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Recruiting new board members: what works for you?

14 years 4 days ago #153058 by Melanie
Rather than an officer position, is there a large task/project she could take over, that you can steer her towards? Perhaps one where her "skills" could be helpful (and she could network to promote herself), like selling spirit wear?
14 years 4 days ago #153054 by Renee Hanna
It is very hard to recruit new members at the school I am currently involved in. It is a small school to start and many of the same parents volunteer over and over. We do have class parents - select parents who are assigned to a grade to assist with class parties and activities. This seems to work well - in addition, these class parents know that they will be called upon for events throughout the year. Once you contact someone personally, they will usually help you out. As for the officers for the group, that it another issue - as others have stated people willhelp, but they do not want to be in the spotlight. My thoughts would be to look over your attendees from the meetings throughout the year - there may well be someone who has attended every meeting, but just needs to hear that they are needed to help. Reaching out personally is the best approach that I have found.
14 years 4 days ago #153052 by Sally
Recruiting new board members is an ongoing process. I find that it helps to always be positive. If you have board members that complain about everything no on is going to want to step and and fill a position. For example....a fundraiser did not meet its goal....rather than complaining congratulate those that fundraised for doing a great job and move on to the next fundraising idea. Chances are those that did do the fundraising are the same people who will donate their time to helping and possibly serving on a board. Don't alienate them by complaining.
Our school has a problem with one board memeber who is very bossy and a complainer. She is the only one who wants to remain on the board next year. No one else is stepping forward because they don't want to work with her. So, I can feel your pain with the person who wants to volunteer....but having the wrong person can change the whole atmosphere of the school and the board. Do you fill your board through elections? If not and the person is not suitable...I think honesty may be the best policy. Tell them in a nice way that they may not be suited for the position and why.
14 years 4 days ago #153051 by Cel
We will only have 1 person coming back next year (and not as President). We are asking the teachers to forward to us the top 2 or 3 parent volunteers in their classrooms. They will likely be the best lot of people to start with. We will be calling them individually, telling them of the 'opportunity' and asking if they'd be willing to volunteer. My son will be moving on to middle school but I wouldn't mind someone calling me to ask questions if they need in the future.
14 years 4 days ago #153050 by Lee
I have been the President this year - my first year on the board Most of us were new this year. My emphasis with recruitment is to recruit for the long haul, to encourage diversity, and get specific skill sets.

The first point is to avoid the problem we had by having a whole new board. I asked current members their plans for the future and where they'd see themselves, getting a tentative committment for my successor. Since we have members with children who will be graduating, I know to target the parents of Kindergarten and 1st graders, or parents who have younger children who will be coming in.

The best thing to have happened was we found a 1st grade teacher who agreed to be on the nominating committee. She has agreed to talk to the other 1st and K teachers about parents they have found cooperative, willing, who have the skills we are seeking, and (I am hoping) will make the board more reflective of our school population and less likely to be accused of clique-iness.
14 years 4 days ago #153047 by Dawn
We prepare a job description that includes qualifications, estimated time required to do the job and assistance provided. We also include the benefits to the organization from their work. This way, they know exactly what they are getting into before they say yes or no.
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