Things to Know for Eagle Board of Review

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Below is the document my District compiled for Lath of Review members. It is a compilation of BSA resources and experience. It should exist very helpful to you in preparing. Retrieve, the Board is like one of the about of import interviews you lot will ever have. Every infinitesimal you spend in accelerate volition pay dorsum tenfold!

Quick reminder: You had improve know the Scout Oath and Constabulary amend then ever before in your life! I can't believe how many candidates I've seen who got stuck on these-- WOW! What a bad way to start!

Also, exist in complete AND CORRECT uniform. Get a compatible inspection canvas (available from your unit or Quango role) and check. Likewise have your Scoutmaster audit. Information technology's worth information technology...you're an Eagle candidate!

Finally, pay attending to the types of questions in the document beneath, and retrieve through them alee of time.

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Hawkeye Board of Review Guidelines

The Board of Review for an Eagle candidate is equanimous of at least iii merely not more than than half-dozen members. These members do not take to be registered in Scouting, simply they must accept an understanding of the importance and purpose of the Eagle Lath of Review. I member serves as Chairman. Unit of measurement leaders, assistant unit of measurement leaders, relatives or guardians may not serve as members of a Spotter'south Board of Review. At to the lowest degree 1 Commune advancement representative must exist a member of the Eagle Board of Review if the review is conducted at a unit of measurement level. A Spotter may request a Commune Board of Review which volition consist of members of the District Advocacy Commission and/or District members who take an understanding of the importance of the Eagle Lath of Review. In no example should a relative or guardian of the candidate nourish the review, either as a participant or observer. The contents of the Board of Review are confidential and the proceedings are not to exist disclosed to any person who is not a fellow member of the Board of Review.

The Lath members need to convene prior to interviewing the candidate (fifteen to thirty minutes.) The purpose of coming together earlier the actual interview is to:

1. Review the prospective Eagle Sentry'south application.
ii. Read his reference messages and other of import documents.
three. Get familiar with his service project by assessing his final written report and any bachelor pictures.
4. Review these guidelines to assistance codify pertinent questions.

During this initial meeting, the Chairman makes sure everyone is introduced to ane some other, sees that everyone has an opportunity to review all the paperwork and determines that all empathize the goals of this Board, which are:

1. The Board determines that the Eagle project was successfully carried out.
a. Did the candidate demonstrate leadership?
b. Did he indeed direct the projection himself, rather than practise all the work himself or permit someone else to directly the projection?
c. Was the project of value to the institution, schoolhouse or community grouping?
d. Who from the benefiting grouping may exist contacted to verify the value of the project?
due east. Did the project follow the plan, or were modifications necessary to complete it - what did the candidate acquire from making the modifications?
two. The Board should be assured of the candidate's participation in and understanding of the Scouting program.
3. A thorough discussion of his successes and experiences in Scouting must take place.

Equally the documents are making the rounds, the Chairman should add whatsoever relevant information of which he is aware. It is best if the Chairman has personally viewed the completed project - if that is not possible, a phone phone call to the benefiting group'south representative to hash out the claim of the project will do.

The following guidelines must exist kept in listen during the questioning of the project:

ane. The review is not an examination; the Board does not test the candidate. Withal, the Board should non be a "safety stamp" blessing procedure. Appearance of the candidate earlier the Hawkeye Board of Review does not mean automated attainment of the Hawkeye Rank.
ii. The Board should effort to determine the Scout'southward mental attitude toward and credence of Scouting's ideals
iii. The Lath should make sure that good standards of functioning have been met in all phases of his life.
four. A word of the Watch Adjuration and Picket Police force is in keeping with the questioning.
5. Be certain the candidate recognizes and understands the value of Scouting in his home, unit, schoolhouse and customs.
6. The Picket should exist encouraged to talk - don't enquire questions answerable with a elementary yeah or no.

Once the Scout's Eagle Application, service projection paperwork, letters of recommendation and these guidelines are reviewed, the Scoutmaster is asked to introduce the candidate to the Lath (as a courtesy the Board members should stand up). The Scoutmaster can be invited to remain as an observer and may be chosen upon to clarify a signal in question. The candidate is asked to begin the Lath by reciting the Scout Oath and Lookout Law.

The interview process:

1. Ask him questions about his understanding and adherence to the Lookout Oath and Spotter Law: The Lath should brand sure that proficient standards have been met in all phases of the Scout's life. A word of the Spotter Oath and Scout Constabulary is in keeping with the purpose of the review, to make certain that the candidate recognizes and understands the value of Scouting in his dwelling, unit, schoolhouse and customs.

a. What is the hardest bespeak of the Scout Law for him to alive by - why?
b. What point of the Scout Constabulary is the virtually important to him - why?
c. What does "Scouting Spirit" mean to him - why?
d. What practise the various points of the Spotter Law mean to him?
e. What values has Scouting taught him that he thinks others run across in him - at domicile, in his unit, at school and/or in the customs?
f. How does he live by the Scout Police force and Oath?
k. What do the different points of the Scout Oath mean to him?
h. What does "duty to God" hateful to him?
i. What does "duty to Country" mean to him?
j. How does he "help others at all times"?
k. How does he feel about wearing his compatible in public?

2. Enquire him questions about his camping experiences:

a. What was his most enjoyable experience in Scouting?
b. Conversely, what was his to the lowest degree enjoyable experience?
c. How many summer camps has he attended and where?
d. What did he enjoy most about his summer camp experiences?
e. Has he attended any High Adventure camps (Parsons, Silvery Marmot, Mountainman or Philmont) - where and what did he enjoy virtually them - describe the experience.
f. Ask him almost his outdoor experiences in Scouting - campouts, fifty milers, etc.
thousand. Ask him what he remembers of the "Outdoor Code".
h. Ask him if he has staffed whatsoever summer camps - what did he learn from the experience and what did he relish about the feel.

iii. Ask him questions related to his Scouting experience:

a. What leadership positions has he held?
b. What were his responsibilities in each position?
c. What leadership position does he hold now?
d. Ask him what he would do if a scout refused to comply and/or ignored a valid request he fabricated in the performance of his duties.
due east. Ask him almost his troop's discipline policy and where he figures in it in his present leadership position.
f. Ask him how he might handle "hurry-up" first help cases.
g. Ask him other questions related to merit badges he has earned (remember you are not testing him).
h. Has he earned any merit badges that will aid him in his choice of occupation?
i. What merit badge did he relish working on the most - why?
j. Conversely, which i did he savor working on the least - why?
yard. Ask him what changes he might make in his unit.
l. If he earns his Hawkeye rank this night, what does he intend to practice to repay Scouting, his unit of measurement and its leaders?
m. Who has been the near influential person in his Scouting career?
n. Is there anything Scouting did not requite him that he feels could be beneficial to the program to aid other young men develop?

4. Enquire him pertinent questions most his project. The Board should brand sure that a good standard of performance has been met.

a. What group benefited from his project?
b. How did he observe out about the need?
c. Ask him to walk the Board through the projection from beginning to end i. The planning phase ii. The organization of personnel three. Directing the project to completion
d. Did he have to contact any metropolis, county or state officials for permits or to detect out about ordinances, etc. - did the Citizenship in the Customs Merit Bluecoat assistance - how?
east. Once his project was approved, did he have to change it - what did he learn from that experience?
f. Who did he become involved in helping him with his project - scouts, adults from his troop, members of the benefiting organization....?
g. Did he have whatever problems directing adults in their work - how did he experience about that?
h. In what ways does he feel he demonstrated leadership in this project?
i. Every scouts feels his project was "special" - how is his project "special"?
j. Thirty years from now when someone else asks him what he did for his Eagle project, what will stand out in his listen - how will he answer that question?

5. Ask him virtually his plans for the future. The Board should endeavour to determine the Scout's ideals and goals.

a. Enquire him about his plans for the future - college, Armed Forces, trade schoolhouse, ....
b. How does he feel earning Eagle will help him in those plans?
c. When he turns xviii, he assumes some new responsibilities - What are they? Sign upwardly for the draft, register to vote and responsible for his deportment in the eyes of the law.
d. What should an Eagle Picket be expected to practise and what responsibilities does he retrieve come up with the rank?
e. What does he plan to exercise in scouting in the immediate and long range futurity?

These are by no means the only questions that may be asked. They are merely examples to be used every bit a springboard to other questions and further discussion. Please do not assume that you are to ask only these questions and consider the interview consummate. The interview should come to a natural decision as each lath member runs out of questions.

There is not set length of time for an Eagle Board of Review. Yet, xv minutes is probably too short and an hour is probably too long.

After the review, the candidate and his unit leader leave the room while the board members discuss the acceptability of the candidate as an Hawkeye Lookout. Because of the importance of the Eagle Lookout man Award, the determination of the Board of Review must be unanimous. If the candidate meets the requirements, he is asked to return and is informed that he will receive the Lath's recommendation for the Eagle award. Immediately after the Board of Review and after the application has been accordingly signed, the awarding is turned into the Council Service Center. A photocopy of the application should be fastened to an Advocacy Class and submitted to the Council Service Center equally well.

If the candidate is found unacceptable, he is asked to return and told the reasons for his failure to authorize. A discussion should be held with him equally to how he may meet the requirements within a given period. Should the applicant disagree with the decision, the appeal procedures should be explained to him. A follow-up letter must be sent to the Scout confirming the agreements reached on the activity(s) necessary for the advocacy. If the Scout chooses to entreatment, provide the proper name and address of the person he is to contact.

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Final modified 1/thirty/2011

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Source: http://www.eaglescout.org/finale/bor.html

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