Mountain Guide Manual 2018 edition CONFIRMATION OF RECEIPT OF GUIDES MANUAL I (print employee’s name) ____________________________have been provided a copy of JHMG’s Guide’s Manual. In receiving this manual, I agree to read and be responsible for knowing all information included in this manual. Employee signature __________________________ Date ______________ JHMG MISSION STATEMENT & APPROACH Our philosophy is simple: enrich people's lives by providing exceptional service and unforgettable experiences. We do this by: • Offering fun and rewarding Mountain Adventures unique to JHMG by promoting client education, participation, environmental awareness and protection, and sound risk management on real climbs. • Operating professionally in all aspects of guiding and business operations. • Considering and minimizing our visibility and impact as commercial operators in the areas in which we operate. • Taking pride and ownership in our operations: office and field. TABLE OF CONTENTS Section 1. Introduction- Goals and Purposes of Manual Section 2. Guide and Porter Qualifications/Hiring Section 3. Employment Expectations, Evaluation, Termination Section 4. Wages and Benefits Section 5. Training Section 6. Office Procedure & Policy Section 7. Transportation & Travel Section 8. Equipment Section 9. Food Section 10. Field Procedures and Policy Section 11. Corbet High Camp Section 12. Risk Management Section 13. Class Guidelines Section 14. New Guide Teton Hit List APPENDICES Appendix A Emergency Phone Numbers Appendix B First Aid Kit-Contents Appendix C Emergency Response Guidelines Appendix D Injury/ Evacuation Report Form Appendix E Guiding Skills Training Checklist Appendix F Natural History of the Tetons Appendix G Leave No Trace Appendix H GTNP Permit Requirements Appendix J BTNF, SNF and CNF Permit Requirements Appendix K JHMG Record Keeping Strategy and Responsibilities Appendix L JHMG Two-Way Radio Protocol Appendix M JHMG Drug and Alcohol Policy Appendix N AMGA Alpine Transitions Appendix O JHMG Risk Management and Blood Borne Pathogens Guidelines Appendix P Policies Regarding Harassment, Discrimination and Equal Opportunity Employment 4 SECTION 1 INTRODUCTION – GOALS AND PURPOSES OF MANUAL This manual is intended as a tool to help employees understand JHMG procedures and expectations of employment, specifically for our Jackson-based programs and employees. Certain procedures and expectations may differ in our Cody, Colorado, Moab and Red Rock offices – be sure to ask the appropriate branch manager. This manual also serves as a resource to help guides provide the best, most comprehensive mountain experience possible by including information on JHMG class outlines, JHMG history, Teton natural history and LNT. This manual does not constitute a work agreement or work contract between JHMG and any employee: ALL EMPLOYMENT IS AT WILL. Revisions to this guide may occur at any time and it is the responsibility of the guide and/or employee to be familiar with and implement current practices. This manual must always be used in conjunction with any updated document, as well as any oral briefing that may occur. 5 SECTION 2 GUIDE & PORTER QUALIFICATIONS/HIRING JHMG is proud of its highly skilled guides. Top-notch guiding demands a diverse complement of skills, including technical mountaineering skills, leadership/interpersonal skills, as well as environmental awareness and education skills. Each guide brings his/her strengths and unique blend of skills, which will be appropriate to the assignment. It should be kept in mind that JHMG offers a range of guided trips and classes. Thus, although general expectations and hiring systems apply, most relevant is the guide’s appropriateness to the particular assignment. Hiring: All applicants for employment at Jackson Hole Mountain Guides must complete an employment application. All applicants for guide positions must submit a cover letter, resume and three references to JHMG. All JHMG guides are hired with the approval of Chief Guide Rob Hess. Using the criteria listed below, he may base his decision on any one or a combination of the following: • Rob’s personal familiarity with the candidate’s skills and experience; • References from current JHMG guides and/or other colleagues; • AMGA certifications and/or successful training; • Resume Typically, being hired and reaching guide status is a three-step process with oversight by Rob. Exceptions for good cause, such as extensive mountaineering guiding experience and familiarity with the terrain, may occur. Hiring involves judgment calls based on a person’s blend of technical, leadership and interpersonal skills combined with alignment with JHMG’s values and standards. The steps typically are: 1. Initial application that meets entry-level requirements & Rob’s approval; 2. Auditing classes and a GT 2-day as a guide candidate; 3. Working as a guide under supervision of a senior guide. 1) Minimum entry-level requirements for Jackson-based mountain guides are listed below: • Documented mountaineering skills and experience combined with documented experience in wilderness travel and camping techniques. • AMGA course work. • Field experience in the locations where we guide. • Minimum 21 years old. • Current CPR and Wilderness First Aid certifications (or higher, e.g., Wilderness First Responder, OEC, EMT or other comparable certifications). • Sound decision-making abilities and use of sound judgment relevant to the mountain guiding context – generally established/demonstrated by means of references, work history and/or supervised experience in the mountains/climbing areas. • For winter only: Level 2 Avalanche certification. 6 In addition to the above, Grand Teton National Park has established the following minimum requirements for Teton Guides: “All guides –winter, non-technical summit and technical climbing guides—must have experience in terrain that is more difficult than their guiding assignments. Guides assigned to 5th Class routes must be comfortable in at least 5.8 terrain (higher if necessary for the route) and guides on 3rd and 4th class ascents must have 5th Class experience. All guides must have experience in the Tetons.” Other factors we consider and value: • A background in outdoor education or other forms of teaching, instruction and guide education. • An ongoing commitment to mountaineering demonstrated by actively pursuing personal climbing. • The interpersonal skills enabling successful guiding of diverse clients in a broad range of conditions. • Leave No Trace backcountry skills – as a JHMG guide you are expected to know and consistently practice these skills. • Agreement to adhere to the JHMG Drug and Alcohol Policy 2) Auditing classes- After passing the initial screening using the above qualifications, guide candidates are evaluated by peers as to their qualifications for working at JHMG. Before a guide is given a “hire” status, the guide will typically audit a Basic and an Intermediate class, and a 2-day Grand Teton climb, all without compensation. Based on the performance during these audits, the guide candidate will receive a formal “hire” or “no hire” evaluation. 3) New guides. Once a “hire” status has been granted, a new guide will typically work with a senior guide for a number of climbs See mentoring. In most instances, new guides will assist senior guides on one basic school and one intermediate school. The new guide will also assist on a 4-day Grand Teton climb for 80% mountain wage per day, and other climbs deemed appropriate by the Chief and/or Lead guide. More demanding trips are assigned as training, ability, familiarity, and confidence are gained. New guides will typically accompany senior guides on longer trips such as Gannett Peak and Granite Peak to familiarize themselves with the areas prior to assignment on their own. Exceptions may occur on a case-by-case basis, for example when the guide has prior personal experience in the area and/or other experience guiding in the area. Exceptions to the above schedule, subject to Rob’s approval, may occur in certain instances where the new guide has any one or more of the following or other qualities: • Experienced and respected guide in the industry; • Significant familiarity with the area to be guided; • AMGA certified guide; • Has climbed extensively with Chief guide, lead guide or another senior guide; and/or • Other relevant factor(s) demonstrating the necessary skills, experience and attitude to successfully guide the client. • Mentoring- all new guides will be assigned a Mentor to work with at JHMG. In general, new guides will remain in a Mentee role until certification in the discipline is reached. The purpose of this program is to 7 provide an avenue for new guides to be able to learn and develop as a guide from a more experienced guide who is also gone through AMGA training and certification. When ever possible, the Mentee will be assigned work with their Mentor but this is not a firm expectation. Mentees should look at this as an opportunity to hear how their Mentor might handle various guiding situations the Mentee may have had or expects they will experience. It will be the responsibility of the Mentee to seek out their Mentor for advice, thoughts and training as so desired. 8 JHMG FIELD STAFF DEFINITIONS, DUTIES AND COMPENSATION Apprentice: an individual who aspires to be a guide and who demonstrates personal qualities and climbing skills that indicate high potential, but that ultimately leave them short of full guide consideration. This individual is one who JHMG