Resources for Finding Quality Leaders for Your Unit

Home , Philmont Training Center, Scouts BSA, Varsity Scouting

 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 sheet and 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 ■ Family Member ■ Readyman ■ Artist ■ Fitness ■ Scholar ■ Athlete ■ Forester ■ Scientist ■ Citizen ■ Geologist ■ Showman ■ Communicator ■ Handyman ■ Sportsman ■ Craftsman ■ Naturalist ■ Traveler ■ Engineer ■ Outdoorsman

Name ______Home phone ______Street address ______Business phone ______E-mail address ______City ______State ____ ZIP______Your cooperation and help are appreciated. CUB SCOUTING AND YOUR FAMILY The Cub Scout program helps to meet your boy’s growth needs. As a boy develops, he has specific developmental needs such as:

To learn new physical skills. He can do this through games, sports, and crafts. As he 1develops his coordination, he gains a sense of worthiness and acceptance by his peers. To learn to get along with boys of his same age. He needs to form friendships with other 2boys. 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.

To develop his mental processes. He can develop his mental process by reading, writing, 3and calculating. He needs opportunities to use language to express ideas and to influence 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 program, help him develop mentally.

To develop a value system. He is developing a sense of what is right and wrong and 4what 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.

To develop personal independence. He is becoming less dependent on adults. His same- 5age friends become important to him. In his den, and in the pack, he exercises his independence 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 component 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.

34-12 APPENDIX MERIT BADGES Check the merit badges that you can help Boy Scouts earn. TROOP RESOURCE SURVEY Boy Scouting is for adults as well as boys. We invite you to share your skills and interests so the ■ American Business ■ Digital Technology ■ Kayaking ■ Rifle Shooting best possible program can be developed for the Boy Scouts in this troop. In making this survey, the ■ American Cultures ■ Disabilities Awareness ■ Landscape Architecture ■ Robotics committee wishes to find ways you can enjoy using your talents to help our Scouts. Your cooperation is ■ American Heritage ■ Dog Care ■ Law ■ Rowing greatly appreciated. ■ American Labor ■ Drafting ■ Leatherwork ■ Safety Welcome to the Scout family of Troop No.______in the______Council. ■ Animal Science ■ Electricity ■ Lifesaving ■ Salesmanship ■ Archaeology ■ Electronics ■ Mammal Study ■ Scholarship Please return this survey to______■ Archery ■ Emergency Preparedness ■ Medicine ■ Scouting Heritage ■ Architecture ■ Energy ■ Metalwork ■ Scuba Diving Are you currently registered with the Boy Scouts of America? Yes  No  ■ Art ■ Engineering ■ Mining in Society ■ Sculpture ■ Astronomy ■ Entrepreneurship ■ Model Design and Building ■ Search and Rescue (Please print.) ■ Athletics ■ Environmental Science ■ Motorboating ■ Shotgun Shooting ■ Automotive Maintenance ■ Family Life ■ Moviemaking ■ Skating Name______Phone______■ Aviation ■ Farm Mechanics ■ Music ■ Small-Boat Sailing Street address______Email______■ Backpacking ■ Fingerprinting ■ Nature ■ Snow Sports ■ Basketry ■ Fire Safety ■ Nuclear Science ■ Soil and Water Conservation City______State ______Zip ______■ Bird Study ■ First Aid ■ Oceanography ■ Space Exploration ■ Bugling ■ Fish and Wildlife Management ■ Orienteering ■ Sports Home phone ______Mobile phone ______■ Camping ■ Fishing ■ Painting ■ Stamp Collecting ■ Canoeing ■ Fly-Fishing ■ Personal Fitness ■ Surveying Business phone ______Email address ______■ Chemistry ■ Forestry ■ Personal Management ■ Sustainability ■ Chess ■ Game Design ■ Pets ■ Swimming 1. What is your favorite hobby?______Occupation ______■ Citizenship in the Community ■ Gardening ■ Photography ■ Textile 2. In what sports do you take an active part?______■ Citizenship in the Nation ■ Genealogy ■ Pioneering ■ Theater ■ Citizenship in the World ■ Geocaching ■ Plant Science ■ Traffic Safety 3. Would you be willing to assist the troop leaders and committee members occasionally?______■ Climbing ■ Geology ■ Plumbing ■ Truck Transportation ■ Coin Collecting ■ Golf ■ Pottery ■ Veterinary Medicine 4. Please check the areas in which you would be willing to help: ■ Collections ■ Graphic Arts ■ Programming ■ Water Sports General Activities Special Program Assistance ■ Communication ■ Hiking ■ Public Health ■ Weather ■ Campouts ■ I can participate in boards of review. ■ Composite Materials ■ Home Repairs ■ Public Speaking ■ Welding ■ Computers ■ Horsemanship ■ Pulp and Paper ■ Whitewater ■ Hikes ■ I have a minivan or ______truck. ■ Cooking ■ Indian Lore ■ Radio ■ Wilderness Survival ■ Outdoor activities ■ I have a workshop. ■ Crime Prevention ■ Insect Study ■ Railroading ■ Wood Carving ■ ■ Troop meetings I have family camping gear. ■ Cycling ■ Inventing ■ Reading ■ Woodwork ■ Swimming supervision ■ I have access to camping property. ■ Dentistry ■ Journalism ■ Reptile and Amphibian Study ■ Accounting ■ I can make contacts for special trips and activities. Other skills and activities I could assist in for the older-Scout program: ■ Web management/design ■ I can help with troop equipment. ■ Backpacking ■ Freestyle biking ■ Rappelling ■ Survival ■ Drawing/art ■ Other ______■ Basketball ■ Golf ■ Sailing ■ Swimming ■ Transportation of Scouts (please print) ■ Bowling ■ Hockey ■ Scuba diving ■ Tennis ■ Transportation of equipment ■ Business ■ Kayaking ■ Shooting sports ■ Video/photography ■ Other ______■ Cross-country skiing ■ Mechanics ■ Slow-pitch softball ■ Volleyball (please print) 5. Please check any Scouting skills you would be willing to teach: ■ Cycling ■ Mountain man ■ Snow camping ■ Whitewater canoeing ■ Downhill skiing ■ Orienteering ■ Soccer ■ Windsurfing ■ Ropework (knots and lashings) ■ Conservation ■ Fishing ■ Rafting ■ Spelunking ■ Outdoor cooking ■ Aquatics ■ First aid ■ Knife and ax handling ■ Star study ■ Citizenship ■ Map, compass, and GPS use ■ Camping 512-116 Check the merit badges on the other side of this sheet that you are willing to help Boy Scouts earn. 2014 Printing SELECTING QUALITY LEADERS FOR 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. Message to Chartered Organizations Your 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. You will find the following informa- The Process tion contained in Scoutmasters, assistant Scoutmasters, Varsity Scout Coaches, and assistant Varsity Scout this brochure: Coaches must be identified and recruited by the chartered organization when a new troop/team n A selection and recruiting is organized or when there is a leadership change in an existing Boy Scout troop or Varsity Scout process that team. The chartered organization may seek advice from the BSA local council about the process. has proven to be successful List and Appraise Prospects for many years It is preferred that the head of the chartered organization chair the meeting of the n A sample pres- 2 entation for the leadership selection team. If not, the chartered recruitment of organization representative should do so. new leaders 1. Develop a prospect list. Have on hand a membership roll of the chartered organiza- n The traits of tion and the names of the parents of pack a successful or den members or prospective members. Scout leader Ask each person to suggest additional n Position names. Enter the names in the spaces pro- descriptions vided under “Guide for Selecting a Leader” for a new on the back of this folder. Scoutmaster 2. Rate each prospect by placing a check and Varsity Chartered Organization Briefing mark in the appropriate box (“Yes,” “No,” The head of the chartered organization or Scout Coach or “Don’t Know”) for each quality of the chartered organization representative 1 leadership. Don’t omit people assumed to meets with the representative of the local be “too busy.” That decision belongs to council to discuss the process of selecting and the candidate. recruiting quality leaders. This Scouting professional can provide recruiting techniques, videos, 3. If there are several “Don’t Knows” for any and other support materials. It is important prospect, it is imperative that some discreet at this time for the chartered organization inquiry be made. to understand its responsibility for operating 4. In the overall evaluation, rank the prospects a unit, and particularly its responsibility for in order of preference as soon as all infor- selecting and recruiting new leaders. mation is obtained. Action. In forming a new unit, the organization 5. Secure approval from the organization head head appoints a selection committee of knowl- to contact the preferred candidates. edgeable and influential people to select the very best individual to serve as a leader. Existing units 6. Appoint three people to call on the first should already have a unit committee in place to prospect. At least one member of the team assist with this process. must be from the chartered organization. Make an Appointment Welcome the With the Prospect New Leader 3 The selection committee member who 5 Every step should be taken knows and has the respect of the number one to ensure that the new leader is prospect should make the appointment recognized for accepting this with the prospect. important position.

Action. The appointment usually can be made Action. Once the prospect has on the phone. Do not try to recruit the prospect accepted the position and has been over the phone. Your objective at this point is approved as a leader, the head of to set a time and date to meet, preferably at the the chartered organization should prospect’s home. You will want to involve this personally welcome the new leader. person’s spouse since it will affect the prospect’s An announcement should be placed time at home. If the prospect questions the in the local newspaper and the purpose of the meeting, frankly state that it is chartered organization’s publication, to discuss a matter important to the youth of if applicable. A formal induction the community. Confirm the date and time ceremony should take place as with the other members who will be making soon as possible at a meeting of the the visit. chartered organization.

Meet With the Prospect Training The committee members making the call As soon as the new leader agrees to serve 4 should gather at a convenient place and and completes the adult registration arrive at the prospect’s home as a group. 6 application, the district training team supports the new leader with Youth Protection and Action. Ask the prospect to serve in the desired Fast Start training. position, subject to approval of the membership application. If for some reason the prospect Action. Attendance at the next roundtable is is unable to accept the position, you should encouraged, as is participation in online This Is repeat the process with the number two Scouting and Leader Position-Specific Training. prospect (who now becomes number one). Sample Presentation OPENING 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 completion 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.)

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. That’s an awful lot of work for one person. I don’t have the knowledge or experience That’s correct. The (troop/team) committee is to be a (Scoutmaster/Varsity Scout Coach). responsible for the administrative functions of the The Boy Scouts of America has been in exis- (troop/team)—such things as equipment, finances, tence for more than 100 years. We have excellent and transportation. Assistant (Scoutmasters/Varsity training programs that will give you all the Scout Coaches) can help when you might be away, knowledge you need to be successful. On a but more importantly, they manage key parts of regular basis, we will also check on your the (troop’s/team’s) program. It has to be a real progress and offer a helping hand as needed. group effort. Varsity Scout Coach Varsity Scout Coach Duties Position n Conduct the n Conduct a monthly team leadership meet- Varsity Scout ing to plan the team business meeting and Description: program according team activities. to the policies The Varsity Scout n Conduct Varsity Scout Coach conferences of the Boy Scouts for all ranks. Coach is responsi- of America. n Conduct an annual team program plan- ble for training and n Conduct, through ning conference to assist youth leaders in guiding youth lead- the team youth planning a well-rounded team program leaders, all Varsity ers in the operation utilizing all five program fields of emphasis. Scout team meetings n Conduct a special high-adventure of the team, and and activities. activity annually. works with the n Work with the team committee chair in n Provide the necessary framework (using team committee to developing a monthly committee meeting the BSA’s Youth Protection policies) for agenda that will address the needs of support the func- protecting the young people in your team the team. from abuse. tions of the team. n Participate in Varsity Scout Leader Fast n See that activities are conducted within BSA Start training, This Is Scouting, and Varsity safety guidelines and requirements. Coach Leader Specific Training.

Scoutmaster

Scoutmaster Duties Position n Conduct the Boy Scout program according n Conduct Scoutmaster conferences for to the policies of the Boy Scouts of America. Description: all ranks. n Train youth leaders by conducting, at least n Participate in Boy Scout Leader Fast The Scoutmaster yearly, an introduction to leadership and a Start training, This Is Scouting, and is responsible for team-building workshop. Scoutmaster and Assistant Scoutmaster Leader Specific Training. training and guiding n Conduct, through the senior patrol leader, an annual troop program planning confer- n Provide the necessary framework (using the youth leaders in the ence to assist youth leaders in planning the BSA’s Youth Protection policies) for protecting operation of the troop program. the young people in your troop from abuse. troop, and for n Conduct, through the senior patrol leader, n See that activities are conducted within a monthly patrol leaders’ council meeting BSA safety guidelines and requirements. managing, training, to plan weekly troop meetings and conduct and supporting his troop business. or her assistant n Conduct, through the patrol leaders’ council, weekly troop meetings. Scoutmasters in n Provide a minimum of 10 days and nights their role. 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. 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.

Qualities of Unit Leadership Name Name Name Name 1. Accepts the ideals and principles of the Boy Scouts Yes of America and its chartered organization. No Don’t Know

2. Sets a positive example as a role model through Yes appearance and consistent ethical behavior No (fairness, honesty, trust, and respect for others). Don’t Know

3. Has the ability to delegate tasks that permit use Yes of adult and youth resources. No Don’t Know

4. Advocates and enjoys seeing youth development Yes and growth. No Don’t Know

5. Appreciates the outdoors and enjoys the Yes natural environment. No Don’t Know

6. Has some experience in group activity leadership Yes in club, lodge, or religious organizations. No Don’t Know

7. Wins the confidence of parents, youth, and Yes the community. No Don’t Know

8. Listens and builds rapport with others in a Yes counseling role. No Don’t Know

9. Is willing to invest a definite amount of time for Yes training and unit leadership. No Don’t Know

10. Is an active member of the chartered organization Yes or its affiliates. No Don’t Know Overall Evaluation

SKU 523981

BOY SCOUTS OF AMERICA 1325 West Walnut Hill Lane P.O. Box 152079 Irving, Texas 75015-2079 523-981 2011 Printing http://www.scouting.org Selecting quality leaders for cub scouts The Chartered Organization’s Most Important Scouting Responsibility

Your organization’s values and the mission of the leaders play a vital role in the success of the Boy Scouts of America are reflected through the pack, the chartered organization, working your pack’s leadership. With the support of your through the pack committee, has a prominent organization, the pack committee, Cubmaster, role in their selection. den leaders, and other volunteer Scouters carry There are many qualified prospects for Cub out the pack program dealing directly with Scout leadership. This selection process will other adults and with Cub Scouts and Webelos assure that the most qualified person is selected. Scouts. The adult leadership will influence the The important role of shaping the lives of youth life of every boy and family in your pack. Since demands nothing less! The Steps for Success

ew leaders must be selected when a new pack is organized, when new dens are formed, or when there is a leadership change in 2. List and Appraise Prospects. an existing den or pack. Following the steps below will help the N It is preferred that the head of the chartered organization chair the meet- chartered organization and pack committee select the best leaders for the boys of their pack. In some cases, a representative of the council or ing of the leadership selection team. If not, the chartered organization district may be on hand to guide the chartered organization and pack representative should do so. committee through the selection process. This representative could be a 1. Develop a prospect list. Have on hand a membership roll of the unit organizer, a unit commissioner, a member of the district committee, chartered organization and the names of the parents of pack or den or a Scouting professional. members or prospective members. Ask each person to suggest additional names. Enter the names in the spaces provided under “Guide for Selecting a Leader” on the back of this folder. 1. CHARTERED ORGANIZATION BRIEFING. 2. Rate each prospect by placing a check mark in the appropriate box The head of the chartered organization or the chartered organization (“Yes,’’ “No,’’ or “Don’t Know’’) for each quality of leadership. Don’t omit representative meets with the representative of the local council to dis- people assumed to be “too busy.’’ That decision belongs to the candidate. cuss the process of selecting and recruiting quality leaders. This Scouting 3. If there are several “Don’t Knows” for any prospect, it is imperative professional can provide recruiting techniques, videos, and other sup- that some discreet inquiry be made. port materials. It is important at this time for the chartered organization to understand its responsibility for operating a unit, and particularly its 4. In the overall evaluation, rank the prospects in order of preference as responsibility for selecting and recruiting new leaders. soon as all information is obtained. Action. In forming a new unit, the organization head appoints a selection 5. Secure approval from the organization head to contact the committee of knowledgeable and influential people to select the very best preferred candidates. individual to serve as a leader. Existing units should already have a unit 6. Appoint three people to call on the first prospect. At least one member committee in place to assist with this process. of the team must be from the chartered organization. The Steps for Success

3. Make an Appointment with the Prospect. 5. Welcome the New Leader.

The selection committee member who knows and has the respect of the Every step should be taken to ensure that the new leader is recognized for number one prospect should make the appointment with the prospect. accepting this important position. Action. The appointment usually can be made on the phone. Do not try Action. Once the prospect has accepted the position and has been to recruit the prospect over the phone. Your objective at this point is to approved as a leader, the head of the chartered organization should set a time and date to meet, preferably at the prospect’s home. You will personally welcome the new leader. An announcement should be placed want to involve this person’s spouse since it will affect the prospect’s time in the local newspaper and the chartered organization’s publication, if at home. If the prospect questions the purpose of the meeting, frankly applicable. A formal induction ceremony should take place as soon as state that it is to discuss a matter important to the youth of the community. possible at a meeting of the chartered organization. Confirm the date and time with the other members who will be making the visit. 6. Training.

4. MEET WITH the Prospect. As soon as the new leader agrees to serve and completes the adult registration application, the district training team supports the new leader with The committee members making the call should gather at a convenient Youth Protection and Fast Start training. place and arrive at the prospect’s home as a group. Action. Attendance at the next roundtable is encouraged, as is participa- Action. Ask the prospect to serve in the desired position, subject to tion in online This Is Scouting and Leader Position-Specific Training. 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). Cubmaster Everything the Cubmaster does is aimed at helping the individual boy. Securing strong leaders, planning den and pack activities, advising other leaders and adult family members—these are all ways in which the Cubmaster affects the kind of Cub Scouting each boy in the pack is offered. The Cubmaster directly influences the lives of individual boys by keeping in mind that boys can become better through Cub Scouting.

Qualifications: Is at least 21 years old, subscribes to the Declaration of Religious Principle, and agrees to abide by the Scout Oath or Promise and the Scout Law. Possesses the moral, educational, and emotional qualities that the Boy Scouts of America deems necessary to afford positive leadership to youth. Does not need to be an expert in all Cub Scout activities but should be a leader who is able to communicate well with adults as well as boys. Should be able to delegate responsibilities and set a good example through behavior, attitude, and uniform. Should believe in the values and purposes of Cub Scouting. Preferably a member of the chartered organization. Selected and appointed by the pack committee with the approval of the chartered organization, and registered as an adult leader of the BSA.

Responsibilities: The Cubmaster’s responsibilities are to • Conduct a pack program according to the policies of the BSA. • Complete Cubmaster Fast Start Training and position-specific Basic Leader Training. Attend monthly roundtables. • Plan and help carry out the Cub Scout program in the pack. This includes leading the monthly pack meeting, with the help of other leaders. • Help the pack committee with a year-round recruitment plan for recruiting boys into Tiger Cubs, Cub Scouting, and Webelos Scouting. • Know about and use the appropriate and available literature, including Boys’ Life and Scouting magazines, the Den & Pack Meeting Resource Guide, and the Webelos Leader Guide. • See that the pack program, leaders, and Cub Scouts positively reflect the interests and objectives of the chartered organization and the BSA. • Work with the pack committee on (1) program ideas, (2) selecting and recruiting adult leaders, and (3) establishing a budget plan. • Guide and support den leaders. See that they receive the required training for their positions. • Help organize Webelos dens and encourage graduation into a Boy Scout troop. • Help establish and maintain good relationships with Boy Scout troops. • Maintain good relationships with parents and guardians. Seek their support and include them in activities. Involve male relatives such as uncles and grandfathers so Cub Scouts will have additional male role models. • See that Tiger Cubs, Cub Scouts, and Webelos Scouts receive a quality, year-round program filled with fun and activities that qualify the dens and pack for the National Summertime Pack Award. • Guide Cub Scouts in goodwill and conservation projects. • See that the responsibilities specified for the assistant Cubmaster are carried out. • Help the pack committee chair conduct the annual pack program planning conference and the monthly pack leaders’ meetings. • Work as a team with the pack committee chair to cultivate, educate, and motivate all pack leaders and parents or guardians in Cub Scouting. • Take part in the charter review meeting and annual charter presentation ceremony. • Request den chiefs for all dens and, after selection, see that they are trained. Recognize the den chiefs at pack meetings. • Conduct an impressive graduation ceremony for Tiger Cubs. • Meet with the unit commissioner, Webelos den leader, and Scoutmaster to establish plans for the Webelos Scouts’ transition to Boy Scouting. • Help plan and conduct impressive Webelos graduation ceremonies involving parents and guardians, the Scoutmaster, the Webelos den chief, the Webelos den leader, and the troop junior leaders. • Conduct impressive Arrow of Light Award ceremonies. • Encourage high advancement standards for all Cub Scouts. • Help bring families together at joint activities for Webelos dens (or packs) and Boy Scout troops. • Support the policies of the BSA. Guide for Selecting a Leader All Cub Scout leaders must be adults 21 years of age or older (except List the names of prospects in the spaces below. Place a check assistant Cubmasters, assistant den leaders, and assistant Webelos mark in the appropriate box (“Yes,” “No,” or “Don’t Know”) den leaders, who must be at least 18 years of age) and of good moral for each leadership quality. Include any special qualifications character. Men and women may serve in any position. All registered your organization may require. In the overall evaluation, rank the Cub Scouters shall subscribe to the declaration of principle and meet prospects in order of preference as soon as all information is the citizenship or alternate requirements as prescribed on the official obtained. Successful leaders have been found to have many of the registration forms. following characteristics.

Qualities of Unit Leadership Name Name Name Name 1. Accepts the ideals and principles of the Boy Scouts Yes of America and its chartered organization. No Don’t Know 2. Sets a positive example as a role model through Yes appearance and consistent ethical behavior (fair- No ness, honesty, trust, and respect for others). Don’t Know 3. Has the ability to delegate tasks that permit use of Yes adult and youth resources. No Don’t Know 4. Advocates and enjoys seeing youth development Yes and growth. No Don’t Know 5. Appreciates the outdoors and enjoys the Yes natural environment. No Don’t Know 6. Has some experience in group activity leadership in Yes club, lodge, or religious organizations. No Don’t Know 7. Wins the confidence of parents, youth, and Yes the community. No Don’t Know 8. Listens and builds rapport with others in a Yes counseling role. No Don’t Know 9. Is willing to invest a definite amount of time for Yes training and unit leadership. No Don’t Know 10. Is an active member of the chartered organization Yes or its affiliates. No Don’t Know Overall Evaluation

SKU 523500

7 30176 30183 9 523-500 2011 Printing Selecting Quality Leaders

Training Summary Recruiting is an ongoing responsibility. This session will provide an overview of the seven steps to recruiting a key adult unit leader and will prepare participants to recruit new leaders for their units’ needs.

Time Required 60 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 Objectives At 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 Leaders Often when we need to recruit a new leader for our units, we use one of two methods. The first method 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 people over and over again to fill our units’ needs. The second method is simply hoping that a new Scout 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 we recruit 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 your unit’s leadership needs.

Before You Begin: Develop a List of Needs Before you can recruit new unit leaders, it is important to know what you need. Recruits will want to know their responsibilities and your expectations for them. Having the answers to those questions at hand also will help you naturally avoid a common problem; for example, a group of assistant Scoutmasters who are given no specific tasks will do exactly what they are asked to do—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-step recruiting process. Distribute the Recruitment Work Sheet and have participants answer question 1, 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 skills that 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 descriptions for the positions they want to fill. Have them list their unit needs for that position on the Recruitment 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 Committee 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 the chartered organization. The selection process begins 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 new Scoutmaster or Coach. Also at this meeting, they should select a steering committee from the troop committee.

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

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

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

Be prepared for the meeting with lists of chartered organization members and parent rosters. At the 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 the values of the Scout Oath and Law in their daily lives. They should not make assumptions about whether prospects will accept or have time for the position. Potential unit leaders need the opportunity to make their own decision.

Next, the steering committee approves and ranks the prospects, then prioritizes the top three in preferential order. The committee then submits its list to the head of the chartered organization for 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 7 on 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 the prospect.

Step 3: Make an Appointment With the Prospect Ask 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 also personally acquainted with the prospect.

The appointment usually can be made over the telephone, but do not try to recruit the prospect in this initial call. Your objective is to set a time and place to meet, preferably at the prospect’s home. Let the prospect know that his or her spouse is welcome to join the discussion. 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. After setting the appointment, confirm the time and place 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 a leadership role within the unit. Remember to be positive and encouraging. Also, confirm the date, time, and location of the meeting, and record it on the Recruitment Work Sheet (question 8). The person making the call should be personally acquainted with the prospect, preferably a personal friend.

Role-Play: Schedule the Appointment Distribute the Role-Play Script and have groups of participants practice making the call to a prospect. 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 Prospect The steering committee members making the call should gather at a convenient place and arrive at the meeting place as a group. No more than three members of the steering committee should make the call.

Ask the prospect to serve in the desired position. Tell the candidate that he or she is the top choice 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 the number 2 prospect. Do not be discouraged if the prospect turns you down. If you exhaust your list of prospects, go back to Step 2.

Role-Play: Call On the Prospect Divide 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 by asking: • 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 serve as a leader, the next step is to seal the deal.

Step 5: Complete the Membership Application Now 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 can help 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 fill out 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 has lived in the community for three or more years and is known to the steering committee, little additional screening would be required other than to obtain the appropriate signatures. If the individual is new to the area and/or unknown to the steering committee, be sure to check references 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 they have (i.e., work, school, family friend, etc.) Step 3—Ask about how the prospect’s positive attributes could help the prospect in this leadership role. Step 4—Ask for personal observations, especially interacting with youth if this position requires it. Step 5—Ask if the prospect has any qualities or behaviors relating to the welfare of youth about which the steering committee should be concerned. Step 6—Ask if the reference would feel comfortable having his or her own child supervised by the 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 as possible to the council service center.

Step 6: Welcome the New Leader Every step should be taken to ensure that the new leader is recognized for accepting this important position.

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

Step 7: Schedule Training As soon as possible, every new leader should receive support materials and complete Fast Start training and Youth Protection training through the council’s Web site. A council representative should invite the new leader to the next scheduled leader-specific training for the assigned position.

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

Summary Recruiting new leaders is a continuous process. We always need to be on the lookout for opportunities to expand the Scouting family, but we need to do so by recruiting the right person for the right position. We need to be aware, though, that the person we want to serve in a leadership 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 just to have them around with no specific purpose. If we do not give them a job, then we risk that they 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? Date Time Location 9. Recruitment follow-up a. Welcome letter sent b. Newspaper announcement sent c. Induction and patch presentation d. Support materials provided e. Fast Start and Youth Protection training completed online f. Leader-specific training attended Role-Play Script Scheduling an Appointment With a Prospect

Three Players • Steering committee member • Prospect • Observer

Steering committee member: Hello ______, this is ______. Would it be possible for you and me to get together next Tuesday evening around 7 P.M. at your house to discuss 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 a couple 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 is important—in a positive way—and it involves the youth of our community. I promise you’ll enjoy 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 is free to comment on the phone call with helpful suggestions. Prospect Profiles

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

Prospect Profile 2 Mary 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 bakery and on weekends takes care of her elderly mother. Mary has served as a den leader for two years and is the only fully uniformed adult in her pack. Mary never had the opportunity to complete high school, so finding adequate paying work is always a challenge for her. In spite of all the demands on her time, she still is active in the PTA, church, Scouts, and MADD. Mary is outgoing, cheerful, and fun to work with.

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

Prospect Profile 4 Julie 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 troop advancement and fund-raisers. Julie’s career requires her to travel a great deal, so attending troop meetings consistently is difficult. Julie is a friendly person and always greets people with a smile. Julie has volunteered to serve as a merit badge counselor for Disabilities Awareness and Computers.

Prospect Profile 5 John 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 a Scoutmaster for two years. Currently, John helps at the local food bank and with a tutoring program. He contributes annually to the district Friends of Scouting campaign, but he has no other 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.

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.

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.

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.

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.