Volunteer Resources

The Forest Service is committed to creating and maintaining an environment in which all employees and volunteers are treated with dignity, fairness, and respect, and are free from harassment. The Forest Service workplace is an environment built on mutual trust and the absence of intimidation, oppression, and exploitation. Read the Forest Service Manual 1800, section 1830.

The Forest Service strives to create and maintain a work environment in which all people are treated with dignity, fairness, and respect, and are free from harassment. This commitment extends to all Forest Service employees, contractors, and anyone who does business with us—including volunteers. Learn more here and read the entire Anti-Harassment policy here.

The Forest Service is committed to welcoming and engaging all people. All Forest Service staff, partners, and volunteers must comply with the agency’s nondiscrimination policy and follow the guidance of Title VI of the Civil Rights Act of 1965, which states that “No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.” Volunteers are also protected from discrimination through this legislation. Learn more about Title VI regulations here.

Volunteers will be expected to wear appropriate attire for their volunteer role, the details of which will be outlined by their Volunteer Coordinator or other designated official. Some volunteers may be asked to wear personal protective equipment (PPE), such as a helmet or gloves, if their role requires such attire for safety reasons. Others may be asked to don Forest Service attire (such as a badge or branded hat), especially if they have meaningful or frequent contact with the public.

Volunteers fall under the same safety policy guidelines as Forest Service staff members. These guidelines can be found in the Forest Service Manual, section 6709, which can be viewed here.  As with staff, volunteers are expected to follow procedures for the use of personal protective equipment (PPE), follow Occupational Safety and Health Administration (OSHA) regulations, and follow all procedures for accident reporting. Volunteers will receive the same training and certification for staff if they are doing specialized tasks including the use of crosscut saws or chainsaws. Supervisors will ensure that volunteers are trained on the risks, safety, and health guidelines for any such task, and a Job Hazard Analysis (JHA) will be conducted for these tasks. Any need for PPE or a JHA will be included in the Volunteer Agreement.

Volunteers serve in a wide variety of environments, all of which can present some degree of risk. A Job Hazard Analysis (JHA) is a risk management tool that helps assess, identify, and mitigate risk to volunteers and staff alike. This document will be tailored to the volunteer’s work and location, outlining the tasks relevant to their role, the possible hazards associated with those tasks, actions that will be taken to mitigate those risks, and an emergency evacuation plan.

In some cases, a Risk Assessment worksheet may be used in lieu of a Job Hazard Analysis (JHA). This document assesses potential hazards and their mitigations.

All accidents, injuries, and incidents must be reported to the volunteer coordinator or other supervisor and must be entered into the eSafety portal within 72 hours of their occurrence. This system records and generates statistical information such events involving staff and volunteers, which helps the Forest Service conduct analysis of incidents that will help prevent their occurrence. Reportable incidents include serious personal injury, property damage that exceeds $1,000, injury or property damage incurred by private citizens, incidents that exhibited a high potential for serious consequences, incidents with a high degree of public interest, and any incident where there exists a possibility for claims either by or against the Forest Service. Learn more about accident reporting in Forest Service Manual chapter 6730.

Volunteers under the age of 18 require written consent of a parent or legal guardian in order to volunteer and must comply with Federal and state child labor laws. State laws may further constrain federal laws but may not broaden or loosen them. In order to best maintain a safe environment, minors will receive supervision while volunteering, whether by the Forest Service or by the organization, group, or school through which they are volunteering. Volunteers under age 16 may not use power tools on any project unless specifically allowed by child labor laws. Department of Labor prohibits children from “forestry services” tasks such as firefighting, timber cruising, forest pest control, and more. You can find State child labor laws on your state’s labor department website. Learn more about Federal labor laws. 

A volunteer that lives for extended periods of time on public campgrounds and is responsible for providing friendly service and recreational information to the public, collecting data, and maintaining facilities, among other possible duties.

This is a phrase sometimes used to identify a Forest Service employee, such as a Volunteer Coordinator, with whom you might interact.

An individual or group that freely donates time, talent, and resources to perform duties that support Forest Service projects and is engaged through a Volunteer Service Agreement.

A procedure that focuses on project tasks to identify hazards before they occur by examining the relationships between the worker, the task, the tools, and the work environment. This may be replaced by a Risk Assessment.

An individual or group that freely donates time, talent, and resources to perform duties that support Forest Service projects and is engaged through a larger group, organization, or corporation that works with the Forest Service through a cooperating or partnership agreement.

Protective clothing or other equipment used to protect the wearer from injury. This may include but isn’t limited to such items as steel-toed boots, protective eyewear, gloves, respirator masks, and helmets.

This is an organization, school, community group, or other entity that partners with the agency through a formal arrangement.

These are the smaller management units that comprise each national forest.

This is a process that aims to identify potential risks and their mitigation. This may be used in lieu of a Job Hazard Analysis.

This is the federal department that oversees the Forest Service.

A national, centralized portal where land management agencies, including the Forest Service, post volunteer opportunities searchable by city, state, agency, and interest. Potential volunteers can search and apply for opportunities through this website.

This is a Forest Service employee responsible for managing volunteers and volunteer activities in a specific region.

These include appropriate assignments, safe conditions, meaningful tasks, orientation and training, supervision and support, recognition of service, respect, development of individual potential, and the ability to terminate a volunteer agreement at any time.

Also known as OF301a, this document outlines the project goals, agreement period, and responsibilities of a volunteer position, and must be signed by a designated Forest Service official prior to your volunteer service.

A volunteer is a private citizen or other non-Forest Service individual who freely donates their time and talent in support of the Forest Service mission and receives no payment from the Forest Service.

The Forest Service welcomes interested individuals of all ages, races, ethnicities, national origins, genders, physical abilities, belief systems, backgrounds, and experience levels to volunteer on our public lands!

Anyone can apply for a volunteer position, regardless of citizenship status or employment-related factors. Volunteers under the age of 18 require written consent of parent or legal guardian. Non-citizens and non-permanent residents (of the U.S.) can volunteer if they meet visa requirements. The Forest Service welcomes individuals seeking or required to perform court-ordered community service, as well as students seeking to complete an internship or earn credit hours for school. The eligibility for completing community service or internship requirements from schools, courts, or other outside institutions is not determined by the Forest Service.

The Forest Service official who negotiates and approves volunteer agreements determines the qualifications and eligibility for each volunteer assignment. These criteria establish the nondiscriminatory basic functions and abilities required for volunteer service in the individual position or project. To be selected for and retained in the position or project, you must be able to meet all of the elements within the job description/essential eligibility criteria for that position or project.

The Forest Service welcomes people of all abilities, backgrounds, and skill levels—there are countless ways to share your time and talents on our public lands! Volunteers may generally perform any function the Forest Service undertakes to achieve its mission with some exceptions:

• Minors, Volunteers under age 18 must comply with Federal and state child labor laws. State laws may further constrain federal laws but may not broaden or loosen them. Youth under age 16 may not use power tools on any project unless specifically allowed by child labor laws. Department of Labor prohibits children from “forestry services” tasks such as firefighting, timber cruising, forest pest control, and more. Learn more at https://www.dol.gov/agencies/whd/child-labor.

• Volunteers are prohibited from performing law enforcement duties, fighting wildfires, and serving as union representatives.

• Volunteers may not displace current employees or contracts, or cause cancellation of existing or future contracts.

• New Forest Service employees cannot report to work as volunteers to complete appropriate training/certification courses for their positions. If employees arrive prior to their verified start date, they may not volunteer doing the same duties for which they would be paid,

Volunteers receive basic training and orientation that includes, but isn’t limited to Forest Service history, mission, programs, safety procedures, and any specific skills training required to perform the duties and responsibilities identified in the volunteer agreement.

Your responsibility is to perform the work as described and agreed to in the volunteer agreement. The Forest Service’s responsibility is to provide adequate supervision. A Forest Service supervisor should always be appointed for volunteers even if the supervisor can’t provide supervision every day. If the daily supervisor cannot be a Forest Service official, a qualified individual within the volunteer group or under the partnership agreement may provide daily supervision. Supervisors must be fully trained in all aspects of the project work and be familiar with Forest Service policies and procedures.

It’s not often that a volunteer is required to wear a Forest Service uniform. You may need to wear personal protective equipment (PPE), such as steel-toed boots or a helmet, depending on the safety requirements of your role. You may need to wear other specific attire, such as a branded hat or badge, if you have significant, frequent, or recurring contact with the public or when the uniform is important to establish your authority or to identify you as an agency representative. In either case, you’ll be informed of the requirements by your Forest Service contact.

Volunteers do not receive a salary from the Forest Service but may be eligible to be reimbursed for out-of-pocket expenses related to transportation, food, lodging, and certain miscellaneous expenses that are “necessary, reasonable, and arise as a result of the voluntary work.” If your role includes eligibility for reimbursements, that will be outlined in advance by a Forest Service official in your Volunteer Service Agreement.

U.S. citizens or permanent residents who individually accrue 250 volunteer hours qualify for an interagency volunteer pass, valid for one year.

• Honored nationwide at all Forest Service, National Park Service, Bureau of Land Management, Bureau of Reclamation, and US Fish & Wildlife Service sites charging entrance or standard amenity fees.

• Valid for 12 months from the month of issue. Expires the last day of the month punched.

• Admits pass holder and any accompanying passengers in a private non-commercial vehicle.

• At per-person fee sites, admits pass holder and up to 3 persons. Persons 15 and younger are admitted free of charge.

More information about Recreation Fees and Passes can be found at: Recreation Fees and Passes | US Forest Service.