# data[].attributes.headline
Toolkit to Mitigate Bias in Recruitment & Hiring

# data[].attributes.subject
Toolkit to Mitigate Bias in Recruitment & Hiring

# data[].attributes.attachment_link.readable_text
We have compiled a list of some of the most current and salient ideas for ensuring your hiring practices are as equitable and inclusive as possible. This toolkit takes you through the entire hiring process, giving suggestions for each step. (Updated November 2021)

# data[].attributes.attachment_link.title
Toolkit to Mitigate Bias in Recruitment & Hiring (Updated 11/2021)) - The Avarna Group

# data[].attributes.attachment_link.description
We have compiled a list of some of the most current and salient ideas for ensuring your hiring practices are as equitable and inclusive as possible. This toolkit takes you through the entire hiring process, giving suggestions for each step. (Updated November 2021)

# data[].attributes.attachment_link.authors[].name
Diamond Thompson and Dr. Amy K. Glasmeier 04/17/2023

# data[].attributes.attachment_link.description
WHAT IS THE LIVING WAGE CALCULATOR? Today, families and individuals working in low-wage jobs make too little income to meet minimum standards of living in their community. We developed the Living Wage Calculator to help individuals, communities, employers, and others estimate the local wage rate that a full-time worker requires to cover the costs of their family's basic needs where they live.

# data[].attributes.headline
Creating a staff culture of collaboration, appreciation, and support. 

# data[].attributes.subject
Creating a staff culture of collaboration, appreciation, and support. 

# data[].attributes.body
One of our favorites: we collect "notes of sunshine" that people write whenever they want to share their appreciation for a colleague and read them outload at our monthly staff meetings.

# data[].attributes.body
We tend to hire recent graduates or early career educators, and certainly struggle to offer a competitive salary for more experienced educators to relocate here. Turnover is a challenge for consistent and high quality programming (and team dynamics)

# data[].attributes.attachment_link.readable_text
AARP Foundation's SCSEP program provides both community service and work-based training.

Working an average of 20 hours a week, older job seekers are paid the highest of federal, state or local minimum wage and are compensated by SCSEP directly. The job seekers are placed in a wide variety of community service activities at non-profit and public facilities like day care centers, senior centers, schools and hospitals. This on-the-job training experience can then be used as a bridge to find employment opportunities outside of the program.

Who's Eligible?

To participate, you must be:

1. Age 55 or older

2. Unemployed

3. Financially qualified

Interested in Becoming a SCSEP Participant?

Call 855-850-2525 or click here.
AARP Foundation's SCSEP program (CFDA 17.235) is funded with $77,808,096 million in grants with U.S. Department of Labor funds. This funding provides 90% of the support for SCSEP, with AARP Foundation matching 10% ($8.774,913 million). AARP Foundation operates in 19 states and Puerto Rico.

# data[].attributes.attachment_link.title
Senior Community Service Employment Program - AARP Foundation

# data[].attributes.attachment_link.description
AARP Foundation's SCSEP program provides both community service and work-based training. Working an average of 20 hours a week, older job seekers are paid the highest of federal, state or local minimum wage and are compensated by SCSEP directly.

# data[].attributes.body
It is really challenging to offer competitive salaries. Because we are university affiliated, we are stuck with the state positions available, so our educators are considered instructors in the university setting. This requires that they have a bachelor's degree. I believe we are already pricing out some populations for residential programming; raising the prices to offer better salaries isn't really an option. We are also having issues with HR dysfunction that makes a search take a LONG time, so I believe we lose candidates who aren't going to wait for 3+ months after applying to a job before they get an offer.  But that maybe an issue that is unique to us right now.

# data[].attributes.body
We have a senior instructor position that allows returning staff to take on greater responsibilities in coordinating school groups and mentoring new instructors. Since this was initiated, we have definitely had more instructors returning for 2-3 seasons.

# data[].attributes.body
That "we've always done it this way" attitude. Or "this is a requirement." Is it really? Or is it just that's the way it's always been done.

# data[].attributes.body
In my organization, the money we have is not spent in ways that benefit the organization as a whole (staff pay, on site housing improvements, etc) but is abundant on frivolous things. Obviously funds are limited but I see ways we could be doing so much more with what we have, so having conversations centered around priorities and different values between directors and owners

# data[].attributes.body
Hiring enough staff that actually can learn to care about and execute their job responsibilities

# data[].attributes.body
Transparent interviewing tactics, forthcoming with information about hours and pay, truly building trust and NOT trying to convince anyone to work here.

# data[].attributes.body
individual and group mentorship structures, staff perks and special events, creating a workplace that is safe, fun, and supportive via earnest respect for all individuals

# data[].attributes.body
We are going through a phase of growth, our preserve has increased in physical size and needs more staff - and therefore more annual operating. There is a constant element of fear that we can't accomplish the goals we're setting (especially development related) and finding support for moving actions forward that would show that we CAN (and are).

# data[].attributes.body
Consistent monthly (sometimes more in one month) 1:1 meetings offering support, goal setting, and coaching opportunities. Frequently celebrating successes and work that is done above standard (and even small successes completing daily tasks) which boosts team morale and sense of value. We also work at a Nature Center which means we have access to beautiful, protected outdoor space to walk through. We also offer flexible work schedules, within reason, as well as opportunities to take on new projects and tasks that support the Nature Center and our mission.

# data[].attributes.headline
Would love to have a nature center work culture reflect the seasons. Seems we try to pack the year trying to stay relevant, but would love to shift the culture to be more seasonal. Maybe 30 hour work weeks in the winter? 40+ in the summer?

# data[].attributes.subject
Would love to have a nature center work culture reflect the seasons. Seems we try to pack the year trying to stay relevant, but would love to shift the culture to be more seasonal. Maybe 30 hour work weeks in the winter? 40+ in the summer?

# data[].attributes.headline
Health insurance, salary, and other benefits

# data[].attributes.subject
Health insurance, salary, and other benefits

# data[].attributes.body
We have established staff who have been with us for years which we don't have any concerns about. Those who have moved on, the timing makes sense as they are retiring or moving on to another career path. With new hires, though, we've recently had a rather high turnaround in various departments (during our transition period of professionalizing and growth) that we would like to learn about more methods and tools for staff retention. Especially since, as a nonprofit, the pay isn't high due to tight budgets and getting raises can be quite difficult as a result as well.

# data[].attributes.headline
Flexible work schedules, paid family leave, beautiful outdoor work spaces, empowering community involvement outside of work (service days, incentives to sit on Boards, etc.)

# data[].attributes.subject
Flexible work schedules, paid family leave, beautiful outdoor work spaces, empowering community involvement outside of work (service days, incentives to sit on Boards, etc.)

# data[].attributes.headline
Resistance to change/learning new skills outside their normal duties and tasks

# data[].attributes.subject
Resistance to change/learning new skills outside their normal duties and tasks

# data[].attributes.body
There are some staff who have a resistance to change because "this is how we've always done it, and it has worked" which can stifle growth. That and resistance to do tasks that fall out of a normal day of their position's tasks, not "fun" tasks that do fall in their department, or uncertainty of taking on a task or project due to not feeling well-equipped to complete despite there being training offered for them to learn.

# data[].attributes.headline
Supporting remaining staff during staffing transitions and shifting organizational culture to one of staff turnover being an okay thing

# data[].attributes.subject
Supporting remaining staff during staffing transitions and shifting organizational culture to one of staff turnover being an okay thing

# data[].attributes.headline
DEIA (lack of diversity in qualified candidates). A lot of the challenges point back to wages & benefits/full-time or part-time

# data[].attributes.subject
DEIA (lack of diversity in qualified candidates). A lot of the challenges point back to wages & benefits/full-time or part-time

# data[].attributes.body
The local small population has not shown the skills and talents we need as an organization for our full-time staff. Bringing the talent that we want in from out of town and finding housing/transportation for them has been incredibly challenging.

# data[].attributes.body
Just like in today's meeting, there is a predominant number of white applicants. Even based on our location in Houston, supposedly the most diverse city in the nation, we encounter this problem.
We want to reflect our community better.

# data[].attributes.headline
Using AARP Foundation Work Force Development  

# data[].attributes.subject
Using AARP Foundation Work Force Development  

# data[].attributes.attachment_link.readable_text
AARP Foundation's SCSEP program provides both community service and work-based training.

Working an average of 20 hours a week, older job seekers are paid the highest of federal, state or local minimum wage and are compensated by SCSEP directly. The job seekers are placed in a wide variety of community service activities at non-profit and public facilities like day care centers, senior centers, schools and hospitals. This on-the-job training experience can then be used as a bridge to find employment opportunities outside of the program.

Who's Eligible?

To participate, you must be:

1. Age 55 or older

2. Unemployed

3. Financially qualified

Interested in Becoming a SCSEP Participant?

Call 855-850-2525 or click here.
AARP Foundation's SCSEP program (CFDA 17.235) is funded with $77,808,096 million in grants with U.S. Department of Labor funds. This funding provides 90% of the support for SCSEP, with AARP Foundation matching 10% ($8.774,913 million). AARP Foundation operates in 19 states and Puerto Rico.

# data[].attributes.attachment_link.title
Senior Community Service Employment Program - AARP Foundation

# data[].attributes.attachment_link.description
AARP Foundation's SCSEP program provides both community service and work-based training. Working an average of 20 hours a week, older job seekers are paid the highest of federal, state or local minimum wage and are compensated by SCSEP directly.

# data[].attributes.body
As our budgets have been reduced more and more, we've been forced to downgrade from permanent staff, to seasonal staff... and now that we can no longer afford seasonal/temps, we are now looking for AmeriCorps service members.  AmeriCorps doesn't pay a living wage, so there aren't enough applicants for that kind of an "internship" position.

# data[].attributes.headline
robust program/lesson evaluation and improvement cycle

# data[].attributes.subject
robust program/lesson evaluation and improvement cycle

# data[].attributes.body
We use evaluation and improvement to retain staff. During the slow season, we still have some work for part-time staff. Hours would be cut back in the winter, but we would keep people working by asking them to review and summarize assessments, make recommendations to improve the programs, and actually re-write the lessons for the coming season.

# data[].attributes.headline
Better employee evaluations - making sure staff can have input on supervisor in a constructive way

# data[].attributes.subject
Better employee evaluations - making sure staff can have input on supervisor in a constructive way

# data[].attributes.body
More opportunity to self-define your working style, communicate that to others, and evaluate how you are working with others on your team.

# data[].attributes.body
Allowing space for people to have pets improves work performance and quality of life. Also incentivizes staying because they may not have those perks elsewhere.

# data[].attributes.headline
Dutch oven diversity program from Chippewa Nature Center

# data[].attributes.subject
Dutch oven diversity program from Chippewa Nature Center

# data[].attributes.body
Collectively establishing core values that we can strive to reflect in our everyday operations.

# data[].attributes.body
include goal setting and multiple check-ins throughout the year. Base them on job descriptions.

# data[].attributes.body
I am going to work to find a relevant and authentic way to remain connected with seasonal educators from term to term, in hopes of supporting retention.

# data[].attributes.body
Thanks Whitney, that is something I can't wait to implement in our common spaces for all staff and volunteers to use.

# data[].attributes.body
I will implement:
The AARP paid volunteer link!
I learned: The notion that volunteers get paid in 'community / relationships.'
I met: Some really smart folk who are invested in serving mission and have smart ways to do it!

# data[].attributes.headline
Celebrate accomplishments directly in line with our values

# data[].attributes.subject
Celebrate accomplishments directly in line with our values

# data[].attributes.body
Let staff post/share their accomplishments, and organize those into each of the organization's values.

# data[].attributes.body
We get so busy in the day-to-day building constructive environment for feedback is super important to improving as well as appreciating and growing employees

# data[].attributes.body
With so many programs and projects going on, the full staff is rarely together. We try to check-in as best we can with bi-weekly or monthly staff meetings, but keeping everyone informed about everything is very challenging!

# data[].attributes.body
Building paths for growth, they may not all be filled since we don't have the funding for all of them but building htem so folks can see that there are opportunities.

# data[].attributes.body
Bolster sense of community and work culture where successes and met goals are celebrated (big and small). Also would like to try implementing more robust seasonal paid positions for our camp seasons (especially summer) where we can hire high schoolers looking for career path experience that are paired with established camp staff, thereby allowing us to have other camp staff available to lead other camps or support other programs. In the past, we hired solely those with education experience who could solely lead a camp which definitely limited us in who we could hire.

# data[].attributes.attachment_link.readable_text
14:01:42 From Steph Sherman (PEEC) She/Her to Everyone:
	Hello Friends!  Good to see some RELC familiar faces!
14:02:01 From Steph Sherman (PEEC) She/Her to Everyone:
	Steph Sherman, Pocono EE Center in PA
14:02:08 From Leigh Ann Miller to Everyone:
	Leigh Ann Miller - Grange Insurance Audubon Center
14:02:13 From Houston Arboretum to Everyone:
	Hi! Executive, Conservation, and Education Directors in attendance from the Houston Arboretum & Nature Center!
14:02:16 From Whitney Lash-Marshall to Everyone:
	Hi everyone! Joining from snowy Central New York at Baltimore Woods Nature Center
14:02:17 From Rachel Koch to Everyone:
	Rachel Claire Koch - Nashville TN (Warner Park Nature Center)
14:02:17 From Christi Carlson to Everyone:
	Christi Carlson - Nature Center at Shaker Lakes
14:02:17 From Jenn Kirts to Everyone:
	Jenn Kirts - Chippewa Nature Center in Michigan
14:02:18 From Alyssa Wagner (She/her) - Sierra Nevada Journeys to Everyone:
	Hello all! Alyssa Wagner from Sierra Nevada Journeys in Reno, Nevada
14:02:19 From Sarah Whitmire to Everyone:
	Hey! Sarah from Conestee Nature Preserve in Greenville, SC
14:02:20 From Libby VanWyhe to Everyone:
	Libby VanWyhe, North Mountain Park Nature Center, Ashland Oregon
14:02:21 From Tanya Sulikowski to Everyone:
	Hello! Tanya Sulikowski from the NJ School of Conservation.
14:02:21 From Krista - International Wolf Center to Everyone:
	Hello! I'm Krista (she/her) with the International Wolf Center in Ely, MN.
14:02:23 From Bonnie, Squam Lakes Science Center to Everyone:
	Bonnie Baker, HR & Finance Manager at Squam Lakes Natural Science Center, located in Holderness, NH
14:02:24 From Julie to Everyone:
	Julie Felske Beaver Creek Reserve, Chippewa Falls, WI
14:02:26 From katherine595 to Everyone:
	Katherine Edison, Sandy Creek Nature Center, Inc., Athenâs Georgia
14:02:26 From Jason Meyer to Everyone:
	Hi! Good to see so many people here! I'm Jason Meyer, former President & CEO at Blandford Nature Center in Grand Rapids, MI
14:02:27 From Amy Koch VT (She/Her) to Everyone:
	Hey! Amy Koch, she/her, Personnel Director at The Outdoor School in Marble Falls TX
14:02:30 From Amanda Delperdang to Everyone:
	Amanda Delperdang Mississippi Delta Nature and Learning Center Greenville MS
14:02:32 From Sarah Bell to Everyone:
	Hi! Sarah Bell, Elachee Nature Science Center in GA
14:02:32 From Tanya Sulikowski to Everyone:
	Reacted to "Hello Friends!  Good..." with ð
14:02:37 From Lori Whalen to Everyone:
	Lori Whalen from the Environmental Nature Center in Newport Beach, CA
14:02:40 From Beaver Creek to Everyone:
	Trista Anderson, Beaver Creek Reserve in Fall Creek, Wisconsin!
14:02:43 From Colleen Goff to Everyone:
	Guest Services Coordinator and Director of Operations Okefenokee Swamp Park in Waycross GA!
14:02:44 From matthew to Everyone:
	Matthew Miller New Mexico Wildlife Center
14:02:52 From Corey Hagen to Everyone:
	Corey Hagen, Director of Operations, Reflection Riding Arboretum and Nature Center, Chattanooga, TN
14:02:52 From Erin Shultz to Everyone:
	Hi folks, Erin Shultz, Program Manager for THe Ecology SChool in Saco, ME
14:02:54 From Sarah Vincent - Prescott, AZ to Everyone:
	Highlands Center for Natural History, Prescott AZ
14:02:57 From World Bird Sanctuary to Everyone:
	Hello from World Bird Sanctuary in St Louis Missouri!
14:03:00 From M Vines to Everyone:
	Matt and Hollie from the Alabama Nature Center
14:03:08 From Katy Manley to Everyone:
	Sandy Creek Nature Center, Inc. In Athens, Georgia
14:03:13 From Javier de Leon to Everyone:
	Estero Llano Grande State Park - deep south Texas
14:03:38 From Melanie Costello - NIU Lorado Taft to Everyone:
	Hello! NIU Lorado Taft Field Campus in Oregon, IL
14:03:57 From Kevin Wernet to Everyone:
	Kevin Wernet - Woldumar Nature Center - Lansing MI
14:04:09 From Dan Auer - ANCA to Everyone:
	https://padlet.com/ANCAmembership/zat5wr8surbow3v2
14:04:50 From Libby VanWyhe (she,they) Ashland OR to Everyone:
	I'm here, calling in from the traditional homelands of the Shasta and Takelma peoples.
14:04:58 From Jackie Citriniti to Everyone:
	Jackie Citriniti from Albany Pine Bush, Albany, NY
14:05:29 From Marilyn Smith to Everyone:
	Hi, I'm Marilyn Smith from Northwest Park in Windsor, CT
14:06:57 From Bonnie, Squam Lakes Science Center to Everyone:
	We have a historical high rate of retention, the only area we typically have turnover in is our Animal Care department.
14:07:51 From Rachel Koch to Everyone:
	We are
14:07:53 From Amy Koch (She/Her) to Everyone:
	seeking 3 individuals
14:07:54 From Lori Whalen to Everyone:
	Always
14:07:54 From Colleen Goff to Everyone:
	We are
14:07:55 From Libby VanWyhe (she,they) Ashland OR to Everyone:
	Currently seeking an AmeriCorps service member
14:07:57 From Melanie Costello - NIU Lorado Taft to Everyone:
	Always
14:08:01 From M Vines to Everyone:
	Us too
14:08:01 From matthew to Everyone:
	Yes
14:08:02 From Elizabeth Barnick to Everyone:
	we are
14:08:04 From Kevin Wernet to Everyone:
	Just gearing up for seasonal hiring
14:08:08 From Marilyn Smith to Everyone:
	Yes
14:08:12 From katherine595 to Everyone:
	Recently hired (this summer) to replace long term staff member.
14:08:13 From Sarah Whitmire to Everyone:
	We are
14:08:14 From Corey Hagen to Everyone:
	Always
14:08:15 From Whitney Lash-Marshall to Everyone:
	We are set with full time, but constantly hiring PT/seasonal
14:14:57 From Dan Auer - ANCA to ekeisler(Direct Message):
	Hello, are you able to get into a breakout room?
14:26:54 From Meg Jakubowski, she/her, NatureBridge to Everyone:
	sorry break out room mates - I accidentally left early!
14:27:36 From Jen Levy (she/her), ANCA to Everyone:
	No worries Meg!
14:27:44 From Steph Sherman (PEEC) She/Her to Everyone:
	AMEN
14:27:57 From Houston Arboretum to Everyone:
	agreed!
14:28:36 From Dan Auer - ANCA to Jen Levy (she/her), ANCA(Direct Message):
	Jen, I quickly put some of the culture survey info into sides. Should I share some of that later in the meeting?
14:28:37 From Sarah Vincent - Prescott, AZ to Everyone:
	Yes! Right now almost all of our staff have health insurance through spouses or others which super limits us. Itâs a vicious cycle because it means we donât have enough staff to opt in to health insurance if we were to move in that direction
14:28:45 From Alyssa Wagner (She/her) - Sierra Nevada Journeys to Dan Auer - ANCA(Direct Message):
	Do you know how often that is updated? I couldn't find that information and it seems out of date in my area.
14:29:00 From Jen Levy (she/her), ANCA to Dan Auer - ANCA(Direct Message):
	Sure!
14:29:15 From Dan Auer - ANCA to Jen Levy (she/her), ANCA(Direct Message):
	Going with the flow!
14:29:19 From Steph Sherman (PEEC) She/Her to Everyone:
	And even offering health benefits internally cuts low salaries even more! We have that problem with management here
14:30:09 From Dan Auer - ANCA to Everyone:
	https://padlet.com/ANCAmembership/zat5wr8surbow3v2
14:30:39 From Jen Levy (she/her), ANCA to Dan Auer - ANCA(Direct Message):
	All good.
14:32:14 From Libby VanWyhe (she,they) Ashland OR to Everyone:
	Please do....I'd love to hear about those other staffing resources/partners? AARP?
14:32:39 From Marilyn Smith to Everyone:
	Biggest challenge: the rising cost of staffing. Most all positions are part time and not sustainable for anyone who eats or needs a place to live. So of course finding and retaining staff into low paying jobs is not easy.
14:32:54 From Elizabeth Barnick/IslandWood to Everyone:
	Replying to "Yes! Right now almos..."
	
	Have you explored getting insurance through professional association networks - you can join their group policy. Their policy meets all requirements and pricing can be very competitive because it is large group policy that the organization holds
14:33:30 From Whitney Lash-Marshall to Everyone:
	One thing we talked about in our group was being honest/transparent about salaries/benefits etc and that it can mean a lot for staff to know that a board/admin are working toward a goal. It's not that we don't want to pay more, but are trying to find a way to do it (e.g. this year we gave small year-end bonuses with a personal thank you note even though it was a difficult financial year)
14:33:44 From Houston Arboretum to Everyone:
	Re Biggest Challenge: Just like in today's meeting, there is a predominant number of white applicants. Even based on our location in Houston, supposedly the most diverse city in the nation, we encounter this problem.
	We want to reflect our community better.
14:34:15 From Steph Sherman (PEEC) She/Her to Everyone:
	Replying to "Yes! Right now almos..."
	
	Not to my knowledge but this is definitely something to consider because our payroll and benefits is currently outsourced to another company.
14:34:24 From Leigh Ann Miller to Everyone:
	https://www.aarp.org/aarp-foundation/our-work/income/info-2021/aarp-foundation-scsep.html#:~:text=AARP%20Foundation%E2%80%99s%20SCSEP%20program%20provides%20both%20community%20service,minimum%20wage%20and%20are%20compensated%20by%20SCSEP%20directly.
14:34:44 From Dan Auer - ANCA to Leigh Ann Miller(Direct Message):
	I quickly put some info together on our ANCA Culture Survey and can share that when you are ready.
14:35:26 From Sarah Vincent - Prescott, AZ to Everyone:
	Replying to "Yes! Right now almos..."
	
	Yes, part of our problem is when we went for it, we needed a minimum of 40% of staff opting into the insurance plan, but since everyone was covered it would have meant asking folks to give up better insurance for worse insurance for the betterment of the future
14:35:29 From Beaver Creek to Everyone:
	ICHRA health insurance is a new option since 2020 and is something we are looking into
14:36:43 From Steph Sherman (PEEC) She/Her to Everyone:
	Reacted to "Yes, part of our pro..." with ð¯
14:36:59 From Sarah Bell to Dan Auer - ANCA(Direct Message):
	I apologize but have to step away. Great conversation! Thank you!
14:39:03 From Lenore Herbst to Everyone:
	I am not in a spot for some reason!
14:52:08 From Sarah Vincent - Prescott, AZ to Everyone:
	Anyone have pooled sick or emergency leave? Unused days you can forfeit at the end of the year to the larger staff team?
14:52:14 From Whitney Lash-Marshall to Everyone:
	Food is a great idea! We have recently had board members offer to buy lunch for the staff to come together and it is a great morale boost
14:52:51 From Steph Sherman (PEEC) She/Her to Everyone:
	Replying to "Anyone have pooled s..."
	
	We don't limit sick for our seasonals. we handle it on case by case
14:53:42 From Elizabeth Barnick/IslandWood to Everyone:
	we have vacation donation that goes into a pool and can be used by anyone who has a need for paid time off but may not have any available for a variety of reasons
14:55:00 From Sarah Vincent - Prescott, AZ to Everyone:
	Anyone have paid service days? Building community within the hometown vs. just at the workplace?
14:55:23 From Steph Sherman (PEEC) She/Her to Everyone:
	We've been trying to implement Teambuilding days with field trips
14:55:45 From Whitney Lash-Marshall to Everyone:
	We try to do monthly staff hikes on the preserve, and sometimes to other preserves.
14:56:23 From Sarah Vincent - Prescott, AZ to Everyone:
	If anyone has language or experience with paid service days (as a staff team or independently) let me know (svincent@highlandscenter.org)
14:57:32 From Houston Arboretum to Everyone:
	Replying to "If anyone has langua..."
	
	I'd love to know more about how you present/offer this, too! tritter@houstonarboretum.org
14:58:21 From Beaver Creek to Everyone:
	Replying to "If anyone has langua..."
	
	We give an hour to staff a week for fitness/hikes
15:17:55 From Bonnie, Squam Lakes Science Center to Everyone:
	Thank you
15:21:09 From Sarah Vincent - Prescott, AZ to Everyone:
	How many total submissions? Sorry I might have missed that
15:21:20 From Jen Levy (she/her), ANCA to Everyone:
	620
15:21:52 From Jen Levy (she/her), ANCA to Everyone:
	The survey was sent to ANCA members and was open to all staff at those centers.
15:23:37 From Kevin Wernet to Everyone:
	I'd be interested to know how workplace satisfaction compares to other industries
15:26:44 From Whitney Lash-Marshall to Everyone:
	thank you everyone! Great discussions and ideas today.
15:26:55 From Sarah Vincent - Prescott, AZ to Everyone:
	Thank you thank you, get outside at least once today
15:26:58 From Dan Auer - ANCA to Everyone:
	https://natctr.org/events/calendar
15:27:12 From Sara S. Tabatabai (she/her) to Everyone:
	Thanks to everyone. This offered a lot of great perspective for me I would love to try and implement!
15:27:54 From Asa Duffee (he/him) â ANCA to Everyone:
	Thank you all ð
15:28:00 From Steph Sherman (PEEC) She/Her to Everyone:
	Thanks all!!
15:28:05 From Libby VanWyhe (she,they) Ashland OR to Everyone:
	Thanks everyone!
15:28:07 From Rachel Koch to Everyone:
	Thank you everyone!
15:30:14 From Asa Duffee (he/him) â ANCA to Everyone:
	Peer Consults: https://natctr.org/services/consulting
15:31:47 From Asa Duffee (he/him) â ANCA to Everyone:
	TREC: https://www.trec.org/services/trec-salary-reports/
15:31:47 From Leigh Ann Miller to Everyone:
	Thank you so much for today.  I enjoyed myself.  Let me know if you have thoughts on the delivery.
15:35:54 From Asa Duffee (he/him) â ANCA to Everyone:
	https://natctr.org/about/board-of-directors/opportunities
15:37:27 From Jen Levy (she/her), ANCA to Everyone:
	https://www.aarp.org/aarp-foundation/our-work/income/info-2021/aarp-foundation-scsep.html#:~:text=AARP%20Foundation%E2%80%99s%20SCSEP%20program%20provides%20both%20community%20service,minimum%20wage%20and%20are%20compensated%20by%20SCSEP%20directly.

# data[].attributes.headline
Our Nature Center found a way to support CAMP teen internships through a major donation source. The pay is slightly above minimum wage, and this is a lot for a teen.

# data[].attributes.subject
Our Nature Center found a way to support CAMP teen internships through a major donation source. The pay is slightly above minimum wage, and this is a lot for a teen.

# data[].attributes.headline
We offer the seasonal educators an opportunity to make more money through our Birthday Party program. They lead our children's birthday parties on an hour nature themed program as part of the 2-hour party. It's bonus pay rather than part of hourly pay. They seem to like this year round.

# data[].attributes.subject
We offer the seasonal educators an opportunity to make more money through our Birthday Party program. They lead our children's birthday parties on an hour nature themed program as part of the 2-hour party. It's bonus pay rather than part of hourly pay. They seem to like this year round.