General Resources
The following general training materials and information will help expand your knowledge base to deepen and support your volunteer experience with the USDA Forest Service.
Onboarding
Onboarding training coming soon
Background Check
You may be required to complete a background check or provide fingerprints check as part of your volunteer work. As part of Homeland Security Presidential Directive 12 (HSPD-12), these are required for anyone who will have access to Forest Service facilities and information systems for 6 months or more. The National Agencies Check with Inquiries (NACI) is the basic federal background check that potential volunteers may need to undertake before starting their volunteer service, if they fall under that category. This background check includes a review of schools, past employers, FBI and other government databases, and law enforcement databases.
LincPass
Depending on the nature of their work, some volunteers may require a Personal Identity Verification (PIV)—or federal identity credential. This security measure is called LincPass within the Forest Service and all other U.S. Department of Agriculture agencies. Learn more about the LincPass here.
Helpful Terms & Phrases
As you navigate both this website and your role as a Forest Service volunteer, you may encounter some terms and phrases that are new to you. We’ve compiled some of these below in a glossary of sorts, listed alphabetically. This is of course not a complete list; you can always ask your Volunteer Coordinator or other Forest Service official to explain anything you encounter that may be unfamiliar.
Campground Host:
A volunteer that lives for extended periods of time on public campgrounds and is responsible for providing friendly service and recreational information to the public, collecting data, and maintaining facilities, among other possible duties.
Designated Official:
This is a phrase sometimes used to identify a Forest Service employee, such as a Volunteer Coordinator, with whom you might interact.
Direct Volunteer
An individual or group that freely donates time, talent, and resources to perform duties that support Forest Service projects and is engaged through a Volunteer Agreement.
Job Hazard Analysis (JHA):
A procedure that focuses on project tasks as a way to identify hazards before they occur by examining the relationships between the worker, the task, the tools, and the work environment. This may be replaced by a Risk Assessment.
Partner-Led Volunteer:
An individual or group that freely donates time, talent, and resources to perform duties that support Forest Service projects and is engaged through a larger group, organization, or corporation that works with the Forest Service through a cooperating or partnership agreement.
Personal Protective Equipment (PPE):
Protective clothing or other equipment used to protect the wearer from injury. This may include, but isn’t limited to such items as steel-toed boots, protective eyewear, gloves, respirator masks, and helmets.
Program Partner:
This is an organization, school, community group, or other entity that partners with the agency through a formal arrangement.
Ranger District:
These are the smaller management units that comprise each National Forest.
Region:
The Forest Service is divided into nine regions; regional office staff coordinate activities between national forests and grasslands, monitor activities on those lands, provide guidance for forest plans, and allocate budget to the forests.
Risk Assessment (RA):
This is a process that aims to identify potential risks and their mitigation. This may be used in lieu of a Job Hazard Analysis.
States Department of Agriculture (USDA):
This is the federal department that oversees the Forest Service.
USDA Nondiscrimination Statement:
USDA and its Agencies, offices, employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, age, marital status, family/parental status, income, political beliefs, or reprisal or retaliation for prior civil rights activity.
Volunteer.gov:
A national, centralized portal where land management agencies, including the Forest Service, post volunteer opportunities searchable by city, state, agency, and interest. Potential volunteers can search and apply for opportunities through this website.
Volunteer Coordinator:
This is a Forest Service employee responsible for managing volunteers and volunteer activities in a specific region.
Volunteer Rights:
These include appropriate assignments, safe conditions, meaningful tasks, orientation and training, supervision and support, recognition of service, respect, development of individual potential, and the ability to terminate a volunteer agreement at any time.
Volunteer Agreement:
Also known as OF301a, this document outlines the project goals, agreement period, and responsibilities of a volunteer position, and must be signed by a designated Forest Service official prior to your volunteer service.
Conduct
Video training coming soon
Anti-Harassment Policy
The Forest Service strives to create and maintain a work environment in which all people are treated with dignity, fairness, and respect, and are free from harassment. This commitment extends to all Forest Service employees, contractors, and anyone who does business with us—including volunteers. Learn more here and read the entire Anti-Harassment policy here.
Civil Rights Act of 1965
The Forest Service is committed to welcoming and engaging all people. All Forest Service staff, partners, and volunteers must comply with the agency’s nondiscrimination policy and follow the guidance of Title VI of the Civil Rights Act of 1965, which states that “No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.” Volunteers are also protected from discrimination through this legislation. Learn more about Title VI regulations here.
Diversity, Equity, Accessibility, and Inclusion
The Forest Service prioritizes recruiting and retaining a diverse pool of volunteers that reflect and include all segments of the population, including, but not limited to people of all ages, races, genders, ethnicities, abilities, and those from underrepresented communities. In order to do so, the Forest Service nurtures relationships with local communities, schools, tribal governments, non-profit groups, and other local and national organizations with insights on best practices to welcome, reflect, and provide opportunities for diverse populations.
Forest Service Code of Conduct
The Forest Service is committed to creating and maintaining an environment in which all employees and volunteers are treated with dignity, fairness, and respect, and are free from harassment. The Forest Service workplace is an environment built on mutual trust and the absence of intimidation, oppression, and exploitation. Read the Forest Service Volunteer Code of Conduct here.
Attire
Volunteers will be expected to wear appropriate attire for their volunteer role, the details of which will be outlined by their Volunteer Coordinator or other designated official. Some volunteers may be asked to wear personal protective equipment (PPE), such as a helmet or gloves, if their role requires such attire for safety reasons. Others may be asked to don Forest Service attire (such as a badge or branded hat), especially if they have meaningful or frequent contact with the public.
Safety
Forest Service Safety Policy
Volunteers fall under the same safety policy guidelines as Forest Service staff members. These guidelines can be found in the Forest Service Manual, section 6709, which can be viewed here. As with staff, volunteers are expected to follow procedures for the use of personal protective equipment (PPE), follow Occupational Safety and Health Administration (OSHA) regulations (view here), and follow all procedures for accident reporting. Volunteers will receive the same training and certification for staff if they are doing specialized tasks including the use of crosscut saws or chainsaws. Supervisors will ensure that volunteers are trained on the risks, safety, and health guidelines for any such task, and a Job Hazard Analysis (JHA) will be conducted for these tasks. Any need for PPE or a JHA will be included in the Volunteer Agreement.
Job Hazard Analysis (JHA)
Volunteers serve in a wide variety of environments, all of which can present some degree of risk. A JHA is a risk management tool that helps assess, identify, and mitigate risk to volunteers and staff alike. This document will be tailored to the volunteer’s work and location, outlining the tasks relevant to their role, the possible hazards associated with those tasks, actions that will be taken to mitigate those risks, and an emergency evacuation plan. View a Sample JHA here.
Risk Assessment (RA)
In some cases, a Risk Assessment worksheet may be used in lieu of a JHA. This document assesses potential hazards and their mitigations.
Accident and Incident Reporting
All accidents, injuries, and incidents must be reported to the volunteer coordinator or other supervisor, and must be entered into the eSafety portal within 72 hours of their occurrence. This system records and generates statistical information such events involving staff and volunteers, which helps the Forest Service conduct analysis of incidents that will help prevent their occurrence. Reportable incidents include serious personal injury, property damage that exceeds $1,000, injury or property damage incurred by private citizens, incidents that exhibited a high potential for serious consequences, incidents with a high degree of public interest, and any incident where there exists a possibility for claims either by or against the Forest Service. Learn more about accident reporting in Forest Service Manual chapter 6730 .
Working with Volunteers Under 18
Volunteers under the age of 18 require written consent of a parent or legal guardian in order to volunteer and must comply with Federal and state child labor laws. State laws may further constrain federal laws but may not broaden or loosen them. In order to best maintain a safe environment, minors will receive supervision while volunteering, whether by the Forest Service or by the organization, group, or school through which they are volunteering. Volunteers under age 16 may not use power tools on any project unless specifically allowed by child labor laws. Department of Labor prohibits children from “forestry services” tasks such as firefighting, timber cruising, forest pest control, and more. You can find State child labor laws on your State’s labor department website. Learn more about Federal labor laws here.
Additional Resources
Forest Service Manual and Handbooks
These documents codify the agency’s policy, practice, and procedure on both a federal and regional level. Explore the Forest Service Manual and Handbooks here.
FSM 1830 – Volunteers section
This is the specific chapter of the Forest Service Manual that outlines all aspects of the volunteer program, including recruitment, enrollment, supervision, recognition, and reporting requirements. Download and view FSM 1830 here.
Reimbursements
Reimbursements may be given for out-of-pocket costs defined as allowable volunteer expenses. Your Volunteer Coordinator or other designated official will outline such expenses in the Volunteer Agreement before the start of your volunteer work, and they will give you direction on how to complete the reimbursement process.
This is Who We Are
Learn more about the USDA Forest Service, its mission, values, and purpose. Click here to learn more.
