Values & Benefits of a C.W.P. Summer; What You Can Expect From Us Staff Regulations Key Epectations General Information A Final Note What You Can Expect From a Job at Camp top A job at camp, working with children, should be one of the most rewarding experiences you can have: teaching social, creative, physical and living skills to children; helping them grow and change; challenging them to think and appreciate everything around them. A JOB EXPERIENCE - Working with people, which will provide stimulation and challenge, and assist you in the development of working and social skills. GUIDANCE FROM EXPERIENCED CAMP STAFF - C.W.P. has traditionally employed an older, more experienced staff, and you can benefit from their experience, both in formal supervision with your supervisor and in seeking out people with specific backgrounds. PRE-CAMP TRAINING - (A five-day period of orientation and training), helping you learn, not only your specific job and responsibilities, but also participating in learning ways of working with children, handling behaviour, programming, etc. IN-SERVICE TRAINING - During camp, all staff participate in sessions with trained people, dealing with common problems, solutions, program ideas, etc. SALARY, ROOM AND BOARD - Obviously, these are provided. DAYS OFF - There are six days off during the 7 1/2 weeks of camp. They commence at 6:00 p.m. and end at 5:30 p.m. the following day. This is an opportunity to relax, spend the day away from camp in the company of old and new friends, and return to camp refreshed. Maintenance and dining room staff have one day off each week. FOOD ON DAYS OFF - You can obtain food by requesting it from the kitchen (48 hours in advance) so that your days off expenses are minimized. STAFF RECREATION - In the evenings, with the support of a Staff Rec. Committee. We usually have 4 or 5 evenings a week for movies, coffee houses, dances, banquets, games nights, town nights, speakers, etc. It's your opportunity to relax, socialize and just unwind after the day. PEOPLE FROM AROUND THE WORLD - At C.W.P., we draw our staff from many places (e.g., throughout Canada, the United States, Mexico, England, Japan, Ireland, Scotland, Israel, Australia, etc.). It's a treat to be able to travel and have friends with whom to visit and stay. LEARNING ABOUT YOURSELF - Learning to problem-solve, listen and work with children can provide you with the greatest satisfaction - one that will stay with you. There is a job to be done. You can learn while you are doing it, you can help youngsters grow and change, and you can achieve a deep sense of personal satisfaction from doing a job well. Staff Regulations top 1. POSITION Each staff person will serve the Camp to the best of her/his ability in the specific capacity for which she/he has been hired, or in any capacity which, in the discretion of the Director, will benefit the Camp or Campers. Because of the unique nature of the Camp situation, it is not possible to specifically list every facet of responsibility that one assumes by accepting a Camp position. Therefore, it is understood that Staff Members accept the task of doing all things that may be necessary to ensure the success of this job and the general good and welfare of the Camp and all the Campers in attendance. 2. PERIOD OF EMPLOYMENT The exact start dates vary from year to year. However, Staff employment usually begins in the third week of June until the end of the third week of August. The first few days of employment will consist of pre-camp training prior, to the arrival of the campers. 3. CAMPER ARRIVALS AND DEPARTURES All Staff, at the discretion of the Director, may be detailed to assist at points of camper arrivals and departures during the season. 4. STAFF ARRIVAL AND DEPARTURE The Camp will provide transportation by chartered bus from a location in Toronto to the camp site in Haliburton, at the beginning of the period of employment. All staff are responsible for making their own arrangements to be at the bus departure point on time (bringing their duffle bags with them). Staff may drive their own cars to camp on that day, provided the Camp has been notified in advance of the Staff Member's intent to have a car in camp and provided that the Staff Member has complied with the regulations which will be set out beforehand. At the close of the season, staff will travel back to Toronto on the buses with the campers (with the exception of those having cars in camp). However, all staff are considered to be on duty and must fulfill their obligations to the Camp by way of bus duty, attendance at bus arrival points in Toronto and airport, etc., until all the Camper departures are concluded. 5. HEALTH AND PERSONAL PROPERTY The Camp will provide a Health History Form to be completed by the Staff Member. This Health History Form can be sent to the camp office in early June, or brought to camp by the Staff Member. The Camp shall not be responsible for any damage, loss or theft of any Staff Member's personal property, howsoever caused. 6. PERSONAL CONDUCT Bearing in mind that children emulate their elders and that we should set good examples, Staff are expected to dress, groom and conduct themselves accordingly. 1. DRUGS OR ALCOHOL - anyone possessing drugs or alcohol in their belongings, anyone using drugs or alcohol, or anyone in the presence of someone using drugs or alcohol will be sent home immediately for the remainder of the summer. No discussions or second chances. 2. STEALING - anyone who takes another person's belongings without permission will be sent home for the remainder of the summer. 3. SMOKING - is not permitted in view of children on the camp grounds or on camp trips. Smoking may be done only in designated areas and times and with extreme caution (because of fire hazard). 4. ABUSE - staff are not permitted to physically threaten and unreasonably punish campers. Physical abuse such as hitting, arm twisting, or exposing campers unnecessarily to the elements are not permitted. Verbal or emotional abuse such as threatening, swearing, and demeaning a camper reflect one's own frustrations. Staff must seek help rather than lose their temper. Any staff person who abuses another individual (camper or staff) will be dismissed immediately. 5. LEAVING CAMP - leaving camp before your day off commences, or at any time (other than actually on your day off) without getting permission from the Director is NOT allowed. 6. PHYSICAL APPEARANCE - staff are asked to not change their physical appearance while at camp (e.g., dyeing hair, body piercing, tattoos). Key Expectations top NIGHT WATCH DUTY Night Watch is an important aspect and is a serious job, not only in terms of preserving peace and quiet, but in terms of health and safety. Raids are absolutely prohibited. You are on duty, visiting every cabin every 30 minutes, keeping down noise, stopping any running around by campers, assisting in medical problems, accidents, fears, etc. --- in essence, helping kids settle down and sleep. HAVING CAMPERS INVOLVED IN PROGRAM PLANNING Talking with campers, finding out their interests, discussing individually and as a group what may be possible programmatically. Trying to plan with them to meet and augment their interests - so they recognize that it's their program. Early Morning ski, tennis and riding periods are a stimulus to good use of time and facilities; it's a real change of pace and will help you provide your campers with more time in these popular areas. PROJECTS AND THEMES These are a must if you intend to work at White Pine. They are a challenge to your campers and provide them with a memorable and rich program -- tapping their imagination and creative abilities while also exposing them to a variety of camp areas in innovative ways. A project produces a tangible result. It requires thought and planning so as to make a genuine contribution, rather than being an exercise in the passage of time and waste of materials. Possibilities include decorating an area, building something, creating a movie or building a campsite. A theme is a more comprehensive approach. It may involve a project, music, dance, costumes, construction, camping out, etc., etc. Note: You must have at least one theme and one project completely worked out, ready to discuss with your campers. INDIVIDUALIZATION OF YOUR CAMPERS IS A KEY This means knowing them, their interests, what they are most proud of, their needs, abilities, fears, skills, etc. That means spending time with them -- talking, listening, playing, problem-solving. You will get the most satisfaction by working hard in this area. General top VISITS TO STAFF AT CAMP You may bring visitors into camp only at the start of your day off and the office must be notified in advance. You can then take them on a short tour of camp. HEALTH CENTRE The Camp Health Center has a doctor and two nurses on duty at all times. If you are ill, you would be brought into the Health Centre and may even have to remain for a day or two. If it is necessary for you to remain for a third day, it is a general practice to omit taking your "day off" during that particular week, since an undue burden would be placed on fellow staff. The Health Centre will provide normal medications for sickness, emergency, etc., with the exception of prescription drugs. If you take a certain medication on a regular basis, you are responsible for maintaining your own supply. E-MAIL AND INTERNET ACCESS Our Staff Lounge is equipped with a computer for staff to use to check their e-mail or use the internet. This computer is accessible during rest hour and after 9pm at night. If you need to use the internet for an important reason outside of those times, you can make a request to use a computer in the office. LAUNDRY Staff can have their laundry done on site in our camp Laundromat for a fee of $35.00 or one can do it on days off. More information will be provided at camp. SALARY Salary is payable at the end of the camp season. At the discretion of the camp, one salary advance may be allowed part-way throughout the summer. Any mandatory deductions due to Government Regulations, where applicable, will be deducted from your total salary. Salary cheques will arrive at the address you have supplied, within one week after the end of camp. A fee of $40.00 for Staff Recreation will be deducted from all salaries. In the event that a Staff Member is prevented from performing her/his daily duties, for any reason whatsoever (including accident and illness), it is understood that the Staff Person is paid only for each full day's performance of duties. DISMISSAL The Director reserves the right to terminate the employment of any staff member at any time if, in his opinion, it is in the best interest of the Camp and/or Campers. Full details on this will be incorporated in the employment agreement which will be signed by each Staff Member hired by Camp White Pine. A Final Note top Being a Staff Member at Camp White Pine is a twenty-four hour job with campers. You're on duty pretty well all the time, having both the legal and moral responsibility for the lives, health, safety and development of children. As such, you are expected to be with your campers at activities, participate as a leader, and not simply observe or take part in the activity yourself. Therefore, Counsellors are expected to be with their campers in all three cabin periods and the 'second morning' campers' option period. Both counsellors and specialty (activity) instructors are with campers at evening program and bedtime.