help build up the skills of the officers from the experience to eventually boost performance. Methods: Follow-up training activities, Evaluation of activities and performance Timeframe: One to two weeks after every major CMLI activity Output: Officer-focused training program III.
Mentorship Niching and Coaching (MNC)
As a compliment the year-long training program, members of the AA with specific skills (e.g. graphic artists, musicians, educators, effective managers, debaters etc.) will be paired up with NEB officers for specific roles (debate head, souvenir program head, programs head etc.) to provide mentorship to the officers. Through this manner, the officers will learn from the expertise of the older members of the
CMLI Junior Council Alumni Association Internal Training Department
organization the smaller ratio of the learning group helps ensure the focus of the learners. The combined experience and the passion of the NEB and AA member will result to niching or a specific area or expertise in which the officer can contribute positively to the organization. The member of the Association can also be tapped to provide his or her experience in specific skills artwork documentation, proper document handng and the like. For more general functions like facilitation, electoral board membership, billeting, public relations work and the like, a series of coaching sessions will be provided to the NEB officers so that numbers will be manageable and the content, adjustable based on the needs of the officers in the coaching cluster. Methods: Mentorship and Coaching collaborative visioning Timeframe: Preps: One week Output: Mentorship and Coaching plans Implementation: Two to Three Weeks (April – October 2012) IV. Collaborative Activities The outcome of the Mentorship and Niching is a set of collaborative activities that can be a potential launching pad for new activities that are more attuned to the needs of the time. Through the MNC method, the potential to innovate programs, activities and processes that the organization currently uses. This can occur by integrating experience from the older members of CMLI (Mother Council, TAAPI or AA) to the fresh ideas from the new members (NEB and Regional Executive Board [REB]) This also fosters the “family” approach of CMLI where members across generations enjoy shared initiative and decision-making programs and projects.
Methods: Evaluation of previous activities Output: Improved activities and programs
CMLI Junior Council Alumni Association Internal Training Department Â
IV. Timeline of Activities The training activities will now be divided according to the schedule of the JCNEB and the main content of the training programs will largely focus on the nearest major activity.
Activity Consultation Meetings First Pre-training Session Second Pre-training Session Second Pre-training Session Summer Convention Training Summer Convention Summer Convention Evals
1
2
March 3
April 4
5
1
2
3
4
Summer Convention Season The remaining modules will be designed based on the needs of the officers Summer Convention evaluations. Author’s note The inspiration for this concept paper is born out of experience in CMLI initially as a participant in CAYAW, a Public Relations Officer of the National Executive Board of 2006 and an active member of the Alumni Association. The theoretical and procedural underpinnings of this paper is drawn both from my practice as a Community Development student and as a co-researcher in the 2009 study about the CMLI Junior Council. Respectfully submitted,
Ricardo Louis L. Flores Internal Training Department Head 09172087488 | ricardolouis.lim.flores@gmail.com