what to bring to eagle board of review

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Below is the document my Commune compiled for Board of Review members. It is a compilation of BSA resources and feel. It should be very helpful to you lot in preparing. Remember, the Board is like one of the almost of import interviews yous will e'er take. Every minute you spend in advance will pay back tenfold!

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

As well, be in complete AND CORRECT uniform. Get a uniform inspection sheet (bachelor from your unit or Council function) and check. Also have your Scoutmaster inspect. Information technology's worth it...y'all're an Eagle candidate!

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

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Eagle Board of Review Guidelines

The Lath of Review for an Eagle candidate is composed of at least 3 but not more than 6 members. These members do not accept to be registered in Scouting, but they must have an understanding of the importance and purpose of the Eagle Board of Review. One member serves as Chairman. Unit leaders, assistant unit leaders, relatives or guardians may non serve every bit members of a Lookout man's Board of Review. At least one District advocacy representative must be a member of the Eagle Lath of Review if the review is conducted at a unit level. A Scout may request a District Board of Review which will consist of members of the District Advancement Committee and/or Commune members who have an understanding of the importance of the Eagle Board of Review. In no case 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 be disclosed to any person who is non a member of the Lath of Review.

The Lath members need to convene prior to interviewing the candidate (fifteen to 30 minutes.) The purpose of meeting before the actual interview is to:

1. Review the prospective Eagle Scout'south application.
2. Read his reference letters and other of import documents.
3. Become familiar with his service project by assessing his terminal report and any bachelor pictures.
four. Review these guidelines to help codify pertinent questions.

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

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

As the documents are making the rounds, the Chairman should add together any relevant data of which he is aware. It is best if the Chairman has personally viewed the completed projection - if that is not possible, a phone telephone call to the benefiting group'south representative to talk over the merits of the projection will do.

The post-obit guidelines must be kept in mind during the questioning of the project:

1. The review is not an examination; the Board does not test the candidate. However, the Board should not be a "safe stamp" blessing process. Advent of the candidate earlier the Eagle Board of Review does not mean automatic attainment of the Eagle Rank.
two. The Board should attempt to make up one's mind the Lookout man'south attitude toward and acceptance of Scouting's ideals
3. The Lath should brand sure that good standards of performance have been met in all phases of his life.
4. A discussion of the Lookout Oath and Scout Constabulary is in keeping with the questioning.
5. Be sure the candidate recognizes and understands the value of Scouting in his home, unit, school and customs.
six. The Scout should be encouraged to talk - don't ask questions answerable with a simple yes or no.

In one case the Lookout man's Eagle Awarding, service projection paperwork, letters of recommendation and these guidelines are reviewed, the Scoutmaster is asked to introduce the candidate to the Board (as a courtesy the Lath members should stand up). The Scoutmaster tin be invited to remain every bit an observer and may be called upon to clarify a point in question. The candidate is asked to begin the Lath by reciting the Watch Adjuration and Scout Law.

The interview process:

i. Ask him questions well-nigh his understanding and adherence to the Lookout Adjuration and Watch Law: The Lath should make sure that skilful standards have been met in all phases of the Scout'southward life. A give-and-take of the Lookout Adjuration and Scout Law is in keeping with the purpose of the review, to make sure that the candidate recognizes and understands the value of Scouting in his dwelling house, unit, schoolhouse and community.

a. What is the hardest point of the Scout Constabulary for him to live by - why?
b. What betoken of the Scout Police force is the most important to him - why?
c. What does "Scouting Spirit" mean to him - why?
d. What practice the various points of the Scout Law mean to him?
e. What values has Scouting taught him that he thinks others come across in him - at home, in his unit, at school and/or in the customs?
f. How does he live by the Lookout man Law and Oath?
chiliad. What do the different points of the Sentry Oath mean to him?
h. What does "duty to God" mean to him?
i. What does "duty to Land" mean to him?
j. How does he "help others at all times"?
k. How does he feel about wearing his uniform in public?

ii. Ask him questions most his camping ground experiences:

a. What was his almost enjoyable experience in Scouting?
b. Conversely, what was his least enjoyable experience?
c. How many summer camps has he attended and where?
d. What did he enjoy most about his summer camp experiences?
due east. Has he attended any Loftier Adventure camps (Parsons, Argent Marmot, Mountainman or Philmont) - where and what did he enjoy nigh them - draw the experience.
f. Inquire him about his outdoor experiences in Scouting - campouts, 50 milers, etc.
1000. Ask him what he remembers of the "Outdoor Code".
h. Enquire him if he has staffed any summer camps - what did he larn from the feel and what did he enjoy well-nigh the feel.

3. Ask him questions related to his Scouting feel:

a. What leadership positions has he held?
b. What were his responsibilities in each position?
c. What leadership position does he concord now?
d. Ask him what he would practice if a scout refused to comply and/or ignored a valid request he made in the functioning of his duties.
e. Ask him near his troop'due south subject field policy and where he figures in it in his present leadership position.
f. Ask him how he might handle "hurry-up" offset aid cases.
g. Enquire him other questions related to merit badges he has earned (retrieve yous are not testing him).
h. Has he earned any merit badges that will help him in his selection of occupation?
i. What merit bluecoat did he enjoy working on the most - why?
j. Conversely, which one did he enjoy working on the least - why?
thousand. Inquire him what changes he might brand in his unit.
fifty. If he earns his Eagle rank tonight, what does he intend to exercise to repay Scouting, his unit and its leaders?
m. Who has been the most influential person in his Scouting career?
n. Is there anything Scouting did non give him that he feels could exist beneficial to the program to assist other immature men develop?

4. Ask him pertinent questions about his projection. The Lath should make sure that a skilful standard of functioning has been met.

a. What group benefited from his projection?
b. How did he find out about the need?
c. Ask him to walk the Board through the project from get-go to stop i. The planning phase two. The organization of personnel three. Directing the project to completion
d. Did he accept to contact whatsoever city, county or state officials for permits or to observe out virtually ordinances, etc. - did the Citizenship in the Customs Merit Badge help - how?
e. Once his project was approved, did he have to modify information technology - what did he larn from that experience?
f. Who did he go involved in helping him with his project - scouts, adults from his troop, members of the benefiting organization....?
thou. Did he have any issues directing adults in their piece of work - how did he experience nearly that?
h. In what means does he feel he demonstrated leadership in this projection?
i. Every scouts feels his project was "special" - how is his project "special"?
j. Xxx years from now when someone else asks him what he did for his Eagle project, what will stand out in his mind - how will he answer that question?

v. Enquire him about his plans for the future. The Board should attempt to determine the Scout'due south ideals and goals.

a. Enquire him about his plans for the future - college, War machine, trade schoolhouse, ....
b. How does he feel earning Eagle volition assist him in those plans?
c. When he turns 18, he assumes some new responsibilities - What are they? Sign up for the typhoon, annals to vote and responsible for his deportment in the eyes of the law.
d. What should an Eagle Sentry be expected to practise and what responsibilities does he call up come with the rank?
east. What does he programme to do in scouting in the immediate and long range future?

These are by no means the simply questions that may be asked. They are merely examples to be used as a springboard to other questions and further discussion. Please do not presume that yous are to ask only these questions and consider the interview complete. The interview should come to a natural conclusion equally each board member runs out of questions.

There is non fix length of time for an Eagle Board of Review. However, xv minutes is probably likewise short and an hour is probably too long.

Later the review, the candidate and his unit leader leave the room while the board members discuss the acceptability of the candidate as an Hawkeye Scout. Because of the importance of the Eagle Scout 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 volition receive the Board's recommendation for the Eagle award. Immediately after the Board of Review and after the application has been appropriately signed, the application is turned into the Council Service Center. A photocopy of the awarding should exist fastened to an Advocacy Form and submitted to the Quango Service Heart every bit well.

If the candidate is constitute unacceptable, he is asked to return and told the reasons for his failure to qualify. A discussion should be held with him as to how he may meet the requirements within a given menses. 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 action(southward) necessary for the advancement. If the Picket chooses to appeal, provide the proper noun and accost of the person he is to contact.

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Terminal modified 1/30/2011

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

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