The Department of the Interior's employees are a dedicated, diverse, and dynamic workforce. Many employees participate in and support employee-driven groups (Employee Organizations) that contribute to improved agency operations, personnel management, and employee effectiveness and engagement. This site is a resource for DOI employees seeking information about Employee Organizations (Civic & Networking Groups, Employee Resources Groups, Professional Associations). Explore the links below to learn about how to become a recognized group at DOI and find information about certified organizations.
Certification:
Personnel Bulletin 17-07 establishes Departmental policy and procedures for the recognition of non-labor employee organizations. Any Employee Organization seeking recognition must email the following information to the DOI Office of Human Capital (OHC) at DOI_Office_of_Human_Resources@ios.doi.gov:
Professional Development and Training for Employee Organizations
Any inquiries regarding professional development, training, or similar needs for new or existing employee organizations should be directed to DOICivilRights@ios.doi.gov.
| Type | Organization Name | POC | Purpose |
|---|---|---|---|
| CNG | BLM Great Basin Smokejumpers | Ryan Swartz (BLM) | To promote and maintain the social, recreational, economic, and general welfare of current and former Great Basin Smokejumper employees, their immediate families, and affiliate organizations. |
| CNG | Casa Grande Employees Association | Kelly Vandenburg (NPS) | To promote social, recreational and educational activities that build harmonious relations and a sense of community among NPS, Border Patrol, and San Vicente School employees. |
| CNG | Catoctin Mountain Park Employee Association | Chris Hey (NPS) | To organize, sponsor and support activities that build harmonious relations and build a sense of community amongst employees of Catoctin Mountain Park. |
| CNG | Dam Good Speakers Toastmasters | Jeannine Honey (USGS) | To provide a support and positive learning experience in which members are empowered to develop communication and leadership skills, resulting in greater self-confidence and personal growth |
| CNG | Denver Employees Area Office of Natural Resources Revenue (DEAONNR) | Carrie Anderson (ONRR) | To administer the social and recreational activities of the Denver Area Office of Natural Resources Revenue (DEAONRR) employees. |
| CNG | Denver Reclamation Employee's Association (DREA) | Bonnie Lehnerz (BOR) | To promote and maintain social, recreational and general welfare of Reclamation employees; fostering unity, cooperation, and friendship among Reclamation employees and their immediate families; cooperating with other organizations towards these objectives; and maintaining and advancing the public regard and respect for the personnel and activities of the US Bureau of Reclamation. |
| CNG | Glacier Employee Association (GEA)- NPS | Debby Smith (NPS) | The purpose of the Glacier Employee Association (GEA) is to foster goodwill, establish procedures for employee social events, and to provide appropriate remembrances for staff of Glacier National Park. |
| CNG | Interior Toastmasters Club | Renee Logan (BOEM) | |
| CNG | Katmai Employee Association (KEA) | Cathy Dalrymple (NPS) | Katmai Employee Association is organized exclusively to enhance the morale and welfare of current Katmai National Park and Preserve (KATM) employees by facilitating employee cohesion; planning and organizing social events; funding special occasion gifts for employees; funding recreational equipment; providing recreating fuel management for Katmai employees, volunteers, and immediate family of KATM employees at Brooks Camp and King Salmon. |
| CNG | Moab Employee Association (BLM) | Carrie Darcey (BLM) | To provide a source of funds for going away and retirement gifts, illness remembrance and other employee benefits such as an employee picnic and holiday dinner. |
| CNG | Montana Area Office Reclamation Employee's Association (MAO REA) | Stephanie Micek (BOR) | To foster unity and promote the social, recreational, and general welfare of Reclamation employees and their immediate families. |
| CNG | Natural Resource Stewardship and Science Fort Collins Employee Association (NRSS-FOCO) | Sara Melena (NPS) | To foster the spirit of fellowship, while encouraging high morale, among all employee, retirees, partners, and volunteers at the NRSS Fort Collins office. |
| CNG | Nebraska-Kansas Reclamation Employee's Association (NK-REA) | Catherine Griffin (BOR) | To foster unity and promote the social, recreational, and general welfare of Reclamation employees and their immediate families. |
| CNG | NOC Employee Association (NOCEA) | Melissa Hutchison (BLM) | |
| CNG | NPS Employee's Association- Pacific West Region - Seattle | Louise Richardson (NPS) | To organize, sponsor and support activities that build harmonious relations and build a sense of community amongst employees of the PWRO - Seattle, Klondike Gold Rush National Historical Park, Discover Your Northwest, and our partners. |
| CNG | Olympic Park Employee Association (OEA) | Kevan Keegan (NPS) | To foster the spirit of fellowship among the current and former staff of Olympic National Park, to honor them in times of celebration and support them in time of need, and to extend an arm of care to our surrounding communities. |
| CNG | Presidential Management Fellows Advisory Council (PMF-AC) | Nicholas Byrd (FWS) | To strengthen the profile of the PMF program and support fellows, past and present, throughout their careers at DOI. |
| CNG | San Francisco Area Employee Association | Kim Sykes (NPS) | The National Park Service Employee Association dba San Francisco Area Employee Association, a non-profit association under California state laws, is established to organize, sponsor, and support activities that build a sense of community among employees of the Interior Regions 8, 9, 10, and 12 – San Francisco Office. |
| CNG | Wyoming Area Office Reclamation Employee's Association (WREA) | Regis Michelena (BOR) | To further the social and economic welfare of current and former WYAO employees and their immediate families |
| ERG | Blacks for Opportunities in Leadership and Development (BOLD) ERG | Daniel Calloway | Our mission is to promote the recruitement, selection, advancement, and retention of Black/African American employees at the Department of the Interior. Blacks for Opportunities in Leadership and Development (BOLD) vision is to empower Black/African American employees as a community of excellence and resilience to identify triggers and overcome systemic barriers in all aspects of the employment lifecycle using a holistic approach to support the mission of the Department of the Interior. |
| ERG | Council for Indigenous Relevancy, Communication, Leadership & Excellence (CIRCLE) | Alisha Deegan (NPS) | Serves as an advisory body to DOI leadership. Provides recommendations and guidance regarding the development of action plans and initiatives designed to increase hiring and retention, and improve the visibility of DOI American Indian, Alaska Native and Native Hawaiian (AI/AN/NH) employees. Also functions as a service-wide resource for DOI managers to enhance and better understand national AI/AN/NH issues. |
| ERG | Disability Inclusion Network | Dawn Childs (USGS) | To cultivate an inclusive environment for all employees with disabilities who self-identify as being disabled. We will work to broaden our understanding and knowledge by sharing ideas, performing community service and networking as it relates to DOI. USGS and Science staff who have family members with disabilities and to assist the office of Diversity and Equal Opportunity by recruiting, developing and retaining qualified candidates with disabilities. |
| ERG | DOI Federal Asian Pacific American Council (FAPAC) | Martin J. Moore (USFWS) | To support DOI in addressing issues of interest to the DOI Asian American and Pacific Islander (AAPI) community and to foster professional development and networking among its members. |
| ERG | DOI National Association of Hispanic Employees (NAHE) | Isabel Long (OS) and Alfredo Aretxabaleta (USGS) |
To promote the mission of DOI and the bureaus within the Hispanic community; serve as a resource for all DOI employees and support the recruitment, retention and advancement of Hispanics within DOI. |
| ERG | DOI/USGS WISdom | Katherine Skalak (USGS) | To address the unique needs of women in the workforce, especially as it pertains to science, including employees, volunteers and interns. WISdom collaborates with other ERGs to advise USGS Senior Leadership on policies and practices that support its members, support and promote the visibility of women's issues and achievements, and enable USGS to support a work environment that is free of gender discrimination and sexual harassment. |
| ERG | DOI Vets | Jeff Martin (NPS) | To create a DOI-wide working environment supportive of Vets and understanding of skills and qualifications Vets bring to DOI. DOI Vets also connects Vets to DOI and other resources to assist Vets in becoming successful in achieving their career goals. |
| ERG | Employees for the Advancement of People with Disabilities (EAPWD) | Wyndeth Davis (NPS) Richard de la O (NPS) |
To serve as a catalyst for cultural change within NPS/DOI for present and potential employees with disabilities, their families, their supervisors and co-workers, allies and NPS managers. Strive for equity in opportunities for employees with disabilities to be recruited and hired, to improve and advance, and to fully participate in every facet of NPS life. We advise NPS senior leadership on policies and practices that support employees, emphasize the issues we have in comment, and advocate for awareness and an inclusive, respectful and positive environment. |
| ERG |
FWS BIPOC |
Cheyenne Owens Cheyenne_owens@fws.gov Mikaela Oles Mikaela_Oles@fws.gov |
To promote solidarity and support among BIPOC employees and allies; in order to harness our collective strengths toward creating positive, lasting change that advances justice, equity, diversity, inclusion, and accessibility within the U.S. Fish and Wildlife Service; while inspiring our allies to work alongside us to advance our goals and remove barriers to success within their scope of influence. |
| ERG | FWS People with Disabilities | Amanda Swaller (USFWS) | To create a community of People with disabilities and Allies united as equal contributors to the accomplishments and successes within the US Fish and Wildlife Service and Department of the Interior. To create a barrier-free workspace by promoting attitudinal changes, removal of ableist thinking, and the understanding that disabilities are not obstacles but a part of humanity. The Disability community, our community, represents thousands of disabilities, and no one disability affects two people in the same way. Every life experience is necessary to tell the complete story. This group is for everyone. This Community welcomes people from every identity, every race, nationality, religion, sexuality, and gender. The disability community has a powerful moto, "Nothing for us, without us." Which means all of us. |
| ERG | FWS Pride | FWS_Pride_ERG@fws.gov | To foster and cultivate a safe, welcoming, open, and inclusive environment for LGBTQ+ employees, visitors, volunteers, interns, contractors, retirees, partners, and allies within and across the US Fish & Wildlife Service. |
| ERG | FWS Veterans | Matthew (Matt) Warren (FWS) | The FWS Vets ERG mission is to help integrate the experience, values, and knowledge of Veterans and service members; to serve as a resource to positively influence the work environment; to promote professional, equal, and fair treatment; and share and promote cultural differences and similarities for all Veterans. To assist in cultivating an inclusive and high-performing workforce that empowers all FWS Veterans and increases the appreciation of skills and qualifications Veterans bring to the FWS. The FWS Vets ERG will be a strategic partner with the Department of Interior (DOI)-Veterans ERG in promoting a culture of diversity and inclusion through continual learning, employee development, and employee engagement. |
| ERG | FWS Women's+ (FWS W+) | Ann Froschauer & Kim S. Turner (FWS) | To create and sustain meaningful connections, a community of support, and resources to address challenges for women and allies within the USFWS. This ERG will strive to increase the visibility of women by cultivating an environment that amplifies women's voices, champions professional and personal growth, creates a safe space for members to engage in dialogue about challenging topics, and fosters experiences in which all women can thrive. The FWS W+ will work with leadership to combat harassment and discrimination in all forms and remove barriers to an inclusive, diverse, and equitable workplace. Our vision is to achieve a workplace culture across the USFWS that welcomes, supports, empowers, promotes, includes, and increases the visibility of all women in all programs within the USFWS. The FWS W+ is open to all USFWS employees who would benefit from being a part of a women-centered space and/or who are committed to supporting and learning more about women-centered issues. The "+" in the FWS Women's+ ERG name is meant to relay the thoughtful, intentional inclusion and welcoming of all people to the ERG. |
| ERG | Hispanic Organization on Relevancy, Advising, Leadership and Excellence (HORALE) | Angie Alvino (NPS) | Serves as an advisory body to DOI leadership. Provides recommendations and guidance regarding the development of action plans and initiatives designed to increase hiring and retention, and improve the visibility of DOI Hispanic/Latino employees. Also functions as a service-wide resource for DOI managers to enhance and better understand national Latino issues. Hispanic Heritage Month |
| ERG | LGBTQ+ (NPS) | To champion a National Park Service/DOI culture that is inclusive and participatory, which values the diverse ideas, experience, and backgrounds of every individual, and empowers an innovative, flexible, and resilient NPS to engage the opportunities and challenges of the future. Provide the LGBTQ workforce and visitors a sense of community and belonging, enhance visibility of the LGBTQ workforce and history in the national park system, advise the agency on LGBTQ topics and opportunities to include positive change, and empower employees and provide resources for their professional development. | |
| ERG | NPS Asian American Pacific Islander Employee Resource Group (AAPI ERG) | Brenda Ling (NPS) |
The NPS Asian American and Pacific Islander (AAPI) ERG serves the agency and its employees by addressing the unique needs of AAPI employees, volunteers, interns, and visitors. In keeping with the agency's goals to increase relevancy, diversity, and inclusion, the AAPI ERG collaborates with other NPS ERGs to advise NPS senior leadership on policies and practices that support its members. The AAPI ERG works to enhance the visibility of AAPI history in the national park system. The AAPI ERG serves its membership through activities that connect members, support their career goals, foster community, and cultivate a culture of inclusion. |
| ERG | Professional Latinos (USGS) | Noelia Garcia (USGS) | To educate and promote diversity of the Latino roots, build a professional work environment, create a support network for community involvement and inclusion of its members. |
| ERG | Southeast Vets | Scott Lamont (FWS) | To develop and foster a network that supports Veterans and their families while working to make the Service a Veteran employer of choice. Provide recommendations regarding the development of action plans and initiatives to increase hiring and retention and improve the visibility of Veteran employees by highlighting the unique skills and qualifications Veteran employees bring to the Service. Assists in fostering an environment supportive of Veteran employees that contributes to professional development and employee success, while educating managers about issues of interest to Veterans and their families. |
| ERG | U.S. Geological Survey Black USGS Science Staff (BUSS) | Bernard E. Hubbart and York Q. Rushin (USGS) | To cultivate an inclusive environment for all employees who self-identify as Black Americans, African American, West Indian or of African descent. Work to highlight and celebrate the contributions past and present of African Diaspora as it relates to DOI, USGS and Science. To positively influence the environment, ensure professional, equal and fair treatment, share and promote cultural differences and similarities for all employees of African descent. Assist in cultivating and inclusive and high-performing workforce that empowers all of its members and understand of skills and qualifications people of African descent bring to USGS and DOI. |
| ERG | USGS Pride ERG | James Mosley (USGS) | To positively influence the environment, to ensure professional, equal and fair treatment, share and promote culture differences and similarities for all employees who identify themselves as LGBTQ. To assistant in cultivating an inclusive and high-performing workforce that empowers all of its LGBTQ employees and understanding of skills and qualifications that they bring to USGS and DOI. |
| ERG | USGS Vets | Frederick Harris (USGS) | To positively influence the environment; to ensure professional, equal, and fair treatment; and to share and promote culture differences and similarities for all Veterans. To assist in cultivating an inclusive and high-performing workforce that empowers all of its Veterans and understanding of skills and qualifications that Veterans bring to USGS and DOI. |
| ERG | Women's Employee Resource Group (W-ERG) | Megan O'Malley (NPS) | The Women’s Employee Resource Group (W-ERG) exists to support and empower women and NPS employees of all genders. The group works with employees and NPS leadership to identify and dismantle systemic gender bias within the NPS through education and advocacy. Recognizing the intersectional nature of identity, the W-ERG collaborates with other ERGs and non-NPS resources in support of workplace equity. |
| PA | Early Career Scientists Network (ECSN) | Laurie Hall (USGS) | To positively influence the environment, to ensure professional, equal and fair treatment, share and promote culture differences and similarities for all ECSN. To assist in cultivating an inclusive and high-performing workforce that empowers all of its ECSN members and understanding of skills and qualifications that Early Careers Scientists bring to USGS and DOI. |