Summer Day Camp Program Leader

Colorado Springs, CO, United States

Description Job Title: Summer Day Camp Program Leader

FLSA Status : Full-Time - non-exempt, Temporary

Reports to: Red Shield Program Manager

Schedule: FT, Seasonal

Closing Date: 5/16/2024

Rate of Pay : $17/hour

Benefits : Temporary; Part-Time, Non-Exempt employees are eligible for but not limited to the following:

Sick leave benefit - 1 day per month, 12 sick days per year (accrual and availability begins at hire; sick accrual is pro-rated for part time hours)

Scope of Position/Essential Functions:

The Red Shield Program Leader will work daily with youth in the center to build relationships and foster a friendly and safe environment for youth to grow and thrive. To accomplish this the Program Leader will work with Program Aids and directors as a team in delivering programing that best meets the ever-changing needs of our youth. Furthermore, Program Leaders will work specifically in leading programs that were designed by Directors in their respective areas.

Responsibilities:

Assist with the afterschool and summer programming where needed, assisting with supervision, guidance, and caring for children in an educational, enrichment and recreational setting.

This position will often provide leadership support to Corps ministry components that are integrated into the afterschool and summer program.

Childcare licensing compliance

Assist with afterschool pickups from school district D-11

Provide encouraging instruction to students during group activities.

Assist the Director or Group Leader in the planning, teaching of lessons, homework support, and activities.

Assist with food preparation, serving, and clean up.

Developing partnerships with parents and responsive relationships with children.

Assist in maintaining discipline and encouraging all children to follow rules.

Assist in general set up and cleanup of program area and with the opening/closing of the facility.

Supervising rotations and sign-in and sign-out

Leading activities in their departments - Gym or Education

Making sure each child is accounted for always.

Maintaining a safe environment

Reporting all issues (no matter how small) to Directors

Attending mandatory Staff Trainings

Education and Work Experience:

Summer Day Camp Program Leads must be at least eighteen years of age and demonstrate an ability to work with children. It is preferred that SDC Program Lead have at least 1 year full-time or equivalent part-time verifiable experience with school-age children. Within 30 days of hiring, you must submit fingerprints, and certifications in First Aid, & CPR.

Knowledge, Skills and Abilities Required:

Able to establish and cultivate healthy relationships with children and parents.

Preferred history of providing professional, effective programming with children and families

Desire to serve others by building on their strengths.

Teachable spirit.

Competent in working independently within clear parameters in a team environment.

Self-motivated, energetic, outcome-oriented individual who demonstrates strong interpersonal skills.

Ability to take initiative and work creatively.

Communicates clearly.

Ability to work independently as well as part of a team.

Ability to deal professionally and sensitively with a diverse audience.

Ability to handle several projects and prioritize work.

Commitment to social inclusion

Attention to detail and ability to maintain records.

Ability to follow protocol and adhere to program and external procedures.

Must be 21 yeas of age to drive and have a valid Colorado driver's license.

The Salvation Army 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 and to meet human needs in His name without discrimination.

Acknowledgement of Religious Purposes of The Salvation Army

I have been informed and understand The Salvation Army's religious purpose and status as a church. In my employ, I will not undermine the religious mission or religious purposes of the organization, nor will my professional conduct conflict with, interfere with, or undermine its religious programs or religious purposes.

Physical Requirements:

Ability to walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis. Ability to grasp, push, pull, and reach overhead. Ability to operate telephone. Ability to lift to 25 pounds. Ability to access and produce information from the computer. Ability to understand written information. Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A request to modify or adjust these requirements may be made to your supervisor and HR. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and presents no undue hardship.

Statement of Confidentiality:

The SDC Program Lead occupies a position of trust and is expected to maintain confidentiality and exhibit loyalty to The Salvation Army and the staff of the Intermountain Division in all job-related matters.

Employment at Will

Employees of The Salvation Army are considered employees at will. This means that the employment arrangement between the employee and The Salvation Army may be terminated by the employee or by The Salvation Army at any time with or without cause. No Salvation Army representative may change the at will employment relationship through oral or written promises.

Qualifications

Licenses & Certifications Driver's License (required)

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)

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