In a Flash: Working with Non-Traditional Hires in a Disaster-Related Ramp-Up


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I&R services across the country have pivoted to virtual operations while also taking on new programs. At Greater Twin Cities United Way 211, this included hiring, training, managing, and coaching more than 30 temporary staff for a new state housing program -- all in a virtual world. In less than two months, we created and launched a program in partnership with our state housing agency to disperse funds for rent, utilities and other bills to prevent homelessness. In this session, presenters will share the insights they learned from working with a large group of non-traditional hires during a disaster-related ramp-up, and help participants learn how to address some of the challenges with onboarding, training and coaching that can arise in these situations.

Objectives:

  • Identify the pros and cons of working with different non-traditional staff pools, including temporary agency staff, United Way work program partner staff and volunteers 
  • Identify at least three core expectations that leadership should establish before staff’s first day on the job 
  • Describe three characteristics of staff with whom the 211 should work hard to retain, and three characteristics of staff with whom the 211 should part ways 
  • Describe five coaching strategies for staff who are struggling in different ways

Jennifer Hill

Training and Special Projects Manager

Greater Twin Cities United Way 211, Minneapolis, Minnesota

Jennifer Hill is the Training and Special Projects Manager for 211 at Greater Twin Cities United Way. She is a CRS and a CFLE (Certified Family Life Educator) and has been with 211 for seven years, beginning as a CRS, transitioning CRS/CRS-DC hybrid, then to a Team Lead, and her current role as of July 2020. She is passionate about 211 partnerships such as the COVID Housing Assistance Program because they highlight the potential of a 211 to meet emergent needs quickly. Jennifer has a wide variety of interests when she’s not working, including cats, legacy board games, and volunteering at her church.

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CLICK HERE TO VIEW - In a Flash: Working with Non-Traditional Hires in a Disaster-Related Ramp-Up
Select the "View On-Demand Recording" button to begin.  |  60 minutes
Select the "View On-Demand Recording" button to begin.  |  60 minutes I&R services across the country have pivoted to virtual operations while also taking on new programs. At Greater Twin Cities United Way 211, this included hiring, training, managing, and coaching more than 30 temporary staff for a new state housing program -- all in a virtual world. In less than two months, we created and launched a program in partnership with our state housing agency to disperse funds for rent, utilities and other bills to prevent homelessness. In this session, presenters will share the insights they learned from working with a large group of non-traditional hires during a disaster-related ramp-up, and help participants learn how to address some of the challenges with onboarding, training and coaching that can arise in these situations.
Post Session Quiz
10 Questions  |  3 attempts  |  8/12 points to pass
10 Questions  |  3 attempts  |  8/12 points to pass You will need to take this quiz to get a certificate to show not only attendance but basic engagement with the content. You can review the answers after the first try and see what you got right and what you got wrong and then fix the answers for a second try. The quizzes were written by the presenters. If you need help understanding how to interpret a quiz, there is a video on the the FAQ page on the main AIRS Learn site and also on the videos page of the conference site.
Certificate of Completion
1.00 Hour(s) of Professional Development credit  |  Certificate available
1.00 Hour(s) of Professional Development credit  |  Certificate available