PLEASE talk to Dr. Hall BEFORE YOU START.
(use TAB key to move from one field to the next; When complete, return to Marti Steelman in the NREM
Student Services Office, 124 Science II)
The NREM 104 Requirement Report that you are about to complete is the only record of your
work experience maintained by the department. As such, it should represent your best effort to
describe in detail your work experience. Please use the template provided and address all
categories listed.
The following guidelines may be helpful to you:
1.
Include as much specific detail as you can. It helps us evaluate your work experience and
it may pay off for you when you request a job recommendation.
2.
Develop your response in draft form and ask someone to review it for you before you
submit it. Approximately four to five pages of text should be adequate to fully describe
your experience in appropriate detail.
3.
Be sure your writing is grammatically correct and that there are no spelling or
typographical errors. This form becomes part of your permanent record. You should be as
careful in preparing it as you would be in writing a report to a supervisor that will be
deciding the amount of your next salary increase.
4.
After completing the form, please use a laser printer to print the final copy. Be sure to
sign your report where indicated.
If you have questions about your NREM 104 Requirement, please make an appointment to see
me. I would be happy to discuss it with you.
Sincerely,
Rick Hall, Professor
Department of Natural Resource Ecology and Management
RECORD OF PRACTIAL WORK EXPERIENCE
OFFICIAL RECORDS: USED TO EVALUATE CREDIT NREM 104
Name
(Last)
Address
Curriculum Forestry
Advisor:
Dates of Employment: Started
Name of Employer (Agency)
Name of immediate supervisor
Mr.
Title of immediate supervisor
Address of supervisor
(First)
Phone number
University ID #
Ended:
Ms.
What was your job title?
Wage paid:
$
Where did you work? (city closest to your employment)
Estimate the number of hours worked:
1. How was the job obtained?
2. Description of the work experience.
3. What professional skills did you apply?
4. What new professional skills did you learn?
5. What do you wish you had known, but didn’t?
(M. I.)
6. As appropriate briefly explain how this experience provided you an opportunity to test,
develop, demonstrate, apply, and/or exhibit each of the following. Address each item
individually. Definitions for each term are available at the end of the form. Do not be constrained
by the space allocated in the template.
Communication Skills
Enthusiasm
Leadership
Persistence
Time Management
Physical Fitness
Intelligence
Self Confidence
Dependability
Initiative
Energy Level
Imagination
Flexibility
Interpersonal Skills
Self Control
Conflict Management
Goal Achievement
Competitiveness
Direction
Integrity
7. How will this job help to prepare you for your profession?
____________________________________
Student Signature
*****************************************************************************
Your work experience has been approved for credit in NREM 104
Please resubmit this form after addressing the items indicated.
___________________________________
Rick Hall, Professor
Department of Natural Resource Ecology and Management
SOCIAL SKILLS AND BEHAVIOR TRAITS
1. Communication skills. The world has transitioned to an information-based economy. If you wish to
participate fully, it is vital that you read, write, speak and listen fluently. Most graduates will be called
upon to lead and/or persuade others, and communication skills are vital for both roles. Others will
judge your technical competence based on your ability to communicate that competence. Wisconsin
DNR position descriptions clearly state that the department wishes to employ outgoing and effective
communicators. There IS a good reason to take Comm 101 seriously!
2. Enthusiasm. One of the most endearing traits that employees can possess, personal enthusiasm is
universally sought by employers, especially in Natural Resources where public contact is vital. Learn
to express yourself openly in a positive and enthusiastic way and it can pay employment dividends
upon graduation.
3. Leadership. You can gain leadership strength and promote your employability via significant
involvement in extracurricular activities and positions of responsibility on campus. Employers look
with favor upon those who have risen to positions of responsibility in clubs, activities, and university
organizations and it is to your great advantage to get involved and seek out these opportunities.
4. Persistence. Don’t allow yourself to give up after a few tries. Obtain a realistic perspective of the job
market and pursue every course open to you. Some employable graduates settle for jobs outside their
major simply because they do not fully exploit the services and resources available to them through
Career Services or other sources. Finding a job IS a job, and taking the time to learn the process, plan
accordingly, and sticking to pursuit of a goal will pay off in the long run.
5. Physical fitness. Many of the outdoor positions in Natural Resources require evidence of physical
fitness as part of the employee selection process. Over half of the nation’s employers also require
drug testing of all applicants, and they often conduct random drug testing of employees after hiring
them.
6. Intelligence. Most employers define intelligence as “problem solving ability”. The other phrase used
is “common sense”, and it should come as no surprise that employers like to hire candidates with
proven problem-solving experience. EVERY occupation requires solving problems. Career decisions
can often be made (or simplified) by understanding what kind of problems you want to solve! Keep in
mind that grades demonstrate your ability to learn in a classroom, but they do not measure your
ability to learn and apply those lessons on the job. Employers seek candidates who have proven their
ability to learn in BOTH environments.
7. Self confidence. It is essential that you develop an awareness of your range of skills and abilities so
that you can call upon them, confidently, when demands for those skills appear. Job applicants are
usually called upon to produce examples of their skills in action, and your future employment
prospects can actually be tied to knowing what it is that you can do -and being able to prove it.
8. Dependability. Employers prefer candidates with histories of seeking, accepting and mastering
responsibility. Your performance in prior situations provides employers with a glimpse of your
potential in their organization.
9. Initiative. Employers like to hire candidates who have a history of looking for things that need to be
done and doing them, correctly, without having to be prodded.
10. Energy level. Many jobs require physical and/or mental stamina. Some assignments may take months
or even years to complete. Low boredom thresholds are not compatible with many occupations!
11. Imagination. One of the very best tools for problem-solving, a harnessed imagination envisions
outcomes of potential courses of action before any action is taken. Obviously, this ability is a big
boost for problem solving and trouble-shooting!
12. Flexibility. Today’s working environments require the ability to multitask; to have several activities
occurring simultaneously. Modern workers juggle assignments, equipment, and even co-workers.
13. Interpersonal skills. Resource managers often find themselves in conflict with property owners and
resource users. Tact, diplomacy, patience and service orientation are instrumental in satisfying
employer expectations.
14. Self Control. Knowing your strengths is an obvious advantage, but it is equally important to know
your weaknesses and to then take proactive steps to correct them whenever possible. When these
weaknesses cannot be eliminated, a strategy must be developed to overcome the weaknesses so that
they do not interfere with your work.
15. Conflict management. Increasing responsibility (and impact!) in most occupations is accompanied
by the likelihood that one will be called upon to resolve disputes, or negotiate compromise between
parties. Experience on residence hall staff, officiating sports, etc., is very useful for developing and
refining this ability.
16. Goal achievement. Employers like to hire candidates with histories of setting and achieving goals.
They like to see evidence that a candidate is capable of making sacrifices when the outcome is
important. This trait - short term sacrifice for long term gain - is often called into play on the job.
17. Competitiveness. This is NOT to be confused with destroying your enemies! In this instance, the
employer likes to find applicants who exhibit the drive to reach goals set by the employer. These
applicants usually display strong teamwork skills and focus on what is good for the organization.
18. Direction. Employers take risks when they hire, so they prefer to minimize some of that risk by
employing applicants who have demonstrated a clear and strong commitment to their career goals. Infield Internships or summer jobs, active membership in matching student organizations, independent
study projects and similar activity implies a strong and focused interest.
19. Integrity. Employers prefer to employ individuals who are honest and live up to their promises.
20. Time Management. All employers equate time with money and expect employees to be sensitive to
the need to perform tasks in a timely manner using an appropriate amount of this important resource.
Sequencing of tasks in an appropriate order, and meshing of tasks with those of other employees are
important aspects of time management. It is also important to develop the ability to keep more than
one task moving at the same time (parallel processing). Achieving an appropriate balance between
academic, extracurricular, and work activities is an excellent way to practice this important skill.