Defining Roles, Refining Programs

Scenario 1:
Your outdoor program operates with two leaders per group.  It’s day one of the trip; the gear and participants are loaded in the vehicle and secured.  Everyone is excited to get into the field and start.  The trip is finally underway.  Who checked the oil in the vehicle?  The tires?  Trailer attached correctly?

Scenario 2:
The Director sends a trainee into the field with a lead guide.  They've never met before this day.  What is the responsibility if any for the lead guide to train the trainee?  Is mentorship part of the programs culture?

Scenario 3: 

The “on-call” employee receives a call.  It’s the first emergency of the season and requires knowledge beyond this employee.  What is the next step?  What is the system set in place?

Sometimes all of the details of running a program or a trip can be overwhelming.  OSI sees a strong trend in performance and safety among organizations, which clearly define roles among all of its employees.  It seems especially important within organizations with frequent staff turnover, seasonal employees, and employees newer to the workforce.  Having defined roles promotes a clear sense of responsibility and expectation allowing for direct feedback regarding staff strengths and deficiencies. It also promotes a training progression and structure for exploring development of employees.  These details can inform necessary staff training and risk management concerns.  Check out this "Sample Leader Role description” below.`