Eagle Board of Review GuidelinesThe following are the general guidelines that are followed while conducting an Eagle Scout Board of Review. The Board of Review for an Eagle candidate is composed of at least three but not more than six members. These members do not have 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 not serve as members of a Scout's Board of Review. At least one District advancement representative must be a member of the Eagle Board of Review.
The Board members need to convene prior to interviewing the candidate (15 to 30 minutes.) The purpose of meeting before the actual interview is to: 1. Review the prospective Eagle Scout's application. 2. Read his reference letters and other important documents. 3. Become familiar with his service project by assessing his final report and any available pictures. 4. Review these guidelines to help formulate pertinent questions. During this initial meeting, the Chairman makes sure everyone is introduced to one another, sees that everyone has an opportunity to review all the paperwork and determines that all understand the goals of this Board, which are: 1. The Board 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 allow someone else to direct the project? c. Was the project of value to the institution, school or community group? d. Who from the benefiting group may be contacted to verify the value of the project? e. Did the project follow the plan, or were modifications necessary to complete it - what did the candidate learn from making the modifications? 2. The Board should be assured of the candidate's participation in and understanding of the Scouting program. 3. A thorough discussion of his successes and experiences in Scouting must take place. As the documents are making the rounds, the Chairman should add any relevant data of which he is aware. It is best if the Chairman has personally viewed the completed project - if that is not possible, a phone call to the benefiting group's representative to discuss the merits of the project will do. The following guidelines must be kept in mind during the questioning of the board: 1. The review is not an examination; the Board does not test the candidate. However, the Board should not be a "rubber stamp" approval process. Appearance of the candidate before the Eagle Board of Review does not mean automatic attainment of the Eagle Rank. 2. The Board should attempt to determine the Scout's attitude toward and acceptance of Scouting's ideals 3. The Board should make sure that good standards of performance have been met in all phases of his life. 4. A discussion of the Scout Oath and Scout Law is in keeping with the questioning. 5. Be sure the candidate recognizes and understands the value of Scouting in his home, unit, school and community. 6. The Scout should be encouraged to talk - don't ask questions answerable with a simple yes or no. Once the Scout's Eagle Application, service project paperwork, letters of recommendation and these guidelines are reviewed, the Scoutmaster is asked to introduce the candidate to the Board (as a courtesy the Board members should stand). The Scoutmaster can be invited to remain as an observer and may be called upon to clarify a point in question. The candidate is asked to begin the Board by reciting the Scout Oath and Scout Law. The interview process: 1. Ask him questions about his understanding and adherence to the Scout Oath and Scout Law: The Board should make sure that good standards have been met in all phases of the Scout's life. A discussion of the Scout Oath 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 home, unit, school and community. 2. Ask him questions about his camping experiences. 3. Ask him questions related to his Scouting experience. 4. Ask him pertinent questions about his project. The Board should make sure that a good standard of performance has been met. 5. Ask him about his plans for the future. The Board should attempt to determine the Scout's ideals and goals. These are by no means the only questions that may be asked. They are merely examples to be used as a springboard to other questions and further discussion. Please do not assume that you are to ask only these questions and consider the interview complete. The interview should come to a natural conclusion as each board member runs out of questions. There is not set length of time for an Eagle Board of Review. However, 15 minutes is probably too short and an hour is probably too long. After the review, the candidate and his unit leader leave the room while the board members discuss the acceptability of the candidate as an Eagle Scout. Because of the importance of the Eagle Scout Award, the decision of the Board of Review must be unanimous. If the candidate meets the requirements, he is asked to return and is informed that he will 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. If the candidate is found 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 period. 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(s) necessary for the advancement. If the Scout chooses to appeal, provide the name and address of the person he is to contact.
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