1. How to Run an Aspirational New Hire Orientation:
Review agenda for training
New Employee Orientation Toolkit
What do before, during and after an NEO
Get some practice on what say at the front of the room and some practice on 1-1 conversations

2. Key five Compression points of back to school
Obtaining the unit list
Pre-orientation engagement
Aspirational new hire orientation
Building Representative & worksite leader follow up
Early Career Educator & membership event
5 Minutes:
We can think about the New Educator Campaign Back to School Organizing as five key compression points.
Obtaining a bargaining unit list and/or New Hire lists
Pre-Orientation engagement with new hires
Holding an Aspirational New Hire Orientation
Building Representative and Worksite Leader Follow Up with all new hires-to recruit all potential members and continue to build worksite relationships with members.
Early Career Educator and Membership events that provide networking and professional support opportunities to New Educators.

3. Aspirational New Hire Orientation:
10 Minutes
Ask the question: What does aspirational new hire orientation mean to you in ten words?
Take 5 minutes for conversation at the Table
5 minutes for table conversation, 5 minutes to report
Aspirational New Hire Orientation:
What does it mean to you?

4. New Hire Orientation Toolkit
1 Minutes
To help support you to hold Aspirational New Employee Orientations, the New Ed Campaign has created a New Hire Orientation Toolkit.
Take a look at the tool kit we printed for you. I want to take a minute to highlight a few important sections to think about.
The research is clear. These first impressions at New Employee Orientations matter!
So the first question is: How do I get access to New Hire Orientations in my Distrct.

5. Strategies for accessing New hire orientations
3 Minutes
Well, here’s a few strategies that can help you get in the door.
Work with the district to get your association on the agenda!
Offer to buy breakfast or lunch for new hires with an agreement for exclusive access to new hires during the breakfast or lunch
What if the district is not friendly towards your association? We’ve got a few ideas about that too
Create your own Orientation and invite everyone from the new hire list you obtained to the event
Pass Legislation guaranteeing your association access to NEOs
Bargain contract language(or edit into your Employee Policies etc if Non Bargaining)

6. Maximizing orientation day
2 Minutes
OK, so now that you’ve got access to the NEO, now what?
Here’s 5 thins to maximize the day:
Main points:
Identify and train member organizers to help with the NEO. Specifically, early career educators where possible.
Track the day with data! Use the New Ed data card.

7. Have a plan! “Failing to prepare is preparing to fail”
3 Minutes
Review Agenda for the day.
Main points to emphasize:
Meet ahead of time to secure team, make a plan and set expectations. Meet again early the day of/before the event.
Set up by school building if possible.
In the best case we will also have time in front of the room to introduce our union.
Our experience indicates that early career educators themselves are the best ones to recruit a fellow new educator. So this is a great opportunity for a member of your states Early Career Educator group to introduce themselves and the union at the NEO.

8. How would you introduce the union and our mission?
How would you talk about collective power and action?
How would share the importance of getting involved?
How would you deliver an aspirational membership ask?
Introducing Our union
15 Minutes total
3 Minutes to set up
SET UP Table Exercise to Have participants Practice their 3-5 minute overview as if they were at the front of the room during an NEO.
So now what do you say now that you have access, have a team and are there the big day?
Well I’d like to answer that by welcoming you to the Anytown school district New Employee Orientation where educators are treated like celebrities and professional athletes
Where class sizes are small and standardized testing is minimal. This is not because yours truly is benevolent, its because we have a strong union fighting for what’s right. Let me turn it over a member of Anytown Education Association to tell you a little more:
12 minutes total for writing and sharing a few examples
You have all been chosen by your union to welcome the new educators at the NEO
Everyone please take the next 5 minutes to develop your pitch. Here’s a couple of guiding questions to get you started. At the end of the 5 minutes, I am going to start asking for a volunteer to share their pitch with us.

9. Agitation/Ask Hope Urgency You! 1 to 1 conversations 20 Minutes Total
Review the AHUY Framework. Reference Handout Good Listener
AHUY (5 minutes)
So now that you’ve given your pitch at the front of the room what’s next? In the best case scenario, you’ll now have time to sit a table with some new colleagues to get to know them. So how should you structure that conversation?
Nobody should follow a script mechanically. We need to talk to people like human beings. However, organizing conversations are not gripe sessions. An organizing conversation has specific goals: to identify the issues this person
cares about, connect them to a plan of action, and get this person to commit to participating. The organizer follows a structure we call a “rap.” We want our co-workers to realize:
• They care about a problem.
• There is a decision-maker who has the power to fix this problem.
• The decision-maker won’t fix it until someone pushes them to.
• If your co-worker really wants this problem to be fixed, they have to join you and other co-workers in taking action.
AHUY is an acronym we use to remember the steps in the organizing conversation.
Ask/Agitate/Anger: Ask questions, identify issues, and tap into righteous anger.
Hope: Share your plan to win or examples of success.
Urgency: Now is the time to act.
You: Can we count on you?
15 Minutes Role Play
Now Lets get some Practice:
Please get in groups of three (one organizer, one potential member, one observer);
If additional staff are in training with members ask them to be an additional coach to the groups of 3
staff be an additional coach to the groups of three
Potential: play a potential member that wants to learn more and has an issue of your choice
Organizer: Ask open ended questions to learn about the potential member and to identify their issue; explain how collective action as part of the union is the solution; make an ask (meet again, fill out the survey, join!)
Observer: Take note of how the organizer works through the open ended questions and how they deliver their ask; provide feedback at the end
Well go through 3 rounds of 5 minutes to give each person an opportunity to practice and get feedback.. That gives you about 3 minutes to practice the rap and 2 minutes to get/give feedback for each group.

10. Table talks What is the union? Why do we have dues?
Isn’t the union strictly liberal?
Table talks
15 Minutes
Its likely they may have some questions. So lets take a few minutes now to work through the most common ones that will come up.
Lets take 5 minutes for each of these topics at your table and share your answer or response to the question
5 minutes for each question
Ask for reflection/report out from 1-3 tables to share.

11. How to answer Questions
AFFIRM
ANSWER
REDIRECT
How to answer Questions
10 Minutes
Review the Affirm, Answer, Redirect
Reference samples below or ask for common question or use example from a report back from the table talk.
Below is an example of someone afraid of retaliation from the principal.
Rather than reading as the trainer, ask the room for definitions of each step, then reinforce or cover what was missed.
Affirm:
Let them know you’re listening, you understand, and their feelings are valid. Your co-workers
may be scared or upset by what they’ve heard. Don’t get mad at them. It’s management’s fault,
not theirs. “I hear you, I don't want the principal to retaliate against me either!”
Answer:
Give a truthful, concise answer to the question. Don’t be evasive. If there’s a grain of truth to
management’s message, say that up front. “Yes, its true our principal might be mad when we show and tell him he's treating veteran employees unfairly. That's why we're all going to his office together with a petition signed by everyone in the building, so he wont be able to single anyone out.”
If you don’t know the answer, don’t guess. Tell them you’ll find out and get back to them. Make
sure you follow through, to maintain trust.
Redirect:
But once you’ve answered the question, don’t get bogged down in too much back-and-forth about
it. Instead, be ready with a question that brings the conversation back to your message and points
out what management is trying to distract them from. “You told me earlier that he principal is always picking favorites and punishing some of us without rhyme or reason. If we don't stand up to him, when will it end?”

12. Get the list of new hires, secure access to NEO events or create your own event.
Identify and train your NEO team now, including early career educators
Get your materials together and have a plan for the day of event
Ask everyone to join your association!
Send the membership forms and New Ed Data cards to your state New Ed coordinator
Closing thoughts
3 Minutes:
In addition to sharing these thoughts, take this opportunity to walk trainees through your state new Ed campaign plan and the important role of NEOs.
Provide additional details on post training follow up plan if applicable.