NPS Academy Mentor/Supervisor Training

1. 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)

2. 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

3. 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

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

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

6. End of Internship Survey Results August 2012 Intern Perspective NPS Staff Perspective 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%

7. End of Internship Survey Results August 2012 Intern Perspective NPS Staff 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 motivation Receiving SCA materials 9 16% Meeting park and NPS 8 14% expectations for Job Performance Student interest and experience 6 11% for their internship position Communication with SCA 3 5% Resolving conflict(s) 3 5% Meeting SCA program 3 5% expectations for the Legacy Project Housing 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%

8. 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.

9. 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

10. 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

11. Outcomes • Federal Resume • Student Reflection • Evaluations and Suggestions for future program • Student ready for more NPS career opportunities • Have Fun

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

13. What is the most helpful thing you did/said to help the intern settle into the park?

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

15. 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

16. HOW CULTURE IS LIKE AN ICEBERG Communicating Across Cultures Just 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.

17. 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.

18. PINCH theory Phase 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

19. SampleCalendar of Events • Phone call with student at least one week before arrival • Students arrive on-site • Students begin training and work April/May onward May/June June/July August • 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

20. 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 )