You know all the "letters sent home" in the world probably won't convince someone to take on the President's responsibilities as much as a one on one conversation with one of the current board members, especially the current President. The note home is a start, but really have all your board members get out there and talk it up. Are there any parents that come to mind that you feel would be great in the role? Call them up and chat with them.

The other way I approach it is the impact it has on their "resume". Don't think for a second that if I reenter the workforce I won't be mentioning the number of programs I've managed, volunteers I've motivated and amount of money that I've presided over, raised and spent on the school. There are organizational, motivational and leadership skills that are a part of these positions that are often overlooked. To be able to say "executed 4 events with in excess of 250 attendees" or "managed an organization that raised and contributed over 30,000 dollars worth of improvements in 12 months"...all of that stuff is a lot more attractive to an employer than saying you were out of the workforce for 5 years. So just another slant to think about.
d

How do you really sell the PTO to get new officers for the upcoming year? This year I am sending out our regular nominations letter, I have mentioned it at all the meetings, I am writing an article for the newsletter, and putting something in our new email group.
I really want to sell the benefits of being an officer and how we can impact our students, make changes for the better at school that kind of thing. What approach do any of you take.

This year most of the officers are pretty much leaving for the next school. In our bylaws you have to have a student or incoming student in the school.

I could use some suggestions.

Cindy

PS The president position is what I am really worried about because it just seems so many parents don't have or want to give that time up.