NPS Academy Mentor/Supervisor Training

NPS Academy Mentor/Supervisor Training

Conference Call Info: 213-416-1560, code: 2589460##6 to unmute and ask questions; and hang up to dial back in if there is an

incoming call.

Presented on May 21th 11-12 MDT and on May 23th 1-2pm MDT by On Lee Lau (SCA, ollau@thesca.org) and Vanessa Torres (NPS, vanessa_torres@nps.gov)

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Checklist

• Check in with Your Intern • Set your expectations in the Mentoring

Agreement. • Plan for some time to hang out and show

them something great about your park

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Goals for Training• Discuss Student and Staff Expectations

• Establish NPS Academy Themes

• Define Program Expectations

• Discuss Best Practices for Working with Young Multicultural Students

• Networking with your NPS peers

• Know who to contact to help resolve issues

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Outdoor Recreation 30 81%

Resume Writing 12 32%

Leadership 24 65%

Public Speaking 27 73%

Accounting or Management 10 27%

Structure of NPS 25 68%

Technical 11 30%

First Aid 18 49%

Biology research 14 38%

Mentoring / Outreach 22 59%

Conservation / Stewardship 26 70%

GIS / GPS 11 30%

Media 16 43%

Natural and Cultural History 19 51%

People may select more than one checkbox, so percentages may add up to more than 100%.

Intern Survey (n=37, May 2012)What skills do you hope to gain in your internship?

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connecting with your mentor 10 27%

working with your supervisor 12 32%

setting realistic expectations 12 32%

housing 13 35%

transportation / access to town 19 51%

work satisfaction 14 38%

work safety 8 22%

stipend / salary 8 22%

project or trip planning 12 32%

interactions with park visitors 9 24%

having time to do everything 22 59%

Other 2 5%

People may select more than one checkbox, so percentages may add up to more than 100%.

Intern Survey (n=37 , May 2012)What are your primary concerns about your internship?

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End of Internship Survey Results August 2012

Did you see improvement in the following professional skills for the intern?

Communication 41 72%Adaptability 41 72%Independence 38 67%Natural and Cultural History 32 56%Leadership 25 44%Conservation &Stewardship 21 37%Outdoor Recreation 20 35%Mentoring and Outreach 14 25%First Aid and Risk Management 13 23%Research skills 10 18%Resume Writing 9 16%Media - creating resources 9 16%GIS or other technical skills 8 14%Accounting or Project Manage.. 6 11%Other 10 18%

What skills did you improve during your Internship experience?

Understanding NPS structure 42 84%Leadership 40 80%Public Speaking 39 78%Outdoor Recreation 37 74%Natural and Cultural History 35 70%Conservation / Stewardship 35 70%Resume Writing 28 56%First Aid 23 46%Mentoring / Outreach 23 46%Media 20 40% GIS / GPS 18 36%Technical (tool operation) 17 34%Biology research 8 16%Accounting or Management 5 10%Other 12 24%

NPS Staff Perspective Intern Perspective

What challenges did you encounter with your intern?

Communicating with the intern 20 35%Transportation for the intern 15 26%Lack of reliability, 10 18% independence, or motivationReceiving SCA materials 9 16%Meeting park and NPS 8 14% expectations for Job PerformanceStudent interest and experience 6 11% for their internship positionCommunication with SCA 3 5%Resolving conflict(s) 3 5%Meeting SCA program 3 5% expectations for the Legacy ProjectHousing for the intern 1 2%None, no challenges I recall. 11 19%Other 20 35%

What challenges did you have during your internship?

transportation / access to town 21 42%having time to do everything 20 40%completing my Legacy Project 12 24%connecting with your mentor 12 24%setting realistic expectations 10 20%communication with SCA 9 18%background check for NPS 8 16%getting your uniform 8 16%working with your supervisor 7 14%housing 7 14%project or trip planning 7 14%interactions with park visitors 6 12%stipend / salary 6 12%work satisfaction 4 8%work safety 1 2%Other 11 22%

NPS Staff Perspective Intern Perspective

End of Internship Survey Results August 2012

Why do we mentor? Why this program resonates with people.

• Making Connections

• Exploring Diversity

• Leaving your Legacy

There are many reasons and many will fit with the themes above. These themes are the foundation of this program.

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Separation of Roles

• Supervisor– Assigns tasks and goals for student throughout the summer– Trains student on the job or delegates training– Evaluates student performance– Disciplines student in the event of wrong doing

• Mentor– Available for questions (Information shared remains confidential)– Introduces student to details/secrets/people in the park – Makes time to hang out with student– Evaluates relationship and how to support student

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Program Expectations• Re-establishing NPS Academy themes – Connection, Diversity, Legacy

• Creating reflection time to recognize the power of this experience and sharing their thoughts on social media

• Students create informational materials or presentation (End of Summer Reflection) about their experience – Due at End of Internship for Park, Sept 1st for SCA and NPS

Academy Program– Open to creativity. But please assist them if needed.– Being aware to avoid over-committing the intern with projects

when they are short on time

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Outcomes• Federal Resume• Student Reflection• Evaluations and

Suggestions for future program

• Student ready for more NPS career opportunities

• Have Fun

Are you available to provide support for students to write their USAjobs-ready resume during their summer internship?

Yes 33 94%

No 2 6%

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Reflect on your own mentors. How have you benefited from being

mentored?

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What is the most helpful thing you did/said to help the intern

settle into the park?

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What challenges have you encountered in mentoring? How did you resolve them?

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Working with Multicultural Students

• Recognizing we are all diverse – Different backgrounds & life experiences

• Working with Millennial Generation– loco parentis

• Recognize potential challenges and support students in performing

• Know who to contact if there are problems or difficulties

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HOW CULTURE IS LIKE AN ICEBERGCommunicating Across CulturesJust as 9/10ths of an iceberg is below the surface of the water, so is 9/10ths of culture out of conscious awareness and thus has been termed “deep culture”. Oral Tradition feeds on deep culture.

HOW CULTURE IS LIKE AN ICEBERGCommunicating Across CulturesJust as 9/10ths of an iceberg is below the surface of the water, so is 9/10ths of culture out of conscious awareness and thus has been termed “deep culture”. Oral Tradition feeds on deep culture.

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Organizational Culture

Set of related, cumulative, reinforcing:

CUSTOMS TRADITIONS VALUES BELIEFS ATTITUDES

LANGUAGE BEHAVIORS…that define/create the framework for understanding right/wrong, normal/abnormal.

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PINCH theoryPhase 1: You meet. You share information. Phase 2: You clarify roles, set expectations, make at least implicit commitments.Phase 3: You enjoy your relationship. (Stability and productivity reign)Phase 4: Pinch! #1 Go all the way back to Phase 1 and share new information (feedback); or #2 Ignore it. Phase 5: CRUNCH! #1 UNDER DURESS: Go back to Phase 1 and share new information (feedback); #2 Resentful termination or #3 Resentful apathy/withholding of commitment

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SampleCalendar of Events

• Phone call with student at least one week before arrival

• Students arrive on-site• Students begin training and work

April/May May/June June/July August onward

• Note your successes and challenges• Evaluate the student and program• Keep in touch with your student

• Check-in with students during first week• Set expectations & meeting schedule• Plan an event (hike, BBQ, etc) with the student• Engage student in networking• Check in with Program Coordinator

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Thanks for Attending• Questions?

Please see videos of NPS Academy Orientations at http://www.thesca.org/serve/internships/special-

programs/national-park-service-academy

Program Contacts– On Lee Lau (SCA Boston, ollau@thesca.org ) – Vanessa Torres (NPS GRTE, vanessa_torres@nps.gov )– Dana Soehn (NPS GRSM, dana_soehn@nps.gov )– Cara Johnson (NPS SER Office, cara_johnson@nps.gov )

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