s u Foc teer for volunti e in z a g a m The Scou ng managersvein mber 2009 October/No
Diversity matters Help Scouting be more inclusive
A change for the better Fellowship becomes Scout Active Support
D E L H T A YOU OVEMENT M aining r t t l u d a o t ders in a e L g n u o Y Helping k/focus
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Your Adult Support Team Mark Flexman, UK Adviser for Adults in Scouting, Ben Storrar, Programme and Development Adviser (Adults in Scouting) Contact them at: focus@scout.org.uk adult.support@scout.org.uk appointment.process@scout.org.uk Adult Support Team The Scout Association, Gilwell Park, Chingford; London E4 7QW; Tel: 0845 300 1818 ADVERTISING Richard Ellacott richard.ellacott@thinkpublishing.co.uk Tel: 020 8962 1258 County: Although in some parts of the British Isles Scout Counties are known as Areas or Islands - and in one case Bailiwick - for ease of reading this publication simply refers to County/ Counties. In Scotland there is no direct equivalent to County or Area. In Scotland, Scouting is organised into Districts and Regions, each with distinct responsibilities. Some ‘County’ functions are the responsibility of Scottish Regions, whilst others lie with Scottish Districts. The focus of responsibility is outlined in Scottish variations from POR.
Welcome
A flexible future There’s plenty going on this issue, says Ben Storrar, not least the launch of Scout Active Support – but let’s not keep our eye off the priority: flexible volunteering for all adults who want to join
In this issue of Focus there’s a real emphasis on creating opportunities in Scouting for as many people as possible. Recruiting new adults (while still appreciating those who currently support Scouting) has never been more important, or more likely. As managers in Scouting, keeping the focus on new opportunities for adults can make a real difference.
In the news October marks the end of the switch to the new appointment process, making the initial part of the Scouting journey easier and more welcoming for everyone. The re-launch of the Scout Fellowship as Scout Active Support marks the beginning of exciting times for thousands of adults in Scouting. Elsewhere, we welcome Sheridan Allman as the UK Adviser for Diversity and the training team looks at maintaining the interest of that other vital source of support: Young Leaders. Natalie Tomlinson also takes us through the different ways in which adults can contribute time to Scouting.
Keep me up to date As always, I want to hear about your experiences at focus@scout.org.uk For news, and information for managers in Scouting, please visit www.scouts.org.uk
In Focus 4 Scout Active Support is here! Fellowship is changing; we provide the essential information to help you manage the transition
6 Diversity: it’s more than just a word Claire Welch meets Sheridan Allman, the new UK Adviser for Diversity
8 Taking the next step As more Young Leaders graduate into leadership roles, how does this affect their training?
10 Balancing talent and time Natalie Tomlinson highlights ways we can convert an extra 21 per cent of our want to join enquiries
13 Youth driven UK Chief Commissioner Wayne Bulpitt explains why youth and experience is a winning combination
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e v i t c A Scout s i t r o p Sup here! t re-launch of Scou e th : ng ti ou Sc r pport fo r Scout Active Su fo It’s a big moment er is dv A K U r, n Walke ant Fellowship. Glen ost of this signific m e th e ak m n ca transition explains how you ps for a stress free ti es id ov pr d an opportunity
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he waiting is over – the new name and structure for Scout Fellowship can now be revealed. But this is not just a cosmetic change; for managers, it’s a real opportunity to improve the level of support you give to local Scouting. Also - this is not a moment for washing our hands of the past - as a concept, active support is not something new, and it is essential we keep the elements that are working well from Fellowship.
How is Scout Active Support different from Scout Fellowship? Scout Active Support has an appointed manager to support members and the provision rather than an elected committee. This mirrors the structure of the leadership for the youth sections and will consequently make Scout Active Support feel a more integral part of The Scout Association.
What do these changes to Scout Fellowship mean for me? The removal of the management committee means that the responsible Commissioner can work closely with the
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Scout Active Support Manager. This enables them both to write a Service Agreement that effectively supports local Scouting.
How long will it take to make the transition? This will depend on local circumstances, such as the current Scout Fellowship provision. The Scout Active Support launch team will be providing advice and information over the coming months, including at the next round of Development, Advice and Support Days in your Region. Changes do not need to be in place until 31 December 2010 by which time Scout Fellowships, in their current format, will cease to exist.
My Scout Fellowship is working fine at the moment. Why do I need to change? The structural changes shouldn’t affect a well run Scout Fellowship. We realise that Commissioners have a lot of work to do, so there is plenty of time for the transition process. If you do not make the structural changes by 31 December 2010 however, the current Scout Fellowship appointments will be removed from the Membership
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Database and volunteers with the Fellowship roles will no longer have an active appointment.
How do I tell key people in the Scout Fellowship that their roles are redundant after many years’ service? This is not an easy thing to do, and in some cases may be one of the biggest challenges in the transition process. Scout Fellowship members have many skills to offer with everything from archery skills to zorbing. By taking a wider view across their Group, District or County, and reviewing their current Scout Fellowship activities, Members will be able to identify areas where they can help best.
How will the Scout Active Support Unit run without a management committee? With the appointment of managers and co-ordinators, rather than a
committee, Scout Active Support Units now have a structure more in keeping with other areas of Scouting. This brings a real opportunity for both increased flexibility, and a greater understanding of what Scout Active Support does. More importantly, it places Scout Active Support Managers at the core of Groups, Districts and Counties.
I don’t have a Scout Fellowship in my County/District but I would like a Scout Active Support Unit. So how do I go about it? As a Group Scout Leader, District Commissioner or County Commissioner, the first thing you need to do is identity a need for a Scout Active Support Unit such as coordinating an event, developing Scouting, or leadership support. When you have done this, you need to attract and appoint a Scout Active Support Manager. From here you can write a Service Agreement, and start to recruit members. more info For resources and further details, please see www.scouts.org.uk/activesupport
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Diversity: it’s more than just a word As line managers you need to ensure your Groups, Districts and Counties are inclusive. It’s key to ensuring we stay a growing, vibrant and representative Movement. Claire Welch meets Sheridan Allman the new UK Adviser for Diversity to find out more
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iversity is a key part of the work of The Scout Association. It is all our responsibilities to ensure that Scouting is inclusive, relevant, covers all ages, faiths, genders, skills, abilities and needs. To get a better idea of the support available, I spoke to Sheridan about her new role and the support available. Q. What is the role of the UK Adviser? My role is to support the development and growth of Scouting. This is done primarily by managing teams of volunteers who undertake projects and provide direct support to local Scouting. As UK Adviser for Diversity I will provide information to Tim Kidd, the UK Commissioner (Adult Support) and Headquarters generally on diversity and its overall development and integration into the organisation. Q. How long have you been involved in Scouting? I haven’t really, other than the time I experienced a Jamboree during 2007 in Hampshire when I was part of the catering team for the Denmead Scout Group. So I am pretty much completely new to it and I already feel part of the team. This is an exciting time to be joining the Movement and I am looking forward to making a difference and having fun! Q. What experience do you have in the area of diversity? I am an independent consultant specialising in diversity and inclusion. I have spent the majority of my career in education and training and have worked in diversity for
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the last ten years. Over that time I have been involved in many different projects including working with executive teams defining vision, strategy and communications, facilitating seminars and workshops, running train trainer programmes and working in the public sector on impact assessments. My experience and knowledge encompasses all the strands of diversity and I have worked in the United States and mainland Europe as well as the UK. Q. What relevance does the UK Adviser for Diversity have to managers in Scouting? Volunteer managers play a key role helping Scouting become inclusive and accessible to all. The principles of inclusion and valuing diversity should underpin all aspects of an adult’s journey in Scouting. This is from the early stages of the recruitment process through to the support and training given once an adult is in the role. The Scout Association puts a high priority on the recruitment and retention of adults and I believe effective inclusion practices are vital to sustainability and long term success. The ‘other’ Diversity
more info To contact the UK Adviser or for more information on diversity, please see www.scouts.org.uk/diversity or email diversity@scout.org.uk or contact the Scout Information Centre on 0845 300 1818.
Q. What are you hoping to achieve in your role as UK Adviser for Diversity? I plan to spend the first few months scanning the landscape, gathering information and talking with people to get a good idea of the work already in hand. I would like to develop a broad based strategy that encompasses all strands of diversity and help the Movement integrate the principles and actions of inclusion into everything we do. There are many good things already happening in diversity but they now need to be pulled together into a coherent framework that will help us all communicate and take action to continue Scouting as a warm, welcoming and open Movement. I know I am going to enjoy working with volunteers across Scouting and having my own big adventure. scouts.org.uk/focus
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Taking the next step As more Young Leaders progress into leadership appointments, Kay Hill advises how we can help those who have been Young Leaders into adult training
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n Greater Manchester East we have noticed more younger adults attending our leader training courses. This is good news of course, and seems to be because a large proportion of our trained Young Leaders are moving on into adult leadership as they turn 18. To ensure we do not repeat information or prescribe unnecessary learning, a carefully chosen Training Adviser needs to have a good understanding of the Young Leaders’ Scheme. They should be able to get the Young Leader to talk about what opportunities they have had as a Young Leader, to put any training into practice and to match this up with the learning required in adult leader training.
Recognising learning and experience The skill is in really drawing out what the Young Leader has done, not what they have seen others do. The areas that could be validated from prior learning will be based on the opportunities the Young Leaders have been provided with as part of the leadership team they have worked in. Despite best efforts to reinforce the nurturing role that leadership teams should take towards Young Leaders, some do not get the same opportunities as others. Some will needs lots of learning at the adult stage, whereas others will have had opportunities to complete the missions and will find it easy to meet the needs. Each case really needs to be judged on its own merits. People have tried to produce matrices to link the two training programmes, but I steer well clear of these. Attending a training course does not necessarily mean learning has happened. It’s proving that you know it and can do it that matters.
Getting involved The key is for Local Training Managers and Training Advisers to work closely with the Explorer Scout Leader (Young Leaders). Getting involved and being seen at Young Leader events really helps. The Young Leaders recognise the people they are working with as they move into adult leadership, and those involved in adult training experience the enthusiasm and needs of this age group. We are building much more activity based learning into our delivered sessions. It’s also important to ensure Young Leaders moving into adult leadership are aware of the opportunities that Network and the award schemes (including the Queen’s Scout Award and Duke of Edinburgh’s Gold Award) have to offer them. Not only will they enjoy leading sections, they will have a great time doing activities with friends the same age.
A positive contribution During Young Leader training we should avoid making rash claims that what is being done will validate aspects of adult training. Young Leaders should not meet with a Training Adviser with false expectations of having covered much of the required learning already. As both an Explorer Leader and adult trainer, it has been really rewarding to see Young Leaders moving onto adult leadership. We regularly draw on them to support delivery of Young Leader training – particularly as group tutors. They understand the trials and tribulations of being a Young Leader far better than us older folk!
TOP TIPS The learning and experience an individual has gained from the Young Leaders’ Scheme should be recognised under the Adult Training Scheme in the same way as any other prior learning. If an adult has previously been a Young Leader, or indeed a youth member of the Association, it is likely that they already have a good level of knowledge of Scouting and how it works. DO • Treat former Young Leaders as individuals • Talk to them – find out what experiences they have and what they have done • Get involved in Young Leader and Explorer events DON’T • Assume they know things because they have been Young Leaders – experiences are different • For more information talk with your Training Manager Or See factsheet 330094 Adult Training and the Young Leaders’ Scheme.
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Balancing e m i t d n a t n e tal ng give who ultimately do not join Scouti Some 21 per cent of adult enquirers up to not be found for them. That adds ld cou role e riat rop app an t tha the reason re flexible talie Tomlinson, how can we be mo nearly 500 adults a year. So, asks Na in our approach?
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y now we are used to the idea of offering adults flexible ways to volunteer. Most of us would agree that there is a role for almost everyone in Scouting regardless of when, where and for how long they are able to volunteer. However, this startling statistic suggests that we are not being as flexible as we could be when responding to enquiries. Looking at it in a positive light, with the current adult enquiry conversion rate standing at only 53 per cent, it is good to see that we can increase this by up to 21 per cent - just by being more flexible in our approach to recruitment.
Highly motivated; short on time With more pressures on our time, shift work and the rise of single parent households, many people are no longer able to commit to volunteering at a specific time each week. These people are still dedicated to improving the
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lives of young people but have been honest enough to say that they will need to work around other commitments to do this. With a bit of preparation, recruiting a number of people in the same position could work for you and your Group. Indeed, there are many Groups already practising this successfully. For example, the 26th Dundee Group in East Scotland has successfully re-modelled itself by opening up a Group Fellowship (soon to be a Scout Active Support Unit) which includes members who can only commit to limited times. ‘It’s all very basic’, says Drummond Cox, District Commissioner (Dundee)/Acting Group Scout Leader 26th Dundee. ‘We are just being as flexible as we can to gain the support we need. Through the Fellowship programme we have encouraged back former leaders who could no longer make a weekly commitment. This arrangement has also worked well with students, who love the fact they can have nights off when it comes to exam time. As
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a result of these additional resources, we have targeted all the local schools and now have a vast increase in our youth membership.’
enquiries will be piloted over the next few months and rolled out throughout 2010.
‘Recruiting a number of people in the same position could work for you and your Group, District or County.’
The best way to reduce the number of young people on joining lists (currently 33,000) is by offering flexible practices to work around the lives of busy adults. Why not start by asking the parents of your members how they would feel about helping out once a fortnight or once a month? When you have this in place start adopting the same practice for new enquirers.
Help is at hand We have developed several initiatives to help you make flexible volunteering work for your Group and Unit. We will be keeping District Commissioners and the designated Membership Enquiries person in your area up to date with extra information on ScoutingPlus. The Regional Development Service is collecting case studies of flexible volunteering which will be included in later issues of the magazine and on www.scouts.org.uk A training package aimed at making the most of joining
Parental help
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Opinion
Youth driven of Greenock & District, ‘Beavers build Groups’ is the slogan ership grow to 1,303, an Scotland which has seen its memb t three years alone. What can increase of 40 per cent, over the pas Commissioner Wayne Bulpitt we learn from this? asks UK Chief
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caught up with District Commissioner, David McCallum, while he was in Guernsey with one of his Explorer Scout Units. I asked him about the secrets behind the District’s success. ‘On taking up the post, I appointed a team made up of both experience and youth,’ says David. ‘We put together a development and re-structuring plan which was both practical and achievable and an air of enthusiasm swept through the District. David made Beaver Scouting his top priority. This led to five new Colonies and was a key to successfully recruiting many mums and dads, using the six step plan (available at www.scouts.org.uk/recruitment)
Opening new Groups In opening three new Groups, including five Packs and three Troops, the District was able to take advantage of an abatement scheme operated by Scottish HQ. This is designed to help the neediest Groups across Scotland which rebates to 50 per cent of the membership fees (other schemes operate in other parts of the UK: ask the Information Centre on 0845 300 1818 if one applies to your area).
Support in all areas Also key to their success has been revamping the activity programme and the appointment of two Assistant District Commissioners to keep it dynamic and active. They recently added a zorb ball to their central equipment store! Active support has also been provided by a doubling in the Fellowship membership. Former leaders are encouraged to get back on board to boost their skills base and support less experienced leaders. David describes Explorer Scouts and Young Leaders as the life blood of the Movement. ‘We are very successful here with 106 young people in four Units. More than half of the Explorers are registered as Young Leaders and 75 per cent are registered with the Duke of Edinburgh Award. Opportunities were increased as part of the plan, with a link being formed with Network, and international activity becoming a reality. Certainly if the leaders and Explorer Scouts of the 32nd Northface ESU I met are anything to go by, then this is a model worth looking closely at. Follow my blog To comment on this story and to share your own experiences, good and not so successful, join me on my blog at www.scouts.org.uk/ccblog
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Scout Active Support Polo Shirt Item code: 1027238R
Scout Active Support T-Shirt Item code: 1027243R
Scout Active Support Cloth Badge Item code: 1027249
£13.50 £10
scouts.org.uk/shop 01903 766 921 Scout Active Support Scarf
£1 This badge can be worn on your uniform, and features the Scout Active Support logo. Size 16 x 13.5 mm
Item code: 1027248
£5.25
Just Ask Pin Badge
Item code: 1027250
£1
The new magenta Scout Active Support scarf with a white border and the official Scout logo on a label sewn into the seam.
The Scout Active Support combed cotton polo shirt is available in the kiwi colour. It has a three pearlised button placket, twin needle stitching and side vents. Sizes: S-XXL (Chest sizes: 34”-48” /86-122cm).
This Scout Active Support branded cotton T-shirt is also available in the kiwi colour. The new Just Ask With printing on the front, pin badge for Scout sleeve and back, it incorporates Active Support, the i.SCOUT branding. Taped featuring the new neck and shoulders, and twin slogan! needle finish on sleeves, hem and collar. scouts.org.uk/focus Size 14 22 x 9mm
All profits go back into Scouting. The Scout Association Registered Charity number 306101 (England and Wales) and SC038437 (Scotland).
Free parent packs still available The new, updated edition of the parent pack launched this year is a fantastic resource to engage with parents. Act now to ensure you get your copies
With the Groups in your District returning after their summer break, this is an excellent time to let the parents know how important their help can be. You can do this with the The No-Nonsense Parents’ Guide to Scouting. Help de-mystify all those Scouting myths and help parents get more involved with Scouting. Who knows, you may recruit new adults too! To order the guide now available free while stocks last, just call the Scout Information Centre on 0845 300 1818 or log on to www.scouts.org.uk/involvingparents. All you have to pay is post and packing.
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