This is a union position.

Work collaboratively with a team of science and education professionals to support effective, engaging, and safe learning experiences for learners of all ages at Powdermill Nature Reserve, the Carnegie Museum of Natural History’s ecological research station located in Rector, PA. 

The Environmental Educator and Naturalist coordinates educational field trips and summer camps at Powdermill Nature Reserve, the environmental research center of Carnegie Museum of Natural History. This position works closely with the Public Programs Manager to help plan and deliver innovative education programs to audiences that include children, families, schools, teachers, college students, and adults. This position requires attention to customer service through prompt, friendly, and accurate responses to inquiries regarding local natural phenomena, as well as education and research programs. Regular weekend work is required.

Scheduling Specifics: This position is expected to support Education programming and Nature Center visitors approximately once a month year-round, typically on weekend days. - Other shifts may be available for specific programs, such as field trips. Other shifts range from 4 – 8 hours - Specific days/dates and shift times on each date of work will be determined in a monthly schedule. 

QUALIFICATIONS

EDUCATION AND EXPERIENCE: Bachelor’s degree in Zoology, Botany, Entomology, Ecology, Science Education or Environmental education or equivalent experience required. Additional experience interpreting science for a wide variety of public audiences preferred.Must have a valid driver’s license.  

KNOWLEDGE, SKILLS, AND ABILITIES: Broad knowledge of Appalachian Ecology and Natural History, as well as enthusiasm for education, scientific inquiry and nature exploration are required. Ability to manage tasks independently, strong written and visual presentation skills, and knowledge of best-practices in leading accessible, inclusive learning experiences are preferred.

PHYSICAL REQUIREMENTS: This position requires work outside in inclement weather, including crossing cold streams or carrying loads up to 50 pounds to remote locations.

PRINCIPAL ACCOUNTABILITIES

Coordinate field trips at Powdermill

• Program Delivery: Lead Powdermill field trips from scheduling, sending pre-survey, greeting upon arrival through program delivery, departure, and post-survey. Use educational strategies that effectively interpret scientific content and inquiry to meet audience interest and ability. Coordinate logistics in advance to ensure that education, special events, and research experiences utilize space and resources effectively, providing the optimal experience for all audiences/parties; and arrange for adequate staffing.
• Program Design: Work collaboratively with the Senior Environmental Educator and Naturalist to review and enhance Powdermill education programs and exhibits, develop new instructional material and exercises utilizing resources that have proven effective in the wider fields of formal and informal education, and evaluate program outcomes.

Coordinate Powdermill Summer Camp

• Support the Public Programs Manager in camp planning and implementation.
• Develop curricula and create lesson plans for camp that ensure camper engagement and utilize best-practices. Work with seasonal staff to prepare activities for camp.

Support Powdermill operations

• Maintain good public relations by welcoming visitors upon arrival, providing information about Powdermill and CMNH, addressing queries regarding plant and animal identification, and referring questions to the appropriate internal experts or outside resources when needed.
• Keep visitor data entries accurately updated.
• Support the operations and administrative team at PNR by following established safety, security, custodial and maintenance procedures, including at times being the highest ranking staff on-site to ensure compliance.
• Work independently to troubleshoot immediate safety, security, custodial and maintenance concerns.
• Assist with collaborative programs.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.