Summer - Cabin Leader

OVERVIEW:

Cabin Leaders live in the cabins with the campers for a week of summer camp fun! Alongside your campers, each week you are responsible for joining in on camp-wide activities and ensuring that each camper’s spiritual, physical, emotional, and social needs are being met. Cabin Leaders are responsible for supervision during free times, participation in daily programs, planning and implementing cabin activities, leading daily cabin devotionals, and helping campers discover Christ through hikes, large group games, swimming, campfires, and utilizing all available resources of the camp.

Compensation:

• Weekly salary starts at $375
• Room and board included

DUTIES INCLUDE BUT ARE NOT LIMITED TO:

• Daily supervision of the children assigned to his or her cabin, with the priority of protecting the health and safety of the campers, providing an enjoyable and educational camping experience, and promoting knowledge of and commitment to God
• Encouraging camper participation in all prescribed aspects of the camping program, in accordance with the daily program schedule and standard operational procedures
• Planning and implementing evening cabin devotions
• Creating and enforcing rules of the cabin which ensure safety, enjoyment, education, and socialization
• Refer ongoing camper misbehaviors to the Unit Leader
• Assist with conducting rainy-day activities in the cabin area as necessitated by inclement weather conditions (the activities should include appropriate supervision by cabin staff)
• Maintain cleanliness of the cabin, including camper sleeping areas, campers’ soiled laundry, bathrooms, and Cabin Leader’s quarters, through personal efforts and giving directions to campers
• Participate in the evening and special programs as requested by Unit Leader and/or Assistant Camp Director, including participation in skit nights, talent shows, etc.
• Plan, implement, and lead or assist with an elective or emblem class
• Report general property maintenance issues to the Facility Manager or Maintenance Crew Chief
• Provide evening and nighttime supervision of campers
• Spend time with, befriend, and interact with all campers assigned to your cabin to foster a quality camping experience in accordance with the stated goals of The Salvation Army’s camping program
• Be an appropriate and effective example for both campers and staff members, exhibiting Christ-like conduct, concern, and service
• Report any suspected child abuse issues to the Unit Leader immediately
• Any other duties as assigned by your supervisor
• Assist the Assistant Camp Director in any other duty as requested in order to maintain a consistently high level of efficiency in the operation of the camp

All staff may be called upon at any time to assist in the total operation of the camp. You are expected to join in all evening programs; absences are excused only through the Assistant Camp Director.

QUALIFICATIONS:

• Must be at least 18 years of age.
• Must have general skills in working with children.
• Must have a personal and growing relationship with the Lord.
• Must have current CPR/First Aid/AED certification.
• Must be of good moral character.
• Must have a personal and growing relationship with the Lord.
• Preferred previous camping experience either as a camper or as a staff member

PHYSICAL REQUIREMENTS:

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis. Ability to grasp, push and pull objects and tools. Ability to lift up to 35 lbs.
• Ability to backpack 10 miles with a 35-pound pack.

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 to meet the physical requirements of the position. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and no undue hardship would result.

ADA Statement:

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 to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests if the accommodation needed is reasonable and no undue hardship would result.

Acknowledgment of Religious Purposes of The Salvation Army:

Please note that The Salvation Army has a religious purpose and status as a church. We ask our employees that they do nothing to their relationship with The Salvation Army to undermine its religious mission. Employees must agree and understand that their services are a necessary part of The Army’s religious purposes and their work-related conduct must not conflict with, interfere with, or undermine such religious programs or The Army’s religious purposes.

At-Will:

Any employment relationship with this organization is of an “at-will” nature, which means that an Employee may resign at any time and the Employer may discharge an Employee at any time with or without cause. It is further understood that this “at will” employment relationship may not be changed by any written document or by conduct unless such change is specifically acknowledged in writing by an authorized executive of this organization.

ESSENTIAL FUNCTIONS:

This job description should also identify the essential functions of the job, including any physical, cognitive, visual, auditory, and other abilities essential to fulfilling the job.

Education

• High School or Equivalent or better

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)