Spur gears must have their shafts always parallel to the axis. Bevel gears may be designed to run properly at any angle from parallel to 150 degrees. Bevel gears with shafts at 90 degrees are the more common.
To facilitate proper cutting, the drawing should give the face angle and the cutting angle for each gear, and the depth of the teeth at the outer end. When shafts are at right angles, the sum of the edge angles will equal 90 degrees, and the sum of the face angles and edge angles will be equal.
Just as with a hand drill, bevel gears change the rotation of the chuck to a horizontal rotation and can transmit increased or reduced speed of rotation. They are efficient for transferring high torque.
The teeth can be straight, spiral or hypoid. Straight bevel gear teeth actually have the same problem as straight spur gear teeth, as each tooth engages, it impacts the corresponding tooth all at once. Smooth, quiet, wear and life span are all largely determined by how gear and teeth make contact. As with spur gears, the solution to this problem is to curve the teeth, so that the contact starts at one end of the gear and progressively spreads across the whole tooth.
Spiral bevel gears are machined by special types of multiple-tooth machine tool (hobs) in a process known as gear hobbing. CNC gear hobbing cuts the gear surface ensuring that the ratio of the pitch, depth, and angle of the teeth are uniform and will work perfectly together.
Tuesday, April 13, 2010
Are You Shipping Cargo Overseas?
Are you searching for freight quotes to Europe? Europe has 50 states within its area, including Russia. It is the third most populated continent and has an estimated population of 731 million people. Europe is actually the birthplace of Western Civilization, since the rest of the western world stemmed from colonialism's efforts. Ever since the fall of the U.S.S.R., organizations like the Council of Europe and the European Union in Western Europe have increased in prominence.
The economy of Europe is the world's most important market, constituting 32.7 trillion dollars. The economy of Europe is highly varied, considering that it encompasses many individual nations. The United Kingdom is certainly one of the most important economies, and the pound continues to be the world's most valuable paper currency. As most of the world, the continent is suffering from a recession, as it was publicly confirmed in January of 2009. Sixteen countries in the zone have reported high unemployment rates.
This is important to consider as regards to freight quotes to Europe. If you are doing business in Europe then you must consider the economics of shipping and commerce. The good news is that increased globalization and communication can only help individual business owners. You can ship practically any legal cargo through ship, plane, train or even van.
What are some items that are commonly shipped to European countries? These might include automobiles, bulk cargo (such as commodities), or food or livestock. You might also need to transport auto parts, machinery or heavy equipment for commercial and industrial use. How is such inventory transported? It can be via plane, train, automobile or ship.
It is especially important to study up on freight quotes to Europe now in the 2000 era. Cargo represents a security risk to the U.S. and to other nations. Over six million cargo containers enter the U.S. alone every year. Therefore, in light of recent terrorist activity, security procedures are far more sophisticated.
If you are looking for a freight quote to Europe then contact a shipping company that has a good reputation in the industry. The most trusted companies are companies that have been in business for many years, and have established a number of contacts for the quickest and most efficient transportation. Try to balance affordability with quality service. For more information on freight pricing to Europe, contact a respected freight company and ask for a quote.
The economy of Europe is the world's most important market, constituting 32.7 trillion dollars. The economy of Europe is highly varied, considering that it encompasses many individual nations. The United Kingdom is certainly one of the most important economies, and the pound continues to be the world's most valuable paper currency. As most of the world, the continent is suffering from a recession, as it was publicly confirmed in January of 2009. Sixteen countries in the zone have reported high unemployment rates.
This is important to consider as regards to freight quotes to Europe. If you are doing business in Europe then you must consider the economics of shipping and commerce. The good news is that increased globalization and communication can only help individual business owners. You can ship practically any legal cargo through ship, plane, train or even van.
What are some items that are commonly shipped to European countries? These might include automobiles, bulk cargo (such as commodities), or food or livestock. You might also need to transport auto parts, machinery or heavy equipment for commercial and industrial use. How is such inventory transported? It can be via plane, train, automobile or ship.
It is especially important to study up on freight quotes to Europe now in the 2000 era. Cargo represents a security risk to the U.S. and to other nations. Over six million cargo containers enter the U.S. alone every year. Therefore, in light of recent terrorist activity, security procedures are far more sophisticated.
If you are looking for a freight quote to Europe then contact a shipping company that has a good reputation in the industry. The most trusted companies are companies that have been in business for many years, and have established a number of contacts for the quickest and most efficient transportation. Try to balance affordability with quality service. For more information on freight pricing to Europe, contact a respected freight company and ask for a quote.
Pre Employment Screening Reduces Post Employment Problems
You have a small restaurant and want to hire a dishwasher/busboy. You put an ad in the paper and several people apply, but you find a nice college boy who looks perfect and more importantly, he's affordable. Fast forward a couple of weeks: Everything is going well until he assaults one of your waitresses after closing. You then find out that not only has he never attended college, but he has never worked in a restaurant, has a long history of physical crimes and is a known drug user. While at first glance this may seem improbable, this type of scenario occurs on a regular basis.
If you are this business owner, you are facing a huge lawsuit. The wrongful hiring claim filed by the waitress will probably put you out of business. This could have been prevented had you completed a basic pre-employment screening. Basic pre-employment screening includes a work-background check, drug testing and a criminal check.
Work-Background Checks
Why do a work background check? Most people remember the case of former Notre Dame coach George O'Leary. O'Leary was hired as the coach of Notre Dame after several successful years as Georgia Tech's head football coach. Reporters started digging into his background and found out that he lied about having a master's degree. Notre Dame was forced to fire him within two weeks of hiring him. A pre-employment background check would have caught this issue.
Employers need to make sure the person they think they are hiring is really who they say they are: That he worked where he said he worked when he said he worked there. That he has the degrees and certifications he claims to have. These background checks should be done before the person starts his new job.
Drug Testing
Why do a drug tests? Well, 25% twenty-five percent of all applicants for employment in the United States fail a simple five-panel urine drug test. That's right, 25%! The five-panel test looks for marijuana, cocaine, amphetamines/methamphetamines, opiates, and PCP. There are seven- and nine-panel tests which test for most every drug known to man, and there is also a hair test that catches drugs which may no longer be present in a person's urine. If you openly advertise that you conduct drug tests pre-employment, a portion of the population won't even apply for the job, saving you a bunch of time.
There are those candidates who use drugs but employ any number of tactics to mask or hide their drug use. These "beat the test" techniques are known by most drug testing services and have met with little success. It is imperative to make sure the drug-testing company you use is a certified collection location. Most employers are surprised to find that a drug user will go to a testing facility expecting to pass or fool the test. Another reason for drug testing pre-employment is that drug users have been shown to have a higher likelihood of stealing or causing a workplace injury. Either of these would cost your business much more than the cost of an initial drug test. A drug test can usually be administered and scored within 24 to 48 hours so it would not slow down the hiring process for a business that is desperate for help.
Criminal Checks
Lastly, there is the criminal check. The busboy example at the beginning of this article is a real-life situation. His assault of the waitress would have been prevented had a criminal background check been conducted. Businesses doing criminal checks ask on their application whether the candidate has any past crimes and usually look for crimes occurring within the last five to seven years. Some companies have a policy of not hiring former felons but will hire candidates with misdemeanor convictions. The key to a policy in this area is consistency.
If your business hires drivers, some misdemeanors may be important. A DUI case can be pled down from a felony to a misdemeanor. If your company's policy allows candidates with misdemeanors, you could end up being trapped by your own rules. All three of these pre-screening tools are helpful in preventing an employer from hiring someone who could potentially harm others or your business itself. Be sure to use the right resources when putting these policies into place.
The adage rings true: An ounce of prevention is worth a pound of cure.
(C) 2010 Jerry Ballard, Perfect People Solutions
About the Author
When not golfing, cooking, or fixing his kids' flat tires, Jerry Ballard is the president and lead consultant at Perfect People Solutions, a cutting-edge consulting firm that provides businesses with creative solutions to their people problems. Feel free to contact him at jerry.ballard@perfectpeoplesolutions.com if you have any questions regarding this or any other people issue. While people aren't perfect, your people solutions should be.
If you are this business owner, you are facing a huge lawsuit. The wrongful hiring claim filed by the waitress will probably put you out of business. This could have been prevented had you completed a basic pre-employment screening. Basic pre-employment screening includes a work-background check, drug testing and a criminal check.
Work-Background Checks
Why do a work background check? Most people remember the case of former Notre Dame coach George O'Leary. O'Leary was hired as the coach of Notre Dame after several successful years as Georgia Tech's head football coach. Reporters started digging into his background and found out that he lied about having a master's degree. Notre Dame was forced to fire him within two weeks of hiring him. A pre-employment background check would have caught this issue.
Employers need to make sure the person they think they are hiring is really who they say they are: That he worked where he said he worked when he said he worked there. That he has the degrees and certifications he claims to have. These background checks should be done before the person starts his new job.
Drug Testing
Why do a drug tests? Well, 25% twenty-five percent of all applicants for employment in the United States fail a simple five-panel urine drug test. That's right, 25%! The five-panel test looks for marijuana, cocaine, amphetamines/methamphetamines, opiates, and PCP. There are seven- and nine-panel tests which test for most every drug known to man, and there is also a hair test that catches drugs which may no longer be present in a person's urine. If you openly advertise that you conduct drug tests pre-employment, a portion of the population won't even apply for the job, saving you a bunch of time.
There are those candidates who use drugs but employ any number of tactics to mask or hide their drug use. These "beat the test" techniques are known by most drug testing services and have met with little success. It is imperative to make sure the drug-testing company you use is a certified collection location. Most employers are surprised to find that a drug user will go to a testing facility expecting to pass or fool the test. Another reason for drug testing pre-employment is that drug users have been shown to have a higher likelihood of stealing or causing a workplace injury. Either of these would cost your business much more than the cost of an initial drug test. A drug test can usually be administered and scored within 24 to 48 hours so it would not slow down the hiring process for a business that is desperate for help.
Criminal Checks
Lastly, there is the criminal check. The busboy example at the beginning of this article is a real-life situation. His assault of the waitress would have been prevented had a criminal background check been conducted. Businesses doing criminal checks ask on their application whether the candidate has any past crimes and usually look for crimes occurring within the last five to seven years. Some companies have a policy of not hiring former felons but will hire candidates with misdemeanor convictions. The key to a policy in this area is consistency.
If your business hires drivers, some misdemeanors may be important. A DUI case can be pled down from a felony to a misdemeanor. If your company's policy allows candidates with misdemeanors, you could end up being trapped by your own rules. All three of these pre-screening tools are helpful in preventing an employer from hiring someone who could potentially harm others or your business itself. Be sure to use the right resources when putting these policies into place.
The adage rings true: An ounce of prevention is worth a pound of cure.
(C) 2010 Jerry Ballard, Perfect People Solutions
About the Author
When not golfing, cooking, or fixing his kids' flat tires, Jerry Ballard is the president and lead consultant at Perfect People Solutions, a cutting-edge consulting firm that provides businesses with creative solutions to their people problems. Feel free to contact him at jerry.ballard@perfectpeoplesolutions.com if you have any questions regarding this or any other people issue. While people aren't perfect, your people solutions should be.
Just in Time Hiring - Is Your Recruitment Software Ready For It?
Have you ever been in a situation when an important resource, who has been working on a critical project for over a year and has become a very valuable asset for the team, got a better offer and decide to move on? Sounds familiar?
In today's knowledge economy, most of companies are more dependent on their human resources than the companies in the traditional economy. Such a situation means you have to find equally good or better replacement, that too in a very short time. Now one solution to that is to have a strong bench strength of your resources so that a new resource can be quickly allocated to the project, however, having higher bench numbers mean less profit for the company and today's competitive world along with a weak western economy means it would make your company less competitive. Companies with less bench strength would be able to quote lower rates and that would affect directly to your business bottom-line
That's where concept of Just-In-Time hiring comes into picture. Idea of Just-In-Time hiring is to decrease bench strength as much as possible and make recruitment process efficient enough to service any request from business within reasonable time-frame. For JIT hiring to work, Time to fill a vacancy has to be in the range of 10-15 days. Anything more than that would impact the project and you would end up with a dissatisfied client. So the key goal for JIT to work is to make the process efficient. In an ideal world, the moment you have a vacancy, you would source one resume, screen the candidate, forward it to hiring manager, hiring manager would interview that candidate, company would issue him an offer letter, candidate would join the company and everyone would be happy.
But we don't live in an ideal world. Do we?
If you look at the numbers, percentage of candidates that are sourced, less than a one percent of are issued offer, and even lesser percentage of these would actually join the company. So to hire a single candidate, you would at least need 100+ resumes of the required skills and experience level. If you do an analysis of time consumed, a great deal of time is wasted in doing initial screening and short listing candidate that are worthy of an interview.
Key to success of Just-in-time strategy is to reduce time for initial screening of the candidates. All the help that can be made available during this phase of hiring is welcome. That's where technology can help you. If you are using recruitment software that supports built-in employment tests or screening tests, that can save you a great deal of time and can make your Just-In-Time strategy work.
Just-In-time strategy is used by many corporate in the world since last several years successfully to utilize human resources more efficiently and to reduce bench strength. This approach requires you to use technology to your advantage as without its help this strategy is bound to fail.
If you are using a Recruitment Software (Applicant Tracking System) that has built in support for employment test (screening tests), you can use it to your advantage. System can filter out candidates that are not worthy of human eye and now you have to manually screen only those candidates whose profile matches with the job. We have seen such tests can reduce number of candidate that needs to be manually screened by over 60%.
Coming back to example mentioned above, using technology you can easily increase efficiency of your hiring process by almost 150%. Earlier you were selecting one candidate out of 100+, now you have to select one from 40!
Technology is revolutionizing recruitment process all over world. Are you using right systems to recruit the talent you company deserves?
Author is Founder at Screener and worked extensively on recruitment technologies. Screener is Applicant tracking system (Recruitment software) that fully automates the process of applicant screening. It can be configured to send out notification to candidates once he clears the screening test with your contact details. So now you don't have to hunt for candidates. Candidates who are serious about job and have cleared screening would contact you!
In today's knowledge economy, most of companies are more dependent on their human resources than the companies in the traditional economy. Such a situation means you have to find equally good or better replacement, that too in a very short time. Now one solution to that is to have a strong bench strength of your resources so that a new resource can be quickly allocated to the project, however, having higher bench numbers mean less profit for the company and today's competitive world along with a weak western economy means it would make your company less competitive. Companies with less bench strength would be able to quote lower rates and that would affect directly to your business bottom-line
That's where concept of Just-In-Time hiring comes into picture. Idea of Just-In-Time hiring is to decrease bench strength as much as possible and make recruitment process efficient enough to service any request from business within reasonable time-frame. For JIT hiring to work, Time to fill a vacancy has to be in the range of 10-15 days. Anything more than that would impact the project and you would end up with a dissatisfied client. So the key goal for JIT to work is to make the process efficient. In an ideal world, the moment you have a vacancy, you would source one resume, screen the candidate, forward it to hiring manager, hiring manager would interview that candidate, company would issue him an offer letter, candidate would join the company and everyone would be happy.
But we don't live in an ideal world. Do we?
If you look at the numbers, percentage of candidates that are sourced, less than a one percent of are issued offer, and even lesser percentage of these would actually join the company. So to hire a single candidate, you would at least need 100+ resumes of the required skills and experience level. If you do an analysis of time consumed, a great deal of time is wasted in doing initial screening and short listing candidate that are worthy of an interview.
Key to success of Just-in-time strategy is to reduce time for initial screening of the candidates. All the help that can be made available during this phase of hiring is welcome. That's where technology can help you. If you are using recruitment software that supports built-in employment tests or screening tests, that can save you a great deal of time and can make your Just-In-Time strategy work.
Just-In-time strategy is used by many corporate in the world since last several years successfully to utilize human resources more efficiently and to reduce bench strength. This approach requires you to use technology to your advantage as without its help this strategy is bound to fail.
If you are using a Recruitment Software (Applicant Tracking System) that has built in support for employment test (screening tests), you can use it to your advantage. System can filter out candidates that are not worthy of human eye and now you have to manually screen only those candidates whose profile matches with the job. We have seen such tests can reduce number of candidate that needs to be manually screened by over 60%.
Coming back to example mentioned above, using technology you can easily increase efficiency of your hiring process by almost 150%. Earlier you were selecting one candidate out of 100+, now you have to select one from 40!
Technology is revolutionizing recruitment process all over world. Are you using right systems to recruit the talent you company deserves?
Author is Founder at Screener and worked extensively on recruitment technologies. Screener is Applicant tracking system (Recruitment software) that fully automates the process of applicant screening. It can be configured to send out notification to candidates once he clears the screening test with your contact details. So now you don't have to hunt for candidates. Candidates who are serious about job and have cleared screening would contact you!
Cheerleading Fundraising That Actually Works
Cheerleading is perhaps the most expensive group on any high school or middle school campus. With camp, camp outfits, uniforms and regular cheerleading supplies it is already up into the $500 - $800 range. Add to that gymnastics training and trips to competition for the elite squads and you are looking at $1,200 - $2,000 very quickly. Choosing the right fundraiser for a group with that kind of need is a very important one to say the least.
Many of the cheer squads I work with actually use the fundraiser for another purpose. Because when we work with them it is usually the first thing the team does together after tryouts, the cheer coach can actually turn the fundraiser into a team building event. Kind of like a "Ropes Course" only not as scary!
Listed below are ideas to help you get started with your fundraising that accomplishes two goals. One is raising lots of money for the girls, the other helping them to work together for the first time as a team.
1. Do the fundraiser as soon after tryouts as possible. I hear (jokingly) that it is the only time of the year that they actually listen to the sponsor! More importantly, it is the exact time of the year when they have the most expenses in front of them and they are still "jazzed" about making the squad. That means their excitement level is still a the peak. With the high cost of cheerleading, even their parents are motivated to help in the fundraising efforts.
2. Do pick a product that has a fairly high retail value. You don't want to take a bunch of very motivated students and their parents and give them a product that they have to sell a million gazillion to make a few bucks with. In fundraising language that's like taking a Porsche and putting a lawnmower engine in it. Cookie dough is what we have found to be best. Your opinion may differ, but that's the facts.
3. Do not tell the cheerleaders how much to sell. Don't tell them what their goal is going to be. You'll probably always give them a goal that is far short of what they would set for themselves. What we do, is tell them how much they make on each item sold and equate that to what uniform parts and camp cost will be and simply ask them how much of that do they want to raise? You'll be amazed at the number of them that want to go for a major portion of it on their fundraiser and more often than not actually hit their goal.
So what ever idea that you choose, make it sure it helps you get closer to your goal and at the same time is accomplishes the main purpose of the fundraiser... That is, it makes lots of money!
Many of the cheer squads I work with actually use the fundraiser for another purpose. Because when we work with them it is usually the first thing the team does together after tryouts, the cheer coach can actually turn the fundraiser into a team building event. Kind of like a "Ropes Course" only not as scary!
Listed below are ideas to help you get started with your fundraising that accomplishes two goals. One is raising lots of money for the girls, the other helping them to work together for the first time as a team.
1. Do the fundraiser as soon after tryouts as possible. I hear (jokingly) that it is the only time of the year that they actually listen to the sponsor! More importantly, it is the exact time of the year when they have the most expenses in front of them and they are still "jazzed" about making the squad. That means their excitement level is still a the peak. With the high cost of cheerleading, even their parents are motivated to help in the fundraising efforts.
2. Do pick a product that has a fairly high retail value. You don't want to take a bunch of very motivated students and their parents and give them a product that they have to sell a million gazillion to make a few bucks with. In fundraising language that's like taking a Porsche and putting a lawnmower engine in it. Cookie dough is what we have found to be best. Your opinion may differ, but that's the facts.
3. Do not tell the cheerleaders how much to sell. Don't tell them what their goal is going to be. You'll probably always give them a goal that is far short of what they would set for themselves. What we do, is tell them how much they make on each item sold and equate that to what uniform parts and camp cost will be and simply ask them how much of that do they want to raise? You'll be amazed at the number of them that want to go for a major portion of it on their fundraiser and more often than not actually hit their goal.
So what ever idea that you choose, make it sure it helps you get closer to your goal and at the same time is accomplishes the main purpose of the fundraiser... That is, it makes lots of money!
School Fundraising Warning! Why Traditional Fundraisers Aren't Working
If you are in charge of raising money for your school then you need to read this article. Traditional fundraisers like gift wrapping paper and cookie dough sales have seen a dramatic decrease recently due to the economic recession. If your school depends on these types of fundraisers to raise money, then you are probably all too familiar with the decrease in sales. Couple that with reduced funding from state and local governments, and your school could be in for some serious cutbacks.
So your school has two options: accept the cutbacks as status quo and deal with them, or you can become innovative and find a way to raise the money you need. I don't know about you, but I'm not up for the former and will show you how to focus on the latter. Unfortunately, most schools don't think outside the box enough when it comes to fundraising and will often have a hard time transitioning to something new.
So what's the problem...
One thing you need to realize is that the problem is not with your sellers or parent involvement, instead the problem is the same as any other product that is for sale... the customer's need. In the past, your school could get away with, "We're raising money for _______," and they would buy what you had to sell. Now, you have to go after their need, "We're selling this __________ that will benefit you by (saving you money, saving you time, etc.) and the proceeds will go to help us raise money for ______."
Do you see the difference? By providing something that will benefit them, you are helping them meet a need or a want, which takes the focus off them parting with their money for something they don't know if they want.
So what's working...
At this point, all that is left is to make sure you are providing something of value...something that's a "no-brainer." As someone who has been involved in fundraising for years, I can tell you that I've never seen more interest in Discount Card Fundraisers than ever before. At the end of the day, the benefits FAR outweigh the cost to the buyer that they have no problem forking over $10 or $20 bucks because they know they'll save 5 times that with the savings.
So your school has two options: accept the cutbacks as status quo and deal with them, or you can become innovative and find a way to raise the money you need. I don't know about you, but I'm not up for the former and will show you how to focus on the latter. Unfortunately, most schools don't think outside the box enough when it comes to fundraising and will often have a hard time transitioning to something new.
So what's the problem...
One thing you need to realize is that the problem is not with your sellers or parent involvement, instead the problem is the same as any other product that is for sale... the customer's need. In the past, your school could get away with, "We're raising money for _______," and they would buy what you had to sell. Now, you have to go after their need, "We're selling this __________ that will benefit you by (saving you money, saving you time, etc.) and the proceeds will go to help us raise money for ______."
Do you see the difference? By providing something that will benefit them, you are helping them meet a need or a want, which takes the focus off them parting with their money for something they don't know if they want.
So what's working...
At this point, all that is left is to make sure you are providing something of value...something that's a "no-brainer." As someone who has been involved in fundraising for years, I can tell you that I've never seen more interest in Discount Card Fundraisers than ever before. At the end of the day, the benefits FAR outweigh the cost to the buyer that they have no problem forking over $10 or $20 bucks because they know they'll save 5 times that with the savings.
Cheerleading Fundraising That Actually Works
Cheerleading is perhaps the most expensive group on any high school or middle school campus. With camp, camp outfits, uniforms and regular cheerleading supplies it is already up into the $500 - $800 range. Add to that gymnastics training and trips to competition for the elite squads and you are looking at $1,200 - $2,000 very quickly. Choosing the right fundraiser for a group with that kind of need is a very important one to say the least.
Many of the cheer squads I work with actually use the fundraiser for another purpose. Because when we work with them it is usually the first thing the team does together after tryouts, the cheer coach can actually turn the fundraiser into a team building event. Kind of like a "Ropes Course" only not as scary!
Listed below are ideas to help you get started with your fundraising that accomplishes two goals. One is raising lots of money for the girls, the other helping them to work together for the first time as a team.
1. Do the fundraiser as soon after tryouts as possible. I hear (jokingly) that it is the only time of the year that they actually listen to the sponsor! More importantly, it is the exact time of the year when they have the most expenses in front of them and they are still "jazzed" about making the squad. That means their excitement level is still a the peak. With the high cost of cheerleading, even their parents are motivated to help in the fundraising efforts.
2. Do pick a product that has a fairly high retail value. You don't want to take a bunch of very motivated students and their parents and give them a product that they have to sell a million gazillion to make a few bucks with. In fundraising language that's like taking a Porsche and putting a lawnmower engine in it. Cookie dough is what we have found to be best. Your opinion may differ, but that's the facts.
3. Do not tell the cheerleaders how much to sell. Don't tell them what their goal is going to be. You'll probably always give them a goal that is far short of what they would set for themselves. What we do, is tell them how much they make on each item sold and equate that to what uniform parts and camp cost will be and simply ask them how much of that do they want to raise? You'll be amazed at the number of them that want to go for a major portion of it on their fundraiser and more often than not actually hit their goal.
So what ever idea that you choose, make it sure it helps you get closer to your goal and at the same time is accomplishes the main purpose of the fundraiser... That is, it makes lots of money!
Many of the cheer squads I work with actually use the fundraiser for another purpose. Because when we work with them it is usually the first thing the team does together after tryouts, the cheer coach can actually turn the fundraiser into a team building event. Kind of like a "Ropes Course" only not as scary!
Listed below are ideas to help you get started with your fundraising that accomplishes two goals. One is raising lots of money for the girls, the other helping them to work together for the first time as a team.
1. Do the fundraiser as soon after tryouts as possible. I hear (jokingly) that it is the only time of the year that they actually listen to the sponsor! More importantly, it is the exact time of the year when they have the most expenses in front of them and they are still "jazzed" about making the squad. That means their excitement level is still a the peak. With the high cost of cheerleading, even their parents are motivated to help in the fundraising efforts.
2. Do pick a product that has a fairly high retail value. You don't want to take a bunch of very motivated students and their parents and give them a product that they have to sell a million gazillion to make a few bucks with. In fundraising language that's like taking a Porsche and putting a lawnmower engine in it. Cookie dough is what we have found to be best. Your opinion may differ, but that's the facts.
3. Do not tell the cheerleaders how much to sell. Don't tell them what their goal is going to be. You'll probably always give them a goal that is far short of what they would set for themselves. What we do, is tell them how much they make on each item sold and equate that to what uniform parts and camp cost will be and simply ask them how much of that do they want to raise? You'll be amazed at the number of them that want to go for a major portion of it on their fundraiser and more often than not actually hit their goal.
So what ever idea that you choose, make it sure it helps you get closer to your goal and at the same time is accomplishes the main purpose of the fundraiser... That is, it makes lots of money!
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