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)

1

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

2

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

3

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?

4

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?

5

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

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

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.

8

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

9

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

10

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%

11

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

mentored?

12

What is the most helpful thing you did/said to help the intern

settle into the park?

13

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

14

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

15

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.

16

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.

17

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

18

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

19

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 )

20