Transparency & Accountability in the National Park Service

The National Park Service (NPS) is committed to transparency and accountability. On this page, you can find information about important issues, discover how and why we make decisions, and learn more about the actions we take. Explore these topics:

Workplace Harassment Response

The NPS Work Environment Survey was designed to assess workplace conditions that NPS employees experience, including the prevalence and context of all forms of harassment and specifically sexual harassment. The survey results will help the National Park Service take appropriate action to better understand the issue and ensure that all NPS employees and NPS work sites share and uphold the values of respect for others, teamwork, fairness, civility, responsibility, and accountability.

The survey was distributed in two parts:

  • In January 2017, all employees hired before December 10, 2016, received a survey. Almost 50 percent of employees responded. Results of the survey are included below.
  • In July 2017, all employees hired after December 10, 2016, received a survey. We expect results from the summer survey in spring of 2018.

Survey Results & Resources

Reports from the Office of Inspector General

Issues identified in investigations by the Department of the Interior Office of Inspector General (DOI OIG) warrant serious concern. The National Park Service works hard to address issues raised in DOI OIG reports, and official NPS responses will be provided here.

National Park Service Testimony to Congress

The National Park Service is sometimes asked testify to Congressional committees on a variety of topics related to national parks and the National Park System. Visit the Legislative and Congressional Affairs site to read statements that have been presented to Congress.

Federal Employee Viewpoint Survey

The Federal Employee Viewpoint Survey is a tool that measures employees' perceptions of whether, and to what extent, conditions characterizing successful organizations are present in their agencies.

View the most recent survey results for the Department of the Interior, the parent agency of the National Park Service, and the results for all federal agencies.

Important Links

  • Relevancy, diversity, and inclusion define both a value and a practice for connecting the American public to the nation's shared natural and cultural heritage.
    • The National Park Service documents its progress toward creating a workplace environment that embraces and celebrates the diversity and multiculturalism of the people it serves in the Equal Employment Opportunity Commission (EEOC) Management Directive 715 (MD-715) report (8MB PDF). The purpose of MD-715 is to help agencies develop model affirmative EEO programs under Title VII of the Civil Rights Act and Section 501 of the Rehabilitation Act and to establish general reporting requirements. The MD-715 Report also includes the Affirmative Action Plan (65.4KB PDF), which shares plans for the recruiting, hiring, advancing, and retaining persons with disabilities and targeted disabilities.
  • Information quality guidelines are intended to ensure and maximize the quality, objectivity, utility and integrity of information disseminated by the National Park Service as a federal agency, and to provide administrative mechanisms allowing the public to seek and obtain correction of information maintained and disseminated by the agency.
  • Our customer service standards help the National Park Service better serve the public and provide more pathways for customer feedback.
  • The Freedom of Information Act (FOIA) is a law that gives you the right to access information from the federal government.
  • Public involvement in the planning process is essential. Find documents open for public comment and learn about the NPS planning process.

Last updated: February 25, 2021