Find the staff you need.Results from the 1995 American Camping Association Summer Camp Survey show that finding qualified staff is one of camp directors' biggest concerns. Early results from the 1996 survey indicate that staff recruitment is still the top long-term issue facing camps. The reasons for this dilemma are beyond anyone's control. According to according to prep. 1. As stated or indicated by; on the authority of: according to historians. 2. In keeping with: according to instructions. 3. U.S. Census Bureau Noun 1. Census Bureau - the bureau of the Commerce Department responsible for taking the census; provides demographic information and analyses about the population of the United States Bureau of the Census data, the counselor-age population bottomed out at 13.8 million in 1994, its smallest size since 1980. Although the size of this group is now increasing, it will take until the year 2000 to return to 1991 figures. In addition, college students often face mounting debts as they struggle to pay for their education. As a result, they may seek higher pay than most camps can offer. The up side to all this is that today's counselors are more dedicated than ever. Those who accept summer camp positions are usually dedicated to the camp experience; they want to make a difference. So, how do you find the good staff people you need? By following a few suggestions from fellow camp professionals. Actively recruit college students Turn your jobs into internships Contact different departments within universities to see if students can get college credit for working at your camp. Often, colleges will award students credits for doing a hands-on internship internship /in·tern·ship/ (in´tern-ship) the position or term of service of an intern in a hospital. internship, n the course work or practicum conducted in a professional dental clinic. . This encourages students to work at your camp, even if the pay is not the best. Attend job fairs Check page 46 for a current listing of job fairs throughout the country. After you have registered for the fairs: * Do something special to attract students' attention: make sure your display is up-to-date and graphically pleasing, and that you include photos of staff enjoying camp; offer something free to anyone who comes by. One director always brings a box of Girl Scout cookies with her, another gently tosses candy at students as they approach. * Contact specific departments within the university you will be visiting and ask if you can speak to classes the day before the fair. This works especially well with education, recreation, and athletic departments. Find a contact within the university It is also important to develop contacts within universities. These people can either be camp staff members who are students at the university or university staff members. They can work job fairs if you are unavailable, and can place posters strategically around campus. If your contacts are camp staff members, they can help recruit their friends and tell prospective staff about the benefits of camp. Consider the college lifestyle College students are quite busy and often keep unusual hours. Be flexible about when you call them; nights and weekend afternoons are often good times. Remember that they usually go home for the holidays. Make correspondence easy for students. Use tear-off reply sheets and avoid sending an excessive number of forms. Keep it simple. Advertise In addition to placing the usual classified ads in the newspaper, join any and all services that collectively promote jobs to students. The national office of the American Camping Association has a classified ad service and has just started an on-line service. Some American Camping Association sections also have placement services for local members. Your membership in other organizations may provide additional channels. Establish an Internet presence If you don't already have one, an Internet web site is crucial. Most college students have access to the Internet and use it to obtain all types of information. Include photos, program descriptions, and a list of job openings on your web page; consider including an application that potential staff can download and return. If your camp is accredited accredited recognition by an appropriate authority that the performance of a particular institution has satisfied a prestated set of criteria. accredited herds cattle herds which have achieved a low level of reactors to, e.g. by the American Camping Association and has a web page, you can link your home page to your Guide to Accredited to attribute something to him; as, Mr. Clay was accredited with these views; they accredit him with a wise saying s>. See also: Accredit Camps listing. Even if you don't Even If You Don't is a single released by the band Ween in 2000 on Mushroom Records. Formats Enhanced CD single Includes the quicktime video of "Even If You Don't" directed by Matt Stone & Trey Parker of "South Park". have web page, you can take advantage of students' access to the web by joining a job directory service. ACA ACA - Application Control Architecture and Petersons Guides, Inc. have partnered on an on-line job service called Great Summer Jobs. There are other services as well. Get listed. Also, your camp should have e-mail, which is usually available for a small monthly fee. This feature allows college students to contact you any time that is convenient for them. To top it all off, email keeps students, and your camp, from having to make expensive long-distance telephone calls. RELATED ARTICLE: Staff Hiring Calendar by Connie Coutellier, Director of Professional Development, American Camping Association August * During the staff evaluation process, discuss employees' interests for employment next summer. September * Review and determine staff/camper ratios for program areas and living groups. October * Determine program areas and the certifications or documented skills needed. * Determine number of staff needed for: - food service, - site and facility management, - program areas, - living groups, and - health care. * Review/determine personnel budget. * Design reporting structure and organizational chart An organizational chart is a chart which represents the structure of an organization in terms of rank. The chart usually shows the managers and sub-workers who make up an organization. . * Design staff recruitment plan. November * Review/revise/reprint - job descriptions/qualifications, - job applications, - reference forms, - agreement letters, - camp information for prospective staff, - returning staff information, and - letters of intent. December * Set precamp training dates. * Mail information to returning staff. * Send Christmas cards to last summer's employees. * Review state and federal laws on employment practices: - Age Discrimination in Employment Act The Age Discrimination in Employment Act of 1967, Pub. L. No. 90-202, 81 Stat. 602 (Dec. 15, 1967), codified as Chapter 14 of Title 29 of the United States Code, through (ADEA), prohibits employment discrimination against persons 40 years of age or older in the United States (see ). - Civil Rights Act (Title vii/1964, Section 1981/1986, 1991) - National Labor Relations Act The National Labor Relations Act (or Wagner Act) is a 1935 United States federal law that protects the rights of most workers in the private sector to organize labor unions, to engage in collective bargaining, and to take part in strikes and other forms of concerted - Fair Labor Standards Act Fair Labor Standards Act or Wages and Hours Act, passed by the U.S. Congress in 1938 to establish minimum living standards for workers engaged directly or indirectly in interstate commerce, including those involved in production of goods bound - OSHA OSHA n. Occupational Safety and Health Administration, a branch of the US Department of Labor responsible for establishing and enforcing safety and health standards in the workplace. - Americans With Disabilities Act Americans with Disabilities Act, U.S. civil-rights law, enacted 1990, that forbids discrimination of various sorts against persons with physical or mental handicaps. - Family and Medical Leave Act of 1993 - Veterans Protection/Preference Laws * Review/revise/reprint personnel policies on time off, drugs and alcohol, body art and body piercing body piercing Body image A disruption of a mucocutaneous surface with jewelry or dangling artifices. See Tattoos. , and personal cars, equipment, and animals. * Review/revise screening procedures. * Design/revise interview forms. January * Prepare information/display for job fairs. * Schedule job fairs. * Provide tax information to IRS An abbreviation for the Internal Revenue Service, a federal agency charged with the responsibility of administering and enforcing internal revenue laws. and year-round and previous summer personnel. February-May * Implement staff hiring/screening plan: - attend job fairs/set up interviews - process applications - secure verification of previous work/personal references - secure criminal records check - interview applicants - complete letters of agreement * Place classified ads in Camping Magazine. * Review certification/training needs for staff. * Review insurance plans for worker's compensation, medical, liability. March * Review procedures for handling: - child abuse accusations, and - sexual harassment sexual harassment, in law, verbal or physical behavior of a sexual nature, aimed at a particular person or group of people, especially in the workplace or in academic or other institutional settings, that is actionable, as in tort or under equal-opportunity statutes. . * Register staff for certification/training events. April/May * Give staff information about: - camper population, - camp characteristics and program, - other staff they will be working with, - precamp training and/or other training opportunities, and - staff organizational chart. June * Secure I-9 citizenship forms and W-4 forms W-4 Form A form completed by an employee to indicate his or her tax situation (exemptions, status, etc.) to the employer. The W-4 form tells the employer the correct amount of tax to withhold from an employee's paycheck. from staff. * Make staff assignments to age groups, if not part of hiring process. Ask other groups to help * Contact churches and ask if you can submit job openings for their newsletters or bulletins. Also, ask them for specific recommendations for staff. You can target specific churches to find the different types of staff you're looking for Looking for In the context of general equities, this describing a buy interest in which a dealer is asked to offer stock, often involving a capital commitment. Antithesis of in touch with. . * Reach bus drivers and teachers who are off for the summer by sending notices to local schools and school boards. Recruit while staff is at camp * Give away lots of t-shirts and pens with your camp name on them. These items will accompany students back to school, keeping your camp fresh in their minds and encouraging others to ask about the camp. * Offer cash bonuses to staff members who recruit additional people. * If you run off-season programs, invite staff to work sessions during school breaks. This practice keeps the staff involved in your program and encourages them to return next summer. Hold staff reunions Staff reunions allow former staff members to keep in touch with each other. What's even better for you is that these events afford the perfect time to conduct interviews for the next season. Have a two-day reunion and ask staff to bring along prospective staff members for one of the days. New people will have the chance to learn more about your program and you can get a feel for how many former staff members are interested in returning. Be flexible about filling areas requiring certification * Ask groups that offer special certifications, such as YMCAs or the American Red Cross American Red Cross: see Red Cross. , to announce job openings at their classes. * Consider advertising in equestrian equestrian a rider of horses. , health, and aquatics journals to find staff with specialized certifications. * Give bonuses to staff members who have up-to-date certifications. * Offer certification sessions in the spring or just before camp starts for staff who need them. * Consider hiring more than one person for positions that are difficult to fill. People who are unable to work for the entire summer may be able to work for several weeks. * Have a meeting with other camps in your area to discuss staffing needs and solutions. This session will build contacts you can call on if you are desperate to fill a position. Keep a positive attitude Remember that there are good people who are just waiting to work in your camp. Now, all you have to do is find them. Make a staff recruitment calendar and work with camp associations and other camp professionals. With some persistence, your staff recruitment efforts will be successful. Special thanks to Jay Curtis, Riverwoods Christian Center; D.D. Gass, Camp Fire Day Camps; Kim Bruce Herron, Edwards YMCA YMCA in full Young Men's Christian Association Nonsectarian, nonpolitical Christian lay movement that aims to develop high standards of Christian character among its members. Camp; Brad Schwartz, Banner Day Camp Banner Day Camp is a day camp located in Lake Forest, Illinois. The camp operates during the summer, and is run by local Allen Schwartz. It has been in operation since 1964, and celebrated its 40th "Bannerversary" (The Banner Day Camp term for anniversary). ; David Bateman David Bateman can refer to:
n. In ballet, dancing that is performed on the tips of the toes. [From French pointe (des pieds), point (of the feet), tiptoe; see point.] ; and Kathy Henchey, American Camping Association national staff who all contributed to this column. |
|
||||||||||||||||
Printer friendly
Cite/link
Email
Feedback
Reader Opinion