Focus June July 2010

s u Foc ine The magazgers a er man for volunte in Scouting 010 June/July 2

Shifting perceptions Making Scouting work around work

Taking off How one Scout Active Support Unit is sprouting wings

E L B I X E FL G N I R E E T N U L O Vor fiction?

Fact

k/focus

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Adventure Beyond is a family run centre based in West Wales. We have venues and camping or bunk house accommodation in St Davids, Cardigan Bay, Brecon Beacons.

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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@scouts.org.uk adult.support@scout.org.uk Adult Support Team The Scout Association, Gilwell Park, Chingford; London E4 7QW; Tel: 0845 300 1818 email adult.support@scouts.org.uk 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 Ô CountyÕ 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

The hard work is paying off!

This issue is a bumper one, says Ben Storrar, as we look again at the issue of flexible volunteering within Scouting. And with membership numbers up, the signs are that our recruitment and retention work is paying off As managers, think about how you can adapt Scouting to suit the skills, strengths and time commitments of willing adults. Working with people about what they can do, rather than what they can’t is a key way to keep them involved.

NEW SUPPORT FOR GROUP SCOUT LEADERS

The Regional Development Service has produced a new support resource for Group Scout Leaders.

GSL Support is six digestible sessions that break down the key aspects of the role and offer practical advice on managing adults, working with the Group Executive, planning and more. www.scouts.org.uk/gslsupport

Flexibility in practice We kick off with a look at what ‘flexible Scouting’ actually means. We also hear from the Regional Development Service’s Peter Thorp about his view on flexibility. Paulina Sekrecka reminds us that Volunteers’ Week is coming up at the start of June. Why not take this opportunity to refresh, review and thank all the adults who give their time in your Scouting area?

Moving on On a personal note, this will be my final edition Focus. I know that line managers in Scouting will continue to receive fine support from the Focus team.

Your suggestions welcome Please continue to send in your thoughts on management issues and article suggestions to focus@scouts.org.uk

In Focus 4 Four of a kind Some different takes on flexible volunteering

6 Look north How flexible Scouting is taking off in the north east of England

8 Work, rest and play Shift patterns are no barrier to volunteering say Tony, Craig and Andrew

10 Taking the sting out of volunteering How flexible volunteering and social networks are helping Scout Active Support fly high

12 Look far and wide Exploring other cultures can be a rewarding experience says Sheridan Allman

14 Focus news Get the lowdown on Volunteers’ Week 2010 and Gilwell Reunion

15 Why flexible volunteering is for everyone UK Chief Commissioner, Wayne Bulpitt shares some flexible success stories

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Four of a kind D

o you know what? We don’t struggle to attract young people to Scouting. Our problem seems to be recruiting and retaining adult volunteers. Using a flexible approach seems to be the way to increasing the number of volunteers we recruit and then retain within Scouting.

This requires a different way of thinking about how Scouting can be delivered and how we manage volunteers to do this.

Flexible volunteering is about using the skills and commitment that volunteers bring to us rather than trying to pigeonhole them into our traditional model, which is generally a weekly evening meeting at one location with the same leaders present each week.

Adults in Scouting Working Group

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WeÕ ve heard a lot about this phrase flexible volunteering Ð but what does it mean and look like in practice? We hear from Sam, Laura, Claire and Samantha about four different ways it is already working in Scouting

We should be looking at ways that we can accommodate all potential volunteers. For example, if someone can only give one evening per month, or who are keen to volunteer but are only available at weekends, then we should try and find a role for them. To help make this possible, consider: • holding section meetings on a Saturday morning • student volunteers who could volunteer in separate locations throughout the year. Student volunteers should not be excluded from volunteering just because they cannot commit to a set number of weeks in a year.

by Sam Morris

Scout Active Support is a way for men and women aged 18+ to volunteer some time to Scouting in a way that suits them. Depending on the support the Unit they join provides, flexible volunteering, is, well, flexible.

If the Unit supports sections in case of leader absence Scout Active Su pport then it could mean volunteering once a month.

If the Unit supports an annual event, then it could mean volunteering for a weekend once a year. Scout Active Support is an opportunity for adults to give what time they can to supporting Scouting.

by Laura McManus

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Flexible volunteering

Adult Training

Diversity

If we are going to be accessible to people of different backgrounds, faiths, cultures and abilities we need to take a personalised approach to our volunteering offer. Take a look at these two situations: 1. George suffers from bad back pain. Most of the time it is manageable but occasionally he is bed bound and has to undergo treatment. His skills are in working with young people and he would like to be a Scout Leader.

2. Sarah is Jewish and observes the Sabbath, which means she does not travel or do anything ‘work-like’ on a Friday from sundown to Saturday nightfall. She has strong management and planning skills and wishes to be a DC. By anticipating that not everyone will fit the same mould, we can think creatively about how we can get the job done. Can support for George be given through role sharing, or sharing volunteer resources with neighbouring Groups? For Sarah, can any commitments that have been made over the Sabbath period be moved to another day?

Or can Sarah delegate part of her role to a Deputy DC to pick up the functions that occur during the Sabbath?

By looking at a person’s situation, their skills and what time they can offer will help us to think about how we can include new and different people. Let’s not allow ourselves to get stuck or become too rigid in our approach.

The Adult Training Scheme offers great flexibility to learners in how they learn and how they validate their learning. The methods used for learning can involve the more traditional styles, such as learning by doing, but these are complemented by methods such as courses, web based learning or workbooks. And let’s not forget about the recognition of the knowledge and experience adults bring from other parts of their lives.

Many training teams now offer a selection of options for people, from weekday, evening and weekend sessions, to running training as an activity on sectional camps. It is also important to consider things like childcare and travel, to ensure these are not a barrier.

Validating learning is something that adults do as part of their normal Scouting role, and should not generate any extra work for them. Training teams try to be flexible in their approach by running drop in validation sessions and allocating personal Training Advisers. They try to find a variety of methods so that at least one will fit the circumstances of the adult.

As with all other areas of flexible Scouting, it’s about looking at the person’s situations, their needs and finding the best way to meet them.

by Samantha Marks

more info Do you have some good examples of flexible volunteering you can share? Email them to adult.support@scouts.org.uk

by Claire Welch

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Look north The Regional Development Service promotes the message about flexible volunteering, says Peter Thorp, Regional Development Officer for the North East, but it needs time to become an idea with which everyone is comfortable

What do people in the Movement think flexible volunteering is?

Generally, there is a high level of uncertainty about flexible volunteering and what this means. It is often seen as something negative (eg flexible for the volunteer, not for the Group) and people think of it as hard work. However, I have also seen many excellent examples of people using their adults in a flexible way. I think many managers are already using this concept but might not refer to it by this name. Those Groups, District and Counties that do adopt this practice certainly seem to benefit from it.

What is your view on flexible volunteering?

Flexible volunteering is about getting the right balance of people in your Scouting roles. Scouting needs to fit in with other people’s commitments, just as much as it needs to fit in with their skills and experience. If line managers are on board with the idea of flexible volunteering, and can 6

help Scouting to develop in this way, it will mean a greater number of adults are appointed – and kept. Thinking broadly about how people can be involved is key. There is nearly always an appropriate role for someone who has expressed an interest in Scouting.

What would be a good example of flexible volunteering; is there one you can share with us?

The best example of flexible volunteering I can think of was a Scout Troop whose leaders fitted the role of Scout Leader around the lives of three individuals. They would take it in turns to be the Scout Leader and run the Troop for a month at a time. Of course, they all needed to be involved in planning the programme and direction of the Troop. The advantage is that for one month at a time, the focus is on one person, giving flexibility to the others.

Similarly, for those who work shifts or unusual hours, I’ve

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Flexible volunteering

noticed section leaders who split the role – allowing the term’s schedule to be marked out in advance.

One Cub Scout Leader I know left the role in order to have a baby and was encouraged to stay involved by becoming Group Secretary. Her skills and experience have stayed within the Group and she is likely to remain.

What do line managers need to do to make flexible volunteering happen in their Scouting areas?

What challenges might make it difficult for flexible volunteering to become a reality?

Flexible volunteering needs to fit in with local situations and not make things too challenging for anyone. There needs to be an awareness that society is changing – and that work patterns, people’s expectations and time available is also different to previous years. Reinforcing the idea as a positive way for people to be involved is one of the challenges line managers can help us meet.

Flexible volunteering is not an ‘invitation to not turn up’. It is, on the contrary, just thinking about the functions people can perform in a slightly different way. Providing positive leadership and accepting the possibility that everyone has something to offer is very important. more info To find out more about flexible volunteering, please contact adult.support@scouts.org.uk

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Work, rest and play Elsewhere this issue weÕ ve look at flexible volunteering and what it means for Scouting. Here, Bunty Ridgway and Ben Storrar meet three volunteers who manage to fit Scouting around their work patterns

Craig MacDonald What is your job and your role in Scouting?

I’m an officer of the UK Border Agency and a Scout Leader.

What sort of shifts do you do and how much notice are you given of changes?

I cover a 24 hour period, doing eight hour shifts and I’m occasionally on call. I rarely have to change at short notice and can predict my shifts.

How do you handle this within your leadership role?

Our Assistant Scout Leader, Tony, is also in the UK Border Agency but works a different shift pattern.

At the beginning of each term we work out if either of us will be working on Troop night. Whenever possible, we’ll ask leaders from other sections within 8

the Group to cover if one of us or, occasionally, both of us cannot attend.

What do your fellow leaders think of managing without you when you can’t be there?

They’re fine about it, but we try to arrange help wherever possible.

What would you say to someone who only has a limited amount of time to offer?

Any help is better than none at all! The more leaders there are with a section, the better the programme.

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Flexible volunteering

What do your fellow leaders think of managing without you when you can’t be there?

The other leader is, as I say, in the same boat. Other leaders within the Group understand that we do what we can and we don’t bother them unless we need to.

What would you say to someone who only has a limited amount of time to offer?

Please, please come along, whatever you can do will be appreciated.

Andrew Hardy Tony Condon What is your job and your role in Scouting?

I am an anti-smuggling officer in the UK Border Agency. My job is to stop, search and find illegal substances, firearms and smuggled goods. I also am an Assistant Scout Leader and have been for over 25 years.

What sort of shifts do you do and how much notice are you given of changes etc to times/days?

I work twelve hour shifts either days (7am to 7pm) or nights (7pm to 7am) but may have to remain until any legal process has been completed.

My longest ever continuous shift was 52 hours.

As I work rostered shifts I do know up to a year in advance what shifts I will work. I just cannot guarantee that once started I will finish as expected.

How do you work this within your leadership role?

The Scout Leader, Craig, also works shifts, so we plan meetings accordingly and use Group Scout Leader and others to help us out.

What is your job and your role in Scouting?

I’m a British Telecom Engineer and Assistant Scout Leader.

What sort of shifts do you do and how much notice are you given of changes?

Normally I’m advised of my shift patterns 14 days in advance.

How do you work this within your leadership role?

I took the appointment of Assistant Scout Leader because I knew there would be times when I couldn’t get there. Sometimes a shift pattern could last between three and four months when I wouldn’t be able to commit to every week but would then attend weekend events, activities and camps.

What do your fellow leaders think of managing without you when you can’t be there?

I keep in good contact with the Scout Leader and know of no problems with either the leaders or young people. To me, the key to volunteering is being adaptable.

What would you say to someone who only has a limited amount time to offer?

You’re welcome!

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David Morris, Explorer Scout Leader in Wrexham explains why he got involved in WASPS (Wrexham Active Support Plus Social) and how its flexible approach is paying dividends

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Taking the sting out of g n i r e e t n u l o v

’ve already got too much to do in Scouting. I’m a Scout Leader, Explorer Scout Leader and an Assistant Area Commissioner. So why am I getting involved with the establishment of a Scout Active Support Unit?

The answer is that I like seeing new adults joining Scouting, attracted by the flexible nature of Scout Active Support. They are able to help with the task of, say, running Area and District events for Scouts and Explorers, something that is currently done by myself and other leaders who also have weekly meetings to run. It means less work for us!

Opening doors to Scouting I’ve asked quite a few people I know if they’d be interested in getting involved with Scouting in the past. They’ve said 10

they couldn’t commit to weekly meetings, but could help out now and then. The Scout Active Support structure supports occasional volunteering and makes them feel part of something bigger.

Another opportunity, which could otherwise be seen as a challenge, is the Network age range in our District.

There’s not really an active Scout Network, but those aged 18-25 can join WASPS and help out with our projects, and at the same time be members of Network Wales.

More help!

Our focus We’ve decided that our main service provision will be in the support of the Scout and Explorer Scout sections.

I’ve asked the ADC Scouts and District Explorer Scout Commissioner for ideas and projects that we can get

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Scout Active Support

involved in. One that has been proposed already is providing assessment for the Duke of Edinburgh’s Award.

Many Explorer Scouts find it tricky to find a way of developing a skill or physical recreation and getting it assessed. A few friends of mine who’ve said they’d be keen on joining WASPs are enthusiastic mountain bikers and would love an excuse to head for the local forest.

Better communications But how are we planning to keep in touch with these new volunteers? This may be unusual for some, but we find social networks, such as Facebook, invaluable. Virtually everyone I know is on Facebook. It’s a great way of keeping in touch, and organising groups.

We’ve already used the site to recruit for WASPS. I messaged everyone I knew who’d possibly be interested, and I’ve had a great response. Within the first hour of sending the message, seven people new to Scouting had shown an interest. I’m sure we’ll be able to take this even further. Lots of other clubs and societies have pages on Facebook – the local climbing centre, the local

canoeing club. Posting there may bring in more volunteers.

Obviously it’s important to make sure those who don’t use social networking will still be able to feel part of WASPS, but I do think the majority of our communication will be done through our Facebook group.

more info You can visit the WASPS Facebook Group at www.facebook.com/ WASPSactivesupport More information on Scout Active Support can be found at www.scouts.org.uk/activesupport If you have a story that you think others would find useful, then please let the Scout Active Support Team know at active.support@scouts.org.uk

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Look far and wide June and July 2010 offer several exciting opportunities to explore new themes, says Sheridan Allman, UK Adviser for Diversity. Why not use these to build understanding and knowledge within your Groups?

W

ith 5 June being World Environment Day and the week of 21 June being Recycle Now Week, you could use these as an opportunity to focus on the wider world.

Knowledge of these events allows you, as managers, to include as many people, faiths and events as possible, increasing the flexibility of Scouting in your area.

Perhaps you could also explore Scouting in different countries with 1 July being Canada Day and 4 July being USA Independence Day? How about setting up some email contacts, a shared webpage or even Skype calls with Scouts in Canada or the US?

Roads and rivers June is Gypsy, Roma and Traveller month across the European Union so looking at travelling people’s way of life may help young people understand a culture that is very different to their own and would present many opportunities to discuss the challenges facing the Roma people. Alternatively you may want to opt to arrange your 12

very own Dragon Boat Festival on 16 June which of course does need to take place on water.

There are also several notable faith days across the two months: • Ratha Yatra on 13 July is a huge Hindu festival • Corpus Christi is Christian Feast Day on 3 June • Dhamma Day on the 25 July is a significant day for Buddhists • 20 July is Tisah B’Av, a Jewish fasting day in the Hebrew calendar.

Exploring the spiritual life The night of 26/27 July is the Night of Forgiveness for Muslims. This takes place two weeks before Ramadan and it is the time when Muslims seek forgiveness for their sins and believe that on this night one’s destiny is fixed for the year ahead. You could use any of these dates to set some activities that encourage young people to explore spiritual ideas and practices outside their own personal experience.

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Insurance

Am I insured?

This is a question often asked by Trustees in Scouting Ă? and one which Ralph Doe of Unity Insurance is now pleased to answer. The simple answer is yes

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change to the Charity Commission rules in June 2007 (which, until then, precluded Scouts from purchasing a Trustee Indemnity Insurance policy) means that cover for trustees can now be purchased.

In 2008, The Scout Association elected to provide a national policy to cover the trustees of any Scout charity.

That includes members of executive committees for Scout Districts, Counties and Groups, as well as those who manage other Scout assets such as building or campsite committees.

What does it cover?

This insurance is specifically designed to cover the management risks incurred by charities and their trustees against wrongful acts. These include actual or alleged acts and the policy is designed to pay for and defend these actions. It does not cover acts which the trustee knew (or should reasonably have known) would constitute a breach of trust.

The provision of cover is designed to protect people who, having acted responsibly and honestly, find themselves being held to account. An obvious example might be where a trustee has sent a cheque to pay for insurance, it is mislaid in the post and an uninsured loss occurs. The limit of indemnity set by the Association is considered adequate for the Association, so no additional cover need be purchased.

Who is covered?

Any person elected, co opted or appointed to act as a trustee to Scout assets (these will usually be the members of an Executive Committee).

What are they covered for?

Personal liability to make good a loss to the charity caused by their joint or several action.

What is not covered?

Criminal actions, acts which the trustee(s) knew (or should reasonably have known) could result in a breach of trust and acts taken in reckless disregard of whether a breach of trust might occur or not. These cannot be insured.

Do I need to take any action?

No this cover is already in place for all trustees in Scouting.

Peace of mind Unity’s Scout Insurance policies are designed specifically with Scouting in mind to help you run your Group or plan your next event, safe in the knowledge that you are protected and prepared.

For more information and additional products, visit www.unityins.co.uk or email info@unityins.co.uk or call 0845 0945 702. scouts.org.uk/focus

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Focus news VolunteersÕ Week

A round up of the latest news and information especially for managers in Scouting

Coming to Reunion 2010?

(1-7 June 2010) Volunteers’ Week is a national celebration of volunteers and volunteering which takes place in June each year.

Everyone is invited to join this national celebration of volunteering; it’s up to you to decide exactly how.

The week is a great opportunity: • to increase public awareness of the thousands of leaders and supporters within Scouting • for young people and their parents to arrange an event to show your appreciation to their leaders for their highlight their contribution to local groups and the wider community • to gain positive media coverage • to showcase the excellent events you run • to recruit additional adult volunteers • to make links with other Scout Groups in your area • to make contacts with other voluntary groups • to find out more about volunteering • to take part in some events taking place across the UK. Events are happening across the country and you can visit the Volunteers’ Week website to find events happening near you. www.volunteersweek.org.uk The site also has a number of free resources, such as certificates and posters, to help you organise events and thank volunteers.

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Bookings are now open for this year’s Gilwell Reunion event, held at Gilwell Park over the weekend of the 3-5 September. The event has changed over the last few years and so we thought now would be a good time to provide an update.

The event is open to all adults within Scouting and not just those who have gained their Wood Badge.

The event has a number of different elements: • Entertainment – a great opportunity to socialise and have fun.

• Saturday programme – this is all about supporting the sections, with bases and stands full of information and new ideas.

• Sunday programme – this is all about supporting the individual. We are offering workshops, trainings, activities and practical skills sessions, a real chance for everyone to learn something new, try a new activity or share ideas and skills.

As well as encouraging adults to attend, we are also looking for people to help with the programme. If you have any activity providers, Scout Active Support Units with unique skills or just something interesting to share, get in touch. www.scouts.org.uk/reunion or email gilwell.reunion@scouts.org.uk

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Opinion

Tim Kidd and Mark Tarry – flexible volunteering in practice.

Why flexible Scouting is for everyone We talk a lot about flexibility and thinking differently but often struggle to put it into practice, says Wayne Bulpitt. Is it time to think again?

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often hear ‘flexibility is a good idea for other people, not us’. In fact, it can work for everyone and at every level. The recent appointment of the Chief and Deputy Chief Commissioners for England is a good example where we have split the role to suit the strengths of the two individuals, Tim Kidd and Mark Tarry.

Such examples of flexibility are not the exclusive domain of headquarters however. Chatting to Hamish Stout, County Commissioner of Berkshire, he mentioned that they had started looking differently at the role of District Commissioner two years ago when they first appointed joint DCs, in the District of Wokingham.

Flexible teams Steph Gould and Andy McBain, who share the role, both have demanding day jobs. Doing something in partnership seemed the best way forward. They both bring different skills to the role so where one lacks the other usually plugs the gap. In practical terms though, they divide the eight Scout Groups up between them, four each, so that each Group has a ‘link’ District Commissioner with whom they can communicate. ‘Sometimes people go to the wrong District Commissioner but it doesn’t matter,’ says Steph.

‘We communicate well so we can answer questions from any Group if one of us is away on business.’

They have found two heads are better than one especially when it comes to dealing with those sticky political situations. ‘It’s really good to bounce things off each other, especially when you’re not sure or if it’s a particularly difficult situation. Our one tip would be to communicate well with each other – chat things over regularly so you both know what is going on. It also prevents that divide and conquer approach.’

Dramatic results Hamish explains that when appointing a District Commissioner or similar role, they now always look at the options of role sharing, or identifying a Deputy. Perhaps this has something to do with the great growth Berkshire is enjoying: 8 per cent in 2008, and over 6 per cent last year. That’s 980 (15 per cent) more young people over two years and 140 (9 per cent) more adults. In two years they have added membership equivalent to one complete new average size District. more info Follow WayneÕ s activities and share comments by visiting his blog at www.scouts.org.uk/ccblog

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