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                            Office of Policy, Management and Budget
                            Human Capital Crossroads
                            DOI Employee Organizations


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  DOI Employee Organizations

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.
**Civic & Networking Groups**(CNG) are organizations consisting of employees whose interest is in implementing employee welfare and morale activities. They serve to help to maintain a work environment that is inviting; provide support and/or social networks for employees; enhance opportunities for cross-organizational relationship building; and may serve as a resource to employees in providing personal and/or professional educational forums and promoting special social interests, and the like.
**Employee Resource Groups** (ERG) are employee-led groups with members who are drawn together by a common interest and work towards advancing relevancy, diversity, and inclusion throughout the organizations. ERGs have charters with specific goals and objectives the group aims to achieve. ERGs are encouraged to identify a Leadership Liaison (LL). An LL is a DOI manager (generally at the GS-15 level or above) who provides advice and counsel to guide the ERG’s development, keeps the group focused on organizational goals, supports the group through communication and visibility, and keeps the ERG connected to DOI leadership. The LL serves in an advisory capacity and shall not lead or be an officer of the group.
**Professional Associations** (PA) are organizations seeking to further a particular profession, the interests of individuals engaged in that profession, and the public interest.Personnel Bulletin 17-07 establishes Departmental policy and procedures for the recognition of non-labor employee organizations. DOI employees may visit the Employee Organization OneINTERIOR page. Questions about DOI employee organizations should be directed to the DOI Office of Human Capital (OHC).
Certified DOI Employee Organizations
Type
Organization Name
PurposeCNG
BLM Great Basin Smokejumpers
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
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
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
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 growthCNG
Denver Employees Area Office of Natural Resources Revenue (DEAONNR)
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)
To promote and maintain the social, recreational, and general welfare of Reclamation employees; foster unity, cooperation, and friendship among Reclamation employees and their immediate families; cooperate with other organizations towards these objectives; and maintain and advance the public regard and respect for the personnel and activities of the US Bureau of Reclamation.CNG
Glacier Employee Association (GEA)- NPS
The purpose of the Glacier Employee Association (GEA) is to foster goodwill, establish procedures for employee social events, and provide appropriate remembrances for the staff of Glacier National Park.CNG
Grand Coulee Power Office Reclamation Employees Association
To create a thriving community of employees that empowers, supports, and advocates for one another through social networking and promoting special social interests, diversity, and camaraderie.CNG
Interior Toastmasters Club
We provide a supportive and positive learning experience in which members are empowered to develop communication and leadership skills, resulting in greater self-confidence and personal growth.CNG
Katmai Employee Association (KEA)
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)
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)
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)
To foster the spirit of fellowship, while encouraging high morale, among all employees, retirees, partners, and volunteers at the NRSS Fort Collins office.CNG
Nebraska-Kansas Reclamation Employee's Association (NK-REA)
To foster unity and promote the social, recreational, and general welfare of Reclamation employees and their immediate families.CNG
NOC Employee Association (NOCEA)
To provide all BLM employees at the Denver National Operations Center with social and recreational activities to enhance morale and welfare. This will be achieved by the NOCEA, which will administer a number of activities throughout the year.CNG
North Cascades Employee Association (NCEA)
To organize and support activities which help foster the spirit of fellowship, while encouraging high morale, among all employees, retirees, and volunteers of the North Cascades National Park Service Complex (NOCA) Community.CNG
Northeast Regional Office Cross-Program Employee Association
To build and foster an inclusive, creative, fun, and welcoming Regional Office community; to foster goodwill, morale and the general welfare of its employees, volunteers and interns through organized social, recreational, civic, and educational activities that help build harmonious relations and a strong sense of community in the Regional Office.CNG
NPS Employee's Association- Pacific West Region - Seattle
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)
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 times of need, and to extend an arm of care to our surrounding communities.CNG
Presidential Management Fellows Advisory Council (PMF-AC)
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
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)
To further the social and economic welfare of current and former WYAO employees and their immediate familiesERG
Black USGS Science Staff (BUSS)
The Black USGS Science Staff (BUSS) Employee Resource Group consists of USGS employees and allies with interests in supporting USGS employees of African descent. BUSS aims to: foster recruitment, professional development, and retention; support the USGS Office of Diversity and Equal Opportunity with diversity and inclusion initiatives; and recognize and leverage the achievements of USGS science and support staff of African descent. ​​​​​​​​​​​​​​​​​​​​​BUSS is open to all USGS employees.ERG
Blacks for Opportunities in Leadership and Development (BOLD) ERG
Our mission is to promote the recruitment, 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)
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
To cultivate an inclusive environment for all employees with disabilities who self-identify as being disabled. 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-DOI)
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)
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 Returned Peace Corps Volunteer (DOI RPCVs)
To create an intentional community of RPCVs, former Peace Corps staff, and other interested DOI employees to promote national service, support RPCVs and former Peace Corps staff in DOI careers, increase understanding of the contributions that individuals with Peace Corps service can contribute to DOI’s mission, and further Goal 3 of the Peace Corps mission - Help promote a better understanding of other peoples on the part of Americans.ERG
DOI/USGS WISdom
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
To create a DOI-wide working environment supportive of Vets and understanding of the 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)
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 common, and advocate for awareness and an inclusive, respectful, and positive environment.ERG
FWS BIPOC
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
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.ERG
FWS Pride
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
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.ERG
FWS Women's+ (FWS W+)
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. 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.ERG
Hispanic Organization on Relevancy, Advising, Leadership and Excellence (HORALE)
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.ERG
Innovative Leadership Network (ILN)
The Innovative Leadership Network (ILN) is dedicated to enhancing the culture of the NPS by fostering creativity, leadership development, communication, idea sharing, innovative action, and the empowerment of NPS employees at all levels.ERG
LGBTQ+ (NPS)
To champion a National Park Service/DOI culture that is inclusive and participatory, values the diverse ideas, experiences, 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 the visibility of the LGBTQ workforce and history in the national park system, advise the agency on LGBTQ topics and opportunities to include positive change, empower employees, and provide resources for their professional development.ERG
NPS Asian American Pacific Islander Employee Resource Group (AAPI ERG)
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.ERG
Pride in the BLM ERG
To promote interaction, collaboration, and knowledge sharing among DOI/BLM employees who identify themselves as LGBTQIA+ and their allies.ERG
Southeast Vets
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
USGS Asian American, Native Hawaiian, and Pacific Islander (AANHPI) ERG
The USGS AANHPI ERG serves the staff and their bureaus by addressing the unique needs of Asian Americans, Native Hawaiians, and Pacific Islanders in the workforce, especially as it pertains to science, including employees, volunteers, and interns.ERG
USGS Early Career Scientists Network (ECSN)
To positively influence the environment, to ensure professional, equal, and fair treatment, share and promote cultural 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.ERG
USGS Pride ERG
To positively influence the environment; ensure professional, equal, and fair treatment; share and promote cultural differences and similarities for all employees who identify themselves as LGBTQ. To assist 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
To positively influence the environment; to ensure professional, equal, and fair treatment; and to share and promote cultural 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)
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 to support workplace equity.
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