The most successful partner applications include specific projects and responsibilities and clearly articulate the contributions a Project 55 Fellow can make to your organization within a position description. Applicants are eager to see how your organization centers equity and justice in its impact and culture, what they will learn from working with your organization, and how they can grow professionally and personally in each role. Robust responses to our application items will be more engaging for Fellows and will require less back and forth between Partner Organizations and our Program Manager. The more detailed information you provide in your application, the better our team’s ability to find you the right Fellow!

Here are some questions to consider as your team crafts the description and your application:

• Who will the Fellow be directly reporting to and supporting?

• What will the onboarding process for the Fellow look like?

• What supports are in place for the Fellow as they take on this role?

• What skills might a Fellow expect to develop while working in this role?

• What makes this role important to your team’s structure?

• Are the salary and benefits offered for the role similar compensation to your other entry level staff?

Tip: When responding to questions, we encourage partners to include collateral from their organization. Consider linking impact reports and other materials that demonstrate community impact and community accountability.

Partner organizations can apply to host Fellows for full-time employment positions only.  Positions may be for 1 year or up to 2 years based on the organization’s needs. Partner organizations seeking intern, part-time, or solely administrative positions are not eligible to host a Fellow.

Fellowship applicants will have access to a directory of possible partner organization positions throughout the application process. In order to attract the most qualified candidates, Princeton AlumniCorps strongly encourages partner organizations to submit their position well in advance of the deadline. As you consider your application and where a Fellow will fit best on your team, you can schedule a one-on-one with Princeton AlumniCorps Program Manager. The Program Manager can help you refine your position description and answer any questions you have around the application process and Fellowship programming.

Partner organizations may also change and review their position description(s) before the funding confirmation deadline. A google form will be shared out with partner contact to confirm the position is still available. Should there be any changes to the position, such as responsibilities, work environment, etc, they may be noted on the form.

Misrepresentation (e.g., dishonesty about the information provided in your application materials) is unethical and unacceptable. Any misrepresentation will result in a withdrawal from our program and ineligibility for re-applying.

‍Questions to consider:

• Will the Fellow’s advertised position match the Fellow’s work throughout the entire year?

• If their role is expected to shift from what was originally submitted, is this indicated in the description?

• If it is not indicated, how will the Fellow be supported in this transition?

• Will this position provide full-time, rewarding work that is not primarily administrative tasks?

After a high-touch recruitment process facilitated by Princeton AlumniCorps, your organization will receive a referred candidate pool. Partner organizations will receive the following materials from their referred candidates:

• A Project 55 application (this will include the Fellow’s contact information, top areas of interest, skill sets, etc)

• Resume

• Transcript if requested

• One letter of recommendation

• Organization specific pre-interview question responses

After a high-touch recruitment process facilitated by Princeton AlumniCorps, your organization will receive a referred candidate pool. When conducting referrals, Princeton AlumniCorps considers the following:

• The Fellow’s interests

• The Fellow’s skill sets and experiences

• The partner organization’s and position’s needs

• The partner organization’s work culture and environment

As Princeton AlumniCorps manages an intentionally, thorough vetting process, partner organizations are expected to provide a minimum of a 20-minute interview to all of their referred candidates.
For further interview processes, that will depend on the partner’s hiring practices. Should bandwidth become limited for your team and you can not meet this requirement please let us know as soon as possible.

‍If bandwidth is a concern, the following is expected

• Reach out to the candidates that will be declined interviews to notify them of their status.

• Alert our Program Manager at sfrancisco@alumnicorps.org that not all candidates can be interviewed, so our team can update our records.

Princeton AlumniCorps facilitates the offer process and communicates with both candidates and partners about offer updates. Though Princeton AlumniCorps strives to learn as much as possible about each organization and role and then refer candidates that are uniquely qualified for placement at an organization, partners are under no obligation to extend an offer to any Project 55 applicants they interview.

‍Partner organizations should not share their offer decisions with candidates directly.
‍Offers should go directly to the Program Manager who then extends an offer to the Fellow(s) on the organization’s behalf. It is expected that the partner organization share an offer letter with the Program Manager that outlines the salary and benefits package for the Fellow. The partner organization may also identify the best contact for additional questions the Fellow may have, as well as to express their excitement. Then the Program Manager will extend those offers via email to the candidates and cc the partner contact.

‍What if I find multiple great candidates?
‍Princeton AlumniCorps understand that partner organizations may find several candidates a good fit for their team. Should this happen, you may note this in your offer communication to our Program Manager.Partners also have the option of cascading an offer, where they rank their selected candidates in order of preference. For example, an organization may share their top three candidates. The first candidate would be extended the offer. Should they decline the offer, then an offer would be extended to the next candidate (if available), and so on.

‍What happens is a candidate accepts or declines an offer?
‍Candidates will have a 7-day window to accept or decline an offer; within this window, it is a norm that candidates may reach out directly with offer-specific questions, request to connect to a former Fellow, etc. Princeton AlumniCorps and our partner organizations are invested in providing a supportive application and offer process

‍If a candidate accepts your offer:

• The Program Manager will reach out to your organization’s contact with the accepted offer.  Candidates are expected to withdraw from all other interviews and organizations are expected to notify their remaining candidates that the position has been filled. Once a partner’s position is filled and a Fellow placed within the organization, remaining candidates should be notified of their status.

• Along with the acceptance notification, the following will be shared via email:
  
  Both the organization contact and the Fellow will be connected via email for onboarding facilitation. Partner organizations may collaborate with their Fellow to tailor the role even further based on the Fellow’s interests, skills, and the partner team’s needs.
  
  A Fellows Guide will be shared for the Fellow to review and complete necessary Fellowship Documentation
  
  A Partnership Agreement will be provided that is required documentation to be completed and submitted to Princeton AlumniCorps
  

‍If a candidate declines your offer:

• If there are cascading offers and remaining candidates, the Program Manager will alert you that they will proceed with your next preferred candidate.

• If there are no cascading offers, the Program Manager will share an update with you and check in about next steps.

A note on rescinding offers:
‍By accepting an offer, candidates are making a commitment to our program and our partner organizations. Princeton AlumniCorps spends significant resources and time in their effort to select candidates and issue placement offers with both candidates and our partner organization’s needs in mind. While rare, circumstances have presented themselves around Fellow’s ability to continue with a Fellowship placement:

• Their well-being and medical needs

• Family and personal circumstance

• Career prioritization

If this occurs, the candidate must email the Program Manager and cc the Partner Organization contact to explain the reasons for their actions. Princeton AlumniCorps will do our best to find another candidate for your team and can also share the position within our wider network. Please scroll down to the bottom of the page to see FAQ on partners withdrawing a position.

Partner Organizations are making a commitment to Princeton AlumniCorps and our Project 55 Fellows as they join your team and serve your communities. The following offer expectations for Fellow supervisors as well as questions to consider for partner organizations wanting to host a Fellow.

‍Clear Onboarding: A clear onboarding process provides a supportive and smooth transition into the organization. Fellows should be onboarded as full-time employees and provided dedicated opportunities to connect with their team and supervisor. Some questions to consider:

• How can I set my Fellow up for success with the onboarding timeline?

• Are there required government agency forms (ex: fingerprinting) or other services that require certain time lines and in person attendance? How will this impact a Fellow’s need to relocate and their timeline, if applicable?

• How are we ensuring that Fellow’s are joining the team as full-time employees, not contractors, to avoid tax implication and PTO accrual issues later in the year?

• What guides and other resources are available to help the Fellow acclimate to their role and responsibilities? Other than their supervisor, who within the team can they direct questions to?

Supportive Supervision: Supportive supervisors are committed to guiding Fellows in their roles. Supervisors facilitate the Fellow’s inclusion in the general social culture of the organization. Some questions to consider:

• What person or team will the Fellow be supporting and receiving guidance from throughout their year?

• How will the Fellow’s supervisor show interest in ensuring that they have had a rewarding experience? What mechanisms for feedback are in place for both the Fellow and the supervisor?

• What space have you created for a regular check in that allows the Fellow to receive direction, offer insights, and also ask questions about their role and growth?

• How will the Fellow feel valued within a collaborative team?

Professional Development Related Consideration: Partner Organizations are invested in fostering our Fellows’ curiosity and growth and are excited to connect Fellows to opportunities that align with their interest in career trajectory. Some questions to consider:

• What funds, opportunities, or resources are available to our team and Fellow for their professional development?

• Are there any informal mentors you can identify that may be interested in connecting with your Fellow?

• What conversations will you lead with your Fellow around their passions and interests that may help identify other projects and initiatives they can support?

Challenges and Advocacy: Should any challenges arise around your Fellow and team experience, please connect with our Program Manager. We have a check-in process and can offer further check-ins, resources, and potential group calls as needed to ensure everyone feels supported. Some questions to consider:

• Is your Fellow provided sufficient resources and guidance for them to perform their role?

• What mechanisms are in place to provide constructive feedback for Fellows around their performance?

• Are there opportunities for reflection on the organization’s work culture?

• What process is in place to address any harm experienced? Does it center and support the person harmed?

Attentive Supervision: Our partner organizations provide attentive and supportive supervision to our Fellows from the beginning to the end of their Fellowship. Attentive supervision from our partners looks like:

1. Onboard your Fellow to your organization and help them make the transition from college to a working environment. Support them and offer guidance with any onboarding, role expectations, and other questions.

2. Meet regularly with your Fellow to provide specific check-in time – this may be weekly or every other week. Include your Fellow in general team meetings.

3. Provide your Fellow with feedback and opportunities for improvement.

4. Conduct mid-year and year-end review for the Fellow even if this is not required by human resources.

5. When possible, assign a Fellow an in-house mentor.

Meaningful Work: Our partner organizations provide our Fellows meaningful work that connects them to the mission while making them feel like a valued member of your team. Meaningful work from our partners looks like:

1. Assign challenging and rewarding work to the Fellow, not just administrative work.

2. Include at least one mission-critical project by the second half of the Fellowship.

3. Provide Fellow with ownership over project(s).

4. Expose Fellow to how your organization operates.

Professional Development: Our partner organizations are also invested in the professional growth of our Fellows throughout their year and beyond. Professional Development from our partners looks like:

1. Orient Fellow to your organization, field, and community.

2. Provide in-house resources for their continued growth in their role.

3. Introduce Fellow to professional networks and professional/leadership development opportunities.

4. Discuss next professional steps with your Fellow (graduate school, another job, etc.).

Respectful Partnership: Our partner organizations partner with Princeton AlumniCorps and host Fellows in a respectful approach that aligns with our commitments to equity and justice. A respectful partnership looks like:

1. Complete all required paperwork in a timely manner, including organization profiles, position descriptions, and evaluations.

2. Meet Project 55 Fellowship Program salary and insurance requirements.

3. Allow Fellows to prioritize participation in Project 55 Fellowship Leadership Programming, including working with the Fellow to ensure that they have banked sufficient PTO for the Fellows’ retreat (March 2022). These take place within the workday and Fellows can best engage when provided a private, confidential space to experience these sessions.” change to “Allow Fellows to prioritize participation in Project 55 Fellowship Leadership Programming. These take place once a month within the workday and Fellows can best engage when provided a private, confidential space to experience these sessions.

4. Partner organizations create a culture of belonging and authenticity of self in the workplace and are proactive in how Fellows and their team are impacted by inequitable attitudes, behaviors, and policies.

5. Partner organizations treat Fellows as trusted team members so they are able to take time off to prioritize their mental health and physical wellbeing throughout the year.

6. Princeton AlumniCorps can collaborate with partner organizations to ensure that Fellows and partner organizations feel supported throughout public health, mental health, and other emergencies.

‍Fellowship Salaries are directly paid to the Fellow via our partner organizations. Princeton AlumniCorps does not fund Fellowship positions or pay Fellows directly. Method of payment and frequency will be determined by individual partner organizations. These salaries are for a full-time, 12-month position.

‍Our Partner Organizations are required to pay the minimum salary, although if you have the capacity, we encourage them to offer a more competitive salary.

The Princeton AlumniCorps team highly values the incorporation of equity and justice principles into our mission and organizational ethos. We prioritize the voices of the communities we serve, are dedicated to opening dialogue about anti-oppressive practices and effective systemic change, and are committed to fostering an inclusive workplace environment where all of our staff and volunteers can feel that they belong. We aim to partner with forward-thinking, mission-driven organizations whose values align with ours and center the voices of their communities. Our ideal partners are equally committed to the learning and unlearning involved in tackling systemically rooted injustices, are already taking their own steps to address inequitable policies and practices in their work, and are excited to continue this growth alongside AlumniCorps.

Please note that we do not have all the answers, nor should we, as an organization. We are fumbling and learning alongside each other as a team and as a wider network. If our partners seek resources on how to model practices that we are in the process of learning ourselves, or have not yet considered, we are committed to sharing resources and learning alongside partners while addressing harm and healing that happens within organizations and the communities they serve.

Well-being and Trust

Partner organizations treat their employees, including our Fellow, as trusted team members, allowing them to take time off to prioritize their mental health and physical wellbeing throughout the year.

Questions to consider:

1. How will your organization demonstrate to your employees that they are a trusted team member that can prioritize their mental health and wellbeing?

2. How does your organization accommodate employees with flexibility that can meet each person’s needs? Regardless of a public health emergency, how are your chronically ill and disabled employees supported?

3. When current events include incidents of racialized violence, how are your employees within these communities supported?

4. How accessible is paid time off for your employees? How flexible is their schedule to allow them balance?

5. How does leadership demonstrate trust in their employees’ capabilities and skills when supervising their work?

How does AlumniCorps work toward this?

1. We offer generous paid time off to all team members, to take as they need without categorization.

2. Our team members have flexible schedules, allowing them to complete their work alongside their personal commitments and needs. These are personalized to each team member, rather than arbitrarily uniform.

3. We have a biweekly staff meeting to connect as a team. As a highly collaborative team, our team members may use collaborative working documents and multiple forms of communication to manage projects.

4. Supervisors have dedicated check-in time with their supervisees to discuss concerns, questions, and updates. The check-in allows for guidance, relationship building, and thought partnership. We do not micromanage our team, allowing everyone energy to focus on collaborative work as a trusted team member.

Community-centered

AlumniCorps believes that equitable organizations embody their missions by focusing on community needs, with community members’ voices heard and prioritized. This belief stems from the understanding that nobody understands a community’s needs better than the community members themselves.

Questions to consider:

1. What communities does your organization serve, and how does their input inform your understanding of their needs?

2. How is feedback about your work and its impact on the community collected?  

How does AlumniCorps work toward this?

1. Our Project 55 Fellowship programming is feedback-oriented. Fellows complete evaluations around our program, webinars, and retreat. This information is used to adapt and shape our programming throughout the year, from their admittance to completion of our program. More recently, we’ve added questions to our evaluations that focus on equitable practices and reflection.

2. In 2021, Princeton AlumniCorps invited Fellowship and Emerging Leaders alumni to participate in an Equity and Justice Focus group. The feedback from these groups was shared with our board and is being considered as Princeton AlumniCorps adopts its new strategic plan.

Culture of Belonging

Partner organizations create and work towards a culture of belonging and authenticity of self in the workplace and are proactive in how Fellows and their team are impacted by inequitable attitudes, behaviors, and policies.

Questions to consider:

1. How does your organization create a culture of belonging and authenticity of self in the workplace?

2. How is your team affirmed in the lived intersectional experiences they bring with them?

3. What whole-team (including leadership) learning continues to take place that impacts your culture and practices around this?

4. Are there mechanisms in place to reflect and consider:
   
   Who is your leadership intentionally including? Who is your leadership unintentionally excluding? (Rhodes Perry, The Anti-Oppressive Business Model Workshop)
   
   How is your organization identifying areas of growth and learning to ensure a culture of belonging and equity?

How does AlumniCorps work toward this?

1. In 2020, Princeton AlumniCorps conducted a staff wellness survey.

2. Our Executive Director invited our team to share recommendations on equity learning topics for training sessions we could engage with as a team. We have begun to implement those sessions and will continue over the long term.

3. We recognize the need for constant learning and growth, and we seek out new resources from which to learn more about inclusive practices and how to adopt them.

Anti-oppression action and learning

Partner organizations and their teams commit to anti-oppressive learning and the inner work involved in such an endeavor. This is long-term work that should not be cast aside in favor of performative checklists or quicker initiatives.

Questions to consider:

1. What learning has your team engaged in around anti-oppression? Have they?

2. When considering candidates, what professional norms have been considered as universal when in reality they are not? (e.g., the primarily white professional norm of thank you cards)

3. When reflecting on your organization and leadership styles, how much coincides with the characteristics of white supremacy culture? (collaboration of Kenneth Jones and Tema Okun)

How does AlumniCorps work toward this?

1. We host a network wide hub that includes anti-oppressive resources for anyone interested in doing the inner work of divesting from oppressive systems. As we continue to learn, the resource hub will continue to grow.

2. As a team, we each do our own personal learning. We share resources with one another such as books, documentaries, podcasts, blog posts, etc.

3. Our team models this by committing to continued staff training and leadership incorporates team feedback into connecting to these learning opportunities. In 2021, our team has participated in the following trainings individually or collectively:
   
   Race, Racism, and The Way Forward (Kimme Carlos)
   
   Uncomfortable + Strategic + Accountable (Nadi Fantastic)
   
   Belonging At Work Summit (Rhodes Perry)
   
   Anti-Oppressive Business Model Workshop (Nadi Fantastic)
   
   Diversity and Inclusion (Cornell Certificate Program)

Application Responses

Robust responses to our application items will be more engaging for Fellows and will require less back and forth between Partner Organizations and our Program Manager. The more detailed information you provide in your application, the better our team’s ability to find you the right Fellow!

‍Tip: When responding to questions, we encourage partners to include collateral from their organization. Consider linking impact reports, human resources guides, and other materials that demonstrate community impact and community accountability.

Position Description

Here are some questions to consider as your team crafts the description and your application:

1. Who will the Fellow be directly reporting to and supporting?

2. What will the onboarding process for the Fellow look like?

3. What supports are in place for the Fellow as they take on this role?

4. What makes this role important to your team’s structure?

5. Are the salary and benefits offered for the role similar compensation to your other entry level staff?

Organizational harm

While we understand that Equity and Justice centered work is a consistent, evolving process, we also don’t want to place Fellows within environments that continue to perpetuate harm within and outside of the organization. We do not want to enter partnerships with organizations that are not invested in being accountable for harm and actively working towards anti-oppression and healing.

We understand that leadership and teams may have limited bandwidth and resources for continued learning (a symptom of systemic issues within our sector). Nevertheless, we expect our partners to understand that such initiatives are central to the wellbeing of their staff and beneficiaries, and must therefore be prioritized to their best capacity.

Compliance

Partner organizations agree to comply with all local, state, and federal laws applicable to Princeton Project 55 fellows

Misrepresentation of position & responsibilities candidacy

Misrepresentation (e.g., dishonesty about the information provided in your application materials) is unethical and unacceptable. Any misrepresentation will result in a withdrawal from our program and ineligibility for re-applying. Questions to consider:

1. Will the Fellow’s advertised position match the Fellow’s work throughout the entire year?

2. If their role is expected to shift from what was originally submitted, is this indicated in the description?

3. If it is not indicated, how will the Fellow be supported in this transition?

4. Will this position provide full-time, rewarding work that is not primarily administrative tasks?

Confirming Position Funding and Availability

Prior to referrals being made, partner organizations must confirm their position’s availability by their respective round deadline. A google form will be shared out with partner contact to confirm the position is still available. Should there be any changes to the position, such as responsibilities, work environment, etc, they may be noted on the form.

Candidate Materials

Partner organizations will receive the following materials from their referred candidates:

1. A Project 55 application (this will include the Fellow’s contact information, top areas of interest, skill sets, and essay responses)

2. Resume

3. Transcript if requested

4. One letter of recommendation

5. Organization specific pre-interview question responses

Interviewing ALL referred candidates

As Princeton AlumniCorps manages an intentionally, thorough vetting process, partner organizations are expected to provide a minimum of a 20-minute interview to all of their referred candidates. For further interview processes, that will depend on the partner’s hiring practices. Should bandwidth become limited for your team and you can not meet this requirement please let us know as soon as possible.

If bandwidth is a concern, the following is expected

1. Reach out to the candidates that will be declined interviews to notify them of their status.

2. Alert our Program Manager at sfrancisco@alumnicorps.org that not all candidates can be interviewed, so our team can update our records.

Withdrawing the Fellowship position

If your organization is no longer interested in pursuing your application after its submission or was unable to confirm funding, please notify our Program Manager so they can note your withdrawal.

While we understand that organizations whose positions are grant-funded may experience instability through the unpredictable process, our program does not want to create potential instability for our Fellows as they seek professional opportunities.  

‍Prior to withdrawing the position after an offer has been accepted, the following is expected:

1. Alert our Program Manager at sfrancisco@alumnicorps.org to discuss the decision to withdraw.

2. Schedule a check-in with the Fellow to provide the update as well as resources after their displacement.

We understand that considering an offer to a Fellow is a decision that involves careful thought and consideration. Offers may come in on a rolling basis up until March 4th. Candidates are given until March 14th to accept or decline an offer. Any offers extended after March 14th would require a response within 5 days.

You can reach out to Mx. Soraia Francisco at sfrancisco@alumnicorps.org if you are evaluating candidates and need assistance. Alternatively,  you can use these questions to guide you in making your decision:

‍Question to consider: Are your paid time off and other benefit policies explicit and easily accessible to review with your Fellow throughout the year?

Cascading and multiple offers

Princeton AlumniCorps understand that partner organizations may find several candidates a good fit for their team. Should this happen, you may note this in your offer communication to our Program Manager.

Partners also have the option of cascading an offer, where they rank their selected candidates in order of preference. For example, an organization may share their top three candidates. The first candidate would be extended the offer. Should they decline the offer, then an offer would be extended to the next candidate (if available), and so on.

‍Partner organizations should not share their offer decisions with candidates directly. Offers should go directly to the Program Manager who then extends an offer to the Fellow(s) on the organization’s behalf. It is recommended that the partner organization share an offer letter with the Program Manager that outlines the salary and benefits package for the Fellow. The partner organization may also identify the best contact for additional questions the Fellow may have, as well as to express their excitement.

Offer Acceptance or Declination

Candidates will have a 7-day window to accept or decline an offer; within this window, it is a norm that candidates may reach out directly with offer-specific questions, request to connect to a former Fellow, etc. Princeton AlumniCorps and our partner organizations are invested in providing a supportive application and offer process.

If a candidate accepts your offer:

1. The Program Manager will reach out to your organization’s contact with the accepted offer.  Candidates are expected to withdraw from all other interviews and organizations are expected to notify their remaining candidates that the position has been filled.

2. Along with the acceptance notification, the following will be shared via email:
   
   Both the organization contact and the Fellow will be connected via email for onboarding facilitation
   
   A Fellows Guide will be shared for the Fellow to review and complete necessary Fellowship Documentation
   
   A Partnership Agreement will be provided that is required documentation to be completed and submitted to Princeton AlumniCorps

If a candidate declines your offer

1. If there are cascading offers and remaining candidates, the Program Manager will alert you that they will proceed with your next preferred candidate.

2. If there are no cascading offers, the Program Manager will share an update with you and check in about next steps.

Rescinding an offer

By accepting an offer, candidates are making a commitment to our program and our partner organizations. Princeton AlumniCorps spends significant resources and time in their effort to select candidates and issue placement offers with both candidates and our partner organization’s needs in mind. While rare, circumstances have presented themselves around Fellow’s ability to continue with a Fellowship placement:

1. Their well-being and medical needs

2. Family and personal circumstance

3. Career prioritization

If this unprofessional behavior occurs, the candidate must email the Program Manager and cc the Partner Organization contact to explain the reasons for their actions. Princeton AlumniCorps will do our best to find another candidate for your team and can also share the position within our wider network.

Partner Organizations are making a commitment to Princeton AlumniCorps and our Project 55 Fellows as they join your team and serve your communities. The following offer expectations for Fellow supervisors as well as questions to consider for partner organizations wanting to host a Fellow.

Program Engagement and Supervisor Communication

Supervisors should maintain a clear line of communication with the Program Manager. Project 55 program sessions and documentation completion should be prioritized throughout the year, as well as check-in and support calls requested from Princeton AlumniCorps with the supervisor and organization.

Clear Onboarding

A clear onboarding process provides a supportive and smooth transition into the organization. Fellows should be onboarded as full-time employees and provided dedicated opportunities to connect with their team and supervisor.

1. How can I set my Fellow up for success with the onboarding timeline?

2. Are there required government agency forms (ex: fingerprinting) or other services that require certain time lines and in person attendance? How will this impact a Fellow’s need to relocate and their timeline, if applicable?

3. How are we ensuring that Fellow’s are joining the team as full-time employees, not contractors, to avoid tax implication and PTO accrual issues later in the year?

4. What guides and other resources are available to help the Fellow acclimate to their role and responsibilities? Other than their supervisor, who within the team can they direct questions to?

Supportive Supervision

Supportive supervisors are committed to guiding Fellows in their roles. Supervisors facilitate the Fellow’s inclusion in the general social culture of the organization.

1. What person or team will the Fellow be supporting and receiving guidance from throughout their year?

2. How will the Fellow’s supervisor show interest in ensuring that they have had a rewarding experience? What mechanisms for feedback are in place for both the Fellow and the supervisor?

3. What space have you created for a regular check in that allows the Fellow to receive direction, offer insights, and also ask questions about their role and growth?

4. How will the Fellow feel valued within a collaborative team?

Professional Development Related Consideration

Partner Organizations are invested in fostering our Fellows’ curiosity and growth and are excited to connect Fellows to opportunities that align with their interest in career trajectory.

1. What funds, opportunities, or resources are available to our team and Fellow for their professional development?

2. Are there any informal mentors you can identify that may be interested in connecting with your Fellow?

3. What conversations will you lead with your Fellow around their passions and interests that may help identify other projects and initiatives they can support?

Challenges and Advocacy

Should any challenges arise around your Fellow and team experience, please connect with our Program Manager. We have a check-in process and can offer further check-ins, resources, and potential group calls as needed to ensure everyone feels supported.

1. Is your Fellow provided sufficient resources and guidance for them to perform their role?

2. What mechanisms are in place to provide constructive feedback for Fellows around their performance?

3. Are there opportunities for reflection on the organization’s work culture?

4. What process is in place to address any harm experienced? Does it center and support the person harmed?

Our team at Princeton Alumnicorps is committed to our Fellow’s personal and professional growth as a leader. Princeton AlumniCorps will also advocate on their behalf as needed with our partner organizations to support any growth and challenges throughout the year.

Offer resources for Equity and Justice based Growth and Learning

Princeton AlumniCorps is committed to learning alongside our partner organizations. This means sharing what we’ve learned and being a thought partner with what we’re still learning or have yet to learn. We support our partners by providing them with resources as well as by giving their Fellows the tools to engage in these conversations with them.

Incorporate feedback to evolve our programming to meet your needs.

Princeton AlumniCorps takes partner organization’s feedback from end-of-year evaluations to continue offering a supportive application process for organizations. Additional onboarding resources continue to grow for Fellows based on organization feedback.

Provide coaching and resources for leadership development

The Program Manager commits to offering check-ins and space for a one on one check-in should any Fellows need support. If the Program Manager is unable to provide guidance for a specific area or is unavailable, Princeton AlumniCorps team may be able to offer one on one or group guidance. Princeton AlumniCorps also leverages our alumni, volunteers, and larger network to connect Fellows and organizations to the resources they seek.

Support the centering of mental health and well being

Any check-ins or coaching between the Fellow and the Program Manager will remain confidential within our team. We’ll only share what they consent to while we support their own advocacy or advocate on their behalf. While we have a commitment to supporting our partners, our Fellow’s health and well-being should be a mutual priority.  We’ve supported both the Fellow and partner organizations through public health emergencies, personal circumstances concerning medical needs and bereavement, as well as organizational shifts and team changes.