Andreas steam camp proposal

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STEAM camp

Key documents:

Milestones and timeline

  • November
    • Create advertisements and branding for the event and for recruitment of instructors
    • Connect with 6 maker-spaces and 6 social incubators in strategic locations through the globe, strategic based on urban-complexity and impact
    • Finnish course content by end of month
    • 14th November - start rolling out advertisements for instructors and event-teasing ads
  • December
    • Connect with 3 maker-spaces and 3 social incubators in strategic locations through the globe, strategic based on urban-complexity and impact
    • Make 1st iteration of onboarding materials and end-to-end process, including process for operations, templates, information, training schedule, peer-groups
    • Start collaboration with 6-12 instructors from applications and from networked partners
    • Second and third iteration of course content.
  • January
    • Recruitment and partnerships:
      • Recruit an additional 6-12 instructors from applications and networked partners
      • Connect with 3 maker-spaces and 3 social incubators in strategic locations through the globe, strategic based on urban-complexity and impact
    • Role out event advertisement for the first batch of instructors, incubators, and maker-spaces
    • Marketing - 31st : Recruitment - start rolling out advertisements for event


At green light:

  • Status: Team building Hold recruitment strategy meeting 3rd November
  • Status: Course development: Hold course content development & event strategy meeting 2nd November
  • Status: Event: Combine with the meeting above. (meeting does not include marketing plan, but short intro to best marketing bang-for-the-bucks from + Free Social media advertisement consulting from an industry leader in social-media ads.)

STEAM camp documents

Project Process, Milestones, Schedule

Project Lifecycle

  1. Initiating: November
    1. Establish project objectives
  2. Planning: November
    1. Define the work
    2. Schedule work and resources
  3. Executing: December
    1. Perform the work
    2. Provide reports
  4. Controlling: Through the project
    1. Track actual performance
    2. Analyse project progress
    3. Initiate corrective actions
    4. replan as required (Back to step 2)
  5. Closing
    1. Complete the project

Rough Timeline

November: Initiating and Planning

  • Leadership and project administration - Strategy meeting - 2nd November
    • Decide project leadership methodology by analyzing type of project (known/unknown goal/method ->traditional,agile,mixture)
    • Uncover hidden assumptions, capture needs, define limitations
    • Delimitations & Define criteria of success
  • Course content - Strategy meeting - 2nd November
    • How far are we?
    • Who is expected to do what?
    • Top-down time estimation: do we know how long type content takes to develop? -> if not: bottom-up time estimations
  • Event plan - Strategy meeting - 3nd November
  • Recruitment and team-building - Strategy meeting -3nd November
  • Marketing plan - Intro meeting - 9th November
  • Supportive doc - Finnish the Project charter together - 3rd November


In this position, why you think we should hire you, and what are you hoping to get out of this experience?

  • You need someone who knows a lot about everything. To pull of a multi-location event with 12 events happening every second month you need to someone who knows how to 1) organize a peer-to-peer franchise like operation which with as little bullshit as possible to make this happen. This means getting the job done through project management skills, operations skills, transformation and process improvement skills, recruitment skills, selling skills and communication skills. I have all of those skills, and the reason I want to join is because I want to use those skill within the same position, and in order to do good. What you might not like, or you might, is that I will always have my own oppinion and say when I think something is wrong, I will push-back on un-realistic proposals, but still aim towards them in order to think anew.

To make it effective I will combine how I have those skills with the answer to how will I achieve those skills:

  • After having a first intake call with Marcin regarding recruitment expectations, event expectations, resources and budget constraints I ask Marcin to set up a meeting with me and the closest collaborators that he has today. As it is a project which needs to scale horizontally and not vertically we need to identify a strategy suitable for networks, as compared to strategies suitable for vertical organizations, and focus on values, and means of collaboration.

Due to the horizontal nature of the work I'll focus on scaling through 1) values - for decentralisation 2) people recruitment and location - 2.1 finding people who puts down effort to execute these values and have them identify suitable locations for execution 2.2 Choose venues first in existing social incubator hubs, makerspaces, social entrepreneurship networks, go into a collaboration and identify people once we found the venue 3) generate an amazing event and course content - creating an event that allows instructors to spread their skills and for participants to learn them 4) marketing plan - to articulate our values in a way that attract instructors and participants alike 5) turbo-charge our instructors with motivation through virtual get-together, focused team-work to improve specific aspects of the events, and up-skilling them with the technical, project, and social skills required to pull an event of this scale off. 5) overall project management, reporting and leadership

As the people drives the process it will be essential to identify the right people by communicating the right value, in the right places, to the right people, and onboarding them at a scale. Here I will use my experience of coordinating the recruitment of 300 employees a year for a multi-national corporation to set up a pipeline to execute the recruitment of these individuals. With the pipeline up I will use three tools to identify the right people. 1st I will set up a meeting with the closest OSE collaboratios, and ask each of the collaborators to momentarily add me to their social media of choice so that I can go into their network and see what potential instructors I can find. I will then give each person a list of 5 people and ask them for a simple thumbs up or thumbs down. This will be my first pool of potential instructors. Secondly. I will use a combination of Marcin's notes as well as the notes from my intake-call to do x-ray searches through Linkedin, google, github, etc, to identify a list of external un-connnected potential instructors and candidates. Thirdly. I will use existing OSE branding, centered around values and the purpose of the event, to put together social-media advertisements and post them on instagram, facebook, and potentially google.

Every-week I will do an onboarding for potential new recruiters; go through the expectations we have from them, help them navigate the complexities of OSE, and how to work in the OSE platform. To keep the momentum going we will get right to the juice and task them to locate suitable locations based on our course requirements of number of participants, technical needs, etc. The first courses will be held in June 2020 and marketing will be a combination of centrally produced branded materials that can be used, and shared advertisement through online media - different from where we recruited - such as Facebook, Instagram, as well as google ad-words. On top of this I will help the instructor set up a local presence, local partnerships, and make location specific advertisements and sells. The main communication will be through slack with the channels

  1. event-marketing, #event-course-content, #event-execution #general-and-ideas #recruitment to let the group lead and help themselves.

I will also host multiple development projects run in iterations to develop 1) educational videos 2) operations manual for camp management 3) improvement from customer feedback, and selling through customer support

Recruit 6 new instructors every month until a stable pool of 24 instructors is available Reach 12 STEAM Camps running every 2 months Managing the efforts for each STEAM Camp location to achieve 12 paying participants or more each time one of the camps run Managing production and delivery of kits for each instructor's event Managing online registrations and customer support Publish monthly blog updates on STEAM Camp developments Publish all work openly and update time log on a daily basis on the OSE wiki. Contribute to team learning by using video communications, including vlogging, screencasting, or simple video editing Attend at least one STEAM Camp as a participant Publish an operations manual for STEAM Camp management

How would you achieve the goals stated in the Work Expectations section? Break it down and get as detailed as possible in the 4 minute Video, considering your learnings from the STEAM Camp - How It Works wiki page.