Please email Jenna Smith at [email protected] with a 200 word message if you are interested in any of these positions for the 2022 term ending in December 2022. Please review the expectations below and confirm you are able to commit to the role you are applying for.  Positions available: Secretary, Development Director, Data Analytics and Knowledge Management More information for each position is below. 

Dear RPCV/W Community, 2020 was a year no one expected. This has been a year of challenges, sadness, reckoning, and reflection. In this maelstrom of events, there has been one word that holds true: community. What does it mean to be a member of a community? A member of the Washington DC/DMV community? A member of the RPCV or international community? A member of a community whose government leaves so many behind despite claims of unity and exceptionalism? 

Dear RPCV/W Community, I hope you are doing okay.  From my heart to yours, I really do.  But if you are not. That is okay too. All I can offer is grace and compassion. Take as much as you need; there is an ever-flowing supply. 

Returned Peace Corps Volunteers of Washington, DC, 2022 Board Positions Do you want to apply your talents to the growth of a nonprofit organization? Do you want to be part of building a community that connects Returned Peace Corps Volunteers? Do you want to be challenged, learn a ton of stuff, have a lot of fun, and make a significant impact? Returned Peace Corps Volunteers of Washington D.C. (RPCV/W), a nonprofit organization, is looking for stellar leaders to take on volunteer roles on committees and its board of directors. This is a great opportunity for someone who wants not just a volunteer activity, but a long-term opportunity to empower the RPCV community, support returning volunteers, and build a network with volunteers from the last six decades. You should be a go-getter, self-starter, big-picture, strategist with an eye for detail and a willingness to support the entire board of directors and work collaboratively with other committee members. You must be willing to produce prompt and effective results within your board role. You will have the opportunity to play a key role in expanding the organization and should have a minimum of 10-15 hours a month to dedicate to your position on the board of directors and at least one committee. Board members can expect to spend 15-20 hours a month dedicated to their position, committees, and mentorship. We look forward to having you join our team! The RPCV/W board has 14 voting board members. Active RPCV/W members may apply for a board position.  How do I apply?  RPCV/W will accept self-nominations for two weeks: October 27- November 24! (Extended from November 10) To apply, you must first confirm that your membership is active, here. Then, submit a concise, 250-maximum-word essay to [email protected] expressing your interest. Please be sure to highlight why you feel you'd be a good candidate for the particular position(s) you're running for.    

Q:I've been working for a while in my field and I see some of my colleagues moving into the consulting field. They have the freedom to choose the projects they'd like to work on and I'm envious of that. However, I've always worked at large organizations with benefits like health care coverage. I'm worried about going into consulting, how to navigate the process of getting my own insurance, paying higher taxes, how to market myself, etc. What are your thoughts?

Some very brave members of our community are sharing their experiences with sexual assault in the Peace Corps. Emma Tremblay, who curates the Instagram page @PeaceCorpsHR that shares hundreds of stories of trauma RPCVs have experienced is in the article and video, and has written below more information and ways to take action to push Peace Corps to overhaul how sexual assault is handled in the agency. If you need support or would like to share your own experience please email [email protected]

Q: I have been working for an office that will not be named, in the HR department. It has become impossible for me to ignore the jockeying for position through gossip and passive aggressive in-fighting. My goal is to get out of there ASAP, but I have a philosophical question. When the HR department is the bad actor, who can you report them to? 

Q:There's a theory that in an office environment, facetime with management is a key for successful promotions. Is that still true and how does that work now that I'm working remotely? What are some ways I can make sure that management is seeing my hard work without "seeing" it?