Resources for Finding Quality Leaders for Your Unit

Selecting Quality Leaders Unit Training: http://www.scouting.org/filestore/pdf/18-626.pdf

Selecting Quality Leaders Brochure, Troop Version: http://www.scouting.org/filestore/pdf/18-981.pdf

Selecting Quality Leaders Brochure, Pack Version: http://www.scouting.org/filestore/membership/pdf/522-500_web.pdf

Pack Family Talent Survey: http://www.scouting.org/filestore/pdf/FamilyTalentSurveySheet2008.pdf

Troop Resource Survey: http://www.scouting.org/filestore/pdf/512-116_WB.pdf

Training Requirements by Position: http://www.scouting.org/Training/Adult.aspx

FAMILY TALENT SURVEY SHEET

Each parent or adult family member should fill out a separate sheetand turn it in at this meeting.

Pack ___________________ Chartered Organization __________________________________Date ________________

Welcome to the Cub Scout family of our pack. As explained to you, Cub Scouting is for parents as well as boys. We have a fine group of families who have indicated a willingness to help, according to their abilities. We invite you to add your talents and interests so that the best possible program can be developed for your boy and his friends.

Den leaders are always busy with den activities. Our pack leaders and committee members know you have some talent that will help in the operation of our pack. Although your help may not be on a full-time basis, whatever you can do will be appreciated.

In making this survey, your pack committee wants to uncover ways you can enjoy giving assistance. Please answer the following as completely as possible:

1. My hobbies are: __________________________________________________________________________________

2. I can play and/or teach these sports: _________________________________________________________________

3. My job, business, or profession would be of interest to Cub Scouts: ______________________________________

4. I am willing to help my boy and the pack as: ■ pack committee member, ■ Cub Scout den leader or assistant, ■ Tiger Cub den leader, ■ assistant Cubmaster, ■ Webelos den leader or assistant, ■ Cubmaster, ■ Pack trainer.

5. My Scouting experience: Cub Scout ________________ Boy Scout _______________ Girl Scout _______________

Explorer _______________________________________ Rank attained ____________________________________

Adult leader ______________________________________________________________________________________

6. I can help in these areas:

General Activities Special Program Assistance

■ Carpentry ■ Computer Skills ■ I have an SUV or ■ van or ■ truck.■ Swimming ■ Drawing/art ■ I have a workshop.■ Games ■ Radio/electricity ■ I have family camping gear.■ Nature ■ Dramatics/skits ■ I can make contacts for special trips and activities.■ Sports ■ Cooking/banquets ■ I have access to a cottage or camping property■ Outdoor activities ■ Sewing ■ or a boat.■ Crafts ■ Transportation ■ I can help Webelos Scouts with Boy Scout skills.■ Music/songs ■ Other _________________ ■ I can, or know others who can, help with our Cub■ Bookkeeping --- _______________________ ■ Scout Academics and Sports program. ■ I can give other help. _____________________________ ■ ________________________________________________Webelos Activity Areas ■ ________________________________________________■ Aquanaut■ Artist■ Athlete■ Citizen■ Communicator■ Craftsman■ Engineer

Name _________________________________________________________ Home phone _________________________Street address _________________________________________________ Business phone ________________________E-mail address ____________________________ City ______________________________ State ____ ZIP__________Your cooperation and help are appreciated.

■ Family Member■ Fitness■ Forester■ Geologist■ Handyman■ Naturalist■ Outdoorsman

■ Readyman■ Scholar■ Scientist■ Showman■ Sportsman■ Traveler

34-12 appendix

CUB SCOUTING AND YOUR FAMILYThe Cub Scout program helps to meet your boy’s growth needs. As a boy develops, he has specific developmental needs such as:

1 To learn new physical skills. He can do this through games, sports, and crafts. As he develops his coordination, he gains a sense of worthiness and acceptance by his peers.

2 To learn to get along with boys of his same age. He needs to form friendships with other boys. He needs to learn how to balance giving and receiving affection if he is to relate well to his peers. He needs to belong to a group of boys his own age. Being a part of a Cub Scout den helps fulfill these needs.

3 To develop his mental processes. He can develop his mental process by reading, writing, and calculating. He needs opportunities to use language to express ideas and to influ-ence others. He must move from a preoccupation with self to understanding how and what others think of him. Opportunities for observation and experimentation will help him learn self-reliance. Den activities and meetings, along with the advancement pro-gram, help him develop mentally.

4 To develop a value system. He is developing a sense of what is right and wrong and what is fair and unfair. He will do this by cooperating with other boys, by being taught, by examples of adults, and from positive reinforcement. He begins to develop demo-cratic social attitudes.

5 To develop personal independence. He is becoming less dependent on adults. His same-age friends become important to him. In his den, and in the pack, he exercises his inde-pendence while learning to get along with others.

Your son also needs to belong to a ‘‘group’’ of boys his own age. This group is a key com-ponent of the Cub Scout program. A den is like a neighborhood group of six or eight boys in which he will achieve status and recognition.

As you learn more about how Cub Scouting works and what goes on in a den and a pack, you will see that the program helps your boy in these five important developmental needs. The uniqueness of Cub Scouting is that you, as his family, join the program with your boy. You will help him all along the way.

To find out how you can support your boy by becoming a Cub Scout family, please turn the page and complete the Family Talent Survey Sheet*. Please turn it in at this meeting.

* Also may be titled Parent and Family Talent Survey Sheet.

TROOP RESOURCE SURVEYBoy Scouting is for adults as well as boys. We invite you to share your skills and interests so the best possible program can be developed for the Boy Scouts in this troop. In making this survey, the committee wishes to find ways you can enjoy using your talents to help our Scouts. Your cooperation is greatly appreciated.

Welcome to the Scout family of Troop No.________ in the __________________________ Council.

Please return this survey to__________________________________________________________

Are you currently registered with the Boy Scouts of America? Yes No

(Please print.)

Name __________________________________________________ Phone___________________

Street address ___________________________________ Email ___________________________

City __________________________________________ State _____________ Zip ____________

Home phone __________________________ Mobile phone _______________________________

Business phone _________________________ Email address _____________________________

1. What is your favorite hobby? ________________________ Occupation ___________________

2. In what sports do you take an active part? ___________________________________________

3. Would you be willing to assist the troop leaders and committee members occasionally? _______

4. Please check the areas in which you would be willing to help:

General Activities■ Campouts

■ Hikes

■ Outdoor activities

■ Troop meetings

■ Swimming supervision

■ Accounting

■ Web management/design

■ Drawing/art

■ Transportation of Scouts

■ Transportation of equipment

■ Other ____________________ (please print)

Special Program Assistance■ I can participate in boards of review.

■ I have a minivan or ________ truck.

■ I have a workshop.

■ I have family camping gear.

■ I have access to camping property.

■ I can make contacts for special trips and activities.

■ I can help with troop equipment.

■ Other ____________________ (please print)

■ American Business

■ American Cultures

■ American Heritage

■ American Labor

■ Animal Science

■ Archaeology

■ Archery

■ Architecture

■ Art

■ Astronomy

■ Athletics

■ Automotive Maintenance

■ Aviation

■ Backpacking

■ Basketry

■ Bird Study

■ Bugling

■ Camping

■ Canoeing

■ Chemistry

■ Chess

■ Citizenship in the Community

■ Citizenship in the Nation

■ Citizenship in the World

■ Climbing

■ Coin Collecting

■ Collections

■ Communication

■ Composite Materials

■ Computers

■ Cooking

■ Crime Prevention

■ Cycling

■ Dentistry

■ Digital Technology

■ Disabilities Awareness

■ Dog Care

■ Drafting

■ Electricity

■ Electronics

■ Emergency Preparedness

■ Energy

■ Engineering

■ Entrepreneurship

■ Environmental Science

■ Family Life

■ Farm Mechanics

■ Fingerprinting

■ Fire Safety

■ First Aid

■ Fish and Wildlife Management

■ Fishing

■ Fly-Fishing

■ Forestry

■ Game Design

■ Gardening

■ Genealogy

■ Geocaching

■ Geology

■ Golf

■ Graphic Arts

■ Hiking

■ Home Repairs

■ Horsemanship

■ Indian Lore

■ Insect Study

■ Inventing

■ Journalism

■ Kayaking

■ Landscape Architecture

■ Law

■ Leatherwork

■ Lifesaving

■ Mammal Study

■ Medicine

■ Metalwork

■ Mining in Society

■ Model Design and Building

■ Motorboating

■ Moviemaking

■ Music

■ Nature

■ Nuclear Science

■ Oceanography

■ Orienteering

■ Painting

■ Personal Fitness

■ Personal Management

■ Pets

■ Photography

■ Pioneering

■ Plant Science

■ Plumbing

■ Pottery

■ Programming

■ Public Health

■ Public Speaking

■ Pulp and Paper

■ Radio

■ Railroading

■ Reading

■ Reptile and Amphibian Study

■ Rifle Shooting

■ Robotics

■ Rowing

■ Safety

■ Salesmanship

■ Scholarship

■ Scouting Heritage

■ Scuba Diving

■ Sculpture

■ Search and Rescue

■ Shotgun Shooting

■ Skating

■ Small-Boat Sailing

■ Snow Sports

■ Soil and Water Conservation

■ Space Exploration

■ Sports

■ Stamp Collecting

■ Surveying

■ Sustainability

■ Swimming

■ Textile

■ Theater

■ Traffic Safety

■ Truck Transportation

■ Veterinary Medicine

■ Water Sports

■ Weather

■ Welding

■ Whitewater

■ Wilderness Survival

■ Wood Carving

■ Woodwork

MERIT BADGESCheck the merit badges that you can help Boy Scouts earn.

■ Backpacking

■ Basketball

■ Bowling

■ Business

■ Cross-country skiing

■ Cycling

■ Downhill skiing

■ Fishing

■ Freestyle biking

■ Golf

■ Hockey

■ Kayaking

■ Mechanics

■ Mountain man

■ Orienteering

■ Rafting

■ Rappelling

■ Sailing

■ Scuba diving

■ Shooting sports

■ Slow-pitch softball

■ Snow camping

■ Soccer

■ Spelunking

■ Survival

■ Swimming

■ Tennis

■ Video/photography

■ Volleyball

■ Whitewater canoeing

■ Windsurfing

Other skills and activities I could assist in for the older-Scout program:

■ Ropework (knots and lashings)

■ Outdoor cooking

■ First aid

■ Star study

■ Map, compass, and GPS use

■ Conservation

■ Aquatics

■ Knife and ax handling

■ Citizenship

■ Camping512-116

2014 Printing

5. Please check any Scouting skills you would be willing to teach:

Check the merit badges on the other side of this sheet that you are willing to help Boy Scouts earn.

SE L ECT I NG QUAL ITY LEADERS

F OR BOY SCOUTS

The mission of the Boy Scouts of America

is to prepare young people to make

ethical and moral choices over their

lifetimes by instilling in them the

values of the Scout Oath and Law.

1 Chartered Organization Briefing The head of the chartered organization or the chartered organization representative

meets with the representative of the local council to discuss the process of selecting and recruiting quality leaders. This Scouting profes-sional can provide recruiting techniques, videos, and other support materials. It is important at this time for the chartered organization to understand its responsibility for operating a unit, and particularly its responsibility for selecting and recruiting new leaders.

Action. In forming a new unit, the organization head appoints a selection committee of knowl-edgeable and influential people to select the very best individual to serve as a leader. Existing units should already have a unit committee in place to assist with this process.

2 List and Appraise Prospects It is preferred that the head of the char-tered organization chair the meeting of the

leadership selection team. If not, the chartered organization representative should do so.

1. Develop a prospect list. Have on hand a membership roll of the chartered organiza-tion and the names of the parents of pack or den members or prospective members. Ask each person to suggest additional names. Enter the names in the spaces pro-vided under “Guide for Selecting a Leader” on the back of this folder.

2. Rate each prospect by placing a check mark in the appropriate box (“Yes,” “No,” or “Don’t Know”) for each quality of leadership. Don’t omit people assumed to be “too busy.” That decision belongs to the candidate.

3. If there are several “Don’t Knows” for any prospect, it is imperative that some discreet inquiry be made.

4. In the overall evaluation, rank the prospects in order of preference as soon as all infor-mation is obtained.

5. Secure approval from the organization head to contact the preferred candidates.

6. Appoint three people to call on the first prospect. At least one member of the team must be from the chartered organization.

Message to Chartered OrganizationsYour organization has joined with the Boy Scouts of America to deliver a program of citizenship

training, character development, and personal fitness to the young men of your community.

Critical to the success of your Scouting program is the selection of quality leaders who represent

the values of the Boy Scouts of America and your organization. The chartered organization has

the responsibility for the selection of these individuals.

The ProcessScoutmasters, assistant Scoutmasters, Varsity Scout Coaches, and assistant Varsity Scout

Coaches must be identified and recruited by the chartered organization when a new troop/team

is organized or when there is a leadership change in an existing Boy Scout troop or Varsity Scout

team. The chartered organization may seek advice from the BSA local council about the process.

You will find the

following informa-

tion contained in

this brochure:

n A selection and recruiting process that has proven to be successful for many years

n A sample pres-entation for the recruitment of new leaders

n The traits of a successful Scout leader

n Position descriptions for a new Scoutmaster and Varsity Scout Coach

3 Make an Appointment With the Prospect The selection committee member who

knows and has the respect of the number one prospect should make the appointment with the prospect.

Action. The appointment usually can be made on the phone. Do not try to recruit the prospect over the phone. Your objective at this point is to set a time and date to meet, preferably at the prospect’s home. You will want to involve this person’s spouse since it will affect the prospect’s time at home. If the prospect questions the purpose of the meeting, frankly state that it is to discuss a matter important to the youth of the community. Confirm the date and time with the other members who will be making the visit.

4 Meet With the ProspectThe committee members making the call should gather at a convenient place and

arrive at the prospect’s home as a group.

Action. Ask the prospect to serve in the desired position, subject to approval of the membership application. If for some reason the prospect is unable to accept the position, you should repeat the process with the number two prospect (who now becomes number one).

5 Welcome the New LeaderEvery step should be taken

to ensure that the new leader is recognized for accepting this important position.

Action. Once the prospect has accepted the position and has been approved as a leader, the head of the chartered organization should personally welcome the new leader. An announcement should be placed in the local newspaper and the chartered organization’s publication, if applicable. A formal induction ceremony should take place as soon as possible at a meeting of the chartered organization.

6 Training As soon as the new leader agrees to serve and completes the adult registration

application, the district training team supports the new leader with Youth Protection and Fast Start training.

Action. Attendance at the next roundtable is encouraged, as is participation in online This Is Scouting and Leader Position-Specific Training.

Types of Objections Likely to Be Encountered and Responses

Why me? I am sure there are many more qualified people!That’s not true. We looked at a lot of people, but your name came up at the top of our list.

I don’t have enough time.We’ve found that our most successful (Scout -masters/Varsity Scout Coaches) are very busy people, but they have made time for Scouting and youth.

I don’t have the knowledge or experience to be a (Scoutmaster/Varsity Scout Coach).The Boy Scouts of America has been in exis-tence for more than 100 years. We have excellent training programs that will give you all the knowledge you need to be successful. On a regular basis, we will also check on your progress and offer a helping hand as needed.

That’s an awful lot of work for one person.That’s correct. The (troop/team) committee is responsible for the administrative functions of the (troop/team)—such things as equip ment, finances, and transportation. Assistant (Scoutmasters/Varsity Scout Coaches) can help when you might be away, but more importantly, they manage key parts of the (troop’s/team’s) program. It has to be a real group effort.

Sample PresentationOPENING COMMENTS(After introductions) (Name), you must be wondering why all of us are here. (Response) It’s as I told you over the phone. We are here to talk to you about something very important to the youth of our community. As you may know, our (type of organization) (has been/is in the process of organizing) a (Boy Scout troop/Varsity Scout team).

Short History (Knowledgeable Person)(This is a good time to describe what has happened with the troop/team organization up to this point or with a short history of the current troop/team. If this is a replacement for a Scoutmaster/Varsity Scout Coach, then comments related to that person’s departure would be appropriate.)

Why We Are Here (Key Person)Now, (prospect name), that brings us to why we are here. A group of knowledgeable people met recently to determine who would be the best person to lead our young men. We went through a very detailed process that involved making a list of everyone we thought qualified based on some very strict BSA standards. We then rated them as to who we thought would be the best for our young men. Your name rose to the top of the list. (Pause for acceptance of that fact.)

Describe the Role of the Scoutmaster or Varsity Scout Coach (BSA Representative)(The position descriptions found in this brochure might be helpful if the prospect has questions about duties.)Note: You might encounter objections at this point, so be prepared with the answers.Well, (prospect’s name), you have heard our story, and we hope we have answered your questions. You are our number one prospect. This group, the members of the troop committee, and the membership of the chartered organization promise you our support if you will assume this important position.(Wait for answer. This is very important. The prospect will accept the position or present objections to accepting. If this person accepts, move on to the next step in the process, which is the comple-tion of an adult volunteer leader application. If this person objects, then we must answer the objections and close the presentation again. This might occur several times before you receive a final response.)

Varsity Scout Coach

Varsity Scout Coach Dutiesn Conduct the

Varsity Scout program according to the policies of the Boy Scouts of America.

n Conduct, through the team youth leaders, all Varsity Scout team meetings and activities.

n Work with the team committee chair in developing a monthly committee meeting agenda that will address the needs of the team.

n Participate in Varsity Scout Leader Fast Start training, This Is Scouting, and Varsity Coach Leader Specific Training.

n Conduct a monthly team leadership meet-ing to plan the team business meeting and team activities.

n Conduct Varsity Scout Coach conferences for all ranks.

n Conduct an annual team program plan-ning conference to assist youth leaders in planning a well-rounded team program utilizing all five program fields of emphasis.

n Conduct a special high-adventure activity annually.

n Provide the necessary framework (using the BSA’s Youth Pro tection policies) for protecting the young people in your team from abuse.

n See that activities are conducted within BSA safety guidelines and requirements.

Scoutmaster

Scoutmaster Dutiesn Conduct the Boy Scout program according

to the policies of the Boy Scouts of America.

n Train youth leaders by conducting, at least yearly, an introduction to leadership and a team-building workshop.

n Conduct, through the senior patrol leader, an annual troop program planning confer-ence to assist youth leaders in planning the troop program.

n Conduct, through the senior patrol leader, a monthly patrol leaders’ council meeting to plan weekly troop meetings and conduct troop business.

n Conduct, through the patrol leaders’ coun-cil, weekly troop meetings.

n Provide a minimum of 10 days and nights of camping yearly, including attendance at a local council resident camp.

n Assist in selecting and recruiting assistant Scoutmasters to work with the new-Scout patrol and the Venture patrol for older Scouts.

n Work with the troop committee chair in developing a monthly meeting agenda that will address the needs of the troop.

Position Description:

The Varsity Scout

Coach is responsi-

ble for training and

guiding youth lead-

ers in the operation

of the team, and

works with the

team committee to

support the func-

tions of the team.

Position Description:

The Scoutmaster

is responsible for

training and guiding

youth leaders in the

operation of the

troop, and for

managing, training,

and supporting his

or her assistant

Scoutmasters in

their role.

n Conduct Scoutmaster conferences for all ranks.

n Participate in Boy Scout Leader Fast Start training, This Is Scouting, and Scoutmaster and Assistant Scoutmaster Leader Specific Training.

n Provide the necessary framework (using the BSA’s Youth Pro tection policies) for protecting the young people in your troop from abuse.

n See that activities are conducted within BSA safety guidelines and requirements.

Guide for Selecting a Leader

All Boy Scout leaders must be 21 years of age or older, except assistant Scoutmasters and assistant Varsity Scout coaches, who must be 18 or older and of good moral character. Men and women may serve in any position. All registered adult Scouters shall subscribe to the declaration of principle and meet the citizenship or alternate requirements as prescribed on the official registration forms.

List the names of prospects in the spaces below. Place a check mark in the appropriate box (“Yes,” “No,” or “Don’t Know”) for each leadership quality. Include any special qualifications your organization may require. In the overall evaluation, rank the prospects in order of preference as soon as all information is obtained. Successful leaders have been found to have many of the following characteristics.

BOY SCOUTS OF AMERICA1325 West Walnut Hill LaneP.O. Box 152079Irving, Texas 75015-2079http://www.scouting.org

Qualities of Unit Leadership Name Name Name Name

1. Accepts the ideals and principles of the Boy Scouts of America and its chartered organization.

Yes

No

Don’t Know

2. Sets a positive example as a role model through appearance and consistent ethical behavior (fairness, honesty, trust, and respect for others).

Yes

No

Don’t Know

3. Has the ability to delegate tasks that permit use of adult and youth resources.

Yes

No

Don’t Know

4. Advocates and enjoys seeing youth development and growth.

Yes

No

Don’t Know

5. Appreciates the outdoors and enjoys the natural environment.

Yes

No

Don’t Know

6. Has some experience in group activity leadership in club, lodge, or religious organizations.

Yes

No

Don’t Know

7. Wins the confidence of parents, youth, and the community.

Yes

No

Don’t Know

8. Listens and builds rapport with others in a counseling role.

Yes

No

Don’t Know

9. Is willing to invest a definite amount of time for training and unit leadership.

Yes

No

Don’t Know

10. Is an active member of the chartered organization or its affiliates.

Yes

No

Don’t Know

Overall Evaluation

SKU 523981

523-981 2011 Printing

Yourorganization’svaluesandthemissionoftheBoyScoutsofAmericaarereflectedthroughyourpack’sleadership.Withthesupportofyourorganization,thepackcommittee,Cubmaster,denleaders,andothervolunteerScouterscarryoutthepackprogramdealingdirectlywithotheradultsandwithCubScoutsandWebelosScouts.Theadultleadershipwillinfluencethelifeofeveryboyandfamilyinyourpack.Since

theleadersplayavitalroleinthesuccessofthepack,thecharteredorganization,workingthroughthepackcommittee,hasaprominentroleintheirselection.

TherearemanyqualifiedprospectsforCubScoutleadership.Thisselectionprocesswillassurethatthemostqualifiedpersonisselected.Theimportantroleofshapingthelivesofyouthdemandsnothingless!

SelectinG quality leaderS for cub ScoutSthe chartered orGanization’S MoSt iMportant ScoutinG reSponSibility

the StepS for SucceSS

New leaders must be selected when a new pack is organized, when new dens are formed, or when there is a leadership change in an existing den or pack. Following the steps below will help the

chartered organization and pack committee select the best leaders for the boys of their pack. In some cases, a representative of the council or district may be on hand to guide the chartered organization and pack committee through the selection process. This representative could be a unit organizer, a unit commissioner, a member of the district committee, or a Scouting professional.

1. chartered orGanization briefinG.

The head of the chartered organization or the chartered organization representative meets with the representative of the local council to dis-cuss the process of selecting and recruiting quality leaders. This Scouting professional can provide recruiting techniques, videos, and other sup-port materials. It is important at this time for the chartered organization to understand its responsibility for operating a unit, and particularly its responsibility for selecting and recruiting new leaders.

Action. In forming a new unit, the organization head appoints a selection committee of knowledgeable and influential people to select the very best individual to serve as a leader. Existing units should already have a unit committee in place to assist with this process.

2. liSt and appraiSe proSpectS.

It is preferred that the head of the chartered organization chair the meet-ing of the leadership selection team. If not, the chartered organization representative should do so.

1. Develop a prospect list. Have on hand a membership roll of the chartered organization and the names of the parents of pack or den members or prospective members. Ask each person to suggest addi-tional names. Enter the names in the spaces provided under “Guide for Selecting a Leader” on the back of this folder.

2. Rate each prospect by placing a check mark in the appropriate box (“Yes,’’ “No,’’ or “Don’t Know’’) for each quality of leadership. Don’t omit people assumed to be “too busy.’’ That decision belongs to the candidate.

3. If there are several “Don’t Knows” for any prospect, it is imperative that some discreet inquiry be made.

4. In the overall evaluation, rank the prospects in order of preference as soon as all information is obtained.

5. Secure approval from the organization head to contact the preferred candidates.

6. Appoint three people to call on the first prospect. At least one member of the team must be from the chartered organization.

the StepS for SucceSS

3. Make an appointMent with the proSpect.

The selection committee member who knows and has the respect of the number one prospect should make the appointment with the prospect.

Action. The appointment usually can be made on the phone. Do not try to recruit the prospect over the phone. Your objective at this point is to set a time and date to meet, preferably at the prospect’s home. You will want to involve this person’s spouse since it will affect the prospect’s time at home. If the prospect questions the purpose of the meeting, frankly state that it is to discuss a matter important to the youth of the community. Confirm the date and time with the other members who will be making the visit.

4. Meet with the proSpect.

The committee members making the call should gather at a convenient place and arrive at the prospect’s home as a group.

Action. Ask the prospect to serve in the desired position, subject to approval of the membership application. If for some reason the prospect is unable to accept the position, you should repeat the process with the number two prospect (who now becomes number one).

5. welcoMe the new leader.

Every step should be taken to ensure that the new leader is recognized for accepting this important position.

Action. Once the prospect has accepted the position and has been approved as a leader, the head of the chartered organization should personally welcome the new leader. An announcement should be placed in the local newspaper and the chartered organization’s publication, if applicable. A formal induction ceremony should take place as soon as possible at a meeting of the chartered organization.

6. traininG.

As soon as the new leader agrees to serve and completes the adult regis-tration application, the district training team supports the new leader with Youth Protection and Fast Start training.

Action. Attendance at the next roundtable is encouraged, as is participa-tion in online This Is Scouting and Leader Position-Specific Training.

cubmasterEverythingtheCubmasterdoesisaimedathelpingtheindividualboy.Securingstrongleaders,planningdenandpackactivities,advisingotherleadersandadultfamilymem-bers—theseareallwaysinwhichtheCubmasteraffectsthekindofCubScoutingeachboyinthepackisoffered.TheCubmasterdirectlyinfluencesthelivesofindividualboysbykeepinginmindthatboyscanbecomebetterthroughCubScouting.

qualifications:Isatleast21yearsold,subscribestotheDeclarationofReligiousPrinciple,andagreestoabidebytheScoutOathorPromiseandtheScoutLaw.Possessesthemoral,educational,andemotionalqualitiesthattheBoyScoutsofAmericadeemsnecessarytoaffordpositiveleadershiptoyouth.DoesnotneedtobeanexpertinallCubScoutactivitiesbutshouldbealeaderwhoisabletocommunicatewellwithadultsaswellasboys.Shouldbeabletodelegateresponsibilitiesandsetagoodexamplethroughbehavior,attitude,anduniform.ShouldbelieveinthevaluesandpurposesofCubScouting.Preferablyamem-berofthecharteredorganization.Selectedandappointedbythepackcommitteewiththeapprovalofthecharteredorganization,andregisteredasanadultleaderoftheBSA.

responsibilities:TheCubmaster’sresponsibilitiesareto• ConductapackprogramaccordingtothepoliciesoftheBSA.• CompleteCubmasterFastStartTrainingandposition-specificBasicLeaderTraining.

Attendmonthlyroundtables.• PlanandhelpcarryouttheCubScoutprograminthepack.Thisincludesleadingthe

monthlypackmeeting,withthehelpofotherleaders.• Helpthepackcommitteewithayear-roundrecruitmentplanforrecruitingboysinto

TigerCubs,CubScouting,andWebelosScouting.• Knowaboutandusetheappropriateandavailableliterature,includingBoys’ Life

andScoutingmagazines,theDen & Pack Meeting Resource Guide,andtheWebelos Leader Guide.

• Seethatthepackprogram,leaders,andCubScoutspositivelyreflecttheinterestsandobjectivesofthecharteredorganizationandtheBSA.

• Workwiththepackcommitteeon(1)programideas,(2)selectingandrecruitingadultleaders,and(3)establishingabudgetplan.

• Guideandsupportdenleaders.Seethattheyreceivetherequiredtrainingfortheirpositions.

• HelporganizeWebelosdensandencouragegraduationintoaBoyScouttroop.• HelpestablishandmaintaingoodrelationshipswithBoyScouttroops.• Maintaingoodrelationshipswithparentsandguardians.Seektheirsupportand

includetheminactivities.InvolvemalerelativessuchasunclesandgrandfatherssoCubScoutswillhaveadditionalmalerolemodels.

• SeethatTigerCubs,CubScouts,andWebelosScoutsreceiveaquality,year-roundprogramfilledwithfunandactivitiesthatqualifythedensandpackfortheNationalSummertimePackAward.

• GuideCubScoutsingoodwillandconservationprojects.• SeethattheresponsibilitiesspecifiedfortheassistantCubmasterarecarriedout.• Helpthepackcommitteechairconducttheannualpackprogramplanningconference

andthemonthlypackleaders’meetings.• Workasateamwiththepackcommitteechairtocultivate,educate,andmotivateall

packleadersandparentsorguardiansinCubScouting.• Takepartinthecharterreviewmeetingandannualcharterpresentationceremony.• Requestdenchiefsforalldensand,afterselection,seethattheyaretrained.Recognize

thedenchiefsatpackmeetings.• ConductanimpressivegraduationceremonyforTigerCubs.• Meetwiththeunitcommissioner,Webelosdenleader,andScoutmastertoestablish

plansfortheWebelosScouts’transitiontoBoyScouting.• HelpplanandconductimpressiveWebelosgraduationceremoniesinvolvingparents

andguardians,theScoutmaster,theWebelosdenchief,theWebelosdenleader,andthetroopjuniorleaders.

• ConductimpressiveArrowofLightAwardceremonies.• EncouragehighadvancementstandardsforallCubScouts.• HelpbringfamiliestogetheratjointactivitiesforWebelosdens(orpacks)andBoy

Scouttroops.• SupportthepoliciesoftheBSA.

All Cub Scout leaders must be adults 21 years of age or older (except

assistant Cubmasters, assistant den leaders, and assistant Webelos

den leaders, who must be at least 18 years of age) and of good moral

character. Men and women may serve in any position. All registered

Cub Scouters shall subscribe to the declaration of principle and meet

the citizenship or alternate requirements as prescribed on the official

registration forms.

List the names of prospects in the spaces below. Place a check

mark in the appropriate box (“Yes,” “No,” or “Don’t Know”)

for each leadership quality. Include any special qualifications

your organization may require. In the overall evaluation, rank the

prospects in order of preference as soon as all information is

obtained. Successful leaders have been found to have many of the

following characteristics.

Guide for SelectinG a leader

Qualities of Unit Leadership Name Name Name Name

1. Accepts the ideals and principles of the Boy Scouts of America and its chartered organization.

Yes

No

Don’t Know

2. Sets a positive example as a role model through appearance and consistent ethical behavior (fair-ness, honesty, trust, and respect for others).

Yes

No

Don’t Know

3. Has the ability to delegate tasks that permit use of adult and youth resources.

Yes

No

Don’t Know

4. Advocates and enjoys seeing youth development and growth.

Yes

No

Don’t Know

5. Appreciates the outdoors and enjoys the natural environment.

Yes

No

Don’t Know

6. Has some experience in group activity leadership in club, lodge, or religious organizations.

Yes

No

Don’t Know

7. Wins the confidence of parents, youth, and the community.

Yes

No

Don’t Know

8. Listens and builds rapport with others in a counseling role.

Yes

No

Don’t Know

9. Is willing to invest a definite amount of time for training and unit leadership.

Yes

No

Don’t Know

10. Is an active member of the chartered organization or its affiliates.

Yes

No

Don’t Know

Overall EvaluationSKU 523500

523-500 2011 Printing7 30176 30183 9

Selecting Quality Leaders

Training SummaryRecruiting is an ongoing responsibility. This session will provide an overview of the seven stepsto recruiting a key adult unit leader and will prepare participants to recruit new leaders for theirunits’ needs.

Time Required60 minutes

Target Audience• Chartered organization representatives• Scoutmasters and assistant Scoutmasters• Varsity team Coaches and assistant Coaches• Troop or team committee chairs• Troop or team committee members

Learning ObjectivesAt the end of this lesson, participants will be able to• Implement the seven steps to recruiting a new unit leader.

Training Format• Lecture, discussion, and role-play: Recruiting New Unit Leaders

Required Materials• Flip chart and markers• For each participant:

—Recruitment Work Sheet (two per participant)—Selecting Quality Leaders, No. 18-981—Prospect Profiles handout—Role-Play Script handout—Adult Registration Application, No. 28-501B

• Selecting Quality Leaders (video), No. AV-02V009• TV and VCR for showing video

Training Resources• Adult Registration Application, No. 28-501B• Selecting Quality Leaders, No. 18-981• Scoutmaster Handbook, No. 33009C• Troop Committee Guidebook, No. 34505B• Varsity Scout Guidebook, No. 34827A

Recruiting New Unit LeadersOften when we need to recruit a new leader for our units, we use one of two methods. The firstmethod is thinking of everyone that we know who we think would fit the bill. By recruiting new

unit leaders this way, we either run out of people to recruit or we start asking the same peopleover and over again to fill our units’ needs. The second method is simply hoping that a newScout joins the troop and one of his family members volunteers to become a new leader.

The problem with these methods is that we either do not fill our unit’s leadership needs or werecruit people who might not be the ideal match to the position.

The process that follows outlines an effective process of finding the right person to fill yourunit’s leadership needs.

Before You Begin: Develop a List of NeedsBefore you can recruit new unit leaders, it is important to know what you need. Recruits willwant to know their responsibilities and your expectations for them. Having the answers to thosequestions at hand also will help you naturally avoid a common problem; for example, a group ofassistant Scoutmasters who are given no specific tasks will do exactly what they are asked todo—nothing.

Ask participants: What are some positions that you would like to fill within your unit?

List answers on the flip chart. Possible answers include:• Scoutmaster or Coach• Assistant Scoutmaster or Coach• Troop committee chair• Troop treasurer• Outdoor/activities chair• Advancement chair• Training chair• Membership chair• Equipment chair• Secretary• Treasurer• Chaplain

This lesson will allow participants to take a step-by-step practice run through the seven-steprecruiting process. Distribute the Recruitment Work Sheet and have participants answer question1, listing a specific position that needs to be filled within their unit.

Tell participants: Now that you have a title, you need a position description and a list of skillsthat an ideal prospect would possess.

Ask: Position descriptions can be found in various BSA literature. What are some of those?

List answers given on flip chart, possible answers include:• The Scoutmaster Handbook• Troop Committee Guidebook• Varsity Scout Guidebook

Distribute copies of these resources, and ask the participants to review the position descriptionsfor the positions they want to fill. Have them list their unit needs for that position on theRecruitment Work Sheet (questions 2 and 3).

Once you have defined the position you’re looking for, you can begin the recruiting process.

Step 1: Brief the Chartered Organization and Form a Steering CommitteeCritical to the success of your Scouting program is the selection of quality leaders who representthe values of the Boy Scouts of America and the chartered organization. The selection processbegins with a meeting of your chartered organization representative, the troop committee chair,and the unit commissioner to define the characteristics they would like to have in a newScoutmaster or Coach. Also at this meeting, they should select a steering committee from thetroop committee.

Your district executive can provide many support materials and can share recruiting techniquesand other information that will be vital to your search for a quality leader. The charteredorganization representative has the ultimate responsibility for selecting and approving troop/teamleadership.

After briefing the chartered organization, the chartered organization representative appoints asteering committee to recruit new leaders.

Step 2: Meet With the Steering CommitteeThe chair of the steering committee sets a date and time for the meeting and notifies the steeringcommittee members.

Be prepared for the meeting with lists of chartered organization members and parent rosters. Atthe meeting, the committee members will• See part one of the Selecting Quality Leaders video.• Develop a list of prospects that closely fit the descriptions in the video.

Members of the steering committee are charged with choosing prospects that live up to thevalues of the Scout Oath and Law in their daily lives. They should not make assumptions aboutwhether prospects will accept or have time for the position. Potential unit leaders need theopportunity to make their own decision.

Next, the steering committee approves and ranks the prospects, then prioritizes the top three inpreferential order. The committee then submits its list to the head of the chartered organizationfor approval before contacting any of the prospects.

Review part two of the Selecting Quality Leaders video, which explains the vision of Scouting.The points made in the video are helpful in recruiting any new unit leader.

Based on their knowledge of the prospect, steering committee members can answer question 7on the Recruitment Work Sheet, listing possible objections the prospect might raise. Steering

committee members should be prepared with answers to these objections when they visit theprospect.

Step 3: Make an Appointment With the ProspectAsk participants: Who should contact the prospect and schedule the appointment?

Explain that contact should be made by a member of the steering committee who is alsopersonally acquainted with the prospect.

The appointment usually can be made over the telephone, but do not try to recruit the prospect inthis initial call. Your objective is to set a time and place to meet, preferably at the prospect’shome. Let the prospect know that his or her spouse is welcome to join the discussion. If theprospect questions the purpose of the meeting, frankly state that it is to discuss a matterimportant to the youth of the community. After setting the appointment, confirm the time andplace with the other members who will be making the visit.

The appointment call sets the stage for the steering committee to ask the prospect to accept aleadership role within the unit. Remember to be positive and encouraging. Also, confirm thedate, time, and location of the meeting, and record it on the Recruitment Work Sheet (question8). The person making the call should be personally acquainted with the prospect, preferably apersonal friend.

Role-Play: Schedule the AppointmentDistribute the Role-Play Script and have groups of participants practice making the call to aprospect. Then lead participants in a review of the role-play. Ask them:• How did you feel when making the call?• How about when you were receiving the call?• Was this exercise helpful? If so, in what ways?

Step 4: Call On the ProspectThe steering committee members making the call should gather at a convenient place and arriveat the meeting place as a group. No more than three members of the steering committee shouldmake the call.

Ask the prospect to serve in the desired position. Tell the candidate that he or she is the topchoice for this important position. Remember to thank prospects and their spouses for their time.

If the top prospect cannot accept the position, the committee should repeat the process with thenumber 2 prospect. Do not be discouraged if the prospect turns you down. If you exhaust yourlist of prospects, go back to Step 2.

Role-Play: Call On the ProspectDivide the participants into groups of four and assign the following roles:• An acquaintance of the prospect• A Scouter with the troop• The prospect

• An observer

Have the groups use the sample script from Selecting Quality Leaders to recruit a top prospect.

When participants have had a few minutes to practice the role-play, lead the reflection time byasking:• How did you feel about making the pitch?• How about when you were receiving the pitch?• Was this exercise helpful? If so, in what ways?

Hopefully, your visit to recruit the prospect will be successful. If the prospect does agree to serveas a leader, the next step is to seal the deal.

Step 5: Complete the Membership ApplicationNow that you have successfully recruited the prospect, a big thank-you is in order!

The next step is to have the prospect complete the Adult Registration Application form. You canhelp with some of the information, such as the leadership code.

Hand out the Adult Registration Application for discussion. Be sure to cover how to properly fillout the following:• Position code• Names and addresses of references• Signatures of committee chair and chartered organization representative

The completed application is returned to the steering committee to review. If the individual haslived in the community for three or more years and is known to the steering committee, littleadditional screening would be required other than to obtain the appropriate signatures. If theindividual is new to the area and/or unknown to the steering committee, be sure to checkreferences and confirm previous Scouting experience.

Demonstrate to participants how to conduct a reference-check phone call.Step 1—Introduce yourself and explain the purpose of the call.Step 2—Ask how long the reference has known the prospect and what kind of relationship theyhave (i.e., work, school, family friend, etc.)Step 3—Ask about how the prospect’s positive attributes could help the prospect in thisleadership role.Step 4—Ask for personal observations, especially interacting with youth if this position requiresit.Step 5—Ask if the prospect has any qualities or behaviors relating to the welfare of youth aboutwhich the steering committee should be concerned.Step 6—Ask if the reference would feel comfortable having his or her own child supervised bythe prospect.Step 7—Always thank references for their assistance.

Be sure to make notes of the reference’s responses to take back to the committee.

When the application has been approved by the chartered organization, submit it as soon aspossible to the council service center.

Step 6: Welcome the New LeaderEvery step should be taken to ensure that the new leader is recognized for accepting thisimportant position.

Once the prospect has accepted the position and been approved as a leader, the charteredorganization representative should personally send a welcome letter. Place an announcement inthe local newspaper and the chartered organization’s publication, if applicable, and schedule aformal induction ceremony for as soon as possible at a meeting of the chartered organization andthe unit. At this introduction ceremony, present the badge of office to the new leader.

Step 7: Schedule TrainingAs soon as possible, every new leader should receive support materials and complete Fast Starttraining and Youth Protection training through the council’s Web site. A council representativeshould invite the new leader to the next scheduled leader-specific training for the assignedposition.

The BSA wants each new leader to succeed in his or her role and to feel comfortable in helpingthe unit achieve its goals. If we fail to explain the expectations we have for the new leader andwe fail to communicate the tools to do what is expected, then the odds of the new leadersucceeding are greatly reduced.

SummaryRecruiting new leaders is a continuous process. We always need to be on the lookout foropportunities to expand the Scouting family, but we need to do so by recruiting the right personfor the right position. We need to be aware, though, that the person we want to serve in aleadership position may not be available to serve at that time.

By following the seven steps to recruiting new unit leaders, we can avoid recruiting people justto have them around with no specific purpose. If we do not give them a job, then we risk thatthey will do nothing for us since we have never asked them to do anything.

Updated January 2006.

Recruitment Work Sheet

1. What position does the unit need to fill? ________________________2. Is the position description prepared? Yes____ No____3. What are the desired skills and resources of a candidate?

a.b.c.d.e.

4. Who are members of the steering committee?Name Address Phone

a. b.c. d.e.

5. Who are prospects for the position?Name Address Phone

a. b.c. d.e.

6. Who should make the approach?a. b.c.

7. What could be some of the prospect’s objections?a. b.c.d.

8. When is the appointment the prospect?DateTimeLocation

9. Recruitment follow-upa. Welcome letter sentb. Newspaper announcement sentc. Induction and patch presentation d. Support materials provided e. Fast Start and Youth Protection training completed online f. Leader-specific training attended

Role-Play ScriptScheduling an Appointment With a Prospect

Three Players• Steering committee member• Prospect• Observer

Steering committee member: Hello ____________, this is _________________. Would it bepossible for you and me to get together next Tuesday evening around 7 P.M. at your house todiscuss something of importance to the youth in our community?

Prospect: Well ____________, Tuesday will not work for me because of __________________,but how about Wednesday at 8 P.M., if this is really important.

Steering committee member: Wednesday at 8 P.M. fits my schedule, and I will be bringing acouple of friends along.

Prospect: Wow! This sounds serious. What’s up?

Steering committee member: Well, I really cannot go into it right now, but yes, it isimportant—in a positive way—and it involves the youth of our community. I promise you’llenjoy the discussion. It will not take too long to explain it to you in person.

Prospect: Well, OK.

Steering committee member: Great, see you Wednesday at 8 P.M.

Rotate the role-play and feel free to vary your responses; this is only a guide. The observer isfree to comment on the phone call with helpful suggestions.

Prospect Profiles

Prospect Profile 1Fred Smith is an elementary school principal. He is married and has a son (age 14), who is a StarScout in the troop, and a daughter (age 16). Fred is approximately 50 years old, has lived in thecommunity for 30 years, and is well-known and respected by his fellow citizens. Fred is an avidfly-fisherman and enjoys singing in the church choir.

Prospect Profile 2Mary Jones is a single mother with three children—two sons (a 9-year-old Cub Scout and an 11-year-old who is a Tenderfoot Scout in the troop) and a daughter. She works at the local bakeryand on weekends takes care of her elderly mother. Mary has served as a den leader for two yearsand is the only fully uniformed adult in her pack. Mary never had the opportunity to completehigh school, so finding adequate paying work is always a challenge for her. In spite of all thedemands on her time, she still is active in the PTA, church, Scouts, and MADD. Mary isoutgoing, cheerful, and fun to work with.

Prospect Profile 3George Green is the local branch manager for a large regional bank. He is 35, single, and acollege graduate. George has been with the bank for only 6 months, having moved to the areafrom New York. George recently joined the Rotary Club that sponsors your troop, and his banksponsors a local Little League baseball team. George was never a Scout and has no Scoutingexperience.

Prospect Profile 4Julie Hannock has a son in the troop and serves as a member of the troop committee.Occasionally, Julie will go on troop camping trips, but she mostly helps out with troopadvancement and fund-raisers. Julie’s career requires her to travel a great deal, so attending troopmeetings consistently is difficult. Julie is a friendly person and always greets people with asmile. Julie has volunteered to serve as a merit badge counselor for Disabilities Awareness andComputers.

Prospect Profile 5John Crankshaft is a retired auto mechanic with 15 grandchildren, two of whom are in the troop.When he was younger, he was active in the local Scouting program, even serving as aScoutmaster for two years. Currently, John helps at the local food bank and with a tutoringprogram. He contributes annually to the district Friends of Scouting campaign, but he has noother affiliation with Scouting.

Adult Training This section provides a variety of materials, from quick references to complete courses, all designed to help our

members improve leadership skills and deliver a quality program.

Joining Courses

These courses are required for all new registered leaders and must be retaken every two years to maintain

registration. A login is required, but anyone may create a user account and view the courses. Registered

members of the BSA may provide their member numbers (as part of the user profile) to receive credit.

Youth Protection Training

Youth Protection training is designed to help you keep our youth safe from abuse. You will learn the Boy

Scouts of America's Youth Protection Guidelines, signs of abuse, and how to report suspected abuse. After each

section of material, you will answer questions about that section's topic. Completion is noted automatically in

the BSA training records database if the module is experienced online.

Log in to MyScouting to take this course online

Venturing Youth Protection Training

This course is required for all adult Venturing leaders. This training will help leaders understand and guide

youth through possible problems as it relates to abuse. You will also learn about the issues you may face as a

leader to help provide a safer environment for the crew members and to protect yourself from false accusations.

This training is available online or on a DVD. Estimated time to complete: 40 minutes.

Log in to MyScouting to take this course online

Youth Protection Pledge Cards

Take the pledge to keep our Scouts safe by following the BSA's Youth Protection policies. Half the pledge is

signed and given to the council; the other half stays with you in pocket card format as a reminder. The links

below, in English and Spanish versions, will print four-up on a sheet.

English | Spanish

Orientation Courses

Orientation courses are designed to help Scouters learn more about their Scouting role and about other

leadership positions in the program.

Fast Start Orientation Training

Intended to be taken by pack, troop, team, and crew leaders, as well as unit commissioners and chartered

organization representatives immediately following the acceptance of their new role.

Log in to MyScouting to take this course online

This Is Scouting

This Is Scouting provides an overview of the Scouting organization, including history, values, programs, Youth

Protection, community involvement, and training. The module consists of six video sections, each followed by a

brief quiz. Estimated time to complete: 50 minutes.

Log in to MyScouting to take this course online

STEM Orientation

These courses are intended to be used to provide an orientation for Scouts, Scouters, and parents about Scouting

and the STEM program and the STEM opportunities in Scouting. The instructor-led course is designed to be

used with the STEM Orientation slide deck at roundtables and other training events.

STEM Orientation Self-Study slide deck

STEM Orientation Instructor's guide

STEM Orientation slide deck

Sea Scout Adult Leader Fast Start Training

Sea Scout Adult Leader Fast Start Training is designed for anyone wanting to learn more about the basics of the

Sea Scout program. It will provide an orientation of the program and show how Sea Scouts work to better serve

the youth involved in the program.

Training module

Position-Specific (Role-Based) Courses

These instructor-led courses are designed to help Scouters learn how to effectively carry out their Scouting

roles. In most cases, completing the course will make a Scouter "trained" for the role(s) covered in the course.

Syllabi for courses not found here may be obtained from your local council or at www.ScoutStuff.org . E-

learning versions of some courses may be found below in the E-learning section.

What Makes a Trained Leader

Need to know what are the requirements to be trained for your unit leadership role? This sheet explains the

training requirements for all unit-level leaders.

More Information

Den Leader Position-Specific Training

The links below are to the syllabi that are to be used by trainers in presenting the stand-alone den leader

position-specific courses. These courses are intended to provide Tiger Cub, Wolf, Bear, and Webelos den

leaders with the information and tools they need to conduct successful den meetings. Den leaders who complete

the Tiger Cub, Wolf, and Bear training and Youth Protection training are considered trained for all three

positions. Den leaders who complete the Webelos training and Youth Protection training are considered trained

as Webelos den leaders.

Tiger, Wolf, and Bear Syllabus

NEW! Webelos Syllabus

Scoutmaster and Assistant Scoutmaster Leader-Specific Training

The syllabus below is used by trainers presenting the standalone Scoutmaster and assistant Scoutmaster

specifics course. The course is intended to provide troop leadership with the information and tools they need to

lead successful Boy Scout troops. A DVD with presentation support is available from Scoutstuff.org or your

local council. Scoutmasters and assistants who complete this training, Introduction to Outdoor Leader Skills,

and Youth Protection training are considered "trained."

Intructor Syllabus

Introduction to Outdoor Leader Skills (IOLS)

Working as patrols, this hands-on course provides adult leaders the practical outdoor skills they need to lead

Scouts in the out-of-doors. Upon completion, leaders should feel comfortable teaching Scouts the basic skills

required to obtain the First Class rank. Along with Scoutmaster Specifics this course is required of all direct

contact leaders registered in Boy Scout Troops and Varsity Scout Teams, in order to be considered "trained".

Instructor Syllabus

Varsity Leader Specific Training

This is the syllabus for the instructor-led course for Varsity Scout leaders. The course will provide an

introduction to the Boy Scouts of America and to the responsibilities, opportunities, and resources that will

ensure a successful Varsity team leadership experience.

Syllabus | PowerPoint 1 | PowerPoint 2 | PowerPoint 3

Venturing Advisor Position-Specific Training

Below is the instructor's guide for the Venturing crew Advisor and assistant training. The course will provide an

introduction to the responsibilities, opportunities, and resources that will ensure a successful Venturing crew

leadership experience.

Instructor's Guide

Chartered Organization Representative Training

The training outline and resources for training chartered organization representatives can be found at the link

below.

COR Training

Crew Committee Challenge—Crew Committee Position-Specific Training

The Crew Committee Challenge is designed for crew committee members and becomes the course (along with

the Venturing version of Youth Protection training) crew committee members need to be considered “trained.”

The instructor’s guide below is for trainers to conduct the course for crew committee members.

Instructor Guide

Team Committee Challenge—Team Committee Position-Specific Training

The Team Committee Challenge is designed for team committees and becomes the course (along with Youth

Protection training) team committee members need to be considered “trained.” The instructor’s guide below is

for trainers to conduct the course for team committee members.

Instructor Guide

Cubmaster and Assistant Cubmaster Position-Specific Training

The link below is to the instructor guide that is to be used by trainers in presenting the stand-alone Cubmaster

and assistant Cubmaster position-specific course. This course is intended to provide Cubmasters with the

information and tools they need to successfully lead a Cub Scout pack. Cubmasters and assistants who complete

this training and Youth Protection training are considered “trained” for both positions.

Instructor Guide

Pack Committee Challenge—Pack Committee Position-Specific Training

The Pack Committee Challenge is designed for pack committees and is the course (along with Youth Protection

training) pack committee members need to be considered “trained.” The instructor’s guide below is for trainers

to conduct the course for pack committee members.

Instructor Guide

STEM Nova Counselor Training

These courses are intended to provide training for STEM Nova counselors. The intructor-led course is designed

to be used with the training slide deck at group courses.

Counselor Training slide deck

Counselor Training Instructor’s Guide

Counselor Self-Study slide deck

Counselor Self-Study Guide

STEM Supernova Mentor Training

This course is a self-study training course for STEM Supernova mentors.

Mentor's Guide

Supplemental Training Courses

These courses are designed to help Scouters with a particular skill or to enhance their Scouting role. Additional

modules may be found on the "Supplemental" link in the upper-left section of this page.

Roundtable Planning Guides

Providing knowledge, program ideas, skills, and fun resources is the purpose behind the Roundtable Planning

Guides for Boy Scout and Cub Scout leaders. Using this guide along with local resources, roundtable

commissioners can enable and motivate unit leaders to deliver an outstanding program to their Scout troops.

The guide is designed to allow program topics to be used in the order best suited for your district.

2013 - 2014 Cub Scout Roundtable Planning Guide

2013 - 2014 Boy Scout Roundtable Planning Guide

Cubcast and Scoutcast

The podcasts are monthly audio presentations that provide information on topics of interest to Cub Scout and

Boy Scout leaders.

Cubcast and Scoutcast

Powder Horn

Open to both registered adults and youth who are at least 13 and have completed the 8th grade, Powder Horn is

a hands-on resource management course designed to give you the contacts and tools necessary to conduct an

awesome high-adventure program in your troop, team, crew, or ship. Contact your area training chair for

information about upcoming courses in your area. The syllabus is available by request from Volunteer

Development.

Generational Diversity

Take this session and have a broader understanding and deeper appreciation of the diverse range of ages and life

experiences of the volunteers and professionals in our organization. You will be able to recognize and define the

four generational groups of people currently in the BSA.

Take Generational Diversity training now!

Outdoor Skills Training Courses

These courses are designed to help Scouters with skills related to the BSA's outdoor program.

Basic Adult Leader Outdoor Orientation (BALOO)

This one day course is designed as an introduction to the Cub Scout outdoor program for those leaders who are

interested in adding a camping component to their Pack activities. BALOO is an instructor-led course which is

conducted at the Council level. BSA's Cub Scout level camping policies will be taught along with the necessary

tools to help units carry out a successful camping experience.

Completion of this course is mandatory for at least one adult on a Pack overnighter.

The course syllabus is available from your local council or through Scoutstuff.org .

Outdoor Leader Skills for Webelos Leaders (OWL)

This course is designed to help Webelos leaders enhance the outdoor program for the Webelos Scouts in their

den by teaching some basic outdoor skills as well as skills needed to complete many of the Webelos activity

badges. This course can be taught as a stand-alone experience but is often presented in conjunction with

Introduction to Outdoor Leader Skills (IOLS).

Instructor Syllabus

Camp Health Officer Training

This presentation provides a detailed briefing for individuals selected to serve as a camp health officer at a

council or district camping facility.

View online

Kodiak Challenge

The Kodiak Challenge is designed to be an adventure that pushes the boundaries of every participant - one that

will encourage you to try new things that may be out of your comfort zone. It is an experience—but one that has

its underpinnings in the application of the leadership skills they learned in the Introduction to Leadership Skills

for Troops or Crews, NYLT, and/or NAYLE. It is, as is all of Scouting, an adventure with a purpose

Instructor Syllabus

Passport to High Adventure Training Outline

This training outline teaches how Scouts can plan and safely carry out council and unit high-adventure treks

using Leave No Trace techniques.

View online

Train-the-Trainer Courses

These courses are designed to help Scouters learn or improve their presentation skills.

The Fundamentals of Training

This is the first part of the three-part train-the-trainer continuum (T3, or T-Cubed) in the Boy Scouts of America.

The course introduces teaching techniques and skills to new Scout trainers but is also designed to help all

Scouters, regardless of their experience, present effective training. Intended for both youth and adult trainers,

the course will help those who might have trained for other organizations learn the BSA's training techniques,

and it will help freshen up the skills of current BSA trainers.

The Fundamentals of Training Syllabus

PowerPoint: Good, Bad, and Ugly

The Trainer's EDGE

While the Trainer's EDGE is a required train-the-trainer course for Wood Badge and NYLT staffs, it is also for

other trainers wishing to enhance their training and presentation skills.

Instructor Syllabus

Administration of Training

These resources are designed to assist training teams that administer training in a unit, council, area, or region.

Guide to Leader Training

This new guide outlines the basic responsibilities for volunteer leader training committees and the methods of

BSA volunteer training. To be sure that information is up-to-date, the guide does not include the forms and

other resources that are more easily available, and more current, via Scouting.org. The training pages of

Scouting.org will help you find the current resources, forms, and courses available—as well as the latest in BSA

training.

Guide to Leader Training

Training Forms

Application for a Council to Conduct Wood Badge and NYLT

The first step for a council to conduct one of these advanced training courses is to submit an application. A form

has been developed that will serve for applying for Wood Badge and NYLT. Simply fill out the form and send

it to the Volunteer Development Team for processing.

2015 and 2016 Application

Application to Conduct a SEABADGE Course

The first step for a council, area, or region to conduct the advanced national training course known as

SEABADGE is to submit an application. A new form has been developed that serves as the method for making

application. Simply fill out the form and send it to Keith Christopher, National Director, Sea Scouts, BSA for

processing.

Application

Fillable Training Cards

In conjunction with the Volunteer Development Team, the National Supply Group has released the latest

version of the pocket-sized certificate of training. Simply specify SKU 615012 when ordering from your local

Scout Shop or through scoutstuff.org. Click on the link below to open a pdf template that has been created for

convenience in filling out these portable training records.

Fillable Training Cards

National Training Conferences

Philmont Training Center

Since 1950 The Philmont Training Center (PTC) has provided a unique environment for training volunteer and

professional leaders, and a fun family program for every member of the family.

More info View promo video

Florida Sea Base

Choose from three weeks of volunteer training conferences. Located in the beautiful Florida Keys, the Sea Base

Conference Center is the site for these trainings that will provide instruction with experienced and informed

Scouters and ample time for sharing ideas and best practices.

Click here to register for the January 2015 conferences.

Course Director and Area Training Conferences

2014 Course Director's and Area Training Conference Registration

Click here for the most up-to-date listing of Wood Badge and NYLT Course Director's Conferences in your

region or area and across the nation. The accompanying links for registering for each conference will be

available as listed. Many of this year's Course Director's Conferences have been combined with other functional

conferences, creating an atmosphere of learning on a larger scale and allowing for the sharing of resources and

ideas. You will find these Area Training Conferences listed here as well.

Training Awards

Training Awards for Adult Leaders in Units

The training awards and keys are designed to recognize unit Scouters for tenure, training, and performance in

their leadership roles. Progress record forms with the 2012 requirements for these awards can be found at the

links below.

Den Leader Training Award

Training Awards

o Cub Scouting

o Boy Scouting

o Varsity Scouting

o Venturing

o Sea Scouting

Keys

o Cubmaster

o Scoutmaster

o Coach

o Advisor

o Skipper

District Committee Awards

The files below contain updated requirements for the Scouter's Key for District Committee Members and new

requirements for the Scouter's Training Award for District Committee Members. See the Spring 2013 Training

Times for additional details.

District Committee Key

District Committee Scouter's Training Award

E-learning

Some courses are available in the e-Learning section .

of myscouting.org . A login is required, but anyone may create a user account and view the courses.

Registered members of the BSA may provide their member numbers (as part of the user profile) to receive

credit.

These include:

Supplemental Physical Wellness

Safe Swim Defense

Safety Afloat

Weather Hazards

Climb On Safely

Trek Safely

Leader Position-Specific Training Troop Committee Challenge

Leader Position-Specific: Tiger Cub

Leader Position-Specific: Wolf Cub

Leader Position-Specific: Bear Cub

Leader Position-Specific: Webelos

Leader Position-Specific: Cubmaster

Leader Position-Specific: Pack Trainer

Leader Position-Specific: Pack Committee

Leader Position-Specific Training (Spanish) Líder Tiger

Líder Wolf

Líder Bear

Líder Webelos

Cubmaster

Instructor del pack

Comité del pack