Camp Personnel and Policies

Written Application and Contracts 

Candidates for all positions must make written application to the Camp Director. A personal interview is also mandatory, preferably in person, but, if necessary, by telephone.

Each camp staff member, aid, or volunteer must also sign a written agreement and provide written references prior to employment. All staff and volunteers must also provide current criminal history, child abuse, and health clearances.

Health Evaluation 

Each staff member is required to provide a medical evaluation signed by a licensed physician that indicates the individual is in good health, sufficient for the physical demands of the camping environment and assigned duties, and is free of communicable disease. The exam must have been conducted within one year of employment. Should questions arise regarding the physical fitness on the part of an employee at any time during employment, the camp reserves the right to require a health examination pursuant to continued employment. Staff must also provide an up-to-date health history at the time of employment on a form provided by the camp.

Hospitalization & Medical Care 

The camp provides accident insurance for staff and encourages staff, if they do not already have it, to obtain health insurance coverage prior to camp. It has been our experience that student and family health plans are much better coverage than that which we can provide on a seasonal basis, therefore, we do not provide health insurance.

Living Conditions 

All staff, unless specifically notified, will reside in one of the lodges assigned to them.   Each lodge has a separate area, which is designated for staff use. Toilet and showering facilities are located in each lodge.  Salary is based upon the number of camper sessions.  Pre-camp is considered necessary training which is provided at the camp's expense, but is not included in the salary schedule.  Salary will be paid in two parts.  One payment period will be at the end of the fourth session.  The second will be at the end of the camping season following the completion of the closeout procedures of camp.

Camp staff members are prohibited from accepting monetary or expensive gifts from campers or from other persons as payment for working with campers.

Non-Monetary Benefits 

Room and board are provided in addition to salary for the duration of the contract period.

Camp employment is a very valuable opportunity for training and experience in working with people, both in a shared leadership capacity and with special populations. Individuals who plan to work with persons with disabilities can find camp an invaluable experience. Staff members have the opportunity to experience living with children and adults with various disabilities and other staff members. The experience of shared leadership as a member of the total camp staff provides opportunities for staff members to develop leadership and planning skills that can be assets across many diverse careers. Camp provides an exceptional opportunity for personal growth, as well as the chance to make an important contribution to the quality of life of others and oneself.

Sick Leave & Emergency Leave

One day of sick leave is allowed per camping season. If an illness or injury develops which affects a staff’s ability to perform his/her responsibilities beyond one day, the Camp Director will make a decision regarding leaves of absence commensurate with what is best for the employee and the total camping program.

In the event of severe illness or death in the family or urgent personal business, the Camp Director shall grant leave of absence in accordance with the circumstances.

Hours of Work & Time Off 

Camp employees are expected to give a high quality of service requiring considerable independent judgment, reactive thinking and professional discipline. Camp program staff assumes a 24-hour-a-day responsibility. Daily time-off periods will be scheduled, including rest hour and night free time. Staff is off from 4:00 PM on Friday until 10:00 AM on Sunday, if all preparations for the next session are in order.  Please note that these days and times are subject to change at any time during the camping season.

Pre-camp Training & On-the-Job Support

Pre-camp training is required of all program staff, unless specifically exempt by the Camp Director.  Pre-camp training serves as an orientation to the camp program, time to learn and enhance necessary job skills, and time to develop team building.

Each individual can expect on-the-job support and assistance from unit leaders, assistant unit leaders, directors and experienced staff. There will be continual modeling of leadership strategies and training throughout the camping season.

Conduct

Each staff member upon signing an employment contract agrees that he/she will adjust his/her personal habits and actions to the customs, policies, and ideals of the camp. It is expected that he/she will keep hours and pace him/herself so as to maintain health and sufficient physical energy to carry out all responsibilities, and agrees with and is committed to supporting the camp philosophy and purpose.

Visitors 

Camp ACHIEVA requests that you do not invite guests to visit while you are scheduled to work with campers.  In the event of a guest visiting for a special occasion, this must be cleared with the Camp Director.  Notification must be made in advance, and it will not interfere with camp programming.  The Camp Director should be notified whenever anyone will be visiting camp.

Personal Property, Vehicles, Animals 

The camp cannot be responsible for staff members’ personal belongings. Valuable personal belongings should not be brought to camp. Money may be left with the Camp Director for safekeeping. Staff members are advised not to keep money in the lodges and do so at their own risk.

All medication, including non-prescription drugs, must be kept with the Health Care Manager. Dispensing time will be set with the Health Care Staff for the duration of camp. Use or possession of illegal drugs or alcohol on campgrounds, or while responsible for campers, will result in immediate dismissal without exception.

Only designated personnel as identified in the insurance policies may drive camp vehicles. Staff may bring vehicles to camp, but must park them as specified by the camp procedures. It is strongly recommended that staff members do not ask to borrow vehicles or loan their vehicles.

Animals may not be brought to camp.

Sexual Harassment 

It is the policy of Camp ACHIEVA to prohibit sexual harassment of staff members in the workplace by any person and in any form.  Specifically, no employee of the agency, nor volunteer or program participant will threaten or insinuate either explicitly or implicitly that an individuals rights of employment, evaluation, wages, advancement, assigned duties or any other condition of employment or career development.  This policy includes those individuals participating in various programs sponsored directly by the agency.

Termination of Agreement & Dismissal 

The Camp Director reserves the right to cancel a contract if the employee fails to abide by personnel policies, or fails to provide adequate service. In the case of gross misconduct (including drug or alcohol infractions), the Camp Director reserves the right to immediately terminate employment. If a problem exists in the quality of work, the Camp Director will conduct appropriate supervisory conferences and attempt to assist the individual to improve. If the quality of work fails to improve following such conferences, the Camp Director may terminate employment.

If an employee is unable to make a positive adjustment to camp responsibilities after making a sincere effort to do so, the staff member may submit his/her resignation and will be granted such. In the case of early departure or dismissal, or should the camp season be shortened by “acts of nature,” payment of salary will be based upon the number of days worked.

Equal Employment Opportunity Statement

Camp ACHIEVA believes that equal opportunities for all staff members are important for the continuing success of our organization.  In accordance with applicable state and federal laws, Camp ACHIEVA will not discriminate against a staff member or applicant for employment because of race, disability, color, creed, religion, sex, age, national ancestry, citizenship, veteran status, or non-job related factors in hiring, promoting, demoting, training, benefits, transfers, layoffs, terminations, recommendations, rates of pay or other forms of compensation.  Opportunity is provided to all staff members based on qualifications and job requirements.

Americans with Disabilities Act Compliance

Camp ACHIEVA welcomes the opportunity to accept applications from people with disabilities and does not discriminate against them. Camp ACHIEVA encourages the participation of persons with disabilities according to the Act of 1990.  Camp ACHIEVA has and will continue to advocate in making its facilities barrier-free (to the extent reasonable within the landlord’s sphere of compliance) in order to accommodate specific needs of the programs participants.  The adoption of such policy proclaims the organization’s commitment to promoting the goals and capabilities of persons with disabilities.