Prepared by: Tyler Hussey

Course: Assessment, Staffing, and Law (HRM 343-01)

Professor: Mary Trottier

The following report is an analysis and action plan conducted on the position called the
Highland Street AmeriCorps Ambassador of Mentoring at Big Brothers Big Sisters of Central
Mass/Metrowest. The purpose of this assignment is to provide a demonstration of competence in
the staffing, assessment, and law of human resources. This report will provide the viewer with a
sourcing plan for the position. Throughout this report, you will see evidence of competence in
these subject matters.
Big Brothers Big Sisters of Central Mass/Metrowest, also known as BBBSCM, has been
an active affiliate of Big Brothers Big Sisters Foundation since 1963 (Our Mission and History).
Their mission is to provide children facing adversity with strong and enduring, professionally
supported one-to-one relationships that change their lives for the better, forever (Our Mission
and History). The agency is comprised of approximately 25 full-time and part-time employees
with hundreds of volunteers. These volunteers act as mentors for youth that are facing adversity
in some manner. This type of volunteerism builds a strong connection and is responsible for
changing lives.
BBBSCM is a 501(c) 3 non-profit foundation located in Worcester and Framingham,
Massachusetts. The agency has minimal competition since it is a nonprofit working to help
youth. There are, however, several organizations in the area working for the same goal.
BBBSCM is still a business and competes to have the highest number of successful matches,
mentor pairs, in their service area. The local competition includes, but is not limited to: Girls,
Inc., LUK Mentoring Program, and the Mazie Mentoring Program.
Since BBBSCM is a non-profit agency, it relies on donations and grants for funding.
During FY 15 the agency had approximately $895,000 in assets, $267,000 in property and

equipment, and a total liabilities and net assets of approximately $1,100,000 (2015 Financial
Statement). The agency received approximately $1,350,000 in public support and $185,000 in
revenue (2015 Financial Statement). 69% of funding went directly towards programming for
mentors and mentees, 17% went towards the administration which includes payroll, and 14%
was allocated to fund raising efforts (2015 Financial Statement).
The specific position that was analyzed is called the Highland Street AmeriCorps
Ambassador of Mentoring. This position is a run in partnership with the Highland Street
AmeriCorps agency. An employee holding this position agrees to work with the agency for one
year as a stipend/volunteer employee. Turnover is very unlikely before the end of the contractual
term of one fiscal year. According to the Director of Operations, turnover is less than one percent
in this specific position.
The current Highland Street AmeriCorps Ambassador of Mentoring is Stephanie Cartiero.
Stephanie has been working with the agency since mid-February. Her supervisor is the Director
of Operations, Hawley Harrigan. The Ambassador of Mentoring, also known as the AOM,
position is key to the agencies success in completing their mission. The AOM is tasked with
creating clear communication strategies, performing match support, and attending training
seminars to create new programs and implement them within the agency to assist them in
achieving their mission.
The job analysis interview was completed on Tuesday, February 23rd, 2016 at BBBSCMs
Worcester office. Three analysts were met by Stephanie Cartiero, current AOM, and were guided
to a small conference with a round table. The interview was casual and lasted for approximately
thirty minutes. During the interview, Stephanie was asked about her job duties and tasks. Given
that Stephanie is a fairly new employee, the team struggled to receive concise information from

her regarding her duties and tasks. After her interview, the team interviewed her supervisor,
Hawley Harrigan. Hawley was able to provide the analysts with more accurate information that
pertained to the AOMs job duties.
Overall, the interview was a success after the Director of Operations provided the team
with a more precise picture. For example, Stephanie had informed us that she was responsible for
creating a social media plan. Hawley informed us that was not as accurate as it could be and gave
us a more defined description of that specific task. Stephanie also forgot to mention that she is
expected to attend Highland Street Ambassador trainings and meetings on a monthly basis. After
meeting with Hawley, the team was presented with enough information to complete an accurate
report.
A job rewards matrix is a visualization of benefits an employee in a specific position
receives. These can be intrinsic rewards like improved self-esteem or personal growth and
extrinsic rewards like benefits and salary increases. In this company, the job rewards matrix
focuses more on intrinsic rewards since BBBSCM is a non-profit and does not necessarily have
the funds to provide extrinsic rewards. BBBSCM looks to hire altruistic people who are looking
to be engaged in a philanthropic effort and are not looking for monetary rewards for their hard
work.
Below you will find the job analysis report, task statements, KSAOs and how they link to
the job duties, job duty and task groupings, critical incident statements, weighed job duties, job
requirements matrix and a job rewards matrix.

JOB ANALYSIS REPORT: See below.

Job Analysis Questionnaire

Department: _____Mentoring______ Name of Department Head: ___Hawley
Harrigan___
Title of Department Head:

Director of Operations_____

Person Interviewed: Stephanie Cartiero Job title: Highland Street AmeriCorps

Ambassador of Mentoring
Background Information: Check all that are provided
Current job Descriptions
Performance review form
Training materials

Job recruitment ads

Job Family Description: ___Not Provided_____
Structured Interview:
Ask the job holder to describe each job duty. For each job duty, identify specific tasks that must
be performed, to Whom/What, How, and Why, the percent of time spent performing the tasks,
and the priority of each tasks. Ask the question pertaining to time allocation and priority after all
duties and tasks have been identified. Ask about knowledge skills and abilities needed to perform
each task.
Job Duty 1: Capacity building
How many employees do you supervise in performing this duty? None.
Job Titles: N/A
Provide an example of the type of decisions you make in performing this duty?

What to communicate, what language to use, how to portray the agency

Provide an example of a decision related to this duty that would be referred to your
supervisor.

Mentors becoming too attached to their mentee; matches that are not good for each
other.
Maximum weight you must lift, push, or pull: 10 pounds Frequency: Twice per month

Are you required to do any of the following activities:

Climbing: No Balancing: No Stooping: No Kneeling: No Crouching: No

Are you exposed to any of the following conditions:

Inside office conditions:
Outside environmental conditions:
Both inside and outside conditions:
Extreme cold:
Extreme heat:
Loud noise:
Vibration:
Tasks:
The employee is fairly new to the agency and was unable to provide the team
with specific tasks as she is still in the onboarding process. See the supervisor interview for a
better picture.
Other job specifications
Education level at the time you started to work in this job with this organization:
Bachelors Degree in Social Work and a Masters of Organization Leadership.
Experience:
Other jobs you have held with this organization:

None

Other experience you had at the time you started to work in this position including experience
gained in other organizations:
Experience in the same or very similar job: 3 Years
Job related experience: 2 Years
Supervisory Experience: 2 Years
Managerial Experience: 2 Years
Licenses/Certifications: None
Current Position:
How many employees report to you directly? Zero.

How many employees report to you through another supervisor? Zero.

In your supervisory capacity, do your responsibilities include:
Assigning work:
Training:
Hiring:
Performance Appraisal:
Approving time off:
Enforcing organizational policies:
Corrective/disciplinary action:
Firing or otherwise terminating employees:
Equipment/tools used: None.
_________Tyler C. Hussey________________
Job Analyst

____2/22/16___
Date

Supervisor Interview
Review of Job Holder Interview:
Job Duty 1: Program Support
Comments:

Helping do interviews, match support, background checks

Critical Incident example of good work performance: (Not necessarily the current job
holder/may be hypothetical if there has been only one position holder and no incident that would
be exemplary of the specified performance level)
Situation: Match Support
What the employee did: Found a training to use towards improving matching
Results of the behavior: More successful matches in the agency
Critical incident example of poor performance: (Not necessarily the current job
holder/may be hypothetical if there has been only one position holder and no incident that would
be exemplary of the specified performance level)
Situation: Matching
What the employee did: The employee failed to provide proper match support by
failing to pay attention to the pairs needs

Results of the behavior: The pair was unmatched and the child had psychological
issues.
Job Duty 2: Social Media
Comments:

Creating newsletters
Updating blog and social media
Creating a social media plan

Critical Incident example of good work performance: (Not necessarily the current job
holder/may be hypothetical if there has been only one position holder and no incident that would
be exemplary of the specified performance level)
Situation: New and Improved Blog
What the employee did: Moved the blog to a better, more user friendly platform and
started posting on a regular basis
Results of the behavior: Site traffic and user interactivity improved, along with online
donations
Critical incident example of poor performance: (Not necessarily the current job
holder/may be hypothetical if there has been only one position holder and no incident that would
be exemplary of the specified performance level)
Situation: Bad Blogging
What the employee did: The employee was not confident in their ability to post and
stopped creating content
Results of the behavior: Site traffic declined, along with major donors pulling their
funding
Job Duty 3: AmeriCorps
Comments:

Continuous training
Service learning
Planning and executing meetings
Community service work with other AmeriCorps volunteers on a weekend by weekend
basis

Critical Incident example of good work performance:

AmeriCorps portion of this job is run by their agency.
Other Job Specifications:

None provided

None provided as the

*Note: This form was originally completed by hand and was transferred to a word processor for
ease of review.
Task Statements:
What?

To Whom/What?

How?

Why?

Assist

Matches and
support specialists

By providing program support,

assisting in interviews, and
performing background checks

To ensure the agency

fulfills its mission.

Develop

Social media posts

Using platforms like Twitter, the

agency blog, and Facebook

To enhance the
publics knowledge of
the agency.

Enhance

The agency blog

By ensuring a set standard of

postings per month with defined
content

To portray an
accurate up-to-date
message of the
agency.

Attend

AmeriCorps
Training

Monthly in Boston

To enhance
knowledge of service,
learning, planning,
and executing in a
non-profit.

KSAOs:
Knowledge:
Bachelors degree in social work
Previous leadership experience preferred
Experience with blogging platforms
Skills:

Interpersonal
Communication/Technology
Public Speaking
Organizational development

Ability:

Other:

Ability to communicate with people of diverse backgrounds

Ability to draft creative forms of communication

Passion for working with and helping others in the non-profit sector
Some travel may be required
Multi-lingual a plus

Job Duty and Task Groupings:

Relative

Job Duty

Importance (1-5)
4- Very high

Relative Time
Spent (8 hr day)

Program and Match Support. Assist Match Support

5 hours

Specialists by providing program support, assisting

in interviews, performing background checks, and
overseeing matches in order to ensure the agency
meets its mission.
3- Moderately

Social Media Planning. Develop a comprehensive

high

social media action plan to promote the agency that

2 hours

utilizes platforms like Twitter, Instagram, Facebook

and the agency blog to increase public knowledge on
the agency and its performance.
2- Moderately

Agency Development. Attend training sessions

low

monthly in Boston to enhance knowledge of service,

learning, planning, and executing in a non-profit.
Then, create presentations to engage other staff
members and enhance their knowledge.

1 hour

Critical Incident Statements:

1.

Situation: Failure to meet deadline

What the employee did: The employee failed to update the blog by the directed deadline

Results: An important donor withdrew their funding because the required information
was not posted by the deadline

2.

Situation: Communication improvement with consistency

What the employee did: The employee was consistent with her blog posting and created a
monthly update posted under the News section.
Results: Higher web traffic was received and donations were more consistent

3.

Situation: Failure to supervise matches properly

What the employee did: The employee failed to properly supervise his/her match. The
mentor stopped meeting with his/her mentee.
Results: The match had to be separated which caused the child sadness and isolation. The
volunteer was removed from the program and the child is on the waiting list for a new mentor.

4.

Situation: Superior match supervision

What the employee did: The employee consistently met with his/her mentor and mentee
pair and resolved any issues.
Results: The pair has been successful for ten years and continues to be the strongest
match in the agency to date.

5.

Situation: Match support improvement

What the employee did: The employee attended an AmeriCorps training on building
connections between mentors and their mentees and brought the program back to the agency in
Worcester.

Results: Our match support team has had higher numbers of successful matches in the
last several months because of this training.

Job Requirements Matrix:

Job Duty

Program and
Match
Support

Tasks

Social Media
Planning

Agency
Development

Importance

Time
Spent

Provide
program
support
Assist in
interviews
Perform
backgroun
d checks
Oversee
matches

50%

60%

Create
social
media
action
plan
Increase
public
awareness

35%

Attend
training
sessions
Enhance
agency
teams
skills and
abilities
Engage

15%

KSAO

35%

5%

Importan
ce of
KSAO
(1= Low
10= High)
(E=
Essential)

Interpersonal
Skills
Supervisory
Experience
Ability to
travel

9E

Knowledge of
social media
platforms
Writing skills

Microsoft
Office
Leadership
Training
experience

10E

staff
members

Job Rewards Matrix:

Reward

Amount

Differential

Stability

Who does it
appeal to?

Salary

$12,000/year
average

$10,000 $15,000/ year

Changes based
on performance
and
achievements

People looking
to give back,
and not just
seeking a
paycheck

Gratitude

Unlimited

N/A

Depending on
performance

An altruistic
employee

Benefits

Medical, dental,
cell phone
stipend, parking
reimbursements

NONE

Highly stable;
rarely changes

Most employees

Selfguidance/minima
l supervision

Above average

Depending on
reliability

As long as the
employee
continues to
exceed
standards

People that are

responsible and
like to take
charge

I believe that I was able to obtain enough information during my interviews and job
analysis to prepare a job description that adequately represents the position available. If I were to
change anything about the process, I would ensure that the employee was not a subcontractor
type. I would also ensure that the employee had spent at least one year with the company. This
would have provided more concrete information to build the report and job description on.
The agency is seeking a person that is more of an altruist and is motivated by their
passion for helping others. The Ambassador of Mentoring works in partnership with AmeriCorps

and will work with Big Brothers Big Sisters for a service period of one year. The person in this
position will work with the Director of Operations to improve the current processes that exist
within the agency to make them more effective and efficient. The AOM will also work as a
Match Support Specialist to help create new successful mentor pairs. The AOM will attend
monthly AmeriCorps trainings and share the information learned to create programs that assist in
the growth of BBBSCM employees within the agency. (See next page.)

Big Brothers Big Sisters of Central Massachusetts/Metrowest

Job Title: Highland Street AmeriCorps Ambassador of Mentoring
Location: Worcester, MA
Department: Mentoring
Reports to: Director of Operations
Ex/NX:
Non-Exempt
Job Purpose: This position will work closely with the Director of Operations to create a plan that
encompasses improvements for the agency through development of marketing materials,
increased social media presence, and improved recruitment and ongoing education. This position
will also work to create new training materials through attending workshops on a monthly basis.
Essential Job Functions:
Assist matches and support specialists by providing program support, assisting in
interviews, and performing background checks to ensure the agency fulfills its mission.
Develop social media posts using platforms like Twitter, the agency blog, and Facebook
to enhance the publics knowledge of the agency
Enhance the agency blog by ensuring a set standard of postings per month with defined
content to portray an accurate up-to-date message of the agency.
Attend AmeriCorps training monthly in Boston to enhance knowledge of service,
learning, planning, and executing in a non-profit.
Job specifications and Physical/Mental Requirements
Ability to work in an office environment with or without reasonable accommodations
Ability to communicate with people of diverse backgrounds
Qualifications:
Bachelors degree in social work
Previous leadership experience preferred
Experience with blogging platforms
Multi-lingual is a plus
Job Related Factors:
Passion for working with and helping others in the non-profit sector
Some travel may be required

Approvals/Authorizations:
___________________________
_______________________________
Tyler Hussey, Preparer
Hawley Harrigan, Supervisor
__________________________
Jeffrey Chin, Department Head

Sourcing Plan:
Big Brothers Big Sisters of Central Massachusetts/Metrowest seeks an altruistic
individual that has a passion for helping others grow. The individual in this position will work
with both BBBSCM and AmeriCorps to complete this task. The most desirable employee will be
able to work in a diverse office with the ability to achieve creative solutions to problems. The
candidate will be able to work in an office environment and travel in the Worcester, MA area
with or without reasonable accommodations. The ideal candidate would be multilingual, have a
Bachelors degree in social work, have previous leadership experience, and have experience with
blogging platforms.
To source for this job, I would utilize several networks to reach the largest number of
qualified applicants. I would post this position on: Indeed.com, MassNonProfitNet.org,
Idealist.org, and the company website. The two organization websites are specifically targeted to
non-profit agencies and people that are interested in working with them. I would promote the
advertisement using our social media platforms which include: Twitter, Instagram, LinkedIn, and
Facebook. Along with web postings, I would post this position in the Worcester Telegram and
utilize employee referrals. The Telegram reaches a broad audience of people and would appeal to
candidates from diverse backgrounds. The current talent at the agency would also provide this
advantage for a similar reason. I would also advertise this position with local colleges, like Clark
University. This is the perfect position for a new college graduate that is looking to enter the non-

profit sector. The agency has had several Clark University graduates that have completed the
year of service successfully and have moved up in the company. The position is also managed by
the AmeriCorps, so they are partially responsible for pooling candidates. I would be in contact
with their job placement specialist to see which of their qualified talent would be interested in the
position.
In order to comply with EEO and per the Civil Rights Act of 1964, the posting will not
include language that deters people of any protected class from applying for the position. The
advertisement will also avoid terminology that could lead to deterring qualified candidates that
are protected by the Age Discrimination Employment Act of 1967. The agency personally
supports employees of all ages and currently has employees from ages eighteen to seventy. The
building the organization is located in is wheelchair accessible and the specific office is on one
floor with no stairs. Any reasonable accommodations would be made to comply with the
Americans with Disabilities Act of 1990. All employee wages are calculated based upon their
previous work history and experience in the industry. Gender plays absolutely no role in the
hiring or wage decision.

See attached job ad.

Assessment Plan:
This position is unique to staff. In order to evaluate external candidates I will utilize
standard structured/semi-structured interviews with multiple current employees, behavioral
interviewing/group interviews, and work samples. The structured interviewing will ensure that
each interviewer is following the same set of standards, but allows some freedom for
customization. The questions in the structured interview will be behavioral based and allow for
candidates to provide answers with examples of previous work and experience. A group
interviewing day would be set up so the candidate is being analyzed by several employees at
once. This allows for each interviewer to examine and interpret what they see and compare with
the others. The candidate would be given a task to work with current employees to solve a
problem creatively. This would allow the interviewers to assess the candidates fit within the
culture and their skills to analyze and provide solutions.
These assessment methods will allow the agency to assess each candidate in the same
way and to select the proper candidate based on their qualifications. Ensuring that each candidate
is asked the same questions will allow equal assessment. The behavioral/group process will
allow the interviewers to analyze how the candidate interacts with the team that they would be
working with. This will help the team decide if the person is a good cultural fit and if they have
the skills that will be hired versus trained into a candidate. The work sample will allow the
interviewers to determine how well the candidate can create social media, which is a very
important task for this position.
The initial interview will be a phone screening. This complies with the EEO because the
candidate is not seen. The interviewer is not able to make any decisions based upon protected
classes which are stated in the Civil Rights Act of 1964. The agency is also very supportive of

people from diverse backgrounds since they serve a wide variety of clients. Creating a structured
interview will allow each candidate to be given the same opportunity to present information.
Questions will be based upon job qualifications and answers will be carefully recorded. The
interviewers will not ask any questions that are related to any sort of disability, race, national
origin, age, religion, military status, gender, marital status, family status, physical attributes, or
sexual orientation. With the stated methods in place, BBBSCM will comply with all EEO laws
and regulations.

See the following attached exhibits:

o
o
o
o

Application form
Interview questions
Form for recording responses to questions
Form for recording results of all assessment measure for a candidate (scoring key)

BIG BROTHER BIG SISTERS OF CENTRAL

MASSACHUSSETTS/METROWEST

APPLICANT INFORMATION
Last
Name
Street
Address

Dat
e
Apartment/U
nit #

First

Stat
e
E-mail
Address

City
Phon
e
Date
Available
Position
Applied for
Are you a citizen of the United
States?
Have you ever worked for this
company?
Have you ever been convicted
of a felony?

M.I.

ZIP

Social
Security No.

YES

NO

YES

NO

YES

NO

Desired
Salary

If no, are you authorized to work

in the U.S.?
If so,
when?
If yes,
explain

YES

NO

EDUCATION
High
School
From

Addre
ss
To

Did you
graduate?

Colle
ge
From

NO

Degree

NO

Degree

NO

Degree

Addre
ss
To

Did you
graduate?

YES
Addre
ss

Other
From

YES

To

Did you
graduate?

YES

PREVIOUS EMPLOYMENT
Compan
y

Phone

Address

Supervis
or
Starting
Salary

Job Title

Ending
Salary

Ending
Salary

Responsibiliti
es
Reason for
Leaving
May we contact your previous supervisor for a
reference?
Compan
y
From

To

YES

Phone
Supervis
or

Address
Job Title
Responsibiliti
es

NO

Starting
Salary

Reason for
Leaving
May we contact your previous supervisor for a
reference?
Compan
y
From

To

YES

NO
Phone
Supervis
or

Address
Starting
Salary

Job Title

Ending
Salary

Responsibiliti
es
Reason for
Leaving
May we contact your previous supervisor for a
reference?
From

To

YES

NO

DISCLAIMER AND SIGNATURE

I certify that my answers are true and complete to the best of my knowledge.
If this application leads to employment, I understand that false or misleading information in my application or
interview
may result in my release.
Signature

Interview Questions:

Date

1. Could you tell me a little bit about your previous work experience and
background in the nonprofit industry?
2. What do you consider to be your greatest strength?
3. What personal weakness has caused you the most difficulty in your previous work
4.
5.
6.
7.
8.
9.

experience?
If you could improve one thing about your current job, what would it be?
Tell me about an obstacle you have had to overcome.
What is your greatest weakness?
How would you describe your leadership skills?
What personal quality do you believe will most contribute to your career success?
Thinking about your previous work experience, what job responsibility have you

found must unpleasant and why?

10. Describe what qualities you look for in a supervisor.
11. What have you accomplished that demonstrates initiative and a willingness to
work?
12. Rate your time management skills on a scale of 1 10. One being low, ten being
high. Provide an example.
13. Working with people of diverse backgrounds can be challenging. What skills do
you have that will allow you to work with diversity? Provide me with an example.
14. On your To-Do List is the following. How would you prioritize, and explain your
reasoning.
a. Create new website content that is going live next week
b. Prepare for a presentation you will be making next week
c. Reach out to potential littles to perform interviews
15. What experience do you have with blogging platforms and reforming social
media? Can you provide me with any examples of previous work?

Recording Responses
Candidate
_______________

Name:

___________________________

Date

of

Interview:

Interviewer Name: ______________________________

1. Could you tell me a little bit about your previous work experience and
background in the nonprofit industry?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________

2. What do you consider to be your greatest strength?

__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
3. What personal weakness has caused you the most difficulty in your previous work
experience?
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
4. If you could improve one thing about your current job, what would it be?
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
5. Tell me about an obstacle you have had to overcome.
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
6. What is your greatest weakness?
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
7. How would you describe your leadership skills?
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________

8. What personal quality do you believe will most contribute to your career success?
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
9. Thinking about your previous work experience, what job responsibility have you
found must unpleasant and why?
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________

10. Describe what qualities you look for in a supervisor.

__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
11. What have you accomplished that demonstrates initiative and a willingness to
work?
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
12. Rate your time management skills on a scale of 1 10. One being low, ten being
high. Provide an example.
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
13. Working with people of diverse backgrounds can be challenging. What skills do
you have that will allow you to work with diversity? Provide me with an example.
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________
14. On your To-Do List is the following. How would you prioritize, and explain your
reasoning.
a. Create new website content that is going live next week
b. Prepare for a presentation you will be making next week
c. Reach out to potential littles to perform interviews
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
15. What experience do you have with blogging platforms and reforming social
media? Can you provide me with any examples of previous work?
__________________________________________________________________
__________________________________________________________________
_________________________________________________________________

Additional Comments:
______________________________________________________________________________
______________________________________________________________________________

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

Signature of Interviewer: ___________________________________________________

Scoring Keys:
1 = Low Competent
Key Competency:
Interpersonal
Communication
Working with others
Technology
Work Samples

4 = Highly Competent
1

1 = Below Standard 5 = Greatly Exceeds Standards

Interview
Answers:

Align with agency goals

Culture fit
Meets
expectations

basic

Personable
Management experience
Additional Comments:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Would you recommend moving this candidate forward? (1, 3, 5) ______________
1: Do Not Recommend

3. Recommend with Reservations

5: Highly Recommend

Total Points: ____________ (Maximum: 45)

Signature:
_____________________________________________
___________________

Date:

Socialization Plan:
Big Brother Big Sister is a small, close-knit, agency where all employees know one
another. It is important to properly socialize the newly selected employee to welcome them to the
culture. Big Brother Big Sister is considered not just a workplace, but a family. All fifty
employees know each other and every accomplishment, birthday, and job well-done is celebrated
by the entire team.

When the employee enters the Worcester office for the first day, they will be greeted by a
welcome party with the entire team. The CEO, VP of Programs, Director of Operations, and VP
of Development are the executives that will be present. After the celebration and a welcome
breakfast, the new employee will watch a brief, ten minute video on the history of the agency to
develop a better understanding of the BBBSCM culture and purpose. In the video, the new hire
will notice the family-like bond that the employees have. After completing the video, the new
hire will be brought into the CEOs office and join the rest of the executive leadership team.
The employee will be further introduced to the company and each executive member will
introduce themselves by their first name, and give a brief description of their position. The
Director of Operations will then hand the employee their welcome kit. The welcome kit is a box,
wrapped like a gift. Inside the new employee will find company apparel, a BBBSCM coffee cup
and pen, a binder with policies/procedures and FAQ, a parking pass, and a $25.00 Amazon gift
card. The employee will then move the office of the Director of Operations. The Director of
Operations is the direct supervisor for the AOM and will be able to provide any necessary help
during the process. The new employee will begin to read the policies and procedures and break
for lunch. Lunch at BBBSCM is like a family gathering. All of the employees will stop at the
same time, move to the kitchen/break area and eat lunch together. During the lunch session, the
new employee will participate in ice breakers and learn more about their new coworkers.
For the next several days, the employee will continue to read the handbook and converse
with the office employees. This will allow them to understand the agency and gauge the culture.
Once the employee has finished reading the policies, they will move to shadowing a Match
Support Specialist. The MSS will work with the AOM to introduce them to the position of match
creation. After two weeks of interactive observation, the AOM will be assigned their first case

and will be ready to work on their own. The Director of Operations will give a three month and
six month formal review, but is always available for feedback.
This individual socialization plan focuses specifically on the newly hired individual and
can easily be adjusted to the individuals specific needs. The welcome party and history video
introduce the employee to the culture at the company. Having the executives and office
employees there on the first day makes them feel included and welcomed. Inviting them to the
family lunch and having them shadow gives them a chance to ask questions and become
accustomed to the inner workings of the agency.

Socialization Schedule:
Time:
8:30
10:00
10:00
11:00
11:00
12:00

Monday
Welcome

Tuesday
Staff Meeting

Wednesday
Staff Meeting

Thursday
Staff Meeting

Friday
DAY OFF

Meeting with

Meeting with

MSS

MSS

DAY OFF

executive

different

Observations

Observations

team
Policy review

MSSs
Skype Call

MSS

MSS

with Director

with

Observations

Observations

Party

DAY OFF

of Operations

Framingham

12:00

Lunch Break

Office
Lunch Break

Lunch Break

Lunch Break

DAY OFF

2:00
2:00 3:00

Company

Policy review

MSS

Assigned First

DAY OFF

Info Video

with Director

Observations

Case

and FAQ
Meeting with

of Operations
Policy

MSS

First Case

CEO to

Examination

Observations

Review with

discuss first

and BBBS

day

Certificate

3:00 4:30

MSS Mentor

Works Cited
2015 Financial Statement. n.d. <http://bbbscm.org/financial-information>.
Our Mission and History. n.d. <http://bbbscm.org/mission>.

DAY OFF