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Transcript of NPS Academy Mentor/Supervisor Training Conference Call Info: 213-416-1560, code: 2589460# #6 to...
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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, [email protected]) and Vanessa Torres (NPS, [email protected])
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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
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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
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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, [email protected] ) – Vanessa Torres (NPS GRTE, [email protected] )– Dana Soehn (NPS GRSM, [email protected] )– Cara Johnson (NPS SER Office, [email protected] )
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