TAHAWK

I know this is repetitious, but there is no uniform. There is a brand from which one can assemble quite diverse (!) parts of a variety of styles, construction, materials, and colors. While I wear that brand out of habit hard to break after forty-six years, I cannot get fully behind the "Uniform Method" until there is a uniform - ya' know, the same.

Then speak generally.

He said: "In most cases some UC, ADC and DC are 'old Scouters' looking to stay active in scouting in some shape or form and Commissioner Services fits the bill. " I do not presume to speak for anyone else, but that does not seem to argue that the needs of youth be subordinated to the desire of veteran volunteers to stay active. He seems to be addressing merely their motivation and the reality than many find opportunities to serve Scouting in Commissioner Service. Looking to serve does not, to me, amount to putting the youth, unit, of CO lower on the priority list than the needs of the volunteer - any volunteer. I can conceive of a situation where both the desire of the Scouter and the needs of the youth, unit, and CO are both served.

Thank you.

But no one argued (yet) that bypassing your CO's standards is a reason to ("in order to allow") have your unit or any other units accept UCs that violate your CO's standards. I am sure our diocese would accept no rationale for bypassing its enhanced YP standards for adults in any of its youth programs. Have you actually encountered the situation that you totally reject? The statement is that it gives volunteer work to those seeking it and willing to do that work. I am unaware of any DC trying to force a UC on an unwilling unit. DCs are too short of Scouters willing to do the work to waste them on where they are unwanted. I'm with Stosh. The quality of UCs varies -- as does the quality of all volunteers.

Guess he was wrong about that.

Perhaps we could distinguish between B.S.A. and "Scouting."

Only brand sold in this area is Diamond. About 20% useful only to bundle as fire-starters -no or pinpoint head.

Strike anywhere matches exist. They are just hard to find in many areas and expensive to buy on the Net. The quality is also not very high for the most common brand - Diamond. We can find them here in Ohio in small stores catering to the Amish.

When I was a young Sprout, outdoor program training once taught about these: Scout Fire Hunter's Fire Rock Fire Reflector Fire Trench Fire Tepee fire Backlog Fire Council Fire Log Cabin Fire Dakota Hole Fire I never found that the Reflector reflected much, but it was sure good for blocking wind. Not many logs around for the Hunter's Fire in SoCal, but lots of rocks for variations of the Rock Fire. We were encouraged to use rocks already blackened. Somewhat surprised that the Dakota Hole appeared as late as 2008 (Boys' Life), given LNT

Make it a game. Water-boiling (add soap). String-burning. Balloon-popping. Signaling. Try starting the educational part with the importance building starting very small and working up in size from there. Add the triangle. Teach good fire lays, most of which were misplaced by BSA decades ago. E.g. Log Cabin; Hunter's Fire.

We seem to be the only Scouting association with massive numbers of paid employees - the West Heritage. If we have ceded program success to the paid people, shame on us.

I Googled 'district associate," and up came a long list of councils looking to hire to fill that position and many with that title in place. "The District Associate position will be the new title for entry level field staff members moving forward."

IIRC, "coleman fuel" is naptha with some small amount of lubricant/corrosion protectant.

White Gas ("Coleman Fuel") stoves were discouraged, as were all chemical stoves, in the later 1970s and early 1980s in favor of cooking over wood fires. They were never prohibited by BSA. Some council camps have prohibited "liquid fuel" appliances at various times.

The success of democracy presupposes the obligation of the people to inform themselves on critical issues. Or we can sell governmental power like dish detergent. All those Presidents that people love to hate were elected. Given the candidates for President, at least, the trend is not encouraging. So nice to see that, even here, name-calling is still in vogue.

A terrible idea and contrary to the main thrust of BSA advancement policy as set out in the Guide to Advancement. "It all begins with a Scout’s initial interest and effort in a merit badge subject, followed by a discussion with the unit leader or designated assistant, continues through meetings with a counselor, and culminates in advancement and recognition. It is an uncomplicated process that gives a Scout the confidence achieved through overcoming obstacles. Social skills improve. Self-reliance develops. Examples are set and followed. And fields of study and interest are explored beyond the limits of the school classroom. Earning merit badges should be Scout initiated, Scout researched, and Scout learned. It should be hands-on and interactive, and should not be modeled after a typical school classroom setting. Instead, it is meant to be an active program so enticing to young men that they will want to take responsibility for their own full participation. The sort of hands-on interactive experience described here, with personal coaching and guidance, is hardly ever achieved in any setting except when one counselor works directly with one Scout and his buddy, or with a very small group. Thus, this small-scale approach is the recommended best practice for merit badge instruction and requirement fulfillment. Units, districts, and councils should focus on providing the most direct merit badge experiences possible. Large group and Web-based instruction, while perhaps efficient, do not measure up in terms of the desired outcomes with regard to learning and positive association with adults."

I am a Merit Badge Counselor to counsel, not to be a school administrator. The requirements are, of course, not all that is officially said about the B.S.A. Merit Badge Program. "It all begins with a Scout’s initial interest and effort in a merit badge subject, followed by a discussion with the unit leader or designated assistant, continues through meetings with a counselor, and culminates in advancement and recognition. It is an uncomplicated process that gives a Scout the confidence achieved through overcoming obstacles. Social skills improve. Self-reliance develops. Examples are set and followed. And fields of study and interest are explored beyond the limits of the school classroom. . . . "The required qualifications above for merit badge counseling and supervision not only assist in managing risk, but also give counselors credibility. Scouts will see them as people of importance they can look up to and learn from. A well-qualified counselor can extend a young person’s attention span: More will be heard and understood, discussions will be more productive, and true interest developed. The conversations can lead to a relationship of mutual respect where the Scout is confident to offer his thoughts and opinions and value those of his merit badge counselor. Thus it is that social skills and self-reliance grow, and examples are set and followed. . . . The National Council places no limit on the number of merit badges an individual may be approved to counsel, except to the extent a person lacks skills and education in a given subject. The intent is for Scouts to learn from those with an appropriate level of expertise. ... [W]e often teach young people the importance of broadening horizons. Scouts meeting with counselors beyond their families and beyond even their own units are doing that. They will benefit from the perspectives of many “teachers†and will learn more as a result. They should be encouraged to reach out. . . . Earning merit badges should be Scout initiated, Scout researched, and Scout learned. It should be hands-on and interactive, and should not be modeled after a typical school classroom setting. Instead, it is meant to be an active program so enticing to young men that they will want to take responsibility for their own full participation. ... The sort of hands-on interactive experience described here, with personal coaching and guidance, is hardly ever achieved in any setting except when one counselor works directly with one Scout and his buddy, or with a very small group. Thus, this small-scale approach is the recommended best practice for merit badge instruction and requirement fulfillment. Units, districts, and councils should focus on providing the most direct merit badge experiences possible. Large group and Web-based instruction, while perhaps efficient, do not measure up in terms of the desired outcomes with regard to learning and positive association with adults. ... Because of the importance of individual attention and personal learning in the merit badge program, group instruction should be focused on those scenarios where the benefits are compelling." Guide to Advancement [emphasis added]

Interesting change in MB requirements. I would hate it since I am a Pioneering MBC and get little enough work as it is due to Summer Camp mills and troop lists.

Pretty much the same here. The PLC has had MBCs give 15 minute talks on the subject of a MB. It's up to the Scouts to contact him or her to arrange to work on the MB. We have had themes that relate to MBs, such as wilderness survival, archery, pioneering. Again, the Scout must contact a MBC to work on the badge.

No.

How about troop that lets a Scout's interests drive what MBs he pursues?

As of last year, if a unit leader determines that a MB cannot in fact have been earned, the unit leader may decline to award the MB. Guide to Advancement 7.4.0.7. A MB can only be earned through individual "actually and personally" completing each requirement as witnessed and certified by a registered Merit Badge Counselor. "It all begins with a Scout’s initial interest and effort in a merit badge subject, followed by a discussion with the unit leader or designated assistant, continues through meetings with a counselor, and culminates in advancement and recognition. It is an uncomplicated process that gives a Scout the confidence achieved through overcoming obstacles. Social skills improve. Self-reliance develops. Examples are set and followed. And fields of study and interest are explored beyond the limits of the school classroom." "[A] boy may begin working on a merit badge at any time after he is registered. It is the counselor’s decision whether to accept work or activities completed prior to the issuing of the signed blue card.." "Lacking agreement, the Scout must be allowed to work with the counselor of his choice, so long as the counselor is registered and has been approved by the council advancement committee." "There must be attention to each individual’s projects and his fulfillment of all requirements. We must know that every Scout—actually and personally—completed them. If, for example, a requirement uses words like “show,†“demonstrate,†or “discuss,†then every Scout must do that. It is unacceptable to award badges on the basis of sitting in classrooms watching demonstrations . . . ."