Indiana’s SWAP is a habitat-based model that incorporates all fish and wildlife species in the state. It identifies the condition of Indiana’s wildlife species and habitats, the problems they face, and the actions needed to ensure the long-term viability of these species and habitats. Since conservation efforts occur at many levels (e.g., local, state, and federal), it is imperative to unite the entire Indiana conservation community by focusing on strengthening partnerships to accelerate conservation in the state. The input of all Indiana’s 600+ identified stakeholders is vital to the success of the 2015 SWAP. The Eppley Institute developed the following recommendation report to inform the 2015 SWAP process.
Resources not provided for download are available through the Eppley Institute, please contact our office for more information.
The goal of the National Park Service Human Resources Career Field Competency Gap Analysis is to determine any gaps in general competencies and human resource technical competencies for employees who work in the NPS Human Resources career field. This study consisted of five stages: determination of the research methodology; development of the survey instrument; collection of data; analysis of data; and reporting of findings. This report documents the findings.
In 2013, the Bureau of Land Management (BLM), one of the participating agencies in the Hands on the Land (HOL) program, released a new National Strategy for Education, Interpretation, and Youth Engagement, which outlines several major goals, including expanding the BLM’s HOL program. The BLM’s Division of Education, Interpretation, and Partnerships, the HOL Working Group, and the Eppley Institute collaborated on the design, development, and production of a desk guide for HOL sites, which is intended to help BLM site coordinators expand and enhance their HOL programs and to establish HOL as the foundation for the BLM’s formal environmental and heritage education programs. The purpose of this training proposal and communication plan is to provide the BLM with recommendations for implementing the desk guide and expanding the HOL program.
Partnerships are helping parks and public lands organizations meet the demands of the 21st century. This interdependent model of managing our public resources calls for trust and flexibility between partners. Because of the growing need for strong partnership management competencies, the Eppley Institute’s developed the following materials, presented at the 2013 Indiana Park and Recreation Association.
The National Park Service (NPS) Human Resources career field recently updated the competencies for the various levels of employees in the career. The HR Gap Analysis methodology will utilize a five-stage approach to determine gaps in these competencies. The Five stages include determination of the research methodology; development of survey instrument; collection of data; analysis of data; and reporting of findings. The results from the surveys will be used by the NPS to prioritize and design training events to meet the needs of the human resource professional in the NPS.
Beginning in 2012, the National Park Service (NPS) and the Eppley Institute agreed to update the Asset Priority Index (API) e-course. As part of the update process, there was a need to revamp the API criteria and associated definitions. As the facility management industry continues to grow, it is imperative to continue updating the terminology and the standards used in the field. As a result of meeting facilitation with subject matter experts (SMEs), technical research, and a robust vetting process, the Eppley Institute was able to help finalize the API criteria and definitions. Ultimately, the Eppley Institute was able to create a user-friendly, highly interactive, and most up to date e-course to help advance facility managers’ understanding of how to use the API in the field.
Gone are the days when you need a technology staff, servers, and expensive licenses to take advantage of powerful enterprise system functionality. Web-based applications are opening a multitude of doors to small and medium size organizations. Explore how to maximize your organizational infrastructure by identifying opportunities to reduce costs and increase efficiency using technology.
Presented at the Association of Partners for Public Lands Conference in March, 2012 by Matt Wolf.
Agency credibility is directly related to people who work in the agency. Multiple perspectives make improving an agency complex. Leaders need to focus on capacity, while individuals focus on competencies. But when the two synergize? Bottom line: workforce productivity increases and agency credibility is improved. This session will allow individuals to understand how to plan for their individual development using competency guidelines and individual development planning (IDP), while agency leaders can clearly link this effort to increasing organization capacity.