1. Distance Education and Active Learning -One Approach to Support Succession Planning Aram Attarian, Ph.D North Carolina State University Department of Parks, Recreation and Tourism Management Raleigh, NC

2. Introduction One of the many challenges facing todays state park systems is its aging work force. How will the knowledge, experience, and institutional memory be retained? What skills and knowledge will new state park managers need to meet the demands of their new jobs? Innovation in Training

3. Succession Planning A systematic process of developing individuals to fill an organizations key roles (Harrison, McKinnon & Terry, 2006)

4. Training Component to Succession Planning National Association of State Park Directors (NASPD) developed a set of nine competencies for new state park managers to: gain an in-depth understanding of the primary competencies required to manage a state park, develop an awareness of the traditions, trends, and future challenges associated with managing a state park, and develop a network for the ongoing exchange of knowledge, ideas, information, and experiences.

5. SPLS Goals Understand the core competencies needed to manage a state park. Facilitate the development of professional park leadership. Provide a medium for the exchange of knowledge, ideas, information, and experiences. Strengthen participants awareness of emerging issues while respecting the traditions of the profession. Develop a leadership pool qualified for leadership succession at the park manager and system administration level.

6. Sponsors National Association of State Park Directors North Carolina State University Department of Parks, Recreation & Tourism Management, Raleigh, NC North Carolina State University Office of Professional Development Oglebay Resort & Conference Center, Wheeling, WV

7. The Process NASPD focus group creates a set of competencies. RFP - Creates an approach and partnership with NCSU. NCSU designs a 2-year, two-part training program Distance Education (DE) On-site (active learning) NASPD Leadership creates a BOR for a State Park Leadership School

8. Competencies Establishing identity/traditions Conservation/preservation Customer service Planning Trends and future challenges Ethics Resource planning models Inventory process systems GIS as a management tool Stewardship Environmental impact statements Ecosystem management Trails Monitoring Visitor Needs and Marketing Law Enforcement Programming / Visitor Services Practices / Special User practices Trails Monitoring Visitor Needs and Marketing Law Enforcement Programming / Visitor Services Practices / Special User practices Values and Management of Interpretation and Education Programs Friends Groups / Volunteers / Partnerships / Networking Media User Groups / User Conflicts Government Relationships Budget/fiscal Values and Management of Interpretation and Education Programs Procurement Revenue and Business Planning and Entrepreneurial trends Marketing Contract management Project management practices Time Management / Delegation Laws and regulations Site safety and risk management Maintenance planning/budget Employee relations Recruitment/retention and succession management Multi-cultural management Conflict resolution/Problem Solving/decision making Team building

9. The Program BOR members develop courses following a template created by the School Director. DE program developed using authorGEN software and made available to students on compact disk. The 3-day On-Site program utilized a variety of active learning techniques (i.e., case studies, roundtable, small group exercises, panel discussions)

10. The DE Program Advantages Accessibility No waste of time or other resources commuting Flexibility to study in any location Self-paced learning Quickly browse materials already mastered Flexibility for those with irregular work schedules Accessibility for those with restricted mobility Disadvantages Technology issues Advance planning required May be hidden costs involved Does not offer immediate feedback Distance learning may not be acknowledged by all employers Does not give students the opportunity to work on oral communication skills

11. Benefits of On-Site Program (Active-Learning) Provides opportunities for higher order thinking. Opportunities for networking Increases student retention and limits anxiety Permits opportunities to connect content to real life Builds self-esteem in students Improvement of social interaction skills, Creates a sense of community Encourages alternative forms of assessment. Encourages innovation in both teaching and student involvement

12. Disadvantages of Active Learning Cost Not enough time for AL exercises Cant cover as much material Requires advanced planning. Presenter may be unfamiliar with delivery techniques or approaches Lack of resources

13. Conclusions Successful First Year Beginning second year New cohort What we learned On-going research

14. ? Questions ?