Corps Story: Latino Heritage Internship Program, Hispanic Heritage Month

“The success of the program comes from the fact that many were not aware of the possibilities of working at the National Park Service. Once interns go through the internship and reach professional experience, they feel welcome. They feel they can apply to these positions. They do want to participate in stewardship,” says Dalia Dorta, Latino Programs Director.

In honor of Hispanic Heritage Month (September 15 – October 15), we are highlighting the Latino Heritage Internship Program (LHIP), created by the National Park Service (NPS) and administered in partnership with Environment for the Americas (EFTA).

LHIP provides young adults internship opportunities in diverse professional fields within the National Park Service. The program helps raise awareness about our national parks and historic sites and increases their accessibility to all communities.

Both undergraduate and graduate students are selected to work alongside NPS historians, interpreters, archaeologists, architects, researchers, biologists, communicators, and other professionals in various national parks, offices, and historical sites throughout the nation. Students have substantive assignments in their areas of study, work closely with NPS staff day-to-day, and receive additional mentoring and support through program partners.

How It Works

LHIP allows the NPS to invest in cost-efficient strategies that introduce students to career fields and help entry-level young professionals enter the workforce.

LHIP is offered at national parks across the United States and its territories. There are over 400 national parks; over 100 participate in the program. Individual parks develop requests and proposals that must meet requirements such as having a solid project, the ability to professionally grow an intern, and more. Many of the internships are concentrated in the West and Southwest.

LHIP recruits interns by directly working with over 100 Hispanic service institutions to reach young adults. Since 2015, LHIP has hired 268 interns that have served more than 100,000 hours in our national parks. The first official cohort was in 2016. Thirty of the interns that have completed this program have gone on to be hired by NPS in both seasonal and permanent positions.

LHIP applicants must be a US citizen, 18 – 30 years old or a veteran up to age 35, and have a Latino background. There can be over 300 applicants for LHIP each year, with slots for only up to 40 interns in each cohort.

“My parents are into the outdoors and conservation. I was taken to parks and recreation areas as a child and they are special places to make connection to nature. Protecting these places alongside family is a Latino trait,” says current LHIP intern Nicole Segnini.

Community Impact and Need

LHIP was created to fulfill a need for the Latino community’s involvement in preservation and in meaningful and relevant science-based internships.

“Pointing out the lack of Latinos in NPS, the data was very clear, we are the fastest growing population in the US and the growth is coming from young people. This wasn’t represented in the population at NPS,” explains Dorta. “We are 1/5 of the country’s population so we should be 1/5 of everything in the country, we have assets people don’t know of or appreciate because they are not aware of the potential. It’s up to us Latinos to bring this forward. We are capable, we are prepared, we are trained.”

LHIP opens up the possibilities for young Latinos to end up in careers at NPS, the Forest Service, Land Management, or other federal agencies.

“They don’t know or feel prepared for the uncertainty to leave home. Sometimes I even reach out to parents to help them understand the benefits and support their children will have. There are so many talented students ready to put in the effort, have grown with multiple languages and cultures, welcome education, and are capable of training to be compassionate with others,” said Dorta. “These assets should be grown and appreciated.”

As a paid internship, LHIP removes the barriers for those who cannot gain professional development for a summer without pay.

“It’s really nice to see a lot of us, Latinos and immigrants, doing conservation efforts. It also proves to the parks that they need more Latinos and that we do a good job. It is important to have us represented and a pipeline to have us work for NPS,” said Segnini, explaining the importance of LHIP and her role working in the NPS Communications office. “My favorite part has been elevating the work of Hispanic interns and coworkers and the incredible projects they have done. It’s like look at my people. As a Latina, I felt very proud, helping to amplify. If you see yourself represented, you become more interested.”

Internship Projects and Benefits

Two types of internships are offered; both are paid with a weekly stipend above minimum wage. Conservation fellows go through a 12-week program and earn a Public Lands Corps direct hire authority to work at NPS or other federal agencies within two years of graduation. The hiring authority allows them to have a better chance of getting hired by the federal government as they are not competing with the general public. In many instances they can be hired on the spot.

The second internship opportunity spans 11 weeks and is 440 hours of service. There is also an opportunity to earn a Public Lands hiring certificate by doing an additional 200 hours of work on public lands.

The interns are offered personal and professional support throughout the program and after they complete their service. There are weekly professional development webinars, discussing anything from developing their resume to how to manage microaggressions or harassment in the workplace. At the end of the internship there is a professional workshop which offers four days of intensive training, networking, and opportunities for interns to present their work.

Prior to the COVID-19 pandemic, this workshop was held at the Department of Interior in Washington, DC.

“It provides the interns with a good opportunity to learn and share their experiences, [and] encourages community building among young people that care about environment and supporting each other as professionals down the line,” says Dorta.

LHIP interns’ personal needs are also acknowledged on many fronts. They are invited to publish blogs on their experiences and there are anonymous way to send feedback. Interns can also seek emotional support from a specialist who consults with the program.

“It is important for their own health and growth to feel they are in a safe space. We need to know about their struggles to speak out and change things,” says Dorta.

Future of the program

Dorta hopes the LHIP model can expand to other communities of color and those who might not feel welcome creating an accessible space with the same passion and intentionality.

“When you have pride in your community you bring them with you,” said Dorta.

Segnini notes the importance of inclusion at the NPS.

“The main thing is the parks and public lands are ours too, we’re all supposed to protect and serve them for future generations, it’s where we live,” she said. “Conservation is rooted in our culture. Recycling, reusing, and more. We are already involved in it. If we don’t see ourselves represented, we don’t see our people in this field, maybe we feel it’s not for us. I want to be that person for other kids, to guide them to do this work, there’s space for you. I want to inspire other Latinas to do this. There is a space for everyone in conservation.”

The Corps Network – Statement on Corps Vaccination Policies

On September 9, 2021, the Biden Administration signed an executive order detailing the applicability of safety protocols for COVID-19 for federal contractors. See: Executive Order on Ensuring Adequate COVID Safety Protocols for Federal Contractors. The Corps Network acknowledges that this potentially expanded scope of vaccination requirements, testing, and/or disclosure may impact the work of its 130+ member Service and Conservation Corps, particularly those projects occurring on federal properties.

The Executive Order does not apply to:

  1. grants;
  2. contracts, contract-like instruments, or agreements with Indian Tribes under the Indian Self-Determination and Education Assistance Act (Public Law 93-638), as amended;
  3. contracts or subcontracts whose value is equal to or less than the simplified acquisition threshold, as that term is defined in section 2.101 of the Federal Acquisition Regulation (typically $250,000);
  4. employees who perform work outside the United States or its outlying areas, as those terms are defined in section 2.101 of the Federal Acquisition Regulation; or
  5. subcontracts solely for the provision of products.

Although the Executive Order does not apply in the situations detailed above, agencies or other partners may enact requirements that could apply to participants in Service and Conservation Corps.

Corps may implement vaccination requirements and COVID-19 safety protocols as desired. Corps that already mandate vaccination or regular testing for employees and Corpsmembers should consult with legal counsel regarding the disclosure of vaccination and testing status to external parties (contracting officers, program directors, etc.). Corps whose safety protocols do not yet include mandated vaccination or regular testing should be aware that federal contracts or projects occurring on federal properties may be modified to reflect the objectives of this Executive Order and should consult legal counsel on the development and/or applicability of contract modifications.

In either case, Corps should be advised that federal partners may require that every individual working on or visiting federal properties complete a Certification of Vaccination Form to disclose vaccination status. Workers and visitors who decline to disclose may not be authorized to participate in designated activities and/or on designated areas. The Corps Network encourages Corps leaders to consult with legal counsel in the development of policies and procedures related to the implementation of this Executive Order.

AmeriCorps has not mandated vaccination of members. However, participation in AmeriCorps does not exempt members from adhering to additional requirements or regulations from project partners or sponsors.

We will continue to monitor the guidance from the Safer Federal Workforce Task Force and provide updates or recommendations as this develops.

Additional Resources:

Guidance from Corps Partners:

Corps Story: Preparing the Bay Area for Fire; Preparing Young Workers for Careers

“Don’t shy away from physical labor. And expect to get dirty.”

To anyone interested in joining the Environmental Management social enterprise program at Civicorps, these are the words of wisdom from Anthony Silva, a current Civicorps Crew Leader and AmeriCorps member who has participated in fire fuel mitigation projects. As Silva reports, fuel mitigation work can be, “labor intensive, repetitive, but satisfying.”

Based in Oakland, CA, Civicorps partners with 11 public agencies to complete conservation projects throughout the East Bay. With California currently experiencing the third driest year in the past century, as well as rising temperatures, wildfires are a growing concern. Civicorps is being called to do an increasing number of fuel mitigation projects.

 

 

“For our sponsors, this is the number one thing they are concerned about,” said Steven Addison, Conservation Program Manager. “For our contract with East Bay Regional Park District, we spend six weeks just working with their park fire crew all over the East Bay…We’ve gotten some week-long or one-day contracts with some of our other partners…It’s all about fuel reduction. If they get a call from the fire marshal saying an area has to be cleaned up in a certain amount of time, we get a call to come help.”

Fuel mitigation projects involve cutting down vegetation to create defensible space around homes, utility lines, roads, and other assets. As Addison says, their fuel projects can take them to “pretty much anywhere that municipal spaces bumps up against private space.” In addition to East Bay Regional Park District, the Corps’ project partners include Alameda County Flood Control, Zone 7 Water Agency, East Bay Municipal Utility District, Caltrans, and others.

 

 

Corpsmembers receive specific training to participate in fuel mitigation work. Over the past fiscal year, 33 Corpsmembers received certifications in chainsaw operation and 46 received brushcutter training. Corpsmembers are also trained in First-Aid and CPR: important skills to have when working in hot conditions and handling dangerous equipment. The learning experience extends beyond certifications, however.

“I think the engagement piece for our young adults is numerous. One thing is that they get to go places they would’ve never gone…Some of the parks they go to, some of the land they get to see, they lose cellphone service and they’re still in the Bay Area,” said Addison. “It’s re-engaging them with their hands. A lot of our Corpsmembers come with a high school diploma, but they don’t come with job experience…They’re learning skills like coming on time, working as a team, following instructions. Sometimes they have transformational experiences, due to the work and camaraderie, which is what we’re trying to achieve with them.”

 

 

Civicorps Crew Leader Silva notes that fuel projects can be challenging: you are often trying to keep your footing and protect your ankles while working on steep hillsides. However, the challenges are outweighed by the reward of chopping down dangerous trees and helping the community.

Civicorps has occasionally had the opportunity to engage Corpsmembers in conservation and fuel-related projects outside their usual service area. For example, as part of the Save Our Sierras initiative, a crew in 2019 partnered with the California Conservation Corps on a multi-day project to address dead and dying trees at Yosemite National Park.

 

 

Civicorps currently has about 40 to 50 Corpsmembers participating in fuel mitigation projects. When fully staffed, they can engage up to 70 Corpsmembers in this work. Even with a smaller crew, the program has a big impact: from July 2020 through June of this year, Civicorps members performed wildland fire mitigation across 859 acres.

Bob Doyle, the recently retired Director of the East Bay Regional Park District, was a founding board member of the organization that would become Civicorps. As he mentioned in a 2020 interview with Civicorps, fuel mitigation work is increasingly important.

“Investments in land stewardship, fuels management and jobs are critical. We need an army of young people! Both the State of the California and the Federal government need to provide much more funding if we’re going to make a dent in wildfire mitigation,” said Doyle. “We should be investing in people working in forestry, folks who can work a huge variety of jobs on public lands. The volume of land is overwhelming and the urban interface — cities encroaching on the forests — is only growing. We need the education, the training and a variety of skills to get people working in forestry in addition to firefighting skills.”

 

 

As Addison mentioned, the Corps is not short on work. They are always recruiting. While Corpsmembers don’t often come to the program with a specific interest in fuel mitigation, the experience can be inspiring. Corpsmembers have the chance to participate in meaningful fire fuel mitigation work while also learning skills that can translate into careers. The Corps has alums who took positions with other Corps, various partner agencies, arborists like Davey Tree, and the National Park Service.

Anthony Silva says his experience as a Crew Leader has allowed him to build his leadership skills. He is currently serving towards earning a second AmeriCorps Education Award.

“I want to buy a laptop with my AmeriCorps award so I can be more consistent Zooming during my college courses,” said Silva. “After the Corps I want to finish college and find a job in the sociological field, hopefully working with the youth.”

 

 

As noted by Rachel Eisner, Director of Development and Communication at Civicorps, fire fuel mitigation is an important part of their project load, but the conservation outcomes in the field are just one element of Civicorps’ mission.

“In terms of our over-arching mission as a Conservation Corps and building climate resiliency, the work that we’ve been doing for almost 40 years is all the more important now,” said Rachel Eisner, Director of Development and Communication at Civicorps. “The other notable aspect is that during the last fiscal year, our Corpsmembers took home $1.6 million in paid job training wages. So, in addition to the fuel load reduction and all the conservation work that we do, we’re training and employing Corpsmembers like Anthony Silva, we’re helping them build their networks…our Corpsmembers are earning and gaining concrete skills to push forward into the next stage of their career.”

Corps Story: Urban Corps of San Diego County Fire Fuel Reduction Program

September is National Preparedness Month. With climate change aggravating natural disasters, it is more important than ever to be prepared. Corps around the country are helping to mitigate and slow the spread of potential disasters. In California, Urban Corps of San Diego County (UCSD) works hard to reduce the spread of wildfires through their Fire Fuel Reduction Program (FFR).

Program Background:

In 2021, the Fire Fuel Reduction Program has cleared over 45 acres of brush so far.

“The program began over 10 years ago,” said Sam Lopez, Urban Corps’ Operations Manager. “I received a phone call asking how our Corpsmembers could help the County tackle wildfires. The County Board of Supervisors knew that Urban Corps had a large labor force and our focus on conservation made it a win-win proposition. They asked me to come up with a meaningful project by the end of the week, and it was Thursday—so I came up with the Fire Fuel Reduction Program and employed over 250 young adults. They were all trained and certified in fire fuel reduction services.”

When the FFR program began, Corpsmembers worked alongside and were trained by the U.S. Forrest Service and the Viejas Fire Department to properly cut brush and identify native versus non-native plants.

“Had it not been for those two entities, we probably wouldn’t be in the game that we are in,” said Lopez.

The Viejas Band of Kumeyaay Indians is a local Native American tribe and because of their proximity to wildfires outbreaks and their experience managing them, they have been able to share best practices with UCSD staff and Corpsmembers. In addition to cutting brush and identifying plants, Viejas taught Corpsmembers to properly sharpen chainsaws, check for inoperable mechanisms, and jump into fire shelters. These skills help the Corps be safer and more effective.

Through the program, Corpsmembers receive several certifications which they can use in future roles in forestry and wildfire mitigation. These include the S130, S180 and S212 wildfire response certifications. Corpsmembers also learn about fire behavior and develop leadership and chainsaw skills. These are valuable to have as climate change enters uncharted territories and the need for a climate-ready workforce increases.

Program – Day to Day:

Brush management is the primary focus of the FFR Program. According to Jicel Gonzalez, a Corpsmember who has been with Urban Corps for two years, her crew gets to their site at 8:00 a.m.

“Everyone knows their job; you get there and know what you’re doing.”

Gonzalez feels her supervisors really help bring the crew together and prepare them for their tasks. Ivan Barrera, a supervisor who works with the FFR team says:

“On a regular day we will do a morning briefing, what our plan is, how we are going to tackle it, how we are going to divide our crews to get the most done.”

Barrera motivates the team by working alongside them. The crews become like family, doing work to help keep the community safe.

“They’re working, I want to work as hard if not harder than them, just so they see it’s not them doing all the work,” said Barrera.

Throughout the day, Corpsmembers cut and drag brush, trees and invasive species, and clear leaves. At the end of the day, they recycle the waste. Staff also train Corpsmembers in cutting techniques and ways to differentiate brush. Though their progress is affected by weather, terrain and sometimes even wildlife, the Corpsmembers clear a lot of acres. Gonzalez’s most recent project cleared 10 acres over the course of several months.

During the COVID-19 pandemic, crews are limited to five to six Corpsmembers. If a project requires more feet on the ground, two crews and two supervisors are sent if possible. Nevertheless, the program has continued successfully.

Corpsmembers:

The Corps depends on the relationship between their staff and Corpsmembers to get the job done. Barrera explains:

“I’m just really proud of the guys and the girls…going here and seeing people who are just willing to learn every time you offer it to them and seeing them try their hardest and learn all these new techniques…at the end of the day our shirts are drenched, and we are dying from exhaustion. It brings people together.”

Corpsmembers are 18-26 years old and, though most of them are from the City of San Diego, the Corps has members from all over San Diego County. They serve anywhere from a few months to several years, until they achieve their high school diploma. Corpsmembers join from diverse backgrounds and for various reasons. What brings them together, as Gonzalez puts it, is their desire to succeed:

“I came here, and I didn’t know anything about removing brush, I’d never done that kind of work and the supervisors really helped me. If you want to learn to cut with a chainsaw, they’re going to show you,” said Gonzales.

In addition to learning to use a chainsaw, Gonzalez is studying for her high school diploma and received her pesticide certification. She also learned to use tools like a weed whacker and chipper. She feels that her Corps experience has helped her to become more independent saying:

“I can make decisions by myself. If I want to get a job, I can get it for myself,” she said.

Outlook:

As climate change continues to exacerbate the effects of wildfires, there has been an increased need for the type of work that Urban Corps offers. Lopez says that, although the Corps receives funding from San Diego and other cities in the County, they work hard to show how valuable they are in protecting the community. Barrera notes that fire-fuel mitigation is the first step in prevention – the Corps’ work gives homeowners a way to protect their houses and make them feel a little safer. He says:

“With the climate getting hotter, it’s better to do [fire fuel mitigation] far ahead of time, before there’s a fire.”

Programs like Urban Corps of San Diego County’s Fire Fuel Reduction will continue to play an important role in the battle against climate change. Urban Corps is grateful for the role they play in fire safe efforts around the county helping protect communities, buildings and homes.

Corps Story: American YouthWorks Disaster Response Program

September is National Preparedness Month and we are highlighting Corps that are involved in disaster response work. Based in Austin, TX, American YouthWorks (AYW), operates several programs including YouthBuild Austin, Louisiana Conservation Corps, and Texas Conservation Corps (TxCC).

 

Responding to Need

TxCC is part of the AmeriCorps Disaster Response Team (A-DRT) program. Their AmeriCorps crews, along with AmeriCorps members from other Conservation Corps, deploy to help with emergency response and recovery efforts across the country. This can include managing volunteers and donated supplies, staffing shelters, conducting damage assessments, gutting flooded homes, and more.  

TxCC became involved with disaster response after working alongside a relief group in the aftermath of Hurricane Katrina in 2005. Since then, TxCC has responded to disasters like the 2011 Joplin Tornado, the West Fertilizer Plant explosion, Hurricane Harvey, the Bastrop County Complex fire, the Typhoon in Saipan, Mariana Islands (a US Province), Hurricanes Maria and Irma in US Virgin Islands, flooding in Alaska, and Oklahoma Tornadoes. Upon receiving a disaster response grant through the Texas State Service Commission, the OneStar Foundation, TxCC established a dedicated disaster response program.  

As explained by American YouthWorks, AmeriCorps programs and uniquely Conservation Corps are especially well-equipped to participate in disaster work.  

“It’s this nice marriage of a crew that has leadership established, an identified crew leader, individuals that are used to hard and intense labor, being outside and in the heat, harsh conditions, even sleeping in a tent,” says David Bock, TxCC Disaster Response Programs Coordinator. “It’s a good fit. It’s not like we’re first responders, but we’re usually there right after that emergency and the conditions are still rough.” 

Conservation Corps give states a reliable resource for volunteer management, organizing unaffiliated individuals that show up ready to help after a natural disaster. Typically, once a disaster occurs, AmeriCorps crews are on standby and ready to deploy for 30 to 60 days at a time. A federal declaration must be made through the Federal Emergency Management Agency (FEMA) and the state to use AmeriCorps as a resource. Crews are currently on standby to deploy for Hurricane Ida response.  

In response to Hurricane Michael, which hit the Florida Pan Handle in 2018, AmeriCorps crews sorted 34,740 lbs. of donations, collected and distributed 19,800 lbs. of food, and removed 275 hazard trees. These stats show the magnitude of the disaster response crews’ impact. 

Serving During COVID-19

The pandemic has altered the work of the TxCC disaster response program and other A-DRT crews.  It has not been as safe to deploy with intimate living and working quarters. This past spring, AmeriCorps crews assisted with COVID-19 response efforts in Roanoke, VA, primarily doing outreach and also supporting vaccination sites. TxCC collaborated with the Virginia Department of Health (VDH) and the Virginia Department of Emergency Management (VDEM). This included going door to door providing vaccine information and staffing a vaccine clinic for local residents. Crews visited 978 homes, distributed 391 COVID-19 Care Packages, and helped get 9,570 people vaccinated. 

“I was very excited because the whole last year and a half, I think a lot of us felt powerless to this whole thing. I didn’t have any say in it, all I can do is wear my mask and social distance, and do what the CDC is telling me. So to know that I get to go out and directly impact this pandemic with my efforts made me feel really empowered,” says Daniel Gerardi, a TxCC AmeriCorps member who deployed to Roanoke. “I’m so glad I made the choice to join the Conservation Disaster Crew because it is actually concrete help.”  

The AmeriCorps Member Experience

Besides immediate disaster response and relief efforts, AmeriCorps members at TxCC complete requests for wildfire fuel mitigation and creating defensible spaces around communities. Corpsmembers regularly train for this type of physical work. Corpsmembers at TxCC can receive various certifications, including the S-212 wildland fire chainsaw certification and a “Red Card,” or wildfire Incident Qualification Card. Corpsmembers also do trainings in watershed restoration, rigging, and other technical skills.  

Being a Corpsmember on this type of team also poses many challenges.  

“Corpsmember’s have mental, physical, emotional fatigue from performing in the chaos and interacting with people and survivors who have gone through a very traumatic experience. Our members are a breath of fresh air and hope,” says Parc Smith, American YouthWorks CEO. “Some things that help are emotional support animals or therapy dogs and other fun activities at the end of the service days.” 

With the rise of climate change disasters, from flooding to wildfires, the need for disaster response crews continues to increase. After a deployment to Louisiana, the local community saw the need for their own Conservation Corps. TxCC assisted in creating the Louisiana Conservation Corps. A Civilian Climate Corps initiative could create the opportunity to expand and enhance this type of work in every state. Smith explains that community engagement should also be a part of implementation of a CCC: “If the CCC is going to do community education around preparedness, then there is a need for community engagement training – exactly how to talk to residents and build trust.” 

Whether or not a CCC is ever fully implemented, current disaster response Corpsmembers find the work important and rewarding. Lyn Cummings, a TxCC AmeriCorps member reflects, ”Disaster deployment helped me to know that leadership in the Corps was right for me. Everyone has the opportunity to step up and fill leadership roles within the deployment community. There are so many moving parts and things to do.”  

When asked what he has gained from his time in disaster response work, Cummings said, “ The hard skills we learned – the outdoor technical skills, chainsaw skills – are tremendous, but I think the most useful skills I continue to build and will have with me for the rest of my life are the soft skills. They were tested and solidified during deployment: interacting with people, conflict management, crew dynamic, leadership, all of the social aspects of being an AmeriCorps member. I think other than service, the one thing that ties all Corpsmembers together are those social skills that we build while in these programs.” 

Corspmember Geraldi also finds a similar takeaway: “The service mindset. I’ve always sort of been community minded, but realizing that applying my efforts to help reduce people’s suffering, and help people live better lives feels like the only meaningful thing we can do.”  

 

 

 

 

9/11 Day of Service and Remembrance – 2021

This year marked the 20th anniversary of the September 11th attacks. While many Corpsmembers are too young to remember the events of 9/11, they keep the memories of victims alive through acts of service. Read below to learn how several Corps recognized the 9/11 Day of Service and Remembrance.

Civic Works – Baltimore, MD

Civic Works hosted two 9/11 Day of Service volunteer events.

The Real Food Farm worked with student volunteers and the Corps’ AmeriCorps farm crew on building Hügelkultur mounds – a sustainable method of soil conservation and crop row efficiency.

Meanwhile, AmeriCorps members with Civic Works’ Community Lot Team worked to transform vacant lots across Baltimore City into green space. Service project volunteers worked with the Community Lot Team to create an outdoor classroom and garden at a school in West Baltimore.

 

GEM Environmental – Prescott, AZ

GEM Environmental hosted their first 9/11 Day of Service and Remembrance activity: a clean up and trail maintenance project at Thumb Butte. About 30 community members helped with 14 of them from the Yavapai Apache Nation Youth Crew.

 

Great Lakes Community Conservation Corps – Racine, WI

The Great Lakes CCC partnered with the Racine County Volunteer Center, the South Shore Fire Department, the Racine Fire Department, and the Milwaukee Fire Department to conduct a disaster response training exercise. AmeriCorps members served as victims for the exercise. Afterwards, the AmeriCorps members attended 9/11 observance ceremonies.

 

LA Conservation Corps – Los Angeles, CA

The LA Conservation Corps (LACC) is sponsoring a Red Cross Blood Drive later in September. They are inviting Corpsmembers and staff to donate blood to help meet shortages across the country.

 

New Jersey Youth Corps of Phillipsburg – Phillipsburg, PA

In remembrance of 9/11, the New Jersey Youth Corps of Phillipsburg (NJYCP) worked with the New Jersey Tree Foundation to mulch and care for a site planted by the Corps 17 years earlier. The site has a tree planted in honor of each NJ resident who was a victim of the 9/11 attacks. Corps alumni were welcomed to help alongside current Corpsmembers.

 

Utah Conservation Corps – Moab, UT

Utah Conservation Corps (UCC) crews partnered with Seek Haven Moab Family Crisis and Resource Center to work on several service projects, including removing non-native grasses, shrubs, and trees and assembling a new playset for the center.

Corps Story: Building Trails and Life Experience at Rocky Mountain National Park

Ever thought it would be fun to spend the summer working in a national park? Talk to the AmeriCorps members of the “Rocky Crew” at Larimer County Conservation Corps (LCCC). They will assure you that yes – serving on a trail crew at Rocky Mountain National Park is a challenging, but incredible experience.

 

 

Over the past few summers, the Cub Lake Trail has been the Rocky Crew’s primary focus. With 3.3 million visitors, Rocky Mountain National Park was the fourth most visited national park last year. During the warm months, when the trails aren’t under snow, the LCCC AmeriCorps members play a critical role in maintaining Cub Lake and other popular routes.

This summer, the eleven-person Rocky Crew cleared over 450 drains. On the Cub Lake Trail alone, they maintained nearly two miles of tread and installed 16 rock steps, 14 wood steps, and six drains. They also moved countless “ankle-breakers” – large rocks that create a tripping hazard.

 

 

Kiera Denehan joined LCCC as an AmeriCorps member in 2019. She was pursuing a Conservation Biology degree at the Warner College of Natural Resources at Colorado State University (CSU). The Corps has collaborated with the Warner College in recent years to provide employment to students like Kiera who are required to take a summer course at CSU’s Mountain Campus.

“It’s cheesy to say, but the overall Corps experience was absolutely life-changing for me,” said Kiera. “As I was reading more about the position, I was blown away…First of all, the ability to work in the park is amazing – Rocky Mountain National Park is so beautiful – but also being able to give back. I think a lot of people who use trails and love the natural resources we all use are looking for a way to show their appreciation. This opportunity was the perfect way to do that.”

 

 

During their service, the Rocky Crew works side-by-side with park staff, giving crewmembers an opportunity to ask questions and practice networking. The AmeriCorps members learn about trail aesthetics and how to use tools, but they learn important soft skills, too.

“Having to camp with ten other people for four days out of the week and learn group dynamics – that’s huge for young people,” said Kiera. “[They also learn] professionalism on the job. Our crew is on the trail that’s open to the public. They get a lot of questions…They learn how to communicate about the type of work they’re doing and why they’re doing it.”

 

 

After her AmeriCorps service in 2019, Kiera returned to LCCC in 2020 as a Crew Leader. She now works as a Program Assistant. The mission of the program keeps her motivated.

“I think the Conservation Corps as a model is just incredible. The education aspect is really special and unique,” she said. “Being able to get hands-on work in a specific field and then also the program wants you to learn, wants you to have personal and professional development…that’s something I think every job should do.”

 

 

Kiera has a background in natural resources, but she emphasizes that anyone can find their place in a Corps. When they recruit for the Rocky Crew, they aren’t necessarily looking for people with experience: they want people who are excited to work and give the Corps a try.

“With an opportunity like this – particularly if it’s trail work – sometimes it’s easy to get focused on a mentality of ‘I’m tired. It’s a hard day. I just want to sleep in a bed. I don’t want to camp.’ But I’d say to reflect and keep an open mind,” said Kiera. “In the moment, you’re going to be thinking, ‘oh man, this is hard,’ but when you look back on an experience like this, that’s not what you’re going to remember. You’re going to remember all the incredible work that you’ve done. You’re going to remember the incredible experiences that you had, and you’re going to remember the people that you worked with.”

 

Reflections from Summer 2021 LCCC AmeriCorps Members

Mckenzie Palmer, Springfield, OR

What have you learned from this experience?

I learned many strategies for trail work, as well as ways to get involved in the Park Service. We learned about many opportunities for jobs at NPS for people with various interests.

What did you enjoy about this work? What was challenging?

I loved working with my team and making a tangible difference in the park. The work was very fun and rewarding. The challenging part was battling self-doubt, especially knowing that other Corpsmembers were physically stronger than me.

Why is this work important?

This work helps to create sustainable trails that allow people to continue to enjoy the park with minimal impact on the environment.

What do you plan to do in the future?

I hope to work on the NPS trail crew at a great national park (there are many).

What would you say to other young adults considering a program like this?

This program is very worth it. The people on my crew all had different interests and goals, but everyone benefited from being here and left the program with valuable experiences.

 

 

 

Georgia Port, Chicago, IL

What have you learned from this experience?

Skills in leadership, initiative and perseverance. I also learned a lot about NPS and future employment opportunities.

What did you enjoy about this work? What was challenging?

I loved seeing results and getting to work with the trail crew. The work was challenging, but very rewarding.

Why is this work important?

It helps others enjoy trails that are built sustainability to protect the park and preserve nature.

What do you plan to do in the future?

I hope to do the [National Park Service] Pathways program to be an interpretive ranger or come back as a lead!

What would you say to other young adults considering a program like this?

DO IT!! Just be ready to work hard, learn a LOT and meet amazing people.

Update from The Corps Network’s Government Relations Team – August 19, 2021

On February 28, 2021, just one month into his term in office, President Joe Biden issued an Executive Order calling for the establishment of a 21st Century version of the Civilian Conservation Corps (the original CCC). The goal of the new Civilian Climate Corps (new CCC) would be to employ Americans in critical conservation and resiliency projects in communities across the US. Since then, nearly a dozen members of Congress have introduced legislation to provide the structure and funding for the new initiative. These bills have all varied greatly around the details. Where do things stand now?

 

Budget Reconciliation Process

If we see funding for a CCC soon, it will likely be through the federal budget reconciliation process. Budget Reconciliation is a process that Congress uses to add funding to existing programs after the regular annual budget has already been passed. The Senate Budget Committee recently passed their budget resolution. This is the first step in the federal budget reconciliation process (click here to learn more about the reconciliation process). The resolution passed the Senate on a party-line vote (50-49).

The resolution contained instructions for committees as they work on a reconciliation bill to provide $3.5 trillion for a range of Biden administration priorities, including as much as $30 billion over the next ten years for the establishment and implementation of a Civilian Climate Corps. The Senate committees that will be involved in the reconciliation process for the CCC are Agriculture; Health Education Labor and Pensions (HELP); and the Senate Select Committee on Indian Affairs.

The House is expected to go back into session the week of August 23; the budget resolution is expected to be one of the things they vote on. Once the House adopts its version of the budget resolution, the reconciliation process officially starts. At present, we hear that the House budget resolution will include $10 billion for the new CCC, which will be split among the House Committees on Agriculture, Education and Labor, Natural Resources, and Science. The nonbinding deadline for committees to report back legislation is September 15. Once the Committees report back, the budget reconciliation package will be pieced together from the various committee’s legislation for a giant bill that will be debated on the floor.

The exact timing is fluid on when the House will vote on the budget resolution. The fact that the Civilian Climate Corps is part of the budget reconciliation process is a huge development. We have essentially crossed that first hurdle in the development of the CCC!

The Senate also recently passed their bipartisan infrastructure package. The bill includes several Corps-friendly components. The language states that Corps are eligible to benefit from funding, partnerships and support through the following programs:

    • Healthy Streets Program (under Transportation),
    • Career Skills Training (under Energy), and
    • Wildfire Risk Reduction (under Natural Resources).

The bipartisan infrastructure legislation has been sent to the House for their vote. Again, the timing is fluid on when exactly they will vote. Speaker Nancy Pelosi continues to maintain her position that the bipartisan infrastructure legislation cannot be advanced until the Senate has completed its budget reconciliation process. A group of nine moderate House Democrats have called for a vote on the bipartisan infrastructure legislation before they will consider the budget resolution. As the numbers stand, the House Democrats can only lose three votes from their party. So, we wait to see how the timing will work out on the votes for the budget resolution and the bipartisan infrastructure legislation. Stay tuned!

Corps Story: GEM Women in STEM

In August, we are highlighting “Next Steps and Reflections” as Corpsmembers move on to their next adventure. We interviewed Abby Ruby, a Mechanical Engineering graduate from the University of Alabama, who finished her AmeriCorps service term with GEM Environmental in June. Abby shared how her experience with GEM shaped her and prepared her for her next steps.

 

Q: How did you learn about this position with GEM Environmental and what interested you in joining?

Abby: In my senior year of college, I realized I wanted to find a way to combine my passion for STEM with giving back to the community before I got into my engineering career.

First, I looked at teaching through Peace Corps; I got offered a position in Tanzania as a middle and high school physics teacher. That was really cool, but then COVID came, and all Peace Corps assignments were cancelled so I started looking into AmeriCorps. That’s when I found the position as a STEM Education Outreach |Specialist with GEM, which seemed like the absolute perfect opportunity.

I really wanted to find a way to support my community while also using my passion for STEM. I also wanted to gain experience outside of just engineering. It was a great way to gain that professional development and do something that was relevant to engineering and to STEM. It was only a year-long, so it was easy to transition back into engineering.

 

Q: What were you doing before you joined?

Abby: It was my senior year of college; I had already done two engineering internships and I realized I wanted to do something different before going back to engineering and sitting on the computer all day. I was also doing things around my community, like volunteering and working as a camp counselor.

 

Service Term with GEM:

Q: Can you give us a general overview of your responsibilities as the STEM Education Outreach Specialist?

Abby: The position is called STEM Education Outreach Specialist which hits the nail on the head for primary responsibilities: doing outreach to local schools and organizations, providing STEM education. This included teaching lessons or creating curriculums to support teachers.

With COVID and virtual learning, it was huge that we started doing childcare. We would do outdoor educational lessons to provide a safe environment for kids who didn’t have somewhere to engage in school… whether they had extra needs that couldn’t be met at home, or they didn’t have wi-fi or computers, they would come in and we would provide education.

Beyond that, I did a lot of volunteer recruitment, [helped with] fundraising a lot of grant writing. I helped lead a lot of local fundraisers. The other big part was supporting [my] supervisor in meeting facilitation and planning out the future of GEM and trying to create sustainability in our programs.

 

Q: Why is STEM – and particularly STEM Education — important to you?

Abby: Very early in high school I realized that I have a knack for math and science. Not only did I excel in those subjects, I also really enjoyed them – the step-by-step procedure of solving a problem, or doing experiments really spoke to me.

Because of my grades, I was able to get a full ride in college. That STEM background provided so many opportunities and now I’m going into an engineering career. [STEM] provides the safety net of a good income, but beyond that, I see STEM everywhere – I think [it’s beneficial] to learn the logic behind things…it’s a good field to get into because you can apply STEM to anything and use that background to get so far in life.

That’s something that I want to do: inspire other kids with the fact that STEM isn’t just math and science; it’s what you can [do with STEM]. You can do computers or building or stuff like that.

 

Q: Tell us about a highlight of your service. Are there any particularly memorable projects you worked on or people with whom you interacted? Any accomplishments you’re especially proud of?

Abby: I think the biggest highlight – it was mostly the whole first half of my term – was supporting the COVID childcare program run through the Prescott Community Nature Center. I had experience as a camp counselor and a tutor but not really teaching a whole class, leading a whole lesson, or building curriculums.

This was a great way to develop my communication skills. I feel like I didn’t get those communication skills from my previous internships. [This helped me learn] how to communicate with people of diverse backgrounds and kids. If you can communicate a complex STEM subject to a kid, you can communicate that to anybody.

Being able to diversify my communication skills was a highlight of my term with AmeriCorps and being able to learn from people of different backgrounds is so incredibly helpful to me. Being able to learn how to run a non-profit from other organizations that I worked with, and how to be an effective educator from the teachers that I worked with. I know one specific person taught me almost everything that I knew about educating and environmental education and that was Ellen Bashor who works at the Community Nature Center and is also a Professor at Prescott College. She would do education workshops and I learned a lot from that, but also, I learned a lot from watching people. Seeing what styles, they use to work with kids and then adapting that to my own style was just so helpful.

 

Q: What was your favorite aspect of this program? What were some of the challenges?

Abby: My favorite aspect would probably be the flexibility that I had to come up with my own projects. It was a great way to create leadership on my own. At first it was kind of difficult. It was like, “Where do I start? I’m in this brand-new position that I don’t have much background in and I don’t have many connections in the community,” but, as I went on, this turned out to be a huge benefit. It helped so much with learning how to make connections, recruit people, get people on board with ideas.

Another highlight was learning how to talk to people from different backgrounds because I’m used to just working with engineers who talk in engineering terms. Being able to work with teachers, with non-profit leaders, college students, volunteers – that was awesome. The other side of that, which was a challenge at first, was figuring out how to deal with that, how to stylize it, how to alter my style of communication.

Another challenge I had early on was not knowing what the expectations are for [the program]. In AmeriCorps I feel like you have your list of responsibilities that don’t really encompass everything that you are supposed to be doing that year…so I think [I had to realize] what I could do is more than what was outlined.

 

Reflection and Looking Ahead:

Q: What do you feel you learned or gained from your service term? What do you think you’ll take away from your service experience?

Abby:  I think that communication styles was huge. I talked about how, before, I had that engineering style of communication. Good communication is such a marketable talent and soft skill to have.

And beyond that, taking initiative and being accountable is something that I learned from AmeriCorps. Especially during COVID you must be responsible. Also, leadership, I developed a lot [of leadership skills], which is a unique opportunity straight out of college, to facilitate meetings and recruit people and lead groups of people for different projects and programs.

 

Q: Tell us about the next step on your career journey –– we hear you’re taking a position as an engineer?

Abby: I’m going to be working for a company called GEON Performance Solutions up in the Midwest. It’s called the G-force Technical Rotation Program. It’s a three-year program where every year I go to a different branch of engineering or engineering-adjacent field, which is what I’m excited about because I have that strong technical background, but then also, through AmeriCorps, I learned how much I love to meet groups of people, how much I love planning projects and creating programing. I’ll do two engineering rotations and then do a rotation in project management, which is kind of like managing people and meeting project deadlines so it will be a great way to combine my passion for STEM with my communication and leadership talents that I really want to mold.

 

Q: How do you plan to use your AmeriCorps Education Award(s)?

Abby: I will be using the [AmeriCorps Education Award] to pay back my loans. Even though I had a full ride to college, I had to take out loans to pay for housing.

 

Q: What advice would you give to other young people interested in AmeriCorps?

Abby: I would say to not be afraid. To just jump in and take ownership of your program right away. But to do that, just constantly ask questions and make connections with as many people as you can. The more people you can talk to, and the more perspectives you can get, the more you can see where the need really is. I know that we wouldn’t have developed the COVID childcare program if we hadn’t recognized that need in the community and kind of altered our organization’s focus from older kids to K-6 where the need was.

I would also say to constantly do professional development. I started applying to jobs in October and every single interview that I did, I got better and better at showing how to market the skills that I was learning from AmeriCorps. The webinars that I watched about how to do interviews and how to move on from my AmeriCorps service helped infinitely.

 

Q: What advice would you give to other young women interested in STEM?

Abby: I think it’s difficult for a lot of women because they are constantly not being heard by their supervisors and by their professors. I would say just make sure that your voice is heard. Learn how to communicate in a firm way, but also stand true to who you are. Don’t try to tone down your personality to fit in with the men, but be firm in your beliefs, firm in your personality. Something that I was always told by my supervisors, whether they be men or women, was that as a woman in STEM you must know twice as much as everyone around you, so just never stop learning, never stop growing professionally, use the disadvantages you might face to your advantage, see yourself as the underdog that is going to succeed and be the most successful person out there.

 

Corps Story: Conserving Water and Energy in Larimer County

For the month of July, The Corps Network is highlighting Corps across the country working to conserve water and energy. In Colorado, the Larimer County Conservation Corps (LCCC), engages AmeriCorps members in installing water and energy saving solutions in homes.

Founded in 2009, the LCCC’s Water and Energy Program is a full-time, winter/spring service program for people ages 18-25. The program partners with Fort Collins Utilities and Loveland Water and Power, two utility and energy providers in Larimer County. The Corps has been working with them to achieve Fort Collin’s climate goal of being carbon neutral by 2035. AmeriCorps members serve directly in the community, assisting lower income homes by assessing their efficiency and retrofitting them with more sustainable solutions that are friendlier for the environment and the homeowners’ bills.

 

 

Home Efficiency Assessments:

There are eight AmeriCorps members on the LCCC Water and Energy crew. Every day, the crew splits into four teams; each two-person team has a daily goal to complete three home assessments. Each assessment takes about two hours.

The service is free and involves a tour of the client’s home, an assessment of the energy being used and purchased, and an evaluation of how the cost and energy usage can be decreased through more sustainable solutions. The AmeriCorps members offer everything from LED lightbulbs to high efficiency toilets. They also offer safety items, such as smoke and carbon monoxide detectors.

 

Education:

Whether or not clients choose to have sustainable products installed, a major component of the Water and Energy program is education and awareness.

“We are not trying to tell people how to live, we are trying to educate them and encourage them to save as much as possible,” said Tayler DeBrosse, LCCC Program Coordinator and an alum of the LCCC.

AmeriCorps members provide homeowners general education, from explaining kilowatts to how to read their energy bills. They also share information on local rebate programs and other regional conservation efforts.

AmeriCorps members undergo a thorough home science training; when clients have specific questions about say, moisture problems caused by insulation, they can better inform and meet the needs of the clients. Additionally, AmeriCorps’ emphasis on education ensures that AmeriCorps members have many opportunities to learn throughout their tenure with the Corps. Experiential learning at the Corps includes tours of the New Belgium Brewery in Fort Collins to hear about their sustainability goals, and going to the Rawhide Power Plant to see how the county’s energy is produced. This not only helps AmeriCorps members have a better understanding of sustainability but also helps integrate them into the community and helps them relate to customers.

Among themselves, AmeriCorps members bolster one another’s education by sharing their own unique educational backgrounds and areas of expertise with morning presentations on everything from watersheds to forest health.

 

Home Assessment Clients:

To find clients for the program, DeBrosse notes that word of mouth is the biggest way they get people to sign up. The only qualification is that clients receive their utilities from one of the Corps’ partners, though their priority is clients from lower income communities. To reach potential clients, the Water and Energy Program presents at Fort Collins Utilities Income Qualified Assistance Program meetings, and over social media. They have also done radio ads and reached out to landlords to spread their program to tenants.

 

COVID-19:

COVID-19 posed a problem to the in-home assessments at the start but didn’t stop the sustainability mission. When the 2020/21 season rolled around, the Water and Energy Program created a back-up plan of virtual assessments that could be done without in-person interaction. Virtual assessments take place on Zoom and work much like an in-person assessment. AmeriCorps members ask the homeowner general questions, gather data, and assess their needs. From there, depending on the homeowners wants, the AmeriCorps members could build a kit of lightbulbs, low flow shower heads, faucet aerators, etc. and drop them off at the homeowner’s doorstep.

 

Impact on AmeriCorps Members:

AmeriCorps members come to LCCC’s Water and Energy Program from across the country. Unlike many other Corps programs, which are typically more nature based, the Water and Energy Program offers a different approach to implement sustainability into the community. DeBrosse says:

“I think this program offers a really unique skillset…it helps form the bigger picture of how these natural resources relate into how we directly use them in our homes and in our communities.”

The program attracts many young people interested in pursuing a career in conservation, and the Corps makes sure to help them on their journey by giving them opportunities to network, shadow professionals, and participate in professional development workshops.

Since 2011, the LCCC’s Water and Energy Program has assessed 5,919 homes. They plan to continue expanding their program to reach more homes and potentially even commercial buildings in the future.