In Their Hands and Hearts:Keeping Our Poll WorkersSupervisor of Elections Leon County

Diana Mitchell-Fulford, C.E.R.A.Tallahassee, Florida

It is hard work to find the great people that become our Poll Workers.

It is harder to keep them.

What We Have Learned*• What motivates a person to become a poll

worker determines whether they return. • Your current, well-loved poll workers want to

be involved in active recruitment.• They want to stay involved.• They want the public to be better educated.• They want to feel appreciated.

*Based on our April 2012 Poll Worker Focus Group discussions

What We have Learned: Motives Our most experienced poll workers stated civic duty and a basic curiosity made them become and stay Poll Workers.

They have a strong sense of social belonging to the other Poll Workers.

Those Poll Workers who cite material reasons for working were less likely to return.

The biggest reason for our no-shows on Election Day is not being assigned where they wanted to be assigned.

What We have Learned about INCENTIVES: Active in Recruitment creates Comradeship

Our Clerks (polling location manager) prefer to recruit their own team with help from our office.

We require our Clerks to contact their team before Election Day. Those that do not have a higher number of no-shows on Election morning.

Food. Optional Pot Lucks are big team building experiences!

Adopt-A-Precinct workers have stronger allegiances to their group then to us.

What We have Learned about INCENTIVES: Keep them In the Loop

Establish a poll worker committee to help recruit, train and educate.

Keep them abreast of law changes and other election related news--we use a newsletter and email blast.

Poll Worker Appreciation events (we are giving away free food to Poll Workers during our National Voter Registration Day event).

What We have Learned about INCENTIVES: Public Perception and Education

What They See What We See

Why would you come back if the media portrays poll workers as inefficient, lazy and too old to handle the job?

Educating the Public

Our Poll Workers felt that people do not know that Poll Workers exist, except on Election Day when they come to vote.

Initiate a “Do You Know Your Local Poll Worker?” Campaign.

• Have the news media cover equipment check-out and training classes and have them interview Poll Workers

Appreciating you’re A-Team

They want PERSONAL communication• The Right Staff is vital• Focus Group discussions, “Chat and Chews”

Rewards

• We’ve been doing lapel pins since 2002• Certificates of Appreciation• Door prizes

Some Fun Ideas

Poll Worker Tote Bag

Poll Worker Polo Shirts. We charged $5.00 each

Poll Worker Umbrella

Elections Specific Lapel Pins

Keep the price down by buying in bulk from close out stock. Give each poll worker a door prize ticket at each training class.

Our Logo

Appreciating you’re A-Team

Very Public Appreciation• Advertise Poll Worker

Appreciation Events• Praise their hard work

to the media

Feedback

Disincentives?

Feedback—kidding, well, almost…

Ranking of Poll Workers was found to be highly unfavorable.

• Felt it could be unfair. • Handle criticism carefully. I tell my staff, we need them a whole lot more then they need

us. • Feedback should be constructive.

Use call center data to identify commonproblems and address those in training.

Top Disincentive: Not Meeting Their Needs

•Patiently work with them. They are human.•#1 reason our Poll Workers leavePolling Location

Choice•Offer variety of scheduling options•#2 reason our Poll Worker leaveTraining

Availability

•They need human-to-human contactEase of Communication

•Retire those that do not promote the TEAM•Even on Election DayPromote the

Team

They Work Hard. Help Them Work Together

A successful Election’s office knows that Poll Workers are the most vital component in a successful election. They are extraordinary people that deserve our support all year long.