Classifications
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If someone wants to join in multiple classifications? How will that work?
- If someone wants to mentor, they will be qualified to perform the other roles of subject-matter expert (SME), workshop presenter (WP), and volunteer EXCEPT for any specialized training that might be required for a specific volunteer role. For SME and WP, the onboarding is not that different; however, there are a couple of small nuances that would be required if a volunteer wanted to do both. For example, a WP will have to observe workshops where an SME is not required to do this. A WP is not required to do technical training on how to use the website, Support Center, and Engage.
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Under the new structure can we give a volunteer more than one classification? For example, can we give someone a Mentor and Workshop Presenter classification?
- The plan is to give each member one classification. That classification would represent their most thorough level of training. For example, a mentor can do anything. An SME could co-mentor and be a volunteer resource to the chapter.
Onboarding Requirements
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Where can we find the training requirements for each classification?
- All information on the new onboarding classifications and training materials can be found in the Recruitment and Onboarding category.
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How many co-mentoring and observation sessions are needed for the new mentors? Is six too low or adequate?
- Six is often adequate to set a mentor up for success if done properly. It is important to use Coaches and a process that includes assessment, reflection, observation, and feedback. We have provided the SLATE in Action mentoring discussion guide. This document or a similar process should be used to facilitate a discussion between observer and mentor. This guide helps augment the learning experience for the mentor in training.
- At the end of the six sessions, the coach and provisional should have a conversation to determine if more co-mentoring is appropriate. If more is needed, a decision should be made as to what type of experience should be planned.
- In some cases, provisionals have asked for more mentoring practice and small business education.
- One Beta chapter (NE NJ) went from 20 mentoring sessions to around 6 sessions using the full process outlined in the Onboarding Program and found mentoring quality did not suffer.
- Six is often adequate to set a mentor up for success if done properly. It is important to use Coaches and a process that includes assessment, reflection, observation, and feedback. We have provided the SLATE in Action mentoring discussion guide. This document or a similar process should be used to facilitate a discussion between observer and mentor. This guide helps augment the learning experience for the mentor in training.
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Under the new classification, what training courses will be required to take under each classification?
- The training requirements are laid out in the SCORE Volunteer Classifications Onboarding Guidelines (formerly the Volunteer Onboarding Guidelines for Leaders). All onboarding resources can be found in the Recruitment and Onboarding category.
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What would be the training requirements for a Paid Admin?
- You have two options:
- You can train them as a “volunteer” or “SME”. In regard to online modules and training requirements.
- SME training because they would be offering their experiences in the admin field.
- You have two options:
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What are the requirements for email or video mentoring?
- Provisionals who wish to become email or video mentors must complete the same onboarding requirements as the mentor classification. Additionally, provisionals seeking to be email mentors need to complete the 010 Business Advice Now Certification online module.
- Provisionals seeking to be video mentors need to complete the 011 Mentoring with Video Technologies online module.
Coaches
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Are there resources available for coaches?
- Coaches play an integral role in helping provisionals assimilate into a chapter and connecting them to tools and resources. There are presentations and sample orientation materials available for coaches. For now, all resources can be found in the Volunteer Onboarding Guidelines.
Change Management
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How do we start with implementation?
- There is a section on change management in the program materials including an assessment tool. It is recommended that you start with that.
- The results of the assessment will help you to determine the next steps for introducing the program to your chapter and implementing the best practices.
- If you run into roadblocks or have further questions reach out to your District Director and the “Headquarters” team.
General
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Do I have to adopt all aspects of the onboarding program?
- Yes. Though you are not required to implement all of the classifications, if you do use a classification, you should use the program as is. We understand there may be a desire to pick and choose. Some of SCORE's most successful chapters contributed to creating this onboarding program. Using it “as is” has led to success in our Betas with a higher rate of acceptance of applicants and more applicants making it through the provisional phase. We understand that it may take time to implement all of the pieces of the program (i.e., coaches for all volunteer classifications), but there should be a commitment to move toward total and complete implementation.
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How will Headquarters help chapters in adopting this new onboarding process?
- The onboarding roll-out team can offer support in a myriad of ways: 1:1 meetings or presentations virtually or in-person at any relevant meetings. For assistance please contact education@score.org.
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Would the workshop presenter be allowed to develop local workshop material?
- Yes, we would hope that workshop presenters would develop and deliver workshop material.
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Why is this change necessary i.e. the Onboarding program?
- It’s not so much a change in and of itself. It’s a solution to a common problem volunteers today face. We need to make it easier to volunteer with SCORE as the applicant pool evolves. This does mean change in both technical requirements and socially as well.
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Does the Onboarding program only work for large/medium chapters? What are the implications for a small or brand-new chapter?
- One of the beta chapters was a brand-new chapter, which also could be considered “small”. They were able to implement the program.
- In some chapters, the membership and onboarding roles may be carried out by fewer people.
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