Supervisor Orientation January 22, 2020 Welcome and Overview - - PowerPoint PPT Presentation

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Supervisor Orientation January 22, 2020 Welcome and Overview - - PowerPoint PPT Presentation

Aug 19, 2022 191 likes •672 views

Supervisor Orientation January 22, 2020 Welcome and Overview People, projects, and goals Direct Hire Authority Overview, requirements, procedures Management & Logistics Review, selection, hiring, etc. Employment

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Supervisor Orientation January 22, 2020

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 Welcome and Overview

  • People, projects, and goals

 Direct Hire Authority

  • Overview, requirements, procedures

 Management & Logistics

  • Review, selection, hiring, etc.

 Employment

  • Onboarding, timesheets, salary, benefits

 Mentoring  Q&A

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 Funded by NPS Climate Change Response

Program (CCRP) and run in partnership with the Ecological Society of America

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 Exemplary students gain valuable work

experience, explore career options, and develop leadership skills.

 Parks and programs increase their capacity

to understand and respond to global drivers

  • f change and their impacts.

 The NPS gains access to the next generation

  • f leaders through the Direct Hire Authority.
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Larry Perez Jessica Johnston

NPS CCRP, Fort Collins

ESA, Washington DC

Melanie Wood

NPS CCRP, Fort Collins

Doug Hale

NPS Recruitment Program Manager

Cat Hawkins Hoffman

NPS CCRP, Fort Collins

Teresa Mourad

ESA, Director of Education and Diversity Programs
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SLIDE 7 Kenai Fjords NP Lassen Volcanic NP Greater Yellowstone Network War in the Pacific NHP Lava Beds NM Everglades NP Rocky Mountain NP Chesapeake & Ohio Canal NHP Padre Island NS National Center for Preservation Technology & Training Santa Monica Mountains Valles Caldera NP&P
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Park Project Lead

CHOH Develop management strategies for endangered plants Andrew Landsman EVER Monitor impacts of everglades restoration on tree island archeological sites Greg Luna Golya GYN Develop aquatic conservation framework for Greater Yellowstone Ecosystem Dave Thoma and Ann Rodman KEFJ Map and analyze rapid loss of coastal glaciers Deborah Kurtz LAVO Research climate change impacts on zoonotic disease in alpine ecosystem Mike Magnuson LABE Inventory and monitor of ice features in volcanic caves Patricia Seiser JELA/ NCPTT Conduct cultural resource coastal climate vulnerability at Jean Lafitte NHP Tad Britt WAPA Assessing Conditions for Coral Reef Restoration John Hammond PAIS Quantify threat of marine debris on sea turtles Cynthia Rubio ROMO Assess interaction of atmospheric nitrogen deposition with visitor use Koren Nydick SAMO Understand oak tree demography post-wildfire Marti Witter VALL Assess cultural heritage vulnerability in response to catastrophic wildfire Stephanie Bergman
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 Direct Hire Authority for Resource Assistant Internship

Programs (DHA) is a hiring flexibility granted to the DOI.

 DHA focuses on NPS’ goal of increasing diversity  Mentoring and cultivation of leadership skills is crucial in order

to prepare the interns to become young professionals in the NPS workforce.

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 Advanced undergraduates (current juniors

and seniors)

 Graduate students (most likely)  Recent graduate status unclear

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 At least 11 weeks (up to 12) of demanding, full-time work  Clearly-defined expectations and products  Presentations of findings or recommendations to key

decision-makers

 Critical thinking and real-world problem solving  High degree of autonomy  Exposure to multiple stakeholders

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 Directly appoint a candidate that successfully completes a DHA

internship into any permanent federal position in DOI for which they are qualified without competition

 DHA is not commonly used once an announcement is posted to

USA Jobs. The key is to find a vacancy before the job is posted.

 Use your network! Keep your intern’s DHA in mind throughout the

project – encourage them to attend meetings with your network/region and neighboring divisions, parks, and refuges; introduce them to colleagues who may have vacancies in their areas

  • f interest, solicit help from colleagues to make connections.
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 To meet these requirements, consult

  • Leadership Development and Mentorship Plan

▪ Articulate project goals, ▪ the student’s professionals goals, ▪ and how the project and your mentorship will cultivate relevant leadership and professionals skills.

  • Internship Handbook
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Internship Handbook

 Audience: interns and

mentors

 Hiring checklist and forms  LDMP template  Background initiative

information

 Close-out documents

  • Report cover sheet
  • Guidelines to document

project work products

 Guidelines for direct hire

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Reviewing, Selecting, & Hosting Your Intern

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 Create SubmittableAccount ASAP using

the informational guide provided

 You will be conducting your review within

Submittable (auto score)

 Students are allowed to apply for 3 projects

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 Follow the

instructions guide to filter for the best qualified candidates

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Park Project

  • No. of Applicants
CHOH Develop management strategies for endangered plants 66 EVER Monitor impacts of everglades restoration on tree island archeological sites 11 GRYN Develop aquatic conservation framework for Greater Yellowstone Ecosystem 83 KEFJ Map and analyze rapid loss of coastal glaciers 72 LAVO Research climate change impacts on zoonotic disease in alpine ecosystem 28 LABE Inventory and monitor of ice features in volcanic caves 74 JELA/ NCPT Conduct cultural resource coastal climate vulnerability at Jean Lafitte NHP 43 WAPA Assessing Conditions for Coral Reef Restoration 43 PAIS Quantify threat of marine debris on sea turtles 5 ROMO Assess interaction of atmospheric nitrogen deposition with visitor use 82 SAMO Understand oak tree demography post-wildfire 27 VALL Assess cultural heritage vulnerability in response to catastrophic wildfire 24
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 Key Dates and Responsibilities (see Quick Ref doc)

  • February 10 – February 21

▪ Park review of applicants using online system

  • February 24 – February 26

▪ Review Board meets to evaluate top ~10 candidates ▪ Email interview names to Melanie & Jessica

  • February 24 – March 6

▪ Conduct interviews ▪ Review board meets to select candidate ▪ Email selection to Melanie & Jessica (wait to offer position)

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 Key Dates and Responsibilities (see Quick Ref doc)

  • March 6

▪ Project mentor offers position to selected candidate

  • Starting March 6

▪ Project mentors administer HSPD-12 at unit’s expense ▪ Project mentor works with intern to set dates of 12- week internship and requests all necessary equipment and network access ▪ Arrange for housing at no cost to the intern, wherever

  • possible. Contact CCRP in cases where this is not

possible.

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 PROJECT START

▪ Have student work with ESA to initiate hiring process. ▪ Provide all necessary tools, equipment, network access, and work transportation & travel for intern. ▪ Project mentors work with intern to develop Leadership Development and Mentorship Plan (LDMP) ▪ Provide specific project orientation & training in all applicable NPS rules, regulations, and safety; and project oversight. ▪ Implement the Leadership Development and Mentorship Plan.

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 PROJECT START

▪ Permit students to attend 2-hour virtual orientation (date TBD, likely early June). ▪ Permit students to access the Facebook group on a regular basis to interact with other FPL interns. ▪ Promptly notify and provide the CCRP and the NPS’s Direct Hire Authority Program Manager with an opportunity to help resolve actual or potential problems. ▪ Verify and sign intern’s timesheet every 2 weeks. Overtime work – any work exceeding 40 hours/week – is not allowed. ▪ Full list of NPS unit responsibilities on Google Drive folder.

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 FPL Workshop

▪ Allow intern to attend, at CCRP expense, a 3-day (plus travel) professional development workshop August 3-6, 2020. ▪ Begin closing procedures including report coversheet and evaluation forms ▪ Ensure the intern completes final report; provide final products to the CCRP within 30 days of the internship closing date. ▪ Full list of NPS unit responsibilities on Google Drive folder.

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▪ Begin closing procedures ▪ report coversheet ▪ evaluation forms ▪ Ensure the intern completes final report; provide final products to the CCRP within 30 days of the internship closing date. ▪ Full list of NPS unit responsibilities on Quick Reference Doc.

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 Two-year eligibility for non-competitive hire following successful

project completion (clock starts at graduation)

 Assist student in networking with hiring managers and exploring job

  • pportunities in NPS, FWS, BLM, BOR, and BIA

 Non-competitive hiring guidelines available on the Google folder and

through Doug Hale

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February

  • Evaluate

applicants

  • Interview and

select applicant March

  • Arrange project

logistics

Coming up quick…

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 Hiring and Compensation (ESA role)  Students are ESA employees, working off-site  ESA responsibilities and concerns  Need your assistance to comply

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 Mentor/supervisor = ESA’s proxy  I-9 forms must be completed and received at the ESA Payroll

Office within 7 days

 Please mail signed forms (see Handbook)

  • Acceptable ID: (Passport or ID and Social Security Card)
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 Supervisor is designated by ESA to approve intern work hours  Student: maintains timesheet online; forwards to supervisor

twice per month

 Supervisor: reviews, approves, and emails timesheet to

fpl@esa.org

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 Students are required to have health insurance –submit proof

  • f insurance form

 Students onboarding checklist in the Handbook and

Submittable

 Students may not work over 40 hours/week

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 ESA is concerned about student safety. Make

sure all necessary on-site safety training is provided and completed

 If student suffers any kind of accident on the

job, even minor, must report it to Jessica Johnston at fpl@esa.org

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“The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.”

  • Steven Spielberg
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 Seasonal Employees  Apprentices or Trainees  Blank Slates, Blocks of Clay,

Empty Vessels, etc.

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mu·tu·al·ism

/ˈmyo͞oCHo͞oəˌlizəm/

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LDMP

Leadership Development and Mentorship Plan

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 Prioritize thoughtful

completion of the LDMP

 Visit and re-visit student’s

learning goals throughout the experience.

 Provide opportunities for

frequent, two-way constructive feedback

 Allow for—and expect—

meaningful contributions

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  • FPL Program Description
  • Direct Hire Authority Information
  • FPL Procedures Quick Reference Guide
  • Internship Handbook & LDMP
  • This slide deck & recording
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“Plan for the review/selection process to take a lot of time, but also expect high quality candidates and a great opportunity.”

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“Learn [about] the DHA so you can assist your intern with finding an appropriate position after they finish their internship.”

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“Spend time with your intern - it will be better for your intern, your program, and your project.”

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“Make sure your project is well defined and has an outline as far as time needs so it is

  • reasonable. Leave room for you intern to adjust

the goals and time lines.”

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“Expose your intern to many things well beyond the scope you outlined and it will help to provide a broader perspective.”

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“Expect great work, and prepare to mentor this individual to be a future colleague!”

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