Region Collegiate Team TF FY13 BOD4 Update Allison Lunde, Chair June 14, 2013

RCT Election Timeframe Current Structure 1 st call – mid December 2 nd call – mid January Application due February 1 st RCR Coordinator/Coordinator Elect evaluate applicants and find candidates for positions without applicants Elections – entire March Conclusions Majority of applicants submit close or on the deadline o Changing timeline will not increase # of applicants Current timeline works well o Timing/process consistent across all regions o Format is similar to Society Page 2

RCT Election Timeframe Recommendations Send out applications 2 weeks after Annual Conference Play off of conference energy Develop synergies between collegiate attendees and current RCT leadership w/ face-to-face time RCT should start finding successors at this time Work on HOW to get applicants Individual communication with sections Use Professional and RCT members to reach out Use counselors and faculty advisors to assist in mentoring Page 3

Structure Evaluation Methodology Evaluation Methodology Page 4 SKILLS NEEDED ABILITIES FOR SKILLS GROUP SKILLS BASED ON ABILITIES REVISED STRUCTURE DIFFERENT STRUCTURE ASSIGN OTHERS STEP 1 STEP 2 STEP 3STEP 4

Steps 1/2/3 – Needed Abilities/Skills The following slides contain the necessary abilities that a member of the RCT must exhibit to be successful in the duties of the position and provide collegiate with the resources they need to be successful Formatting – all skills are grouped under an ability The grouped skills were used to evaluate the roles for the RCT Page 5

Steps 1/2/3 – Needed Abilities/Skills Ability to communicate w/ Sections w/ Region w/ RCR Coordinator/Coordinator Elect w/ Collegiate Director Write blog Teleconference Ability to present information On the phone to Section Presidents To region during meetings – Annual and Region Conf. Page 6

Steps 1/2/3 – Needed Abilities/Skills Page 7 Ability to manage data Compile section reports Keep status of sections - good or not good standing (HQ) Mentor sections not in good standing (CLCC) Track society goals Leaders for pipeline Ability to provide financial assistance EIN questions or issues (HQ) Guide financially struggling sections (Finance Committee) Fundraising ideas Ability to represent collegiate interests Region Council Senate

Steps 1/2/3 – Needed Abilities/Skills Page 8 Ability to understand Society structure BOD Region Bylaws (Bylaws Committee) Society/Region committees Overall resources Ability to be a SWE Ambassador Build pipeline through mentoring (SWEFL & Sect. Pres.) Collegiate/professional interaction Ability to manage one’s time Ability to provide conflict resolution

Next Steps for Task Force Methodology Evaluation: Page 9 SKILLS NEEDED ABILITIES FOR SKILLS GROUP SKILLS BASED ON ABILITIES REVISED STRUCTURE DIFFERENT STRUCTURE ASSIGN OTHERS STEP 1 STEP 2 STEP 3STEP 4 X X X

Step 4 – Revised Structure Page 10 Overall Findings Remove all business ends from the RCT roles - have Professional member leadership or Society HQ manage Bylaws EINs Financially struggling sections Sections not in good standing Develop a synergy between RCT and CLCC Currently operating separately but have many of the same goals General consensus that RCR is overworked and RCCE and RCS are under-utilized Discourage sharing of roles between individuals – instead distribute the workload

Step 4 – Revised Structure Page 11 Structure per region 1 RCR 1 RCCE 1 RCS The current system is relatively working within SWE but the workload distribution among the group is not appropriate Elected per previously discussed election timeframe Create a consistent experience between regions and roles

Step 4 – Revised Structure Page 12 RCR Role Regular communication Lead all calls/meetings Send s to presidents Answer general questions Society structure Facilitate professional/collegiate interaction SWE Ambassador Best practice sharing Representation Region Council (voting member) Conflict resolution Assist sections with conflict resolution through assistance from Region leadership

Step 4 – Revised Structure Page 13 RCCE Role Reporting communication Blog Social Media – Facebook, Twitter, LinkedIn, etc Data management Compile section reports (To RCT Region Lead – Lt. Gov., Gov.) SWE Ambassador Representation Region Council (voting member) Time management Ability to manage report submittals

Step 4 – Revised Structure Page 14 RCS Role Representation Senate SWE Ambassador Time management Society goals vs RCT goals

Step 4 – Revised Structure Page 15 CLCC Role CLCC and RCR completing many of the same tasks Reduce redundancy between groups Increase communication Require CLCC region lead to be part of the RCT Report sections that CLCC has contacted and provided services Mentor sections not in good standing (coordinate with HQ)

Step 4 – Revised Structure Page 16 Collegiates Collegiate Presidents RCR Coordinator RCT Lead Region Council Region Governor Director of Regions BOD CLCCCLCC Lead Director of Prof. Dev. Director of Education Senate Speaker of the Senate Counselor & FA Counselor/FA Coordinator RCCE RCR RCS Graduate Member Coordinator Existing Collegiate Communication Paths Collegiate Director Collegiate Stakeholders

Step 4 – Revised Structure Page 17 Collegiates Collegiate Presidents RCT Coordinator Region Lead (Lt. Gov.) Region Council Region Governor Director of Regions BOD CLCC CLCC Lead Director of Emerging Senate Speaker of the Senate Counselor & FA Counselor/FA Coordinator RCCE RCR RCS Graduate Member Coordinator Revised Collegiate Communication Paths -Changes are in RED -Double RED arrows – mentoring, no direct reporting Collegiate Director of PD

Step 4 – Future Structure Page ‘Girl Scout’ Badge System Individuals earn ‘badges’ within leadership areas Membership Communication Finance Group individuals based on skills from ‘badges’ to have a source for SWE members to go to for assistance Have different levels within badge groups Entry Moderate Expert After training for the ‘badge’, individual needs to show from example the skills they have learned Mentor a struggling section Lead committee/sub-committee

Step 4 – Future Structure Page ‘Girl Scout’ Badge System - continued Create a ‘community’ of knowledge individuals in each badge area (i.e. online searchable database) Individuals list experience/ways they can help People can find mentors for specific situations Find the right people for the right positions

Step 4 – Future Structure Page Full Integration of Collegiates/Professionals Region structure remains the same but collegiate able to run for positions Governor (P) Lt. Governor (P) Treasurer (P or C) Internal Secretary (meeting minutes) (P or C) External Secretary (social media/blogs) (P or C) Section Coordinator (P or C) Provides a more inclusive organization Collegiate and Professional section needs are very similar Main difference is professional development needs for Professionals Focus on people that are capable of tasks vs. just SWE experience

Step 4 – Future Structure Page Collegiate Interest Based Group collegiate sections based on their interests/struggles/goals for the year Section size – small/medium/large Membership retention Fundraising Outreach Each group consists of collegiate sections Each group lead by an RCR type collegiate or young professional member

Next Steps for Task Force Methodology Evaluation: Page 22 SKILLS NEEDED ABILITIES FOR SKILLS GROUP SKILLS BASED ON ABILITIES CURRENT STRUCTURE DIFFERENT STRUCTURE ASSIGN OTHERS STEP 1 STEP 2 STEP 3STEP 4 X X X X

Step 4 – Recommendations Page 23 Revised Structure Make adjustments to the current structure to even workloads (as discussed previously) 1 RCR 1 RCCE 1 RCS Ensure that one individual as the “go to” for any given skill Proposed changes to be implemented FY15 Future Structure Difficult to develop a structure without a global society structure strategy Brainstormed potential ideas as mentioned above Each idea has pros/cons Encourage active participation from the RCT TF members on the Globalization Advisory Board

Steps Forward - Immediate Page 24 Bylaws Changes Collegiate Director FY13 and FY14 will develop all necessary bylaw changes Structure Changes RCR Coordinator with mentoring from Collegiate Director implement structure changes