In February 2017, following several months of development, socialisation and opportunities for feedback, our Chief Commissioner announced the finalisation of the (uniformed) organisational structure. While this structure was the right one for that time, changes in the economy, environment and our Scouting organisation, require us to review our structure and implement some reforms in how we work together to deliver the Scouting experience.
Using your feedback from the Member Experience Survey 2019, informal feedback provided to our Region Commissioners and directly to the Chief Commissioner, Chief Executive Officer and Deputy Chief Commissioners, and exit surveys of our youth and adult members, we’ve worked with a Reform Reference Group to develop a new structure for the Scouts NSW State uniformed team.
The structure is one component of a Reform Package that has been developed. The other important elements are:
- Design principles that will ensure we are considering the future of the Movement and aligning efforts to avoid duplication, best meet the needs of our members, and prioritise for the health of the organisation
- Relationship mapping to remove duplication of efforts and double handling in processes and actions
- Cultural reform to continue to drive out harmful behaviours and negative actions within the organisation
We invite your feedback
From 16 December and through until the end of 2020, you have the opportunity to review the proposed new structure for the State uniformed team, and to provide your feedback.
If you have comments or suggestions – or an alternate point of view – you can submit this using this form.
We ask that your comments be constructive and considerate of our strategic priorities:
- Membership growth through recruitment and retention
- Positive member experiences that influence a satisfying Scouting career
- Financial sustainability to maintain our organisational health.
What happens to your feedback?
All feedback will be reviewed and considered in terms of our strategic priorities and our ability to implement a ‘best practice’ structure.
We look forward to receiving your thoughtful feedback on our proposed structure.
If you have specific questions or feedback that does not ‘fit’ the feedback form, you can send your well-structured feedback to email@example.com and it will be shared with Bel Francis and Phil Crutchley.
Questions and Answers
Who makes the final decision on the structure? This is done by the Chief Commissioner with recommendations being made by the Deputy Chief Commissioners based on feedback and organisational requirements.
What happens to current positions and members of the State uniformed team? Once the new structure has been announced, recruitment will commence for new positions within that new structure. Any interested person can apply for positions in the new structure, including members who are incumbents of the current structure. As candidates are selected, the successful candidate will commence taking over relevant responsibilities from any similar role in the old structure. If the successful candidate is the same person as the person who held those duties in the old structure, the transition will be quick and easy. If an incumbent is not the successful candidate for a similar role in the new structure, their position will be made redundant and they will be encouraged to seek a new role elsewhere in the organisation.
Have people already been identified to fill positions within the new structure? All positions will be filled on merit and using an Expression of Interest (EOI) process . There will be no direct mapping across of incumbent team members to new positions.
Has recruitment already commenced? Recruitment for five Assistant Chief Commissioner (ACC) roles commenced on 23 October. It is hoped that all new ACCs can be announced by early 2021.
What if the right person is not identified through the recruitment process for any position? Roles will not be filled if the right candidate is not identified. In this case, someone may be asked to ‘act’ in that role until such time as a candidate meeting the criteria is identified and interviewed.
How will interview be prioritised to fill the roles in the new structure? Roles that have a direct impact on the frontline of Scouting will be prioritised – e.g. Youth Program and Support, Adult Training and Development, Adventurous Activities, and Members Support.
Will there be a correlating restructure in the Regions and in the paid staff cohort? The focus is to ensure our organisation is working well together and positively impacting the frontline of Scouting. There have already been changes made in some Regions. Others may be considered. The same with State Office and the Region Offices. We are starting with the State uniformed team.
Why the focus on membership growth for members of the State uniformed team? Membership growth is not the job of only the Chief Commissioner or the two Deputy Chief Commissioners. Similarly, the Region Commissioners do not have sole responsibility for membership growth. Every single member of Scouts plays a role in recruitment and retention. For example, our training courses enable new Leaders to feel confident in delivering the Program and feel good about their role and what they can achieve and influence. How we provide support to members who are struggling in some way – personally or in their Scout role – can help retain members. Ensuring frontline Leaders understand the Youth Program and can understand and comfortably support a ‘youth leading’ environment increases satisfaction of our youth members and creates a positive culture. These are just some examples of the role we all play in membership growth through recruitment and retention.
Will dual appointments be permitted in the new structure? Only the State Leader positions can be dual appointments so Leaders who enjoy their frontline or Region-based positions can also focus on being an activity specialist at a State level.. State Commissioner and Assistant State Commissioner positions are dedicated roles.