QUALITY

The extent to which contemporary and generally recognized standards are met and exceeded, and desirable outcomes achieved.		  
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  HUMAN RESOURCES

A department or service that is responsible for recruiting, hiring, and retaining personnel and monitoring the regulations and services applicable to a particular organization or program.		  
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  PRACTICE

Established actions or ways of proceeding in the regular performance of program duties. Policies and procedures often guide practice.		  
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  EMPLOYEE

Paid member of a program or organization.		  
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  VOLUNTEER

An individual who performs services for a program or organization for civic, charitable, or humanitarian reasons, without promise, expectation, or receipt of compensation for services rendered. Such service must be offered freely and without pressure or coercion, direct or implied, from an employer. If the individual is otherwise employed by the same employer for which s/he volunteers, the individual cannot volunteer to perform the same type of services that s/he is paid to perform as an employee. When volunteers perform the same duties as personnel and have a regular, ongoing role at the program, they will also fall under the term “personnel.”		  
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  PERSONNEL

The people responsible for carrying out the program's tasks. For purposes of after school program recognition, the term "personnel" covers both full-time and part-time employees, as well as volunteers who perform the same duties as personnel and have a regular, ongoing role at the program.

Unless otherwise noted, standards related to the provision or oversight of direct services generally apply only to personnel who: (1) work with children and youth, (2) supervise personnel who work with children and youth, or (3) are responsible for overseeing the program. For example, COA would not expect personnel providing clerical services to receive the same training provided to those who work with children and youth.

  
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  TRAINING

Instruction so as to make fit, qualified, or proficient in a skill or body of knowledge.		  
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  SUPERVISION

Assumption of responsibility for directly overseeing and evaluating the work of personnel.		  
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  EXPERIENCE

In the context of human resources, related experience includes work with school-age children or youth in a setting similiar to that of an after school program. Settings may include, but are not limited to: recreation centers, child care homes or centers, camps, schools, fine arts programs, or social service agencies. One year experience means full time (2,080 hours of work). The total number of hours can be from a combination of positions. See the ASP-HR Related File “Personnel Qualifications and Responsibilities” for more information. 		 
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  WORKLOAD

The amount of work assigned to or expected from a person within a specified period of time. 		 
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After School Human Resources
  
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Introduction
  

COA’s After School Human Resources Standards address practices that can help a program attract and retain a stable, qualified workforce that promotes positive outcomes for children and youth. Since employees and volunteers perform the tasks that help to fulfill the program’s mission, it is incumbent upon the program to develop and implement the plans and programs necessary to attract, motivate, develop, reward, and retain the best people to meet program goals. The standards also focus on preparing incoming personnel to fulfill their roles, and on providing them with ongoing opportunities for continued learning and professional development. These training opportunities, along with developmental supervision, are essential to fostering a competent workforce. Competence cannot be defined solely by supervision nor training, but instead is a dynamic combination of both elements, along with a variety of other factors including educational background, work and personal experience, and workload. This multi-faceted approach to competency allows programs to respond to the individual needs of employees by providing them with the appropriate combination of training and supervision.

Interpretation: Unless otherwise indicated, the term “personnel” covers both full-time and part-time employees, as well as volunteers who perform the same duties as personnel and have a regular, ongoing role at the program. All other volunteers are not included in the term “personnel,” and are covered in ASP-HR 8, “Volunteers.”

Note: When another person, department, or entity (e.g., a school district) is responsible for implementing some of the practices addressed in these standards, the program should be prepared to provide evidence that this is the case.

Note: When Standards Interpretations include multiple examples of ways programs can demonstrate implementation of a standard, it is not expected that every example will necessarily be found at every program. Rather, the examples are intended to guide programs, by illustrating a variety of different ways to show that a standard is being met. Programs may also be meeting the standard in other ways not included in the list of potential examples.

For more information about the structure and features of the standards, and requesting an NA when a standard is not applicable, please see the After School Guidelines. For more information about the evidence needed to demonstrate standards implementation, please see the Table of Evidence.


Research Note: After school literature emphasizes that a skilled, stable, educated, well-trained, and motivated workforce is key to providing the quality programming that can promote positive outcomes for children and youth.
 

PURPOSE: A stable, qualified, trained, and supported workforce contributes effectively and efficiently to the delivery of quality after school programming that promotes positive child and youth development.

  
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