State Worker (STW) Training Guide 2021 - Michigan Department of Natural Resources Parks and Recreation Division - Michigan ...
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State Worker (STW)
Training Guide
2021
Michigan Department of Natural Resources
Parks and Recreation Division
MICHIGAN DEPARTMENT OF NATURAL RESOURCES
MISSION STATEMENT
“The Department of Natural Resources is committed to the conservation,
protection, management, use and enjoyment of the state’s natural
and cultural resources for current and future generations.”
MICHIGAN DNR PARKS AND RECREATION DIVISION
MISSION STATEMENT
The Parks and Recreation Division’s mission is to acquire, protect, and preserve the
natural and cultural features of Michigan’s unique resources, and to provide access to
land and water based public recreation and educational opportunities.
The Michigan Department of Natural Resources provides equal opportunities for employment
and access to Michigan's natural resources. Both State and Federal laws prohibit discrimination
on the basis of race, color, national origin, religion, disability, age, sex, height, weight or marital
status under the U.S. Civil Rights Acts of 1964 as amended, 1976 MI PA 453, 1976 MI PA 220,
Title V of the Rehabilitation Act of 1973 as amended, and the 1990 Americans with Disabilities
Act, as amended.
If you believe that you have been discriminated against in any program, activity, or facility, or if
you desire additional information, please write: Human Resources, Michigan Department of
Natural Resources, PO Box 30028, Lansing MI 48909-7528, or Michigan Department of Civil
Rights, Cadillac Place, 3054 West Grand Blvd, Suite 3-600, Detroit, MI 48202, or Division of
Federal Assistance, U.S. Fish and Wildlife Service, 4401 North Fairfax Drive, Mail Stop MBSP-
4020, Arlington, VA 22203
For information or assistance on this publication, contact the Parks and Recreation Division,
Michigan Department of Natural Resources, P.O. Box 30257 Lansing, MI 48909.
This publication is available in alternative formats upon request.
ii
TABLE OF CONTENTS
WELCOME TO THE TEAM! ............................................................................................... 1
EMPLOYEE CONDUCT .................................................................................................... 2
I. PROPER EMPLOYEE CONDUCT ............................................................................... 2
II. PROHIBITED DISCRIMINATION AND SEXUAL HARASSMENT ...................................... 3
III. VIOLENCE IN THE WORKPLACE............................................................................... 3
IV. DISCIPLINARY ACTION ........................................................................................... 4
V. STANDARDS OF PERSONAL APPEARANCE .............................................................. 4
VI. UNIFORMS ............................................................................................................. 5
VII. SMOKING............................................................................................................... 5
VIII. WORK RULES ........................................................................................................ 5
FACILITY ORIENTATION .................................................................................................. 9
I. AMENITIES............................................................................................................. 9
II. NATURAL FEATURES ............................................................................................. 9
III. PROGRAMS AND SERVICES .................................................................................... 9
A. INTERPRETATION/OUTDOOR EXPLORER ................................................................. 9
B. PROGRAM INITIATIVES ......................................................................................... 10
C. VOLUNTEER PROGRAMS ...................................................................................... 11
D. CAMPGROUND HOST PROGRAM ........................................................................... 11
E. STEWARDSHIP PROGRAM .................................................................................... 12
F. MICHIGAN CIVILIAN CONSERVATION CORPS PROGRAM......................................... 13
IV. EMPLOYMENT PARTNERSHIPS .............................................................................. 13
V. INMATE WORK CREWS......................................................................................... 13
VI. FRIENDS GROUPS ................................................................................................ 14
VII. FOCUSED INTEREST GROUPS ............................................................................... 14
EMPLOYEE TIME AND ATTENDANCE ............................................................................. 15
iii
I. TIME AND ATTENDANCE ....................................................................................... 15
II. TIME & ATTENDANCE INSTRUCTIONS .................................................................... 15
III. DNR WEB SITES - INTRANET AND INTERNET ........................................................ 17
IV. WORK SCHEDULES .............................................................................................. 17
V. WAGES AND BENEFITS ........................................................................................ 18
VI. UNIONS ............................................................................................................... 18
VII. SUPPLEMENTAL EMPLOYMENT ............................................................................. 18
FEE COLLECTION......................................................................................................... 20
I. VEHICLES REQUIRING PASSPORTS FOR ENTRY .................................................... 20
II. MICHIGAN RESIDENT RECREATION PASSPORT –SECRETARY OF STATE PURCHASED
($12.00) ............................................................................................................. 21
III. MICHIGAN RESIDENT RECREATION PASSPORT – PARK PURCHASED ($17.00)....... 21
IV. CONVENIENCE FEE .............................................................................................. 22
V. NON-RESIDENT RECREATION PASSPORT ($34.00 EACH) ...................................... 22
VI. RESIDENT DAILY PERMITS (NO LONGER AVAILABLE) ............................................. 22
VII. NON-RESIDENT DAILY PASSPORT ($9.00 EACH) .................................................. 23
VIII. TOWED VEHICLE DUPLICATE PASSPORT (NON-RESIDENTS ONLY) ........................ 23
IX. COMMERCIAL MOTOR COACH/VAN PASSPORTS ($17.00 EACH) ........................... 23
X. THESE GOODS ARE GOOD FOR MICHIGAN ............................................................ 24
XI. OFFICIAL BUSINESS PERMITS .............................................................................. 24
XII. PARK AND RECREATION CAMPER VEHICLE PASSES ............................................. 25
XIII. PRIORITY SLIPS ................................................................................................... 25
XIV. PARK AND RECREATION SELF-REGISTRATION PASSPORT SYSTEM ....................... 25
XV. REPORTING FUNDS RECEIVED IN SELF-REGISTRATION ENVELOPES ...................... 26
XVI. VIOLATION NOTICES ............................................................................................ 26
XVII. ............REDEEMING VIOLATION NOTICES .............................................................. 26
XVIII. ...........BOATING ACCESS SITES REQUIRING A USE FEE ........................................ 27
iv
XIX. HARBOR & LOCK FEES ........................................................................................ 27
XX. PERMIT AND MONEY ACCOUNTABILITY ................................................................. 27
XXI. PCI/CREDIT CARDS ............................................................................................. 29
PUBLIC CONTACT ........................................................................................................ 30
I. WE’RE CREATING LIFELONG MEMORIES… ........................................................... 30
II. DIRECT COMMUNICATION ..................................................................................... 31
III. INDIRECT COMMUNICATIONS ................................................................................ 33
IV. GUEST SERVICE RECOVERY PROCESS ................................................................. 36
V. 10 POINT BREAKDOWN ........................................................................................ 37
RULE COMPLIANCE/PEOPLE CONTROL ........................................................................ 39
I. LAW ENFORCEMENT IS RELATED TO OUR MISSION ............................................... 39
II. RULE COMPLIANCE IS IMPORTANT........................................................................ 39
III. BE COURTEOUS .................................................................................................. 39
IV. GET THE FACTS ................................................................................................... 39
V. ASK FOR ASSISTANCE ......................................................................................... 40
VI. YOUR AUTHORITY HAS LIMITATIONS ..................................................................... 40
VII. OFFICERS HAVE INCREASED AUTHORITY.............................................................. 40
VIII. RANGERS ARE PEACE KEEPERS .......................................................................... 40
IX. INCIDENT REPORT (R3003E) ............................................................................... 40
EFFECTIVE COMMUNICATION........................................................................................ 46
I. NOTEBOOKS AND INVOICES.................................................................................. 46
II. BULLETIN BOARDS .............................................................................................. 46
III. CONCIERGE BOOKS ............................................................................................. 46
IV. TELEPHONE ......................................................................................................... 47
V. RADIO OPERATION .............................................................................................. 48
A. TYPES OF RADIOS ............................................................................................... 48
v
B. RADIO CALL NUMBERS ........................................................................................ 50
C. RADIO CARE AND CAUTIONS: .............................................................................. 51
D. OTHER RADIO DESIGNATIONS:............................................................................. 52
E. PRIORITY MESSAGES:.......................................................................................... 52
F. RADIO ETIQUETTE AND TIPS ................................................................................ 52
STATE OWNED VEHICLE USE ....................................................................................... 54
I. BEFORE OPERATING A STATE-OWNED VEHICLE ................................................... 54
II. SAFE VEHICLE OPERATION.................................................................................... 54
III. WHEN LEAVING A STATE-OWNED VEHICLE .......................................................... 54
IV. OTHER POINTS TO BE AWARE OF.......................................................................... 55
V. MOTOR VEHICLE DAMAGE REPORT ...................................................................... 55
VI. POWERED INDUSTRIAL TRUCKS ............................................................................ 57
EMPLOYEE SAFETY ..................................................................................................... 58
I. SAFETY AWARENESS ........................................................................................... 58
II. HAZARDS ............................................................................................................ 59
III. CONFINED SPACES .............................................................................................. 59
IV. HAZARD COMMUNICATION OR RIGHT-TO-KNOW ................................................... 59
V. LOCK-OUT PROCEDURES FOR POWER EQUIPMENT .............................................. 61
VI. BLOODBORNE INFECTIOUS DISEASES................................................................... 62
VII. PERSONAL PROTECTIVE EQUIPMENT.................................................................... 63
VIII. EMPLOYEE ACCIDENT REPORT (R7200) .............................................................. 64
IX. INSTRUCTION ON LADDER USE ......................................................................... 65
X. INSTRUCTIONS ON LIFTING AND CARRYING ........................................................... 66
XI. FIRE EXTINGUISHERS ........................................................................................... 66
XII. HANDLING ELECTRICAL EQUIPMENT..................................................................... 66
XIII. DEFECTIVE EQUIPMENT ....................................................................................... 66
vi
EMERGENCY RESPONSE ............................................................................................... 67
I. SITE EMERGENCY PLAN ....................................................................................... 67
II. JUMPSHEETS ....................................................................................................... 67
FACILITY MANAGEMENT ............................................................................................... 68
I. BEACH EQUIPMENT AND EMERGENCY PLAN ......................................................... 68
II. BEACH CONTROL AND RULES .............................................................................. 68
III. LOST AND FOUND ................................................................................................ 69
BUILDING MAINTENANCE ............................................................................................. 70
I. TOILET BUILDING MAINTENANCE .......................................................................... 70
GROUNDS MAINTENANCE ............................................................................................ 72
I. EQUIPMENT TRAINING .......................................................................................... 72
II. OPERATION OF MOTORIZED EQUIPMENT............................................................... 72
III. EQUIPMENT UPKEEP AND REPAIR ........................................................................ 73
IV. MOWING AND TRIMMING....................................................................................... 73
V. TOOLS AND TOOL USE......................................................................................... 73
VI. DEFECTIVE EQUIPMENT ........................................................................................ 74
viiWELCOME TO THE TEAM!
Welcome to our wonderful DNR Parks and Recreation TEAM to those returning and to the many
joining for the first time.
All indications point to the 2021 season being very busy as visitation to outdoor destinations
continues to rise. Camping and lodging reservations are up 30% and people are seeking the
outdoors to enjoy all the opportunities that our great parks, trails, boating destinations, and
associated facilities provide.
The COVID-19 challenge continues; however, it is imperative that we implement and maintain
solid controls and procedures to ensure a safe work environment for all employees. We remain
optimistic that this situation will improve and enable us to return to a more normal way of work life
in the future.
The state’s park and recreation system remains relevant to residents and visitors. It is critical that
everyone stays focused on our visitors and the high value they place on a clean and safe
atmosphere.
Last year, despite COVID-19 dynamics and restrictions, we experienced a 25% jump in visitor
attendance, bringing our estimated visitation from 28 million visitors in 2019 to nearly 35 million
visitors in 2020 in state parks alone. These numbers, however, did not reflect visitation to trails
and boating facilities.
Many top 10 tourist destinations in Michigan are state parks! Your service as a State Worker 4 is
critical to our success in providing a quality atmosphere our visitors have come to expect.
We hope you will embrace this opportunity by jumping in as a valued TEAM member and
delivering great customer service. Be sure to learn your job, ask questions and offer your
suggestions. COMMUNICATION is crucial to everyone’s success!
We are proud you chose the to spend with the warmer months working as part of our staff, and we
hope you have a worthy experience. Always focus upon “why” we have a state park and
recreation system. Simply stated: Our system provides an atmosphere where all of our visitors
can experience “lifelong memories.” We therefore hope your personal experience will be just that
for you!
Thank you for your service.
Sincerely,
Ronald A. Olson, Chief
DNR Parks and Recreation Division
1EMPLOYEE CONDUCT
The respect and admiration of Parks and Recreation Division employees must be earned and
maintained on a continuous basis. What you do as an individual is magnified when working as part
of a team. Who you are and what you do really does count!
I. PROPER EMPLOYEE CONDUCT
A. Use your smile!
Greet our visitors and your fellow workers promptly and with a smile. Frowns can
raise barriers that may never break down.
B. Give everyone your undivided attention.
Being a good listener will help you. Being interested and attentive will help you
gain respect.
C. Forgo personal electronic equipment.
Personal electronic equipment (cell phone, iPod, MP3 player, individual ear buds,
disc player, radio, or any personal electronic game device, etc.) is not approved for
use in the workplace. If personal electronic equipment is used during the
employee’s off-duty time (lunch), it shall be out of view of park guests.
D. Never argue.
Discuss matters in a normal voice. Do not shout even if the other person is. Speak
clearly so people understand you.
E. Never jump to conclusions.
Get the facts and think them through before you decide what to do.
F. Don't be afraid to say, "I don't know."
Never guess. When you don’t know, say so. Help find the answer and be sure to
get back to the visitor with an answer.
G. Set a good example.
Be aware that anyone may be watching what you do, on and off duty.
H. Use tact in refusing requests you cannot grant.
Never say "You can't do it." Explain the reason why and suggest an alternative, if
possible.
I. Do not criticize the operations in public.
This only confuses the public and serves no constructive purpose. More often than
not, the person listening to you loses confidence and respect in you as a
Department employee. Your supervisor will want to know of your constructive
thoughts.
J. Accept public complaints and criticism constructively.
Do not be defensive. Try to understand and help with the problem or explain the
rule to the best of your ability. A problem that an employee is not able to handle
should be referred to the supervisor. Rules must be followed and at times an
employee must be firm.
K. Be helpful. Your job is public service.
Remember, you are delivering a service to the public they have already paid for.
L. Do not become involved personally with park visitors in any way that could
compromise your position.
Each park visitor should be treated equally. Keep in mind you are being watched
and observed by other visitors at all times.
2M. Never accept "tips" or "gifts" no matter how small or how well intended.
Accepting coffee from a camper or picnicker looks bad to other visitors and can be
embarrassing to you later should you need to take corrective action with that
person.
N. Do not visit campers and other users.
Interact with campers and guests as duty requires. Under no circumstances enter
a tent, trailer, or car to visit.
O. No smoking.
Do not smoke while engaged in conversation with a park visitor. Smoking is
prohibited in and within 25 feet of state buildings and in all state-owned vehicles.
You may smoke on your breaks and lunch in a location that is out of direct view of
the public.
P. Maintain a neat and clean uniform.
Uniforms are to be worn properly and only while on duty. A professional
appearance and good posture will help you gain respect.
Q. Do not engage in harassment.
Harassment of the public or fellow employees will not be tolerated. Any action that
demeans or degrades another person cannot be tolerated in any form. This
includes sexual and racial harassment, as well as threats of violence. If there is a
situation or circumstance at your workplace, notify your supervisor, or whoever is in
charge, immediately. If this is not possible, contact Equal Opportunity Compliance,
Litigation, and Program Services at 517-241-7432.
R. Do not speak with the media.
All media inquiries should be referred to your supervisor or the DNR Press Officer
at 517-284-5815.
S. Social Media
Do not comment on posts as a DNR representative. Our Department social media
coordinator is responsible for responding to questions and comments and creates
the official response in conjunction with the Department’s Communication Team,
policies, and procedures.
II. PROHIBITED DISCRIMINATION AND SEXUAL HARASSMENT
As employees of the Department, you are prohibited from engaging in any
discriminatory act toward another employee (co-worker) or a member of the public.
(The policies contain some examples).
Should you receive a request for assistance; it is expected that you do so with respect. If
you do not know how or what to do, you must make efforts to find out how or what to do,
rather than ignore the problem. Do not offer assistance without first asking for permission
to do so.
Provide the telephone numbers to Quality of Life Human Resources office, 517-284-
5013.
Respond to questions on the policy. Questions should be written down and forwarded
to the Quality of Life Human Resources Office for follow-up response.
22.00.01, Discrimination & Accessibility in the DNR - Policy and Requirements
III. VIOLENCE IN THE WORKPLACE
Ensuring the safety and security of our employees and the citizens we serve is of
utmost importance. While employee-initiated violent or threatening behavior in the
3workplace is rare, such behavior shall not be tolerated. To that end, the Department
Management Team has formulated the following “Violence in the Workplace” policy.”
The DNR has zero tolerance for any form of violence or threatening behavior, explicit
or implied, in the workplace. As DNR employees, we are all accountable for our
actions and behavior, and we must interact responsibly with others in the workplace.
An employee engaging in Department business or work-related activities who commits,
or threatens to commit, any act of violence, will be disciplined up to and including
dismissal from employment. Any threat relayed, whether verbal, written, or by gesture,
will be presumed to be an expression of intent to do harm to another. This includes
any and all acts of intimidation, including, but not limited to, jokes, jests, and acts of
horseplay that are inappropriate. Employees shall immediately report to a supervisor
any threat or act of violence made by another employee against a co-worker or
member of the public.
IV. DISCIPLINARY ACTION
An employee engaging in Department business or work-related activities who commits,
or incites another to commit, any of the following acts against another employee or
member of the public, shall be subject to discipline up to and including dismissal from
employment:
A. Making explicit or implied threats to cause the death or physical injury of another
individual, or the damage or destruction of property.
B. Intentionally having physical contact with another individual including, but not
limited to, hitting, striking, pushing or shoving, that causes physical injury.
C. Causing malicious destruction of or damage to, the property or resources of the
State of Michigan, another employee, or the general public.
D. Bringing any non-work-related firearm, dangerous weapon, or device that could be
used to cause physical harm onto property owned or leased by the State of
Michigan.
E. Engaging in any form of behavior that creates a hostile environment where such
behavior has the purpose or effect of unreasonably interfering with an employee’s
work performance, creating an offensive working environment, or causing another
person to experience undue stress or fear.
V. STANDARDS OF PERSONAL APPEARANCE
The public's image of the state parks, recreation areas, and boating facilities is often
influenced by the behavior and appearance of Division employees. A neat, clean
appearance is fundamental to the image of the employee serving the public. Supreme
Court rulings have upheld the right of governmental agencies to enforce grooming
standards. The following guidelines apply to Parks and Recreation Division employees:
A. The wearing of the standard uniform, as outlined in Parks and Recreation Division’s
Uniform Policy #6.2, is a job requirement while on duty.
B. Employee's hair, wig, and/or hairpiece, shall be neat, clean, well-groomed, and not
interfere with the employee's ability to safely perform the employee’s job and assigned
task.
C. Beards, mustaches, and sideburns must be neatly trimmed and well-groomed.
Beards shall not extend more than one inch from the face. Mustaches shall extend
no further than the corner of the mouth. Sideburns shall not extend below the
earlobe.
4D. Decorative jewelry shall not be worn on the uniform, but may be worn on the body
provided it does not interfere with the employee's ability to safely perform an
employee’s job and assigned task.
The Unit Supervisor/Manager is the final authority in determining appearance and
uniforms.
VI. UNIFORMS
Division employees are required to perform many duties; it is important that a Division
employee be easily identified by the public. Uniforms are provided to Division
employees so they may be easily identified.
Uniform items purchased by the Department will remain the property of the Department.
All parts of the uniform shall be given proper care by keeping them clean and in good
repair. In the event that uniform parts are lost, damaged, or destroyed, by reason of
carelessness or negligence on the part of the employee, replacement will be made at the
employee's expense. Replacement articles will be issued only upon turn-in of a similar
article. When an employee completes seasonal employment or is separated from the
Division, all Department-issued uniform items must be returned to the employee’s
supervisor. Used shoes may be retained by the employee.
Personal protective equipment (hard hat, safety glasses, etc.) must be worn as
directed by the supervisor.
Parks and Recreation Division’s Policy #6.2 describes in detail what uniform parts are
issued to employees. A specific uniform is required for commissioned employees,
non-commissioned employees, clerical employees and STWs. Anticipated work duties
will dictate to some extent what uniform items an employee is required to wear.
All employees will be issued name bars to be worn only on issued clothing. This
allows our visitors to identify you as an employee at times when information or
assistance is needed. While on public-contact duty, shorts may be permitted, and
color and style must be approved by the Unit Manager.
Remember, the reason for uniforms is uniformity! Parks and Recreation Division
uniforms identify you as part of a team of people who have taken the responsibility of
providing a safe, clean, and pleasant environment to visitors of the Michigan State
Parks and Recreation Area facilities.
VII. SMOKING
Efforts will be made by employees to minimize smoking that causes genuine discomfort to
fellow employees or to confine smoking to expressly designated areas. Employees will
cooperate with the employer and with each other to respect each other’s’ right to work in a
healthful air environment. Do not smoke our use tobacco products in view of the public.
VIII. WORK RULES
The Department work rules describe the conduct expected of employees. It is the
intent of these rules to define the responsibilities and obligations of employees and to
ensure the attainment of the Department's objectives through an orderly process.
The Department work rules apply to all employees without exception, regardless of
classification or level, union or non-union affiliation. It is the responsibility of employees
to adhere to these rules, and the responsibility of supervisors/managers to administer
these rules in a consistent and objective manner. Violation of any of these rules, or
knowingly allowing rules to be violated, may be cause for disciplinary action ranging
from reprimands to immediate discharge. If appropriate, the employer may search the
employee's locker, desk, work area, automobile, purse, or other personal effects located
5on property owned or leased by the State of Michigan, unless specifically prohibited by
law.
ALL DNR EMPLOYEES ARE REQUIRED TO:
1. Report to work promptly at the starting time and remain until the scheduled quitting
time, unless a change is authorized by the supervisor.
2. Notify the supervisor promptly of an anticipated absence or lateness.
3. Keep the supervisor apprised of whereabouts during work hours.
4. Observe the time limits and scheduling of lunch periods, rest periods, or wash-up
periods.
5. Avoid unexcused or excessive absenteeism.
6. Obtain approval for supplemental employment.
7. Use seat belts according to law and DNR policy when driving on state business.
8. Observe all health, sanitation, and safety rules and practices, including those
governing the use of protective equipment and clothing.
ALL DNR EMPLOYEES SHALL REFRAIN FROM ANY OF THE FOLLOWING:
9. Engaging in any form of violence or threatening behavior, either explicit or implicit,
in the workplace.
10. Insubordination; refusing or failing to follow written or oral supervisory instructions,
directions, or assignments.
11. Neglecting job duties or responsibilities due to conducting personal business on the
job; loafing; sleeping; or reading publications not related to the job.
12. Misuse of state telephones or state issued telephone credit cards.
13. Misuse of state e-mail or internet access software including any use outside of the
performance of official duties and responsibilities.
14. Unauthorized disclosure, removal, or copying of information or records.
15. Knowingly releasing inaccurate or incomplete information.
16. Falsification of records, reports, or documents.
17. Becoming involved in a "conflict of interest" situation.
18. Obtaining goods or services at a discount offered exclusively to the Department as
a governmental agency; misrepresenting the intended use of goods or services to
be acquired through a government or employee discount.
19. Discourtesy when dealing with co-workers, other state workers, or the general public.
20. Use of profane language or gestures.
21. Engaging in a strike or work stoppage either individually or as part of a group.
22. Stealing, including unauthorized removal of personal property or Department
property, tools, equipment, or supplies.
23. Personal use of Department facilities, tools, equipment, supplies, or other property
without proper authorization.
624. Abuse or misuse of Department facilities, tools, equipment, supplies, or other
property.
25. Unauthorized posting of material, unauthorized defacing or removal of posted
material; unauthorized distribution of written material.
26. Unauthorized lending, borrowing, or duplicating of keys; careless or improper use
of keys; or failure to promptly report the loss of keys.
27. Possession, consumption, or being under the influence of controlled substances or
intoxicants on state property, including state cars, or while on duty.
28. Reporting to work under the influence of alcoholic beverages or controlled
substances.
29. Threatening, attempting to, or inflicting bodily injury to another person on the job.
30. Intentional destruction or damage to the property of a coworker or citizen.
31. Engaging in horseplay or other disruptive acts which could result in injury to
persons or property.
32. Conviction of a felony.
33. Unauthorized possession of weapons on property owned or leased by the State of
Michigan or while on state business.
34. Hunting, fishing, trapping, or engaging in any other recreational activity
administered by the Department, without proper license, permit, or registration as
required by law.
35. Illegal gambling on the job or state-owned property.
36. Sexual harassment of other state employees or creating a hostile work
environment.
37. Making false or malicious statements concerning the Department or its employees.
38. Unauthorized or improper use or possession of Department uniforms, identification
cards, or badges.
39. Unauthorized solicitations of funds or donations.
40. Selling or delivering commercial products or services on state-owned property
without authorization.
41. Inappropriate dress and grooming, or lack of personal hygiene.
42. Unauthorized political activity in violation of federal and state statutes.
43. Conduct unbecoming a state employee including but not limited to immoral or
indecent conduct or other criminal act.
44. Requesting or accepting a bribe or gratuity; or failing to report an offer of a bribe or
gratuity.
These rules do not constitute the entire list of rules for which employees and
supervisors/ managers are held responsible. Other rules are provided by the Civil
Service Commission, statute, administrative code, and by administrative procedures
established by the Department. A complete list of the DNR Work Rules can be found
in the DNR Employee Handbook. 21.21.01., DNR Work Rules
Division or worksite rules may be in effect as long as they are not in conflict with
Department work rules, Civil Service rules, or Collective Bargaining Agreements.
7Additional work rules may be established as circumstances require. Additionally, work
rules may be deleted or modified as required.
The Standards of Conduct for Public Officers and Employees Act, 1973 PA 196, is
hereby incorporated into these work rules by reference.
8FACILITY ORIENTATION
I. AMENITIES
Each facility includes amenities which make that location unique and desirable.
Examples of these amenities can be campsites, cabins, shelters and trails. Some
amenities are universal for all state park facilities such as picnic tables, grills, and
restrooms.
II. NATURAL FEATURES
Each facility has unique natural features which make that location desirable. Examples
of these natural features include lakes, rivers, dunes, wetlands, ponds, protected or
endangered plants and animals.
III. PROGRAMS AND SERVICES
A. INTERPRETATION/OUTDOOR EXPLORER
TARGET OUTCOME: Employees will become aware of the division’s interpretive program
and the reason it exists. Employees will understand they are to make themselves aware of
all visitor services within their park or recreation areas and become the messenger of
truthful information about the park and what it has to offer.
Interpreters are located at nine state parks and recreation areas around the state:
1. Bay City State Recreation Area
2. Hartwick Pines State Park
3. Hoffmaster State Park
4. Ludington State Park
5. Mitchell State Park
6. Tahquamenon Falls State Park
7. Waterloo Recreation Area
8. Porcupine Mountains Wilderness State Park
9. Wolf Lake State Fish Hatchery
The goal of an interpreter is to make visitors more aware of park resources, the
larger environment of which facilities are a component, human-related problems
facing the environment and the general overall ecosystem. This extends beyond
the park boundaries. Full enjoyment and appreciation of lands administered by
Parks and Recreation Division hinges on visitors understanding natural and cultural
resources. This understanding and subsequent appreciation translates into
protection and support for our state parks and recreation areas.
To accomplish this educational endeavor, interpreters lead field trips, present talks,
use displays and exhibits or other imaginative methods to deliver their message.
From black bear hikes in the Porcupine Mountains, to multi-image slide programs at
Hoffmaster State Park, visitors are exposed, under the leadership of the park
interpreter, to the special wonders of our facilities. Many of the park interpreters also
offer outdoor education experiences to hundreds of school children and special
groups throughout the year. These programs, typically more focused and structured,
lead groups through a prepared teaching plan that lends itself to the Michigan
Essential Goals and Objectives for Science Education.
9A complementary component of the Interpretive Program in Michigan’s state parks
and recreation areas is the State Park Explorer Program. In over 40 facilities
scattered throughout the state, explorer guides lead various entertaining and
educational activities for visitors. Visitors must check with each park or online for
programming and services.
Various bulletin boards, displays, interpretive signage, hiking trail maps, etc., are
also a form of interpretation. Be alert for bulletin boards or displays that need
cleaning or repair. Make sure you have park maps, hiking trail maps, and related
material available for distribution.
You should become aware of interpretive activities at your work unit. If you work at
one of the facilities that have an interpreter or explorer guide you should become
familiar with their programs and activities.
We all need to be a part of the effort to professionally provide visitors information
about our facilities and be ready to provide assistance whenever we can.
REFERENCE: State Park Interpretive Program #8.8
B. PROGRAM INITIATIVES
1. MICHIGAN ACTIVITY PASS: (Formerly Park and Read) Library card holders
“check-out” a free one day pass into one state park. This year, Park & Read
is merging with the Michigan Activity Pass program (MAP program). The
Michigan Activity Pass has been in place as long as Park & Read - six
years. It offers free or discounted passes into more than 100 historic and
cultural destinations in Michigan, including the Detroit Institute of Arts, the
Henry Ford Museum and more. The two programs have the same mission
and use the same channel to reach our potential visitors (libraries), so it made
sense to merge the two programs. These passes are good for one day and
cannot be used in campgrounds or for group events such as weddings.
2. STEPPING STONES: an urban outreach program in the Metro Detroit Area
teaching kids about fishing, archery and camping through hands-on
experiences in our parks. While there are Stepping Stones programs in other
areas of the state, this year, we piloting the idea of free passes for the Metro
Detroit participants to encourage them to come back again with their families.
500 passes will be distributed.
3. REC 101 and 202: Hands-on, introductory experiences
4. SHOE YEAR’S HIKES: Beginning of the year hike
5. INTERNATIONAL DARK SKY WEEK : Celebrate the night sky
6. MICHIGAN BOATING WEEK: Celebrates all things boating
7. NATIONAL MARINA DAY: Open houses at marinas
8. METEORS & S’MORES: The Perseid Meteor shower
9. HEALTHY HUNTER WALKING PROGRAM: An 8 or 12 week walking promotion in
parks and on trails to encourage hunters to get fit for the rigors of hunting
10. MICHIGAN TRAILS WEEK : Raise awareness of trails and events
11. HARVESTS & HAUNTS: Annual fall camping events with more than 75 events
taking place statewide
12. Park events and programs are listed at: http://www.michigan.gov/dnr
10C. VOLUNTEER PROGRAMS
TARGET OUTCOME: Employees will be aware of volunteer opportunities, and will
understand the role of volunteer campground hosts.
The Volunteer Program’s mission is to encourage, provide, and support the
opportunity for groups and individuals to contribute services and resources to the
Parks and Recreation Division of the Michigan DNR. Programs include:
1. GENERAL ACTIVITIES AND PROGRAMS - Youth group projects, such as Boy
Scouts planting trees or individuals picking up litter, trail maintenance, etc.
2. ADOPT-A-PARK PROGRAM - Similar to Adopt-A-Highway. Organizations can
adopt a project or a park, recreation area, or boating access site and provide
volunteer services. This is a 400-hour agreement that extends for two years.
3. SPECIAL VOLUNTEER DAYS - Sometimes volunteers participate in a special
project like cleaning the beach, or cleaning a river or stream.
D. CAMPGROUND HOST PROGRAM
Campground Hosts stay in campgrounds as campers. They help other campers with
answers to their questions. Some hosts will create special events for campers to
enjoy.
Most employees will probably become involved with the Campground Host
Program, since the hosts live in our campgrounds for a four-week minimum stay
and interact with staff and campers on a daily basis. Campground Hosts are
among the strongest supporters of the Michigan State Park system you will ever
find. They also usually have decades of camping experience. Campground Hosts
are expected to assume three primary roles:
1. Be model campers and abide by all policies, procedures, and rules.
2. As extended staff members, receive the appropriate training and be part of the
information network of staff.
3. Provide programs and services to campers/visitors and assistance to staff.
The goal is to place at least one campground host in every state park or recreation
area with campgrounds. When visitors ask how they can become Campground
Hosts, please give them the following information:
Minimum Requirements:
1. Must be at least 18 years old.
2. Must serve a minimum period of four (4) consecutive weeks.
3. Must provide services five (5) days of the week (at least 30 hours), including
weekends and holidays.
4. Applications will be accepted from individuals and a team; e.g., siblings,
couples, friends.
Application:
Applications are available at all site offices, or by calling Steve Brock, at (734) 475-
8307. Completed applications should be returned directly to the location(s) of their
choice.
11Host Campers and Volunteers are prohibited from performing any of the following:
1. Law enforcement duties.
2. Handling of monies.
3. Driving state-owned cars or trucks.
If a visitor asks you how they can help, please tell them about our Volunteer
Programs.
REFERENCE: Campground Host/Volunteer Program #6.7
Adopt-A-Park #6.14
E. STEWARDSHIP PROGRAM
TARGET OUTCOME: Employee will understand the function of Stewardship as related to
the job of a STW.
Employees within Parks and Recreation Division perform numerous and diverse job
duties. As a STW, you represent the group of employees who carry out the widest
range of responsibilities. However, within this diverse group of more than 2,500
Department employees, there is one important, universal job function all of us share -
rangers, supervisors, managers, and Lansing staff -…. protection and stewardship of
the resources.
The mission of the Division….to acquire, protect, and preserve the natural and
cultural features of Michigan.....compel us to be stewards of the land in our trust.
The natural and man-made treasures that led to the establishment of each of our
parks, recreation areas, and boating sites deserve our utmost attention. Resource
protection and preservation are inherent responsibilities within your job function,
whether your duties involve law enforcement, maintenance, or campground
supervision. Being a good steward means being a good caretaker and concerned
employee. It may involve picking up a piece of litter, keeping mountain bikes on
designated trails, eradicating a non-native plant from a sand dune, or simply planting
a tree. The stewardship of these areas is the shared responsibility of all Parks and
Recreation Division employees.
Each state park, recreation area, and boating access site has a unique
combination of natural and cultural features. These special resources can only be
protected and maintained if all employees are aware of them and the threats they
face. STWs should familiarize themselves with the resource issues and needs of
their specific location. Stewardship roles are resource based. It is important each
employee understand what must be done to prevent the damage and destruction of
natural and cultural resources at your specific facilities.
Here are a few examples of what is meant by stewardship:
1. Wilderness State Park - Keeping dogs off the beach and on the required six
foot leash may prevent the disturbance or possible injury of nesting piping
plovers; a federally listed endangered species.
2. Planting of native plants for landscaping will reduce the chance that non-native
plants will invade the park or recreation area, in addition to presenting a
professional, environmentally-mentally astute image.
3. Fort Wilkins State Park - Keeping metal detectors out of sensitive areas will
preserve the cultural integrity of the area.
12Stewardship, or protection and preservation of our state parks,
recreation area, and boating sites’ natural and cultural resources, are
the shared responsibility of all Division employees.
REFERENCE: Park Policy and Procedure Manual
Use of Metal Detectors #8.18
F. MICHIGAN CIVILIAN CONSERVATION CORPS PROGRAM
The Michigan Civilian Conservation Corps (MCCC) was established with the dual
purpose of accomplishing natural resources work and providing 18-25 year old
employees with work and training experience to help them enter the work force.
The program is based on the original depression era Civilian Conservation Corps
and is part of Parks and Recreation Division. All Corps members, crew leaders,
and permanent staff are Parks and Recreation Division employees.
Most Corps members travel to the various units to complete projects. These
projects have been submitted by the Unit Supervisor/Manager and are usually
projects the regular unit staff does not have the time or the resources to complete.
The MCCC program is also part of the Federal AmeriCorps. This partnership
updates the vision of MCCC to view the work accomplished by Corps members as
service to the citizens of Michigan. Corps members who fulfill MCCC and
AmeriCorps requirements are eligible for AmeriCorps Education Awards.
REFERENCE: MCCC Administrative Handbook
MCCC Corps Member Handbook
IV. Employment Partnerships
Summer Youth Employment Initiative: Joint effort of the Department of Natural
Resources (DNR) and the Michigan Economic Development Corporation (MEDC).
Brings inner-city youths to state parks to work on park projects and experience the
outdoors lifestyle. Gets them ready for work and exposes them to career opportunities.
V. Inmate Work Crews
Some facilities utilize a resident labor crew on a full or part-time basis. The Michigan
Department of Corrections or Department of Human Services supply food, lodging, and
supervision for the residents. The residents are paid a minimal amount for their
services.
The objectives of the program are to provide an economical source of labor for public
service projects while instilling good work habits in a healthy out-of-door locale for the
residents.
While the program has been surprisingly free of incidents, there are restrictions on our
activities where these crews are involved. The most important are as follows:
A. Never leave keys in an unattended vehicle.
B. Do not deliver mail or messages to or from crew members.
C. Maintain a civil relationship, but do not initiate conversations or become overly
friendly with the crew.
D. Never do favors for or accept gifts or gratuities from crew members.
E. Do not give crew members anything, including park/recreation area maps.
13VI. FRIENDS GROUPS
A. Friends groups are 501(c)3 nonprofit organizations.
B. They help provide fundraising, recruit volunteers, lead restoration projects and
provide educational programming for the public.
C. Currently, less than 50 percent of Michigan state parks have active Friends of the
Park groups.
VII. FOCUSED INTEREST GROUPS
Some facilities have local organizations that assist with specific tasks. (Example:
equestrian, trail riders or snowmobile groups assisting with trail maintenance)
Others are very informal groups that gather for a common cause such as cleanup days
or invasive species control.
14EMPLOYEE TIME AND ATTENDANCE
TARGET OUTCOME: Employees will receive basic information regarding time and
attendance reporting and will know how to complete a bi-weekly time and attendance
report along with a daily work report. They will also learn basic union and supplemental
employment information.
I. TIME AND ATTENDANCE
The state payroll system operates on a two-week, 14-day, pay period. The employee
completes a time and attendance report form (R1216E) along with a daily work report
(R3011E) and gives to their supervisor for approval. After the supervisor reviews and
approves the time, the administrative support enters the time into the State of Michigan
DCDS payroll system. The first paycheck will be received approximately one month
from the date when the employee begins working for the state, as each paycheck
reflects the hours worked in the previous two weeks.
It is the employee’s responsibility to have the time and attendance report form
completed accurately on a daily basis to ensure proper processing. Inaccurate or
incomplete time and attendance report forms will result in inaccurate and/or no
paychecks.
It is strongly recommended that paychecks be direct deposited but may be mailed to
your home. It takes approximately 2 pay periods for direct deposit to go into effect.
Paychecks mailed to your home cannot be cashed until the date on the check and may
not arrive until several days after the pay date. Pay days are the 2 nd Thursday of the
pay period.
II. TIME & ATTENDANCE INSTRUCTIONS
A. Holiday Time is paid at regular and/or shift differential hours depending on the shift
the employee worked. STWs are not eligible to receive holiday pay.
B. Overtime is paid at time and one half in excess of 8 hours per day or 40 hours per
week. Overtime must be approved and explained in the comments section of your
timesheet.
C. Shift Differential shall be paid for each shift wherein 50% or more of the regularly
scheduled shift falls between the hours of 4:00 p.m. and 5:00 a.m. Example:
Scheduled to work 2:00 p.m. - 10:30 p.m., the employee enters 8 hours on time
sheet for Shift Differential.
D. Sick/Vacation time is NOT granted to STWs; if the employee is sick or needs a day
off from the scheduled work shift, the employee enters zero hours (0) for that day.
E. Completion of the time sheet and daily work report is the employee’s responsibility.
The employee is responsible to submit the time sheet and work report to the
supervisor on the last day worked of the pay period. All pay periods end every
other Saturday, i.e., if the last work day is Thursday and the employee is not
scheduled to work on Friday and Saturday, the time sheet and work report must be
submitted at the end of employee’s shift on Thursday.
15F. Payroll Statements - Payroll statements may be viewed and printed from the MI HR
Gateway Self Service web page at www.michigan.gov/selfserv. A log-in window
will open and request a user name and password. Log-in cannot be accomplished
on this web site without a user ID and password. All state workers receive a
password within 3 weeks of hire date. Employee’s user name is a lower case “h”
followed by the 6- or 7-digit employee ID number. Employees may contact MI HR
Service Center at 1-877-766-6447 to activate payroll transfers. The Self-Serve
web site has links to Employment Info, Rules and Regulations, Training and
Development, Employee Benefits, Career Help, Password Help and Contact
Information. If an employee experiences difficulty accessing employee information
on the MI HR Self Service web page, contact the supervisor for assistance.
16III. DNR WEB SITES - INTRANET AND INTERNET
The DNR’s internal web site for employees only (intranet) may be accessed at
http://inside.michigan.gov/dnr. Network access is required to navigate throughout
the intranet site. If an employee is a permanent classified employee and cannot
access the intranet, the employee must contact their supervisor. The DNR’s internet
web site may be accessed at http://www.michigan.gov/dnr.
IV. WORK SCHEDULES
Work schedules are defined as an employee’s assigned hours, day of the week, days
off, and shift rotation. Schedules correspond to each 2 week pay period and will be
posted at your location two weeks prior to the start of the pay period. The employee
must initial the schedule after review. Requests for changes in the work schedule must
be made in writing and submitted, in advance, to the supervisor for consideration.
Supervisor can change schedules up to 96 hours prior to the start of the pay period.
Requests for annual leave and/or schedule modifications require prior approval by the
unit supervisor/manager. Time off is not guaranteed so make sure to plan accordingly.
Employees must be ready to commence work at the time posted on the schedule.
Tardiness will not be tolerated and may be handled as a corrective action/disciplinary
matter. When circumstances such as illness cause an employee to be late or unable
to work an assigned shift, the employee must call the supervisor as soon as possible
- preferably, prior to the beginning of your scheduled shift.
17V. WAGES AND BENEFITS
All SW 04s/STWs may be hired to work a maximum of 1040 hours per calendar year
depending on union contract. An employee is eligible for overtime at time and one-half
for work in excess of 40 hours in a week. STWs do not accrue sick or annual leave. All
holiday time worked is paid at straight time. A shift premium of 5 percent above straight
time rates shall be paid to an employee for each shift when 50 percent or more of their
regularly scheduled shift falls between the hours of 4:00 p.m. and 5:00 a.m.
Non-career STWs are not eligible for insurance benefits. Career Seasonal Rangers are
eligible for various benefits in accordance with Civil Service Rules and Regulations.
VI. UNIONS
Your job classification has been assigned to a bargaining unit by the Michigan Civil
Service Commission. These bargain units are affiliated with a specific union who acts
as the exclusive representative. Bargaining units and the unions representing them
are listed below. If you have questions, please feel free to contact the union directly.
Presentations of the MSEA union could range from 30 minutes for 1-2 employees to 45
minutes for 3 or more employees. UAW presentations could range from 45 minutes for
1-2 employees and 1 hour for 3 or more employees.
Union Contact info Website Example
MSEA 800-228-5901 www.msea.org Rangers and most STWS
UAW 800-243-1985 www.uawlocal6000.org Admin Staff/Explorer Guides
AFSCME 800-237-2632 www.laborweb.afscme.org RAM Center
VII. SUPPLEMENTAL EMPLOYMENT
If you will be working another job while working for the DNR you are required to fill out
a Supplemental Employment Request Form (R 7510). This form is used to inform us
of your duties at your other employment and states that your other job will not interfere
with your job working for the DNR.
1819
FEE COLLECTION
RECREATION PASSPORT
TARGET OUTCOME: To give new employees a brief overview of Recreation Passport’s. More
detailed instruction will be given to those workers who need it in order to function properly
in the sales and reporting of Recreation Passport’s.
On October 1, 2010, the Recreation Passport (Passport) replaced the Motor Vehicle Permit (or
“State Park Sticker,” as it was called by most visitors) for access into state parks and recreation
areas. The Passport also replaced the Motor Vehicle Permit required for state-administered
Boating Access Sites (also known as the “Boat Launch Permit”).
Every Michigan motorist has the opportunity to get a Passport when they register or renew their
vehicle registration with the Secretary of State. The cost for the Passport is $12 per vehicle and
$6 for motorcycles. Checking "YES" on the vehicle registration renewal form will give access to
all Michigan State Parks and Recreation Areas and State Forest Campgrounds, as well as
helping to preserve and protect:
• 145 state forest campgrounds.
• Nearly 1,000 miles of trails.
• More than 1,000 boat launches.
• Historic and cultural sites in state parks.
• Parks in the resident own community, as the Passport establishes a grant fund for
community recreation agencies to apply for development grants.
Passports are valid for the same duration as a vehicle registration. For questions about the
Passport, or if an employee has a customer with a question, call the Parks and Recreation
Division Office at 517-284-7275. Hours are 8 a.m. to 5 p.m. M-F
I. VEHICLES REQUIRING PASSPORTS FOR ENTRY
A. Just as each vehicle must have a valid registration to operate on state highways,
each vehicle entering a state park, recreation area, forest campground, or
designated boating access site must have a Passport.
The Passport does not guarantee that all facilities will be available; the Passport
allows only for lawful entry to the property, only if facilities are not full or closed
(e.g., construction, seasonal availability, etc.).
Note for Trailered Vehicles: Towed, trailered, or carried vehicle does not require a
recreation passport as long as it is NOT used. As soon as it is driven (operated), it
must display a valid recreation passport. Please refer to Parks and Recreation
Policy #8.10 Recreation Passports.
B. Exceptions to the Passport include emergency vehicles, state park and recreation
area vendors, service vehicles, construction personnel, campground hosts and
volunteers. Parks and Recreation Division employees or vendor employees are
not required to have a Passport to enter the park for work; however, to use the park
for pleasure requires a Passport on the vehicle.
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