Welcome to Volunteers-In-Parks Training Program
and Resources
Overview
This page and all of its content is the product of a service-wide initiative to collaboratively update the Volunteers-In-Parks (VIP) training resources. For more than eight months, more than 50 people from across the service, in varying roles, assisted in the development of this agency-wide core content for the VIP program. From the beginning, the goal was to develop training resources that would:
- Be in a centralized location so materials can be stored, shared, and accessible for a large and changing population, and
- Develop a core-content and other VIP training resources to best meet the ever-changing needs of our managers, supervisors, and parks.
The goals and purpose for this workgroup were to ensure that the materials developed would:
- Create clarity in communication and access to support the large variation of VIP needs through the service;
- Identify that there are diverse needs throughout the agency; and
- Ensure that success is situated around:
- Safety;
- Inclusive Workplace and DO 16E;
- Supports current policies and procedures (RM7); and
- Best practices.
Keeping Up With the Times
The Volunteers-In-Parks Reference Manual 7 (RM-7) is designed to be changed and updated. As a result, the materials developed for this agency-wide core content are also intended to be iterative and constantly changing. Members of VIP community are strongly encouraged to reference the Director’s Order 7 and Reference Manual 7 website when referencing policy and actively participate and contribute to the constant development and updating of relevant and needed information.
How to Use
The goal is to make information readily available. In order to best serve our VIP community, we have organize materials into four categories. Through the eight month process, it was recognized that every region, park/unit, and local policy may be different and therefore, these four categories are intended to help differentiate between guidance on national policy and local policy, as well as identify resources that will guide our community members to additional information.
| Topic | 5 R’s | Role | Resources |
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| Volunteers-In-Parks Training Program Overview | ||
| Volunteers-In-Parks Reference Manual 7 (RM-7) offers guidance to National Park Service (NPS) employees, partners, and volunteers themselves engaged in managing and supporting volunteer activities, projects, and programs at their site or office. RM-7 serves as Level 3 guidance and includes relevant legislation, regulations, Management Policies, and other instructions or requirements issued through Director’s Order 7 (DO-7).
A lot of information is covered in the RM-7, and can be applicable to a wide audience, to best serve the community with varying needs; the first category organizes material by “Topic”:
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Volunteers-In-Parks Training Program Overview Learning Activity The VIP Training Program Overview Learning Activity has been designed to introduce all the key elements from DO-7 and RM-7. By completing this Learning Activity, members of the VIP community will have an understanding of the principles and strategies that guide the administration of the VIP program. Volunteers-In-Parks: Training Program Overview Learning Activity This Learning Activity has been developed for anyone and everyone who works with volunteers in ANY capacity! It is vital that we are all on the same page when it comes to policies and strategies that govern the Volunteers-In-Parks program. After the completion of the Learning Activity, individuals will earn a CLP badge. |
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| Topic-specific Learning Activities | |
| Below you will see the titles for all 10 chapters of the Volunteers-In-Parks Reference Manual 7 (RM-7). Under each chapter’s link are the subtopics and, when applicable, a link to a topic-specific Learning Activity.
These topic-specific Learning Activities will provide you with: top things you should know; resources; and industry best practices. Organized by Chapter from the Reference Manual #7 Volunteers-In-Parks (RM-7)Chapter 1. Background, Purpose, and Authorities
Chapter 2. DefinitionsChapter 3. Program Administration
Supporting ResourcesChapter 4. Recruitment
Supporting ResourcesChapter 5. Onboarding
Supporting Resources
Chapter 6. Administrative Requirements
Supporting Resources
Chapter 7. Reimbursement
Supporting ResourcesChapter 8. Program Audit, Monitoring, and Evaluation
Supporting ResourcesChapter 9. Termination of Volunteer Service
Supporting ResourcesChapter 10. Reporting
Supporting Resources |
| 5 R’s | ||
| Volunteer Management is the strategic management of voluntary resources. It is the process of creating systems for recruitment, training, engagement, and coordination of volunteers and is most effective when there is an alignment with mission and an understanding of value within an organization and to community.
Volunteer Management is also known as volunteer engagement, volunteer coordination, volunteer administration and refers to “the systematic and logical process of working with and through volunteers to achieve an organization’s objectives”. Strong volunteer programs are people-centered and strategic with volunteer work focused on meeting true needs.There are many ways to approach Volunteer Management, and certainly one size does not fit all situations. There are, however, some basic approaches to successfully managing volunteers that serve all needs – whether a one-time volunteer opportunity such as an event to a recurring long-term position – these five Rs will set you up for success. |
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Research
For More Information Visit: InsideNPS > Volunteers-In-Parks > Volunteer Management Theory > Research |
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Recruitment
For More Information Visit: InsideNPS > Volunteers-In-Parks > Volunteer Management Theory > Recruitment |
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Retention
For More Information Visit: InsideNPS > Volunteers-In-Parks > Volunteer Management Theory > Retention
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Recognition
For More Information Visit: InsideNPS > Volunteers-In-Parks > Volunteer Management Theory > Recognition |
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Reporting
For More Information Visit: InsideNPS > Volunteers-In-Parks > Volunteer Management Theory > Reporting |
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| Role | ||
| We know each region, park, unit, and even division can vary in titles, roles and responsibility, and authority. The area below provides a brief description of the position title, per RM-7, and a recommendation for what Learning Activities may be helpful for providing a greater understanding of the relatedness between policy and role. | ||
Regional OfficesRegional responsibility for the NPS VIP Program rests with the regional volunteer program manager in the regional office. Volunteer program management duties are assigned by the regional director to a particular position and are included in the service description and critical results of that position. For more details on the role of the Regional Offices, visit Chapter 3: Program Administration > Roles & Responsibilities > Regional Offices |
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Volunteer ManagersThe volunteer manager develops and operates a volunteer program matching the conditions and needs of the particular park or program. Although volunteer managers are responsible for the overall coordination of volunteer programs, they are not the only people who may directly supervise volunteers. Staff members who are directly responsible for the volunteers’ work supervise those volunteers For more details on the role of a Volunteer Managers, visit Chapter 3: Program Administration > Roles & Responsibilities > Volunteer Managers
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Volunteer SupervisorsVolunteer supervisors must have a clear understanding of their roles and responsibilities when supervising the volunteers entrusted to them. Supervisory tasks are determined by each park or program. For more details on the role of a Volunteer Supervisors, visit Chapter 3: Program Administration > Roles & Responsibilities > Volunteer Supervisors
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VolunteerAs defined in 29 CFR 553.101, a volunteer is “An individual who performs service under a current, signed individual or group volunteer service agreement without promise, expectation, or receipt of compensation for services rendered is considered to be a volunteer, provided such service lies within the scope of statutes authorizing the bureau’s or office’s use of volunteers.” Volunteers are members of the public and are not considered employees except in the cases of liability and tort claims (workers’ compensation). While volunteers are not NPS employees, the same workplace policies apply such as facility access, anti-harassment, ethics, standards of performance, and safety. Volunteers may also be referred to as “VIPs.” |
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| Resources | ||
| You can find additional resources and example documents below. | ||
Volunteer Service AgreementThis document governs the relationship between the NPS and the volunteer. It includes the description, terms, and conditions of the service to be provided (see Volunteer Service Agreement). This may also be referred to as a “service agreement.”(#1) Volunteer enrollment form (e.g., OF-301, OF-301a, OF-301b); (#2) Volunteer Position Description. More information can be found at: InsideNPS > Volunteers-In-Parks > Volunteer Management Theory > Recruitment |
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Coming Soon:
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