Description

GENERAL DUTIES:

• Attend and participate in evening programs and spiritual activities.

• Maintain a standard of cleanliness in personal grooming and in living quarters.

• Assist with the clean-up of the total camp at the end of each session and at the conclusion of the summer.

• Assist with evening cabin supervision

• Any other duties as assigned by the Food Service Administrator or Assistant Camp Administrator.

SPECIFIC DUTIES:

Safety and Supervision

• Enforce camp policies and procedures

• Maintain the utmost level of safety for staff and campers at all times.

• Ensure compliance with American Camping Association standards of safety and programmatic conduct at all times.

• Coordinate and implement all program components relative to the daily schedule in a timely fashion.

Weekly Responsibilities

• Wash and store dishes, pots, and pans.

• Maintain cleanliness of all dish washing areas.

• Sweep and spot mop kitchen/dining room floor after each meal.

• Empty trash as needed and at the end of the day.

• Mop kitchen floor after last meal of the day.

• Prepare clean-up bins, cleaning cloths, and spatulas for each table.

• Participate in Bible Study and Staff Devotionals.

• Participate in Campfire activities and skits.

• Assist in any duties as requested in an order to maintain a high level of efficiency in the kitchen operation.

PHYSICAL REQUIREMENTS:

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.

• Ability to grasp, push, pull objects and reach overhead.

• Ability to operate telephone.

• Ability to operate a desktop or laptop computer.

• Ability to lift up to 50 lbs.

• Ability to access and produce information from a computer.

• Ability to understand written information.

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

SPIRIT AND UNDERSTANDING:

By accepting employment with The Salvation Army, you acknowledge that The Salvation Army is a church, agree to do nothing to undermine its religious mission and acknowledge that your conduct must not conflict with or undermine the religious program of The Salvation Army Camp Arnold, or its religious and moral purposes. It is expected that all employees of Camp Arnold will conduct themselves in a manner likely to bring honor and glory to God, and credit and respect to The Salvation Army.

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 love for God. Its mission is to preach the gospel of Jesus Christ and meet human needs in his name without discrimination.

CAMP ARNOLD MISSION STATEMENT:

Camp Arnold is a Christian camp owned and operated by The Salvation Army. Our mission is to use nature and the great outdoors as a setting to share the gospel of Jesus Christ, teach environmental awareness, encourage pro-social behavior and safely provide opportunity to every camper for fun and adventure.

The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff, if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.

Equal Employment Opportunity Employer. Minorities/Women/Veterans/People with Disabilities.

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)