Description

Job Title:Camp Support Staff Per Diem

FLSA Status: Part Time - non-exempt, 28 hours per weekReports to: Camp Director

Rate of Pay: $15.75/hr

Closing Date: 11/23/2024

Benefits: Standard; 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 time accrual is pro-rated for part-time hours.)

• Vacation benefit – 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment; vacation accrual is pro-rated for part time hours.)

• Pension Plan (after one year of continuous service) with at least 21 hours worked per week.

  Scope of Position:

The primary function of the Camp Support Staff is to assist in helping with all areas related to general cleaning duties, program duties, and working in the Mill Coffee Shop/Store. This role requires a self-motivated, energetic person with a solid work ethic. The employee will conduct themselves at all times in a manner consistent with the mission of The Salvation Army. To the best of their ability, they will seek to further The Salvation Army's commitment to outdoor ministries. This position will adhere to the Camp Code of Conduct, support the Christian camping and ministry culture as well as uphold the mission, and practices of The Salvation Army and its doctrine.

Qualifications

• Minimum of 18 years of age

• Good character, integrity, and adaptability

• Someone who enjoys a friendly, fast-paced work environment

• Previous coffee knowledge is a plus

• Ability to operate a cash register and Square Payment System

  Responsibilities:

• Assist with general cleaning duties in all areas of camp

• Assist with setting up and tearing down meeting/dining areas for user groups

• Assist in facilitating program areas such as Archery, Field Games, Putt-Putt,

• Prepare a limited selection of specialty coffees

• Provide customers with fast and friendly service

• Be responsible for ensuring compliance with all food safety and sanitation

• Clean and sanitize drink preparation areas, tools, and equipment

• Maintain a clean coffee bar by keeping the site free of clutter and organized properly

• Receive and process payments (cash and credit cards)

• Maintain proper cash drawer balance

• Perform opening, closing & side duties - setting up/breaking down the self-service station, cleaning countertops & tables, sweeping the floor, etc.

• At least three days before the coffee shop is open, inform the camp director and kitchen manager of any coffee supplies needed.

• Organize and restock High Peak Camp product displays

• Assist with product merchandising (Ideas are welcomed and encouraged!)

Physical Requirements: Ability to sit, 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 the telephone. Ability to lift up to 25 pounds, access and produce information from a computer, and 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 to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result.

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)