[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-591424-105":3,"detail-sidebar-cat-0-en-105":81,"doc-detail-591424-en":130},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","voices-from-the-field-human-resources-staffing-out-of-school-time-programs-in-the-21st-century-by-ron-asher","VOICES FROM THE FIELD - Human Resources - Staffing Out-of-School Time Programs in the 21st Century - by Ron Asher","","Staffing Out-of-School Time Programs in the 21st Century examines workforce instability in afterschool and out-of-school time (OST) programs through the perspective of a site manager in Washington State. It argues that high turnover among part-time youth development staff is systemic, driven by limited wages and hours inherent in the structure of afterschool work. Using action research and interviews plus published literature, it frames staffing quality as essential to program outcomes and proposes recommendations for recruitment, training emphasis, and partnership with university coursework.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & Report",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/voices-from-the-field-human-resources-staffing-out-of-school-time-programs-in-the-21st-century-by-ron-asher/591424/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/voices-from-the-field-human-resources-staffing-out-of-school-time-programs-in-the-21st-century-by-ron-asher/591424.png","ImageObject",300,407,{"name":42,"@type":43},"supergirl","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-11-08","2026-10-15",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",10,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"作者在文中遇到的主要挑战是什么？","Question",{"text":63,"@type":64},"作者作为OST项目的站点管理者，长期难以吸引并留住可以提供高质量项目的兼职员工。","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"作者认为兼职员工高流动率的原因是什么？",{"text":68,"@type":64},"作者认为这一高流动率是系统性问题，受到兼职岗位工资相对较低、可提供工时有限等结构性因素影响。",{"name":70,"@type":61,"acceptedAnswer":71},"文中提出了哪些缓解方案的方向？",{"text":72,"@type":64},"通过同事访谈与文献综述，作者提出如招聘已在校内场所工作的人员、推动高校教学项目纳入AYD与OST实习，以及将有限的专业发展资源更集中到全职员工。","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},591424,1792884512,{"code":4,"msg":82,"data":83},"success",[84,88,92,96,101,106,111,115,120,123,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":93,"show_sort_weight":94,"slug":95},"Exam",70,"exam",{"id":97,"doc_module":4,"doc_module_name":25,"category_name":98,"show_sort_weight":99,"slug":100},5,"Comic",60,"comic",{"id":102,"doc_module":4,"doc_module_name":25,"category_name":103,"show_sort_weight":104,"slug":105},6,"Technology",50,"technology",{"id":107,"doc_module":4,"doc_module_name":25,"category_name":108,"show_sort_weight":109,"slug":110},7,"Healthcare",40,"healthcare",{"id":112,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":113,"slug":114},8,30,"research-report",{"id":116,"doc_module":4,"doc_module_name":25,"category_name":117,"show_sort_weight":118,"slug":119},9,"Religion & Spirituality",20,"religion-spirituality",{"id":118,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":118,"slug":122},"World Cup","world-cup",{"id":55,"doc_module":4,"doc_module_name":25,"category_name":124,"show_sort_weight":55,"slug":125},"Lifestyle","lifestyle",{"id":127,"doc_module":4,"doc_module_name":25,"category_name":128,"show_sort_weight":97,"slug":129},19,"General","general",{"code":4,"msg":82,"data":131},{"doc_id":79,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":4,"category_id":112,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":102,"language":139,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":12,"update_tm":143,"read_time":144,"preview_page_count":4},962088121634,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","VO ICES FROM THE FIELD  \nhuman resources  \nStaffing Out-of-School Time Programs in the 21st Century  \nby Ron Asher  \nI am a site manager employed by a small community-based organization (CBO) that provides afterschool programming at a number of school-based sites scattered throughout southern King County in Washington State. As such, I belong to one-half of the afterschool youth development (AYD) workforce: the (for the most part) full-time, salaried site managers and coordinators who supervise the other half of the AYD workforce—the part-time hourly workers who make up the bulk of front-line staffs. One of my greatest challenges as a site manager has been attracting and retaining parttime staff who can be relied on to deliver the high-quality programming our funders expect and our students deserve.  \nI used the opportunity of a long-term action research writing project to climb out of the trenches of direct service, take a good look around at the current landscape, and gather information that might help me address the difficulties I  \nwas facing as a site manager. I’ve come away convinced that I’m not alone, that the challenges I’ve faced in staffing astable, high-quality afterschool program are the same challenges being faced by out-of-school time (OST) managers every day. My research has left me with the realization that the high level of turnover typical for part-time AYD workers represents a systemic challenge to the entire field. The relatively low wages and few hours we are able to offer these staffers are built into the structure and nature of afterschoolwork, so that these jobs will inevitably remain entry-level positions subject to high levels of turnover.  \nSo what can be done to mitigate this challenging reality? My interviews with colleagues, combined with a review of published literature on the subject, have generated several recommendations, such as hiring staff already  \nRON ASHER is the associate program director at Community Schools Collaboration in Seattle-Tacoma, Washington. He earned a [B.A. in](B.A. in) studio art from UCLA in 2003 and an M. F.A. from the University of California, Irvine, in 2006. He is an abstract painter, awardwinning lamp designer, and former television actor who appeared in such shows as Murder She Wrote and Tales from the Darkside. He was part of the first Seattle cohort of the Afterschool Matters Practitioner Research Fellowship in 2010–2011.  \nworking in the school building, encouraging university teaching programs to include AYD and OST internships as part of their required coursework, and concentrating our scarce professional development resources on full-time staffers rather than part-time workers. I wish I could offer amore satisfying or efficacious fix to this vexing problem. Iam left instead with the hope that we will continue to explore these questions as more front-line practitioners add their voices to the discussion.  \na managerial, programmatic, and educational standpoint, but particularly from the standpoint of a young person who watches adult mentors come and go through the revolving door that typifies the staffing situation at many youth development programs.  \nFindings: Framing the Challenge and Searching for Solutions  \nIn order to gauge how the challenges I’ve experienced as an OST site manager compared with the experiences of others  \nQuality Staffing: Benefits and Challenges in similar positions, I conducted a series of interviews over  \nThe linkage between program quality and the quality of the the course of several weeks with the practitioners to whom OST workforce seems obvious on its face—hire a great staff, I had easy access: the site managers who work for my nonand chances are they’ll run a great program. Researchers agree profit CBO. Though at my organization we are called site  \nwith this assessment. For example, a managers, other organizations might  \nstudy of 21st Century Community call us site coordinators or site supervi  \nLearning Centers (21st CCLC)","cbCaiejFGEYm49Ll","https://ap.wps.com/l/cbCaiejFGEYm49Ll","pdf",192309,"English","# Findings: Framing the Challenge and Searching for Solutions\n## Quality Staffing: Benefits and Challenges in similar positions\n## Framing staffing turnover as a systemic challenge","[{\"question\":\"作者在文中遇到的主要挑战是什么？\",\"answer\":\"作者作为OST项目的站点管理者，长期难以吸引并留住可以提供高质量项目的兼职员工。\"},{\"question\":\"作者认为兼职员工高流动率的原因是什么？\",\"answer\":\"作者认为这一高流动率是系统性问题，受到兼职岗位工资相对较低、可提供工时有限等结构性因素影响。\"},{\"question\":\"文中提出了哪些缓解方案的方向？\",\"answer\":\"通过同事访谈与文献综述，作者提出如招聘已在校内场所工作的人员、推动高校教学项目纳入AYD与OST实习，以及将有限的专业发展资源更集中到全职员工。\"}]","VOICES FROM THE FIELD - Human Resources - Staffing Out-of-School Time Programs in the 21st Century - by Ron Asher | PDF",1792071830,15]