Re: Search for a new Council
Settummanque, the blackeagle (WALTOML@WKUVX1.BITNET)
Thu, 7 Oct 1993 10:23:11 CDT
Fred Rogers <fredrogers@VNET.IBM.COM> writes:
>Olan Watkins <o.watkins@GENIE.GEIS.COM> writes:
>> I am not certain of the procedure, but in general I think that the process
>> is something like this: I think that your council will develop some general
>> outline of the type person that they are interested in and take that to
>> region. Region will do a data look up through their files on possible
>> canidates and come up with a list of 3 to 6 people that might fit the
>> description and supply this list to the council committee to interview for
>> the job.
>> I don't believe that it would do any good for a person to apply directly to
>> the council, as I believe it is all handled by your region headquarters.
>> Olan Watkins
>Olan has described the procedure very well. Our council went through
>the process this summer and that is exactly how it worked. We were
>given a list of three names to interview. If none of those had proven
>acceptable, we would have been given additional names.
Allow me to piggyback onto both Fred and Olan's postings and explain
WHY this method is used rather than a general "notice to all Scout
Executives: Vacancy!" announcement.
All vacancies for anything other than "entry-level (44 or 41)"
positions are coordinated through the Region in which the professional
resides in. This allows for "cross-levelling" of vacancies with
professionals with special skills or abilities (or racial or ethnic
characteristics) that the local Council is looking for. Therefore, if
your Council has a vacancy for a professional in their "innercity"
District, with experience in camp operation and Exploring, the
Regional office can quickly run a list of available (tenured)
black or Latino professionals with National Camping School and
Administration of Exploring training under their belts. They provide
the list to the Council Scout Executive, whom then (depending on size
of the local Council) either selects one (based on what he've heard
about the person...wonder why ALL of your professionals run to a "All
Hands Meeting" in the Region....face time!!!!), gives the list to a
Council volunteer committee to select one or interview them all, or
gives the list to a Director of Field Services or a Field Director to
make the decision. The entry-level positions are filled either by the
local Council or through the Region, at the personal discretion of the
Council Scout Executive. The applications do go through the Region,
but if a person is "good enough for me to hire NOW", he can note this
on the professional application and the person is immediately hired.
Sounds really racist and "unethical", right?? Well, that's my
opionion as well, but this is how the BSA has been hiring and
promoting from within for the past 80 years. Why change a good thing,
As far as the selection of the Council Scout Executive goes, the Area
Director (the "boss" of the Council Executive) gets a nomination list
from the Region. This list is based upon the skills and experiences
that the local Council desires neccessary to "administer a program
meeting the needs of the local Council and its youth". The list
contains usually eight names. At the top of the list are those
Council Scout Executives whom have served in that same "class"
(Councils are classed according to the number of youth served. There
are three classes) that the current fella is serving. This is
supposed to prevent Mr. X, whom ran the Chicago Area Council and then
the Seattle Area Council from becoming the SE of the Firelands Area
Council or the Audobon Council, smaller in size and scope than what
he's dealt with before. It also insures that the SE will have some
percentage of success in a slightly larger Council situation. These
nominees have usually been in their Council as the Scout Executive for
upwards of ten years.
In the middle of the list are Council Scout Executives that are coming
up to the ten year point in their current role and are looking for a
new place to "settle" (the BSA says that the majority of their
retiring Scout Executives choose a "headquarters city" that they feel
confortable in, because 83 percent of them *do* retire right there).
These executives "place themselves" on the list by informing the
Region of their desire to move. A notation to that effect is placed
on the database and when it comes time to select a new person for,
say, Tuscon, then that person is added to the list of names.
At the bottom of the short list are those within the local Council
that the Area Director feels confident in enough to be considered as
the successor to their "boss". These may be also folks that served as
Directors of Field Services, Support Services, Associate Scout
Executive, etc. in neighboring Councils but have some ties with the
Council that has the vacancy (for example, a past Director of Field
Services for that Council that left to become the Associate Council
Executive in a neighboring Council).
The Council Nominating Committee or an ad-hoc committee at the Council
level interviews all of the candidates. If a Council is smart, they
also include youth members and unit leaders in the candidate
interviews. They would also do right by showing each candidate the
territory on land as well as on a map at the Council Service Center.
Finally, they make a decision and send a notice through the Area
Director to the Regional Associate Director of Personnel recommending the
selection. The Regional Associate Director of Personnel then gets the
recommendation of the Area Director (no biggie but if someone pissed
the Area Director off in past years, he'll remember it at *this*
point!) and the new Scout Executive is informed by phone and later by
mail of his selection.
There's normally a two-month period of transition but if the previous
SE left under a cloud, the Regional Director can *force the move* and
get this guy in there FAST (a week or two).
Thanks for letting me add onto two really great explainations and
stating the reason "Why??"!!
Mike L. Walton
( Settummanque, the blackeagle... ) )
( (MAJ) Mike L. Walton (among other "endearing" names) ( )
( AIS/MR Recreation/Leisure Specialist, Lifeskills Inc. ___)_ )
( Phone 502-782-7992 (home) 502-842-2274 (office) |-=-|] )
( 3201-D Cave Springs Avenue -- Greenwood, KY 42104-4439 -------- )
( WALTOML@WKUVX1 / "No such thing as strong coffee, only weak people" )
( KYBLKEAGLE@AOL.COM (America Online) / (available Scouting speaker) )
( "I don't speak for Lifeskills, Inc. or WKU...but man, do I speak!!!!" )
Terry Howerton Sakima Group, Inc. SCOUTER Magazine Kansas City