Join the 10-Minute Walk Movement
Join the 10-Minute Walk Movement
Did you feel your world change a little bit earlier this week? Specifically, at about 10:10 a.m. on October 10 (10/10)? That warm feeling you felt was the increased prospect of everyone in our fair country living within a 10-minute walk of a quality park. NRPA, along with our partners the Trust for Public Land (TPL) and the Urban Land Institute (ULI), are thrilled to announce that 134 of our nation's leading mayors are committed to reaching that 10-minute walk goal for their residents. This is just the beginning of a multiyear, multimillion dollar effort to help create and sustain momentum for achieving our 10-minute walk goal. We look forward to working with you all to make this a reality.
Keep the momentum going:
  1. If your mayor has signed on, show them some love and say thank you.
  2. If your mayor hasn't yet signed on, send me a note and we'll help get you the background materials you need to get them up to speed.  
  3. Finally, stay tuned for more from NRPA, TPL and ULI on technical assistance and grant dollars to support your work in early 2018. Learn more about the campaign and to make sure your mayor has signed on
Kevin O'Hara
Vice President of Urban and Government Affairs
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A topic as complex as drones in parks couldn't be covered in just one episode, so we launched a three-part series on Open Space Radio to tackle this topic by interviewing experts in the field with three different perspectives.

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Part 2: Ways Park Managers Are Handling Drones
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"I Hate HR" - everyone in the workforce (Sorry Martin!)


Human Resources reeks of Michael Scott and Toby's petty squabbles in The Office and of unnecessary bureaucratic minutiae  at least that's how I sometimes feel. When you have good talent on your team, you don't think much about talent attraction and retention. But when you don't, HR quickly comes front of mind. We're all only as good as the talent we have working with us, and perhaps its time we stopped with the eye rolling and got to the sleeve rolling (up) and rethink our approach to talent.


Public agency brain drain is going to be hitting us hard. Some estimates have us replacing 40-50 percent of our workforce over the next two decades. What will you do to attract the best and the brightest in an extremely competitive marketplace for talent? Who's in your pipeline? We're never going to win on salary, but what are the things we can offer? Share your city government HR hacks with me and I'll share best practices in an upcoming missive.

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