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 Onboarding, timesheets, salary, benefits Mentoring Q&A
Funded by NPS Climate Change Response Program (CCRP) and run in partnership with the Ecological Society of America
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 of change and their impacts. The NPS gains access to the next generation of leaders through the Direct Hire Authority.
Melanie Wood Jessica Johnston Larry Perez NPS CCRP, Fort Collins NPS CCRP, Fort ESA, Washington DC Collins Cat Hawkins Hoffman Doug Hale Teresa Mourad NPS Recruitment Program ESA, Director of Education NPS CCRP, Fort Collins Manager and Diversity Programs
Kenai Fjords NP National Center for Preservation Greater Yellowstone Technology & Training Network Rocky Mountain NP Lava Beds NM Chesapeake & Ohio Canal NHP Lassen Volcanic NP Santa Monica Mountains War in the Pacific NHP Everglades NP Valles Caldera NP&P Padre Island NS
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/ Conduct cultural resource coastal climate vulnerability at Jean Lafitte NHP Tad Britt NCPTT 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
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.
Advanced undergraduates (current juniors and seniors) Graduate students (most likely) Recent graduate status unclear
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
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 of interest, solicit help from colleagues to make connections.
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
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
Reviewing, Selecting, & Hosting Your Intern
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
Follow the instructions guide to filter for the best qualified candidates
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
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)
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.
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.
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.
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.
▪ 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.
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 opportunities in NPS, FWS, BLM, BOR, and BIA Non-competitive hiring guidelines available on the Google folder and through Doug Hale
Coming up quick… February March • Evaluate • Arrange project applicants logistics • Interview and select applicant
Hiring and Compensation (ESA role) Students are ESA employees , working off-site ESA responsibilities and concerns Need your assistance to comply
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)
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
Students are required to have health insurance –submit proof of insurance form Students onboarding checklist in the Handbook and Submittable Students may not work over 40 hours/week
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