Hire and Manage Staff

1. Put time into the recruitment process to optimize the quality and quantity of candidates who apply. Get the word out well in advance, utilize a variety of job posting strategies (i.e. notice boards, social media, website, etc.), and work your contacts and networks to identify prospective candidates.
2. Look to build a well-rounded crew with complementary qualities, skills, education and experience.
3. When interviewing, test candidates’ suitability for the challenges of the job – things like remote work, physical demands, overtime, communicating with the public, etc.
4. Set equitable and competitive wages similar to other employment opportunities in your community or region. If matching wages is difficult, provide other incentives and benefits to attract and keep people on.
5. Develop an employee code of conduct and related policies to be clear about expectations, consequences and to ensure safety on the job.
6. Provide a solid orientation for new staff that covers program goals, performance expectations, reporting, personal responsibility, safety policies and procedures, and equipment use.
7. Meet regularly with staff to provide ongoing direction, deal with logistics, and solicit regular feedback.
8. If you have to issue a warning or suspension for a staff member, provide them with clear terms and conditions. Document all incidents and conversations.
9. Look to elders, community leaders or experienced staff to model expectations and provide support when issues arise or HR decisions are being made.
10. Look to recruit a program manager with strong leadership skills who can mentor and manage staff and all other aspects of the program from program management to fundraising and communications.

1. Communicate openly, respectfully, and set out clear expectations for projects, data gathering protocols, and deliverables.
2. Debrief with your crew regularly and encourage your team to proactively voice their concerns, questions, or need for more training or information.  
3. Prioritize and follow strict safety protocols and set clear expectations of the team to maintain a safe working environment.
4. Be organized and expect the same of your crew.
5. Be able to accommodate fluctuating staff needs and have backup plans (e.g., plans to keep crew busy when weather is poor, equipment needs and repair, etc.).
6. Recognize team members for their contributions, celebrate results and success, and connect accomplishments back to the purpose of Guardian work.
7. Know team members’ individual strengths and experience levels and encourage your team to be the best they can be and to stretch themselves in new ways. 
8. Trust your team to take on work and new responsibilities and allow the team to make and learn from mistakes.
9. Encourage a hands-on learning mindset and increase responsibility and delegate more as the team succeeds. 
10. Support crew members to gain the skills they need to feel fully ready and confident to undertake the work (and watch for signs of discomfort or fear). 
11. Provide regular training, drills, and skills refreshers. Involve the crew in work planning (e.g., understanding budgets and other constraints, safety planning, emergency procedures, etc.).

Special thanks to Nanwakolas Guardians for contributing their ideas and experience to this resource.

1. Bring an open and positive attitude to work and participate actively. 
2. Communicate openly and with respect.
3. Exercise patience with yourself and others. 
4. Stay calm, manage emotions, and de-escalate tense situations.
5. Share your experience and knowledge and listen to and learn from others.
6. Communicate questions, concerns, ideas, and observations. 
7. Identify and communicate what makes you feel motivated, excited, or inspired.
8. Know your own as well as your team’s respective roles and responsibilities.
9. Help to create and insist on a safe work environment by following safety protocols and emergency procedures. 
10. Be organized and use care when observing, recording, or reporting.
11. Know your own as well as your team’s respective skills and strengths.
12. Recognize where you feel less confident or in need of more training or experience. 
13. Be open to learning new things and taking on responsibility. 

Special thanks to Nanwakolas Guardians for contributing their ideas and experience to this resource.