Seeking, Choosing & Sustaining Super Staff

o For summer camp, start the process in February o For the school year, start the process in June o Post ad in newspaper, online job site, college career services o Create a network of people who can market positions and refer quality candidates—school, colleges, RSVP, work force development, Americorps, etc. o Include an online application as an option.

1.Pick top candidates. 2.Include key people in the interview process. One asks questions and the others take notes. 3.Interviews include a site visit. 4.Check at least 2 references. 5.Check social media. 6.Complete background checks. 7.Offer job! 8.Mail letters to all applicants. 9.Write letter of intent to new hire with probationary expectations. 10.Salary based on education, experience, and area programs.

o Great orientation— QRS new hire checklist o Communicate often & Communicate well o Catch staff doing the right things. o Provide coaching with concrete examples and tips for concerns or questions. o Regular staff meetings to problem solve & celebrate. o Professional development opportunities o Evaluations o After 4 month probationary period o During summer camp—Journaling Oprah moments o Annual o Increase of salary