Discovery Camp Director

MISSION STATEMENT

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ to meet human needs in His name without discrimination.

EDUCATION AND WORK EXPERIENCE:

• High School Graduate required
• Prefer work experience of four or more years or a youth oriented college degree
• At least four years experience in working with staff and children in a supervisory or teaching position
• Must have experience in the supervision of personnel

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED

• Possess good leadership skills
• Excellent verbal and written communication skills
• Be able to pass a child safety background check
• Be detail oriented and well organized
• Must be knowledgeable in the areas of children/personnel safety assessment, planning, problem solving and crisis intervention
• General computer knowledge with Microsoft Office Suite
• General knowledge of office equipment
• Must be able to learn Salvation Army Camp software

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Oversee the Summer Residential Discovery Camp program under the leadership and cooperation of the Corps Officer
• Participate in the planning and implementation of creative programming that meets the mission of Camp Gifford and The Salvation Army
• Arrange and schedule programs with the key staff of the summer camping program
• Supervise program and counseling staff
• Create and maintain good staff morale and arrange scheduling to allow for appropriate personal time-and fellowship with other staff when allowed by camp schedule
• Create, implement and supervise camp recreational and educational programs
• Responsible for staff and camper security ensuring that an environment of safety is continually observed
• Organize regularly scheduled Night Watches, free times, class times and all camp events in ways that will allow for adequate supervision and safety of the campers.
• Responsible for camper disciplinary problems.
  • Guide the Program Team with program issues, concerns and disciplinary actions
  • Interact with parents of campers to find the best solution to discipline issues including, when necessary, the removal of a camper
• Responsible for statistic sheets (meal counts, canteen, NSA, etc.) and turning them into the secretary at the end of each week
• Conduct weekly debrief meetings maintaining schedules, briefs and useful information for a comprehensive end of season written brief
• Drive TSA Fleet Vehicles on official Camp Gifford/TSA business
• Follow The Salvation Army procedures in handling of personnel, finance and general protocol
• Give spiritual direction to the staff by leadership and example. Be an example of Christ to staff, campers and volunteers through your verbal and non-verbal interactions, by your lifestyle and by your presence
• Maintain a standard of cleanliness within the camp
• Assist with cleanup of the total camp at the end of teaching session and at the conclusion of the summer

PHYSICAL REQUIREMENTS:

• Sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Grasp, push, pull objects, and reach overhead.
• Operate telephone and computer.
• Lift up to 25 lbs.
• Understand verbal and written information.
• Sweep, clean and perform other janitorial tasks as needed.

ACKNOWLEDGEMENT OF RELIGIOUS PURPOSES OF THE SALVATION ARMY:

The employee acknowledges that he/she has been informed and understands The Salvation Army’s religious purpose and status as a church. The employee agrees that he/she shall do nothing in his/her relationship with The Salvation Army as an employee to undermine its religious mission. The employee agrees and understands that his/her work-related conduct must not conflict with, interfere with, or undermine such religious programs or the Army’s religious purposes.

BENEFITS:

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result.

A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurance.

Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary 1 and family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered.

Life and Voluntary Options: An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available.

Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option.

Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events.

Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months’ service time.

Paid Vacation:

• Two weeks annually, accruing from day one, for non-exempt positions.
• Four weeks annually, accruing from day one, for exempt positions.
• Accrued vacation is eligible for use after six months’ service time.

Paid Holidays: 13 designated holidays 1 floating holiday per year

Equal Employment Opportunity Employer. Minorities/Women/Veterans/People with Disabilities.

Experience

• 4 year(s): Supervisory experience with staff and children

Education

• High School or Equivalent or better

• Bachelors or better in Family and Consumer Studies or related field

Skills

• Bloodborne Pathogens
• CPR/AED

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)