WTA is committed to creating systemic change by providing an entry point for early professional Black, Indigenous, people of color (BIPOC) individuals. This internship-like structured program offers hands-on learning in trail maintenance and leadership building skills to support future career interests in natural resource stewardship, outdoor recreation and environmental nonprofit work. Members work in groups of five (four learning members and one program crew leader) and connect with outdoor professionals in various community-based positions across Seattle and Tacoma throughout the program. In collaboration with Washington State Parks, cohort members will also have the opportunity to both job shadow and work on professional development projects in stewardship management, park planning and park operations. Members will also learn, develop, and perform a variety of trail maintenance tasks in multiple parks around the Puget Sound; along with learning from WTA staff and meeting BIPOC trail staff from other outdoor organizations. 

The Emerging Leaders Program (ELP) intentionally welcomes BIPOC individuals, focusing on building an inclusive and supportive community. WTA hopes that by investing in paid development opportunities for BIPOC communities, these future leaders will assume leadership roles and build upon professional and personal aspirations within the monochromic outdoor industry. Cohort members who successfully complete the program will be given advanced consideration for open seasonal and permanent positions at WTA that align with their skills and interests for up to 2 years.

Position Summary

WTA is seeking candidates who want to gain hands-on experience, build upon their leadership skills and grow a career in the outdoor industry. The ideal candidate will:  

• Have a shared belief that everyone of all identities should feel safe and included in the outdoor community and have the ability to foster discussions and conversations around representation in the outdoors
• Express interest in working in outdoor field-based work and remote/online project-based work
• Be enthusiastic to invest time in developing individual and team leadership and professional skills
• Ensure that the cohort’s community, worksites, and spaces are an affirming and supportive environment where all cohort members have their identities, ideals and values recognized and celebrated
• Provide, accept and integrate feedback graciously throughout the program with peers, program leaders and other WTA members
• Set and achieve personal and professional goals throughout the 14-week program with support of members, program leaders and other WTA staff mentorship

The Emerging Leaders Program is 14-weeks and members report to the Emerging Leadership Program Project Coordinator.

Position Responsibilities

Trail Maintenance Technical Skills (60%)

• Complete trail work projects while practicing inclusive team leadership skills at work sites across the Greater Puget Sound region
• Trail projects may include: annual maintenance, new trail construction, installing drainage structures, and construction of steps, turnpike, puncheon and retaining walls
• Practice and increase knowledge in the importance of safety in trail maintenance events, such as risk management and proper usage of tools and equipment
• Effectively manage emergency situations following WTA’s emergency response protocols
• Positively represent WTA mission, programs, and membership in all interactions with volunteers, trail  users, agency partners and others 

Professional Development (40%)

• Within the program there will be devoted work to professional development and educational opportunities, which may include:
• Wilderness First Aid and CPR certification
• Crosscut Sawyer A certification
• Outdoor leadership skills development (snowshoeing and backpacking)
• Cross collaboration with various WTA departments (advocacy, communications, development and community outreach)
• Engagement and introductions to a variety of career paths and cross functional program opportunities within the Washington State Parks agency and nonprofit sector
• Resume development and career exploration within the outdoor industry and nonprofit sector and Washington State Parks agency
• Community partnership and relationship building through in-person or remote program days
• Participation in peer-to-peer mentorship and skill-sharing with other members

Experience, Skills, Knowledge, and Values

Competitive candidates will highlight the following experience in their application, or express willingness to learn:  

• A deep understanding of experiences and community issues affecting Black, Indigenous, people of  color (BIPOC) and other affinity spaces
• Ability to contribute to a community where every member (people of diverse races, ages,  genders, sexual orientations, abilities and economic backgrounds) feels included and valued
• Demonstrated commitment to WTA’s mission and values on diversity, equity and inclusion 
• Growing interest in outdoor recreation, environmental stewardship, natural resources, nonprofit or state agency work
• Ability to work in an outdoor environment in inclement weather; some days may include hiking up to 6 miles on a variety of terrain
• Ability to work 10-hour days when needed
• Desired, but not required: Any demonstrated experience building or maintaining hiking trails; or comparable experience with similar construction-based or environmental stewardship tasks
• 18 years of age or older
• Available for the entirety of the 14-week program running January 21 to April 25, 2025

Schedule  

The Emerging Leaders Program Cohort Member is a temporary, hybrid position (field-based and remote/online project-based work) based in the greater Puget Sound area. The expected schedule is 40 hours/week, but may vary depending on the work. The typical work week is Monday through Friday but may shift to include a weekend due to trail work projects and certification classes. The anticipated typical work schedule is two weeks of trail projects followed by a week of education and professional development. Trail project weeks include a mix of single-day, frontcountry events (8-10 hour trail work days where the cohort member returns home to sleep each night), and potential multi-day camping and trail work trips (where the entire cohort works and camps together for multiple days in frontcountry or backcountry settings). 

Compensation  

Compensation is $21.00 per hour. For multi-day, overnight trips this position is eligible for a supplementary per diem of up to $50/day. Position is eligible for paid holidays, sick leave, health stipend and an employer-match retirement plan. WTA provides safety hard hats, work gloves, safety glasses and a $200 gear reimbursement annually. WTA will loan boots and other camping gear as required for field work, if needed.

The cohort member is responsible for their own transportation to the worksite or carpool location and thus must have a reliable vehicle or mode of transportation. Depending on member/participants’s home location, the role is based out of WTA’s gear library in either King or Pierce county, whichever is closer. When using a personal vehicle, mileage reimbursement is provided up to 250 miles per round trip from the base of operations to the worksite or carpooling location.  Carpooling options may vary depending on trail project location. If you do not have reliable transportation or have questions or concerns about transportation, WTA can talk about additional options during the interview process.

Diversity, Equity & Inclusion

WTA is committed to advancing equity and continually working to become a more inclusive organization. We believe WTA, and Washington’s hiking community, is made better by people with varied backgrounds, identities, abilities and lived experience. People of color and others with identities that are underrepresented in the outdoor industry (including but not limited to: gender identity, class, socioeconomic status, conviction history, sexual orientation, age, ability, and background) are strongly encouraged to apply.

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at WTA will be based on merit, qualifications and abilities. WTA does not discriminate in employment opportunities or practices on the basis of age, ancestry, caste, color, creed, expunged juvenile record, familial status, family relationship (denying employment because a family member already works for the employer), gender identity, marital status, honorably discharged veteran or military status, national origin, citizenship or immigration status, off-duty tobacco use, political ideology, race, religion, sex, sexual orientation, source of income, genetic information, the presence of any sensory, mental or physical disability, status as a victim of domestic violence, harassment, sexual assault or stalking, the use of a trained service animal by a person with a disability, actual, potential, perceived, or alleged pregnancy outcomes, or any other status or characteristic protected by federal, state or local law.