I don't think there is a difference. When I was a WDL, I knew that only some of my Webelos were going to Boy Scouts. However, I think the Webelos program as designed was appropriate for all Webelos, not just the ones going to Boy Scouts.
If only the BSA had some way to confirm what their lobbyists were doing....
Right... given that... I'm fine assuming BSA is lobbying against this bill for the financial liability reasons outlined in the article until they say otherwise.
This may be the strangest discussion I have ever seen in this forum.
You guys can read significance into anything.
This is nothing more than a job description for a just past entry level HR department position. Someone with either a bachelor's degree and a couple years of experience or maybe someone straight out of an MBA or Master's program. This is the type of back office position that helps the wheels of any organization keep turning --- the equivalent of a junior level accountant or finance person --- a bean counter. Nobody thinks these positions are sexy, but the fact is the beans need to be counted, and organizations that don't do that well on either the finance or the people side end up adding unnecessarily to whatever challenges they may have in the core of their mission.
I spent the middle chunk of my professional career as a Fortune 500 HR Director. I despise some of the ways that job descriptions like this are written. It has a lot to do with being able to make comparisons for compensation across a large organization. It's not pretty, and can be done better, but I find it no worse than the terrible verbiage I come across every day in my role as an attorney.
As to the confidential stuff, folks in HR have access to all sorts of confidential information, everyone's salary, medical conditions, disabilities, folks who may have performance problems, people who may get fired or layed off, investigations into misbehavior, etc. The way you find out whether someone can handle the information (other than holding your breath and hoping) is you ask in the interview what kind of information they've had to handle in the past, ask about previous employers' process for maintaining confidentiality, and generally make sure that the person understands what confidences are and how how to handle them. Again, these same inquiries occur in all sorts of organizations, and are more particular in some organizations where its core to their mission, like law and accounting firms, or medical practices.
This is a really low level job, about the same as a new DE, and you guys are combing through it like it's the next RichardB.
I'm not sure I agree with the assessment that the COR shouldn't attend meetings.
That's like saying that a Congressman shouldn't be aware of what's going on with his constituents.....hey, wait a minute...bad analogy
I'd think they should be at Committee meetings often...maybe not every meeting, but most....and at least a few unit meetings now and then to get a pulse on what's going on....
Regardless....all theoretical in my experience.
On another note.... what percentage of COR's do you think actually meet at the district or council level....let's say at least one meeting a year? My guess it's a low fraction.
Adding a wetsuit and prescription goggles helped my oldest with his swimming so much. He did great at his last swim lesson. Thanks to Amazon.com for their selection, pricing and quick delivery. I was able to outfit him for under $50 - a good deal and convenient to find the items we needed.
“I could not help feeling how splendid it would be if one could only train [girls] in peace time in the same way one trained the young soldiers—that is, through Scoutcraft.
I afterwards took to training boys in that way, but I had not been long at it before the girls came along, and offered to do the very thing I had hoped for, they wanted to take up Scouting also.” - Robert Baden-Powell
Excerpt From: Girl Scouts of the United States of America. “Scouting For Girls, Official Handbook of the Girl Scouts.” 1919