Member Orientation

• Elements of an Orientation
• Methods of an Orientation
• Fundamentals of an Orientation
  • AmeriCorps Orientation Requirements
  • The VISTA Training Continuum
    • VISTA Orientation
    • OSOT Guidelines
    • OSOT FAQs
    • OSOT Resource List
• Orientation Topics

Home > Member Orientation > Fundamentals of an Orientation > The VISTA Training Continuum > VISTA OSOT FAQs

VISTA OSOT FAQs

Get answers here

• Why do OSOT?
• How long should OSOT last?
• What's the timeframe for submitting an OSOT Plan?
• Does a particular format have to be followed?
• What about specific issues for locally recruited members?
• What about specific issues for those recruited from outside the community being served?

Why do OSOT?

The main beneficiary of a strong OSOT plan is the AmeriCorps*VISTA member. With the OSOT plan as a reference, both you and the member will know what you expect to be accomplished during the orientation and the year of service. Although it is important to establish a strong supervisory role from the outset, you can involve the member in preparing subsequent, spelled-out project work plan objectives for weekly or monthly review.

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How long should OSOT last?

Yours may last one, two, three or four weeks, depending on the project, community, and VISTA needs. The length and content may be determined, for example, by whether you are recruiting a member from the local community or not. The length may be influenced by whether you are recruiting someone with previous experience on this or similar projects. Your project may require extensive skill training and/or experiential learning (e.g., requiring your new member to spend significant time shadowing others involved in the project or conducting field interviews). All of these factors and others should be taken into consideration when you design your OSOT's duration.

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What's the timeframe for submitting an OSOT Plan?

Your OSOT plan should be in the Corporation State Office 30 days before the start of the PSO. The State Office will review your plan for consistency with project goals, for technical quality and for its potential for meeting desired OSOT outcomes. State Office staff will discuss your plan with you prior to PSO.

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Does a particular format have to be followed?

You may send to the State Office whatever format you like. For a couple of sample plans, click here.

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What about specific issues for locally recruited members?

It is important that all projects receiving a member prepare and conduct an On-Site Orientation and Training, even if the member is from the community they will be serving. It has been the experience of Corporation for National and Community Service staff based on the monitoring of such projects that even though your agency has recruited and interviewed a prospective member locally, there is still a great need for initial orientation and training.

For instance, you will need to thoroughly discuss the specifics of their AmeriCorps*VISTA role, your agency functions, and your member's new relationship with the community. The member often will need to look at the community from an entirely new perspective and may need help on redefining his/her role in the community. These individuals may not be familiar with the politics of the community with which they may now have to engage. Finally, often locally recruited members have unique skill training needs to effectively carry out their project.

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What about specific issues for those recruited from outside the community being served?

The On-Site Orientation and Training for Members who are recruited from other cities and states and who need to relocate to their community of service may need very different kinds of orientation and training than locally recruited members. Keep in mind that members who are moving to significantly different environments from which they were raised and educated often experience a period of "culture shock" and stressful transition and adaptation.

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