AmeriCorps VISTA Sponsor Handbook: Change Log

Sponsor 

Handbook

AmeriCorps VISTA 
AmeriCorps VISTA Sponsor Handbook: Change Log 

i 

Version 2023.1

Change Log

This table lists all changes made in the most recent version of this document see Appendix I

for a full list of changes since 2018. 

Edits made in Version 2023.1 (January 2023)

Change 

Number

Chapter Description 

1 Universal Handbook reformatted to include Chapter 

numbers

2 Universal Editing to Reflect Agency Branding

• Regional Office replaced Field Office

• AmeriCorps Hotline replaced National 

Service Hotline

3 Universal Minor edits for grammar and style were made 

throughout

4 Universal Updated hyperlinks throughout

5 Change Log Repurposed Change Log at beginning of 

Handbook to only list changes made in most 

recent update. Cumulative change log is now 

Handbook Appendix I.

6 Chapter 1 Incorporated Memorandum of Agreement into 

Introduction

7 Chapter 1 Removed redundant section on Handbook Review 

and Management

8 Chapter 1 Definitions section was repurposed as Appendix II.

9 Chapter 2 Section on AmeriCorps Strategic Plan updated to 

reflect AmeriCorps’ 2022-2026 Strategic Plan. 

10 Chapter 5 Reference to new AmeriCorps VISTA Member 

Wellness Page added

11 Chapter 5 Section on Teleservice updated to reflect changes 

to VISTA’s Teleservice and Virtual Service Site

policy, effective January 1, 2023. 

12 Chapter 5 Update EO phone number

13 Chapter 5 Add Full-term to members entitled to leave

14 Chapter 5 Added 3 days of leave for summer associates

15 Chapter 5 Remove $1,000 limit on travel allowance

16 Chapter 5 Change 6-8 weeks to 2-4 weeks for receiving 

reimbursement

17 Chapter 5 Add utility company to how sponsors can provide 

supplemental payments

18 Chapter 5 Language for emergency travel reimbursement

updated to align with other AmeriCorps VISTA 

guidance.

19 Chapter 5 AmeriCorps will unlock FPF instead of regional 

office
AmeriCorps VISTA Sponsor Handbook: 

ii 

Version 2023.1

20 Chapter 5 Removed specific references to FBI fingerprint 

checks and replaced with requirement to submit 

necessary information for criminal history checks.

21 Chapter 6 Added Sections on AmeriCorps Service Gear and 

the AmeriCorps webpage

22 Chapter 7 This chapter was removed. Content from the 

chapter was incorporated into Chapters 2-6.

Acronyms section repurposed as Appendix III: 

Acronyms
AmeriCorps VISTA Sponsor Handbook: Table of Contents

iii

Version 2023.1

Table of Contents

Change Log...........................................................................................................................................i

Table of Contents................................................................................................................................iii

Chapter 1: Introduction and Overview..............................................................................................1

Introduction......................................................................................................................................1

Handbook Design............................................................................................................................1

Notifications ..................................................................................................................................2

Chapter 2: About AmeriCorps ...........................................................................................................3

About AmeriCorps ..........................................................................................................................3

AmeriCorps Strategic Plan..........................................................................................................3

About AmeriCorps VISTA...............................................................................................................4

Legislative History ........................................................................................................................5

Legal Framework..........................................................................................................................5

Legislation .................................................................................................................................5

Regulations,

...............................................................................................................................5

Policies.......................................................................................................................................6

Program Guidance...................................................................................................................6

About VISTA Projects ......................................................................................................................6

Key Principles................................................................................................................................6

Who’s Who in the VISTA Network?................................................................................................7

At AmeriCorps..............................................................................................................................7

VISTA Headquarters.................................................................................................................7

VISTA Member Support Unit...................................................................................................8

AmeriCorps Regional Office...................................................................................................8

Office of Monitoring.................................................................................................................9

Office of National Trust............................................................................................................9

AmeriCorps Hotline .................................................................................................................9

At Your Project........................................................................................................................... 10

The Community ..................................................................................................................... 10

Sponsors,

................................................................................................................................ 10

Project Director...................................................................................................................... 11

Authorized Representative................................................................................................... 11

Supervisor .............................................................................................................................. 12
AmeriCorps VISTA Sponsor Handbook: Table of Contents

iv

Version 2023.1

Member.................................................................................................................................. 12

Leaders ................................................................................................................................... 12

Summer Associates, .............................................................................................................. 13

Chapter 3: Managing A Project....................................................................................................... 13

Introduction................................................................................................................................... 13

Overview of Core Sponsor Responsibilities .............................................................................. 14

Member Experience ................................................................................................................. 15

Execute as Approved or Amend ............................................................................................. 15

Guiding Questions for Implementation: Connections to Other Materials ..................... 16

Memorandum of Agreement................................................................................................... 16

Memorandum of Understanding......................................................................................... 16

AmeriCorps Support and Oversight .......................................................................................... 16

Training and Technical Assistance .......................................................................................... 16

Site Visits..................................................................................................................................... 16

Quality Assurance and Compliance Monitoring ................................................................... 17

Using eGrants................................................................................................................................ 18

Managing Accounts .................................................................................................................. 18

Maintaining Current Sponsor Information ............................................................................. 19

Leaders & eGrants Accounts.................................................................................................... 19

How to Get Help........................................................................................................................ 19

My AmeriCorps Portal.................................................................................................................. 19

Reporting....................................................................................................................................... 20

Sponsor Verification Form (SVF).............................................................................................. 20

Project Progress Report (PPR).................................................................................................. 20

Purpose................................................................................................................................... 20

Timing..................................................................................................................................... 21

Data Collection...................................................................................................................... 21

Feedback................................................................................................................................ 21

Instructions ............................................................................................................................. 21

VISTA Progress Report Supplement (VPRS)........................................................................... 21

Informal Communication ............................................................................................................. 22

Sharing Activities and Accomplishments ............................................................................... 22

How AmeriCorps Regional Offices Share Information ......................................................... 22

Project Continuation..................................................................................................................... 22
AmeriCorps VISTA Sponsor Handbook: Table of Contents

v

Version 2023.1

Criteria for Approval ................................................................................................................. 23

Instructions and Documents .................................................................................................... 24

Additional Years Beyond Year Three- Working with AmeriCorps Regional Office........... 24

Project Changes and Amendments............................................................................................ 24

Marketing, Outreach and Recruitment ...................................................................................... 25

Spreading the Word Within Your Communities and Networks........................................... 25

Acknowledgement of VISTA and AmeriCorps ...................................................................... 25

Sharing the Member Stories .................................................................................................... 26

Branding Guidance................................................................................................................... 26

The Three ‘R’s of Branding ................................................................................................... 26

Reasons to Brand AmeriCorps............................................................................................. 27

Resources and Recommendations...................................................................................... 27

Chapter 4: Preparing for New Members........................................................................................ 29

Introduction................................................................................................................................... 29

The VISTA Assignment Description (VAD)................................................................................. 29

Functions and Expectations/ Purpose .................................................................................... 30

Writing VADs ............................................................................................................................. 30

Title.......................................................................................................................................... 31

Project Details........................................................................................................................ 31

Project Goal Statement......................................................................................................... 31

Objectives .............................................................................................................................. 31

Member Activities.................................................................................................................. 31

Revising VADs............................................................................................................................ 31

Additional Resources: VAD...................................................................................................... 32

Recruitment ................................................................................................................................... 32

Stages of Recruitment............................................................................................................... 32

Getting Ready for Recruitment................................................................................................ 32

Roles and Responsibilities.................................................................................................... 33

Elements of Recruitment Plan.................................................................................................. 33

Plan.......................................................................................................................................... 33

Marketing ............................................................................................................................... 34

Member Screening................................................................................................................ 34

Interview ................................................................................................................................. 35

Recommendation Selection................................................................................................. 37
AmeriCorps VISTA Sponsor Handbook: Table of Contents

vi

Version 2023.1

VISTA Member Orientation (VMO)............................................................................................. 38

Member Experience ................................................................................................................. 38

The Curriculum ...................................................................................................................... 38

Requirements for Success .................................................................................................... 39

VMO Activities ....................................................................................................................... 39

Member Responsibility............................................................................................................. 39

Mandatory Attendance of Candidates/ Members............................................................. 39

Mandatory Portal Onboarding Forms Prior to VMO......................................................... 40

Mandatory Online Coursework Prior to VMO.................................................................... 40

Special Needs: Physical, Linguistic, and Other Accommodations .................................. 40

Requirement to Take the Oath or Affirmation of Service ................................................. 41

Supervisor Responsibilities ...................................................................................................... 41

Planning for On-Site and Orientation Training (OSOT) ........................................................... 42

Purpose ...................................................................................................................................... 42

Sponsor’s Responsibility........................................................................................................... 43

OSOT Outcomes ...................................................................................................................... 43

Suggested Orientation and Training Methods...................................................................... 44

Chapter 5: Supporting and Supervising Members....................................................................... 46

Introduction................................................................................................................................... 46

Supervision.................................................................................................................................... 46

Distinctions Between Members and Employees ...................................................................... 47

Changes to Member Supervision............................................................................................... 48

Coaching the Member................................................................................................................. 49

Retention........................................................................................................................................ 49

Administrative Support................................................................................................................ 50

Space, Technology, Office Supplies ....................................................................................... 50

Service- Related Transportation .............................................................................................. 50

Accidents While Driving for APPROVED Service-Related Purposes ............................... 51

Program Budget........................................................................................................................ 51

Delivering On-Site Orientation and Training ............................................................................ 51

Ongoing Training ......................................................................................................................... 51

Opportunities through the Sponsor ....................................................................................... 51

Opportunities through AmeriCorps VISTA............................................................................ 52

In Service Training (IST) ........................................................................................................ 52
AmeriCorps VISTA Sponsor Handbook: Table of Contents

vii

Version 2023.1

Training Webinars ................................................................................................................. 52

Member Handbook...................................................................................................................... 53

Civil Rights and Responsibilities ................................................................................................. 53

Discrimination............................................................................................................................ 53

Harassment ................................................................................................................................ 54

Complaint Procedures.............................................................................................................. 54

Safety.............................................................................................................................................. 54

Member Terms and Conditions.................................................................................................. 55

Religious Organizations or Activities ...................................................................................... 55

Limitation on Political Activities ............................................................................................... 55

Limitation on Displacement of Employed Workers and Impairment of Contracts for 

Service ........................................................................................................................................ 55

Limitation on Receiving any Compensation or Other Benefits for Service of AmeriCorps 

Members .................................................................................................................................... 56

Limitation on Labor and Anti-Labor Activity........................................................................... 56

Prohibition on Nepotism .......................................................................................................... 56

Limitation on AmeriCorps Fraternization ............................................................................... 57

Limitation on AmeriCorps Members Serving in VISTA Considered as Federal Employees

..................................................................................................................................................... 58

Member Benefits .......................................................................................................................... 58

Living Allowance ....................................................................................................................... 58

Leave........................................................................................................................................... 59

Relocation Assistance ............................................................................................................... 59

Healthcare Benefits ................................................................................................................... 60

Child Care Benefits ................................................................................................................... 60

Emergencies .............................................................................................................................. 61

End-of-Service Benefits ............................................................................................................ 61

Post-Service Federal Benefits .................................................................................................. 61

Member Policies ........................................................................................................................... 62

Outside Employment................................................................................................................ 62

Teleservice and Virtual Service Site ........................................................................................ 62

Educational Courses ................................................................................................................. 64

Supplemental Benefits From Sponsor and Site..................................................................... 64

Housing .................................................................................................................................. 64
AmeriCorps VISTA Sponsor Handbook: Table of Contents

viii

Version 2023.1

Relocation Assistance ........................................................................................................... 65

Transportation ....................................................................................................................... 65

Food........................................................................................................................................ 65

Support Services.................................................................................................................... 66

Other....................................................................................................................................... 66

Service Letters ............................................................................................................................... 67

Currently Serving Certification ................................................................................................ 67

Public Benefits Income Disregard........................................................................................... 67

Social Security Income Disregard ........................................................................................... 67

Verification of Service ............................................................................................................... 67

Other Public Benefits ................................................................................................................... 68

Protection of Public Assistance Benefits While Serving in AmeriCorps VISTA.................. 68

College Cost Reduction and Access Act................................................................................ 68

Member Recordkeeping.............................................................................................................. 68

Leave Hours/Days ..................................................................................................................... 68

Performance and Conduct Issues ........................................................................................... 68

Outside Employment................................................................................................................ 69

Teleservice and Virtual Service Site Requests........................................................................ 69

Managing Member Emergencies (On- and Off-Duty).............................................................. 69

Emergency Contact Information ............................................................................................. 69

Emergency Leave...................................................................................................................... 69

Emergency Travel...................................................................................................................... 70

Emergency Expense Allowance .............................................................................................. 70

Jury Duty .................................................................................................................................... 70

Military Leave............................................................................................................................. 71

Parental Leave ........................................................................................................................... 71

Family and Medical Leave Act................................................................................................. 71

Natural Disasters ....................................................................................................................... 71

Driving Accidents ...................................................................................................................... 72

Liability Coverage (Federal Tort Claims Act) ......................................................................... 73

Worker’s Comp (Federal Employees’ Compensation Act) .................................................. 73

Member Hospitalization ........................................................................................................... 73

Member Arrest .......................................................................................................................... 74
AmeriCorps VISTA Sponsor Handbook: Table of Contents

ix

Version 2023.1

Death in Service......................................................................................................................... 74

Challenges with Members........................................................................................................... 74

Member Resignation or Member-Initiated Reassignment................................................... 75

Performance and Conduct....................................................................................................... 75

Sponsor-Initiated Removal....................................................................................................... 76

AmeriCorps-Initiated Removals and Terminations for Policy Violations ............................ 77

Transition Out of Service.............................................................................................................. 78

Project Planning......................................................................................................................... 78

Member Planning...................................................................................................................... 78

Exiting Members from Service via the Future Plans Form.................................................... 79

Regular Exit ............................................................................................................................ 79

Reenrollment.......................................................................................................................... 79

Extension ................................................................................................................................ 79

Early Termination................................................................................................................... 80

Deferral................................................................................................................................... 80

Future Plans Form (FPF) Submission....................................................................................... 80

Chapter 6: Advancing National Service ......................................................................................... 81

Introduction................................................................................................................................... 81

AmeriCorps.gov............................................................................................................................ 81

Media ............................................................................................................................................. 81

Social Media.................................................................................................................................. 81

AmeriCorps Service Gear............................................................................................................ 82

Outreach to Elected Officials ...................................................................................................... 82

National Service Recognition Day........................................................................................... 82

Partnering with Other National Service Programs.................................................................... 82

Days of Service .......................................................................................................................... 82

Martin Luther King, Jr. Day of Service..................................................................................... 82

September 11th Day of Service and Remembrance.............................................................. 83

AmeriCorps Week ........................................................................................................................ 83

Appendix I: Change Log.................................................................................................................. 84

Appendix II: Key Terms and Definitions......................................................................................... 86

Appendix III: Acronyms.................................................................................................................... 90
AmeriCorps VISTA Sponsor Handbook: Chapter 1: Introduction and Overview 

1 

Version 2023.1

Chapter 1: Introduction and Overview

Introduction 

The Sponsor Handbook (Handbook) addresses roles, responsibilities, and expectations 

related to AmeriCorps VISTA project management for all project staff including project 

directors, supervisors (member or site), authorized representatives, fiscal staff, and more. 

Throughout this resource, links to more information or best practices are provided when 

available for each topic. This document is a companion resource to the Member Handbook, 

which speaks to member policies, as well as to the Sponsor training resources available via 

the VISTA Campus. 

When a question or issue arises, VISTA project staff should first refer to this Handbook for 

information on how to proceed and consult with their AmeriCorps regional office. While this 

Handbook covers many topics, AmeriCorps regional offices know your project and can offer 

support and guide you to additional resources. 

If there is a conflict between a provision contained in this Handbook and applicable federal 

regulations, the Memorandum of Agreement or Terms and Conditions of the Notice of Grant 

Award (NGA), the applicable regulations and/or the Memorandum and/or the applicable 

Terms and Conditions of the NGA are the controlling authorities. 

Handbook Design 

The Handbook is designed to be a comprehensive, straightforward resource manual with 

easy-to-locate information that spans the entire lifecycle of an AmeriCorps VISTA project. The 

Handbook contains content and guidance on all aspects of AmeriCorps VISTA project 

management, including but not limited to member support, reporting requirements, 

preparing for new members, core responsibilities, and terms and conditions. 

The Handbook is organized into chapters that contain important guidance about specific 

requirements and responsibilities as well as success tips, templates, and best practices 

throughout the life cycle of an AmeriCorps VISTA project. Project directors, supervisors, 

authorized representatives, and others involved with the AmeriCorps VISTA project will 

benefit from reviewing some or all of this information. 

Some sections conclude with a list of related resources and recommended links that point 

readers to additional information on selected topics. 

Definitions of common words and phrases used throughout the Handbook as well as key 

acronyms and their meanings can be found in Appendix II and III. See 45 C.F.R. §2556.5 for 

additional specific definitions in the VISTA Regulations.

This electronic resource is easily searchable and contains links to additional resources and 

information. Additionally, this resource will be updated periodically and reviewed at least 

annually, to ensure alignment among all VISTA resources and guidance. As a result, we 
AmeriCorps VISTA Sponsor Handbook: Chapter 1: Introduction and Overview 

2 

Version 2023.1

recommend that you do not print this resource but rather make an electronic bookmark for 

the Handbook and take advantage of the digital features. 

Notifications

When Handbook information is added or modified, AmeriCorps VISTA Sponsors will be 

notified in a variety of ways including but not limited to email notification from AmeriCorps 

headquarters and follow-up communications from AmeriCorps Regional Offices. 

Suggestions for the Handbook regarding new content, corrections, and deletions are always 

welcome. To offer suggestions, email vista@cns.gov and copy your corresponding 

AmeriCorps Regional Office on the email. 

<Back to Table of Contents
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

3 

Version 2023.1

Chapter 2: About AmeriCorps

About AmeriCorps

In 1993, AmeriCorps was established under the National and Community Service Trust Act of 

1993 to connect Americans of all ages and backgrounds with opportunities to give back to 

their communities and their nation. AmeriCorps is the operating name for the Corporation for 

National and Community Service. 

AmeriCorps empowers and supports Americans to tackle persistent challenges such as 

helping youth succeed in school, securing safe affordable housing for economically 

disadvantaged families, or helping communities respond to disasters. Through this work,

AmeriCorps achieves its mission of improving lives, strengthening communities and fortifying 

the civic health of our nation.

At its inception, AmeriCorps was directed to manage three main programs:

• AmeriCorps, which incorporated the longstanding VISTA program, the new National 

Civilian Community Corps (NCCC) program, and the new AmeriCorps State and 

National program, the full-time demonstration program that had been established 

under the National and Community Service Act of 1990

• AmeriCorps Seniors, which incorporated the Foster Grandparent, Senior Companion, 

and RSVP programs

• Learn and Serve America, formerly known as Serve America1

AmeriCorps members and AmeriCorps Seniors volunteers serve at more than 50,000 

locations across the country to meet community needs related to education, health, energy 

and conservation, economic development, veterans and military families, and disaster 

services. 

AmeriCorps is part of our nation’s history of commitment to building a culture of citizenship, 

service, and responsibility. For more information on the history of AmeriCorps, see the 

National Service Timeline. For a list of acronyms related to national service, see Appendix III: 

Acronyms. 

AmeriCorps Strategic Plan

The AmeriCorps’ 2022-2026 Strategic Plan presents the long-term objectives an agency 

hopes to accomplish at the beginning of each new term of an Administration by describing 

general and long-term goals the agency aims to achieve, what actions the agency will take to 

realize those goals, and how the agency will deal with challenges and risks that may hinder 

achieving results.

The Strategic Plan provides a roadmap for using national service to address critical 

challenges facing our communities and our nation. It builds on the strong foundation of 

national service that has developed over the past four decades and the vision set forth in the 

1 Effective in 2011, the Learn and Service America program is no longer operating. 
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

4 

Version 2023.1

bipartisan Edward M. Kennedy Serve America Act of 2009. 

About AmeriCorps VISTA

AmeriCorps VISTA (Volunteers in Service to America) is an anti-poverty program that 

provides full-time and summer associate service members to nonprofit organizations and 

local agencies that serve low-income communities. The program’s purpose, as defined by 

law, is to strengthen efforts to eliminate poverty by encouraging people from all walks of life 

to engage in meaningful volunteer service. The DVSA, the VISTA program’s authorizing 

legislation, describes four main objectives of the program:

• To generate the commitment of private sector resources 

• To encourage volunteer service at the local level

• To support efforts by local agencies and community organizations to achieve longterm sustainability of projects

• To strengthen local agencies and community organizations that serve low-income 

communities. 

The program was first envisioned by President John F. Kennedy when, in 1962, he 

commissioned a task force to explore the creation of a national service program modeled 

after the Peace Corps, whose purpose would be to assist Americans afflicted by poverty. In 

1964, President Lyndon B. Johnson realized that vision and created what was then known as 

Volunteers in Service to America (VISTA).

In 1965, the first members began serving in migrant farm worker camps in California, the 

hollows of eastern Kentucky, and urban neighborhoods of Hartford, Connecticut. Since then, 

more than 220,000 members have served in all 50 states and U.S. Territories. AmeriCorps

members in VISTA serve in tribal, rural, suburban, and urban communities. Poverty exists in 

many forms, which is why VISTA’s model is driven directly by communities in need. Whether 

that need is expanding job-training services for out-of-work coal miners in Kentucky, 

recruiting disadvantaged youth for computer literacy and coding classes in Minneapolis, or 

combatting homelessness among our veterans, AmeriCorps members in VISTA help others 

while gaining valuable skills for their careers.

“This is your job—to guide the young, to comfort the sick, to encourage the 

downtrodden, to teach the skills which may lead to a more satisfying and a 

more rewarding life. On your idealism and on your success rests much of our 

hope for the final elimination of poverty in our American life.”

- President Lyndon B Johnson in his remarks to the first VISTA class in 1964.
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

5 

Version 2023.1

In 1994, VISTA became a program of AmeriCorps, founded by President Bill Clinton. In 

2009, The Edward M. Kennedy Serve America Act of 2009 was signed and expanded the 

national service programs administered by AmeriCorps.

The AmeriCorps VISTA program has been addressing the needs of impoverished 

communities for more than 50 years.2 AmeriCorps VISTA builds the capacity of not only 

communities but also of the members who serve. It provides the opportunity to bring local 

and national resources to bear on local issues, making it possible to balance scarce skills with 

community knowledge and capital.

Legislative History

AmeriCorps VISTA was originally created in 1964 by the Economic Opportunity Act as part of 

the “War on Poverty.” In 1973, the program was reauthorized with the passage of the 

Domestic Volunteer Service Act of 1973, as amended, (DVSA), and it became part of a new 

federal agency called ACTION, the Federal Domestic Volunteer Agency. In 1990, the 

National and Community Service Act of 1990 created the new AmeriCorps program and 

moved the national service programs in ACTION – the VISTA and Senior Corps programs - to 

the Commission on National Service. In 1993 a new federal agency, the Corporation for 

National and Community Service (now known as AmeriCorps), was created. VISTA formally 

fell under the AmeriCorps national service program umbrella and became known as 

AmeriCorps VISTA. In 2009, the DVSA was amended again upon the passage of the Edward 

M. Kennedy Serve America Act of 2009. The Serve America Act did not change the 

fundamental purpose or the structure of the VISTA program, but it did codify project 

sustainability as a key objective of the program. 

Legal Framework

AmeriCorps VISTA operates under parameters defined by federal law, federal regulations, 

and agency policies and guidance. It can be helpful to know where to find the relevant legal 

requirements when learning how to manage the VISTA program at the local or national level. 

The following section is an overview of this documentation.

Legislation

The legislation under which the VISTA program operates is the Domestic Volunteer Service 

Act of 1973 (DVSA), as amended, and certain provisions of the National and Community 

Service Act of 1990 (NCSA), as amended. The DVSA is the VISTA program’s authorizing 

legislation, and it is the Federal law enacted by Congress that outlines the purposes of the 

program and the parameters within which it may operate. By law, AmeriCorps cannot 

operate the program in any way that violates these parameters. 

Regulations3,4

Statutes, such as the DVSA, tend to be very broad. Congress often leaves the details of the 

law to the federal agency charged with its implementation. Congress grants executive branch 

agencies, such as AmeriCorps, with authority to interpret the law and develop the 

2

 Review a timeline that celebrates 50 years of VISTA service. 3 45 C.F.R. §2556.3 (2018). 4 45 C.F.R. §2556.7 (2018). 
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

6 

Version 2023.1

programmatic details. Many of these details ultimately appear as regulations, codified in the 

Code of Federal Regulations (CFR). 

Regulations are developed through a process known as Rulemaking, which involves 

publication in the Federal Register of proposed regulations that allow for public comment. 

Taking the public comments into full consideration, the Federal agency thereafter publishes 

the regulations as final. Regulations have the weight of law, but they may be amended 

through the Rulemaking process at any time. The regulations that pertain to AmeriCorps 

VISTA are accessible on the electronic code of federal regulations. 

Many Handbook passages refer directly to a corresponding AmeriCorps VISTA Regulation 

from which the policy or procedure is crafted. AmeriCorps VISTA regulations reflect how the 

program implements and interprets its statute, the Domestic Volunteer Service Act of 1973, 

as amended5 (DVSA), and they are legally binding. The regulations specifically address issues 

including but not limited to eligibility, termination, sponsors, summer associates, restrictions, 

protections, terms, and benefits. 

Policies

As necessary, the Director of the AmeriCorps VISTA program may issue written policies to 

clarify or update details of the program not defined elsewhere. These policies must be 

consistent with the statute and program regulations. 

Program Guidance

Each year, the Director of the VISTA program issues program guidance to current and 

potential project sponsors and AmeriCorps regional offices. This guidance provides 

directions about programming priorities and national initiatives. Current program guidance is 

available on the sponsor resources page of the AmeriCorps website. 

About VISTA Projects

Nonprofit organizations, Native Nations, and state, city, and local government agencies are 

eligible to apply to be sponsors. Eligible sponsorship by nonprofit organizations is not 

limited to those organizations designated by the Internal Revenue Service (IRS) as a 

“501(c)(3)” organization; eligible sponsorship may also include nonprofits with other IRSdesignated 501(c) statuses that focus on anti-poverty outcomes. Organizations that focus 

solely on advocacy and lobbying are not eligible. Sponsors must be able to operate and 

direct the project, recruit, and supervise AmeriCorps members, and provide the necessary 

administrative support to achieve the goals of the project. Sponsors must develop and 

manage projects with meaningful involvement of the low-income communities to be served. 

Key Principles 

VISTA embraces the following key principles: 

1. Anti-poverty Focus — the statutory purpose of AmeriCorps VISTA is to strengthen and 

support efforts to eliminate and alleviate poverty and address poverty-related 

problems in the United States. Each project must focus on empowering individuals to 

5 The Domestic Volunteer Service Act 
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

7 

Version 2023.1

emerge from poverty, not simply making poverty more tolerable. Projects should 

focus on long-term solutions to poverty rather than short-term services. 

2. Sustainable Solutions — AmeriCorps members in the VISTA program serve as shortterm resources to build the long-term sustainability of anti-poverty programs. Projects 

should be developed with a goal to phase out the need for members and have the 

project continue without them.

3. Community Empowerment — Prospective and current project sponsors must engage 

people of the communities to be served by the project in planning, developing, 

implementing, and evaluating the project. Each project must be responsive and 

relevant to the lives of community residents, and tap into inherent community assets, 

strengths, and resources. 

4. Capacity Building —Members create systems that remain long after their term of 

service ends. AmeriCorps VISTA projects expand the scale, impact, and resourceleveraging ability of specific anti-poverty programs of their sponsor. Members 

strengthen sponsors’ efforts by expanding community partnerships, securing longterm resources, and addressing specific local needs, with all activities focused on 

creating pathways out of poverty for low-income communities. 

Who’s Who in the VISTA Network? 

At AmeriCorps

AmeriCorps has a headquarters office in Washington, D.C., and eight regional offices 

throughout the country. The AmeriCorps regional offices administer the AmeriCorps State 

and National, AmeriCorps VISTA, the AmeriCorps Seniors programs, and other AmeriCorps 

initiatives. 

VISTA Headquarters

AmeriCorps Headquarters (HQ), in consultation with the AmeriCorps regional offices and 

other AmeriCorps staff, determines goals, policies, administrative procedures, training, and 

budgetary requirements for effective and efficient program operation. The HQ office 

performs the following tasks:

• Monitors progress toward achieving national program goals and priorities

• Allocates and monitors resources among AmeriCorps Regional Offices

• Sets policies and procedures

• Prepares reports to Congress, the White House, and the public

• Researches and shares effective program models

• Develops and implements training, professional development, and technical 

assistance for members, leaders, and sponsors

• Administers support services, such as health care, childcare, payments and 

reimbursements for living allowances and travel, and enrollments in the Eli Segal 

AmeriCorps Education Award or end-of-service stipend 

• Guides recruitment and outreach efforts to potential members and sponsors

• Develops and monitors the budget
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

8 

Version 2023.1

VISTA Member Support Unit

The VISTA Member Support Unit (VMSU) is part of AmeriCorps HQ but, due to their special 

functions that support members serving in the AmeriCorps VISTA program, the VMSU merits 

additional explanation. The VMSU provides a full array of administrative support to members 

and alumni. This support includes assistance for the member application, enrollment forms, 

training events, active service, end of service, and post service. The VMSU also serves as the 

repository for member files and a primary resource to answer questions from members about 

their service, forms, travel, benefits, etc. 

The VMSU handles administrative functions and activities including but not limited to: 

• Approving relocation travel 

• Arranging emergency travel 

• Answering members’ questions during their year of service

• Processing early terminations, requests for extensions and reenrollments, and close of 

service 

• Assisting members with using the My AmeriCorps portal

Members serving in the AmeriCorps VISTA program may contact the VMSU via the 

AmeriCorps Hotline at 800-942-2677 or at VMSU@cns.gov. 

AmeriCorps Regional Office

Every state has a designated AmeriCorps region office to help develop and manage VISTA

projects. The roles of an AmeriCorps region office include outreach, project development, 

and technical assistance. Each AmeriCorps regional office is led by a Regional Administrator 

(RA) and a Deputy Regional Administrator (DRA). The office also includes Senior Portfolio 

Managers (SPMs) and Portfolio Managers (PMs). Major duties of AmeriCorps regional staff 

are to:

• Manage a portfolio of AmeriCorps (VISTA and State and National) and AmeriCorps 

Seniors projects

• Provide technical assistance to project sponsors and monitor project/grants data 

indicators to affirm compliance with performance measurement requirements

• Assist current and potential sponsors in planning, designing, and submitting 

applications consistent with AmeriCorps guidance

• Assure portfolio records are well organized and comply with office requirements

• Continually review and evaluate project operations through electronic progress report 

review and feedback

• Respond to technical assistance requests from potential sponsoring organizations that 

wish to develop proposals for AmeriCorps VISTA projects

• Assist potential sponsors in refining project goals and objectives, in determining if the 

project is in accordance with the VISTA mission, and in ensuring that self-sustaining 

activity will be achieved within the low-income community

• Approve or decline to approve applicants for the VISTA program

• Approve or disapprove an organization’s concept paper and application
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

9 

Version 2023.1

• Arrange for sponsor training opportunities 

• Approve or disapprove a sponsor’s selection of an applicant to serve in the VISTA 

program

• Enroll candidates in VISTA Member Orientation (VMO)

• Support members and sponsors during project implementation with in-service 

training and technical assistance

• Review progress reports 

• Close out projects

• Work with elected officials

• Conduct community outreach

Office of Monitoring

Office of Monitoring staff may conduct on site or off-site compliance monitoring reviews of 

your project. The purpose of the Office of Monitoring is to ensure the compliance of 

AmeriCorps award recipients, including Sponsors, in order to:

• Increase their impact

• Strengthen their capacity to reduce risks

• Promote a holistic approach to continuous improvement

Office of National Trust

Frequently referred to as the Trust, the Office of the National Service Trust within AmeriCorps 

manages the various functions related to the Eli Segal AmeriCorps Education Award. Duties 

of the National Service Trust include:

• Providing information to members and programs regarding the Trust

• Enrolling members in the Trust and documenting their service

• Providing Education Awards to alumni who successfully completed their service (as 

well as providing partial Education Awards to those who are approved for a 

compelling early exit from service)

• Helping alumni use their earned Education Awards and making appropriate payments 

to schools and loan holders as directed by alumni (after the alumni initiates and 

submits the Education Award Payment request form in my.americorps.gov)

• Helping currently serving members obtain forbearances on the repayment of their 

qualified student loans (after the member initiates and submits the Loan Forbearance 

request form in my.americorps.gov) and making appropriate payments for interest 

that accrued while the members were serving (after the alumni initiates and submits 

the Interest Accrual Payment request form in my.americorps.gov)

• Managing the investments of the Trust 

Members, alumni, sponsors, and AmeriCorps regional offices can contact the Trust via the 

AmeriCorps Hotline.

AmeriCorps Hotline

Frequently referred to as the Hotline, this service is operated via an AmeriCorps contract. 

The AmeriCorps Hotline is a service that provides general AmeriCorps program information, 
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

10

Version 2023.1

eGrants (eGrants is an online system designed to automate the entire grants and project 

management process from application to closeout), and the My AmeriCorps portal help, and 

some program specific inquiries. Sponsors may call the Hotline with questions regarding 

eGrants technical issues, password assistance, and for general assistance. Members may 

contact the Hotline with questions including, but not limited to, the following topics: My 

AmeriCorps portal, benefits, living allowance, required forms, and Education Awards. 

Members in the AmeriCorps VISTA program may reach the VMSU and the Trust by calling the 

Hotline. Questions that cannot be answered by Hotline contractors are then elevated to the 

VMSU or the Trust as appropriate.

The Hotline can be reached at: 

• Toll Free: 800-942-2677 

• Online web form: https://questions.americorps.gov (Submit questions via web form 

or use the live chat function.)

The Hotline maintains the following hours: 

• January, May, June, July, August, and September 

o Monday through Friday: 9:00 a.m. to 7:00 p.m. (all times Eastern)

• February, March, April, October, November, and December

o Monday through Thursday: 9:00 a.m. to 7:00 p.m. (all times Eastern)

o Friday: closed

• Federal Holidays: Closed

At Your Project

The Community

Community, as distinguished from the sponsor, may be defined geographically (e.g., 

neighborhood), demographically (e.g., school children) or by affinity (e.g., individuals 

seeking food security for the household). In the VISTA program, the concept of community is 

meant to designate the residents of a low-income area. The central idea behind the VISTA 

program is that the project is conducted in partnership with the residents, not to or for them. 

Representatives of the community:

• Plan with the sponsor to develop a project

• Work with the sponsor directly and indirectly during project implementation

• Share, receive, and transfer skills, attitudes, and behaviors mutually

• Assume responsibility of the project’s activities at the end of service (as appropriate)

Sponsors6,7

A member in the VISTA program serves under the auspices of a sponsor: a federal, state, or 

local government agency, Native Nations, or a private or public nonprofit organization. The 

6 45 C.F.R. §2556.100 (2018). 7 45 C.F.R. §2556.105 (2018). 
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

11

Version 2023.1

sponsor, in turn, partners both with the low-income community it serves through its mission 

or project design and with the member.

The sponsor:

• Develops a project plan that incorporates the members to build long-term solutions 

to poverty-related issues within a local community

• Engages residents of the low-income community to ensure the project is responsive 

and relevant to the low-income residents

• Leverages community resources

• Expands the capacity of the community and its own organization to sustain the project 

when the members finish their terms of service

• Recruits members locally or nationwide

• Prepares a VISTA Assignment Description (VAD) for each member

• Supports the members as they work to expand the organization’s capacity to sustain 

the project

• Supervises, trains, and provides administrative support to the members

• Monitors and reports on project progress, through Project Progress Reports (PPRs)

• Ensures compliance with the DVSA and regulatory requirements, and all applicable 

VISTA policies and guidelines

• In some cases, cost-shares with AmeriCorps the living allowance and other projectrelated expenses 

If awarded grant funds, the sponsor has these additional responsibilities:

• Comply with the terms and conditions of the Notice of Grant Award, the Uniform 

Guidance for Federal Awards at 2 C.F.R. Parts 2008 and 22059

, and account for grant 

funds

• Perform criminal history background checks for all project staff in covered positions – 

i.e., all project staff – assigned to the project who receive any portion of their salary 

from AmeriCorps grant funding

• Pay the member living allowance, end-of-service cash stipend (but not the Education 

Award) and other miscellaneous costs to members if receiving a Program Grant

Project Director

The project director is a staff person of the sponsor who has been assigned by the sponsor 

the overall responsibility for the management of the project. Project directors are responsible 

for executing all aspects of the project as outlined by the sponsor and are critical to ensuring 

the success of the project. Project directors might also be called project supervisors.

Authorized Representative

The authorized representative is the individual who has the authority to commit resources on 

behalf of the sponsor organization. This individual certifies the concept paper, authorizes the 

application, and must have a personal eGrants account in order to do so.

8 2 C.F.R. Part 200 (2018). 9 2 C.F.R. Part 2205 (2018).
AmeriCorps VISTA Sponsor Handbook: Chapter 2: About AmeriCorps 

12

Version 2023.1

Supervisor

Supervisors directly supervise a member and are responsible for the day-to-day oversight of 

one or more members. This might be at the project level or a site/subrecipient level. Some 

supervisors might also be project directors and fulfill more than one role regarding project 

management. Sponsors are responsible for ensuring all supervisors are trained.

Member

AmeriCorps members, including leaders, serving in the VISTA program vary in age and hail 

from a range of diverse backgrounds and experiences. Each member commits to one year of 

full-time service on a specific project operated by a sponsor. Their work should focus on 

creating or expanding an organization’s specific anti-poverty program and building the 

project’s capacity to ensure sustainability once resources are withdrawn.

The Summer Associate Program allows members to serve through an existing project for 

eight, nine, or ten weeks through the summer months. Unlike members who serve yearlong 

terms of service performing capacity-building activities, summer associates generally perform 

direct service activities but can be assigned to short-term capacity-building activities as well. 

Both members who serve a yearlong term of service and members who are summer 

associates, live and serve in some of our nation’s poorest areas. They receive a modest living 

allowance and other benefits during their service. After successfully completing a term of 

service, members and summer associates may receive either a Segal AmeriCorps Education 

Award, which can be used to pay for college or student loans, or an end-of-service cash 

stipend. Individuals interested in serving in the VISTA program should apply here. 

Each year, the VISTA program supports approximately 8,000 full-time members and summer 

associates who will serve with approximately 850 sponsors. They leverage human, financial, 

and material resources to develop sustainable solutions to problems in low-income 

communities across the country.

Members make a full-time, one-year commitment to alleviate poverty in a particular 

community. Members:

• Serve as a catalyst and change agent

• Mobilize community resources

• Increase the capacity of the low-income community to achieve its goals

• Ensure that the project activities are able to be sustained at the end of service

• Fulfill the VAD activities

• Follow the rules and guidelines in the Member Handbook 

Leaders10

Leaders have successfully completed at least one term of full-time AmeriCorps service with 

VISTA (365 days), NCCC (1,700 hours), or State and National (1,700 hours), or a full term with 

the Peace Corps, and have demonstrated to the VISTA program exemplary skills and 

leadership in community service. Leaders may not perform administrative or supervisory 

10 45 C.F.R. §§ 2556.300-365 (2018). 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

13

Version 2023.1

functions for their sponsor or AmeriCorps regional office. Leaders are assigned to some 

larger projects or regions to assist sponsors and members in achieving project objectives and 

developing new project activities and sources of community support. Leaders coordinate, 

train, and guide members to increase the impact of the project.

Summer Associates11,12

The VISTA program allows for existing project sponsors to supplement their anti-poverty 

activities with an infusion of "hands-on volunteers" during the summer months of May 

through August. Unlike members who serve year-round, summer associates are not limited in 

their ability to perform direct service activities. Full year members may serve as mentors and 

coordinators for the summer associates but not as supervisors. This summer program is a 

prime opportunity to introduce individuals, particularly college-age students, to national 

service with the hope it will lead to their participation in longer-term national service 

programs later on.

The summer associates program offers individuals the opportunity to participate for eight, 

nine, or ten weeks during the summer months in an intensive level of summer service that 

expands on existing sponsors’ service plans. Summer efforts, combined with ongoing 

programming, should result in:

• Outcomes that increase the approved project’s impact on those being served and 

supplement the work of the members

• A credible effort to help people escape poverty, not simply make poverty more 

tolerable

<Back to Table of Contents

Chapter 3: Managing A Project

Introduction 

This chapter focuses on sponsor project management responsibilities. Project directors are 

designated by an organization and are responsible for managing resources and providing 

the support necessary to achieve project goals. Project directors also play an important role 

11 45 C.F.R. §2556.500 (2018). 

12 45 C.F.R. §2556.505 (2018). 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project

14

Version 2023.1

in the success of the project and in linking the sponsoring organization with AmeriCorps and 

its VISTA program.

Overview of Core Sponsor Responsibilities

Sponsors have several responsibilities in executing their projects. It is critical that the project 

director and the authorized representative are familiar with the project application and other 

key documents to which they commit their organization, including the Memorandum of 

Agreement (MA) and, if applicable, the Notice of Grant Award (NGA). 

The following list summarizes some core responsibilities of Sponsors:

• Operate the project

o In accordance with applicable laws, regulations, policies, certifications, and 

assurances

o In accordance with the approved project application

o With best efforts to accomplish the goals set out for the members in the 

project application

o In consultation with and involving the people of the communities to be served 

in planning, developing, and implementing the project

• Ensure the project director/supervisor named on the project application participates 

in supervisor orientation and training offered by AmeriCorps

• Ensure each member has a direct supervisor and that all supervisors are trained with 

support from the AmeriCorps regional office

• In cases where the sponsor assigns members to subrecipient organization(s) separate 

from the sponsoring organization, enter into a Memoranda of Understanding (MOUs) 

with each subrecipient organization where member(s) are placed 

• Ensure that all VISTA resources are used properly at all times

• Complete reporting requirements, including

o Sponsor Verification Form (SVF)

o Future Plans Form (FPF) Part B – for members exiting service

o Project Progress Report (PPR)

o VISTA Progress Report Supplement (VPRS)

o Federal Financial Report (FFR) - only if awarded a support or program grant

• For cost share projects, reimburse AmeriCorps for biweekly payments to all cost share 

members for their living allowances

• Recruit and retain high-quality members for service

• Recognize the impact of members in your community and acknowledge AmeriCorps 

as a funder
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project

15

Version 2023.1

Member Experience

Member experience is another core responsibility that rests with the project director and 

supervisor(s). The core responsibilities begin with planning for recruitment, which occurs well 

before the member arrives on site, and continue throughout the member’s service term. 

• Prepare a VISTA Assignment Description (VAD) for each position that aligns with the 

goals described in the project application and that contains a reasonable number of 

activities expected to be accomplished in a one-year term of service

• Prepare a Service Opportunity Listing (SOL) using information from the VAD. The SOL

serves as a short description of the roles and responsibilities of the member position, 

information about your organization, your mission, the member benefits, contact 

information, and application due date

• Recruit, screen, and interview applicants and make candidate recommendations to 

the AmeriCorps regional office in advance of VMOs

• Regularly communicate with the applicant after selecting the applicant for service and 

prior to the individual’s first day of service to keep them engaged and motivated to 

serve with your project (minimizes risk of dropping out due to poor or lack of 

communication)

• Provide an in-depth On-Site Orientation and Training (OSOT) for all incoming 

members at the beginning of their service

• Supervise and support all assigned AmeriCorps members on a day-to-day basis and 

ensure that subrecipient organizations provide day-to-day supervision, guidance, and 

support

• Inform the assigned AmeriCorps Region Portfolio Manager of any potential member 

issues (attendance, performance, communication, etc.) so that they may be addressed 

early to ensure successful service and project completions and so that AmeriCorps 

can provide support

• Ensure the safety of all assigned members during the performance of their assigned 

duties, and notify your AmeriCorps regional office promptly of any serious injury, 

harassment, and/or discrimination

Execute as Approved or Amend

Your approved project application is available in eGrants for review any time. This document 

captures the full scope of the project, including sites, member assignments, and performance 

measures. The sponsor must execute the application as approved and consult the 

AmeriCorps regional office to amend the application.

When it is approved and a project is awarded, the project application becomes part of the 

agreement between AmeriCorps and the sponsor. The sponsor is obligated to execute the 

project as detailed in the project application. If changes in the community or organization 

make the approved project unrealistic or inadvisable, the sponsor should contact the 

AmeriCorps regional office to discuss the circumstances and review the possibility of 

amending the project application to shift the approved project. 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

16

Version 2023.1

Guiding Questions for Implementation: Connections to Other Materials

After a project is awarded and moves toward and through implementation, the sponsor has 

responsibility for developing and using other official documents to support the project. 

These documents include, but are not limited to, Service Opportunity Listings (SOLs), VISTA 

Assignment Descriptions (VADs), and On-Site Orientation and Training (OSOT) plans. These 

materials are submitted to and approved by the AmeriCorps regional office. All of these 

materials should align with the content in the approved project application. If these official 

documents don’t align with the approved project application, the AmeriCorps regional office

may ask for them to be revised to strengthen the connection to the application or for the 

project application to be amended to incorporate changes or additional information. 

See Preparing for New Members for more information on SOLs, VADs, and OSOT plans. 

Memorandum of Agreement 

A Memorandum of Agreement (MA) between the sponsor and AmeriCorps is electronically 

“signed” by the Senior Portfolio Manager and the authorized representative of the sponsor. 

This agreement is a legally binding document that states the specific obligations of each 

party, as well as joint responsibilities. The MA is produced and can be accessed in eGrants. 

Sites are subject to the terms of the MA through their Memorandum of Understanding (MOU) 

with the sponsor. 

Memorandum of Understanding

In cases where the sponsor assigns members to subrecipient organizations, the sponsor 

enters into a MOU with each subrecipient that is a separate legal entity. In this MOU, the 

sponsor outlines the roles, responsibilities, and agreement for the subrecipient along with 

potential procedures for working together with the sponsor.

AmeriCorps Support and Oversight

The AmeriCorps regional office helps develop and manage VISTA projects. They support 

your supervision of members and may intervene in emergencies or difficult situations. 

Oversight is conducted through reviewing of reports, phone calls, emails, and site visits. 

Training and Technical Assistance

AmeriCorps staff also connect you to resources related to your specific training and technical 

assistance needs. The AmeriCorps regional office can also provide technical assistance via 

conference calls, webinars, email, and site visits regarding: 

• eGrants

• Recruitment

• Access to resources and trainings

• Reporting

• Adjusting project plans, VADs, and OSOT plans

Site Visits

Site visits, conducted by the AmeriCorps regional office staff to support the sponsoring 

organization, are designed to meet specific needs, enhance project effectiveness, deliver 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project

17

Version 2023.1

technical assistance, and support and recognize project successes. Site visits are a method of 

exchanging information; providing technical assistance and guidance as needed; and 

assisting with project promotion. 

During the site visit, the AmeriCorps regional office reviews the sponsor and project for 

administrative effectiveness, compliance, and quality. AmeriCorps headquarters staff may 

also participate in site visits to the sponsor and subrecipient sites. AmeriCorps staff members 

assess projects according to three categories:

• Sponsors and supervisors and their roles

o Member recruitment

o Member assignment

o OSOT

o In-Service Training

o Career development assistance for members

o Administration, including provision of supervision, transportation, and other 

support

o Assessment of need for AmeriCorps support and training

• Compliance

o Programmatic

o Fiscal

o Legal and regulatory

• Community impact and self-sufficiency

o Accomplishments

o Troubleshooting and mechanisms for overcoming challenges

o Resources generated

o Sustainability: how the community is going to take over when the member is 

gone

Quality Assurance and Compliance Monitoring

As a federal agency, AmeriCorps has a responsibility and a requirement to ensure that 

federal assistance is properly managed and expended in accordance with federal statutes, 

regulations, and guidance. 

AmeriCorps has an obligation to ensure that taxpayer money is used properly and efficiently. 

Your AmeriCorps regional office will follow your project’s quality and compliance from its 

early stages through its conclusion. On an ongoing basis, they will:

• Assess the project’s progress toward meeting the specific goals and objectives stated 

in the project application 

• Assess project compliance with applicable program and fiscal requirements

• Identify and address specific technical assistance needs

A variety of tools and strategies are used to monitor compliance, including:
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project

18

Version 2023.1

• Required reports, including the PPR, SVF, and FFR (as applicable)

• Other materials submitted as part of your project (VADs, SOLs, Future Plans Forms 

[FPF], etc.)

• Routine communications, by phone, over email, and in person at site visits and events

Additionally, the AmeriCorps Office of Monitoring conducts on-site and remote compliance 

visits. During compliance visits, AmeriCorps staff may interview project staff and members 

and review project materials and documentation. This may also include a fiscal review if a 

project received a grant. 

Using eGrants 

eGrants is an online system designed to automate the entire grants and project management 

process from application to closeout. It allows organizations to find funding opportunities, 

apply for projects, and manage reporting online. The system also allows AmeriCorps to 

review applications, award grants, and manage those grants and projects efficiently and 

effectively. 

eGrants is AmeriCorps’ web-based system for: 

• Submitting and tracking concept papers and applications

• Negotiating and awarding projects

• Managing projects including processing amendments and continuations, and 

• Progress reporting

Sponsoring organizations are required to use the eGrants system from application to 

closeout. The following activities take place in eGrants:

• Submission, negotiation, and approval of project applications, including concept 

papers, amendments, and continuations

• Award of MA

• Management of SOLs and VADs

• Recruitment and selection functions, including member applications, eligibility 

verification, and recommendation of applicants for service

• Management of member accounts, including FPFs

• Access cost share invoices and statements

• Completion and submission of project reports

There are many resources available to help you use the eGrants system, including an eGrants 

help desk through the AmeriCorps Hotline. eGrants works best when accessed via Internet 

Explorer and with pop-up blockers turned off. 

Managing Accounts

eGrants allows for each sponsor to have multiple staff accounts, and each account is assigned 

specific user roles. Each individual must have their own account with the roles needed for 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

19

Version 2023.1

their responsibilities. Grantee Administrators can approve new accounts for their 

organization and assign appropriate roles to each account. Creating a New User Account in 

eGrants provides an overview of eGrants/My AmeriCorps user roles for VISTA projects. 

Maintaining Current Sponsor Information 

Sponsors are responsible for ensuring their organization’s information is up-to-date in 

eGrants. If there are any changes to the organization’s contact information, identifying 

information, or key staff (including project director and authorized representative), the 

sponsor should enter the new information in eGrants as well as notify the AmeriCorps 

regional office directly. Additionally, project staff who have left the sponsoring organization 

or are no longer supporting the project should have their eGrants account deactivated.

Leaders & eGrants Accounts

Leaders may be given the role of Grantee Recruiter in My AmeriCorps, through eGrants, to 

support a project sponsor’s recruitment activities. To hold the role of Grantee Recruiter, the 

leader must apply for a separate eGrants account, after which the Grantee Administrator for 

the project may then approve the request by assigning the role of Grantee Recruiter to the 

leader. In the role of Grantee Recruiter, a leader is able to edit SOLs, search for and contact 

applicants, and review applications. Although the role of Grantee Recruiter allows the user to 

approve or reject applications, a leader may not do so. Only a project director or supervisor 

may approve or reject applications.

Under no circumstance can a leader have “Grantee, Grantee Administrator,” or any other 

eGrants role assigned to them. In addition, leaders may not access eGrants to work on 

project-management tasks – progress reports, for example – as this is a project staff function. 

Failure to comply with these provisions by a sponsor or leader can lead to project closure.

How to Get Help

For technical assistance or troubleshooting payments, credits, invoice errors, passwords, cost 

share, or other system-related questions, contact the AmeriCorps Hotline. You may contact 

your AmeriCorps regional office for questions regarding content that is entered in eGrants. 

My AmeriCorps Portal

My AmeriCorps Portal is an online system, accessed through eGrants by sponsors, designed 

to help manage the AmeriCorps experience online and in one place. Applicants, candidates, 

and members access it through my.americorps.gov, and sponsors access it through eGrants. 

Using My AmeriCorps, sponsors can: 

• Create and update SOLs and VADs

• Reach out to applicants whose interests and skills could make them a potential match 

for your service opportunities 

• View applications 

• Submit the Sponsor Recommendation and select applicants for service (pending 

review by the AmeriCorps regional office) 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

20

Version 2023.1

The Portal is designed to group pending tasks requiring your attention by type (such as 

enrollment, recruitment, and exit) and display them in separate areas for ease of access. 

These areas are called Workbaskets and are specific to each user. This means a user can only 

view data and perform tasks in the Portal that are related to their assigned user roles. 

Reporting

Sponsors and supervisors should be engaged in continuous monitoring of their project. 

Monitoring and oversight include assessing how well the project is being implemented and 

whether the project is on track to achieve its goals. Reporting is one-way AmeriCorps 

monitors VISTA projects.

Sponsor Verification Form (SVF)

Biweekly verification of actively serving members is critical for timely and correct payment of 

living allowances. The Sponsor Verification Form (SVF) is a document in eGrants that lists the 

active members assigned to a project and their end-of-service dates. On a biweekly basis, the 

Sponsor must complete and submit the form within three (3) workdays of receipt to confirm 

which members remained active during the previous pay period and which members left 

service during the previous pay period. (This reporting requirement does not replace the 

requirement of the Sponsor to notify their AmeriCorps regional office immediately regarding 

the departure [e.g., early removal or termination request, AWOL] of any of its members.) The 

sponsor must certify the SVF even if no members left during the pay period covered by the 

form. Regular submission of this form by supervisors is critical to avoid overpayments to 

members who have terminated service early or have already completed their term of service. 

A sponsor who fails to timely notify AmeriCorps that a member has ended service may be

responsible for any overpayments made to that member as a result. If the sponsor who is 

responsible for submitting the SVF will be out of the office and unable to submit, they must 

designate this responsibility to another staff member (not a volunteer, not a member, not a

leader).

Instructions and a schedule for the SVFs can be accessed in the sponsor resources section of 

the AmeriCorps website. 

Project Progress Report (PPR)

Purpose

Sponsors use the PPR to document project accomplishments during a certain reporting 

period, as well as challenges, support provided to members, and technical assistance needs. 

AmeriCorps staff use the PPR to assess progress and to determine what feedback, technical 

assistance or other interventions are needed. 

The PPR helps sponsors and AmeriCorps staff to see whether sponsors are operating the 

project in accordance with the application, VISTA policies and regulations, and whether 

sponsors are making adequate progress toward achieving the results specified in their 

approved application. Information from the PPR may also be used to fulfill requests for 

project information from other AmeriCorps departments, such as the Office of Government 

Relations and the Office of External Affairs.
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

21

Version 2023.1

Timing

Sponsors are required to submit PPRs semiannually, unless otherwise specified by the 

AmeriCorps regional office. 

Generally, reports are due 30 days after the end of a reporting period. Sponsors will 

complete PPRs regardless of whether a member was serving during that reporting period. 

Reports are submitted and reviewed in eGrants, and the reporting periods and due dates for 

each report are viewable there. 

Data Collection

To support the submission of quality data, all sponsors should create data collection 

processes that will start on the first day of a project and that satisfy the data collection 

protocols for any performance measures that were selected. Key definitions and data 

collection protocols for each AmeriCorps National Performance Measure are contained in 

the VISTA Performance Measure Instructions. 

Multi-site and intermediary projects are especially affected by the need to set up an 

information collection process to collect data from sites. The Working with Sub-Sites learning 

path on the VISTA Campus provides technical assistance resources to assist multi-site 

projects with reporting. 

Throughout project implementation, sponsors use their own processes to collect data that 

will be reported on in the PPRs. This includes quantitative data for specific performance 

measures as well as qualitative information, such as stories, anecdotes, explanations on 

performance measure progress, and descriptions of activities collected by the sponsor from 

individual members, community members and project staff.

Feedback

The AmeriCorps regional office reviews the submitted report and then provides feedback via 

eGrants. The feedback will include any guidance on administrative procedures, or revisions 

to project plans, noting successes and accomplishments, necessary corrections or issues that 

need to be addressed, as well as a timeframe for completion of outstanding items.

Instructions

Instructions for the PPR can be accessed in the sponsor resources section of the AmeriCorps 

website. 

Members may inform the completion of the report by providing data to their supervisor and 

the sponsoring organization. They may also review the completed report. However, they 

should not be required to complete or submit the actual report. This is the responsibility of a 

staff member at the project sponsoring organization. 

VISTA Progress Report Supplement (VPRS)

The VISTA Progress Report Supplement (VPRS) is an addendum to the PPR required of 

sponsors. The VPRS is submitted on an annual basis and is intended to cover activities over a 

single AmeriCorps fiscal year, regardless of the individual program year. Through the VPRS, 

sponsors submit specific performance data elements used by AmeriCorps. 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

22

Version 2023.1

All sponsors are required to submit the VPRS once per year by the deadline provided by the 

AmeriCorps regional office. Members may inform the completion of the report by providing 

data to the sponsoring organization. They may also review the completed report. However, 

they should not be asked, directed, or required to complete or submit the actual report. This 

is the responsibility of a staff member at the project sponsoring organization. 

Instructions for the VPRS can be accessed in the sponsor resources section of the AmeriCorps 

website.

Informal Communication 

Your AmeriCorps regional office wants to hear regularly about the accomplishments of your 

members and the work of your project in the community. 

Sharing Activities and Accomplishments

While the AmeriCorps regional office learns about project progress via standard reports, they 

are interested in hearing about major activities and accomplishments more frequently. 

Sponsors are invited to contact their AmeriCorps regional office any time to share breaking 

news about major events, high profile visits, new initiatives, grants and donations, key 

collaborations, and significant benchmarks. 

How AmeriCorps Regional Offices Share Information 

The AmeriCorps regional offices share information highlighting projects in the state and 

region with other AmeriCorps offices and will include accomplishment information you 

provide in the reports. AmeriCorps may then use this information for congressional office 

updates, social media content, and press releases to national media outlets.

Project Continuation 

VISTA is a short-term resource and projects are generally ready for a successful transition 

away from VISTA support after about three to five years. Projects are initially awarded VISTA 

resources for a period of about one year, and a continuation application for further resources 

must be submitted by a sponsor and approved by AmeriCorps for VISTA support to continue 

into subsequent years. 

The process for a sponsor to attain continuation begins four months (120 days) prior to the 

end of the current project year. At this time the AmeriCorps regional office may send an 

invitation to the sponsor to complete a continuation application. If the sponsor receives a 

continuation application invitation, the sponsor promptly completes a continuation 

application in eGrants and submits it no later than 90 days before the current project year 

ends.

The continuation process begins with a thorough review of the project's accomplishments to 

date and concludes with a decision by the AmeriCorps regional office whether to continue 

the project beyond the end of the current project year. If the project has been successful in 

meeting its goals and building sustainability, continuation is highly probable; however, a 

continuation is not guaranteed. Presuming there are no material issues with the continuation 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

23

Version 2023.1

application, the AmeriCorps regional office reviews the application within 15 business days of 

receipt or at least 75 days prior to the end of the MA.

The process for reviewing a continuation proposal is similar to the review process for an initial 

project application, but with several important differences. The AmeriCorps regional office

reviews the application for adherence to project guidelines and that regional office’s annual 

plan for project development.

Criteria for Approval 

The AmeriCorps regional office bases the decision to continue a project on the following 

conditions:

• VISTA resources are available

• The project’s progress toward achieving capacity-building and self-sufficiency goals

• The project’s performance in meeting its goals and objectives

• The sponsor’s compliance with provisions contained in the MA, the DVSA, VISTA 

regulations, and other applicable policies and guidelines

• Previous year's accomplishments, which must be included in the continuation 

proposal

• Long-range plans, especially regarding project sustainability, which must be 

discussed in the continuation proposal

• Timely submission of PPRs, monitoring reports, biweekly SVFs, and feedback from 

members to ensure the project is making substantial progress in meeting goals and 

objectives

• Level of recruitment and retention of members 

• Ability to meet cost-share commitments

The AmeriCorps regional office uses the following criteria in initial application approval and 

may also use them in reviewing continuations: 

• Assess the project’s involvement of stakeholders in project development and 

implementation through the duration of the project

• Assess the extent to which the project addresses the relevant needs of low-income 

communities and assess the project’s compliance with the provisions of the Domestic 

Volunteer Service Act of 1973 (DVSA), as amended, and all applicable regulations, 

policies, and guidelines 

• Assess the project’s actions and efforts to build organizational and/or community 

capacity to sustain the project beyond the term of service

• Evaluate the intended outcomes on the targeted population and community that the 

project describes in the application

• Evaluate whether the project makes sufficiently clear in the application how members 

will be trained, supervised, and supported to ensure mission success, as well as 

compliance with DVSA program rules and regulations
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

24

Version 2023.1

• Evaluate how the project illustrates the relationship between key project elements 

throughout the application, including a statement demonstrating the need and 

intended outcomes, performance measures, and VADs

• Evaluate the application to determine how the project intends to ensure that VISTA 

and community resources are sufficient to achieve project goals

• Assess whether the project has made clear in its application that the project possesses 

sufficient management and technical capability to implement and oversee the project

• Assess whether the project, in its application, is requesting an appropriate number of 

members to achieve the project mission, and has an acceptable process in place to 

recommend to AmeriCorps the selection of members who have the requisite skills 

and qualifications to meet established goals and objectives

• Assess whether, from the application, the project has provided sufficient detail and 

clarity to show how it will establish and implement a recruitment schedule and an 

onboarding process

If a continuation application is approved, the sponsoring organization and the AmeriCorps 

office sign a new MA via eGrants for the new project period.

Instructions and Documents

The Sponsor Resources page on the AmeriCorps website contains project application 

materials and instructions. Please pay special attention to the Documents section because 

there are some documents you will need to submit every year and some documents you 

need to submit only when there have been changes to them, such as the board of directors’ 

roster.

Additional Years Beyond Year Three- Working with AmeriCorps Regional 

Office

The following criteria, as applicable, are considered in determining whether to continue 

projects after the third year, subject to the availability of funds:

• For intermediary projects, the intermediary sponsor agrees to cost-share a significant 

portion of the members

• The sponsor acts as an intermediary organization and changes the sub-site 

organizations according to the three-year period

• The sponsor demonstrates an extenuating community need, such as being the only 

sponsor available in a high-poverty area for the project, and more time is needed to 

expand anti-poverty capacity

• The extension would not create or increase a dependency on resources

Project Changes and Amendments 

Sometimes during a project year, the sponsor may have to modify its awarded application to 

reflect new performance measures, project staff or authorized representative, sites, budgets, 

and member activities. In this case, contact your AmeriCorps regional office to discuss the 

proposed changes. Once the AmeriCorps regional office has approved the plan, you will 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

25

Version 2023.1

submit a project amendment. An amendment is the modification of an approved project 

application to reflect a significant change in program activities, budget, or other aspects of a 

project. Amendment requests are submitted via eGrants and must be approved by the 

AmeriCorps regional office. 

There are three main categories of amendments. 

1. Programmatic changes - changes in the scope, objectives, goals, project period, and 

staff of the program as well as member activities

2. Performance measure amendments - used to add or remove a measure or change 

output or outcome targets

3. Budgetary changes - adding or reducing the number of member slots, adjusting a 

cost share component, or making changes to Support and Transportation or Program 

grant funds

The nature of the changes determines the amendment types that are necessary for the 

amendment application. There can be more than one type selected for each amendment. 

The AmeriCorps regional office can help identify the amendment type(s) needed to capture 

the changes as well as support amendment set-up. 

Marketing, Outreach and Recruitment 

Spreading the Word Within Your Communities and Networks

A range of resources for sponsors is available in the Member Recruitment learning path for 

sponsors on the VISTA Campus. Materials include guides for recruitment planning, 

marketing, and calendaring. AmeriCorps VISTA one-pagers for recruitment are available and 

located under the sponsor resource section on the AmeriCorps website. The flyers available

include non-competitive eligibility, the benefits of serving, and an overview of the VISTA

program. Free recruitment promotional items such as pens, bumper stickers, and buttons are 

also available for outreach purposes. 

The AmeriCorps Newsroom provides communication resources and brand assets including 

logos, photos, and video PSAs. Additional resources include fact sheets and marketing and 

social media materials. 

The AmeriCorps Brand Guidelines provides the requirements for using the AmeriCorps 

brand. Sponsors are responsible for securing permission from their members to use their 

photos, images, words, voice, or other likeness for marketing or outreach purposes. 

Acknowledgement of VISTA and AmeriCorps

Community members and legislators are interested in the impact of federal dollars in their 

areas, and sponsors are responsible for acknowledging AmeriCorps VISTA and AmeriCorps 

as financial supporters of their organizations. When recognizing the good service work of 

members, it is critical to identify them as such and acknowledge AmeriCorps as a funder. This 

includes referencing AmeriCorps on the sponsor’s website, on business cards for members, 

on annual reports and other published materials, at events, in newspaper articles, and during 

radio and television presentations. 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project

26

Version 2023.1

As an AmeriCorps VISTA sponsor, all digital properties, media materials, and other relevant 

items should reflect your association with AmeriCorps. The beginning of your new program 

year is a great time to inventory your properties and materials to ensure they appropriately 

reflect your national service affiliation. Here are prime examples of how to implement 

AmeriCorps branding: 

• Prominently display the standard AmeriCorps logo on websites, most notably in 

“About Us” and staff listing sections

• Use standardized language to describe the program in press releases and other 

public documents to identify the organization as an AmeriCorps VISTA sponsor with 

AmeriCorps members

• Display branded signs or posters at all sites where members are serving, especially 

those which elected officials or private-sector partners visit

• Include the AmeriCorps logo on gear that you create for your organization’s 

members, such as business cards and email signatures

Sharing the Member Stories

We encourage you and your organization to share stories about your members’ experiences. 

The best way to promote the member experience is through the words and narratives of our 

members and alums. There are many ways you can support members and alums in learning 

to tell their stories. Use your social media platforms as well as local print and digital media to 

spread the word. Below are a few key ways to solicit input from your members and alums: 

• Share what led you to become a member. Here is an opportunity to share what 

inspires you to serve.

• Share the impact of your service on the community. You can do this through sharing 

an anecdotal story and/or statistics that show the significance of the work.

• If a current member, share what you will do after your service year. This is a chance to 

share the skills attained through service and how you plan to apply them in the future.

• If an alum, share how your service shaped your future (professionally and/or 

personally). 

• If you started an organization because of your service, be sure to include that as well. 

Branding Guidance

The Three ‘R’s of Branding

Reasons

It is important that we brand all AmeriCorps supported programs so we can call attention to 

the innovative work you are doing in communities across the country. These materials can be 

used to showcase your community impact. 

Requirements

Branding AmeriCorps is fundamental, basic, essential, and required. Sponsors are required 

to verify that all digital properties, media materials, and other relevant items reflect their 

association with AmeriCorps. The beginning of your recruitment cycle is a great time to 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

27

Version 2023.1

inventory your properties and materials to ensure they appropriately reflect your national

service affiliation. 

Resources

AmeriCorps offers an array of available branding resources on our website. 

Reasons to Brand AmeriCorps

There are many reasons to brand AmeriCorps: 

• Sustainability: Affiliating with AmeriCorps provides a "seal of approval" to help 

programs generate private resources and achieve their match, stretching the return 

on federal investment

• Esprit de corps: Knowing that you are part of a large national movement and not just a 

small local project has positive impacts on morale, productivity, teamwork, and 

continuing service 

• Recruitment: Maintaining a diverse high-quality applicant pool to fill over 8,000 

AmeriCorps positions in VISTA requires continual promotion of opportunities

• Lifelong Service: Building a successful alumni movement will not be possible unless 

members understand how they are part of the AmeriCorps national service family

Branding is our opportunity to create something with lasting impact. It is how we tell our story 

of service and community impact, and it is the key to our success.

Resources and Recommendations

AmeriCorps branding resources are available to all AmeriCorps grantees on our website. 

Camera-ready AmeriCorps logos and other branded materials are downloadable from the 

AmeriCorps Communication Resources page. 

Go to the AmeriCorps Ordering System to order national service materials. Send an email to 

VISTAOutreach@cns.gov with any questions. Sponsors are responsible for securing 

permission from their members to use their photos, images, words, voice, or other likeness 

for marketing or outreach purposes.

Here is a quick list of resources and how best to use them for your program.

Logo

The AmeriCorps website has the AmeriCorps logo that you must use to brand any 

newsletters, signage, and collateral that you create for your program. The logo should be 

included in any item produced that mentions AmeriCorps. 

Website Reference

Prominently display your organization’s connection to AmeriCorps on your website. Use the 

AmeriCorps logo, link to our website, and include your program narrative. This helps connect 

your organization to AmeriCorps. 

Press Releases

Press releases help you pitch local media about your organization receiving AmeriCorps 

members. All press releases should directly reference AmeriCorps. When you plan press 
AmeriCorps VISTA Sponsor Handbook: Chapter 3: Managing A Project 

28

Version 2023.1

engagement or make pitches, please notify the Press Office at pressoffice@cns.gov and 

VISTAOutreach@cns.gov. 

Gear and Branded Items

All full-time members are eligible to receive gear to include a branded polo, t-shirt, lapel pin, 

and more. Site signs and additional materials are available at no cost through the 

AmeriCorps gear catalog. You can also order a variety of branded shirts and more from the 

gear catalog. 

Social Media

When using social media channels to amplify your work related to AmeriCorps VISTA, use 

#AmeriCorpsVISTA and #IamVISTA. Include photos and videos to further draw attention to 

your impact, and tag our accounts listed below: 

• Twitter: @AmeriCorpsVISTA, @AmeriCorps

• Facebook: Facebook.com/AmeriCorpsVISTA, Facebook.com/AmeriCorps

• Instagram: @AmeriCorps

• YouTube: youtube.com/nationalservice 

• Snapchat: nationalservice 

More social media resources are available on the Newsroom page of the AmeriCorps 

website. 

Photography

Showcase AmeriCorps VISTA by using dynamic photos that convey impact, branding 

(“Display the A!”), and are easy to understand. Use photos to tell your story online by 

connecting with our social media sites. Whenever possible, try to feature members and 

leaders serving in their official AmeriCorps branded shirts. Sponsors are responsible for 

securing permission from their members to use their photos, images, words, voice, or other 

likeness for marketing or outreach purposes.

Co-Branding

Your organization does great work! AmeriCorps members help make it happen. Displaying 

our brands side-by-side reinforces our partnership and ties your work into the narrative of 

powerful service nationwide. 

Visits from Elected Officials and Corporate Partners

Prominently display the AmeriCorps logo in key locations when elected officials, corporate 

partners, and other key constituencies visit your site. Staff, volunteers, and program 

participants should be prepared to talk about the impact of your program.

<Back to Table of Contents
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

29

Version 2023.1

Chapter 4: Preparing for New 

Members

Introduction

Once an organization’s project application is approved, the AmeriCorps regional office will 

discuss recruitment and orientation timelines with the project director. It is critical that project 

sponsors meet the recruitment, selection, and training deadlines provided by the 

AmeriCorps regional office. A sponsor’s inability to recruit and place members is an 

important factor in future funding decisions and may affect an organization’s ability to host 

members going forward.

The VISTA Assignment Description (VAD)

Sponsors are required to fill out a VAD form for each member who serves on a VISTA project. 

A VAD explains a project position and role assigned to a member and includes goals, 

objectives, and activities a member is expected to complete in order to satisfy project needs. 

Essentially, it is the member’s roadmap for their term of service. The VAD is developed by the 

sponsoring organization, submitted in eGrants, and reviewed for approval or returned for 

revisions by the AmeriCorps regional office. All members must have their own individual 

VAD.

VADs are used during the recruitment process, to guide and support your members during 

their service years, and as an assessment tool to measure success. The VADs include activities 

that, taken together, make up the milestones identified in your project plan. The VAD can be 

adapted as the project evolves and the strengths of your member become apparent. 

Significant changes should be discussed with, and approved by, your contact at the 

AmeriCorps regional office.
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

30

Version 2023.1

Figure 1 Flow chart explaining how VAD Informs Project Success

Functions and Expectations/ Purpose

The VAD provides a broad outline of what a member will work on during their year of service. 

Similar to a position description, it is valuable in recruiting members and as the basis of a 

detailed work plan by breaking down objectives identified in the project application into a 

realistic set of activities to reach those objectives. These activities can be adapted as the 

project evolves, which means VADs should be updated at least every project year, and to 

match the unique strengths of the members serving with your project.

The VAD will also be used to orient the member to the project, organization, and community. 

The VAD can also be used to identify areas for skill development and to assess how well the 

member is doing.

Writing VADs

There are five elements to a VAD: Title, project details, project goal statement, objectives, 

and member activities. 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

31

Version 2023.1

Title

Give each VAD a distinct title (with “AmeriCorps VISTA” included) related to the position to 

be filled. If creating multiple, similar VADs, create a naming system that includes a unique 

identifier for each position in addition to the descriptive title. Moreover, be sure to clearly 

indicate whether the VAD is for a member, leader, or summer associate. Having a specific, 

descriptive title is key to ensuring the correct VAD is assigned to each member and uploaded 

to each member’s Portal account.

Project Details

Each VAD contains the sponsor name, project name, site name, and focus area(s). When a 

VAD is created, the dates of the current MA are used as the project period; when a member 

is assigned to the VAD, their particular service term replaces those dates. 

Project Goal Statement

The VAD begins by stating the overall goal of the project (as opposed to the overall goal of 

the specific member position). This is a good jumping-off point in describing the assignment 

to the member. The statement provides context for how the project addresses poverty and 

how the member activities will build capacity. The project goal must:

• Address poverty by member efforts

• Describe who (population) will be served

• Include verbs to describe the member activities

• Define how the member activities will build capacity

• State the specific product(s) or service(s) resulting from member efforts

Objectives

Articulate what the member will achieve throughout the assignment in order to reach the 

project’s goal. Include multiple objectives that link the overall project goal and the member’s 

activities. Use active verbs. Include a performance period (what month of service you want 

the member to work on the objective) with a clear beginning and end for each objective. It is 

helpful to be specific with performance periods, as your members will use that information to 

guide their service terms. For example, a performance period could be, “First through third 

month of service.”

Member Activities

Identify the specific activities the member will carry out to achieve the objectives. Activities 

that include the desired outcome or deliverable are most informative and effective. Use 

active verbs and avoid vague statements such as, “will assist with...” Activity statements 

should be specific enough that someone unfamiliar with the project can understand the 

expectations of the member. 

Revising VADs

Sometimes during a member’s term of service, it becomes apparent that a VAD needs to be 

revised. This may be because a member’s progress on activities is faster or slower than 

anticipated or their service focus may have changed. In these instances, it is important to 

revisit the VAD, in collaboration with the member and AmeriCorps regional office, to make 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members 

32

Version 2023.1

official changes in eGrants. After submitting a revised VAD in eGrants, the AmeriCorps 

regional office will review it for approval or additional changes. 

Changes in the VAD can affect performance measures and how data are gathered. When you 

update the VAD, it is important to revisit your data collection methods to make sure they still 

align with the new VAD activities.

Additional Resources: VAD

The VAD Training Manual is a step-by-step guide to learn how to create, edit, save, and 

archive VADs using the My AmeriCorps Portal section of eGrants.

Recruitment 

AmeriCorps VISTA is committed to recruiting diverse members. It is our goal to ensure 

AmeriCorps members serving in the VISTA program represent the diversity of America and 

no American misses out on their opportunity to transform their life through service. We are 

looking to sponsors to model Diversity, Equity, & Inclusion best practices when recruiting 

members for their projects.

Sponsors are responsible for recruiting qualified and committed members, and there are a 

variety of resources available to support all stages of recruitment. 

Stages of Recruitment

The recruitment tasks are broken up into five steps:

1. Plan – Determine required skills; develop a clear VAD; create a compelling SOL; 

develop a strategy to find qualified applicants; and determine, along with the 

AmeriCorps regional office, the appropriate VISTA Member Orientation (VMO), which 

will inform the member’s start date and term of service

2. Market – Advertise and publicize the open position(s)

3. Screen – Review member applications in eGrants and identify committed and 

qualified applicants

4. Interview – Get to know top applicants, assess their fit for the position through 

whatever interview method is appropriate, and conduct reference checks

5. Select – Make recommendation(s) to the AmeriCorps regional office for approval 

through the Sponsor Recommendation/Rejection tab in the applicant’s eGrants 

application

6. Engage – Stay in contact with your candidate to help build their excitement for service 

until they arrive

Getting Ready for Recruitment

It can take a lot of time and energy to find the right candidate for your member position, so it 

is important to start recruitment planning early and to partner with your AmeriCorps regional 

office throughout the process to determine when the recruitment process should start. After 

you have coordinated with your AmeriCorps regional office and determined your recruitment 

timeline, it is important to know what tasks go into each part of a recruitment plan and who 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members 

33

Version 2023.1

will be responsible for them, so you have the highest chance of success in finding qualified 

applicants in a timely manner. Refer to the Member Recruitment learning path on the VISTA 

Campus for planning tips and tools.

Roles and Responsibilities

Project directors, and sometimes supervisors, are responsible for recruiting qualified and 

committed members and/or leaders to fill the position(s) at their projects. Supervisors should 

check with their project director for specifics about how recruitment of members and/or 

leaders will be handled.

Each sponsor will delegate recruitment roles and responsibilities differently depending on 

what works best given the structure of the organization and the project. The important thing 

is to make sure these roles are clearly delineated, and everyone knows their responsibilities. 

If you need assistance in determining the best way to divide up these recruitment roles, 

consider reaching out to your AmeriCorps regional office for assistance.

The AmeriCorps regional office is responsible for final approval and selection of all 

applicants. Supervisors must submit their recommendations via the portal in eGrants, but the 

applicant is not guaranteed to become a member. Final approval and selection authorities 

remain with the AmeriCorps regional office. 

Elements of Recruitment Plan 

Plan

The first steps for recruitment are to:

1. Identify which vacant positions you will recruit for

2. Work with your AmeriCorps regional office to identify the ideal start date and 

corresponding VMO; this will help you determine how much time you need for 

recruiting applicants

3. Determine what skills and experiences you are looking for in an ideal candidate

4. Consider what educational attainment or professional certifications applicants should 

have (or be willing to obtain, such as First Aid certification)

5. Include any other relevant recruitment factors, such as personality type, strengths, or 

supervision style

It is important to develop a clear VAD during your planning phase. The VAD is a useful 

recruitment tool because it shows applicants exactly what will be expected of them 

throughout a service term. More information on VADs is provided in a later section. 

After the VADs have been created, you will use that information to create a compelling SOL 

in eGrants. The SOL is the AmeriCorps version of a “job posting.” By reading the SOL, 

applicants should have a clear understanding of what your organization is: its mission, what 

roles and responsibilities a member will take on, the benefits being offered, who to contact 

with questions, and the application deadline. Once you have crafted your SOL, the 

AmeriCorps regional office will review and either approve the listing or make 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members 

34

Version 2023.1

recommendations for edits. The listing will go live (become visible and accessible to the 

public on my.americorps.gov) only after the AmeriCorps regional office has approved it.

The sponsor should also develop a strategy to find qualified applicants. Questions to 

consider during this stage are what platforms to use (print, online, verbal) to share the listing, 

what community partners and networks can help spread the word about the opportunity, and 

what methods can be used to actively recruit applicants, such as seeking out and sending 

messages to individuals on LinkedIn. You will also want to build in time to develop and 

document the processes you will use to identify the best candidates.

Marketing

Based on the skills and experiences for which you seek in a member, it is a best practice to 

tailor your marketing plan that will reach those demographics. For example, if you are 

looking for an applicant who has experience in grant writing, it would be beneficial to reach 

out to area colleges and universities and speak with professors who teach classes in grant 

writing or nonprofit management and ask them to promote your opportunity. 

To reach a wide range of candidates, consider advertising with higher education institutions 

and professional and social organizations representing diverse and 

underrepresented populations.

Use the resources in the Member Recruitment learning path for sponsors on the VISTA 

Campus to develop your marketing plan. It may also be helpful to utilize your organization’s 

marketing or human resources team for additional ideas and support.

When marketing your positions, always direct applicants to complete an application through 

the My AmeriCorps portal. 

Member Screening

While these are the minimum standards set forth by AmeriCorps, you should have additional 

screening standards specific to the position. You should review applications for a complete 

motivational statement, related job and community service experience, skills and education 

related or transferable to the position, and two completed professional references 

recommending the applicant for service. Refer to the Member Recruitment learning path on 

the VISTA Campus for a good resource on selecting members.

Screen for Eligibility

Applicants must meet the following minimum standards of eligibility.

• Be at least 18 years old upon entering service. There is no upper age limit.

• Hold one of the following citizenship/legal residency statuses: US citizen, US National, 

Lawful Permanent Resident Alien, and persons legally residing in a state that have any 

of the following legal residency classifications: refugee, asylum or asylee, temporary 

protected status, or deferred action for childhood arrivals (DACA) status. 

• Not be listed in the National Sex Offender Public Website (NSOPW) as having been 

convicted of sex-related crimes.

• Not have been convicted of murder.
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members 

35

Version 2023.1

• Be willing to undergo a criminal history check.

• Be in a position to offer full-time service for one year (365 days) without regard to 

regular working hours.

• Be able to relate previous education, training, military, or work experience, and 

demonstrate other relevant skills or interests necessary to perform a specific VISTA 

assignment.

• Be willing, to the maximum extent practicable, to live among and at the economic 

level of the low-income people served by VISTA projects.

• Not be in the immediate family (e.g., spouse, domestic partner, parent or guardian 

whether by blood or adoption, child whether by blood or adoption) of a project site 

staff member or a project site’s board of directors.

• Not be a close relative, whether by blood or adoption (e.g., grandparent, grandchild, 

aunt, uncle, niece, nephew, first cousin) of a project site staff member or a project 

site’s board of directors.

Screen for Suitability

AmeriCorps also must take an applicant's criminal history into account when determining the 

suitability and fit of an applicant to a particular position/program. Making such a 

determination can be complex. The sponsor’s role in the process includes the following:

• Review an application for disclosure of a criminal history and inform the AmeriCorps 

regional office of a potential applicant’s disclosed criminal history early. The

AmeriCorps regional office may need additional information from the sponsor or the 

candidate to adjudicate a candidate’s criminal history before approving a person for 

service. 

o The AmeriCorps regional office may not support the candidate’s selection for 

service based on the nature of the crime, how recent the crime occurred, 

recidivism, the population against which the crime happened, or probation or 

parole status.

o Additionally, a sponsor should also follow their own agency’s policies on what 

offenses would disqualify a member from serving at their organization.

• Ensure the applicant’s criminal history has been accurately reported on the 

application and discuss the disclosed history during the interview. 

• Inform all applicants that they must submit to a criminal history check and a search on 

the National Sex Offender Public Website. As a threshold matter, if the applicant is 

found in the NSOPW, or they have been convicted of murder, they cannot serve as an 

AmeriCorps member. Additionally, AmeriCorps separately assesses other criminal 

history-related factors in determining whether the member or candidate is suitable to 

serve. Specific sponsor guidance for this process is available on the AmeriCorps 

website. 

Interview

Interviews should be scheduled with multiple candidates whose applications demonstrate a 

strong potential fit. 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members 

36

Version 2023.1

Interview methods can vary based on your organization’s capacity and the applicant’s 

location. Interviews can occur over the phone, via video, or in person. While it may not be 

possible to provide the same interview method for all applicants, it is important to ask the 

same interview questions of everyone, so you ensure consistent and fair comparison.

Sponsors should have a list of interview questions established beforehand so that you can 

adequately assess an applicant’s fit for the position and ensure that all candidates are being 

asked the same questions. Sample questions are available on the AmeriCorps website. 

Another best practice is to include questions regarding the VISTA program and its terms, 

conditions, and benefits. These are important questions to ask to ensure the applicants know 

the following:

• They are not interviewing for employment with the organization

• They will be performing indirect, capacity-building service

• They are receiving a living allowance instead of a salary

• The amount of their living allowance

• That AmeriCorps is not responsible for providing them housing or assisting them with 

securing housing.

Applicants who relocate should also be aware that they are eligible to receive relocation 

assistance after starting service. (See Relocation Assistance for more information.)

Additionally, if the candidate disclosed a criminal history in their application, you will want to 

discuss that with them to get additional information that will need to be provided to the 

AmeriCorps regional office. 

Having the position’s VAD available for the applicant to review during the interview is another 

best practice. This way, the applicant can self-assess their ability to complete the outlined 

activities, and you are able to ask VAD-specific questions that may shed more light on a 

person’s fit for the position.

In addition to interviewing strong applicants, you should also review references. Each 

applicant should provide two completed professional references in their application. (A 

professional reference is an individual who can speak to the candidate’s work, volunteer, or 

educational experiences. Personal references, peers, and family members are not acceptable 

references.) You should review both references’ responses and follow up with them as 

necessary to ask any additional questions or for clarifying information.

During interviews, all applicants should be notified that full disclosure of any criminal history 

is important for service, and the individual who is chosen for the position will undergo a 

National Sex Offender Public Website check prior to approval and a criminal history check 

upon starting service. Applicants should be encouraged to disclose any criminal history that 

was not noted on the application. For applicants who disclosed a criminal history on their 

application, the interviewer should follow up on this during the interview to get a verbal 

narrative of the incident(s). The AmeriCorps regional office will ask for this information if the 

applicant is recommended for service. If an applicant who has disclosed a criminal history is 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

37

Version 2023.1

under serious consideration, the sponsor should notify the AmeriCorps regional office as 

soon as the information is disclosed. 

Recommendation Selection

Once you have conducted all your interviews and reference checks, you will hopefully have 

identified an applicant you would like to recommend that AmeriCorps select for service. After 

you have verbally advised the applicant that you are recommending them to AmeriCorps for 

selection, let the applicant know the AmeriCorps regional office needs to provide final 

approval, and after the applicant has agreed to accept the position, you will use the Sponsor 

Recommendation/Rejection tab in the person’s application to offer the selection. In this tab, 

you will complete narratives answering the applicant’s strengths and weaknesses, the type of 

supervision they will need, their community service experience, and whether they are 

available to serve on a full-time basis. Once you have completed this tab, the applicant will be 

able to accept the position in their member portal to confirm their plan to serve with the 

VISTA program. 

The AmeriCorps regional office then reviews the candidate’s application. The AmeriCorps 

regional office will make sure the applicant meets the minimum eligibility requirements, 

which include verifying that candidate will be at least 18 on the first day of service.

The AmeriCorps regional office will also review the narratives, experiences, criminal history, 

and references listed in the applicant’s application to see if the applicant will be a good fit for 

the VISTA program and the project. Some AmeriCorps regional offices may conduct 

additional interviews with a candidate, especially those applying to a leader position.

Finally, the AmeriCorps regional office will make sure the applicant’s Social Security Number 

(SSN) and citizenship/legal residency status are verified. Sometimes an applicant’s 

information cannot automatically be verified. In such cases, applicants will be informed that 

they need to provide additional documentation, such as a birth certificate or passport, to the

AmeriCorps Hotline. The sponsor may be asked to assist in getting and submitting this 

supporting documentation for the applicant.

Once an AmeriCorps regional office has made the determination to approve the applicant 

selection, they will officially approve the applicant as a candidate for service, enroll them in 

VMO, and set their service term start and end dates. 

ENGAGE

From the interview and selection until the service start date can be a few weeks or months. It 

is important to keep your candidates engaged in the time between selection and service, so 

they don’t lose interest or think that you have lost interest.

Here are a few ideas to stay connected to your candidate(s); there may be many more 

depending on your community and project:

• Invite them to meet the staff they will be serving with, either in person or in a video 

meeting.

• Invite them to attend organizational events, meetings, or gatherings if they live in the 

area.
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

38

Version 2023.1

• Send a weekly email communication about different aspects of your organization –

background reading, news articles, or stories about the VISTA project.

• Connect them with currently serving members or recent alumni who live in the area.

• Encourage them to join your social media sites.

• Check in on a weekly basis via email or over the phone, making sure that onboarding 

forms and pre-service coursework are completed on time.

For those who are relocating to serve:

• Assist them with finding housing and other services in your community.

• Invite them to join a meeting by phone so they can get familiar with the team and its 

norms. Send a fun group photo of the staff ahead of the meeting so that your member 

can place names with faces.

• Send an email outlining useful information about your city or town, like info on various 

neighborhoods, transportation options, how to register a car, and other practical 

matters.

• Send a welcome package via mail or email from the local chamber of commerce or 

visitors bureau. Consider including information on attractions, restaurants, shops in 

the surrounding area.

The candidate will be required to complete tasks prior to starting service, and it will be 

important to maintain communication to provide support to the candidates and ensure the 

tasks are completed on time. Here are some of those tasks to be completed once the 

AmeriCorps Regional Office approves his or her selection:

• Complete onboarding forms (such as direct deposit) in My AmeriCorps.

• Create a VISTA Campus login and complete the online Pre-Service Coursework there.

• Certify acceptance of the VISTA Terms and Conditions and Civil Rights and 

Responsibilities.

VISTA Member Orientation (VMO)

VMO is a self-directed online orientation that introduces members to the terms, conditions, 

and benefits of service and key programming principles at the start of their service. It includes 

tutorials, online readings, and two live webinars.

To facilitate effective communication about the VMO requirements and expectations with 

sponsors and supervisors, the AmeriCorps regional office will forward details to supervisors 

about each VMO in which they have candidates enrolled.

Member Experience

The Curriculum

VMO develops knowledge essential for success in AmeriCorps service. The curriculum 

guides the member through issues of legal and regulatory compliance, achieving the goals 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members 

39

Version 2023.1

and objectives of the service assignment, managing their benefits, and professional 

development opportunities.

Requirements for Success

In order to participate successfully, a person (candidate or member) must have reliable 

access to the internet and audio (VOIP, landline telephone, or cell phone service), a highschool equivalence of English language proficiency, adequate equipment (laptop or desktop 

computer), and, finally, comfort with computer-based, distance learning. 

The VISTA Training Unit does not recommend attempting to complete My AmeriCorps

onboarding screens, the tutorials on the VISTA Campus, or attending the webinars on a 

smartphone or other mobile devices. Additionally, public spaces—cafes, streets, lobbies—are 

not conducive to fully participating in webinars. The syllabus requires a space where a 

participant can have a reliable and uninterrupted network connection, follow on screen, 

easily hear the audio and respond to activities, and ask questions. Thus, each VMO attendee 

should have access to an individual laptop or computer workstation with reliable internet 

access and speakers and a microphone (or a phone) in a quiet area.

VMO Activities

The VISTA Training Unit, the AmeriCorps regional offices, project directors, and supervisors 

work together to implement the following activities, many of which are accessible on the 

VISTA Campus: 

1. Pre-Service Coursework: Terms and Conditions; Civil Rights and Responsibilities; 

Benefits; Mission and Program Goals; and Test Your Knowledge Quiz

2. Onboarding Forms: Direct Deposit, W4, Designation of Beneficiary, and End of 

Service Benefits Selection

3. Pre-Service Webinar: Countdown to VISTA Service provides overview of onboarding 

requirements, housing and relocation, preparing for service, and background check 

processes 

4. Induction Webinar: Launching Your VISTA Service (a review of program principles, 

benefits, and support systems), overview of first month of service, swearing-in 

5. Early-Service Coursework: Tutorials on poverty, getting to know the community, the 

VAD, and preparing for OSOT 

6. OSOT and VAD review with supervisors 

Member Responsibility

Mandatory Attendance of Candidates/ Members

AmeriCorps expects all candidates and members to fully participate and complete all aspects 

of the VMO syllabus—onboarding forms, online coursework, webinars, criminal history check, 

and proper submission of the oath form. Failure to participate and complete assignments 

may lead to deselection or termination of service. 

Candidates and members are recommended to log in and participate individually from their 

personal or project-furnished computer—this pertains not only to completing online 

coursework but to joining webinars as well. Participating as a group on a single computer 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members 

40

Version 2023.1

prevents an individual from fully participating and prevents the Training Unit from recording 

an individual’s attendance. However, sponsors bringing on a large group of candidates may

have them participate as a large group. 

Emergency absence during VMO will be addressed on a case-by-case basis. 

Mandatory Portal Onboarding Forms Prior to VMO

Once the AmeriCorps regional office enrolls a candidate in VMO, the candidate will receive 

an email directing them to the VISTA Member Orientation learning path in the VISTA 

Campus. 

This page links the candidate to the My AmeriCorps Portal, where the candidate logs into 

their account to complete the online onboarding forms: 

• Direct Deposit 

• W-4 (Federal Tax Withholding)

• Unpaid Compensation (Designation of Beneficiary)

• End of Service Benefit (Education Award or Cash Stipend). 

The email also links them to the required pre-service coursework on the VISTA Campus. 

Approximately two weeks prior to the VMO, the member will also receive an email with 

information on how to complete their required criminal history background check. 

The VISTA program recommends that the sponsor impress upon the candidate the 

importance of completing these onboarding forms as soon as possible. Incomplete forms or 

coursework will prevent the member from starting service as planned.

Mandatory Online Coursework Prior to VMO

The VISTA Training Unit (VTU) will direct candidates to the VISTA Member Orientation on the 

VISTA Campus, where they will be required to complete a number of online, self-directed 

tutorials. 

Candidates are required to create a VISTA Campus account and complete all pre-service 

coursework and accept the Terms and Conditions of Service prior to arriving at their service 

sites. Failure to complete the coursework (to include accepting the terms and conditions) will 

prevent the candidate from starting service and receiving relocation support.

Special Needs: Physical, Linguistic, and Other Accommodations

If a candidate or member has a need for physical accommodation, due to a vision or hearing 

impairment, limited mobility, or use of hands, for example, the candidate or member is 

expected to alert the AmeriCorps regional office and VISTA Training Unit as soon as possible. 

Certain impairments may prevent the candidate from fully and successfully participating in 

the VMO. 

If the candidate or member has low English language proficiency, lacks reliable connectivity 

to the Internet, lacks basic computer literacy, is uncomfortable with computer-based learning, 

only has access to a smartphone, or does not have a workspace conducive to learning, the 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

41

Version 2023.1

AmeriCorps regional office and the VISTA Training Unit must be alerted as these may prevent 

the candidate or member from fully and successfully participating in the VMO.

Requirement to Take the Oath or Affirmation of Service

As a condition of entry into service, candidates are required to take the same oath or 

affirmation as individuals entering federal employment, as set forth in the Domestic Volunteer 

Service Act of 1973, as amended, VISTA’s authorizing legislation. 

An AmeriCorps representative, most often the VISTA Training Specialist, administers the oath 

or affirmation of service during the “Launching Your VISTA Service” webinar. The VISTA 

Training Specialist will provide specific instructions on how to correctly complete and submit 

the online oath of service. During or immediately after this webinar, the oath form will be 

unlocked on the member’s My AmeriCorps Portal homepage, and the candidate will receive 

an email letting them know that the oath form is unlocked, and that the candidate must log 

into their My AmeriCorps Portal to complete and submit the oath form. 

Alternate Oath for Legal Residents (Non-Citizens)

A candidate who is not a U.S. citizen or a U.S. national but who legally resides within a state 

(someone who is a permanent legal resident alien or otherwise is a legal resident of a state) 

must take the alternate oath of service, as set forth in the Domestic Volunteer Service Act of 

1973, as amended. The alternative oath for non-citizens can be found in My AmeriCorps.

Alternate Oath for Religious Reasons

On rare occasions, a candidate may object to taking the oath of service, as set forth in the 

Domestic Volunteer Service Act of 1973, as amended, for religious reasons. If a candidate 

states that they cannot pledge, swear, or affirm allegiance to any country, flag, or political

institution for religious reasons, the candidate may take the alternate oath for religious 

reasons. This is in accordance with applicable federal law and regulations prohibiting 

religious-based discrimination in federally conducted programs such as VISTA. The 

alternative oath for religious reasons can be found in My AmeriCorps.

Supervisor Responsibilities

The VISTA Training Unit (VTU), VMSU, and AmeriCorps regional office rely on the sponsor 

and direct supervisor to inquire as to the candidate’s ability to succeed in the VMO. 

Once a candidate is placed in a VMO, the sponsor and supervisor must be able and 

prepared to support them by:

• Ensuring the candidate meets the requirements to successfully participate in a VMO

• Furnishing a workstation (individual access to a computer and phone beginning on 

the first day of service) 

• Aligning the candidate’s service schedule so they can fully participate in the required 

VMO webinar on their first day of service 

• Ensuring the candidate submits their oath form in the My AmeriCorps portal on the 

first day of service 
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

42

Version 2023.1

• Ensuring the candidate/member submits their information to complete the criminal 

history background check

• Obtaining emergency contact information for the member 

• Supporting the candidate’s/member’s full participation in VMO

• Implementing an OSOT

• Reviewing the VAD with the candidate/member to clarify activities, answer questions, 

and ensure the candidate understands the goals 

Supervisors are encouraged to attend the induction webinar with their candidates to be 

present for the induction and witness the oath of service to know what information is 

provided to candidates during the webinar and to provide support and answer questions. If 

the supervisor is unavailable, someone else should be present to witness the candidate’s 

oath and assist the candidate as needed.

Planning for On-Site and Orientation Training (OSOT)

A member’s orientation begins with VMO, which combines self-directed online tutorials on 

the VISTA Campus and live webinars and continues through to the face-to-face OSOT 

provided at the project site. OSOT begins on the member’s start date. During OSOT the 

member is formally oriented to the assignment, sponsoring organization, and community by 

the project sponsor/supervisor. OSOT differs from VMO in several important aspects: 

• OSOT is presented by the project sponsor/supervisor, and addresses the specifics of 

the project, the member’s assignment, and the community; VMOs are conducted on a 

national basis by AmeriCorps staff, presenting a national curriculum. 

• OSOT is a longer, slower-paced training, typically lasting four to six weeks after the 

member’s start date and is implemented by the supervisor, co-workers, community 

members, and others; VMOs contain self-directed onboarding forms on 

my.americorps.gov, online tutorials on the VISTA Campus, and live webinars which 

typically take about two weeks to complete prior to the member’s start date. 

• OSOT prepares a member to serve effectively in the sponsoring organization and the 

target community; VMO orients the member to the VISTA program and support 

system of AmeriCorps.

Purpose

OSOT is the second step in the member’s training continuum. Its primary purpose is to orient 

new members to their project site and community where they will serve. OSOT introduces 

the member to the sponsor, the community, and the goals and operation of the VISTA 

project, and provides members the basic knowledge and skills they need to get started on 

the project.

The scheduling of OSOT should be timely enough to provide the member with the 

immediate information and skills needed to begin their service, yet flexible enough to allow 

members to satisfy personal and adjustment needs.
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

43

Version 2023.1

Sponsor’s Responsibility 

Develop an OSOT plan that is consistent with project goals and that meets minimum desired 

outcomes. 

• Submit OSOT plan to the AmeriCorps regional office 30 days prior to the member’s 

start date 

• Involve the member in an ongoing evaluation of activities of OSOT and adjust plans, 

as necessary, to meet individual member’s needs 

• Begin process of defining in-service training needs based on OSOT outcomes and 

evaluation 

NOTE: For multi-site VISTA projects, sponsors should provide a general OSOT to all members 

to orient them to the sponsor, the larger project, and relevant policies and procedures to the 

project. Additionally, sponsors should be collecting and reviewing OSOT plans from each site 

30 days prior to the member’s start date. The site OSOT plans should be on file with the 

sponsor and available for review by AmeriCorps.

OSOT Outcomes 

By the end of OSOT, the member should have achieved the following outcomes:

• Understand common expectations and agreements for a working relationship 

between the member and supervisor:

o Supervisor’s other roles and responsibilities

o Supervisor’s management style

o Scheduled meetings and interactions between member and supervisor

o Clarification of the lines of communication between member and supervisor

o Delineation of the support provided to the member

o Mutual understanding of the terms and conditions of service

o Chain of command

• Understand the mission and goals of the sponsoring organization:

o Mission

o History

o How the organization functions (as a nonprofit, municipality, state, county, or 

federal entity)

o Role in the community

o Staff (introductions)

• Recognize the context of the VISTA project:

o VISTA project and its history

o How and where the member fits

o Introduction to the community
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members

44

Version 2023.1

o Socioeconomic and political structure of the community

o Potential resources that can be applied to achieve project goals

o History and present status of community self-determination and problemsolving efforts

• Understand the organization’s culture and policies (and where VISTA policy overrides 

organizational policy): 

o Roles and responsibilities

o Time and attendance, service hours

o Personal leave

o Medical leave

o Teleservice

o In-service mileage reimbursement/travel policy and procedure

o Working with the media

o Fundraising activities

o Evaluation of individual members and of the project

o Reporting requirements for the VISTA project

• Develop, with the supervisor, a personal work plan, based on the VAD that specifies:

o Tasks and activities for a specific period to accomplish the goals and objectives 

in the project work plan

o Training needed for the assignment, which builds on the VMO and OSOT 

toward the personal and professional development of the member

Depending on the project, the supervisor may deem it necessary for the member to receive 

training in such areas as computer skills, public speaking, group facilitation, conflict 

resolution, needs assessment and asset mapping, grant writing, and/or negotiation and 

interviewing skills.

A member may also need specific training in issue areas and on such topics as domestic 

violence hotlines, early childhood literacy, laws regarding foster care, credit management, 

and microenterprise development. The member’s actual needs depend on the requirements 

of the project and the experience, skills, and educational background the member already 

possesses.

Suggested Orientation and Training Methods

The methods the supervisor may use for orientation and training include:

• Brainstorming, discussion, and negotiation between the sponsor and member, or 

among the supervisor, member, and a larger team (e.g., with other project staff)

• Interviews and discussions with key community leaders or even with a random sample 

of residents and community members
AmeriCorps VISTA Sponsor Handbook: Chapter 4: Preparing for New Members 

45

Version 2023.1

• Homework – e.g., have the member review the project proposal the sponsor 

submitted to AmeriCorps, the MA between AmeriCorps and the sponsor, the VAD, 

and other pertinent organization position papers 

• Field trips and strategically assigned tasks the member needs to complete 

• Shadowing others who are performing similar service 

• Attendance at staff, advisory board, and community meetings 

• Asking staff, colleagues at other organizations, and experts to share some time 

reviewing their “tricks of the trade” or providing specific skill training 

• Free or low-cost skill training from various community resources, such as: 

o Community colleges 

o Libraries 

o Community resource and technology centers 

o Trade associations 

o Community adult education programs 

o Resources located on the VISTA Campus including (can be incorporated into 

the orientation process)

o The VISTA monthly webinar series (accessed on the Campus calendar)

<Back to Table of Contents> 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members

46

Version 2023.1

Chapter 5: Supporting and Supervising 

Members

Introduction

Invested and well-equipped supervisors are key to any successful project. When supervisors 

understand the unique requirements for members as well as their particular needs and 

interests, they position themselves to effectively support the individual members and the 

project as a whole. Members who feel supported and valued are more committed to their 

projects and more effective in their service. A successful member/supervisor relationship 

benefits the entire community: the member, the supervisor, and the population served. 

When members are inspired by a supervisor, their service experience and effectiveness (and 

sometimes life paths) are enhanced. 

Supervision

Supervision ensures that every member has the right conditions and requirements to perform 

their service, including a full understanding of the project’s mission, goals, and vision, as well 

as a solid understanding of the community they are serving. 

Each member must be assigned a supervisor who provides direct supervision and support on 

a day-to-day basis. Supervisors are advised to have weekly one-on-one check-in meetings 

with their members. 

Project directors—who may also have the role of supervisor—orient and train other 

supervisors, who are then responsible for knowing and consistently applying all VISTA 

program rules and policies to all members. This orientation includes leave time, prohibited 

activities, and VISTA Assignment Description (VAD) adherence. 

Core supervisor responsibilities are the following:

• Deliver On-Site Orientation and Training (OSOT)

• Consistently apply VISTA policies, project policies, and site policies. Direct any 

questions about VISTA policies and project policies to the project director, who 

answers them or escalates them to the AmeriCorps regional office if necessary

• Support the member to the best of their abilities to meet their project and 

development goals

• Ensure that the member is supported in adhering to the VAD, including providing 

relevant training and assistance in working toward goals, as well as ensuring the 

member is not redirected to unrelated or unallowable activities

• Familiarize key stakeholders, including staff and partners, with the VISTA project

• Facilitate access to administrative support

• Document the facts and measures taken to address a performance or conduct issue
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members

47

Version 2023.1

Core project director responsibilities are the following:

• Participate in training delivered by AmeriCorps

• Train supervisors

• Provide training and technical assistance on project policies

• Consistently apply VISTA policies and project policies 

• Direct any questions about VISTA policies or procedures to the AmeriCorps regional 

office

If a conflict arises, the first approach should be, to the extent feasible, to address the issue at 

the project level. If the conflict cannot be resolved at the project level, the project director 

should promptly contact the AmeriCorps regional office for further support. 

Distinctions Between Members and Employees

Although the supervisor provides day-to-day direction and guidance to the members, the 

members are not employees of the sponsor or site. One of the challenges of hosting 

members is ensuring that everyone who interacts with them understands they are with your 

organization for a very specific purpose and not as “general help.” 

Some ways in which supervising members is similar to supervising employees include:

• Members are expected to act in a professional manner and to conduct themselves in 

accordance with the workplace norms of your organization

• Members are subject to the same or similar working conditions as their colleagues 

and should be oriented to the organization’s policies and given any standard staff 

training at the beginning of the service term

• VISTAs should be included in staff meetings for their department and organization

• Supervisors should give members appropriate feedback on their performance

Some ways in which supervising members is different from supervising employees are:

• Members in the VISTA program are enrolled in national service, and they commit to 

serving for one year in the community focused on the goals of the assigned project.

• Members are often early in their career and may need extra guidance and support in 

adjusting to the organization’s workplace norms and establishing professional 

working habits.

• As part of service, members have access to limited benefits and are often interested in 

cultivating an experience that is meaningful both professionally and personally. They 

may be interested in more coaching, mentoring, and professional development than 

the average employee. They also may have a deeper appreciation for recognition 

from your organization and community. 

• Members may need extra support integrating into the organization and community 

quickly and effectively. They need to transition quickly in order to make a difference 

during their one-year term, and this can be a bigger adjustment for members who are 

from outside the community or new to the field in which they are serving. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members

48

Version 2023.1

• Each member has a specific assignment with a capacity-building focus. Other staff in 

your organization may not recognize the distinct member function, and supervisors 

play a key role in helping other staff and partners understand both the nature of VISTA 

service and each member’s specific assignment. This includes supporting members in 

setting and maintaining boundaries when others ask the member to help with 

activities unrelated to the VAD. 

• Members may be anxious about finances as well as what their next step will be once 

their service year ends. 

• Members cannot be terminated by the site or sponsor, but the sponsor may request 

the member’s removal from the project by providing documentation and details to 

the AmeriCorps regional office. 

• Some members may have years of experience in the workplace and see their service 

opportunity as a way to transition to a new career field or give back after retiring from 

employment.

Members are also not employees of AmeriCorps, except for very specific purposes.13 In 

addition, members are not, for any purpose, employees of the sponsoring organizations or 

subrecipient organizations where they are assigned; members have no legal employment 

relationship with the sponsoring organization or subrecipient organization. Finally,

AmeriCorps retains sole authority for an individual’s selection/admission, replacement, 

removal, and termination. 

Strong supervision of a member includes the following:

• Build familiarity with the member’s VAD

• Assess a member’s relevant background and skills and consider them when planning 

for OSOT

• Learn about the member’s professional development interests and support them in 

developing and implementing a plan for professional development that builds skills 

and knowledge

• Schedule dedicated weekly one-on-one check-ins

• Help the member create a detailed work plan to implement the goals of the VAD

• Support the member in planning ahead for the end-of-service transition

• Recognize the contributions and impact of the member

• Provide resources and guidance in working with the community

Changes to Member Supervision

Any change to the supervision plan for a member needs to be navigated proactively to avoid 

potential pitfalls for the project. If the member’s supervisor is not available to supervise them 

full-time—perhaps due to a new position within the organization, a leave of absence, or a 

13 45 C.F.R §2556.300 (2018).
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

49

Version 2023.1

departure from the organization—it is critical that the supervisor communicate with the project 

director about the impending change. The project director should work with the supervisor 

to identify a new or interim supervisor and train that individual on the VISTA program and 

their responsibilities. The project director can also provide extra support to the members

during the transition to ensure they continue to receive effective supervision. 

All changes to the project director or supervisor roles should be communicated to the 

AmeriCorps regional office as early as possible for support through that transition. 

Coaching the Member

Coaching is about performance, action, and strategies that lead to success. Coaching grows 

from the foundation of good supervision. Some suggested strategies for developing a 

coaching relationship with members include:

• Promoting a culture of ongoing learning and growth

• Asking open-ended questions and collaborating in problem-solving with member(s)

• Discussing with your member(s) your conversation style, how you’ll give feedback, 

and other working agreements

• Providing actionable, positive feedback when appropriate

• Being open to hearing member complaints, obstacles, and frustrations without 

judgment 

• Assisting members in finding their own solutions to problems 

• Developing protocols for addressing conflict

• Employing the experiential learning cycle: Concrete Experience, Reflective 

Observation, Abstract Conceptualization, and Active Experimentation (see David 

Kolb’s work on learning styles for details).

Retention

Member retention is important not only for the success of accomplishing the project’s goals, 

but also for the member’s professional development and experience. Members are more 

likely to serve effectively and complete their service terms when they feel valued at their sites. 

Some ways that sponsors can ensure their members feel valued are:

• Ensuring that all staff understand the VISTA program and the member role

• Delivering a strong OSOT (See Planning for On-Site Orientation and Training) 

• Providing regular feedback, direction, and support, including weekly one-on-one 

check-ins

• Finding out what members need to succeed and addressing those needs

• Helping make life easier by providing supplemental benefits (See Supplemental 

Benefits) 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

50

Version 2023.1

• Giving members ownership of their projects while also helping them understand 

sustainability and the transfer of knowledge, products, and relationships

• Providing ongoing training and support for professional development (See Ongoing 

Training) 

• Thanking members personally and recognizing them publicly

Administrative Support 

In addition to the time and attention dedicated to good supervision, sponsors and sites take 

responsibility for providing administrative support that is central to project success. This 

support is often categorized as office space, technology, office supplies, and service-related 

transportation. AmeriCorps does not provide the equipment or supplies required by 

members for their assignments. In addition to the equipment and supplies, sponsors and 

sites are responsible for reimbursing members for service-related travel or for providing 

other means of transportation as needed to accomplish their assignments.

Space, Technology, Office Supplies

Members should have access to all materials that are needed to complete their assignments. 

Examples of these materials include: the use of a computer, printer, Internet access, e-mail 

access, consumable supplies, telephone, copier, and fax, just as for any staff member. These 

supplies should be ready and available for members use on the first day of service. 

Members should not be expected to use personal items, technology or otherwise, to 

complete service. 

For members approved to teleserve or serve from a virtual service site, sponsors must ensure 

members have proper equipment, workspace, and capabilities to teleserve in alignment with 

both the VISTA MA and their own organizational policies and procedures. 

Service- Related Transportation

Sponsors and sites are responsible for reimbursing members for service-related travel, or for 

providing other means of transportation as needed to accomplish the assignment. The 

sponsor may require the member to comply with the sponsoring organization's rules, in 

addition to complying with all applicable requirements, when operating a sponsor's vehicle.

Supporting service-related travel can mean making plans for members to use organization 

vehicles, reimbursing them for public transportation, or reimbursing them for use of their 

personally owned vehicles. Reimbursement for use of a personally owned vehicle must be at 

either the federal mileage rate or the mileage rate established by the site for staff. It is 

important to keep in mind that members are normally on tight budgets, and they often 

appreciate when the site can pay for their transportation directly rather than asking for them 

to pay it out of pocket and request reimbursement, particularly for pricier trips. 

Supporting and reimbursing members for service-related travel applies only to transportation 

necessary to complete the member’s specific assignment, and not to commuting, travel to 

events sponsored by AmeriCorps headquarters, or relocation travel. See Member Handbook 

– Service-Related Transportation for greater detail about the topic.
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

51

Version 2023.1

Accidents While Driving for APPROVED Service-Related Purposes 

If a member is driving for approved service-related purposes and is involved in an accident, 

there are important steps that the member and sponsor must follow as outlined in the 

Emergencies section. Chapter 7 of the Member Handbook is also a good reference. 

Program Budget

Many VISTA projects and assignments do not require a dedicated budget for members to 

advance their projects and achieve the objectives, but some do. If the member will build the 

capacity of a program that requires a particular budget to make progress possible, the 

sponsor and site are responsible for ensuring that resources are available, and that the 

member has reasonable access to those resources. 

Delivering On-Site Orientation and Training 

One of the most important roles of a supervisor is to introduce the members to their new 

community and help them begin building their identity with the project. Some members 

relocate to serve in the VISTA program. Settling comfortably into a new community may be 

one of the most difficult challenges that members face. This challenge can be addressed by 

having OSOT that is early and thorough. This is key to a successful year for any member and 

project. 

See Planning On-Site Orientation and Training for more information. 

Ongoing Training

While a member’s service begins with VMO and OSOT, the training and professional 

development of members continues throughout their service term. These opportunities take 

many forms: formal and informal, group-based and individually focused, face-to-face, virtual, 

as well as written. 

Ongoing training should address the members’ needs in carrying out their VAD, take place 

early enough for the member to make use of and act on the information during the service 

year, and address the members’ learning styles. Sponsors are responsible for ensuring 

members receive the training necessary to complete their assignments. Many members 

approach their year of service as a time for professional and personal growth and are 

interested in maximizing learning opportunities.

Opportunities through the Sponsor

Members and sponsors are encouraged to pursue opportunities that align with the project’s 

needs and the member’s professional development interests. 

Each member’s OSOT should include conversations with the supervisor about training and 

professional development interests and priorities. The supervisor can provide key support for 

the ongoing training of members in a number of ways, including: 

• Working with members to assess training needs and develop plans to meet them 

using individual development plans
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

52

Version 2023.1

• Recommending organizations that provide relevant in-person and online courses and 

training, including professional associations and colleges

• Supporting participation in appropriate opportunities identified by members

• Securing funds from the sponsor’s training and travel budgets to support ongoing 

training;

• Advocating for reduced or waived training fees on the member’s behalf

• Identifying relevant professional coalitions, groups, and networks for potential 

membership

• Making connections to other professionals for networking, informational interviews, 

and mentoring

• Suggesting books and strong written sources related to the project’s focus or member 

interests

• Setting up opportunities for members to shadow the senior leaders with the sponsor 

or in the community

• Ensuring that members are included in trainings the sponsor provides for its staff

• Coordinating events tailored to the needs of current members on the project

• Creating forums for members to share experiences and train each other on their 

projects

• Plugging members into national service networks that offer training open to members

• Connecting VISTA members to alums to learn about their areas of expertise

Opportunities through AmeriCorps VISTA 

AmeriCorps VISTA provides a variety of opportunities for members throughout their service 

terms. The opportunities vary in intensity, ranging from short virtual sessions to multi-day inperson events. Many of these items, and more, are available via the VISTA Campus. 

In Service Training (IST)

In-Service Training (IST) is a multi-day, in-person training offering sessions on a range of 

topics relevant for members across projects and locations. IST is designed for members who 

have a clear understanding of their service assignment and have identified areas for their 

own professional development. 

IST provides members with concrete information on topics relevant and important to their 

service, further building the capacity of members to effectively execute their VADs and 

successfully complete their service terms. IST addresses common training needs among 

members, provides an environment for members to discuss their projects, and ask questions 

in person. IST also offers a forum for members to connect with their peers. The AmeriCorps 

regional office can provide current information on IST opportunities for members. 

Training Webinars 

Webinars are offered each month on a variety of topics and are also recorded and made 

available on-demand. Topics include volunteer engagement, resource development, 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

53

Version 2023.1

outreach and communications, and poverty. Webinars are also available on the benefits, 

serving effectively, and life after VISTA. For more information, see the Calendar and

Catalogue on the VISTA Campus. 

Member Handbook

The VISTA Member Handbook is the program’s primary resource for members. It covers a 

wide range of topics that are central to a successful service term. Sponsors are responsible 

for familiarizing themselves with the content. When members have questions, the Member 

Handbook is often the best place to check for information before directing them to the VISTA 

Member Support Unit. 

Civil Rights and Responsibilities

In accordance with federal law and AmeriCorps policies, members must serve in service 

environments that are free of discrimination and harassment. AmeriCorps has a zerotolerance policy for discrimination or harassment in all national service environments based 

on any of the following groups: race, color, national origin, sex, age, religion, disability, 

sexual orientation, gender identity and expression. Members should not experience 

discrimination or harassment as a result of contact with sponsor and subrecipient staff, 

supervisors, other members, clients, and volunteers. All sponsoring organizations and 

subrecipient sites are responsible for ensuring that all members assigned to them are not 

subject to discrimination or harassment during their terms of service.

Discrimination

Discrimination is treating people differently because of who they are, where they come from, 

or the groups they belong to. Discrimination in a VISTA service setting is illegal when it 

targets a person or group based on such non-merit factors as race, gender, or religion, also 

known as protected classes. AmeriCorps defines protected classes as the following:

• Race, color, or national origin

• Sex/gender

• Disability (physical or mental)

• Age

• Religion

• Political affiliation

• Gender identity and expression

• Sexual orientation

Illegal discrimination targets a person or group because of a difference and singles them out 

for different treatment. It can happen to anyone and may be a one-time occurrence or part of 

an ongoing pattern.
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

54

Version 2023.1

Harassment

Illegal harassment is severe and/or pervasive verbal or non-verbal communication relating to 

an individual’s gender, age, race, ethnicity, religion, or any other non-merit factor that 

interferes with a member’s performance and/or creates an intimidating, hostile, or offensive 

service environment. Harassment can consist of spoken or written words, images, or actions 

and can happen to anyone. It includes but is not limited to:

• Explicit or implicit demands for sexual favors

• Pressure for one’s company or companionship

• Unwelcome, persistent letters, phone calls, emails, or other media

• Distribution or display of offensive material

• Offensive looks or gestures, physical encroachment, or threatening behavior

Sexual harassment creates a hostile, intimidating, or offensive service environment and 

prevents a member from serving effectively. 

Sexual harassment can include, but is not limited to: 

• Spoken words or unspoken actions

• Annoying or uncomfortable behavior

• Activity that happens over a period of time

Complaint Procedures

Members who believe they may be subject to discrimination or harassment as described 

above are advised to first talk directly to the person they suspect of engaging in harassing or 

discriminating behavior. If that does not work or if the member does not feel safe and 

comfortable doing so, they should bring it to the attention of their direct supervisor and 

sponsoring organization, if feasible. If, because of the circumstances, it is not feasible to do so 

or they do and the matter is not resolved to the member’s satisfaction, the member should 

contact the attention of the AmeriCorps regional office. The member should also contact the 

Equal Opportunity Program (EOP) at AmeriCorps Headquarters in Washington, DC. EOP is 

the AmeriCorps program dedicated to and charged with reviewing and investigating claims 

of discrimination and harassment made by service members, including members. Claims not 

brought to the attention of EOP within 45 days of their occurrence may not be accepted in a 

formal complaint of discrimination. No one can be required to use a program, project, or 

sponsor dispute resolution procedure before contacting EOP, and if another procedure is 

used, it does not affect the 45-day time limit. EOP may be reached at 202-606-3461 or 

eo@cns.gov.

Safety

Supervisors and their organizations are responsible for structuring assignments so that the 

member’s health and safety are not jeopardized. Supervisors must not require members to 

perform duties that would cause them to sustain injuries.
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

55

Version 2023.1

Member Terms and Conditions

Some activities are prohibited while members are on duty or perceived to be on duty, while 

others are limited entirely during a member’s term of service. It is important for supervisors to 

not only to be knowledgeable about these terms and conditions but also to communicate 

that information to the members.

If a supervisor or sponsor learns about their member(s) participating in any prohibited 

activities, they are expected to let the member know that their particular actions are 

prohibited and that continuing to participate in these activities can result in the member’s 

removal from the service position. If the activity/behavior persists, the sponsor should contact 

the AmeriCorps regional office. 

See the section on Challenges with Members for more information on addressing prohibited 

activities. 

For more information on VISTA terms and conditions, see the Member Handbook – Basic 

Laws & Federal Regulations. 

Religious Organizations or Activities

AmeriCorps acknowledges that religious activities play a positive role in healthy 

communities, that religion is a defining characteristic of many community organizations (faithbased and secular), and that religious-based belief and action are central to many members' 

lives.

It is important, however, that VISTA projects and their members do not endorse or promote, 

or appear to endorse or promote, religion or a specific religious belief. Consequently, 

AmeriCorps imposes a number of limitations on activities that VISTA projects can support 

and in which members can engage while serving, or when otherwise representing 

AmeriCorps VISTA. Members are free to pursue many of these activities on their own 

initiative on non-AmeriCorps time and using non-AmeriCorps funds or resources.

For more information, see the Member Handbook – Basic Laws & Federal Regulations.

Limitation on Political Activities14

Members, as well as programs and projects, are subject to certain restrictions related to their 

engagement in political activities. Such political activities are classified as 1) engaging in 

electoral activities, 2) engaging in lobbying, or 3) participating in demonstrations.

For more information, see the Member Handbook – Basic Laws & Federal Regulations. 

Limitation on Displacement of Employed Workers and Impairment of 

Contracts for Service 

Members are prohibited from performing activities or duties that would otherwise be carried 

out by employed workers or would supplant the hiring of or result in the displacement of 

employed workers or would impair existing contracts for service.

14 45 C.F.R. §2556(H) (2018).
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

56

Version 2023.1

AmeriCorps regulations on non-displacement of employed workers and non-impairment of 

contracts for service are contained in 45 CFR Part 2556.150. 

Limitation on Receiving any Compensation or Other Benefits for Service of 

AmeriCorps Members

Agencies or organizations to which members are assigned, or which operate or supervise a 

project, are prohibited from requesting or receiving any compensation from members, or 

from those who benefit from the services that members provide (42 U.S.C. § 5044). In 

addition, it is the policy of the VISTA program that members not accept any benefit from the 

sponsoring organization or the community served through their service assignments, unless 

otherwise permitted by AmeriCorps policy (such as housing, transportation, bus passes, and 

training materials and tools). See the section on Supplemental Benefits for details. 

Cash or in-kind contributions to a project, provided under the terms of a Memorandum of 

Understanding (MOU) between the primary VISTA-sponsoring organization and another 

participating agency, is not considered compensation for member services. AmeriCorps 

must, however, review and concur in all such MOUs prior to implementation.

Limitation on Labor and Anti-Labor Activity

AmeriCorps funds must not be used, directly or indirectly, to finance labor or anti-labor 

organizations or related activities (42 U.S.C. § 5044). Consequently, a member must not be 

assigned to activities or duties that assist, directly or indirectly, any labor or anti-labor 

organizing activity or related activity.

Prohibition on Nepotism

To avoid actual or apparent favoritism in the operation of a project, AmeriCorps VISTA 

prohibits certain service placement and assignment arrangements, as follows. This following 

language is taken from the Memorandum of Agreement which a legally binding document.

Prohibition on Nepotism. To avoid actual or apparent nepotism in the operation of an 

AmeriCorps VISTA project, the AmeriCorps VISTA program prohibits certain assignment

arrangements, as follows:

• Members. An AmeriCorps member cannot be assigned to an AmeriCorps VISTA 

project or project site15 if s/he is: 

o in the immediate family (e.g., spouse, domestic partner, parent or guardian 

whether by blood or adoption, child whether by blood or adoption) of a staff 

member involved in the management or operation of the project or project 

site, or of an AmeriCorps staff member in the applicable Regional Office who 

makes decisions or takes actions regarding the project or the site; 

o a close relative, whether by blood or adoption, (e.g., grandparent, grandchild, 

aunt, uncle, niece, nephew, first cousin), of a staff member involved in the 

management or operation of the project or project site, or of an AmeriCorps 

15 A VISTA sponsoring organization may operate a VISTA project out of a single project site, 

or multiple sites. When a “project site” is referenced, the prohibited arrangement is limited to 

that particular site, rather than the project as a whole. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

57

Version 2023.1

staff member in the applicable Regional Office who makes decisions or takes 

actions regarding the project or the site; 

o in the immediate family (e.g., spouse, domestic partner, parent or guardian 

whether by blood or adoption, child whether by blood or adoption) of a 

member of the board of directors of the specific AmeriCorps VISTA project or 

project site where the member is assigned or reports for service; or

o a close relative, whether by blood or adoption, (e.g., grandparent, grandchild, 

aunt, uncle, niece, nephew, first cousin), of a member of the board of directors 

of the specific AmeriCorps VISTA project or project site where the member is 

assigned or reports for service. 

• Project Supervisory Employees. A project and/or site employee is prohibited from 

holding a project supervisory position if s/he:

o is in the immediate family (e.g., spouse, domestic partner, parent or guardian 

whether by blood or adoption, child whether by blood or adoption) of any 

AmeriCorps official responsible for the management and/or oversight of the 

AmeriCorps VISTA project; 

o is a close relative, whether by blood or adoption, (e.g., grandparent, 

grandchild, aunt, uncle, niece, nephew, first cousin), of any AmeriCorps official 

responsible for the management and/or oversight of the AmeriCorps VISTA 

project;

o is in the immediate family (e.g., spouse, domestic partner, parent or guardian 

whether by blood or adoption, child whether by blood or adoption) of any 

project and/or site employee who holds supervisory authority over him/her; or

o is a close relative, whether by blood or adoption, (e.g., grandparent, 

grandchild, aunt, uncle, niece, nephew, first cousin), of any project and/or site 

employee who holds supervisory authority over him/her.

For more information, see the Member Handbook – Basic Laws & Federal Regulations.

Limitation on AmeriCorps Fraternization

Relationships between members and staff members (including volunteers and contracted 

personnel) of AmeriCorps, sponsors, and service sites that are exploitive or otherwise 

inappropriate, or that have the appearance of partiality, preferential treatment, or the 

improper use of position for personal gain, are prejudicial to the morale of members and will 

not be tolerated.

Inappropriate relationships between members and the aforementioned staff members are 

prohibited. Inappropriate relationships are those that compromise, or appear to 

compromise, supervisory authority, impede the ability for members to perform their duties, 

or could result in preferential treatment. Relationships are prohibited if they appear to involve 

the improper use of rank or position for personal gain.

For more information, see the Member Handbook – Basic Laws & Federal Regulations. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

58

Version 2023.1

Limitation on AmeriCorps Members Serving in VISTA Considered as Federal 

Employees16

AmeriCorps members in the VISTA program are regarded as federal employees only for 

certain purposes under 42 U.S.C. § 5055, including the Hatch Act, the Federal Employees' 

Compensation Act (worker's compensation), the Federal Tort Claims Act, the IRS Code, and 

Title II of the Social Security Act. Members are not regarded as federal employees for 

purposes of unemployment compensation, and allowances received from AmeriCorps are 

not regarded as wages, except for income tax and Social Security purposes. 

Moreover, members are not employees of sponsoring organizations. Because members 

serve under the authority of federal statute, their limited employment relationship is with the 

federal government (discussed above), not the sponsoring organization, and is governed by 

federal law, not state law. The sponsoring organization is not authorized to make 

contributions to any state unemployment compensation fund on behalf of members assigned 

to the organization.

Member Benefits

Strong support requires a basic understanding of the benefits available to members. Building 

this knowledge equips supervisors to understand the overall member experience as well as 

support members in accessing benefits. 

Supervisors are expected to access member benefits information in the same way members 

do, via the VISTA Benefits page as well as in the Member Handbook. This section highlights 

particular points to be aware of when supervising members. 

Living Allowance

The VISTA program provides a living allowance that enables each member to live very 

frugally, like members of the communities they are serving. The allowance is based on 

poverty rates for a single individual in that county. Current living allowance rates by county 

are listed here. 

The living allowance is paid biweekly and deposited directly into each member’s bank 

account. Sponsors should encourage new members to double-check the account number 

and routing number they submitted for direct deposit since incorrect information can lead to 

significant delays in receipt of a living allowance payment. 

Federal income tax deductions, if applicable, are withheld from the living allowance. No 

state, county, or city tax deductions are withheld. Members are responsible for paying the 

appropriate taxes.

For individuals who are receiving public assistance before starting service, the living 

allowance is normally not counted toward their income. See Other Public Benefits for more 

information. 

16 42 C.F.R. §2556.300 (2018). 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

59

Version 2023.1

Leave

All full-term VISTA members are entitled to up to 10 days of personal leave and up to 10 days 

of medical leave during their yearlong term of service. Summer associate members are 

entitled up to 3 days of leave. Supervisors should ensure that members understand the site 

and sponsor’s policies and processes for requesting leave and providing notice for 

unplanned absences. The member must request and receive approval in advance from the 

sponsor/supervisor for all personal leave, specifying dates of leave requested in accordance 

with sponsor policy. Leave should not interfere with a member settling-in and becoming 

oriented to the site, or with closing service and transitioning from the sponsor. In some 

circumstances, members are eligible for additional leave. See Emergencies for more 

information. 

Members enjoy the national holidays that are recognized by the sponsor and that are given 

as time off to the sponsor’s personnel. A member must serve on holidays that are not 

recognized by the sponsoring organization. For example, if the sponsor denotes Veterans 

Day as a workday for its staff, a member is expected to serve on that day unless the member 

has requested and received approval to use one day of personal or medical leave.

If a member’s assigned site is closed due to a weather event, or if the site provides its staff 

with additional “floating holidays,” “spring breaks,” “summer recesses,” etc., the member is 

expected to continue to serve unless authorized to take the time off as part of personal leave 

or medical leave. In cases where a member prefers to not use personal leave and instead 

continue to serve while their assigned site is closed, members may serve from an alternative 

service site for a limited duration. The supervisor should seek approval from the AmeriCorps 

regional office if the member supervisor recommends approval of the member’s request to 

serve at an alternative service site. 

Details regarding all leave types—i.e., medical, personal, national holiday, benefits during an 

extension of service, extended medical leave benefits, emergency, military reserve, jury duty, 

parental—are located in Chapter 9: Leave Benefits of the Member Handbook. 

Relocation Assistance

Individuals who are moving more than 50 miles from their home of record to their service site 

are eligible for relocation assistance, including a relocation travel allowance and a settling-in 

allowance. 

The relocation travel allowance is based on the direct mileage between the home of record 

and the site. This allowance should, but may not, cover all expenses incurred. Candidates are 

notified of the amount in advance by the VMSU and should not book any travel until they get 

that notice by email. The relocation travel allowance is paid by direct deposit two to four

weeks after the member begins service and submits their relocation voucher in accordance 

with the directions provided by the VMSU. Members who received the relocation travel 

allowance at the start of their service will receive a second relocation travel allowance when 

they complete service for travel back to their home of record. 

The settling-in allowance is a one-time payment of $750 intended to cover initial costs such 

as security or utility deposits and rental application fees. It is automatically included in the first 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

60

Version 2023.1

living allowance payment for eligible individuals. Federal taxes are withheld but state and 

local taxes are not. 

When talking with potential candidates, supervisors should ensure they understand that while 

relocation assistance is provided, the funds will not be deposited until after a new member 

has traveled to the site and moved into their new community. 

Healthcare Benefits

Members who maintain health insurance during their service term may enroll in the 

AmeriCorps VISTA Healthcare Allowance. This allowance is a reimbursement program that 

covers out-of-pocket costs associated with healthcare up to a maximum amount. Out-ofpocket expenses may include the annual deductible, coinsurance, copayments, and other 

charges for qualified medical expenses and limited dental and vision services. The 

Healthcare Allowance does not cover costs associated with purchasing insurance, costs for 

non-essential health expenses, or charges associated with dependents or other individuals 

covered under the member’s own health insurance.

Members without healthcare coverage or insurance during their term of service are eligible 

to enroll in the VISTA Health Benefit Plan. The plan is available to eligible members at no cost 

and covers eligible expenses for medical office visits, most lab and x-ray services, limited 

preventive care (e.g., an annual ob-gyn visit for women), limited dental and vision, medical 

emergencies, surgical and hospitalization expenses, and certain prescription drug costs. It 

does not cover pre-existing conditions or care for dependents, including spouses.

In addition to an elected health benefit, members can access telehealth, i.e., virtual care, at 

no cost. Telehealth allows members to promptly consult with board certified physicians, 

psychologists, social workers, and professional counselors 24/7/365 via phone or video chat, 

at no cost to the member.

The VISTA Member Wellness Page, on the AmeriCorps website provides a list of health 

resources available for members to use when in need of health assistance and support. 

Each new member receives an email inviting them to complete a Member Enrollment Form 

to select a benefit option. For more details, visit the VISTA program’s healthcare provider 

website. 

Sponsors may provide supplemental health benefits to members, but there are some 

conditions and limits. See Supplemental Benefits for more information. 

The VISTA Benefits page on the AmeriCorps website contains information about this benefit.

Child Care Benefits 

Members who have children under the age of 13 may qualify for the VISTA program’s child 

care benefit. Eligibility is based on total family income and the state income limit. The 

approved benefit rates will be the child care provider’s rates or the maximum allowable rate 

in the state in which the child care is being provided (whichever is lesser). 

Anyone receiving VISTA child care subsidies cannot receive child care benefits from any 

other source. Candidates should compare the available state child care benefits to the VISTA 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

61

Version 2023.1

child care benefits to determine which program best supports their family before making a 

decision about child care.

The VISTA Benefits page on americorps.gov contains information about this benefit.

Emergencies

In some circumstances, members are eligible for additional financial support, including 

emergency travel and an emergency expense allowance. Please see Managing Member 

Emergencies for specific guidance. 

End-of-Service Benefits

Upon successful completion of a year of service, a member is eligible to receive either the 

Segal AmeriCorps Education Award (education award) or the end-of-service cash stipend. 

Each candidate must make a selection in My AmeriCorps before beginning service. (Persons 

legally residing in a state, but who are not U.S. citizens, U.S. nationals, or lawful permanent 

resident aliens, are only eligible to receive an end-of-service cash stipend.) Members can 

switch from the education award to the cash stipend before the end of the tenth month of 

service, but they cannot switch from the cash stipend to the education award at any time 

while in service. 

The VISTA Benefits page on americorps.gov contains information about these benefits.

Post-Service Federal Benefits

Upon successfully completing service, alums receive one year of non-competitive eligibility 

(NCE) for employment in the federal government. This special hiring status does not 

guarantee them a job, but it enables them to apply for federal jobs with the advantage of not 

having to go through the standard public competitive selection process. That means that 

they can be appointed to federal positions that may or may not be available to the general 

public, and their applications could be processed faster than others.

As an alum, they will have access to a service letter in their my.americorps.gov account titled 

VISTA Verification of Service which provides more information about NCE that they can 

provide a federal employer. If interested in federal employment, they would go to USAJobs

and select the Peace Corps & AmeriCorps VISTA section that indicates non-competitive 

eligibility, and continue from there to apply for a position. Please note that alumni do not 

receive NCE or their verification of service letter until they successfully complete their year of 

service, so if they want to apply for a federal job prior to the end of service, they could only 

tell a prospective employer the date on which they are scheduled to end service and receive 

NCE.

Also, if an alum is hired into federal civil service, their time as a member will be credited 

toward a pension in the Federal Employees Retirement System as long as they pay a portion 

of their retirement contribution. AmeriCorps VISTA service will apply toward purposes of 

determining seniority, reduction in force and layoff rights, leave entitlement, and other rights 

and privileges based on length of service under laws establishing terms and conditions of 

service of federal civilian employees.

For more information, see the Member Handbook – Basic Laws & Federal Regulations. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

62

Version 2023.1

Member Policies

Beyond VISTA terms and conditions, there are several other member policies with which 

sponsors must be familiar. Supervisors play active roles in approving and overseeing 

activities in these areas. 

Outside Employment

To make service accessible to the widest possible range of candidates regardless of 

economic status, the VISTA program allows outside employment that is not part of a 

member’s assigned project and VAD. (Prior restrictions were lifted with a 2015 policy 

change.) 

Commitment to one’s assigned project is the paramount focus of all members, regardless of 

whether a member is working outside of their service assignment. Any outside employment 

must not conflict with the member’s training, service, or service hours as assigned by 

AmeriCorps or the sponsor. To the maximum extent practicable, members must remain 

available for service without regard to regular working hours. The VISTA project’s needs 

supersede any requirements of outside employment.

If a member pursues outside employment while in service, the member is not, under any 

circumstances, permitted to be an employee of or contractor for the sponsor, sub-recipient, 

or other project-related organization to which the member is assigned to serve.

While in service, the member may only accept outside employment for positions that are: 

• Legal

• Part-time

• Not (now or in the future) in conflict at all with the member’s service or service hours

• Not (now or in the future) in violation of any applicable federal, state, and local laws 

and regulations and 

• Not (now or in the future) in conflict with any AmeriCorps VISTA program 

requirements or policies

Before accepting such outside employment, the member must speak with and obtain the 

written approval of their supervisor to do so. To approve outside employment, their 

supervisor must ensure there is no conflict between the employment and the member’s 

service or service hours.

Sponsors must document their approval or disapproval, as appropriate, of all requests for 

members to accept or continue outside employment by maintaining each completed 

Outside Employment Request on file. 

See the Sponsor Resources page on the AmeriCorps website for the Outside Employment 

Request Form.

Teleservice and Virtual Service Site

A fundamental assumption of service is that members serve in a low-income community at 

the sponsor’s location or project site. For members to be eligible for teleservice or service 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

63

Version 2023.1

from a virtual service site, the project sponsors and sites must first have the administrative

capacity and internal policies, in place, to support teleservice and virtual service site 

opportunities at their organization. If the sponsor or site do not allow work from home 

opportunities, the member will not be eligible for these opportunities and will need to report 

to the sponsor or site as directed. 

Please note, while teleservice and virtual service site arrangements are allowed, remote 

service is not permitted under the AmeriCorps VISTA program. Definitions of all three, can 

be found in Appendix II. 

AmeriCorps VISTA maintains certain parameters are required for successful VISTA service: 

• The member understands the organization and the people within the organization, so 

they can have an impactful term of service; 

• The member understands the community and the people in the community, so they 

can serve them well; 

• The member understands that VISTA service is not a 9-5 job, and it demands flexibility 

and availability in one’s schedule; 

• The supervisor understands their role as coach and mentor which goes beyond the 

responsibilities of a supervisor to an employee, and must be intentional about 

connecting and collaborating in a teleservice or virtual service site environment;

• Members are expected to be a reliable team member (punctual, motivated, 

professional and thorough, etc.) 

In addition to the prerequisites above, the VISTA Assignment Description (VAD) must lend 

itself to tasks that can be completed in a teleservice or virtual service site environment. If the 

VAD does not support tasks that can be performed in this manner, the VISTA will not be 

eligible for such opportunities. To be explicit, a teleservice and virtual service site 

arrangement is based on the nature of the organization and/or the VISTA assignment and is 

not unique to the individual serving in the VISTA position. 

To establish a teleservice or virtual service site arrangement, a VISTA sponsor must include 

the details of such arrangements as part of their application and in the VAD. Additionally, 

positions of this nature must be advertised as such via the Service Opportunity Listing (SOL). 

Members, leaders and summer associate can apply for a teleservice or virtual service site 

arrangement by completing the Teleservice and Virtual Service Site Agreement and Request 

Form available on the AmeriCorps website. 

The VISTA project sponsor and service site are also responsible for approving, 

acknowledging, and maintaining records related to the Teleservice and Virtual Service Site 

Request and Agreement Form. Sites must approve or decline the request. Sponsors must 

acknowledge and maintain access to the record of the Teleservice and Virtual Service Site 

Request and Agreement Form for each individual member who submits a request for either a 

teleservice or virtual service site arrangement. 

All VISTA members, including those in teleservice and virtual service site arrangements, are 

paid a living allowance that is based on the poverty rate for a single individual in the 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

64

Version 2023.1

geographic area where the member serves. The allowance rate will be determined by the 

county of the site location selected for each individual member as listed on the VAD.

At the discretion of the supervisor, a teleservice arrangement for a member can be revoked 

or amended as needed. 

For more information, see the Member Handbook –Terms & Conditions of Service. 

Educational Courses

Members and leaders may participate in online or in-person classes, regardless of subject 

matter, during their service year. However, the VISTA program is a full immersion experience 

that requires its members to dedicate themselves to understanding and serving the 

community to which they are assigned and be able and available to support the project as 

needed (e.g., attending community meetings). 

Service to the sponsoring organization and community takes precedence over coursework. 

Enrollment in courses requires the approval of the supervisor. If a member or leader is unable 

to complete assigned tasks or responsibilities due to coursework, the sponsor should contact 

the AmeriCorps regional office. 

For more information, see the Member Handbook –Terms & Conditions of Service. 

Supplemental Benefits From Sponsor and Site

Financial support for members may be provided by the sponsor and/or site under the 

following conditions:

• Support is offered and available equally to all members at a site

• Cash or checks (unless for reimbursable expenses) are not given directly to the 

member. Gift cards may only be given in occasional situations and should not be a 

regular occurrence in an attempt to supplement the living allowance.

• Support offered does not violate VISTA’s legislation that mandates members must, to 

the maximum extent practicable, make a commitment to live among and at the 

economic level of the people they are serving

Below is a list of support that a sponsor may provide to members. The list is not intended to 

be exhaustive, nor is a sponsor required to provide any such support.

Housing

A sponsor may, at its discretion, provide support for housing for members. While there is no 

maximum threshold set for the amount of assistance, it should be consistent with the 

member’s commitment to live among and at the economic level of the people served. 

A sponsor’s support for housing must be offered equally to all members serving at the site. 

Sponsors, at their discretion, can offer housing support to leaders without offering the same 

benefit to members at the site, provided the housing support is offered to all leaders serving 

with the sponsor.

Support for housing can be provided in the form of a one-time security deposit or as monthly 

rent, mortgage payments, or help with utility bills. All housing support must be paid directly 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

65

Version 2023.1

to the landlord, leasing agent, mortgage holder, utility company, etc. A sponsor or others 

may not offer money directly to a member to supplement the member’s living allowance, or 

to pay rent, utilities, or other costs. Nor may members accept third-party payments for utilities 

or other housing costs.

Please be aware that AmeriCorps has no involvement in, or legal responsibilities related to, 

any housing-related arrangements that are entered into between a member or leader and a 

sponsor. AmeriCorps is not a party to any such matters if any issues arise.

Accepting free or reduced-cost housing could possibly increase the member’s reportable 

income for tax purposes. For more information see the Member Housing section in Member 

Handbook – Terms & Conditions of Service. 

Relocation Assistance

• Additional relocation travel assistance – Sponsors may arrange and pay for or 

reimburse members for the travel and/or shipping costs that exceed the support 

provided by AmeriCorps without regard to the number of miles the member moved. 

Sponsors must purchase the travel or reimburse the member for such costs based on 

receipts provided by the member.

• Match settling-in allowance – Sponsors may provide an additional settling-in 

allowance up to the settling-in allowance set by AmeriCorps without regard to the 

number of miles the member moved. This support can help cover costs associated 

with settling into a new city that often exceed AmeriCorps’ settling-in allowance (e.g., 

rental or lease application fees, credit check fees, security deposit, first and last 

month’s rent, deposits to turn on utilities, etc.). Sponsors must pay the funds directly to 

the landlord or leasing agent, utility company, etc., or reimburse the member for such 

costs based on receipts provided by the member. 

• Donated furniture, appliances, equipment – Sponsors may give donated or used items 

to members in order to furnish their residences or living quarters.

Transportation

In addition to reimbursing members for all approved service-related transportation, 

members are eligible to receive the following benefits:

• Parking permits/passes – Sponsors may pay parking permit or pass fees associated 

with a service site without regard to whether the same support is provided to all staff.

• Public transit pass – Sponsors may provide members with transit passes to offset the 

costs of commuting. If public transit is required for service-related transportation or 

travel, sponsors may provide a monthly or annual public transit pass in lieu of 

reimbursing the member for actual transit costs. 

• Mileage and gas gift cards for use of privately owned vehicle – Sponsors may provide 

members with gas gift cards to offset the costs of commuting.

Food

• Meal plans associated with housing or free access to the sponsor’s cafeteria – 

Sponsors may provide meal plans associated with housing or free access to their 

cafeteria.
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

66

Version 2023.1

• Grocery card – Sponsors may provide gift cards to grocery stores to members without 

regard to whether they are provided to all staff.

Support Services

• Client support services – Sponsors may allow members access to support programs 

that their organization administers and that are available to the public. Members must 

follow the same objective criteria, qualification guidelines, and other processes that 

members of the public follow, without exception. Members must not be involved in 

the administration or processing of any of these programs. In reviewing a member’s 

application for such assistance or services, the sponsoring organization must adhere 

to its policies and processes for awarding such services. The member’s involvement 

must not present concerns where a reasonable person would perceive favoritism or a 

conflict of interest on behalf of the parties involved. For example, if a member wants 

to apply to receive food from the food bank where they serve, they are subject to the 

same eligibility criteria and processes (application review, wait times, level of food 

distribution) as the public. AmeriCorps is never involved in a member’s receipt or 

denial of such assistance or services.

• Employee benefit programs (health, dental, employee assistance program) – Sponsors 

may provide members access to employee benefit programs and/or provide 

members with a healthcare subsidy to offset the costs of purchasing a health plan, but 

certain restrictions apply:

o The sponsor must not define the member as an employee for the purpose of 

enrolling the member in such benefit programs. 

o The sponsor must offer the benefit equally to all members serving at a site. 

o The sponsor must manage, respond to, and resolve any issues raised by 

members or others related to any subsidy the organization chooses to provide. 

AmeriCorps will not be involved in any such issues that may arise.

o The subsidy must be in the form of a reimbursement. Members must provide 

proof of coverage and cost in order to receive the reimbursement.

o The sponsor must inform the members that the subsidy the organization 

provides is considered taxable income and they must report it as such. The 

sponsor must also inform the members that this specific benefit is from the 

sponsoring organization and not from AmeriCorps.

o The sponsor is required to develop and document the organization’s policy 

and process for implementation.

• Emergency Assistance – Sponsors may assist members who experience emergency 

situations that fall outside the VISTA program’s Emergency Expense Allowance (see 

the section on Managing Member Emergencies). This assistance is allowable when it 

does not present concerns that a reasonable person would perceive favoritism or a 

conflict of interest on behalf of the parties involved.

Other

• Access to sponsor-managed facilities – Sponsors may allow members to access their 

gymnasium, recreational facilities, library, or computer labs without regard to whether 

the same privileges are granted to all staff. Sponsors may also assist members with 

accessing local centers that provide similar services.
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

67

Version 2023.1

• Birthday, holiday, and other special occasion gifts – Sponsors may provide gifts 

provided they do not exceed existing employee or community volunteer appreciation 

gifts.

• Career and education support – In keeping with the VISTA program’s commitment to 

provide educational and professional development, sponsors may provide support 

with regard to attending professional conferences, trainings, and classes, such as the 

payment of conference fees, travel, lodging, and meals, or per diem that applies to 

standard employees. A member’s participation in such conferences and classes must 

not interfere with service hours or performing of service. Discounting or paying 

educational costs are also allowable when a mechanism is in place to pay the cost 

directly to schools or lenders, or receipts exist to ensure that such payments are made 

on behalf of the member. For full details regarding members taking educational 

courses during their service year, see the Member Handbook – Terms & Conditions of 

Service. 

Service Letters

During and after their service, members (and alums) may access service letters through their 

My AmeriCorps portal that may support them in confirming their status for a variety of 

purposes. 

Currently Serving Certification

This letter includes the dates of service and certifies that the member is currently serving. 

Public Benefits Income Disregard

In accordance with federal law, payments received by a member through the VISTA program 

(e.g., living allowance payments) do not reduce or eliminate the level of, or eligibility for, 

assistance or services that a member may be receiving or is eligible to receive under any 

federal, state, or local government assistance program. This statutory provision is known as 

the “income disregard” provision; the provision designed to ensure that persons receiving 

assistance before joining VISTA do not lose public benefits or have them reduced as a result 

of their receipt of VISTA payments during service. The sole exception to this provision is the 

Supplemental Nutrition Assistance Program (SNAP), formerly called food stamps. If the 

member enrolls in SNAP at any time during their year of service, their living allowance and 

other AmeriCorps VISTA payments will be counted as income in calculating their eligibility 

and benefit level. If they were already receiving SNAP prior to enrolling in the AmeriCorps 

VISTA program, their benefit should remain unchanged. 

Social Security Income Disregard

If the Social Security Administration needs proof of the income you received during your term 

of service as a member, it is recommended that you print out an income disregard letter to 

help explain your situation to the benefits officer.

Verification of Service

Once members have completed service, they can access a Verification of Service letter in 

their My AmeriCorps account. This letter includes the dates of service and serves as proof of 

service. This letter documents noncompetitive eligibility. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

68

Version 2023.1

Other Public Benefits

Some public benefits, not administered by the VISTA program, are of particular interest to 

members as their service may impact their eligibility to receive them. 

Protection of Public Assistance Benefits While Serving in AmeriCorps VISTA

Members who are eligible to receive assistance or services (i.e., benefits) under any 

governmental program (e.g., Temporary Aid to Needy Families [TANF], Medicaid, 

Supplemental Security Income) prior to enrollment as a member or who are receiving such 

assistance or services during service shall not be denied such benefits or given a decreased 

benefit because of the member's failure or refusal to register for, seek, or accept employment 

or training during the period of service. This protection of benefits, provided at 42 U.S.C. § 

5044, applies to any governmental program, including federal, state, and local programs.

Members may use the service letters provided via their My AmeriCorps account related to 

public benefits. (See Service Letters for more information.)

For more information, see the Member Handbook – Basic Laws & Federal Regulations. 

College Cost Reduction and Access Act

This federal regulation includes two programs that can significantly reduce, or even eliminate 

student debt, Public Service Loan Forgiveness and Income-Based Loan Repayment. 

Member Recordkeeping

Records are essential for running a VISTA project with integrity. They support the project’s 

operations and demonstrate compliance. 

While sponsors have the flexibility to create and maintain records in the ways that work best 

for them, they must ensure that they are meeting the minimum recordkeeping requirements 

for their projects. 

Leave Hours/Days

Sponsors are responsible for monitoring their member’s attendance at their service site as 

well as approving or declining use of leave. They must track the number of leave hours/days 

used by each member, creating a record of specific leave dates and making sure leave use 

does not exceed the maximum number of days for each type of leave. 

All members are eligible for up to 10 days of personal leave and up to 10 days of medical 

leave over the course of their yearlong service term. Summer associate members are entitled 

up to 3 days of leave. See the section on Managing Member Emergencies for details 

regarding eligibility for leave types that may apply to members in emergency situations. 

Performance and Conduct Issues

Sponsors are responsible for documenting any challenges that develop with members, 

including issues with performance or conduct, as well as actions taken to address those 

challenges, such as performance improvement plans or corrective action plans. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

69

Version 2023.1

See the section on Challenges with Members for more information on documenting and 

responding to these situations as they arise. 

Outside Employment

Sponsors must document their approval or disapproval, as appropriate, of all requests for 

members to accept or continue outside employment by maintaining copies of completed 

Outside Employment Request Forms. See the section on Outside Employment for more 

information.

Teleservice and Virtual Service Site Requests 

The VISTA project sponsor and service site are responsible for approving, acknowledging, 

and maintaining records related to the teleservice and virtual service site request and 

agreement form. Sites must approve or decline the request. Sponsors must acknowledge 

and maintain access to the record of the AmeriCorps VISTA Teleservice Request & 

Agreement Form for each individual member who submits a request for either a teleservice 

or virtual service site arrangement. This form is intended to be collected during or before 

orientation of the VISTAs and maintained in file in accordance with record retention policies. 

Please Note: The Request and Agreement form submission and approval process will 

evolve in 2023 as technology updates are made. The Request and Agreement form will 

eventually be migrated to the eGrants portal. At the time of this publication, the AmeriCorps 

VISTA Teleservice and Agreement Form is to be submitted, approved, and acknowledged via 

a printable pdf form found through Sponsor Resource page on the AmeriCorps Website. 

For more information, see the Member Handbook –Terms & Conditions of Service.

Managing Member Emergencies (On- and Off-Duty) 

While in service, a member or a leader may face an emergency. In some instances, 

AmeriCorps can help with the emergency. Those instances are described in this section. 

Members are often unfamiliar with emergency-related benefits, and the sponsor can play a 

crucial role in leading them to available support when relevant. 

Sponsors must report any change in the status of a member, as a result of an emergency, to 

the AmeriCorps regional office within 24 hours. This includes leaving the project early, 

absence without notification of leave, hospitalization, arrest, and other extended absences. 

Sponsors should make sure to reflect a member’s absence from the project on the SVF to 

ensure accurate living allowance payments.

Emergency Contact Information

Each sponsor is responsible for collecting and maintaining emergency contact information 

for their members at the beginning of the member’s service term. 

Emergency Leave

Beyond the standard leave benefits, members are sometimes eligible for additional 

emergency leave. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

70

Version 2023.1

Emergency leave is rare. The sponsor may allow up to five service days of emergency leave, 

for full-term members, under only two circumstances: 1) if an immediate family member 

(spouse/partner, parent, sibling, child, grandparent, mother in-law, brother in-law, sister inlaw, father in-law, or guardian) becomes critically ill or dies; or 2) if a natural disaster requires 

that the member leave the site. (See the section on Natural Disasters for more information.) 

Any additional time away from the project requires the approval from the AmeriCorps 

regional office. Emergency leave does not count against a member’s personal leave time. 

Emergency leave should not be used in the event of a member illness.

If circumstances require a member to take emergency leave, the member must notify the 

sponsor immediately and, and if requested, provide the sponsor with evidence of the 

emergency. The sponsor must inform the AmeriCorps regional office immediately, if the 

sponsor determines an emergency exists.

Emergency Travel

When circumstances require a member to take emergency leave that requires travel, 

AmeriCorps will pay for the fastest, regularly scheduled means of transportation to and from 

the project site to the emergency, or to the home of record, within the United States or a U.S. 

Territory in the form of a prepaid travel ticket. If the member purchases their own plane 

ticket, rental car, train ticket, or other mode of travel, the member must submit receipts for all

reimbursable costs. All requests will be reviewed by the VMSU for accurate and reasonable 

costs. The sponsor should contact the VMSU to start the process of requesting emergency 

travel support.

For more information, see the Member Handbook – Leave Benefits. 

Emergency Expense Allowance

The VISTA program may authorize a one-time expense allowance to cover extraordinary 

costs, such as reimbursement for theft, fire loss, or special clothing necessitated by severe 

climate. This allowance is not intended to supplement the living expenses of members. The 

sponsoring organization can assist members in requesting an Emergency Expense Allowance 

from the VMSU. 

Members, leaders, and candidates are responsible for safeguarding their personal property. 

Neither AmeriCorps nor the VISTA program is an insurer of personal property or cash and 

does not replace or reimburse for the loss of personal property or cash. Emergency funds are 

also not appropriate to use for costs associated with car accidents or routine car maintenance 

or repair. Expense allowances are paid directly to the member by AmeriCorps. 

For more information, see the Member Handbook – Financial Support. 

Jury Duty

A member may be summoned for jury duty. The member should provide a copy of the 

summons to the sponsor. A sponsor must give a member the necessary time away from 

project duties to comply with jury duty requirements. This time is not counted against the 

member’s personal leave. All regular benefits continue to accrue during the period of jury 

duty. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

71

Version 2023.1

The sponsor should notify the AmeriCorps regional office immediately if it appears that a 

member may not be able to resume project duties within two weeks of starting jury duty. 

If the member is subpoenaed on a non-project-related matter, the member is required to use 

personal leave.

For more information, see the Member Handbook – Leave Benefits. 

Military Leave

If an individual enters service before completing a military reserve obligation, the member 

must change the location of their reserve unit if necessary. Members should try to minimize 

the disruption in service as a result of discharging responsibilities related to their reservist 

duties. If allowed to choose when to fulfill the annual two weeks of active-duty requirement, 

members should choose a period that does not disrupt their service.

A member is granted military reserve leave to attend the monthly reserve training sessions 

and the two weeks of active-duty training. Such leave does not count against a member's 

personal leave, and benefits continue to accrue. Members should notify the sponsor before 

taking military reserve leave and upon returning from such leave.

The sponsor should notify the AmeriCorps regional office immediately if a member’s military 

reserve duties will last beyond two weeks, with the exact dates of military reserve leave. A 

copy of the military leave orders may be requested.

For more information, see the Member Handbook – Leave Benefits.

Parental Leave

A member is entitled to use a combination of their allotted medical leave (up to 10 service 

days) and personal leave (up to 10 service days) for the birth or adoption of a child. If the

member exhausts all 20 days of personal and medical leave, the AmeriCorps regional office

may approve up to an additional 10 service days of parental leave. No additional leave 

beyond 30 service days may be granted. To receive additional parental leave, the sponsor 

must provide evidence of medical and personal leave remaining and a request for additional 

leave for the member to the AmeriCorps regional office. 

For more information, see the Member Handbook – Leave Benefits.

Family and Medical Leave Act

Very few members are eligible for Family and Medical Leave Act (FMLA) leave. Sponsors 

should consult with the AmeriCorps regional office if they think a member may be eligible for 

and interested in FMLA leave. To be eligible, a member must be at least in the second year of 

service with the same sponsor and meet other baseline requirements for eligibility. 

For more information, and a list of requirements, see the Member Handbook – Leave Benefits.

Natural Disasters

When an emergency situation arises that poses a potential or actual threat to life or property, 

a member is expected to:
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

72

Version 2023.1

• Follow the orders or recommendations of the state or local authorities regarding the 

need to evacuate an area, and

• Seek shelter and contact their supervisor and AmeriCorps regional office to notify 

them of the member’s location

If the AmeriCorps regional office cannot be reached, contact the AmeriCorps Hotline at 1-

800-942-2677.

Members are eligible for emergency leave if a natural disaster requires them to leave their 

sites. (See the section on Emergency Leave for more information.)

If a member needs to travel from the disaster area to their home of record or another safe 

location, the VMSU can approve emergency travel support. (See the section on Emergency 

Travel above for more details.) The sponsor may also provide a loan for up to $500 for 

emergency expenses. The sponsor should determine, with the member, the terms of 

repayment.

The AmeriCorps regional office will advise the member on options as the situation evolves, 

including Administrative Hold (an excused absence status, usually with pay, that AmeriCorps 

accords to a member while they are enrolled in the VISTA program but is not reporting to a 

project site), the opportunity to seek reassignment in another area, and/or ending service 

early for a compelling reason. 

Members sometimes feel moved to respond themselves when disaster strikes; however, the 

commitment and responsibility of members are to their local low-income community, in 

particular the local project and its beneficiaries. AmeriCorps does not consider requests from 

members serving outside of impacted areas who wish to temporarily relocate to engage in 

disaster response activities. Members who wish to participate in disaster response activities 

on a short-term basis may do so using personal leave. 

Driving Accidents 

If a member is involved in an accident while driving for service-related purposes, the 

member’s liability for injuries or property damage sustained by third parties is covered under 

the Federal Tort Claims Act. Neither AmeriCorps nor the VISTA program is responsible for 

any damage to the member’s own vehicle.

The member should immediately notify local law enforcement and comply with local 

requirements. The sponsor should notify the AmeriCorps regional office within 24 hours. The

AmeriCorps regional office will provide guidance on the V-81 and other forms that need to 

be completed. Please review the Service-Related Transportation section of Chapter 7 in the 

Member Handbook. 

The member and the sponsor are prohibited from making any representation concerning the 

ultimate liability of the federal government on a particular claim to other parties to an 

accident. AmeriCorps’ Office of General Counsel and, where applicable, the Department of 

Justice, makes the final determination on whether an accident occurred within the scope of 

the member’s project-related activities and the extent of the government’s liability.
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

73

Version 2023.1

The sponsor must advise the AmeriCorps regional office if civil action is brought against 

either the member or the sponsor as a result of the accident, or if the member is asked or 

ordered to testify or to be deposed. Neither AmeriCorps nor the VISTA program is 

responsible for any indemnification or contribution to the sponsor for any damages sustained 

by the sponsoring organization.

For more information and the process for reporting such accidents, see the Member 

Handbook – Travel & Transportation Support

Liability Coverage (Federal Tort Claims Act)

Members have liability coverage under the Federal Tort Claims Act. Under the Federal Tort 

Claims Act, the federal government assumes liability for any damage to property or injury to 

persons caused by a member that arises only out of their official duties and for which the 

member would be liable under local law.

If a member is involved in an accident and is at fault while driving a privately owned vehicle 

and undertaking service duties, the member’s liability for injuries or property damage 

sustained by third parties is covered under the Federal Tort Claims Act. Neither AmeriCorps 

nor the VISTA program is responsible for any damage to the member’s own vehicle. 

In cases of potential liability on the part of the member for damage to property or injury to 

persons, other than motor vehicle accidents, the sponsoring organization or supervisor must 

immediately inform the AmeriCorps regional office, which after consultation with 

AmeriCorps’ Office of General Counsel, will advise the sponsoring organization on what 

steps to take. 

For more information, see the Member Handbook – Basic Laws & Federal Regulations. 

Worker’s Comp (Federal Employees’ Compensation Act)

Members are considered federal employees for the purpose of coverage under the Federal 

Employees' Compensation Act (FECA), also known as the Federal Worker's Compensation 

Act. Under FECA, members who are injured or suffer occupational disease during of their 

service may claim and be eligible to receive benefits to cover medical expenses.

Members who are injured or experience an emergency illness related to their service 

assignment must immediately notify the sponsor and the AmeriCorps regional office. The

AmeriCorps regional office can then provide additional information regarding forms and how 

to file a claim. For more information, see the Member Handbook – Basic Laws & Federal 

Regulations.

Member Hospitalization 

If a member is absent from their site due to hospitalization, the sponsor must notify the 

AmeriCorps regional office as early as is practicable. The member must utilize remaining 

medical and personal leave for the duration of the hospitalization. If additional leave is 

needed for a critical illness, the sponsoring organization may approve up to five days of 

emergency leave. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members

74

Version 2023.1

Member Arrest

If a member is arrested during a service term, the member is required to report the arrest to 

the sponsor and AmeriCorps regional office within three calendar days of the arrest. If the 

sponsor is aware of a member arrest and the member remains detained and unable to 

contact AmeriCorps staff, the sponsor should notify the AmeriCorps regional office of the 

situation. 

Death in Service

If a member dies during their service term, the sponsor must notify the AmeriCorps regional 

office as early as is practicable. The AmeriCorps regional office coordinates with the next of 

kin to ship personal effects and transportation of the body, if necessary. 

Challenges with Members

Managing member performance and conduct can be complex and challenging, especially 

because of the VISTA program’s unique requirements. Sponsors should engage the 

AmeriCorps regional office early for guidance on setting clear expectations for members and 

utilizing performance improvement plans and corrective action plans. 

There are times when, for a variety of reasons, the match between the member, the sponsor, 

and the VISTA program does not work out. While each member commits to a one-year term 

of service, some members choose to leave their site and/or end their service term early. 

Additionally, some sponsors decide it’s not in the best interest of the community and 

organization for a member to finish their term of service at the assigned site. 

In many cases, it’s feasible for the sponsor, the member, and the VISTA program to work 

toward a resolution that enables the member to continue service at the assigned site. Such an 

outcome is optimal. However, the AmeriCorps regional office should be engaged early 

when challenges arise as they can provide critical support in assessing the circumstances and 

guiding the sponsor and member toward a positive outcome. 

In some cases, separation of the member from the site and sponsor is the most appropriate 

path, and it’s essential that the sponsor engage the AmeriCorps regional office as soon as 

possible so they can lead all parties or take action to affect the member’s separation from the 

project. Separation can happen via a member’s resignation or AmeriCorps’ removal of the 

member from the sponsor or site.

The sole authority for removing a member from a sponsor, terminating a member, or offering 

a member the opportunity for reassignment rests with AmeriCorps.17 While the request for a 

member’s removal from a sponsor may originate from a sponsor’s request, neither the 

sponsoring organization nor the site to which a member is assigned shall remove a member 

from service.18 Additionally, AmeriCorps has the authority to remove a member from a 

sponsor without the request or consent of the sponsor.19

17 45 C.F.R. §2556.405 (2018). 18 45 C.F.R. §2556.405(c) (2018). 19 45 C.F.R. §2556.415 (2018).
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

75

Version 2023.1

When a member’s departure creates a vacancy, it is up to the AmeriCorps regional office to 

determine whether filling the position again is appropriate and possible. The AmeriCorps 

regional office typically considers a number of factors, including the reason for the vacancy, 

overall project performance, and available resources before determining whether a sponsor 

will be approved to fill a vacancy at a future date.

Member Resignation or Member-Initiated Reassignment

If a member expresses interest in leaving the VISTA project early, the supervisor should first 

have a conversation with the member to understand the root of their interest in leaving and 

to see if continued service at the project may be possible. The AmeriCorps regional office

should be consulted as soon as possible, and may, depending on the circumstances, be able 

to approve additional member benefits (for example, emergency leave) or offer support 

(such as coaching on reasonable accommodation) to facilitate continued service. The

AmeriCorps regional office can also consult on whether a member’s situation may qualify as a 

compelling personal circumstance that would qualify the member for a pro-rated end-ofservice benefit upon exit from the VISTA program. 

A member can request a resignation from the VISTA program as a whole; a member cannot 

resign from a particular VISTA project. If a member has made a final decision to resign from 

the VISTA program as a whole, the member should send immediate written notification to the 

sponsor and AmeriCorps regional office of this fact. The supervisor must also promptly report 

this to the project director, who is required to notify the AmeriCorps regional office within 24 

hours of the member’s notification to the sponsor. This initial notification should be by email 

and is critical to ensure that the member is exited from the program promptly as to avoid 

overpayment of living allowance and other benefits. The sponsor must send the AmeriCorps 

regional office a copy of the member’s dated resignation letter, which should specify the 

effective date of the resignation, the reason for the resignation, and that the member is 

resigning from the VISTA program as a whole, not just from the sponsor. AmeriCorps will 

unlock the member’s FPF. The sponsor is responsible for ensuring that the member submits 

Part A of the FPF, and the sponsor submits Part B of the FPF. (For more information on 

submitting FPF, see the section on Future Plans Form.)

If a member expresses a need to leave their site but has serious interest in continuing to serve 

as a member elsewhere, the project director, supervisor, or member should notify the 

AmeriCorps regional office of the desire to seek reassignment to another project. 

AmeriCorps will collect information from the member, the supervisor, and the project 

director in order to assess the possibility of continued service with the VISTA program and 

provide guidance to the sponsor and member involved. If the member is removed from the 

sponsor, the sponsor plays no further active role in the individual’s status in the VISTA 

program, though they may be contacted for information giving rise to their removal from the 

sponsor and/or for references if the member continues with the VISTA program and is under 

consideration by other sponsors. 

Performance and Conduct

Sponsors should promptly notify the AmeriCorps regional office of any acute or developing 

challenges related to member performance or conduct. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members

76

Version 2023.1

Examples of performance challenges include:

• Failure, refusal, or inability to perform assigned project duties

• Involvement in activities that substantially interfere with the performance of assigned 

project duties

• Unsatisfactory performance of assigned project duties

Examples of conduct challenges include:

• Any conduct on the member’s part that substantially diminishes their effectiveness as 

a member, including excessive absences, excessive lateness, absences without leave 

(AWOLs), and/or engagement in disruptive or unprofessional behaviors at the service 

site

• Behaviors that undermine the operations of the site where they are assigned

• Behaviors that are counterproductive or impair the morale of the staff and/or other 

members at the site

To the extent possible, the member’s supervisor should provide timely and clear written 

feedback to the member about any concerns that arise and expectations going forward. If the 

challenges in performance or conduct are of such a nature and degree that the sponsor does 

not deem it appropriate to provide feedback to a member, supervisors should immediately 

contact the AmeriCorps regional office and seek guidance. Supervisors should always 

promptly document challenges with members for themselves and for AmeriCorps. 

Documentation should focus on facts (e.g., dates of absences, tardiness, missed deadlines) 

rather than generalizations (e.g., lack of communication, poor performance) and include 

specific actions taken by the sponsor to correct any problems (e.g., meetings, performance 

improvement plans). 

Sponsor-Initiated Removal

As challenges develop, to the extent practicable, sponsors should work with members 

directly to address any problems. A key step is ensuring that expectations are clear. If 

expectations for performance and conduct were not established at the beginning of service 

via a thorough OSOT, the supervisor should ensure the member is educated on what is 

expected of them. If clear expectations have been set and the member is still not meeting 

them, depending on the nature and degree of the performance or conduct issues, the 

sponsor may consider putting a written performance improvement plan or corrective action 

plan in place as an appropriate next step. 

If the sponsor has worked directly with the member to address problems without success, or 

the problem is new but severe, the sponsor can request the removal of a member from their 

project. Sponsors cannot remove a member from the VISTA program; only AmeriCorps can 

remove a member, and such removal is at the discretion of AmeriCorps. 

If a supervisor wants a member removed from the project before the member’s term of 

service is scheduled to end, the supervisor should engage the project director, who should 

contact the AmeriCorps regional office prior to taking any action. A request for removal must 

be in writing (email) and describe all reasons behind the request. AmeriCorps will request 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

77

Version 2023.1

documentation for both 1) facts related to the problem and 2) the sponsor’s attempts to 

address the problem with the member. 

If AmeriCorps grants the sponsor’s request for removal, the sponsor will be notified

promptly, and the member will be removed from assignment at the project and advised to 

cease reporting to the site. Once the member has been removed from the project, the 

sponsor plays no further active role in the individual’s status in the VISTA program, though 

they may be contacted for information related to the sponsor’s request for removal or for 

references if the member continues with the VISTA program and is under consideration by 

other sponsors.

AmeriCorps will use the documentation submitted by the sponsor to assist AmeriCorps in 

determining whether to initiate termination for cause proceedings against the member, or, 

alternatively, to offer them the opportunity for reassignment to another project. If

AmeriCorps removes the member from the project while the next step is determined, the 

member may be placed on Administrative Hold. Administrative Hold is an excused absence 

status (usually with pay) that AmeriCorps assigns to a member while enrolled in the VISTA 

program but not reporting to a VISTA project site. It is a status that can only be imposed by 

AmeriCorps and is imposed at AmeriCorps’ discretion. While in Administrative Hold status, 

the member should not, and is directed not to, report to any service site.

In all cases, a member has the opportunity to voluntarily resign from the VISTA program at 

any time prior to their termination from the VISTA program.

For more information on this topic, see Member Handbook – Separation from Service. 

AmeriCorps-Initiated Removals and Terminations for Policy Violations

AmeriCorps has responsibility and authority for terminating members who violate VISTA 

terms, conditions, or policies. Supervisors and project directors have responsibility for 

promptly reporting to the AmeriCorps regional office any knowledge of violations, even 

when they are satisfied with their members and wish for them to continue service. 

Examples of violations include, but are not limited to:

• Exhaustion of leave days or absence without leave (AWOL)

• Outside employment that violates the outside employment policy (for example, illegal 

employment or full-time employment)

• Engaging in prohibited activities on duty, such as religious proselytizing

• Engaging in activities prohibited at all times, such as fundraising for partisan political 

candidates

• Conviction of any criminal offense under federal, state, or local statute or ordinance

• Intentional false statement, misrepresentation, omission, fraud, or deception in 

seeking to obtain selection as a member in the VISTA program

If AmeriCorps learns of any activity that requires a member to be removed from the site 

and/or sponsor, they will notify the sponsor promptly. 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

78

Version 2023.1

AmeriCorps directly monitors member compliance with certain VISTA program policies, 

regulations, and instructions, the violation of which can also lead to AmeriCorps-initiated 

terminations.

Examples of such violations include:

• Noncompliance with VMO requirements

• Failure to submit required criminal history check information on time

• Engaging in prohibited political activity (e.g., Hatch Act violation)

• Undisclosed criminal history revealed on background check results

AmeriCorps may also remove a member from a project through no fault of the member – 

e.g., if the sponsor cannot continue to operate all or a part of its VISTA project. Members who 

are removed due to site, project, or sponsor closure are given the opportunity to seek 

reassignment at another sponsor. 

In all cases, a member has the opportunity to voluntarily resign from the VISTA program at 

any time.

For more information on this topic, see the Member Handbook – Separation from Service. 

Transition Out of Service

Members serve for a limited time, so planning for their departure is important for them, the 

project, and the community. 

This section provides several resources to use before, during, and after a member’s transition 

to support them and to ensure the capacity they have built is sustained. 

Project Planning

The departure of a member represents a critical juncture for the project, as the assignment 

will either transition to a new member or draw to a close. Work with your AmeriCorps 

regional office on how to plan for project transition and sustainability.

Member Planning

The best supervisors and project directors act as mentors and advocates as their members 

approach the ends of their service terms and plan their next steps. 

Sponsors can support a successful transition out of service for members by:

• Asking members about their goals for after their service term and how the supervisor 

can support them

• Encouraging members to start planning three months before their end dates, if they 

haven’t already

• Showing flexibility as members take leave time to plan for their next steps, including 

interviewing or visiting schools
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

79

Version 2023.1

• Promoting resources for members, non-competitive eligibility for federal 

employment, AmeriCorps Alums, USA Jobs AmeriCorps VISTA Search Track, and 

Employers of National Service

• Asking members to reflect on their experiences as members, as well as how the 

sponsor can support strong service experiences in the future

• Recognizing them and thank them for dedicating their term to the community, 

privately and/or publicly

See sponsor trainings on the VISTA Campus for resources on this topic. 

Exiting Members from Service via the Future Plans Form

The FPF in the Portal is a critical administrative requirement at the end of the service term. It is 

the mechanism by which members select their end-of-service action (regular exit, extension, 

reenrollment, or early exit). The sponsor plays an active role in ensuring each member 

submits a FPF at least 45 days prior to the end of the member’s service, and the sponsor also 

submits a performance evaluation and action recommendation.

The available end-of-service actions and description are provided below.

Regular Exit

The majority of members end their service as scheduled, following a full year of service. This 

is a regular exit.

Reenrollment

A reenrollment occurs when a member will continue with the VISTA program for another oneyear term without a break in service. Reenrollments are contingent on a sponsor’s 

recommendation to AmeriCorps that the member serve on a project, whether the same 

project or a different project, and AmeriCorps regional office approval. Sponsors are 

encouraged to ensure member performance is thoroughly documented in project materials, 

including both PPRs and FPF, to facilitate AmeriCorps regional office approval. Members who 

have attended a VISTA Member Orientation (VMO) within the last five years are not required 

to attend again. Members are only able to serve a total of five full-year service terms. If the 

member reenrolls with the same project without a break in service, they are entitled to 

unused personal leave and medical leave earned in the prior year of service.

Extension

An extension to a member’s one-year term supports the project’s capacity development. It 

can provide additional time to transfer a project or function successfully, or to complete a 

project that would be inappropriate or impractical to turn over to another member. 

Extensions can last from two weeks to six months and are subject to approval by the 

AmeriCorps regional office. During an extension, the member carries over the same health 

benefit from the original term of service. They receive a pro-rated cash stipend as an 

additional end-of-service benefit for their extension and may take up to one day of personal 

leave and one day of medical leave per 30 additional days of service. If the member extends 

service with the same project without a break in service, they are entitled to unused personal 

leave earned in the original term of service. For any member who extends their service, two 
AmeriCorps VISTA Sponsor Handbook: Chapter 5: Supporting and Supervising Members 

80

Version 2023.1

FPFs will need to be completed, one leading up to the scheduled end date and a second 

leading up to the extension end date.

Early Termination

Early terminations are time-sensitive and handled on a case-by-case basis. See the section on 

Challenges with Members for information on the circumstances that can lead to an early exit 

and how to proceed.

Deferral

Deferral of service is exceptionally rare and handled on a case-by-case basis for military 

reserve leave or jury duty leave lasting more than 30 days. Deferred members may be 

reinstated within six months without resubmitting an application and attending VISTA 

Member Orientation. For more information on deferral, see the Member Handbook – 

Administrative Policies. 

Future Plans Form (FPF) Submission 

Timely submission of Future Plans Form (FPF) is essential for ensuring that members get 

access to their end-of-service benefits, including education awards, service verification 

letters, and travel reimbursements. It also ensures that living allowances are accurately paid. 

This is the standard timeline for most exits:

• Each member receives an automated email 90 days from their scheduled end date 

asking them to complete their section of their FPF, Part A. They are expected to 

submit this at least 60 days before their scheduled end date.

• After the member submits Part A, the sponsor must submit Part B, the performance 

evaluation and action recommendation. They are expected to submit this at least 45 

days before the scheduled end date. 

• After the sponsor has completed and certified the FPF, the member will have the 

opportunity to review their evaluation and recommendation and enter a comment on 

it if they wish. 

• After the sponsor submits Part B and the member reviews it, the AmeriCorps regional 

office completes Part C to approve the member and sponsor selections. They do this 

at least 14 days before the scheduled end date.

• After the AmeriCorps regional office submits Part C, the VISTA Member Support Unit 

(VMSU) processes the end of service action. This happens on or shortly after the 

member’s approved end date and opens access to the member’s end-of-service 

benefits. 

• If five days have passed since the member’s end date and they do not have access to 

their end-of-service benefits yet, they should contact the VMSU. 

<Back to Table of Contents> 
AmeriCorps VISTA Sponsor Handbook: Chapter 6: Advancing National Service 

81

Version 2023.1

Chapter 6: Advancing National 

Service

Introduction 

By engaging with the public, elected officials, and the broader national service network, 

sponsors build awareness of and support for their projects, AmeriCorps VISTA, and 

AmeriCorps. Publicizing the VISTA project is a means of building support and increasing the 

likelihood of success. Taking the time to communicate with the public helps attract resources 

from the community—including volunteers, supporters, and funding—and helps educate 

people about the project. 

See the section on Marketing, Outreach, and Recruitment for additional information.

AmeriCorps.gov

This is the official website for AmeriCorps, where you can find information for every stream of 

service, AmeriCorps focus areas, special initiatives, legislation, press releases, blog posts, 

and more. 

Media

Traditional Media, including print, television, and radio are effective ways to increase 

awareness of your VISTA project. Traditional media is a useful method to recruit volunteers, 

members, or request specific support of your project needs. 

Find our communications resources on the communications page of AmeriCorps website. 

Social Media

On social media, sponsors can use #AmeriCorpsVISTA and #IamVISTA, and tag 

@AmeriCorpsVISTA and @AmeriCorps, in posts related to projects where members are 

present. Sponsors are also encouraged to like and re-tweet national service-related posts and 

to follow VISTA and AmeriCorps on social media platforms. In addition, many State 

Commissions have accounts that sponsors can follow. 

VISTA has a presence on Facebook (@AmeriCorpsVISTA), Twitter (@AmeriCorpsVISTA).

AmeriCorps has a presence on a number of social media sites:

• Twitter: @AmeriCorps 

• Facebook: Facebook.com/AmeriCorps

• Instagram: @AmeriCorps

• YouTube: youtube.com/nationalservice 

• Snapchat: nationalservice 
AmeriCorps VISTA Sponsor Handbook: Chapter 6: Advancing National Service 

82

Version 2023.1

AmeriCorps Service Gear

Branding your members with both AmeriCorps and your organization’s gear is a great way to 

raise awareness for what your members are doing in your community. Members are provided 

an AmeriCorps logo polo when they start service, but you can also buy additional items on 

the AmeriCorps Gear webstore. Available items include apparel, backpacks, banners, pins, 

and desk accessories. For additional information, see the section on Marketing, Outreach, 

and Recruitment. 

Outreach to Elected Officials 

Sponsors are encouraged to reach out to their local elected officials on an ongoing basis to 

educate them about the impact of local VISTA projects. However, as set forth in Section 403 

of the DVSA, sponsors are legally prohibited from using VISTA resources (members or grant 

funds) to lobby. Contact with elected officials, depending on the facts, may step over the line 

to prohibited lobbying activities on the part of the sponsor.

National Service Recognition Day

On National Service Recognition Day, thousands of local leaders across the country honor 

AmeriCorps members and AmeriCorps Seniors volunteers by participating in recognition 

events, issuing official proclamations, and taking to social media in a nationwide show of 

appreciation. This annual initiative takes place the first Tuesday in April and is led by

AmeriCorps, the National League of Cities, the National Association of Counties, and Cities of 

Service.

In coordination with other local national service sponsors, sponsors can play important roles 

in conducting outreach to mayors and city leaders, county officials, and tribal leaders; 

organizing and supporting events; and hosting site visits. 

More information is available on the National Service Recognition Day page. 

Partnering with Other National Service Programs

Sponsors and sites are encouraged to connect with other national service programs in their 

geographic areas. The AmeriCorps regional office can make introductions between sponsors 

that may not otherwise be connected. Reports on national service sponsors by state are also 

available to the public at Service by State. 

Days of Service

Sponsors play an important role in supporting Days of Service by actively encouraging 

members to host or participate in Days of Service events. In some cases, members may be 

involved in organizing Days of Service events that engage other volunteers. In others, they 

may serve as volunteers alongside community members at events that are organized by other 

groups or in roles distinct from their VISTA projects. 

Martin Luther King, Jr. Day of Service

The MLK, Jr. Day of Service is a federal holiday dedicated to Reverend Dr. Martin Luther King, 

Jr., in honor of his legacy and passion for service. 
AmeriCorps VISTA Sponsor Handbook: Chapter 6: Advancing National Service 

83

Version 2023.1

We encourage our National Service participants and partners to make MLK, Jr. Day a “Day 

On, Not a Day Off” and serve the community to bring Dr. King’s vision closer to reality. 

Members can participate in community events or can coordinate events of their own. 

More information, including event registration, promotional materials, and other resources 

are available on the MLK Day page. 

September 11th Day of Service and Remembrance 

The September 11th National Day of Service and Remembrance is the culmination of efforts, 

originally launched in 2002, that promote community service on 9/11 as an annual and 

forward-looking tribute to the 9/11 victims, survivors, and those who rose up in service in 

response to the attacks.

More information, including event registration and toolkits, is available on the Day of Service 

and Remembrance page. 

AmeriCorps Week

AmeriCorps Week is a celebration of all things AmeriCorps – from the programs and 

organizations that make this national service program possible in thousands of locations 

across the country, to the members who have committed to "Get Things Done" since the 

program’s inception in 1994.

AmeriCorps Week takes place every March. More information and resources are available on 

the AmeriCorps Week Resources page. 

<Back to Table of Contents> 
AmeriCorps VISTA Sponsor Handbook: Appendix I: Change Log

84

Version 2023.1

Appendix I: Change Log

This table lists all changes made in previous revisions of this document, beginning with 

November 2018. All page numbers are accurate at the time of the original revision. Some 

content may shift in future revisions.

Edits made in Version 2021.1 (June 2021)

Change 

Number

Chapter and Page 

Number

Description 

1 Universal Editing to reflect agency name change from 

Corporation for National and Community Service 

to AmeriCorps and to reflect agency structural 

changes, including the shift to field (region offices)

and associated staff positions and duties.

Editing to reflect new branding guidance that 

refers to members as opposed to VISTAs or VISTA 

members. 

Editing to reflect new branding guidance that 

refers to sponsors and supervisors as opposed to 

VISTA sponsors and VISTA supervisors. 

Letter from the 

Director

Removed introductory letter to further streamline.

About AmeriCorps –

Who’s Who in the 

VISTA Network

Removed the Field Financial Management Center 

section as this AmeriCorps Unit no longer exists. 

Portfolio Managers now fill the Grant Officer role. 

Added Office of Monitoring.

Managing a VISTA 

Project - Reporting

Updated to reflect shift from 4 to 2 Project 

Progress Reports for newly awarded projects.

Preparing for New 

VISTA Members –

Recruitment, Virtual 

Member Orientation

Removed specific references to FBI fingerprint 

checks and replaced with requirement to submit 

necessary information for criminal history checks. 

Preparing for New 

VISTA Members –

Virtual Member 

Orientation

Updated to reflect new online oath process. 

Sponsor no longer needs to supply paper oath 

form to member.

Preparing for New 

VISTA Members –

Supervisor 

Responsibilities

Updated to reflect new processes. Sponsor no 

longer needs to supply member with fingerprint 

cards or paper oath form and, instead, needs to 

ensure member completes on-line oath and 

submits required criminal history check 

information.
AmeriCorps VISTA Sponsor Handbook: Appendix I: Change Log

85

Version 2023.1

Preparing for New 

VISTA Members –

Planning for On-Site 

Orientation and 

Training (OSOT)

Removed references to accredited VISTA online 

courses as these are no longer offered.

Supporting and 

Supervising VISTA 

Members – Ongoing 

Training

Removed references to accredited VISTA online 

courses as these are no longer offered.

Supporting and 

Supervising VISTA 

Members – Prohibition 

on Nepotism

Language updated to reflect new language found 

in Memorandum of Agreement/new agency 

structure.

Supporting and 

Supervising VISTA 

Members - Benefits

Removed references to Affordable Care Act 

mandate and previous health benefit enrollment 

deadline.

Supporting and 

Supervising VISTA 

Members – Outside 

Employment

Removed requirement for sponsors to send 

outside employment request forms to AmeriCorps 

staff. Sponsors are responsible for maintaining 

documentation.

Supporting and 

Supervising VISTA 

Members - Teleservice

Updated to reflect policy changes. Members may 

now begin teleserving after one month of service 

and may teleserve up to two days per week. 

Forms no longer need to be submitted to 

AmeriCorps staff. Sponsors are responsible for 

maintaining documentation.

Supporting and 

Supervising VISTA 

Members – Member 

Policies

Sponsors with program grants should not provide 

members with fingerprint subsidy as members are 

no longer required to submit fingerprints.

Supporting and 

Supervising VISTA 

Members – Member 

Policies

Teleservice forms no longer need to be submitted 

to AmeriCorps staff. Sponsors are responsible for 

maintaining documentation

Supporting and 

Supervising VISTA 

Members – Member 

Policies

Updated to direct sponsors/members to contact 

the VMSU for support with emergency travel and 

expenses.

Edits made in Version 2018.1 (November 2018)

Change 

Number

Chapter and Page 

Number

Description 

1 Universal First version VISTA Sponsor Handbook (née VISTA 

Supervisor Manual)
AmeriCorps VISTA Sponsor Handbook: Appendix II: Key Terms and Definitions 

86

Version 2023.1

Appendix II: Key Terms and Definitions 

The following are some common words and phrases used throughout the Handbook. See 45 

C.F.R. §2556.5 for additional specific definitions in the VISTA Regulations.

Applicant for VISTA service 

An individual who is in the process of completing, or has completed, an application for 

service as prescribed by AmeriCorps, but who has not been approved by AmeriCorps to be a 

candidate.

Application for VISTA Service 

The materials used by AmeriCorps to capture information on an individual's eligibility and 

suitability for service. This application captures the individual’s personal information, 

background, education and employment history, skills and interests, references, and more.

Candidate

When used in the context of an individual who has applied for service, refers to an individual 

whose application for service has been approved by AmeriCorps, but who has not taken an

oath of service, alternative oath of service, or affirmation to serve in the AmeriCorps VISTA 

program. Candidates may include those who were enrolled in the VISTA program at a prior 

time.

AmeriCorps

Federal agency established pursuant to section 191 of the National and Community Service 

Act of 1990, as amended, 42 U.S.C. 12651. 

AmeriCorps Regional Office 

The branch of AmeriCorps that administer the AmeriCorps VISTA, AmeriCorps State and 

National, and AmeriCorps Seniors programs. Each AmeriCorps regional office is led by a 

Regional Administrator and a Deputy Regional Administrator. Senior Portfolio Managers and 

Portfolio Managers are responsible for providing technical assistance to project sponsors. 

Cost Share

The reimbursement from an entity, such as a sponsor, to AmeriCorps for part or all of the 

expenses associated with the operation of a VISTA project, such as the living allowance costs 

for one or more members, leaders, or summer associates placed at a VISTA project.

Domestic Volunteer Service Act of 1973, as amended (DVSA)

The Federal law enacted by Congress that outlines the purposes of the VISTA program and 

the parameters within which it may operate.

Leader
AmeriCorps VISTA Sponsor Handbook: Appendix II: Key Terms and Definitions

87

Version 2023.1

An AmeriCorps member in the VISTA program who serves at a project in a prescribed 

leadership capacity. A leader may be a former AmeriCorps member or Peace Corps 

volunteer who demonstrated to AmeriCorps exemplary skills and leadership in community 

service. Leaders serve different functions depending on the needs of local projects, 

including recruiting and coordinating members, preparing in-service trainings, identifying 

new funding sources, and serving as liaisons between the community and AmeriCorps. 

Memorandum of Agreement

A written agreement between AmeriCorps and a sponsor regarding the terms of the 

sponsor's involvement and responsibilities in the VISTA program.

Oath

The confirmation and formal commitment to service, administered by a federal official, and 

taken in accordance with 5 U.S.C. 3331, by an individual who is a U.S. citizen or national. The 

taking of the Oath formalizes an individual's enrollment into the AmeriCorps VISTA program.

Project or VISTA Project

A set of member activities operated and overseen by, and the responsibility of, a sponsor to 

realize the goals of Title I of the DVSA.

Project Applicant

An entity that submits an application to AmeriCorps to operate, oversee, and be responsible 

for a VISTA project.

Project Application

The application materials prescribed by AmeriCorps to ascertain information on an applying 

entity's eligibility and suitability to operate, oversee, and be responsible for a VISTA project.

Project Director

The staff person of the sponsor who has been assigned by the sponsor the overall 

responsibility for the management of the VISTA project.

Remote Service

An arrangement in which a VISTA is not located within the commuting area of the geographic 

community of the sponsor or site and is not expected to be physically present at the sponsor 

or site and/or community events. Please note, remote service is NOT permitted under the 

AmeriCorps VISTA program.

Site or Project Site

A location where members serve. VISTA projects may operate at one or more sites. The 

sponsor itself can be a site and it may or may not have members serving on its premises.

Sponsor or Project Sponsor
AmeriCorps VISTA Sponsor Handbook: Appendix II: Key Terms and Definitions

88

Version 2023.1

A public agency or private nonprofit organization that receives assistance under Title I of the 

DVSA and is responsible for operating and overseeing a VISTA project. A public agency may 

be a federal, state, local, or tribal government.

Summer Associate

A type of member who is enrolled in the AmeriCorps VISTA program for full-time service for a 

period of at least eight weeks and a maximum of 10 weeks between May 1 and September 

15. A summer associate is also subject to terms and conditions of service that differ in certain 

respects from that of members whose service terms last for a year. A summer associate must 

be available to provide continuous full-time service for a period of at least eight weeks and a 

maximum of ten weeks.

Supervisor

The staff member of the sponsor or a subrecipient who has been assigned by the sponsor or 

the subrecipient the responsibility for the day-to-day oversight of one or more members.

Teleservice

Teleservice refers to a service flexibility arrangement in which a VISTA may perform duties 

and responsibilities of their assigned VAD from an approved alternate location other than the 

location of the assigned sponsor or site. VISTAs may teleserve up to and including fulltime, in 

alignment with the policies of the sponsor or site. VISTAs are allowed to teleserve from a 

location within the commuting area of the geographic community of the assigned sponsor or 

site and are to be physically present at the sponsor or site and/or community events when 

required.

Member

An individual enrolled full-time for service in the AmeriCorps VISTA program, as authorized 

under Title I of the DVSA.

VISTA Program

The acronym for the Federal government program named Volunteers in Service to America 

(VISTA) and authorized under Title I of the Domestic Volunteer Service Act of 1973, as 

amended, 42 U.S.C. 4950 et seq.

VISTA Service

Service activities performed by a member while enrolled in the VISTA program.

Virtual Service Site

Virtual service sites refer to organizations that do not have a physical location (aka brick and 

mortar building). The sponsor or site is a virtual organization but still maintains a defined 

geographic area where the organization provides service and/or where the VISTA member’s 

assignment is focused (as described in the VISTA application). VISTAs are allowed to serve 
AmeriCorps VISTA Sponsor Handbook: Appendix II: Key Terms and Definitions

89

Version 2023.1

from a virtual site but must be located within the commuting area of the geographic 

community where the sponsor or site/assignment provides service and are physically present 

to meet with their supervisor and/or attend community events when required. VISTAs may 

teleserve up to and including fulltime at a virtual service site, in alignment with the policies of 

the sponsor or site
AmeriCorps VISTA Sponsor Handbook: Appendix III: Acronyms

90

Version 2023.1

Appendix III: Acronyms 

Acronyms may be used when discussing the AmeriCorps VISTA program, so it is important to 

have a working knowledge of what these acronyms mean.

Acronym Description

CFR Code of Federal Regulations

COS Close of Service

DRA Deputy Regional Administrator

DVSA Domestic Volunteer Service Act

EOS End of Service

FFR Federal Financial Report

FPF Future Plans Form

HHS/PMS Health and Human Services/Payment Management System

HOR Home of Record

IST In-Service Training

MLK Day Dr. Martin Luther King, Jr. Day of Service

MA Memorandum of Agreement

MOR Marketing, Outreach, and Recruitment

MOU Memorandum of Understanding

NCSA National and Community Service Act

NGA Notice of Grant Award

NOFA Notice of Funding Availability

NOFO Notice of Funding Opportunity

OGC/GC Office of General Counsel

OIG/IG Office of Inspector General

OSOT On-Site Orientation and Training

PM Portfolio Manager

PMS Payment Management System
AmeriCorps VISTA Sponsor Handbook: Appendix III: Acronyms

91

Version 2023.1

PPR Project Progress Report

PRS/VPRS VISTA Progress Report Supplement

RA Regional Administrator

RFCP Request for Concept Papers

RFP Request for Proposals

SOL Service Opportunity Listing

SPM Senior Portfolio Manager

T/TA Training and Technical Assistance

TCB Terms, Conditions, and Benefits

VAD VISTA Assignment Description

VLAD VISTA Leader Assignment Description

VMO VISTA Member Orientation

VMSU VISTA Member Support Unit

VTU VISTA Training Unit