Does the local make association training available to all members and encourage attendance? 1 2 3 4 Beginning Developing Proficient Accomplished Local executive Has AR at most sites; one Every site has an AR or a contact Diverse executive board that is proportional to age, gender, • • • • board members training is provided at the person; training at least each semester; race, culture, grade levels, etc. of membership. double as ARs; no real beginning of the year; ARs’ ARs communicating at least monthly Active rep or group of reps at almost every worksite; ARs are in • training; ARs refer primary responsibility is to with membership through email and constant communication with members and potential members directly to recruit new members at building meetings; ARs participate in members; ARs are organizers who advocate for the Association; UDs; ARs’ primary the start of each year. targeted membership recruitment; ARs ARs are well trained in employee rights and problem solving. role is one-way understand and actively fulfill their basic Recognizes need to • communication with responsibilities. ARs regularly conduct one-on-ones to surface new leaders, • identify new leadership; the members at their issues and interests within their work site. seeks UniServ assistance Actively recruits and trains emerging • work site. for leadership training; leaders through the local, state and Systematically recruits, develops, and trains new leaders; sends • Has no discernable informs members of national leadership development • multiple members to all possible leadership trainings; assists leadership program; possible leadership programs. local leaders to seek positions in state and national groups. has no local positions in MSEA and Builds a diverse group of leaders to take • leadership training NEA. Develops succession strategies that ensure a smooth transition • on greater roles and responsibilities in program; knows of no in leadership that sustains the association’s vision over time. Leaders identify their the association. • members who aspire own leadership strengths Local leadership training is developed and led by members, to leadership • Leaders are continuously developed and • and weaknesses and works with UniServ assistance. positions within or challenged to grow through existing to improve them. beyond the local. structures. B Leadership Development – B Leadership Development – In addition to your leadership development and plans, be sure to include plans for the following SMART Goal: By December 31, 2016:
Does the local make association training available to all members and encourage attendance? 1 Beginning 2 Developing 3 Proficient 4 Accomplished • Local executive board members double as ARs; no real training; ARs refer members directly to UDs; ARs’ primary role is one-way communication with the members at their work site. • Has no discernable leadership program; has no local leadership training program; knows of no members who aspire to leadership positions within or beyond the local. • Has AR at most sites; one training is provided at the beginning of the year; ARs’ primary responsibility is to recruit new members at the start of each year. • Recognizes need to identify new leadership; seeks UniServ assistance for leadership training; informs members of possible leadership positions in MSEA and NEA. • Leaders identify their own leadership strengths and weaknesses and works to improve them. • Every site has an AR or a contact person; training at least each semester; ARs communicating at least monthly with membership through email and building meetings; ARs participate in targeted membership recruitment; ARs understand and actively fulfill their basic responsibilities. • Actively recruits and trains emerging leaders through the local, state and national leadership development programs. • Builds a diverse group of leaders to take on greater roles and responsibilities in the association. • Leaders are continuously developed and challenged to grow through existing structures. • Diverse executive board that is proportional to age, gender, race, culture, grade levels, etc. of membership. • Active rep or group of reps at almost every worksite; ARs are in constant communication with members and potential members; ARs are organizers who advocate for the Association; ARs are well trained in employee rights and problem solving. • ARs regularly conduct one-on-ones to surface new leaders, issues and interests within their work site. • Systematically recruits, develops, and trains new leaders; sends multiple members to all possible leadership trainings; assists local leaders to seek positions in state and national groups. • Develops succession strategies that ensure a smooth transition in leadership that sustains the association’s vision over time. • Local leadership training is developed and led by members, with UniServ assistance. B – Leadership Development B – Leadership Development In addition to your leadership development and plans, be sure to include plans for the following SMART Goal: By December 31, 2016:
2017-2018_local_strategic_plan_template_final_draft.docx