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Creating CBA language around member supports and representation, equity and new member recruitment and old member retention

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Creating a easy form that building reps can use to engage members to update membership to keep us up to date.

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Create a google calendar where all union building meetings are listed along with our rep meetings so all can be informed.  Exec board members can pop into the meetings as well.

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Delegating the work of the association. Creating overlap within systems. Many hands - light work that kind of thing.

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Having a specified exec bd member track new hires/pm’s

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create guidelines, or questions to ask or a form to use, then share with building reps at our first meeting

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Outreach to new hires asap with members who work the closest to them

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Leadership Leading-I want to promote engagement

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Tracking of touches and who does them

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building relationships with new members

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Look at common questions or confusion in our union and set a plan for when and how to address those questions

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reinforced leaders to look for are those with followers

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Improve building rep training and expectations....emphasize they are the sharer of information, not the keeper of information

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bylaws will help us prep for new rep selection and planning processes

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Setting-up and using an agreed upon Council Calendar!

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Will be connecting with more members to participate in membership lists

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Have conversation with members that re-define what Union is. It is not a single issue entitity.

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QR code for members to sign up for WEA membership & WEA-Pac

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Explain our leadership roles and provide accessible links to us for questions and suggestions.

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building representative training facilitated by our UniServ Director and we will be having some PD for our new to profession members

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as VP (+SpEd and itinerant in the district) I will email all newly hired itinerant staff and SpEd staff to welcome them to the district and give them a "go-to" person for any questions they may have

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Formulate a plan for Building Reps to intentionally make member contact each month.

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Educate members and potential members on what unions are, why they exist, and how they benefit individual members as well as whole membership.

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annual calendar for recurring processes, like membership drives and bargaining, neither of which should really "end!"

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creating "opportunities" for members rather than always asking them to do more.

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Document annual processes for union work, including membership milestones, leadership recruitment, and perennial/cyclical bargaining work.

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streamline some things, give specific training and responsibilities for building reps...

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Using Google Sheets to share most up to date member info and use to track point of contacts

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Increase buy-in and involvement.

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Sharing leadership responsibilities.....more sharing of the work to train and prepare new leaders....and not gate keep. Being comfortable with not having ultimate control over everything. Letting go of perfectionism!

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Making sure that we share the load! And allow people to work to their strengths! :)

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Better utilize building reps to connect with members to build a union culture.

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Year-long sequence for engaging new members vs. year-long sequence for recruiting potential members.

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the President will email all new hires before the NEO to welcome them to the district

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Build a membership team that incorporates folks from different work groups (ES/MS/HS/ESAs/Specialists/etc.).

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Setting routines and processes on an agreed upon calendar

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Our admin assistant works with HR and our Mentor team to keep the new hire list as up to date as possible to ID potential members. They also monitor school board docs to cross reference with new hires.

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developing a process for regular list updates of represented employees from the payroll

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checking on model language

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Things that don't fit into Lists, leaders, structures.

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Things that don't fit into Lists, leaders, structures.

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Acknowledging people/members and letting them know that they are appreciated!