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JRF Facebook Staffing And Policies


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Lisa Colton of Darim Online presents Facebook staffing and policies to NY area JRF congregations

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JRF Facebook Staffing And Policies

  1. 1. The Ten Commandments of Social Media: Facebook Staffing & Policies Presented by Darim Online Lisa Colton, Founder & President
  2. 2. Agenda <ul><li>Opening question for chat: </li></ul><ul><li>When I think about our employees using Facebook I feel ___________. </li></ul><ul><li>Why Good Staffing Matters </li></ul><ul><li>Thinking about Social Media Policies and Guidelines </li></ul><ul><li>“ Official” and “Unofficial” Outposts </li></ul><ul><li>Case Study: Foundation for Jewish Camp </li></ul><ul><li>Discussion and Sharing </li></ul>
  3. 3. <ul><li>Why </li></ul><ul><li>Does </li></ul><ul><li>Social Media </li></ul><ul><li>Staffing </li></ul><ul><li>Matter </li></ul>?
  4. 4. It’s About More Than Tech Social Media staffing isn’t about the technology, and shouldn’t be given to the IT person. It’s about your message and relationships, and that’s EVERYONE’S BUSINESS.
  5. 5. Using Time Wisely <ul><li>Good social media leaders think about </li></ul><ul><li>How to allocate time </li></ul><ul><li>How much time is worthwhile </li></ul><ul><li>What are critical skills </li></ul><ul><li>How to measure effectiveness </li></ul><ul><li>How to help others realize the value </li></ul><ul><li>How to integrate social media into multiple areas of the organization </li></ul>
  6. 6. <ul><li>ATTRIBUTES OF A GOOD SOCIAL MEDIA STAFFER </li></ul><ul><li>Cultural alignment </li></ul><ul><li>Using tool to its maximum potential </li></ul><ul><li>Facilitation skills </li></ul><ul><li>Adding to org’s brand/reputation </li></ul><ul><li>Not becoming spam </li></ul><ul><li>Ability to navigate evolving landscape </li></ul><ul><li>Trust with supervisors </li></ul><ul><li>Good communicator </li></ul><ul><li>Uses it as an extension of brand </li></ul>
  7. 7. <ul><li>Why A Policy? </li></ul>What do you need policies for? Where do you feel like you need a policy for social media? Have you experienced a “sticky situation”?
  8. 8. #1 Social media is continuing to evolve. Fast.
  9. 9. #2: Start From a Place of Trust The true goal of every social media or web policy should be to make interacting on the social web easier, more comfortable, and safer for your stakeholders.
  10. 10. #3: Address social media in GUIDELINES and direct employees to other relevant POLICIES.
  11. 11. #4: Educate, Reflect & Discuss. Often the Challenging Situations Are Unintended
  12. 12. <ul><li>What are the consequences of your actions? Opportunity for Jewish/ethical discussion. </li></ul><ul><li>Posting photos - legal and courtesy considerations </li></ul><ul><li>Everything lasts. Nothing is “private”. Think Michael Phelps or the Obama Staffer </li></ul><ul><li>What are “fuzzy situations”? Give encouragement to bring these up for discussion for a) approval and b) education. </li></ul>Education and Reflection
  13. 13. Teach Employees How to Use Facebook’s Privacy Settings (or have them teach you!)
  14. 14. <ul><li>You will never be able to account for every possible circumstance. </li></ul><ul><li>You have to face giving up some control. You have less now than you think. </li></ul><ul><li>You may want to leverage your employees’ personal networks. </li></ul>
  15. 15. “ Official Outposts” Legal issues, branding, accuracy, moderation, administration, facilitation, “Living Room Policy”, responses to negative comments, “professionalism” Policy/Guidelines Staff Volunteers Users
  16. 16. “ Unofficial Outposts” Legal issues, branding, accuracy, moderation, administration, facilitation, responses to negative comments, “professionalism” Policy/Guidelines Staff (& Board) Professional representation in non-org controlled space (e.g. comment on a blog) Personal use anywhere online that is not officially endorsed by employer (e.g. Facebook Profile)
  17. 17. Sample Policy Text: Foundation for Jewish Camp All FJC staff should be mindful of the information they disclose on social networking sites and remember that non-work venues and sites will reflect on one’s professionalism and discretion… The intention of this note is to flag those areas in which conflicts may arise and raise our awareness of the complexity and sensitivity of social networking/online communication and not to stop staff from conducting legitimate activities online.
  18. 18. Sample Policy Text: BBYO BBYO professionals, advisors, summer staff and volunteers agree not to use a social networking profile, group page, blog, or other Internet medium to discuss behavior that is prohibited by BBYO policy or the Code of Conduct, including, but not limited to, alcohol or drug use, sexual behavior, delinquent behavior, etc.
  19. 19. Sample Policy Text: IBM Identify yourself—name and, when relevant, role at IBM—when you discuss IBM or IBM-related matters. And write in the first person. You must make it clear that you are speaking for yourself and not on behalf of IBM… Be aware of your association with IBM in online social networks. If you identify yourself as an IBMer, ensure your profile and related content is consistent with how you wish to present yourself with colleagues and clients.
  20. 20. More Resources <ul><li>Other useful resources to learn from: </li></ul><ul><ul><ul><li>Intel Social Media Policy </li></ul></ul></ul><ul><ul><ul><li>Foundation for Jewish Camp policies and guidelines </li></ul></ul></ul><ul><ul><ul><li>BBYO Social Media Policy </li></ul></ul></ul><ul><ul><ul><li>Easter Seals Social Media Policy </li></ul></ul></ul><ul><ul><ul><li>IBM’s “Social Computing” policy </li></ul></ul></ul><ul><ul><ul><li>How to use Facebook Privacy Settings </li></ul></ul></ul><ul><ul><ul><li>Wall Street Journal: </li></ul></ul></ul><ul><ul><ul><li>Beth Kanter’s blog ( </li></ul></ul></ul>