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1. What has gone well thus far for Cohort 1 that has us on track for success?

Have we learned anything that needs to be codified or institutionalized for ongoing success?

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2. What are our threats to success in getting Cohort #1 successfully to graduation with opportunities to support USFS staffing goals post-service?

And who does what to make that happen?

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First cohort of Forest Corps Team Leaders seem very strong, comfortable with the nature of a start-up, and inspired to have a chance to be "founders" of the program.

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USFS Supervisor support to teams, on the whole, has been very positive. This was a concern based on initial responses during project development/outreach, but USFS staff have found a way.

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corps members are working hard and staying the course on a very outdoor rigorous program

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Procurement vehicles for Forest Corps equipment were put in place quickly and equipment was delivered on time. BPAs were set up to make future purchases easy.

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The USFS HQ partnership office staff are a solution focused set of partners. NCCC has seen situations where that is not always the case. We do not take it for granted.

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While touch and go for a little bit, we were able to secure in-person training for most all of the USFS certifications and topics that we had hoped to do initially.

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High adaptability of NCCC and FS staff, team leaders, to changing circumstances and unexpected challenges (fires, housing snafus)

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The initial set of host forests seem to be highly invested in the concept of the teams/members as their "future workforce". FEMA viewed this as a threat. Host forests seem to view this as an asset.

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Sufficient quality Round 3 projects.

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Nicolette

1m

Drive times, supervisor support, and diversity of work were our 3 big initial concerns with project development. I have yet to hear of a project where any of these three have become a major issue for round 1 projects.

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We have retained all corps members since leaving training. That is HUGE and shocking. Corps members have expressed happiness in their placements.

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Productive troubleshooting by USFS and NCCC and the spirit of how to get to yes, when feasible.

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USFS hiring freeze-- though fire positions seem to be abundant, wondering how this will impact the retention of these young people after graduation.

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RE: post-service staffing

Need to learn what the hiring options/pathways are available to FoCo grads.

Need to develop ways to educate FoCo grads on those pathways and, as necessary, federal resume writing.

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Codify: When developing sites, need to include questions about the specific kind of tools (shovels!!) that are needed for each forest.

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continuing to have meaningful project engagement at local units, capacity to integrate teams

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Ensuring that members graduate from the program vs leaving early to get jobs with USFS. Hopefully timing of hiring season and program year will encourage members to complete the program.

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A big threat to success is that they will find another job or opportunity. Reemphasizing the benefits of the experience (work experience, networking, education award, etc.) may help.

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Lack of clear employment/preferential hiring status for Forest Corps could pose a threat to meeting USFS' hiring goals for the program.

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Co-developed processes and tools for project development that can be further refined in Year 2 (delineate roles, shared priorities and ranking criteria for vetting projects, outreach materials and webinars)

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wildfires disrupting plans

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Haven't heard any Team Leader or member complain about the work, so I think we did a good job of matching up expectations around work between recruitment and on-the-ground reality (not always the case with NCCC!)

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Building relationships with sponsor/host units in year 1, working through housing challenges and project logistics together

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Can we successfully manage staff turnovers at USFS HQ and NCCC Pacific Region and HQ when they occur?

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Purchasing the correct supplies and gear has proven to be a challenge. How do we ensure that we're being efficient with our funds, knowing that we've already spent more than what was initially budgeted.

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For Cohort #1, ensuring there are enough quality projects for Round 3 (all winter Round)

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recruitment - 800 applicants for 80 positions

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Housing. Lots of troubleshooting and scrambling the first round to make it happen. How do we make it a smoother and less painful process in the future?

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Indicators are that there is sufficient food/living allowance, although this is still TBD for California projects.

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Coordination and collaboration on outreach webinars between USFS and NCCC staff

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continuous relationship building on all levels with USFS & AmeriCorps as this grows and so many new staff each year of the program

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Tanya recently learned at Tahoe National Forest does an annual planning process. They noted that Forest Corps should be at the table because if they knew there was a steady stream of human power on the horizon, they could modify/increase their work goals. Similarly, knowing teams in are coming further in advance could help the host forests find housing with more lead time. I am out of my lane and depth of knowledge, but wonder if USFS partners see an opportunity here going forward.

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Equipment/supplies. We purchased some things that have proven not to be the right ones.

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The next "AD status" curveball.