2025 LHIP Supervisor Manual : simplebooklet.com

Mentor Manual 5FAQsIncidentQ: What should I do if my intern has an accident?A: As the employer, EFTA needs to know immediately if an intern has an accident. It may need to be reported to our insurance company, and we also want to be in touch with the intern. Please notify us by email or through the emergency phone line.Q: What should I do if my intern is struggling with work?A: Please contact us immediately. We can work with your intern to identify challenges, assist in managing projects, or help determine if other factors are affecting their work.OnboardingQ: What documents will your intern need for the EFTA onboarding process? A: All interns will submit their signed acceptance letter, direct deposit information, photo release, non-disclosure agreement, W-9, and I-9 forms through a program called DocusignQ: Does EFTA initiate the federal background check/ngerprinting process? A: No, EFTA does not initiate the federal background check/ngerprinting process. The NPS site supervisor/mentor is responsible for this process. HousingQ: What does your intern need to know about park housing? A: Because park housing varies widely across parks, from rustic to modern and from shared spaces to private, it is important to discuss the housing situation with your intern prior to arriving. Please provide details about the condition of housing, if it will be cleaned before their arrival, and what supplies are included.Q: Is there WiFi or internet in park housing? A: Interns will want to be connected, and helping them understand the ease of using WiFi at the park will help them to prepare before they arrive. If possible, EFTA will provide a MIFI to improve connection.TravelQ: Does EFTA cover travel costs to the site? A: Yes, EFTA covers the cost of mileage at the rate of $0.24/mile OR a ight for round trip travel from home to the site. EFTA will also cover the costs of one hotel room per night if the intern is driving more than 8 hours at a time. For example…if the total drive time is 16 hours, then EFTA will cover two nights of hotels. Any unauthorized travel will NOT be covered by the program. Q: Who coordinates roundtrip travel to the Career and Leadership Workshop?A: EFTA will coordinate all travel logistics for the workshop.

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Mentor Manual 6TaxesQ: What is a 1099? A: Please remind your intern that taxes are not removed from their stipends and that a 1099 form will be sent to them in January of the following year showing their income earned during the internship.Q: Will federal and state taxes be deducted from the paycheck?A: No. Federal and state taxes will not be withheld at time of payment. It will be the intern’s responsibility as a 1099 employee to accurately report taxable income.Q: What records should interns maintain for tax purposes? A: Interns should keep a copy of all receipts from the use of their $200 gear stipend for tax purposes. Otherwise, it will be considered additional stipend. Field Gear and StipendQ: How much is the eld gear stipend? How can interns use it? A: Each intern receives a $200 eld gear stipend for the purchase of work pants/shirts, hiking shoes or boots, a daypack, or any other gear needed during the course of their internship. Please note that this stipend is taxable income, and interns must keep a record of your purchases. . Q: How will interns receive the eld gear stipend? A: The stipend will be sent to intern’s bank account on their rst paycheck.Q: Do interns need to submit receipts for eld gear purchases to EFTA? A: No, interns will not need to submit copies of receipts to EFTA, but they should keep them for tax purposes. ReimbursementsQ: What are examples of items that can get reimbursed? A: EFTA will reimburse intern mileage, food, and required lodging for a work related trip. If interns need any other work related items, they must communicate with their EFTA contact prior to purchase for approval. All interns receive a $200 stipend for the purchase of items they might need during the internship, such as boots, a raincoat, and eld supplies.Q: What documentation does your intern need when submitting a reimbursement?A: Your intern will need a copy of their receipt and the reimbursement form. Q: Can interns be reimbursed for personal utilities (gas, electricity, sewage) and phone bill? What about ofce supplies if they are working from home? A: Interns will not receive a reimbursement for the cost of utilities, phone bills, or any ofce supplies if working from home. Q: Do interns need prior approval from EFTA before submitting a reimbursement form? A: Yes, all reimbursements must be approved by EFTA. If interns submit a reimbursement form without prior approval, they may not be reimbursed. Q: If an intern’s purchase is approved for reimbursement, what do they need to do?A: If a purchase is approved, the intern must submit an Intern Reimbursement form with all receipts and a short description of the reimbursement. Link to form: https://docs.google.com/forms/d/e/1FAIpQLSey2ZmqOmBKYXyqBJBlEHwGNgfX_9jA9dH2sZt0LiuivdsgHw/viewform

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Mentor Manual 7The Latino Heritage Intern Program (LHIP) is a component of an overarching service-wide strategy to address and correct the lack of Latino employment opportunities in the National Park Service (NPS). The National Park Service is committed to engage students in internships with partner organizations under Cooperative and Task Agreements. These agreements allow the NPS to invest in cost efcient strategies geared towards recruiting entry level talent, predicting future performance, and building a more diverse workforce. LHIP is administered by the National Park Service Youth Programs Division in partnership with Environment for the Americas (EFTA). MissionThe Latino Heritage Intern Program reaches out and connects with Latino college students from diverse backgrounds that have little or no access to their national parks, to invite them to serve in challenging educational, job-training, career exploration and developmental opportunities through internships with the National Park Service. Program participants develop marketable career skills that could lead to career pathways with the NPS. Program ObjectivesThe goals and objectives of the LHIP program are to reach motivated undergraduate and graduate students 18- 30 years old and recent military veterans 35 years old or younger to work alongside NPS staff in cultural and natural resources and interpretation/outreach projects. The program helps to raise awareness of our national parks and historic sites, their accessibility, and the need for the Latino community’s active involvement in their preservation. LHIP meets the vision and priority of the U.S. Department of the Interior (DOI) and the NPS by fostering relationships with conservation organizations advocating for balanced stewardship and use of public lands. The program also: • Introduces employment opportunities in the NPS with an emphasis on cultural and natural resource stewardship, science, research, interpretation, and community outreach to Latino youth. • Develops mission critical internship projects that support the NPS goals and objectives at local units. • Creates strong and viable mentor and protégé relationships. • Collaborates with Latino owned and operated conservation organizations to expand NPS outreach into Latino communities nationally and develop deep and sustainable relationships. • Establishes a pipeline for converting talented Latino interns into career positions in the NPS. About the Latino Heritage Internship Program

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Mentor Manual 8NPS Youth and Young Adults Engagement and Development Programs The National Park Service Youth Programs Division contributes to the future of the National Park System, and encompasses a full range of youth oriented engagement and developmental programs and projects conducted in and around national parks, NPS support ofces, as well as in local communities, and in collaboration with partner organizations. The NPS denes “youth” as individuals 30 years of age or younger and are inclusive of military veterans 35 years of age or younger. NPS Youth Programs focus on advancing relevant programming that emphasizes the mission of the NPS and support the operational needs of individual units and ofces. These Youth Programs are designed to provide employment, education, recreational and volunteer service opportunities to U.S. citizens and legal residents.NPS Youth Programs Division Core Values• Develop and support inclusive work environments, conservation, educational and recreational activities• Increase diversity in the workforce • Expose youth to the value and beauty of the great outdoors• Develop the next generation of resource stewardship leaders• Empower young people at all ages to take an active role in their communitiesThrough educational, recreational, volunteer service and employment opportunities Youth Programs should:• Build a Resource Stewardship Ethic: NPS youth projects must strive to build resource stewardship ethics in all of its participants that is sustainable over their lifetimes.• Develop Participatory Citizenship Values: NPS youth projects must motivate all of its participants to become involved in the natural and cultural resource protection of their immediate communities and beyond.• Develop Leadership Skills: NPS youth projects must instill through its programming components the development of leadership skills in its youth participants and encourage them to share the NPS mission of natural and cultural resource stewardship to others in their communities and beyond.Environment for the Americas (EFTA)Environment for the Americas (EFTA) is a nonprot organization that connects diverse people to conservation through research, education, and outreach. Providing opportunities for youth to become involved in science and natural resource careers is part of EFTA’s work ensuring the protection and future existence of quality public lands and wildlife habitat. EFTA is committed to increasing participation in STEM, conservation, environmental education, and outdoor recreation and to diversifying representation in natural resources across all demographics. Internship programs such as LHIP and research and efforts to reduce barriers to participation have been key to our work for more than a decade. EFTA has been a partner with the National Park Service in the development and implementation of the Latino Heritage Internship Program since its inception in 2014.https://environmentamericas.orgPartner Organizations

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Mentor Manual 9Program ContactsThe LHIP team works to handle all aspects of the program. Mentors will be contacted before and during the internship, and EFTA staff may conduct an in-person site visit. Communication to the team may be direct or through the LHIP email. Please contact EFTA staff rst. We will share critical information with Youth Programs. Your program contacts at Environment for the Americas are experienced working with youth, are native Spanish speakers, and are available throughout the program to provide support for you and your interns. We realize that this internship may be a participant’s rst time away from home. Our staff will be checking on them regularly to be sure that they are having a good experience and to provide additional support. If at any time you have questions or concerns, please do not hesitate to contact either Vivian or Stephen. Their details are below.EFTA also hosts a program email, LHIP@environmentamericas.org.We check this account multiple times daily. Your interns will be using this to communicate about reimbursements, travel logistics and more.Bilingual and Culturally Knowledgeable Staff to Work with InternsNPS and EFTA provide peer support for interns. We realize that this internship may be an intern’s rst time away from home, and they may be placed in an unfamiliar setting. Peer support is helpful and provides interns the opportunity to ask general questions, or to reach out to provide support for homesickness, culture shock, workplace challenges, and microaggressions. The availability of NPS and EFTA does not mean that the site mentor or fellow staff members should or could not assist the intern with these situations. However, if you are not comfortable handling an issue, please encourage the intern to contact us. Due to the nature of this internship, most participants are passionate and excited about the program’s diversity focus and hope that you are too! Paulina GutierrezInternship Leadlhip@environmentamericas.orgErnestine M. WhiteNational Youth Employment Programs Coordinator & NPS LHIP POCernestine_white@nps.govStephen Poblete Internship Leadlhip@environmentamericas.orgPaulina, from Mazatlán, Sinaloa, Mexico, graduated from the University of Colorado at Boulder with a B.A. in Evolutionary Biology, a Philosophy minor, and a Public Health Certicate. She has hosted World Migratory Bird Day events and enjoys nature and advocating for animal rights and environmental protection. Paulina looks forward to sharing her passion with everyone!After graduating from the University of Maryland, Stephen joined Americorps NCCC working on various projects with Habitat for Humanity and the US Forest Service. His spirit of environmental stewardship and volunteerism guides his work within the internship programs provided by EFTA. Ernestine serves as the National Youth Employment Program Coordinator in the Youth Programs Division within the directorate of Workforce and Inclusion in Washington, D.C.Stephanie Loredo Internship Program Managerlhip@environmentamericas.orgShe is a Peruvian avian ecologist with a dual B.S. in Environmental Science and Biology from the University of Oregon and an M.S. in Wildlife Biology from Oregon State University, focusing on seabird ecology. As a 2013 Celebrate Birds Program intern, she works with EFTA on avian conservation and mentors in diversity internships. She is passionate about wildlife, conservation, and representation.

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Mentor Manual 10Communication is critical to ensure the success of the internship, and Environment for the Americas (EFTA) provides a variety of ways that both interns and Supervisors/Mentors can reach out. We encourage you to contact us as needed and, if there are any issues or concerns, as soon as possible. If you need additional support, you may contact the the program Email at LHIP@environmentamericas.org. (checked daily)Your intern can expect to have, at a minimum, the following communication from EFTA.• Check-ins: In addition to open communication on an as-needed basis, interns will have formal scheduled check-ins. Check-ins are one-on-one video or call meetings with a member of the EFTA staff. Group check-ins will also be available for a half hour at the end of each EFTA-run webinar. • 4 Surveys: *A pre-, mid-, post-, and supervisor evaluation survey to be completed by the intern. *One survey for supervisors evaluating the intern’s performance to be completed towards the end of the internship.• Site Visit: An in-person or virtual site visit with both the intern and the supervisors/mentors.• Webinars: Regular webinars for additional training and communication (~weekly for short programs and monthly for longer).• Email Access: A dedicated program email lhip@environmentamericas.org• Group Communication: A GroupMe for general sharing and communication both privately and with the entire program cohort or interns in the area.• Phone Access: In the event of an emergency, please follow the Emergency Procedures protocol. A weekend/ holiday on-call schedule will be provided at the start of the season.Communication

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Mentor Manual 11NPS Latino Heritage Internship Program• Work with park staff to identify science needs and develop projects• Serve as point of contact for parks• Oversee program budget and finances• Track and report program statistics and impact• Prepare Direct Hire Authority documentation for eligible interns and forward PLC information to NPS Regional Youth Coordinators• Assist park units with performance issues and injuries• Conduct site visits• Coordinate Career Workshop• Host and distribute weekly professional development webinars• Maintain NPS websites: go.nps.gov/lhipEnvironment for the Americas • Recruit and advertise LHIP Program• Manage application system• Screen and distribute best qualified applications to park mentors • Arrange travel for program participants• Pay stipends, housing, and travel costs to participants• Collaborate to provide professional development weekly webinars• Serve as point of contact for LHIP interns and mentors• Distribute and summarize program surveys and evaluations • Maintain latinoheritageintern.org and other program materials • Conduct site visits • Coordinate Career Workshop• Collect and distribute work deliverables• Prepare annual reportNPS Site Mentor• Identify and develop LHIP project. Ensure intern completes all EFTA tasks during their internship, including attending webinars, writing blogs, etc. • Interview and select intern• Attend mandatory mentor webinar • Initiate and pay for federal background investigation (NACI) and obtain PIV card• Secure and pay for housing• Provide a safe and welcoming work environment with special consideration for diverse races/ethnicities• Supervise intern and provide feedback on their work• Provide mentoring, training, and other career development opportunities• Approve timesheets and ensure the intern’s work schedule does not exceed an average of 40 hours/week • Complete program surveys and evaluations• Contact NPS and EFTA if problems ariseRoles & ResponsibilitiesThe LHIP participates are nonfederal interns. The students selected to participate in the program are consider EFTA staff. The selected NPS sites are known as “host sites” and the site point of contact(s) is considered mentors/supervisors.

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Mentor Manual 12In addition, mentors of Direct Hire Authority - Resource Assistants (DHA-RAI) must also:• Collaborate with intern to develop a Leadership Development and Mentoring Plan• Assist the intern in developing a federal resume• Facilitate the intern’s presentation of work to NPS decision-makers and other stakeholders• Prepare and complete all DHA-RAI paperwork• Assist the intern in finding permanent employment with the NPS or DOI, whenever possibleIntern• Arrive on time for all internship activities• Maintain professional communication regarding work duties and schedule• Exhibit professionalism and respect toward staff, interns, park visitors• Maintain ofce space, equipment, and lodging in good condition• Participate in weekly webinars and write bi-weekly blogs• Dress appropriately for both eld work and ofce settings• Communicate concerns to EFTA in a timely manner• Allow EFTA and NPS to use photographs of the intern and their work in news releases and promotional materials on the web and in print media• Abide by all laws and park policies, including protection of park resources • Attend the mandatory Career and Leadership Workshop

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Mentor Manual 13Engaging Your InternPre-Internship PreparationBefore your intern arrives at your site, please provide your intern with details about the supplies, clothing, and equipment that will be needed. Preparing the staff at your site will also help to create a welcoming environment.• Provide your intern with a checklist of the clothing and equipment he/she will need • Describe the housing and what they will need to bring (e.g., bedding, towels, dishes, etc.)• Explain the LHIP program and the intern’s role at the park to fellow staff members. This can be done beforehand or during rst day introductions. It is helpful to have the co-workers who will be working closely with the intern understand the program and the intern’s roles and duties • Designate a work area for the intern; this can help create a sense of belonging for the intern• Complete the required federal background investigation and the PIV request process and paperwork in advance of the intern’s arrival • Set up parking, building access, email, voicemail, computer access, and other resources your intern needs to work at the park • Be prepared for your intern by having tasks ready First Day in the Park• Welcome the intern to the park / program and describe the purpose of the program. • Orient the intern to the site.• Introduce the intern to park staff and show them their work space and where supplies can be found.• Meet with the intern to make sure expectations, guidelines, and ground rules are clear.Throughout the Internship• Share the big picture of why your unit was established, your ofce’s goals, important projects in the unit and how the intern is contributing to the park or program and the NPS mission• When the intern is working independently, make sure the intern has a dedicated project• Hold short weekly meetings with the intern to see how the intern is doing with tasks, if there are any issues, and if the intern is meeting internship requirements• Discuss the intern’s career goals and options, and facilitate if appropriate• Help the intern track the work accomplished during their experience in order to update their resume • Provide the intern time to complete blogs, participate in webinars.Extending the InternshipIf you are interested in having your intern work more than 11, 12 or 20 weeks in the park, contact EFTA well in advance of the scheduled end date of the internship. NPS units can extend their intern, subject to the intern’s availability, and the NPS unit will be responsible for covering the intern’s stipend, housing costs (if applicable), partner administrative costs, and travel costs to return home after the internship.Intern Performance EvaluationEFTA will provide an Intern Performance Evaluation for supervisors/mentors to complete and review with their intern at the end of the internship. Give your intern an appreciative going away, help with preparations for the post-internship workshop, and gather nal project information. Supervising and mentoring interns can require considerable time and effort. The more planning you have done prior to an intern’s arrival, the more easily their immersion into the work at your park will be. We require a week-by-week workplan for the intern, so that they can begin their work as soon as they arrive.In addition, we ask that you be prepared to accomplish the following:• Provide a welcoming, positive, and inclusive environment for the intern. • Provide a meaningful learning experience. • Create networking opportunities with other park staff.• Provide regular supervision and mentoring. • Ensure intern satisfaction with the position. • Communicate with NPS and EFTA about any concerns or issues, as well as successes and accomplishments.

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Mentor Manual 14Review mentor resources☐ Visit https://latinoheritageintern.org/mentor-resources/ to find the resources you need, included the NPS Incident Report Form, Mosaics in Science Work Plan, PLC Work Hours and Verification Form, DHA Leadership Development and Mentoring Plan, DHA Completion Memo and Certificate of Completion Template, Alleged Harassing Conduct Intake Form Template, and more. To access the page, use the password Mentor_2025.Prior to the start of internship☐ Develop your intern’s work plan to be sure you are ready for their arrival.☐ Meet Environment for the Americas (EFTA) program staff to discuss the details of the internship. Please be prepared to provide information about your site. ☐ If housing is not available at your site, work with EFTA staff member to locate suitable housing. While interns are also welcome to search, we want to be sure that they find housing in a safe location and do not pay any fees without ensuring that the housing is legitimate. We encourage: ☐ Supervisors to visit the lodging to be sure it is suitable ☐ Interns to refrain from paying any fees for housing until it has been approved ☐ Interns and supervisors to work with EFTA regarding the budget for housing☐ Reach out to your intern the month prior to their start date. Let them know what they need to bring with them and coordinate when they can arrrive at housing.☐ Complete an internship risk assessment.During the internship☐ Give your intern time and computer access to complete EFTA tasks. We estimate that each intern needs about 4 hours or office time each week to accomplish these tasks. These include: ☐ Submitting their work hours by the due date ☐ Writing and submitting the required number of blogs ☐ Attending program webinars and trainings each Thursday☐ Complete a mid-internship evaluation call with an EFTA staff member.☐ Communicate with EFTA staff regarding any issues or concerns.☐ In the last few days, meet with your intern to gather final information about the experience.☐ Show your appreciation! Interns love a simple thank you, a going away lunch, etc. Site visit informationEFTA staff try to visit as many LHIP sites as possible. We want to learn about the intern’s work, see them in action, and have a chance to talk with both mentor and intern about successes and challenges. If we schedule a site visit with you, please help by:☐ Providing the opportunity for separate and joint conversations with you and your intern.☐ Dedicating time to see the intern’s work, whether in the field or other work site.☐ Sharing any details about how the visiting staff should prepare (specific clothing, meeting location, etc.)After the internship☐ Complete the intern and EFTA evaluations so that we can learn about your experience with LHIP.☐ Provide EFTA with any program support materials, such as articles written by or featuring your intern, photos, or work products. Supervisor/Mentor Checklist

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Mentor Manual 15Program TimelinePreparation for LHIP is year-round. The schedule below shares many of our upcoming activities, including programmatic due dates, intern webinars, dates for the Career and Leadership Workshop, and more. Please encourage your intern’s full participation in these scheduled events.DATE ACTIVITYDec 2, 2024 - Feb 7, 2025 Intern application period opensDec 4, 2024 - 4 pm Eastern EFTA Internship Programs Career Fair #1: General Information About Internships [Registration Link]Dec 11, 2024 - 4 pm Eastern EFTA Internship Programs Career Fair #2: Hear All About It (Former Interns) [Registration Link]Dec 18, 2024 - 4 pm Eastern EFTA Internship Programs Career Fair #3: Submitting Your Application [Registration Link]Jan 8, 2025 - 4 pm Eastern EFTA Internship Programs Career Fair #4: Hear All About It (Former Interns) [Registration Link]Jan 15, 2025 - 4 pm Eastern EFTA Internship Programs Career Fair #5: Interviewing for a Position [Registration Link]Jan 22, 2025 - 2 pm Eastern Required Site Mentor/Supervisor Introductory WebinarFeb 7 – 21, 2025 Environment for the Americas screens and selects top candidates Feb 24 – March 3, 2025 EFTA sends top applicants to parksMarch 3 - 14, 2025 NPS host sites interview applicants and select candidatesMarch 17, 2025 NPS host sites sends applicant selections to EFTAMarch 17 - 21, 2025 EFTA noties applicants of their selectionsMarch 28, 2025 Applicant deadline to accept or decline positionMarch 28 – April 5, 2025 EFTA onboards interns; Parks initiate background checks once there is a mutual agreementApril 4, 2025Pre-internship surveyApril 11, 2025 - 2 pm Eastern Pre-internship webinar: Welcome/Orientation webinar for interns. [Join link]April 18, 2025 - 2 pm Eastern Pre-internship webinar: Program Logistics (Timesheets, blogs, etc). [Join link]April 25, 2025 - 2 pm Eastern Pre-internship webinar: Program Logistics (Getting Ready to Go!). [Join link]May 1, 2025 Webinar: Workplace Harassment WebinarMay 8, 2025 Webinar: Direct Hire Authority - Resource Assistant for DHA-RA Interns onlyMay 15, 2025Navigating Your internship: Intern Orientation (Expectations, schedules, uniforms, etc) May 19, 2025 Program begins for LHIP DHA-RA interns May 22, 2025 Webinar: Public Lands Corps Hiring Authority for Traditional Interns May 26, 2025 Program begins for LHIP traditional interns (PLC interns)June 5, 2025 - 2 pm Eastern Webinar: Federal Resumes [Join link]June 12, 2025 - 2 pm Eastern Webinar: Interns’ Powerpoint & Art Culture Presentation Preparation [Join link]June 18, 2025 - 2 pm Eastern Webinar: Networking; advocating for your professional growth [Join link]June 25, 2025Mid-Internship SurveyJune 26, 2025 - 2 pm Eastern Webinar: Financial Literacy [Join link]July 10, 2025 - 2 pm Eastern Webinar: Heading to DC! [Join link] July 17, 2025 - 2 pm Eastern Webinar: Latinidad and You [Join link]July 23, 2025 Poster Presentations due & Final DHA Presentations dueJuly 21 – Aug 1, 2025 Workshop Practice sessionsAug 4 - 9, 2025 Career and Leadership WorkshopAug 8, 2025Post-internship survey

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Mentor Manual 16EFTA Emergency ProceduresEFTA Emergency ProceduresAn emergency is any event that may cause harm to an intern’s physical, mental, and/or emotional well-being. Such incidences may include, but are not limited to, work related accidents that result in physical harm, sexual harassment, and macro- and microaggressions. The following procedures outline the steps an intern should take in the event of an incident, accident, or even a near miss. If an intern is in an emergency situation or an incident, contact should occur in this order:1. Follow the emergency protocol at your park2. Contact the intern’s immediate Mentor 3. Contact the EFTA Emergency Hotline at 708-239-84264. Contact Environment for the AmericasAccident, Incident, & Near Miss ReportingAccident Occurs (Incident/Near Miss)Intern completes an Incident Report FormAccident or IncidentAn unplanned or unseen event that may result in physical, mental, and/or emotional harm. Includes workplace Culture.Near MissAn accident that could have happened or almost happened.Incident Report Form (https://forms.gle/x8a5cFrngFuP6eAz6) to be completed & signed by Site Supervisor/Mentor and/or affected person and EFTA SupervisorIncident Requiring Medical Treatment Life-ThreateningCall 9-1-1Medical Care Needed or Near MissIntern noties Site Mentor and EFTA Staffwithin 24 hoursEFTA’s emergency hotline is available 24/7. In the event of any emergency or need for immediate contact with our staff, please contact: 708-239-8426EFTA EMERGENCY HOTLINEContact Site Mentor and EFTA Staff immediatelyEFTA’s insurance does not cover intern activities that include scuba diving, chemical spray, or any work at height, such as tree climbing or use of ladders. Our insurance is based on your job description. If you add activities, especially those involving tools, please contact us before allowing them to begin!In the event of Workplace Culture, the intern must complete the Incident Report Form (see Appendix ). Mentors must complete form E-9 and submit it to your regional ofce. In the event of Workplace Harassment, please contact EFTA immediately.

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Mentor Manual 17Steps to be Taken in Case of an Emergency:1. Follow the emergency protocol procedure at your site2. Contact the direct Mentor on site and notify them of the incident3. Contact EFTA staff and notify them of the incident4. Incident Report Form will be completed & signed by site mentor and/or injured person and EFTA StaffEmergency Contact Protocol For Your Intern1. Intern safety is critical, and we appreciate your help making sure that interns understand the procedures in the event of an accident, incident, or near miss. We expect interns to follow park protocols rst. However, EFTA, as the employer, is responsible and must know about any occurrences as soon as possible. 2. The following situations are examples of when an intern and/or Supervisor should contact EFTA:• If the intern is in doubt or unsure of a situation• If the intern needs support before, during or after a difcult situation• If a vehicle breaks down or the intern has an automobile accident• Any situation that receives media attention• An injury or illness requiring professional medical treatment, administration of prescription medication (including use of epi-pen), or evacuation• There is an unexpected loss of contact with any person on site• Early departure from project• Inability of staff or another intern to fulll responsibilities for any reason• Death or injury of any person involved in the internship programEFTA EMERGENCY PHONE NUMBER:708-239-8426As always, contact 911 in the event of a life-threatening emergency!24/7Hotline Service generously contributed by Unicom Teleservices.

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Mentor Manual 19Intern HousingFor many interns, this summer experience will be their rst time away from home. For others, it may be the rst time working in a park and living in park housing. Please help them before they arrive by ensuring that they will be comfortable and aware of the type of lodging where they will be placed, the supplies they will need to bring, and the condition of the facilities. Some tips about information that will be helpful to provide include:- if the intern will be sharing a room- the type of lodging where the intern will live (dorm, cabin, house, etc.)- the supplies they should bring (sheets, blankets, etc. )- if a kitchen and all cooking and eating supplies are available- the condition of the lodging (is it new? old? will it have been cleaned prior to intern arrival?)- distance from the lodging to the main location of work- gender diversity in the lodgingPlease provide your interns with details prior to their arrival, especially with regard to the condition of housing and items that will be provided (bedding, kitchen supplies, etc). Also, if your housing is rustic and has not been used over the winter, sharing details about cleaning requirements and the possibility of other inhabitants (mice) will help your intern. In the event your park does not have on-site housing, the program will work to provide different housing options for interns. These options include, but are not limited to; AirBnB, Furnished Finder, and university dorm housing. We would appreciate your help in nding housing for our interns. Working directly with our staff to ensure living quarters for our interns is safe and close to the park.

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Mentor Manual 20Intern SupportNeed support or someone to talk to?We provide a variety of ways for interns to communicate about any issues or challenges they may be experiencing, whether work related or personal. Although both Environment for the Americas and the site mentor are available to support the intern at all times, we understand that an intern may wish to have a private conversation with a third party or to provide information without giving the intern’s name. Please review these options below and encourage your intern to use any of them if the need arises.InternThe Environment for the Americas Team: Environment for the Americas is here to help around the clock. If an intern is experiencing any challenges or problems or just has questions, we encourage them to reach out to our staff.Counseling: If an intern feels overwhelmed at work or in their personal life, we provide counseling with a clinical psychologist. An intern may contact Kynetta McFarlane at Transformative Health directly to schedule an appointment. E-mail: kynetta@transformativehealth.netAs Site Mentor, you work to make your intern’s experience the best possible. Communicate with them about activities and be prepared to listen to any concerns or suggestions.Incogneato: Don't feel comfortable talking about it? Our anonymous line accepts comments without including your name. When you share suggestions, concerns, and other comments here, we will work to make any changes needed. https://ansr.me/eftaSurveys: Based on the comments in both intern and mentor surveys, we may reach out, especially if there is an indication that the internship is not meeting either of your needs.NPS Ombuds is a condential resource to explore resolution of individual and systemic problems affecting the workforce. Visit https://www.doi.gov/pmb/cadr/ombuds for contact info.The Hispanic Organization on Relevancy, Advising, Leadership, and Excellence (HORALE) is s a service-wide resource for NPS employees at all levels to enhance and better understand national Latinx issues.

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Mentor Manual 212025 LHIP Sites2Regional Contacts:https://www.nps.gov/subjects/youthprograms/contacts.htmRegion 1: North Atlantic-Appalachian• Blackstone River Valley National Historical Park, RI• Delaware Water Gap National Recreation Area, PA• Fort McHenry National Monument and Historic Shrine, MD• Historic American Buildings Survey (HABS) of the Heritage Documentation Programs, Washington DC• Longfellow House, MA• Lowell National Historical Park, MA• Salem Maritime National Historic Site & Saugus Iron Works National Historic Site, MA (DHA)• Statue of Liberty National Monument, NYRegion 2: South Atlantic Gulf• Abraham Lincoln Birthplace National Historic Park, KY (20 weeks)• Mammoth Cave National Park, KY • Fort Raleigh National Historic Site, NC• Reconstruction National Historic Park, SC• Everglades and DRTO Planning, FL• Southeast Archeological Center, FLRegion 3: Great Lakes• Cuyahoga Valley National Park, OH (20 weeks)• First Ladies National Historic Site, OH• Pullman National Historic Park, IL• Lincoln Boyhood National Memorial, IN• Midwest Regional Ofce / Planning and Compliance / NE (DHA)Region 4: Mississippi Basin• Efgy Mounds National Monument, IARegion 6: Arkansas-Rio Grande-Texas-Gulf• Blackwell School National Historic Site, TX• San Antonio Missions National Historic Park, TX (DHA)Region 7: Upper Colorado Basin• Rocky Mountain National Park, CO • Grand Teton National Park, WY (DHA)• Valles Caldera National Park, NM (20 weeks)• Salinas Pueblo Missions National Monument, NM• Canyonlands National Park, UT• Zion National Park, UTRegion 10: California-Great Basin• Death Valley National Park / Division of Maintenance / Project Management Branch, CA (DHA)• Cesar E Chavez National Monument, CA (20 weeks)• Point Reyes National Seashore - CA (20 weeks)DHAPLC

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Mentor Manual 22Types of LHIP PositionsConservation Fellow Direct Hire Authority - Resource Assistant Intern (Conservation Fellow DHA-RAI)DHA Resource Assistant interns in the Latino Heritage Internship Program are chosen because they exhibit exemplary qualications and promise as stewards of public lands. The parks that were competitively selected to host a DHA intern have agreed to fulll the DHA program requirements by providing an autonomous, demanding project. DHA interns that successfully complete the program requirements are eligible for a 2-year hiring eligibility starting from the date of their undergraduate or graduate degree, during which they can be directly hired by the Department of Interior (NPS, BLM, USGS, FWS, etc.) into a permanent federal position. These opportunities are available to upper level undergraduate or graduate students. DHA graduates do not need to apply for the federal position, but the unit must complete a CTAP-ICTAP ( Career Transitional Assistance Program-Inter agency Career Assistance Program) clearance prior to hiring the intern. The DHA is focused on full representation and participants from historically Black, Hispanic, Asian, Pacic Islander, and Native American institutions or other schools with diverse student populations. To be eligible for the DHA-RAI program, applicants must be currently enrolled in an institution of higher education. For more information see DOI Personnel Bulletin 12-15.

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Mentor Manual 24Intern Recruitment and SelectionHundreds of students and recent graduates apply to the LHIP program each year. EFTA pre-screens candidates and shares the most qualied and eligible applicants with mentors. Park mentors will then conduct phone interviews, contact applicant references, and select the best applicant for their projects. Mentors may submit the name(s) of any potential candidate that meet the requirements of the program for consideration. Once the intern is selected, the mentor will notify EFTA about the preferred candidate.EFTA will offer the position to the applicant.Recommended Interview Discussion and Questions1) Describe your site and your interest in being part of the Latino Heritage Internship Program. Our participants want to know about your support for this program and the opportunity you provide them to gain new skills and experiences.2) Get to know the applicant by asking them about themselves and their background. •Ask how their current skills relate to the position description and tasks•Ask about what they’re interested in career wise3) Describe the position completely and ask questions that gather information about: • The applicant’s prior experiences that are relevant to the position• The applicant’s interest in the position• How the applicant can contribute to the park and the position• What the applicant hopes to gain from the position4) Describe your park and the conditions in which the intern will be working. • Applicants need to understand details about distance from amenities, lodging, access to internet, and the diversity in your ofce. • If the position requires extensive hiking, long periods in the eld, extreme heat, or other conditions, ask about the applicant’s prior experience in these situations. • If the position requires working with the public, question the applicant about speaking experience and comfort and experience talking with new people.5) Ask the applicant what they know about your park. The answer will reveal how much they have reviewed the job description and park information. 6) Fun questions: • What does the applicant think will be the best thing about working in a park?• What does the applicant think will be the most challenging aspect of the internship?• Is there anything that is not on their resume that they think you should know?7) Ask the applicant what their goals are and how to achieve them..LHIP Recruitment Process

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During their internships, participants are required to provide materials that help us document their work and to participate in additional activities. More details are provided below. Mentor Manual 261. Webinars: Webinars hosted by NPS and EFTA are approximately one hour in length. We appreciate your support in ensuring that interns are present for these calls, as they are important opportunities to check-in on participants, share important information, and provide additional training and career development. The required webinars dates and details will be shared in advance. We understand that conicts may arise, and if the intern cannot attend due to an unavoidable scheduling conict, the intern must notify EFTA contact in advance. In the rare event that an intern cannot participate in a webinar, he/she/they may listen to a recording of the webinar at a time that is convenient to them, but live participation is preferred. Webinars, Blogs, & TimesheetsWEBINARSDate/Time TopicMay 1 / TBD1st Webinar: Workplace HarassmentMay 8 / TBD2nd Webinar: Direct Hire Authority - Resource Assistant for DHA-RA InternMay 15 / TBD3rd Webinar: Navigating Your InternshipMay 22 / TBD4th Webinar: Public Lands Corps Hiring Authority for Traditional Internshttps://https://us06web.zoom.us/j/85434576443April 11/ 2pm ESTPre-internship webinar: OrientationApril 18/ 2pm ESTPre-internship webinar: Logistics (Blogs & timesheets)April 24 / 2pm ESTPre-internship webinar: Get ready, Set, Go!June 5 / 2pm EST 5th Webinar: Federal ResumesJune 12 / 2pm EST 6th Webinar: Intern’s Oral, Poster & Art Culture Presentation PreparationJune 18 / 2 pm EST7th Webinar: Networking & Advocating for your Professional Goals June 26 / 2 pm EST8th Webinar: Financial literacyJuly 10th / 2 pm EST9th Webinar: Heading to DCJuly 17th / 2 pm ESTLatinidad and You

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Mentor Manual 272. Blogs: The LHIP Blog is a dynamic way to share the interns’ work and the program’s successes. Each intern is required to participate in the LHIP blog by submitting a minimum of six posts and one introductory video. During the duration of the program, this averages to two blogs each month. There are many values to the Blog, including: • Spreading the word about LHIP, NPS and the park site; • Sharing the importance of diversity focused opportunities; • Providing writing experiences for participants; • Documenting the summer’s experiences.Some interns include information about their blog in subsequent job applications and share it with their families. We use it as a source of information for reports, program promotion, and fundraising. Blog# Suggested Topic1Introduce yourself in a short video *REQUIRED*2 Describe your site3 My rst week at the park4 Present your project5 Share something you learned or an inuential person you met6 Share your favorite part of the internship7 Farewell post3. Timesheets: Maintaining your intern’s hours is critical for their DHA-RAI and PLC hiring authorities. EFTA will train the interns to complete their hours and will establish paydays based on their schedules. Interns are paid every two weeks. Interns should work no more than an average of 40 hours/week. If interns choose to work additional hours, they should be recorded as volunteer time. It is NOT required for interns to work volunteer hours. Pay Period4/26-5/9 5/10-5/23 5/24-6/6 6/7-6/20 6/21-7/4 7/5-7/18 7/19-8/1 8/2-8/15Intern Hours Due5/9 5/23 6/6 6/20 7/4 7/18 8/1 8/15Pay by5/16 5/30 6/13 6/27 7/11 7/25 8/8 8/22Pay Period8/16-8/29 8/30-9/12 9/13-9/26 9/27-10/10 10/11-10/24 10/25-11/7Intern Hours Due8/29 9/12 9/26 10/10 10/24 11/7Pay by9/5 9/19 10/3 10/17 10/31 11/14Your rst Blog is due at the end of your pre-internship webi-nar on logistics. The Vlog is due at the end of the rst week of your internship. The remaining blogs are due by Sunday every other week thereafter.

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Mentor Manual 28Intern DeliverablesWork Products - Interns will upload any work products to a Google Drive. Access to the Drive will be provided to interns. Work products include any reports, videos, educational materials, brochures, maps, or other materials developed as part of their LHIP internship. Photos - 5 to7 high quality action photos with captions of the intern working on his / her project, e.g., using a GPS unit, leading hikes, taking water measurements, or whatever activities the project requires. The photos should be at least 3 MB at no less than 3” x 3” in size. Please provide some photos of you at work in your LHIP uniform. No black and white photos or seles please!Project Presentation - All interns are required to present their work either orally or through a poster. Interns will attend webinars that focus on how to prepare these presentations. Partner organizations will review the presentations and provide comments and edits before the presentations are accepted as nal. Interns will be asked to schedule a time to practice their presentation (oral or poster) via webinar before arriving in Washington, D.C. We will provide interns with a template for both types of presentations and expect interns to use the appropriate template to ensure that all of the information required is included. UniformsYour intern will receive LHIP materials, including a “uniform” with an LHIP t-shirt, polo, nametag, and ball cap. When your intern uses these items, please be sure that the name tag is placed on the right side of the shirt, opposite the logo. We appreciate any photos that feature interns wearing their LHIP branded clothing. Below are proper uniform attire. PLC/DHA documents - Interns must submit all paperwork relating to DHA/PLC before leaving the position.

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Mentor Manual 29Oral PresentationsAn important part of the post-internship workshop is the opportunity interns have to share the projects they completed over the summer. DHA-RAI interns are required to give oral presentations that include information about their site, their work, the results of their work, and their recommendations for the projects. An LHIP template is provided for the interns. All oral presenters must discuss and rehearse their presentations with EFTA prior to arriving in Washington D.C.Poster PresentationsPLC interns prepare a poster presentation of their work. The guidelines for the posters are provided in the intern handbook and a template will be provided. During the post-internship workshop, interns will have the opportunity to display their work, provide a verbal description, and answer questions from other interns and visitors. Career and Leadership WorkshopACKNOWLEDGEMENTSCONCLUSIONS PROJECT INTRODUCTION/ BACKGROUNDPROJECT 2PROJECT 1Rory Ornelas | Texas A&M UniversityInterpretation and Education InternKlondike Gold Rush National Historical Park (Skagway, Alaska)Interpretation and Education at Klondike Gold Rush National Historical ParkABOUT THE PARKThe Klondike Gold Rush National Historical Park’s goal is to preserve the story of the gold rush and all the stampeders who attempted the journey to Dawson City. The park is located in Skagway, Alaska, which is also where the White Pass began. The White Pass and its sister route, the Chilkoot Trail, beginning in Dyea, were the two paths taken by the gold rush stampeders that would lead them up to Lake Bennett. From there, they would travel the Klondike River until it led them to Dawson City, where gold was discovered in 1896.The Interpretation and Education department’s focus is to create a connection between the people who visit our park from the cruise ships, and the story of the Klondike stampeders. We provide ranger programs discussing different aspects of the gold rush. Some of these programs discuss the hidden voices whose stories don’t get told as much, such as the women during the gold rush or the Buffalo Soldiers stationed here during that time. Our visitor center made sure to highlight these programs, as well as our park film and museums. My internship mainly focused on creating a pop-up booth, manning the visitor center desk, and working with the different departments of the park.Visitor CenterI spent most of my time working at the visitor center. I answered the questions of visitors that would come in and promoted all the activities we had to offer. The park has three museums: the Jeff Smiths Parlor, the Gold Rush Museum, and the Moore House. We also have a park film that provided a basic overview of the gold rush. Kellie Curtin, Lead RangerMadeline Vinh, Lead RangerJolanta Ryan, Acting Interpretation and Education Division ManagerThank you so much to everyone in my interpretation team for making my summer a whole lot brighter.World Migratory Bird Day Pop Up BoothEnvironment for the Americas celebrates World Migratory Bird Day every year. The holiday is on the second Saturday of May and of October. I have had a strong passion for birds since I was young, and I also have experience learning about them through my major. I have taken an ornithology course and have volunteered for two years at a teaching collections where I would taxidermy birds for future research. Because of my interest, I decided to make a pop up at my park for the holiday. My internship provided me with plenty of materials, and I created posters for each of the ten birds being focused on this year.PROJECT 3ArchaeologyI spent a day with the archaeology department digging in Dyea for artifacts. The Dyea townsite is right next to the Taiya river, which is slowly eroding away at the historic site. The archaeology team are trying to quickly uncover any artifacts in the area before it gets washed away. I helped sift through dirt and learned more about the archaeological process. The team explained how to document their process and where they dug. They would dig in sections until the soil layer changed, and whenever they uncovered an artifact, they would measure the depth where it was found. Natural Resources Bird SurveyI spent another day with the Natural Resources department during their Bird Survey. They taught me how to document sightings of birds, which included using specific codes for each species. Bird watchers have developed an almost universally used system of four-letter codes to identify any bird species. We went out around Yakutania Point and the Dyea townsite and surveyed coastal wetland birds.PROJECT 4There is no significant history on Latinos during the Klondike Gold Rush. However, the stories of the native Tlingit people should be expanded upon. Their sacrifices and importance during the gold rush should not be understated.This experience was enjoyable, and I learned a lot about what different careers are possible within the National Parks system. The biggest thing I learned was that I would like to pursue a job that is not public facing.Unigrid map of Klondike Gold Rush National Historical ParkPhoto of me at the Visitor CenterArchaeological team at Dyea townsiteNatural Resources team completing a bird surveyPicture of my World Migratory Bird Day boothPicture of a Wandering Tattler spotted during the bird surveyThis mandatory Career and Leadership Workshop is the culminating experience of the program. It brings together all interns and program staff. This opportunity to meet one another is invaluable and strengthens the relationships between the cohort of interns. In addition, this experience provides opportunities to network with NPS staff, learn more about federal jobs and how to apply for them, and to visit our nation’s capital. Another important component of the workshop is intern presentations. All interns are required to attend the workshop and present their work either orally or via a poster. If the candidate cannot attend the workshop they are not eligible to participate in the program.

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Mentor Manual 30Intern Time OffHolidays and Paid Time Off Interns are entitled to 8 hours of paid time off each federal holiday. These include: New Year’s Day, Martin Luther King Jr Day, George Washington’s Birthday, Memorial Day, Juneteenth, 4th of July, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day, and Christmas Day. However, interns must check with their site supervisorto determine if they receive time off. Sites that expect interns to interact with the public may be required to work on ofcial holidays to serve the public visiting the site. If that is the case, we appreciate providing the intern with an alternate day off, preferably within the same two-week pay period. Vacation Time & Sick LeaveAll interns accrue paid time off at 2.667 hours per pay period. Paid time off can be used for personal or sick time. Interns enrolled in a 12-month or longer position have 4 days of sick time and vacation time accrued at 2.667 hours per pay period. If an intern expects to be absent from work, they should seek approval for this absence at least two weeks before the missed day, except for in the case of illness. If the supervisor approves, they must submit a request to EFTA through the On the Clock platform. If an intern requests leave beyond the accrued time off, they can be granted this leave at their supervisor’s and EFTA’s discretion. The hours missed by the intern may need to be made up at a time agreed upon between the supervisor and the intern, or the intern will not be paid for the missed hours. This is dependent on the situation. In the event of illness, the intern should alert the supervisor of their illness as soon as possible and no later than one hour before their shift. The intern also needs to inform EFTA of the illness. Paid time off, including holidays, personal, and sick time, does not count towards the Public Lands Corps Non-Competitive Hiring Authority.

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Mentor Manual 31Program PoliciesThe following policies and intern expectations will be shared with participants prior to arriving at parks. Any recommendations provided below also help to ensure that the actions and expectations of site mentors are clearly communicated. Illegal Drugs: Interns are prohibited from using illegal drugs or alcohol, or possessing rearms on federal property. Any suspected violations will be reported to the program manager and will result in termination from the program and removal from the host site. Note: Marijuana is classied as an illegal drug under federal law.Alcohol: No intern will possess or consume beer, wine, or other alcoholic beverages and illegal substances while actively engaged or prior to actively engaging in internship tasks, nor shall any participant endorse the use of alcohol or illegal drugs. Firearms: The possession or use of rearms, recrackers, explosives, toxic or dangerous chemicals, or other lethal weapons, equipment, or materials while participating in internship activities is strictly prohibited. Nepotism & Fraternization: EFTA/NPS staff, park mentors and interns in the Latino Heritage Internship Program are required to maintain professional relationships. For the benet of all involved, fraternization (intimate, personal relationship) is not permitted. The following are guidelines to minimize the risk of occurrences and appearances of inappropriate behavior between staff and program participants. EFTA staff and mentors should:• Keep doors to ofces and rooms open when meeting with an intern except in regards to matters requiring condentiality. • Refrain from sharing personal information. • Do not, directly or indirectly, supervise or make decisions involving a direct benet, e.g., initial employment or rehire, promotion, salary, performance appraisals, work assignments or other working conditions to those related by blood or marriage, membership in the same household, including domestic partners, or persons with whom employees have an intimate relationship. Unacceptable Behavior Policy: A number of behaviors are regarded as incompatible with the LHIP goals, values, and programs standards and are considered unacceptable and prohibited while participants are engaged in internship activities.Unacceptable behaviors will not be tolerated by the supervisors, mentors, or interns while participating in theprogram. This policy is in addition to behavioral requirements stipulated in other policies or procedures within this manual and is in no way intended to take precedence over other policies or procedures. Unacceptable behaviors include, but are not limited to:• Unwelcome physical contact, such as inappropriate touching, patting, pinching, punching and physical assault. • Unwelcome physical, verbal, visual, or behavioral mannerisms or conduct that denigrates, shows hostility, or aversion toward any individual. • Demeaning or exploitive behavior of either sexual or nonsexual nature, including threats of such behavior. • Display of demeaning, suggestive, or pornographic material. • Known sexual abuse or neglect of a child. • Intentional violation of any local, state or federal law. • Drinking while driving or driving under the inuence of alcohol or drugs. • Possession of illegal substances. • Acting in a manner that is deemed dangerous to the public. Any violation of these policies will result in immediate suspension and/or termination of the internship. In addition, violations of this policy may result in notication being given to legal authorities that may result in arrest or legal action, and may be punishable by ne and/or imprisonment. The intern will only be paid for days that are actually worked if dismissed for conduct or performance related issues.

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or physical, including intimidation, ridicule, insult, comments, or physical conduct. Prohibited workplace harassment—which includes bullying, offensive comments/conduct, and discrimination based on race, color, religion, sex (including sexual harassment and pregnancy discrimination, sexual orientation, gender identity), national origin, age (40 or older), genetic information, or disability (physical or mental)—and retaliation will not be tolerated. In addition, harassing conduct—by which unwelcome verbal or physical conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment—will not be tolerated. It is important to note that the antiharassment process does not affect an employee’s right to le an Equal Employment Opportunity (EEO) complaint, nor does it alter required timelines for ling an EEO complaint. To initiate the EEO complaint process, an employee must contact an EEO ofcial within 45 calendar days of the alleged harassment. Condentiality in the EEO complaint process must be consistent with EEO regulations and the Privacy Act, and an environment that encourages employees to report harassing behavior and the prompt investigation of these allegations must become a part of NPS culture.As a mentor, you are expected to protect individuals who report alleged misconduct, and not to take any retaliatory action against these individuals to deter reporting of harassing conduct or ling a complaint. Retaliatory actions are broadly dened as harassing behavior, signicant changes to job duties or working conditions, and threats to take personnel actions based on the employee’s participation in protected activities. One important element of a model harassment prevention program is ensuring that all employees understand the Anti-Harassment policy and how to report an incident when it occurs. Harassment can occur in the workplace, while teleworking, in work-related settings such as ofcial travel, attending training and conferences, and even off-duty. Harassing behavior can occur in person, via phone calls, emails, texting, while using virtual and social media, or other forms of technology.NPS cannot address harassment if a supervisor, manager, or other NPS ofcial is not aware of it. Any employee who has been subjected to harassing conduct is encouraged to inform the person(s) responsible for the conduct that it is unwelcome and offensive, and request that it stop. If the harassment continues or is severe, the employee is encouraged to report the matter to:• the supervisor of the employee engaging in the misconduct;• any other supervisor or management ofcial;• an employee relations specialist; or• the Department of the Interior (DOI) Ofce of the Inspector General; • Environment for the AmericasEmployees who know of or witness possible harassment situations are expected to report the matter to any of the ofcials or ofces listed above. A copy of the Anti-Harassment Policy is available for reference in the mentor resources on the LHIP website.Mentors should post the Anti-Harassment Policy prominently within their worksites. Mentors should also review the policy with their employees during performance plan discussions to ensure employees receive the policy, have read and understand the policy, and know how to report harassing behavior.If you have any questions concerning the Anti-Harassment Policy or on how to report harassment, please contact your supervisor or servicing human resource ofce. Employees can also submit questions concerning the harassment prevention program and the Anti-Harassment Policy by emailing us at workforcewedeserve@nps.gov. Please note, this email address is not to be used for submitting harassment complaints.If the reported activity poses personal safety/security risk (e.g. stalking, rape, violence), immediately alert law enforcement personnel.Document the harassment allegation through one of the following:Mentor Manual 32

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• Using the online Harassing Conduct Tracking System. The system provides a receipt and routes the allegation to regional/WASO employee relations specialists (ER) & Regional/ WASO Anti-Harassment Point of Contact.• Printing and submitting a hard copy of the intake form to a regional/WASO ER specialist who will input provided information into the tracking system.• Calling any regional/WASO ER specialist who will input provided information into the tracking system.• Completing the llable intake form and emailing it to a regional/WASO ER specialist who will input provided information into the tracking system.• Completing an Acknowledgement Form that includes signatures from the individual reporting harassment and the person taking the complaint. Once completed, provide copies to the individual reporting the complaint employee & ER Specialist.Condentiality:Reports of harassment are condential to the fullest extent possible without impeding an investigation into the allegations. Individuals are also reminded that they are required to participate in administrative investigations concerning workplace incidents. Retaliation:There can be no retaliation against individuals who engage in protected activity. Retaliation is dened as conduct or actions taken or threatened to be taken in retribution against an employee or individual who, in good faith, has reported or otherwise provided information regarding misconduct against another employee. In the context of the NPS Anti-Harassment Policy, retaliatory conduct includes any deliberate, purposeful actions or failures to act, directed against interns, that: cause or could reasonably be expected to cause physical harm, signicant emotional stress, property damage, or other serious negative effects on another employee; are designed to single out, ridicule, or embarrass; or could seriously impair the efciency, safety, or effectiveness of that interns, the NPS, or the DOI. Such retaliatory conduct can take many forms, including but not limited to bullying, persistent offensive comments, threats, or intimidation; false accusations; isolation; ostracism; unauthorized disclosure or posting of personal or secure information on the intra- or Internet; or acts that damage or demean an individual’s reputation.Failure to report harassing conduct:Appropriate corrective action, disciplinary or otherwise, up to and including removal will be taken against any supervisor or other management ofcial who fails to perform her/his obligations as set forth in the NPS Anti-Harassment policy, including any unreasonable failure to report known violations of this policy. In addition, managers will appropriately evaluate and hold accountable subordinate supervisors and managers for their performance under this policy using the required supervisory critical element.Mentor Manual 33

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NPS Ombuds: The NPS Ombuds ofce is a condential resource to explore resolution of individual and systemic problems affecting the workforce. Ombuds create a safe place to discuss concerns, understand all sides of issues, and explore ways to improve the work environment. Ombuds are independent, impartial, and condential (except for situations involving imminent harm). They are also informal, in that they are not a place to “le complaints” on the record and are not investigators. If you are facing a particularly difcult or complex situation and not sure where to go, you may contact the Ombuds to have an off-the-record discussion. They can help you address issues on your own, or as needed to offer creative ideas for raising issues without revealing your identity. You can contact the NPS Ombuds, Scott Deyo or Sigal Shoham, toll free (844-288-7046 or 844-775-7726) or send an email to set up an appointment: scott_deyo@contractor.nps.gov or sigal_shoham@ios.doi.gov. Scott and Sigal spend a great deal of time on the phone working with people, so if they don’t answer immediately, please leave a message and they will get back to you soon. Visit https://www.doi.gov/pmb/cadr/ombuds for contact info.Microagressions: Microagressions are everyday verbal, nonverbal and environmental slights, snubs or insults, whether intentional or unintentional, that communicate hostile, derogatory, or negative messages to target persons based solely upon their group membership. For more information, please visit:http://academicaffairs.ucsc.edu/events/documents/Microaggressions_Examples_Arial_2014_11_12.pdfWhistleblower Policy: This policy encourages interns to report suspected or actual occurrence(s) of illegal or inappropriate events (behaviors or practices) without retribution. In the case of an event involving a direct supervisor or another individual at site, the intern should report to EFTA. In the event of an incident with an EFTA staff member, the intern should report to the direct supervisor. If the whistleblower is uncomfortable or reluctant to report to either for any reason, they should report the event to the NPS ofce. The whistleblower can report the event anonymously. Mentors and/or EFTA staff who receive a report must promptly act to investigate and/or resolve the issue within 24 hours.Nondisclosure Agreement and Release and Publication of InformationLHIP interns are required to sign a nondisclosure agreement that outlines the requirement to keep sensitive park resource information and personally identiable information condential. The interns are encouraged to publish the results of their work in publications and scientic conferences. However, results from the LHIP projects may only be published with the prior written approval by the NPS mentor. Providing information to the media about the project must be approved in advance by the site mentor and/or the unit’s Public Information Ofcer. All publications resulting from the internship must acknowledge the NPS and partner, include their logos, and be shared with the NPS and EFTA.Mentor Manual 34

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The NPS is committed to providing a work environment free from (1) discrimination and harassment based on race, color, religion, sex (including pregnancy and gender identity), sexual orientation, national origin, age, disability, family medical history (including genetic information), status as a parent, marital status, and political afliation and (2) illegal retaliation. The NPS will not tolerate offensive sexual or nonsexual harassing behavior against any NPS employee, intern, volunteer, contractor or other nonfederal employee, visitor, or other member of the public. The NPS also will not tolerate adverse treatment of those who report harassment or provide information related to harassment complaints.Mentor Responsibility and Reporting: If you observe or are informed of allegations of harassing conduct, it is your responsibility as a mentor to follow the procedures in Director’s Order 16E’s Reference Manual – Anti- Harassment Policy to report the harassing conduct or allegations to the appropriate ofcials, even if the individual raising the allegation requests condentiality. Ensure a prompt, objective, and a thorough investigation is conducted. Take steps to ensure the harassing conduct is appropriately addressed to deter further misconduct, including taking appropriate disciplinary action.Although not every instance of inappropriate behavior will meet the legal denition of harassment, inappropriate behavior undermines morale, NPS core values, and the NPS mission. Prohibited harassing conduct for NPS purposes under Director’s Order 16D and E and Reference Manual 16E “Anti-Harassment Policy” is broader than the legal denitions of harassment and sexual harassment. It also includes unwelcome conduct, verbal Workplace Culture RISE – Respectful, Inclusive, Safe, and Engaged – is a vision for culture change and will be an ongoing effort to improve the National Park Service culture and work environment. The RISE vision forms the cornerstone of our efforts to encourage a culture that embraces fairness, accessibility, diversity in its many forms, and the value of creating a sense of belonging and safety for our employees. NPS employees have a deep and abiding dedication to public service and the mission of this organization. We owe it to them to nurture an environment and culture worthy of the commitment employees have made to the NPS and the passion that employees have to work here.SafeWe are protected from physical, emotional, andpsychological harm. We are empowered to speak up and share concerns, ideas, and questions. We are free to be vulnerable and open, and take responsibility for mistakes without fear of retribution, knowing that we have a responsibility to learn from what has not gone well.InclusiveWe recognize that each of us is vital to successfully executing the mission. We seek diverse perspectives and remove barriers to participation. We promote a professional environment where every individual is invested in, heard, and valued.EngagedWe actively participate in carrying out the mission. We share our unique talents, innovate, and strive to empower one another. We understand how our work is interconnected and essential to the NPS.RespectfulWe hold ourselves and others in the highestregard. We challenge ourselves to value otherperspectives and improve upon how wecommunicate and interact. We are accountableto one another.The National Park Service is following RISE - Respectful, Inclusive, Safe, and Engaged, a vision for change to improve Diversity, Equity, Inclusion, and Accessibility and work environment at NPS. The statement shares the philosophy and goals of this effort.Mentor Manual 35Environment for the Americas makes the safety of interns the highest priority. From recruitment and site placement to training and mentoring, we strive to ensure safe experiences and work environments in which our interns are treated with respect. In the event that an incident arises, we have processes in place to report it and to resolve it as quickly as possible. Please refer to our incident procedures on page 12.

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Session 1Session 2Meet the artist, an introduction to basic artist techniques, and tips on creating landscapesSession 3Session 4Tips on creating foreground images such as buildings and structuresTips on cartoon sketching with a focus on faces, and portrait drawing with a focus on faces and facial featuresQ&A session with tips from artist Ara Níbar Mentor Manual 36Ará Nibar is a traveling and performative award-winning artist. He is best known in Latin America and the Caribbean for his formal inspirational exhibits, live painting demonstrations using techniques acquired throughout his travels. Ará is also known for the elaboration of caricatures and live portraits, thus pleasing locals and tourists with fun memorable creations. Ará has also worked as an art teacher in Latin America, instructing kids and seniors on the secrets and techniques of painting in a simpler way.Ará NibarAppreciation of Latino Contributions to American History Through Art Vision: To expand the awareness and appreciation of Latino contributions to the United States through artwork. Each year, LHIP invites interns to participate in a cultural art project that can explore and share historic contributions that Latinos have made to the national park or in the surrounding community. The art project also serves as a way for interns to express their own connections to the park. During three 30-minute, pre-recorded sessions, interns are guided through the process of creating their artwork. An additional live session with Ará Nibar, our artistic partner, is also provided. Interns receive all the materials they need to complete the project, include paper, brushes, pencils, and paints. The nal pieces are printed and exhibited during the Career and Leadership Workshop, and each intern has the opportunity to present their work and its meaning.

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Mentor Manual 37World Migratory Bird DayWorld Migratory Bird Day (WMBD) celebrates and brings attention to one of the most important and spectacular events in the Americas - bird migration. WMBD is celebrated in Canada, the United States, Mexico, Central and South America, and the Caribbean. Because birds do not migrate on the same day, WMBD is celebrated on different dates across the Western Hemisphere. Events take place year-round, though most occur around the “traditional” date on the second Saturday in May or in October ( October 11, 2025) in Latin America and the Caribbean, Día Mundial de las Aves Migratorias, (DMAM). We encourage parks to give their interns the opportunity to host an activity in celebration of birds and the important role national parks play in their protection at any time during their internship.During the LHIP internship, your intern can easily offer a World Migratory Bird Day education program to highlight the bird life at your site and to promote conservation actions. We provide all of the materials and the instruction to help interns host a single activity or multiple programs. Because all of our education materials are provided in English and Spanish, the program also serves as a vehicle for connecting with Spanish-speaking communities. It can be a perfect complement to other park activities and events or be offered as a stand-alone program. Suggested activities include:• A bird walk• An educational activity station about birds• Bird focused craftsEnvironment for the Americas provides interns with the following materials for WMBD activities: - Migratory Bird Day posters- A World Migratory Bird Day Organizer’s Guide- Bird conservation stickers - Bird conservation pins- Coloring pages about birds- Bird mask craft activity- Bird Buddy cotton bracelets- Educational pamphlets- Other educational materialsFor more information, please visit our website www.migratorybirdday.org

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Mentor Manual 38Appendix I : NPS Incident Report Form1 of 2 Incident Number (Staff Complete): Incident Threshold Level: ☐1 ☐2 ☐3 ☐4 ☐5 Was a SOAP Note completed: ☐No ☐Yes (Please attach) INCIDENT REPORT FORM Site Name: Supervisor: Location: _____________________ Name of Person(s) Involved: Date of Incident: Time of Incident: Area/location of incident: ☐Field ☐Office ☐Other Conditions (weather, terrain): _____________________________________________________________________________________________________ Name of Person Completing Report: __________________ Date report completed: ______________ Activity: ☐Work related ☐Driving ☐Hiking ☐Recreation ☐Personal ☐Other (Explain) Incident Category: ☐ Injury ☐Illness ☐Close Call ☐Vehicle ☐Behavioral ☐Other (Explain) Type of Incident: ☐Wound ☐Burn ☐Sprain/Strain ☐Ache/Pain ☐Allergy ☐Infection ☐Bite/sting ☐Gastrointestinal ☐Respiratory ☐Other (Explain) Did individual miss work: ☐No ☐Yes, but stayed in the program ☐Yes, and left the program Did individual seek medical care: ☐No ☐Yes, day of incident ☐Yes, after returning home ☐ Unknown If individual sought medical care: ☐Received outpatient service ☐Was admitted for care Was a Workers Comp report filed: ☐No ☐Yes, with 48 hours ☐Yes, within 30 days ☐ Unknown Have parents/emergency contacts been notified: ☐No ☐Yes - By Whom? Items taken from medical kit: ☐None ☐Yes (Please list) Incident Description: Include names, dates, times, locations, damages, injuries – attach additional pages and add updated actions as necessary. Describe the sequence of events leading up to/impacting incident and any contributing factors.Incident Number (Staff complete): Incident Number (Staff complete):To ll out an Incident Report Form, please visit this link: https://forms.gle/x8a5cFrngFuP6eAz6

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Public Land Corps (PLC) Work Hours Verification National Park Service U.S. Department of the Interior Rehabilitation By signing, I certify the information provided is accurate and true Supervisor/Mentor Signature (NPS or other bureau/agency) Date:Participant Info: To be completed by the participant or partner organization Participant Legal Name: Phone Number: Email: Mailing Address: By signing, I certify that the information provided is true and accurate and I have completed and included the work log. Participant Signature: Date: Partner Organization Info: To be completed by partner organization Partner Organization Name: Mailing Address: Partner Supervisor Name: Partner Supervisor Phone Number: Partner Email: Task Agreement #: Additional Info: To be completed by the Supervisor/Mentor (NPS or other bureau/agency) Supervisor/Mentor Name: Position Title: Phone Number: Email: Project Information Park Unit/Division/Office: City: State: Start Date: End Date: Does the project contain work that was performed on or in support of public, Indian, or Hawaiian home lands?Yes No Project Type: Conservation Construction Restoration PLC hours completed on or in support of public, Indian, or Hawaiian home lands: PLC Hours: non-PLC Hours Total Project Hours: Was the Participant’s Performance Satisfactory? Yes No Provide details and justification of participants performance: Environment for the Americas5171 Eldorado Springs Dr, Boulder, CO 80303Susan Bonfield(303) 499-1950lhip@environmentamericas.orgP17AC00424Mentor Manual 42Appendix III: PLC Work Hours

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Mentor Manual 45Appendix IV: DHA Leadership Development and Mentoring PlanDirect Hire Authority Leadership Development and Mentoring PlanLatino Heritage Internship Program The Leadership Development and Mentoring Plan (LDMP) describes the ways the LHIP internand NPS supervisor will identify and implement actions that provide a focus on critical thinkingand real-world problem solving, mentoring, project management skills, and exposure tomultiple stakeholders throughout the internship.This form should be completed and signed by both the intern (Section 1) and NPS supervisor (Section 2) at the beginning of the internship and returned via email to the internship program manager. Section 1 - InternComplete the following section and provide it to your supervisor for review at least one week before the start of your internship. Project ExperienceList 3-5 professional goals you have for this internship. What will you need to do this summer in order to reach these goals? Career Impact What are your professional goals for the near future, as you end your formal education andbegin a career? What new skills, training, and experiences would you like to explore further during that period? What is your vision for meaningful work in the long-term (3-10 years)? What kinds of work activities do you hope to be involved in a decade from now?

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Mentor Manual 46Leadership Development and Mentoring Plan 2 How can this internship help you achieve your near- and long-term goals?Section 2 – NPS SupervisorReview the information provided by your DHA intern in Section 1 of this document and complete Section 2 before the start of the internship. At the beginning of the internship, meet with your intern to review both sections and develop a final draft of this document for both of your signatures.MentoringExplain in detail how you will guide your intern in achieving the goals outlined in Section 1. For example, what structure, opportunities and resources will you provide to foster the intern’s professional development? Be specific. Professional DevelopmentWhat actions (e.g. training, tasks, networking activities) will the intern undertake during this internship that will help the intern attain the short-term goals outlined in Section 1? When and where will these activities take place?What steps can the intern, under your guidance, undertake this summer to further explore and define their long-term goals?Leadership DevelopmentWhat actions have you identified that will help develop the intern’s leadership skills over the summer? When and how will the intern have the opportunity to contribute to senior leadership or stakeholder meetings and observe how management decisions are made and debated in yourNPS unit?

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Mentor Manual 48Put on Park/Network/NPS Letterhead Date: [enter date]To: Ernestine White, Latino Heritage Internship Program Coordinator From: [DHA Intern’s Supervisor]Re: [name of DHA-RA Intern] - verification of completion of 2022 Direct Hire Authority Resource Assistant InternshipDuring the summer of 2022, [intern’s name] successfully completed [name of project] during [insertstarting date and ending date] in which he/she was responsible for [describe the scope of the project (if project changed from original scope that was approved or submitted, explain what was changed, done andwhy the change)]. In completing this project, [insert name] performed the following duties independently and at a high degree of autonomy: [identify the duties in which the intern performed and the equivalent grade level of the work that was performed. Discuss the level of difficulty and how the intern navigated through the process of performing the duties and outcomes.][insert intern’s name] completed [insert number of work hours] and his/her performance was [identify level in which you deemed the intern’s performance to be most appropriate] and as a result of their work, the park/office is……[identify the significance the work made for your park/office].Appendix V: DHA Supervisor Completion Letter2025

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Mentor Manual 52$OOHJHG+DUDVVHULQIRUPDWLRQVHFWLRQ,IPRUHWKDQRQHFRPSOHWHDGGLWLRQDOSDJHV3DUWRI $OOHJHG+DUDVVHUVILUVW QDPH" $OOHJHG+DUDVVHUVODVWQDPH" $OOHJHG+DUDVVHUVMREORFDWLRQ $OOHJHG+DUDVVHUV136MREWLWOH $OOHJHG+DUDVVHUV6XSHUYLVRUVQDPH $OOHJHG+DUDVVHUV6XSHUYLVRUVHPDLO6HFWLRQ+DUDVVLQJ&RQGXFW,QWDNHIRUP 6XSSRUWLQJUHVRXUFHVUHOLHIDQGUHPHGLHV Please provide a copy of the supporting resources, relief and remedies form to the employee reporting the harassing conduct by clicking on the link below. KWWSVGULYHJRRJOHFRPRSHQ"LG 2DPRSSU9614/.$(+[M$I)R[3Y/[T/ $OOHJDWLRQ$FNQRZOHGJHPHQW  1RWLILFDWLRQ RI 5LJKWV Below is a link to the “Allegation $FNQRZOHGJPHQW & Notification of Rights and Responsibilities Form”. Please print it off for both your signature and the signature of the Victim/Witness. You are required to send a signed copy to your designated Employee Relations Specialist within one business day. https://drive.google.com/file/d/1pSVuK7H2qZ99eGFKhV_Bfh_ALsQfrUpk/view?usp=sharing 2QFHFRPSOHWHGVHQGWKLVIRUPWR\RXUUHVSHFWLYH(PSOR\HH5HODWLRQV2IILFHU6HHQH[WSDJH3DUWIRUOLVWRI(PSOR\HH5HODWLRQV2IILFHUV PrintSubmit FormReset formFor regional NPS Employee Relations Ofcers contact information, visit the link below:https://doimspp.sharepoint.com/sites/nps-InsideNPS/SitePages/Workplace-Harassment-Prevention.aspx#links

2025 LHIP Supervisor Manual

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