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Transforming Lives for Adults with Disabilities
They aren't meant as models, but simply as examples. Unstated job requirements. If they have a clear understanding of the organization, their positions, and the community, they can jump into their jobs immediately and start to make a difference. Personal contact helps learning for many. Role, structure, and membership of the Board; actual powers of the director and other administrators; parts that others - line staff, participants, community - play in the governance of the organization. Many have close relationships with participants as well as with other staff, and may orchestrate the logistics of the organization as well. How it treats both staff and participants, the formality or informality of its style, its openness, even its furniture Does it choose to spend its money on expensive furniture or on its mission? Involve as many current staff, Board, participants, volunteers, and administrators as possible. Who's in charge of payroll? In the former cases, orientation might last only a few hours or a day or two. What the job actually looks like day to day. The culture is the result of the organization's history and of the thinking and behavior of its founders and former and current staff.
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Even if your organization can't devote much time solely to orientation, however, it's absolutely crucial to regard at least the first week or two as an orientation period, and to support a new staff member by providing information, helping him to make contact with other people inside and outside the organization, and introducing him to the community. Trial period.