Human Resource Business Partner Volunteer for Community Risk Reduction Toolkit at CrowdDoing

Human Resource Business Partner Volunteer for Community Risk Reduction Toolkit at CrowdDoing Catastrophic Wildfire Prevention

customizable, reusable catastrophic wildfire prevention toolkit targeted at a

community level. We have decided to focus on providing tools and enabling changes that will be

required at the community level, for two reasons:

1. Community focus is where impact is needed to accelerate synergistic outcomes

2. It will allow us (and communities) to generate "shopping lists" - requirements for other levels of

government and other systems - if communities are to reduce their wildfire risk.

While there are many sources of guidance around specific aspects of wildfire risk reduction, such as

property hardening, we are aware of nowhere that brings together consolidated material to address all

aspects of this complex, multi-level and multi-faceted issue. We therefore propose to create a

customizable, reusable "tool kit" for community wildfire risk reduction that achieves the required

synthesis:

Tool Kit Content - may include, but is not limited to:

● Strategies and techniques for community and landscape-level risk reduction;

● Community-level checklists and baselining materials;

● Policy changes to advocate for

● Directory of service providers

● Detection and warning systems;

● Property hardening advice;

● Data, models and decision making tools and technologies and repositories;

● Citizen data collection methods and tools for all stakeholders engaging with utilities, US Forest

Service, highways agencies, fire protection agencies, insurers and others on whom the

community’s wildfire risk reduction efforts may depend.

● Engagement materials for businesses and homeowners;

Wildfire Risk Reduction - Tool Kit Proposal

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● Community agreements

● Potential funding sources for communities

● Quality assessment and standards recommendations and plans

● Other reference materials

Wildfire Prevention Kit Tools - May Include, but are not limited to:

1. Readiness Assessment - Community and Individual

● Risk and needs assessment

● Current Wildfire Prevention Activities

● Local resources, support, infrastructure, multi-sector partnerships, etc.

2. Innovation Gap Analysis

3. Portfolio of Strategies and Solutions / Interventions - Cumulative Impact Formula

Risk and Intervention / Solutions "smorgasbord" - either set menus or customized meal

("Shopping List")

- Technologies, Nature-Based Systems, Property ... etc.

● e.g. Detection and warning systems;

● e.g. Property hardening advice;

● e.g. Animal-based actions: goat, beaver, duck,

● e.g. Vegetation management

4. Implementation Plan

5. Scorecard Evaluation and Metrics

● Data, models and decision making tools and technologies;

● Success Metrics : e.g. determine Schelling point for success

● Advice on citizen data collection for engaging with utilities, US Forest Service, highways

agencies, insurers and others on whom the community’s wildfire risk reduction efforts

● Data resources and sources

● Data repository for Insurance Discounts

Guiding Principles

Immediately Actionable and Prioritized - Demand + Feasibility

Impact as many people as quickly as possible - best synergistic solutions, highest risk areas

Regenerative and restorative - most harmonious with earth and for 100% of life

Portfolio of Customizable Solutions - can be phased in as appropriate, useful, and available and

are well integrated (seam silos). Solutions help communities discover appropriate entry points,

Expand the current set of community practices to include environmental, social, economic - to

solve the challenges at every level, to systems change

Audiences- Stakeholders

● Community Level Focus - Primary - (Municipal, county, natural boundaries);

● Individuals - Secondary - Ownership Level - homes, landowners; renters; homeowners

associations; realtors

● Partnerships - reinsurers, insurers, government, utilities, data and technology providers, etc.

Localized Application: - Community and Individual Levels

1. Underlying level of risk in landscape/community based on environmental, social, economic (+)

risk factors

2. Current annual wildfire prevention efforts at landscape / community level

Wildfire Risk Reduction - Tool Kit Proposal

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3. Community intervention gap analysis - self-help and with support.

4. Data science optimization and annual scaling of social innovation combined.

The tool kit would be available on-line and would be co-branded by ARISE-US, CrowdDoing and the logos

of other content providers.

Listed below are a subset of external/public facing material and communications:

• Our website https://www.crowddoing.world/projects/ highlights a subset of the projects the team is working. Key areas include:

o Wildfire risk reduction- we have a public facing website presenting our work at http://preventwildfire.world/

o Anti - poverty

o Mental Health & Physical Health

o Sustainability

o Service Learning (Education)

• We have presented our work at last Skoll World Forum https://www.youtube.com/watch?v=99TmWlTAHuI
• We have hosted public sessions on navigating to a post-COP26 solar punk future https://www.clubhouse.com/room/M16lD8RN

http://preventwildfire.world/

• The UN Office for Disaster Risk Reduction Private Sector Alliance for Disaster Resilient Societies (ARISE) [ https://www.ariseglobalnetwork.org/ ] thought so highly the events we organized that they asked us to co-develop with them (a) a toolkit for community-level wildfire net risk reduction, (b) social innovation opportunities in wildfire prevention public policy, and (3) systems integration pilots (with partners) for net risk reduction of wildfires.

We have established an MOU with https://www.ariseglobalnetwork.org/ and our CrowdDoing Wildfire Prevention effort to build systemic change toolkits during 2022, begin wildfire prevention pilots, and assist in improving public policy regarding wildfire prevention.

As a Human Resource Business Partner Volunteer at

CrowdDoing.World, there are a number of key responsibilities:

• Prepare or maintain volunteer records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
• Review volunteer applications and volunteer requests to match applicants with volunteer requirements.
• Inform volunteer applicants of details such as duties and responsibilities, the fact that roles for volunteers are not financially compensated, intrinsic benefits (see below), schedules, working conditions, or promotion opportunities.
• Select qualified volunteer applicants or refer them to managers, making hiring recommendations when appropriate.
• Schedule or conduct new volunteer orientations.
• Maintain and update human resources documents, such as organizational charts, volunteer handbooks or directories, or learning and development support forms.
• Confer with management to develop or implement personnel policies or procedures.
• Contact volunteer applicants to inform them of the status of their applications.
• Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
• Interview volunteer applicants to obtain information on work history, training, education, or volunteer skills.
• Perform searches for qualified volunteer candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, volunteer fairs, recruiting firms, or employee referrals.
• Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
• Analyze volunteer-related data and prepare required reports.
• Advise management on organizing, preparing, or implementing recruiting or retention programs.
• Develop or implement recruiting strategies to meet current or anticipated staffing needs.
• Conduct reference or background checks on volunteer applicants for leadership roles.
• Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
• Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
• Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.

Knowledge-

• Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
• Administrative - Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology.
• Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
• English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
• Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
• Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
• Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

Skills

• Speaking - Talking to others to convey information effectively.
• Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Reading Comprehension - Understanding written sentences and paragraphs in work-related documents.
• Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Writing - Communicating effectively in writing as appropriate for the needs of the audience.
• Service Orientation - Actively looking for ways to help people.
• Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
• Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
• Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
• Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
• Instructing - Teaching others how to do something.
• Coordination - Adjusting actions in relation to others' actions.
• Learning Strategies - Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
• Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
• Negotiation - Bringing others together and trying to reconcile differences.
• Time Management - Managing one's own time and the time of others.

Abilities-

• Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
• Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
• Written Comprehension - The ability to read and understand information and ideas presented in writing.
• Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.
• Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem.
• Speech Clarity - The ability to speak clearly so others can understand you.
• Speech Recognition - The ability to identify and understand the speech of another person.
• Written Expression - The ability to communicate information and ideas in writing so others will understand.
• Near Vision - The ability to see details at close range (within a few feet of the observer).
• Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
• Information Ordering - The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
• Category Flexibility - The ability to generate or use different sets of rules for combining or grouping things in different ways.

• Explain regulations, policies, or procedures.
• Administer personnel recruitment or hiring activities.
• Update knowledge of legal or regulatory environments.
• Administer compensation or benefits programs.
• Perform human resources activities.
• Evaluate personnel practices to ensure adherence to regulations.
• Maintain data in information systems or databases.
• Verify application data to determine program eligibility.
• Coordinate personnel recruitment activities.
• Develop training materials.
• Train personnel to enhance volunteer skills.
• Review license or permit applications.
• Discuss business strategies, practices, or policies with managers.
• Advise others on business or operational matters.
• Inform individuals or organizations of status or findings.
• Conduct eligibility or selection interviews.
• Train personnel on managerial topics.
• Evaluate effectiveness of personnel policies or practices.
• Prepare operational reports.
• Advise others on human resources topics.

• Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
• Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
• Social - Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.\

• Integrity - Volunteer role requires being honest and ethical.
• Cooperation - Volunteer role requires being pleasant with others on the volunteer and displaying a good-natured, cooperative attitude.
• Attention to Detail - Volunteer role requires being careful about detail and thorough in completing work tasks.
• Self-Control - Volunteer role requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
• Dependability - Volunteer role requires being reliable, responsible, and dependable, and fulfilling obligations.
• Adaptability/Flexibility - Volunteer role requires being open to change (positive or negative) and to considerable variety in the workplace.
• Stress Tolerance - Volunteer role requires accepting criticism and dealing calmly and effectively with high-stress situations.
• Concern for Others - Volunteer role requires being sensitive to others' needs and feelings and being understanding and helpful on the Volunteer role.
• Independence - Volunteer role requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
• Social Orientation -Volunteer role requires preferring to work with others rather than alone, and being personally connected with others on the Volunteer role .
• Analytical Thinking -Volunteer role requires analyzing information and using logic to address work-related issues and problems.
• Leadership -Volunteer role requires a willingness to lead, take charge, and offer opinions and direction.
• Initiative -Volunteer role requires a willingness to take on responsibilities and challenges.
• Persistence -Volunteer role requires persistence in the face of obstacles.
• Innovation -Volunteer role requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
• Achievement/Effort -Volunteer role requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.

Intrinsic benefits of volunteer participation-

https://generosityresearch.nd.edu/assets/13636/clary_snyder_volunteer_function_inventory_scale.pdf