The Aspiring Leader Development Program (ALDP) serves as a foundational development program for aspiring leaders; learn about eligibility requirements and the enrollment process here.

Sustain NPSNext Step 4: Act on commitments and establish ongoing updates A plan is only as good as its execution. Sustaining your NPSNext vision will mean building structures and processes that let your staff check in, keep each other honest, and celebrate success. How can you make change stick? Employees’ EPAPs are a perfect place

Commit to NPSNext Step 3. Commit – Finalize and share your NPSNext strategic plan Now that you’ve had the powerful conversations with the people who work in your program or park, it’s time to distill it all down to a vision. In this phase of the process, you’ll compile and edit the shared values and

Prepare for NPSNext Step 1: Set the Planning Process into Motion Strategic planning can offer renewed focus and hope for the future – a chance to chart a new path. During uncertain times it can feel hard to set aside the time to reflect and plan. It is precisely these times, though, when intentional action

Engage with NPSNext Step 2: Engage – Tap the wisdom of all staff to chart a path for the future NPSNext invites conversation and collaboration. To effectively solve problems and leverage opportunities you need all staff to contribute. Depending on the size of your park/unit you may need to reach out beyond the planning workshop

This resource and all of its content is the product of a service-wide initiative to collaboratively update the Volunteers-In-Parks (VIP) training materials.

Use this toolkit to help host structured conversations with your team members; the conversation prompts and facilitation resources can help you create an environment of respect, inclusion, and safety.​ 

Pulse surveys are intentionally designed to provide quick, actionable insights into the health of a park or program, hence the name ‘pulse.’

This page is designed to empower you with resources curated by a diverse group of Employee Learning & Development staff members from across the service to support you in being either a mentor, mentee, or both!

The guide is a resource and a compliment to other material from La'Wana Harris, CDE, ACC a global Global Diversity and Inclusion Consultant, Author and Executive Coach.

Creating a culture of inclusion is a continuous journey, and moving forward on this path requires ongoing evaluation, reflection, and courageous action.

The COMMIT Self-Assessment is designed to help you determine your strengths and weaknesses around Diversity, Inclusion, and Equity.

A more holistic examination of our shared history can help us better integrate knowledge into a new way of being and interacting together. Use these resources to learn more.

Interested in the GOAL Academy? This article provides an overview of GOAL Academy eligibility requirements and enrollment procedures.

Learn more about the enrollment criteria and how to apply to the GOAL Academy program.

The Workplace Satisfaction Project shares a menu of diverse morale building resources that employees at any level can use to improve their workplace.

Forging our Future presentation providing some clarity around informal learning and how to asses whether informal learning is right for your organization

Espyr is the leading behavioral health company developing innovative solutions for maximizing human and organizational potential. Learn how to access free trainings available to DOI employees.

The DOI Office of Collaborative Action and Dispute Resolution (CADR) is offering upcoming virtual trainings in specialized conflict management and communications skills for all DOI employees.