What makes a good Indigenous Guardian program manager?

1. Ensure staff have detailed job descriptions and employee contracts that describe responsibilities, work duties, reporting expectations, salary and benefits, work hours, overtime policy, and compensation for overnight travel.
2. Develop an employee code of conduct and policies related to drug and alcohol use. Be clear about expectations and consequences.
3. Review employee performance and compensation on a regular basis each year.
4. Provide a solid orientation for new staff. Orient them to the broad program and stewardship goals shaping their work, standard safety policies and procedures, personal responsibility and performance expectations, risk management, equipment use, reporting.
5. Have regular meetings and get constructive feedback from staff. Consider having weekly check-ins to ensure effective work planning, scheduling and logistics. Monthly meetings can focus on field observations and overall program direction.

1. Ensure you have clear policies that describe what it means to be ‘fit for duty,’ expectations for conduct while wearing a uniform, and expectations to ensure all staff have a safe workplace free from discrimination, bullying or violence.
2. ‘Fit for duty’ means being physically and mentally prepared to do the job safely and efficiently. Zero tolerance drug and alcohol policies ensure that each person and other staff are not put at risk.
3. If you have to take action with a staff member and issue a warning or suspension, provide them with clear terms and conditions. Document all incidents and conversations.
4. Identify elders, community leaders or experienced staff to model expectations for employee conduct, be a strong influence with staff if problems arise, or provide support in making HR decisions. 

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.