Living the PV Way
This commitment includes Be Here, Be Safe, Speak Your Truth, Let Go & Move On, Set Goals, and Care for Self & Others.
What is the Full Value Commitment?
Every Monday, all staff should review and update this with weekly and monthly schedules and events.
What is the shared calendar?
For in-school and after-school programming, staff should arrive no later than this many minutes before the scheduled start.
What is 15 minutes?
Every other Thursday, this important document is due by noon.
What is the timesheet?
You realize before a deadline that you won't be able to finish an assigned task on time. Which response better reflects PV expectations?
A: Say nothing and hope you finish.
B: Communicate the barrier before the deadline.
What is B — communicate early?
Reliability includes meeting deadlines and communicating barriers early.
Instead of defining people by deficits, PV staff begin with capabilities, assets, and possibilities and coach toward growth.
What is the Strengths-Based Approach?
During work hours, routine staff or manager emails and Signal messages should normally be acknowledged within this amount of time.
What is 24 hours / one business day?
Important facilitator note: This does not require non-exempt employees to work outside scheduled hours.
For day trips and multi-day events, staff should arrive no later than this many minutes before departure or start.
What is 30 minutes?
Youth participation/dosage data should normally be entered within this amount of time after an activity.
What is 48 hours?
You're using a public AI tool to help draft a document. Can you paste confidential participant information into it because it will make the draft faster?
What is NO?
Confidential participant, personnel, donor, financial, legal, or proprietary information should not be entered into public AI tools unless PV has specifically approved that tool and use case. Staff also remain responsible for reviewing AI-assisted work for accuracy, confidentiality, cultural appropriateness, bias, tone, and policy compliance.
A coworker makes a mistake. You address it constructively, learn from it, repair what needs repairing, and don't continue holding it against them. Which FVC value are you practicing?
What is Let Go & Move On?
This is specifically defined as addressing conflict constructively, learning from mistakes, repairing when needed, and moving forward without holding grudges or undermining coworkers.
How early should staff aim to arrive for an in-person meeting? How about being ready for a virtual meeting?
What is 15 minutes early in person and 5 minutes early virtually?
PV programming should progress from connection and team-building through skill development and eventually toward these two higher-level outcomes.
What are leadership and service?
The manual calls for logical, progressive sequencing rather than treating activities as isolated experiences.
Activity Plans should normally be submitted to the Manager this far in advance.
What is 1–2 weeks before the session?
Two important deadlines conflict and you cannot reasonably complete both. What should you do?
What is identify the options and ask the Manager to prioritize?
PV's Decision/Escalation Guide specifically identifies unclear priorities and competing deadlines as situations where staff should identify options and ask the Manager to prioritize.
You're frustrated with a coworker's performance. Instead of discussing the concern privately, you complain about the person with other employees who aren't involved. What professional communication problems do you see?
What are gossip and failing to use respectful, direct, constructive communication?
The manual identifies listening, calm/direct language, and private constructive feedback as meeting the standard; gossip, ridicule, public shaming, and hostile or judgmental communication do not.
Your manager sends you an important question at 9:00 a.m. You don't yet know the complete answer. Ignoring it until you have everything is not the PV standard. What should you do?
What is acknowledge the message within the appropriate response window and state when follow-up will occur?
High-importance emails should be acknowledged within two hours during office hours, with urgency, next action, and expected completion clarified.
An educator has an exciting outdoor activity planned, but nobody on the assigned staff team holds the skills or certification required to facilitate it safely. The participants are excited. What should happen?
What is do not begin the activity?
Staff should not conduct an activity requiring skills or certification outside the assigned team's qualifications.
Match the deadline:
Adventure/Outing Plan
Out-of-School Activity Approval
Adventure Budget
The budget must also align with the monthly program budget.
DAILY DOUBLE
During an outing, environmental conditions change. Continuing would keep the program on schedule, but the conditions now exceed your training and experience. Your participants really want to continue. What does the manual expect you to do?
What is STOP, reassess, modify the plan, and request help as needed?
PV explicitly says to choose safety over convenience, schedule pressure, or completing the planned activity, and to recognize when conditions exceed training, experience, staffing, or equipment.
Name the four things an employee demonstrating excellence does when putting PV's mission and values into practice.
What are:
It's the end of your workday. Name five things you should be able to answer "yes" to from PV's Employee Daily Closeout.
Accept any five.
Your activity didn't go exactly according to your Activity Plan because participant needs and environmental conditions changed. Did you automatically fail to follow the plan?
What is NO?
The Activity Plan is a guide. Staff are expected to adapt safely and appropriately to participant needs and conditions. Excellence includes adapting without losing fidelity or safety.
A qualifying incident occurs during programming. Name the three important timeframes staff should remember.
What are:
A supervisor notices the same employee performance issue beginning to repeat. Instead of waiting until the January or July performance review, what should the supervisor do?
What is address it now through timely coaching?
The supervisor should name the expectation, describe the gap using examples, establish corrective steps and a timeline, document appropriately, and involve HR if formal action may be necessary.