IPRA Today
Illinois Park and Recreation
|
NEWS YOU CAN USE
The Current Status of Mentoring and Diversity Among Illinois Park and Recreation Agencies
The parks and recreation field is regularly tasked with providing a diverse array of programming opportunities for their constituency. This diversity extends beyond recreational programming and impacts the staff composition of organizations. A recent survey of IPRA member organizations was conducted to identify key mentoring and diversity efforts taking place throughout the state. This article provides a snapshot of staff and programming inclusiveness as indicated by the responding agencies. Several areas of opportunities to enhance diversity and mentoring opportunities within agencies were identified for further discussion. Findings in this report are organized into three sections: Mentoring, Demographics, and Opportunities. Mentoring Respondents were initially asked to define the term mentorship. There did not appear to be a universal definition of this term or how it was practiced. Commonly stated words or phrases associated with mentorship included: professional, providing knowledge, and guiding development. Recreation agencies may find it beneficial to actively discuss what mentorship means to them professionally, personally and for their agency. Such discussions can guide the agency’s hiring practices and trainings. This may also contribute to establishing an inclusive environment through engaging in more efficient strategic planning and training. These discussions at the agency level as well as statewide forums may also contribute to establishing consistent mentoring practices across Illinois parks and recreation agencies. As a start, IPRA recently launched the Pro-Connect mentorship program aimed at providing a unique and multi-tiered approach to mentoring. This program is designed to group multiple levels of professionals together (early, mid-level, and seasoned/retired professionals) in a mentoring team. Each team member can then benefit from the shared knowledge of the professionals comprising each mentoring team, which then could be used to promote their organization’s goals. Demographics According to the 2012 Census, women accounted for 50.9% of Illinois’ population. Seventy-eight percent (77.8%) of the population was White, 16.3% was Hispanic/Latino, and 14.8% was Black. Individuals identified as Asian accounted for five percent of the state, and American Indian and Alaska Natives accounted for less than one percent (0.6%). This study showed a majority (86%) of Illinois parks and recreation staff members identified as White while only 14% of staff members indicated a race other than White. This demographic does suggest a discrepancy between the population of non-White Illinois residents (22%) and those employed within the field of parks and recreation in this state. The difference was greater at the levels of Board of Directors/Administrative Manager (8.6%) and Supervisory/Entry-Level Manager (6.8%). Across all levels, women comprised 49.4% of responding agencies’ staff. However, at the level of Board of Directors/Administrative Manager, women occupied 32.3% of the positions indicated. Thus, we see a divide between the demographics of the state of Illinois and parks and recreation agencies staff composition, which suggest an unequal representation of the populace employed in parks and recreation. Opportunities The report finds three major areas of opportunities: • Development of Systemic Mentoring A comprehensive mentoring plan prepares individuals to fulfill their current duties as well as preparation for future administrative positions. Implementing such practices systemically benefits the entire recreation profession because current practices suggest that training might not be as focused and efficient as it could be. Pro-Connect is a good start to begin this mentorship discussion on a statewide level, but the discussion must also occur within each organization. • Comprehensive Cultural Competency Training Providing continued diversity training for full-time and part-time staff is important for establishing a welcome and inclusive organizational environment. Cultural competency training not only communicates terminology and laws, but also helps staff develop an appreciation of the similarities/differences among individuals. This will help to ensure all constituents visiting our recreation facilities feel welcomed and are encouraged to return in the future. • Recruitment of Minority Recreation Majors A systematic effort should be made to actively recruit students, particularly women and individuals of color, into undergraduate recreation programs. For instance, park and recreation agencies may consider conducting seminars for high school students or actively participate in area high school career fairs. This type of engagement with high school and college populations can highlight the wide range of career opportunities available within the recreation field. Limitations/Conclusion The report analyses did have some limitations. Specifically, a total of 238 recreation agencies were contacted to participate in the study with 54 submitted responses creating a response rate of 22.7%. The response rate is within the acceptable parameters for an online data collection method, yet findings from this project are not generalizable to the entire State of Illinois due to the number of responses. In conclusion, we discussed the current status of mentorship and staff demographics among Illinois parks and recreation agencies. Three key opportunities were noted including establishing systemic mentoring programs, cultural competency trainings, and the recruitment of minority recreation majors. Demographics nationwide are changing and the agencies are urged to change as well to stay relevant. The utilization of this snapshot analysis can help agencies to be better prepared to serve the growing and changing needs of their community. Submitted by: Augustus Hallmon University of Illinois at Urbana-Champaign Department of Recreation, Sports, and Tourism Graduate Student Office of Recreation and Park Resources Graduate Assistant hallmon@illinois.edu PROFESSIONAL DEVELOPMENT
Registration: $30 IPRA Member / $60 Non Member (includes lunch)
Registration Deadline: December 1st Speakers: Mike Selep & Matt Fairbanks Description: The CPRP Preparation Course is a review and discussion of the national Certified Park and Recreation Professional Certification test. Certification Examination Details: The national CPRP examination is designed to assess the core knowledge of job-related tasks common to entry-level professionals in the field of parks and recreation. The test is based on the results of a job analysis, and the content outline is a reflection of the role of hundreds of recreation and park professionals. Each year’s examination exactly matches the content outline, and all test questions have been unanimously approved by a committee of subject matter experts. Exam Content 1. Sample questions to familiarize you with the exam structure and computerized testing (not scored) 2. 150 test questions, including 125 upon which your score will be based, and 25 randomly inserted questions that will not be scored, but are being validated for possible future exam use 3. Content areas include finance (11%), human resources(23%), programming (33%) and operations(33%) Passing Score for the Exam Passing scores are re-evaluated annually and are based on how difficult that year’s test is determined to be by subject matter experts. This means that the number of correct answers needed to pass may vary slightly from year to year; the number of correct answers to pass the test over recent years has generally been within a few points of 85 (out of 125 questions). Test results are provided to you on-site. You will receive a separate score per content area, and a total score; you will not be provided individual question results. Click here to register CONFERENCE
JOB OPPORTUNITIES
Here are some of our latest job posts - to view the complete listing, click here!
SECTION/COMMITTEE INFO
IGFOA membership includes weekly email newsletter, weekly jobline newsletter, the on-line Membership Directory, access to the Members Information Exchange, exchange of documents used by government finance professionals in the Resource Center, the Financial Services Directory, discounted seminar and conference fees, chapter membership, advocacy on financial and technical issues of importance to IGFOA members, numerous opportunities for professional skill building and networking and a resource for information on hot topics.
Learning Objective: Learn about how membership in IGFOA can benefit a Business Manager. Learning Objective: Learn about the Distinguished Budget Presentation Awards Program and how the submitted budgets are reviewed and judged. Speaker Name(s): Marianne Shank Marianne Shank is the Executive Director of the Illinois Government Finance Officers Association. She has led IGFOA since 1995 and is involved in developing training programs, publishing newsletters, supporting chapters, managing web-based resources, and membership support. Prior to that, Marianne worked in a variety of local governments including the Franklin County Ohio MetroParks, Ohio EPA, City of Springfield Ohio, City of Corvallis Oregon, and City of Oakbrook Terrace, Illinois. She taught public finance courses for the Illinois Institute of Technology Public Administration program and the University of Illinois at Chicago Executive MBA Asia Program. She is a member of the national GFOA, Association Forum and American Society of Association Executives. Click here to register Monthly Meeting for the School Age/Day Camp Committee.
Lunch will be provided, however, please bring cash to cover for the cost of food Registration Deadline: Dec 16, 2014 Learning Outcome: Provide information and education on school-age programming, and our monthly meetings are time to share ideas and information. Learning Outcome: Discussion Topic - Staff Planning Click here to register In addition, the meeting will feature a presentation from Kevin Casey, Director of the Illinois Department of Human Services, Division of Developmental Disabilities. His department provides leadership for the effective management of the design and delivery of quality outcome-based, person-centered services and supports for individuals who have developmental disabilities throughout the state of Illinois. Director Casey will provide insights regarding the current process of how individuals with developmental disabilities are able to receive services as well as upcoming changes to the process. In addition, Director Casey will discuss challenges and obstacles to being able to provide all necessary services to the growing number in need throughout the state of Illinois.
Event Start Time: 9:00a.m. Event End Time: 11:30a.m. Registration Deadline: 2/20/2015 CEUs: 0.1 Learning Outcome: Learning Outcome 1: Gain an understanding of the role of the Illinois Department of Human Services, Division of Developmental Disabilities, in regards to providing services to individuals with disabilities throughout the state of Illinois. Learning Outcome: Learning Outcome 2: Gain an understanding of current and changes to processes as well as obstacles and challenges involved in establishing services for individuals with developmental disabilities in the state of Illinois. Speaker Name: Kevin Casey, Director of the Illinois Department of Human Services, Division of Developmental Disabilities Click here to register RESOURCES/SURVEYS
An IPRA Member is looking for examples of joint partnership agreements between park and school districts for the construction , operation, maintenance and use of facilities jointly built on either one of the partners property. All examples of agreements, plans, letters of understanding, etc. can be emailed to John Wilson at jwilson@lanoakparkdistrict.org.
COMMUNITY CALENDAR
|
