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Everyone Ready is an online, self-paced training tool with over 40 seminars and guides to help all staff work successfully with volunteers.
The Workplace Satisfaction Project shares a menu of diverse morale building resources that employees at any level can use to improve their workplace.
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 key actions that rose to the surface during the workshops. You’ll also begin the work of communicating these new commitments.
Learn more about available tools and practices to identify, capture, and transfer knowledge among employees.
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 to gather ideas and actions.
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.
Strategic planning can offer renewed focus and 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 when intentional action is most needed to focus energy and effort.
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!
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.
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.
Use these resources to help carry the lessons covered in the Civil Treatment for Leaders course into your workplace and put what you learned into practice.
This resource provides policy and training opportunities for everyone, whether you are new to telework or a seasoned pro.
An IDP identifies an employee’s development goals in the context of NPS' Strategic Plan. The IDP Guide is an NPS-wide resource to help employees plan.
Real life examples and best practices that have proven successful at parks and offices across the Service.
The DOI Talent team maintains a list of regulatory and mandatory training requirements. View the list here.
The National Park Service has provided several training module series to help NPS staff work effectively with volunteers.
Training Busy Staff to Succeed with Volunteers: 55-Minute Training Series can be used to train both leaders of volunteers and all staff who interface with volunteers.
The "How to Succeed with Volunteers-In-Parks” training series is a 14 module series which you can facilitate in your park. Review and download these materials to find out how. Even if you can't facilitate the training series, you might find these supporting documents of use.
Causes and solutions for improved employee performance. Training is not the only answer. This flow chart helps you determine the rea; cjalenge and soultion.
The purpose of Director's Order #7 is to provide direction for implementing the NPS VIP program locally, regionally and nationally and with partners.
This presentation, given at the 2016 L&D conference, highlights current research and shares observations about Communities of Practice.
Learn how to decide on and prioritize tasks by urgency and importance, sorting out less urgent and important tasks which you should either delegate or not do at all.
The NPS will have to explore new organizational models if parks and programs are to remain relevant and efficient in the second century of stewardship.