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Gender Diversification in the U.S. Forest Service: Does It Still Matter?
Abstract
The U.S. Forest Service (USFS) has historically provided a useful model for understanding administrative behavior and organizational change. In 1990 and 1996, nationwide studies of USFS employees were conducted to evaluate the emergence of a new resource management paradigm and to examine the role of workforce diversification, especially gender, in contributing to organizational change. In 2008, a new survey of Forest Service employees was conducted to measure what changes have occurred over the last decade. More than a decade later, workforce diversification continues to evoke powerful negative and positive attitudinal responses among USFS employees. Larger organizational issues, especially reduced program budgets and a reduction in workforce, have stalled agency diversification efforts, reducing opportunities for women to enter leadership roles. The authors analysis suggests that the USFS is operating from a discrimination-and-fairness organizational diversity paradigm rather than a valuing-and-integrating paradigm, which will ultimately limit the benefits purported to accrue from workforce diversification.
... They found four primary arguments in favor of diversity, several of which are implied in the Forest Service statements above and can be found across the US federal government (Bradbury 2011). Forest Service reasoning often echoes Batavia and colleagues, especially the argument that the agency should create a workforce that represents a diverse society, and that staying relevant in a diverse society requires a diverse workforce (Brown et al. 2010a, Batavia et al. 2020. However, to fully achieve the goals of representation and relevance, they argue, more than numbers is required; employees from nondominant groups must also have a voice in shaping policies and programs (Batavia et al. 2020). ...
... Although the Forest Service has goals of a representative workforce, not unlike other organizations, it has had both successes and difficulties achieving this and related diversity goals (USDA Forest Service 1991, Bosworth 2006, Brown et al. 2010a. Several studies have explored trends in Forest Service employee race/ ethnicity and gender demographics, allowing a partial assessment of the Forest Service's progress towards building a multicultural organization. ...
... Thomas and Mohai (1995) assessed Forest Service employment data from 1983 to 1995 (these data were reported separately for gender and for employees of color as a whole) and found that the Forest Service increased the number and percentage of both female employees and employees of color, but that growth was uneven across job types, with continued low numbers in positions that develop into leadership roles (Thomas and Mohai 1995). Brown, Harris, and Squirrell have several publications investigating changes in the Forest Service workforce, with an emphasis on gender and on new disciplines (e.g., wildlife biologists) being hired in response to changing laws and societal expectations (Brown and Harris 1993, 2001, Brown et al. 2010a, 2010b. Brown and colleagues' analysis show an increase in female Forest Service employees in the 1990s, and some movement of female employees into leadership positions (Brown et al. 2010b). ...
We analyzed USDA Forest Service (Forest Service) employment data from 1995 to 2017, by race and ethnicity, gender, as well as race/ethnicity and gender, to assess progress towards the Forest Service’s goal of achieving a multicultural workforce that reflects the US population. We look at the trends by an employee’s level in the Forest Service and by branch of the Forest Service. Our data show an overall decrease in the workforce by nearly 20%, an increase in diversity in Forest Service leadership levels, little change in the percentage of employees in non-White racial/ethnic groups combined, the number of Black employees decreased, and the number of women in lower grades and in the National Forest System Deputy Area decreased. Comparison with the civilian labor force provides additional context. Implications are relevant beyond the Forest Service, including a risk of losing public trust and reduced agency effectiveness if a representative workforce is not achieved.
... Past studies of the Forest Service track the transition from a predominantly male and White workforce to one that strives to be more representative of the U.S. population (Brown and Harris 2001;Tipple and Wellman 1991). Yet organizational culture has been difficult to change, and diversification efforts have not always been effective (Brown, Harris, and Squirrell 2010;Kern et al. 2019;redacted.1;Westphal et al. 2022). ...
... This is supported in the present study by the longer tenure of White male employees, and by the significantly different frequencies of involuntary separation; BIPOC employees, and especially BIPOC male employees, in our population were more likely to be involuntarily separated. Brown, Harris, and Squirrell (2010) posit possible negative effects of the Forest Service culture on diversification, suggesting that women (and, by extension, BIPOC employees) may leave the agency rather than conform. ...
A diverse, representative workforce is both beneficial and legally mandated for U.S. federal agencies. While previous research documents overall diversity within public agencies, like the USDA Forest Service, little is known about career outcomes and trajectories within these agencies. In this work, we look at individual-level career met-rics which reveal patterns in employee retention, advancement, and termination. Using employment data for over 25,000 USDA Forest Service employees, we found that race/ethnicity, gender, and the interaction of these variables significantly related to each career metric. For instance, BIPOC female employees entered at a higher grade but advanced more slowly and spent fewer years with the agency. BIPOC male employees started at lower grades and were more likely to be terminated than any other group. These results suggest that career performance within the Forest Service varies substantially as a function of race and gender. Additional research is needed to uncover why these unequal outcomes occur. ARTICLE HISTORY
... Female and BIPOC employees were primarily found in lower-grade levels and experienced a glass ceiling preventing their rise to leadership positions (Carroll et al. 1995;Thomas and Mohai 1995). Concentrated hiring efforts resulted in a new cadre of female employees in the 1980s with a professional background in forestry, engineering, biological science, physical science, recreation, rangelands, and social science (Brown and Harris 2001;Brown et al. 2010;Thomas and Mohai 1995). Research identified many challenges for women in natural resource professions, including limited advancement opportunities and an "old boys" network (Kennedy 1982, Kennedy1991, Brown et al. 2010. ...
Mentoring is suggested as an important strategy to promote workplace inclusivity and is shown to be positively associated with high employee morale, yet mentee needs and experiences may not be universal. To evaluate mentoring impacts from the perspective of USDA Forest Service employees, we conducted an online survey of 251 aquatic professionals, including managers and scientists. 70% of respondents had mentors, and mentorship status did not vary across demographic characteristics. Previous mentoring relationships were most frequently identified as “informal” rather than “formal”; female employees were more likely to desire formal mentoring. Mentored respondents found their work more challenging, fulfilling, and valuable than unmentored respondents. Mentees looked for mentors who could provide constructive feedback, speak candidly, use active listening skills, and who cared about their careers. Overall, respondents were satisfied with their mentors’ skills. Despite strong demand for mentoring, access to mentors among aquatic professionals appears low across all categories.
Study Implications: Mentored employees convey greater job satisfaction and sense of being valued, challenged, and fulfilled. Strong demand for mentorship exists among aquatic professionals in the USDA Forest Service, yet awareness of and access to mentoring opportunities appear to be uneven. Skills employees found most useful and satisfactory in informal mentoring can serve as a basis for future design of agency mentoring programs. Effectively communicating mentorship opportunities to employees is important for increasing participation rates in mentoring. By encouraging employees to participate in mentoring, organizations can reap tangible and intangible benefits through employee development, such as increased organizational productivity and employee retention.
... Women and ethnic-minority professionals in forestry are associated with a more ecosystems-based approach, and can help with the shift towards more participatory and multi-functional forestry (Brown et al, 2010). Higher diversity is also associated with better sector image, retention of much required talent pool, innovation and better reflection of customer and stakeholder needs, all of which are significant sources of market and financial benefits over the longer run. ...
... In academia, studies have associated unconscious bias in peer searches and hiring decisions with the low representation of women scientists in university faculty (Glass and Minnotte 2010). In the Forest Service, the workplace culture has favored leaders who make decisions on recruitment and promotion that foster " acculturation " (Robinson 1975), or compliance with the organization norms (Chojnacky 2012), such that women continue to be underrepresented in leadership positions and within the workforce in general (Brown et al. 2010a). ...
Past research has established that diverse scientific communities foster innovation and problem solving more effectively than
communities with a narrow range of knowledge, skills, and experience. However, gender diversity among scientists is limited,
particularly in natural-resource fields. We compared data on scientist gender and rank from the US Department of Agriculture
Forest Service Research and Development (FSR&D, a hierarchical organization) with data on faculty gender and tenure status
from universities (loosely coupled systems) with comparable areas of study. We found that the representation of women was
greater among FSR&D scientists than among university faculty but declined with seniority in both institutions. Within FSR&D,
data showed demographic inertia, suggesting that the representation of women in senior scientist positions will increase.
Although many mechanisms affect gender representation, our findings suggest that organizational structure affects the diversity
of the scientific workforce.
Diverse workforce representation helps organizations achieve their goals and is important for government agencies that seek to gain public trust. Prior research has examined patterns of representation in the USDA Forest Service and found an overall lack of representation despite advances at leadership levels. Federal agencies are required to report total workforce demographics; however, representation relative to local communities is rarely known. Using data from the US Census Bureau, we examined demographic profiles of populations within a 1-hour drive time around Forest Service workplaces relative to workforce demographics at each workplace. The Forest Service had a greater proportion of white employees than the US population as a whole, and racial/ethnicity diversity was lower than surrounding communities at 99.7% of Forest Service workplaces. Region-level summaries reinforce this pattern, suggesting the Forest Service is not a representative bureaucracy in any region or at any geographic scale. Given the Forest Service's size, role in natural resources management, and geographic distribution of its workforce, disparities between demographic composition of the agency's workforce and surrounding communities are striking. These results set a standard for spatially explicit assessments of workforce diversity as it relates to representative bureaucracy in geographically dispersed organizations like the Forest Service. Study Implications: Prior research showed that the USDA Forest Service had proportionally fewer Black/African American (~3 times fewer) and Asian (~2 times fewer) employees than the US civilian labor force as a whole. However, aggregate agency-level statistics and national comparisons may conceal local and regional level variation. To understand how the racial and ethnic diversity at each workplace compared with its surrounding geographic area's local population, 690 workplaces were examined. Results were consistent across multiple drive times and levels of aggregation; the Forest Service's workforce is less diverse than surrounding communities, which may potentially affect its ability to serve its many stakeholders.
Workforce Diversity is an undeniable challenge in the field of public administration. It is vital to do a systematic literature review to identify the gaps in context of South Asia, notably Pakistan. The current research reviews 83 research articles of last 45 years by addressing the following question: How research on workforce diversity has developed over time in the field of public administration? The two studies are noted from South Asia: Pakistan and India. The researchers tried to examine the dimensions, antecedents and consequences of workforce diversity in context of public administration. Moreover, the relationship of workforce diversity with other variables: mediators and moderators used in the researches are also studied. The aim of the study is to identify the trends of workforce diversity worldwide and by following the foot prints of developed countries, how South Asia can benefit by supporting equality and accepting differences. The current research has valuable implications for public organizations in South Asia.
Workforce Diversity is an undeniable challenge in the field of public administration. It is vital to do a systematic literature review to identify the gaps in context of South Asia, notably Pakistan. The current research reviews 83 research articles of last 45 years by addressing the following question: How research on workforce diversity has developed over time in the field of public administration? The two studies are noted from South Asia: Pakistan and India. The researchers tried to examine the dimensions, antecedents and consequences of workforce diversity in context of public administration. Moreover, the relationship of workforce diversity with other variables: mediators and moderators used in the researches are also studied. The aim of the study is to identify the trends of workforce diversity worldwide and by following the foot prints of developed countries, how South Asia can benefit by supporting equality and accepting differences. The current research has valuable implications for public organizations in South Asia.
Sustainable Development Goals: Their Impacts on Forests and People - edited by Pia Katila December 2019
Research, largely focused on academia, has shown demographic differences in perceptions and experiences of workplace culture in science fields, including natural resources. Less is known about experiences of those working for government institutions. This study examined relationships between demographic characteristics (gender, scientific discipline, years as a scientist), experiences of discrimination or harassment, and perceptions of career success and satisfaction as reported in a survey by 100 research scientists in the US Forest Service: a hierarchical federal agency with explicit goals for workforce diversification. Approximately half the survey respondents, and more women than men, indicated that they had experienced work-related discrimination or harassment. Survey respondents identified gender as the most common basis of discrimination. Although most felt successful and satisfied in their careers, this perception was lower among those who had experienced discrimination or harassment. These findings highlight challenges of workforce diversification, especially in hierarchical institutions where organizational structure favors conformity.
Forestry cannot be thought of in isolation from its relations with other sectors and other parts of people’s lives – for both the health of the forests and the well-being of forest peoples.
• Forest governance and everyday management are upheld by a superstructure of gendered forest relations – invisible to mainstream forestry – that often disadvantages women as a social group.
• Well-intentioned gender programmes can backfire, causing adverse effects on forests and forest peoples, if the efforts are not cognisant of context and power relations.
• Constant awareness of differences among various social groups – men, women, different classes, ethnicities – and how their interests intersect differently in various forest contexts is needed for everyone’s energy, creativity and motivation to contribute to sustainable forest management.
• Research suggests that greater democratic governance of forests leads to better environmental outcomes.
• The gender-neutral framing of some SDG goals undermines efforts towards achieving the outcomes called for in SDG 5.
This article examines findings from a 2016 study on gender and leadership within the British Columbia Wildfire Service (BCWS), Canada. The study utilised action research to facilitate an in-depth conversation among wildland firefighters about gender and leadership, and to explore participant-derived actions steps within the BCWS towards a perceived ideal future(s). The study found widespread occurrences of gender discrimination in the day-to-day practice of leadership, and that gender made a difference for wildland firefighters' experiences of normative workplace culture. In their practice of leadership, participants described a trade-off between gender diversity and excellence. The article concludes that the practice of leadership within wildland fire must include open dialogue about, and strategic engagement with, gendered cultural norms within the workplace in order to dispel myths and latent beliefs, and support what firefighters in this study defined as 'excellent leadership'.
Risk communication is important for a sustainable management of natural resources. Even though risk management is ideally ongoing, studies of long-term risk communication from the perspective of the communicator are lacking. This case study examined the preparation and implementation of forest risk communication in Sweden. Interviews were conducted with advisors at the Swedish Forest Agency, responsible for providing information to forest owners and professional foresters dealing with risks damaging the forest (e.g., storms and forest management damaging ecological values). The communicator’s perspective was analyzed based on a conceptual framework describing risk communication by means of the components: within-communicator, relational, and content. Potential drivers of the preparation and implementation of risk communication in this context, intersecting the three components, included the policy and regulatory framework, the management of the agency, the location of the agency, and the balancing of different interests.
Public officials are vested with authority of the state, and institutions such as courts crystallize this blend of formal power and relational dynamics. We probe how gender affects the interpretation of authority by using simulations of traffic court. Observers evaluated the professional demeanor of the judge. Results indicate that judge gender makes a difference in how professionalism is rated, gender of the citizen makes a difference in how emotive expression is interpreted, and the interaction of judge and citizen gender affects how the judge's communication is evaluated. We conclude that gender contextualizes power by moderating its perception and interpretation.
Although public organization literature is replete with studies examining whistleblowing, scholars have generally neglected the connection between leadership styles and whistleblowing. Furthermore, no study was found that examined the relationship between whistleblowing and the most often studied leadership style, transformational leadership. This article fills this void in the literature by examining the relationship between transformational leadership and whistleblowing in government agencies. After controlling for employee commitment and several power-dependency factors, the results revealed that employees were more comfortable blowing the whistle when they perceived organizational leaders and managers were practicing transformational leadership than when they perceived they were not. In fact, transformational leadership was the most important predictor. Employees were also most comfortable when they exhibited high levels of commitment and job satisfaction. On the other hand, minority employees were less at ease reporting wrong-doing to their supervisors than Caucasian employees. The implications of these results are thoroughly discussed in the article.
Modern bureaucracy faces trade-offs between public and congressional input and agency expertise. The U.S. Forest Service offers an opportunity to quantitatively analyze whether an agency that is required to be more open to the public and congressional input will be forced to ignore its technical expertise in managing resources. This study uses data on 83,000 hazardous fuels reduction activities conducted by the Forest Service from 2001 to 2011. Although the results show that managers are responsive to public and congressional considerations, this has not prevented them from utilizing their technical knowledge to restore lands most deviated from natural conditions. This suggests that managers can balance responsiveness to public and political principals with technically sound management.
This paper explores opportunities for administrative discretion in decision-making for natural resource management. We carried out an exploratory study in the USDA Forest Service to understand factors affecting administrative actions related to recreation use in riparian areas. We conducted semi-structured interviews with 27 resource professionals from a national forest in the northwest region of the United States. Questions focused on professional judgments about recreation in riparian areas, administrative actions related to management of these activities, and the potential for personal values to influence decisions. We analyzed the transcribed interviews using Atlas.ti, coding the data for salient themes. In this paper, we discuss perceptions of resource professionals about the potential for personal values to influence administrative actions and decisions. We highlight four distinct realms in the planning process where expanded discretionary capacity exists and values may emerge. Finally, we suggest ways to reduce the potential influence of value-based judgments in decision-making.
An eminent authority presents a new perspective on affirmative action in a provocative book that will stir fresh debate about this vitally important issue. This book moves the discussion of affirmative action beyond the United States to other countries that have had similar policies, often for a longer time than Americans have. It also moves the discussion beyond the theories, principles, and laws that have been so often debated to the actual empirical consequences of affirmative action in the United States and in India, Nigeria, Malaysia, Sri Lanka, and other countries. Both common patterns and national differences are examined. Much of what emerges from a factual examination of these policies flatly contradicts much of what was expected and much of what has been claimed.
Web-based surveying is becoming widely used in social science and educational research. The Web offers significant advantages over more traditional survey techniques however there are still serious methodological challenges with using this approach. Currently coverage bias or the fact significant numbers of people do not have access, or choose not to use the Internet is of most concern to researchers. Survey researchers also have much to learn concerning the most effective ways to conduct surveys over the Internet. While in its early stages, research on Internet-based survey methodology has identified a number of factors that influence data quality. Of note, several studies have found Internet surveys have significantly lower response rates than comparable mailed surveys. Several factors have been found to increase response rates including personalized email cover letters, follow-up reminders, pre-notification of the intent to survey and simpler formats. A variety of software tools are now available for conducting Internet surveys and they are becoming a increasing sophisticated and easy to use. While there is a need for caution, the use of Web-based surveying is clearly going to grow.
Females valued wild animals as objects of affection and expressed considerable concern regarding the consumptive exploitation of wildlife. Males were far more knowledgeable and less fearful of wildlife and more inclined to value animals for practical and recreational reasons. Efforts to broaden the scope and effectiveness of wildlife management should consider and understand the influence of gender. -Authors
How has the world of the forest ranger and public administration changed over the past three decades? Using Herbert Kaufman's classic study, The Forest Ranger, as a base point for their discussion, Tipple and Wellman focus on contextual changes that have transformed the U. S. Forest Service and the world of the ranger. The relatively closed system of the 1950s has been opened through environmental legislation and increased public involvement. Earlier emphasis on efficiency and economy is now offset by a stress on representativeness and responsiveness. The authors see parallel developments in the public administration field in general, and they discuss the implications of these changes for practitioners, educators, and scholars.
Historically, employees in natural resource professions have been predominantly Caucasian males. However, projected trends in population growth predict that by the year 2050, minorities will comprise almost half the United States (U.S.) population. Federal and state agencies have expressed an interest in diversifying their workforce to match the overall U.S. population. Unfortunately, many such programs have generally not been successful. One successful program is the Minority Training Program at the Arizona Cooperative Fish and Wildlife Research Unit. The program began in 1988, and 26 undergraduate and 10 graduate degrees have been granted. All students who have completed the program have been placed in natural resource professions with federal, state, tribal, or private organizations. A key factor in the success of this program is the strong mentoring component. The average annual cost/student is approximately $3,500. We believe the concepts used in this program are applicable throughout the country.
Natural resource management agencies, like the U.S. Forest Service, face a formidable challenge today—to develop and implement resource management plans that satisfy diverse and changing social political and economic values. Effective organizations develop strategies, either explicit or implicit, for adapting to changing environments. The Forest Service is currently implementing one such adaptive strategy—a work force diversification program based on affirmative action called "Work Force 1995" whose objectives include the creation of a mix of employees in the agency that better reflects the diverse publics it serves. The premise of the program is that work force diversification will eventually result in land management decisions that better reflect the wants and desires of the American people. Using results from a nationwide study of Forest Service employees, we examined these assumptions with respect to gender and assessed the potential impacts of changes in the work force on agency resource decisions. The authors' results suggest that gender diversification in the Forest Service will have significant impacts on future agency directions in its development and implementation of resource policies. It is argued that the combination of gender and professional diversification in the agency will create an organizational culture very different from the past and that these changes could dramatically impact future resource decisions.
The attitudes and values of U.S. Forest Service employees toward resource management issues are examined by applying general concepts and empirical observations found in the literature on social change and resource sociology. The concept of a resource management paradigm is developed and operationalized in a nationwide study of Forest Service employees. Its results suggest that the attitudes and values of one particular segment of Forest Service employees, the Association of Forest Service Employees for Environmental Ethics (AFSEEE), represent an alternative resource management paradigm that differs significantly from the dominant management paradigm held by the majority of Forest Service employees. The emergence of this extraorganizational group of Forest Service employees dedicated to agency reform is unprecedented in the history of federal land management agencies; their characteristics, both sociodemographic and attitudinal, are compared and contrasted with those of non‐AFSEEE Forest Service employees. The potential role of AFSEEE as a change agent is discussed relative to other changes that are occurring concurrently in the Forest Service.
The 21st century promises a more diverse public workplace in terms of race, ethnicity, culture, gender, age, and disabilities. In light of the shifting composition of public organizations, this article applies three different paradigms of diversity developed to understand private organizations and analyze practices in and research about public organizations. Building on these paradigms, this article proposes a new process for managing diversity that facilitates the development and promulgation of a multicultural organization. This paradigm of multiculturalism cultivates a climate in which individuals from dominant and nondominant cultures coexist and thrive. Consequently, agencies will be more effective in recruiting and retaining a diverse workforce, structuring internal processes, and serving clients.
This article examines the relationship between USDA Forest Service National Forest System (NFS) employee beliefs about external interest groups and the employees' race, gender, and career path. These interest groups include environmentalists, citizen activists, the timber and mining industries, range users, tribal representatives, and recreationists. Gender, race, and career path are demonstrated to be significant factors related to NFS employee beliefs about a number of these interest groups. These results suggest that NFS employee diversification policies may have introduced into the workforce a set of employees who are less positive in their expectations of the timber industry, but more positive about environmentalists and some other key interest groups. This shift is predicted to aid the NFS in working more successfully with a wider diversity of external constituencies than in the past. For. Sci. 47(2):258269.
The USDA Forest Service has been dominated by white, male foresters. Beginning in the mid-1970s, the agency was compelled legally and morally to begin diversifying its workforce by race, gender, and profession. Concurrent with workforce diversification efforts, the agency confronted demands from the courts, Congress, and interest groups to change national forest management by emphasizing national forest preservation over the production of commodities such as timber and livestock forage. This study examines the role of women as potential organizational change agents by analyzing survey data collected from two national studies of the Forest Service in 1990 and 1996. Results from the 1996 study indicate that women continue to exhibit higher levels of general environmental concern than men, suggesting their role as potential saviors in helping the agency to make the transition to increased emphasis on ecosystem management. Conversely, diversification of the Forest Service workforce continues to be highly contentious, with some employees feeling that the recruitment and promotion of women without adequate training and/or experience have left the agency unprepared to meet complex demands. The inability of the Forest Service to satisfy multiple, conflicting constituencies in the face of agency downsizing suggests the role of women as scapegoats, whose perceived lack of experience is responsible for agency shortcomings. The authors suggest that the historical convergence of workforce diversification with changes in national forest policy inevitably place women in the conflicting roles of both saviors and scapegoats. FOR. SCI. 47(2):246257.
The United States Department of Agriculture Forest Service traditionally has been dominated by white, male for esters, particularly in its professional and leadership ranks. Beginning in the mid-1970s, however, civil rights legislation, lawsuits, and statutes that mandated interdisciplinary planning collectively impelled the agency to begin diversifying by race, gender, and profession. This study attempts to quantify the progress the agency has made in workforce diversification since the early 1980s by grouping Forest Service job series into categories and tracking changes in these categories over time. The study reveals that the numbers of employees in “nontraditional” Forest Service fields (e.g., the social and biological sciences) increased markedly, but that these employees remain vastly outnumbered by employees in traditional fields such as forestry. The number of women in the agency also increased greatly, but women made much greater gains in administrative support positions than in jobs that put them in the pipeline for leadership positions. They remain vastly overrepresented in clerical and administrative positions and highly under rep resented in professional and technical positions. People of color made gains in nearly all job categories, but, like women, remain significantly overrepresented in jobs that will not lead to leadership positions. Thus, while aggregate numbers show greater diversity in the Forest Service workforce, a more detailed analysis reveals that the leadership ranks are still the domain of white, male foresters.
The attitudes and values of US Forest Service employees toward resource management issues are examined by applying general concepts and empirical observations found in the literature on social change and resource sociology. The concept of a resource management paradigm is developed and operationalized in a nationwide study of Forest Service employees. Attitudes and values of one particular segment of Forest Service employees, the Association of Forest Service Employees for Environmental Ethics (AFSEEE), represent an alternative resource management paradigm that differs significantly from the dominant management paradigm held by the majority of Forest Service employees. The emergence of this extraorganizational group of Forest Service employees is unprecedented in the history of federal land management agencies; their characteristics, both sociodemographic and attitudinal, are compared and contrasted with those of non-AFSEEE Forest Service employees. The potential role of AFSEEE as a change agent is discussed relative to other changes that are occurring concurrently in the Forest Service. -from Authors
This paper reviews the battles over the Forest Service planning rule that culminated in the November 2000 revising of the regulations implementing the National Forest Management Act. In a departure froj the agency’s emphasis on multiple use, the rule established ecological sustainability as the key objective guiding planning for the national forests. The supporting material explicitly states that “it is based on the recommendation of an eminent committee of scientists.” This pape5r examines the Committee of Scientists and the NFMA rule as a case study in the relation between science and politics in the development and implementation of statutory standards for management of the National Forest System. The conclusion considerations the broader question of whether the Committee and Forest Service overstepped their appropriate roles in promoting what is essentially a new statutory mandate.
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