1. Bringing in the Best Volunteer screening as a retention tool Fairfax Court Appointed Special Advocates (CASA) November 2, 2012

2. Screening -- measures Of the prospects who attend information sessions: 40% will submit an application 43% of applicants will be accepted for training 35% will be sworn in as CASA volunteers

3. Before In FY10 New volunteers never taking a case: 21% New volunteers dropping cases: 4% On October 1, 2010: Volunteers assigned to cases: 135 Children waiting: 53

4. After In FY12 New volunteers never taking a case: 2% New volunteers dropping cases: 2% On October 1, 2012: Volunteers assigned to cases: 157 Children waiting: 6

5. Screening at Fairfax CASA Establish clear expectations Identify the core competencies Take a behavior-based approach to interviewing Assess during training Reiterate expectations

6. The Application Process Information Session (orientation) Application Telephone Interview In Person Interview Accept Into Training (or reject)

7. Identifying Competencies Work as a team Base competencies on the job description List all competencies required for the position Prioritize the list Pare down to 8 – 10 key competencies Use the competencies throughout the screening process

8. Top Five Competencies Time/schedule flexibility Sense of commitment/responsibility Perseverance Objectivity Appropriate boundaries

9. Developing the Interview Questions should measure key competencies Behavior-based questions are questions that elicit specific examples of a skill Past behavior is the best indicator of future behavior/performance For example: “Tell me about a specific time when…” “Give me an example of a time in which…”

10. Measuring Competencies Tell me about a time you were frustrated. How did you handle it? (Interpersonal skills: 1 2 3)

11. Conducting Behavior-based Interviews Be a skilled interviewer Look for concrete examples, not hypotheticals Ask follow up questions/probe as necessary Watch body language Remain objective Score the interview based on competencies

12. Red flags Scheduling difficulties Inappropriate sharing/boundaries Defensive about application/interview process In a time of transition/major life events Overly emotional

13. Conducting Behavior-based Interviews Look for concrete examples, not hypotheticals Ask follow up questions/probe as necessary Remain objective Watch body language Score the interview based on competencies

14. Final steps Program staff assess candidates as a group Continue to assess during training Meet with the Executive Director Reiterate commitment

15. Contact Information Elisa Kosarin Associate Director, Recruitment And Training ekosarin@casafairfax.org (703) 273-3526, x22 Fairfax CASA 4103 Chain Bridge Rd., Suite 200 Fairfax, VA 22030 http://www.fairfaxcasa.org