AUSC
President's Office wishes to congratulate Miss . Tebian Ali,
the AUSC Presidency's Special Advisor for the North Africa Focal Point.
Miss. Tebian Ali, President’s Special Advisor for North Africa Region Focal Point, African Union Students’ Council (AUSC) "For the better Africa we deserve" has great Honor to Provide with AUSC Leaders All the Complete AUSC NORTH AFRICA REGION ADVISORY SYSTEM BOOK.
Find the whole content for this 1st Edition below:
AUSC
NORTH AFRICA REGION ADVISORY SYSTEM
EDITION
-1-
CONTENT
PART
ONE: General Introduction about AUSC.
PART
TWO: About North Africa Region.
PART
THREE: The AUSC North Africa Region Advisory Office;
PART
FOUR: The AUSC North Africa Advisory Recruitment System;
1.
Subject.
2.
Objectives.
3.
AUSC North Africa National Representatives.
4.
AUSC North Africa National Representatives’
Team Members at All Levels.
5.
Reference.
PART
FIVE: Appendix.
PART
ONE: General Introduction about AUSC*
The African Union Students’
Council (AUSC) is a new formed Students led Organization, created for many reasons that we based on and found that
African Union has forgotten this critical and important
organ that must exist inside the African
Continent to arise the Voice of All African individual Students as
we are the Future Leaders of the African
Governments and Worldwide Organizations, to be either an
organ inside African Union (AU) or outside the
African Union as an Nongovernmental Independent
African Students’ Organization.
In
fact, the African Union Students’ Council (AUSC) is very different from the
African Union Youth
Council (AUYC) from very uncountable reasons
that we sat down to publish and make official
declaration during the International Development
Students’ Society (IDSS) ‘s 5th International Students
Camp took place in Zanzibar Island, Indian Ocean
, from December 27th, 2015 to January 3rd, 2016 ,
where different African Students National and
International level Leaders were gathered trying to find
solutions on different many challenges that this
continent Africa has been facing from the period after
colonization until today and that tends to make
the Africa continue to exist as in such bad reputation .
AUSC is One of the solutions we tried to fix and
felt the responsible to start implementation of it, either
to be pleasant or unpleasant to the expected
people to have done it before, the full involvement of
Students’ Views and their participation in the
daily activities of the African Union was concluded as the
real solution for young capable Africans to take
part in shaping the Better Africa We Deserve.
ACTION PLAN
AFRICAN UNION
STUDENTS' COUNCIL ACTION
AFRICAN UNION
STUDENTS' COUNCIL TRANSITIONAL PERIOD 2016-2019
I. 1st Period:
January 1st 2016-2016, December 31st.
-Broad Activities:
1. 1st Half Year,
Creation of Africa Union Students’ Council Strong
Leadership inside the whole African Continent from January 1st to June 30th:
a) Establishment
of AUSC Transitional Committee 2016-2019 recruitment and inclusion process of
all Interested African Students Leaders in all African Countries.
b) Establishment
of effective Online Management System and International Leadership System inside
the AUSC, All possible Social Media including Extraordinary International AUSC
Website.
c) Following Up
the African Union Commission networking and Establishment of collaboration
framework among 3 possible ways, 1st Total Dependence, 2nd Partial Dependence,
3rd Total Independence.
2. 2nd Half Year,
Effective mass Registration from July1st to December 31st:
a) All African
National Students’ Organizations/Associations,
b) All African
National Guild Councils/Unions and Clubs.
c) All
interested Non Students Organizations/Private and Public All.
d)
Establishment effective online meeting and Conference System.
PART
TWO: About North Africa Region**
North Africa or Northern Africa is the northernmost region of Africa. The United
Nations definition
of "North Africa" includes seven countries and territories; Algeria, Egypt, Libya,Morocco, Sudan, Tunisia, and Western
Sahara.[1] The countries of Algeria, Morocco, Tunisia,
and Libya are often collectively referred to as the Maghreb, which
is the Arabic word for "sunset". Egypt lies to the northeast and
encompasses part of West Asia, while Sudan is situated on the edge of the
Sahel, to the south of Egypt.
The distinction between North
Africa and much of Sub-Saharan Africa is
historically and ecologically significant because of the effective barrier
created by the Sahara
Desert for
much of modern history. From 3500 BC, following the abrupt desertification of
the Sahara due to gradual changes in the Earth's orbit, this barrier has
culturally separated the North from the rest of the continent.[2] As the seafaring civilizations of the Phoenicians, Greeks, Romans,
Muslims and others facilitated communication and migration across the Mediterranean
Sea, the cultures of North Africa became much more closely tied to
Southwestern Asia and Europe than Sub-Saharan Africa. The Islamic influence in the area is also significant,
and North Africa is a major part of the Muslim
world.
Some researchers have
postulated that North Africa rather than East
Africa served
as the exit point for the modern humans who first trekked out of the continent
in the Out of Africa migration
PART
THREE: The AUSC North Africa Region Advisory Office***
Introduction:
Available AUSC Presidency Special Advisors
were appointed by the AUSC President’s Office on behalf of the AUSC
International Transitional Committee 2016-2019 set activities as distributed in
the AUSC International Action Plan 2016-2019, from January 1st, 2016 under
full term of Office for a 3 years period covering Academic year 2015-2016, 2016-2017, and 2017- 2018, till June 30th , 2019.
Therefore, the Office of AUSC President is highly recommending Available AUSC Presidency Special Advisors
for allowing them to go ahead in starting the
activities as assigned to the currently Available AUSC Presidency
Special Advisors, as requested.
AUSC
Presidency Special Advisors as Available following the appointments orders:
1.
Committee: AUSC International Transitional Committee 2016-2019,
2.
Working Team: AUSC Presidential Team
3.
Coordination: AUSC President’s Office
4.
Specific work: AUSC Presidential Team
Members Offices (Every AUSC Head of
AUSC
Office must have 4 additional staffs: 1administartive assistant, 1secretary,
1treasurer, 1communication officer)
5.
Title: AUSC Presidency Special Advisors
Description
of Job Activities:
1. Helping AUSC Presidency to implement AUSC International
Action Plan 2016-2019 for the whole continent of Africa,
2.
Helping AUSC Presidency to raise the voice of African Students and to make it
become fully included in the African
Union leadership and development decision making for the better Africa We
Deserve as deserving our next generations.
3.
Helping AUSC Presidency to maximize recruitment system for obtaining all
African Countries from all 5 regions of Africa to be fully represented inside
the AUSC International Leadership system.
4.
Helping AUSC Presidency fulfill its overall control of the AUSC International
Leadership by providing operational and functional support for the leadership
of all 5 African regions and Diaspora Africa,
5.
Helping AUSC Presidency ensuring the proper welfare of the members of the AUSC
in Africa and Diaspora.
PART FOUR: The AUSC North Africa Advisory
Recruitment System
1.
Subject:
AUSC
North Africa Region Advisory Recruitment System _ 1st Period January
1st 2016-2016, December 31st.
2.
Objectives:
1.
Assist AUSC in achieving maximum recruitment of all youth leaders in the North
Africa Region Countries.
2.
Provide an operational advisory recruitment system for AUSC North Africa
Region.
3.
Provide a detailed and useful reference for all AUSC North Africa Region
National Representatives to assist in their recruitment process of AUSC
National Representative Team members at all levels.
3.
AUSC Northern Africa Countries’
National Representatives:
-
For the sensitivity of this position, as the AUSC
National Representative is the leader who will be carrying the full leadership
responsibility of actual activation of AUSC within his/her country for the
whole 3 periods of the AUSC International Action Plan 2016-2019, the
recruitment of this position is recommended to follow the methods of Internal
Recruitment (properties detailed below in section 4., PART FOUR).
-
Attached to this document, The AUSC North Africa
Region Presidency Special Advisor Office has made a one page sample draft
document in Word containing the email that can be used by All AUSC Leaders to
make the first initiative when approaching
potential leaders for Only the position of AUSC National
Representative for the remaining un appointed Northern Africa Countries ( Those
include; Egypt, Algeria, Tunisia, Morocco, Libya and Western Sahara) as AUSC
Sudan has already had its AUSC Sudan National Representative.
-
Furthermore, the AUSC North Africa Region Presidency
Special Advisor Office has similarly sent the above mentioned email to number
of suggested Youth Leaders for the position of AUSC National Representative of
the remaining un appointed Northern Africa Countries and the office is highly
welcoming and recommending any suggestion of potential candidates for this
position to be presented from ALL AUSC AVAILABLE LEADERS to be forwarded to both the office of the
AUSC North Africa Regional Representative and the AUSC President’s
Office.
4.
AUSC North Africa National Representatives’
Team Members at All Levels:
Methods of Recruitment
Are generally categorized into:
Internal recruitment is when the
organization looks to fill the vacancy from within its existing workforce.
External recruitment is when the
organization looks to fill the vacancy from any suitable applicant outside the
workforce.
Important
Notice:
-
The AUSC National Representative can use
the following guidelines when looking into methods of recruiting new AUSC
Leaders within his/her country and also when starting the process of
appointing AUSC National Leaders All.
-
Put in mind that each country of the
Northern Africa Region has its own additional related approaches (i.e. special
norms and traditions) that can be used to attract volunteers to join in their
AUSC National Leaders All.
-
Such related approaches need to be fully
recognized by all the AUSC National Representatives to ensure supreme
efficiency of the 1st Period January 1st 2016-2016 December
31st AUSC International Action Plan.
-
Any AUSC Northern Africa Countries’
National Representative needs to make sure to publish all the
AUSC National Calls for his/her AUSC National Leaders team at all levels of
recruitment in the local language of the represented country in addition to the
Universal English Language to ensure the complete understanding of All.
-
Remember, a wise once said: “Working
hard for something you don’t care about is called stress, while working hard
for something you love is called passion”.
Recruiting
volunteers
·
Take a moment to reflect on why you yourself are here.
·
Why are you attracted to this organization?
·
Why are you committed to the cause?
·
What does it have to offer you as a person?
·
How representative are you?
·
Try and set down in simple terms the factors that bind you to
the group.
Recruiting volunteers is very much the same as recruiting donors. You need to
point out to both donors and volunteers why your organization is unique and
valuable. In addition, however, you will need to tell volunteers that it is
also fun, rewarding, and a source of personal development. So, in order
to achieve that you need to really believe of your answers to the above
questions to truly convince others. It is for the sake of Mama Africa’s Deserving future!
Screening the intake
·
You want volunteers, but you do not want just anybody. You
need to think about screening your applicants, because ;
- You're
going to be assessing prospective volunteers to see if they fit the
needs of AUSC - to see whether they're competent, whether they get along
with people, whether they have the skills you're looking for and fit the
position description. You need to assess their trustworthiness as part
of the process.
- If someone
does come forward to volunteer whom you don't think is suitable, you can
appoint that person in areas where he/she can best perform in. Remember,
there is always room for ones who want to offer their help!
- Offer
space for discussion. They're going to be working with the other volunteers,
and they want to know that they are able to trust them to do the right
thing; and the other volunteers want to know the same thing about them.
- Be
prepared! You never know. All sorts of people can do wrong things. There
can be no real guarantees about anybody, whether they've been screened
or not; but we can guarantee that if a volunteer does go wrong and you
hadn't checked him or her before they came on board then the
organization could be in big trouble - with the law, with your public
liability insurers, with the press, and with your donors. You may be
sued, or prosecuted, or pilloried.
The ask
The best way or recruiting people
and the best way of raising funds from people are identical; have one of
their friends go up to them and ask them. You will very probably have to
resort to other less productive methods later, but start with this one.
Organize your Board and your members to buttonhole five people each. Ask your
existing volunteers to chase their friends.
Now you have learned the most important lesson about recruiting:
·
PEOPLE JOIN WHEN SOMEONE ASKS THEM TO JOIN
You may ask "Isn't
this very slow?" It may seem slow, but it gets you actual real breathing
members on the ground faster than anything else. It's what works. We are so
bombarded by T.V., billboards, magazines and newspapers that we often think
that personal contact is ineffective, that we need more "modern
methods." Ask yourself, though, how the pressure you feel when someone
you know asks you to do something compares to the pressure you feel when you
see a toothpaste ad on the T.V. Which makes you feel more motivated? And
you're not just selling a transitory minty-fresh experience like toothpaste,
you're asking people to make a meaningful commitment over the long term.
As one activist said, "I don't recruit people. I just think who might be
able to help, tell them what we need, and ask them to do it. They hardly ever
turn me down."
*
This system of recruitment is HIGHLY recommended to be used to recruit the
position of AUSC National Representative.
Wider still and wider
·
This won't be enough by itself. Word-of-mouth is by its nature
limiting -- Volunteers tend to recruit people much like themselves which
limit diversity. You must make an effort to get a spread of people, even at
the beginning - in fact, especially at the beginning.
·
If you're putting on an event, try and recruit from the people
you're selling to. If they have a good time on the day, they may want to get
more closely involved. Consider holding special social events such as picnics
or parties to show prospective volunteers (and your friends and family) that
volunteering is fun as well as work.
·
Make your recruiting program a central part of your whole
marketing and public relations program. When you have access to the media, or
when you are getting your message out to the public, include a call for
volunteers. When you are delivering a presentation to a service group or
addressing a mob in the Domain, ask for volunteers.
Materials
·
When you have done all you can with face-to-face soliciting
consider a more closely targeted volunteer campaign.
·
First, decide where you
would expect to find people who were in sympathy with your aims, and where
you would go to find volunteers with the qualities you require (if these are
the same place, then your job is simpler; but they are often very different).
·
Once you determine this, set about designing promotional
materials such as brochures and flyers to reach these groups. The material
should be consistent with your general media strategy, and should as far as
possible share a common look and feel with your other promotions.
Your material should describe the needs that the program is trying to fill,
in terms that people can relate to, and describe how volunteers will fill
those needs. It should stress what volunteers will get out of it - not in
monetary terms, but in terms of personal satisfaction and community
recognition.
Too many recruiters believe that people respond only to need, and to the
needs of your program at that. A typical ad might run:
-Volunteers needed.
XYZ Community Services, 555-6741.
Other groups will take
this expectation a step further, -
-Volunteers
desperately needed. XYZ Community Services, 555-6741.
·
Focus on a "desperate need" does not, in fact,
inspire action, it just makes people think your organization is on the skids
and unworthy of support.
Getting the word out
The Ad
·
Once your recruitment process is in place you are now ready to
target the appropriate audiences to recruit those who are truly interested in
the project.
First you need to develop concise, clear-cut recruitment ads that will
attract the best applicants to your program.
Ads should include
- The
objective of the program
- The task
- The
client group
- The time
required
- The place
- Any
requirements/qualifications
- Training/support/reward
- Contact
for response
Placing
the ad
·
Next you will need to place your ads in places where people
are going to see them.
- Access
potentially new types of volunteers. Many different people use the
internet, but the medium is used a lot by younger and/or tertiary
trained individuals - segments of the community who traditionally have
lower participation in volunteering activities.
- Improve
your volunteer relations by making volunteering easy and convenient.
Other options to help
get the word out include;
- Your
newsletter
- Local
newspapers volunteer listings
- Paid ads
- Human
interest stories on your program in print or broadcast media
- School
newsletters
- Professional
association and club newsletters
- Senior
citizens clubs
- Employee
newsletters
- Places of
worship and their newsletters
- Other
"specialty" publications
- Radio and
TV public service announcements
- Posters on
community bulletin boards, at library, shops, community VEAentres,
sports clubs
- University
campuses
- "Bring
a Friend" coffee morning for current volunteers
- Open house
tours
- Brief talks
at community or professional organization meetings
- Public
talks/education/demos on area of service
- Public
recognition of your volunteers
- Stall at
community events/festivals
- Special
announcements at your organization's other events
- Your
current clients, staff, board and volunteers
- Your own
web page
|
References: 5.
** Wikipedia.
Appendix
Keep in mind! Volunteers are the only
AUSC Youth Leaders who generate the organization’s
actions.
Maintain them dearly as: “A single footstep will not make a path on earth, so
as a single thought will not make a pathway in the mind”.
The following tips are recommended for memorization to keep the efficient and
healthy management of any AUSC National Representative’s Leaders Team All:
·
The difference
Between Management And Leadership:
Leadership and management are two notions
that are often used interchangeably. However, these words actually describe two
different concepts;
1. Leadership is a facet of management.
2. Difference in
perspectives;
"Managers do
things right, while leaders do the right.” Richard
Pascale,‘Managing on the Edge’, Penguin Book, pp 65, 1990.
A leader is more emotional than a manager.
"Men are governed by their emotions rather than their
intelligence." John Fenton, ‘101 Ways to Boost Your
Business Performance’,Mandarin Business, pp 113, 1990.
3. Subordinate As a Leader;
"Leaders must let vision, strategies,
goals, and values be the guide-post for action and behaviour rather than
attempting to control others." Daniel. F.
Predpall, ‘Developing Quality Improvement Processes In Consulting Engineering
Firms’, Journal of Management in Engineering, pp 30-31, May-June 1994.
4. Loyalty;
Groups are often more loyal to a leader than a manager. "Leaders are
observant and sensitive people. They know their team and develop mutual
confidence within it." John Fenton,‘101
Ways to Boost Your Business Performance’, Mandarin Business, pp 113, 1990.
5. The Leader is followed the manager rules;
"Leaders stand
out by being different. They question assumption and are suspicious of
tradition. They seek out the truth and make decisions based on fact, not
prejudice. They have a preference
for innovation.” John Fenton, ‘ 101 Ways to Boost Your Business Performance’, Mandarin
Business, pp 113, 1990.
·
Team Building:
1. Delegation;
A key aspect of
leadership is delegation. Unless you delegate tasks to your
subordinates, your team will become inefficient and demoralised. "I not only use all the brains I
have, but all I can borrow." -
Woodrow Wilson.
2. The key to holding the team together is motivation. To motivate
is to: "cause (person) to act in
a particular way; stimulate interest of (person in activity)." Pocket Oxford
Dictionary. Oxford University Press.
The following steps can be
taken to help achieve and maintain group motivation:
-Provide opportunities for group members to become
acquainted.
- Indicate the importance/value of the group.
- Make people feel they are important.
-Clarify goals.
- Identify progress.
- Acknowledge achievements.
3. Disputes;
Inevitably, disputes ranging from minor
differences in opinion, to fundamental differences in ideology, will arise. The
role of the team leader is to handle such disagreements constructively, ensuring
that the team remains focused on achieving its goal. The leader must encourage
team members to stand back from any disagreements and look at things
objectively. By doing this, any differences between group members will be
resolved and possible conflicts avoided.
Conclusion
The most important point for a team leader to remember
is that each individual needs to think that they are working with the best
people - to feel proud to be part of the team. By getting people into this
state of mind a leader will instil a high level of group morale; people will
work harder and achieve more.
FEEL FREE TO CONTACT ME IN CASE OF FURTHER CLARIFICATION, COMMENT OR
QUESTION!
Best Regards,
Miss. Tebian Ali,
President’s Special Advisor for North Africa Region Focal Point,
African Union Students’ Council _ AUSC "For
the better Africa we deserve".
Ahfad University for Women, Omdurman, Khartoum, Sudan,
African Union Students' Council _ AUSC "For The
better Africa we deserve"
P. O Box: 7348 Kigali, Office Rwanda
