Summer Recreation Programs: Hiring Day Camp Staff

• Attend local high school and college career fairs to promote summer camp positions. 

• Create engaging materials (brochures, flyers) that outline job responsibilities, benefits, and the positive impact of working at the camp. 

Offer internships or volunteer opportunities for students studying education, recreation, or child development. This can attract motivated individuals who seek experience in their field of study. 

• Use social media platforms like Facebook, Instagram, and LinkedIn to run targeted ads for summer camp positions. 

• Create visually appealing posts and stories showcasing camp activities, staff, and the excitement of working with children. 

• Encourage current camp staff to share their experiences on social media, using photos and testimonials to highlight the benefits of working at the camp. 

• Develop a hashtag (e.g., #CampStaff2025) to create a sense of community and encourage sharing. 

• Host an open house at the camp where potential staff can tour the facilities, meet the camp director, and learn about available positions. 

• Provide refreshments and fun activities to create an inviting atmosphere. 

• Collaborate with local youth organizations, schools, and community centers to promote job openings. 

• Distribute flyers or posters in these venues to reach a wider audience. 

• Implement a referral program where current staff can earn bonuses for referring qualified candidates who are hired. 

• Highlight how much fun and rewarding the job can be to motivate referrals. 

• Offer competitive salaries and additional benefits, such as free camp enrollment for staff children, training opportunities, or flexible scheduling. 

• Clearly communicate these benefits in job postings and recruitment materials. 

• Create detailed job descriptions that outline not only the responsibilities but also the benefits of working at the camp, such as developing leadership skills, teamwork, and making lasting friendships. 

• Include information about the positive impact they can have on children's lives. 

Offer a variety of roles (e.g., counselors, activity leaders, kitchen staff) to appeal to different interests and skill sets. This can attract a broader pool of candidates. 

• Encourage current and past staff to promote camp positions within their social circles and networks. 

• Create incentives for staff who successfully refer candidates who are hired. 

• Engage Alumni: 

• Reach out to former camp staff and alumni who may be interested in returning for the summer. They already understand the camp culture and can bring valuable experience. 

Promote Training Opportunities 

• Highlight any training programs that will be provided, such as first aid, CPR, and child development workshops. Many potential staff members are eager to gain new skills. 

• Offer to cover the costs of certification courses for staff as a recruitment incentive. 

• Partner with local businesses to display recruitment materials or host joint events that promote camp staff positions. 

• Consider co-hosting community events, where the camp can showcase its activities while recruiting staff. 

• All counselors who successfully completed the previous summer season and are returning for the next season. 

• Must have met performance expectations and attendance requirements during the previous season. 

• Returning for One Season: Bonus of $150 upon successful completion of the return season. 

• Returning for Two Seasons: Bonus of $300 upon successful completion of the return season. 

• Returning for Three or More Seasons: Bonus of $500 upon successful completion of the return season. 

Based on evaluation results and feedback, make necessary adjustments to the program for future seasons (e.g., modifying bonus amounts, eligibility criteria). 

• All active summer staff members who have completed their probationary period (e.g., the first two weeks of camp). 

• Referring counselors must be in good standing, with no disciplinary actions. 

• Establish a tiered bonus system based on the referred candidate's hiring and performance: 

• Initial Bonus: $100 when the referred candidate successfully completes their first month of employment. 

• Retention Bonus: An additional $200 if the referred candidate remains employed for the full summer season. 

• Total Potential Bonus: $300 for a successful referral. 

Create a straightforward referral form that current staff can fill out to submit potential candidates. This form can be available online or in printed format at the camp. 

• All counselors who successfully completed the previous summer season and are returning for the next season. 

• Must have met performance expectations and attendance requirements during the previous season. 

• Establish a structured increase in the hourly pay rate based on returning tenure: 

• Returning for One Season: Increase of $1.00 per hour. 

• Returning for Two Seasons: Increase of $1.50 per hour. 

• Returning for Three or More Seasons: Increase of $2.00 per hour. 

Returning staff must complete the application process and any necessary rehire training or certification updates (e.g., First Aid, CPR). 

Counselors must demonstrate satisfactory performance in their previous role, including compliance with safety protocols and positive engagement with campers. 

To qualify for the pay increase, counselors must maintain satisfactory attendance, with no more than two unexcused absences during the previous season. 

• Communicate the details of the pay rate increase incentive to returning staff during the end-of-season meeting. 

• Provide written documentation (e.g., flyers, emails) that outlines the structure, eligibility, and specific pay rate increases. 

• Throughout the offseason, remind counselors about the incentives available for returning to work the following summer. 

• Highlight the financial benefits during recruitment events and through email communications. 

• Encourage returning staff to provide feedback on the incentive program and their overall experiences. 

• Use informal discussions or surveys to gather insights that may help improve the program. 

• $1.00 per hour increase for one previous season, 

• $1.50 per hour increase for two previous seasons, 

• $2.00 per hour increase for three or more seasons. 

• Structure: In addition to the hourly pay increase, introduce performance bonuses for counselors who exceed performance expectations. 

• Payouts: Quarterly bonuses of $100 for outstanding performance based on peer and supervisor evaluations. 

Outcome: A counselor returning for their third season could receive a $2.00 per hour increase plus a $100 bonus if they maintain excellent performance ratings throughout the season. 

Maintain records of returning staff and monitor their performance and attendance throughout the summer. 

• Assess the impact of the hourly pay rate increase incentive on staff retention rates and overall performance. 

• Analyze whether the program successfully reduced turnover and improved staff morale. 

Based on feedback and evaluation results, make necessary adjustments to the program for future seasons (e.g., modifying pay rate increase amounts or eligibility criteria). 

• All counselors who have completed their training and probationary period (e.g., the first two weeks of camp). 

• Counselors must maintain satisfactory performance and have no disciplinary actions during the eligibility period. 

• Perfect Attendance: Bonus of $150 for attending all scheduled shifts. 

• Minimal Absences: Bonus of $75 for missing no more than one shift. 

• Moderate Absences: Bonus of $25 for missing two shifts, provided they are appropriately notified. 

• Use a digital attendance system or sign-in sheets to track counselor attendance throughout the summer. 

• Counselors should have access to their attendance records to monitor their status. 

• Counselors must notify their supervisor of any absences at least 24 hours in advance, except in emergencies. 

• Late notifications may disqualify them from receiving the attendance bonus for that period. 

• Allow for certain absences due to illness, family emergencies, or other legitimate reasons, as determined by management. 

• Documentation (such as a doctor's note) may be required for specific absences to ensure fairness. 

• Structure: Counselors track their attendance via a shared digital document. 

• Payouts: $150 for perfect attendance, $75 for 1 absence, and $25 for 2 absences. 

Outcome: At the end of the camp season, bonuses are distributed based on attendance records. 

• Structure: In addition to the regular bonuses, offer a “Counselor of the Month” recognition for the counselor with the best attendance and performance. The selected counselor receives a $100 bonus. 

Outcome: This encourages counselors not only to attend regularly but also to excel in their roles, creating a supportive and motivated team environment. 

• After the camp season, evaluate the program's impact on attendance rates and overall counselor morale. 

• Analyze whether the program led to reduced absenteeism and increased job satisfaction among counselors. 

• Based on the evaluation and feedback, make necessary adjustments to the program for future seasons (e.g., modifying bonus amounts, eligibility criteria). 

Target participants aged 13 to 15 years old. This age range allows for the development of maturity and leadership skills while still being actively engaged in camp activities. 

• The program can run concurrently with the main camp session, lasting for 6-8 weeks during the summer. 

• Junior counselors would work alongside camp staff for a set number of hours each week (e.g., 10-15 hours). 

• Assist counselors with supervising campers during activities. 

• Help facilitate games, crafts, and other programming. 

• Serve as positive role models and mentors to younger campers. 

• Participate in training and development sessions. 

• Conflict Resolution: Strategies for managing conflicts between campers and promoting positive interactions. 

• Pair junior counselors with experienced counselors during activities to assist with supervision and facilitation. 

• Encourage junior counselors to take the lead in small group activities or crafts, fostering confidence. 

Organize a “Junior Counselor Day” where junior counselors plan and lead a special activity for their peers and younger campers. 

Include team-building exercises to strengthen camaraderie among junior counselors and develop leadership skills. 

• Schedule weekly check-ins with junior counselors to discuss their experiences, challenges, and successes. 

• Provide constructive feedback and guidance to help them grow in their roles. 

• Conduct an evaluation at the end of the program to gather feedback from junior counselors about their experiences. 

• Assess their performance based on their engagement, responsibility, and feedback from counselors and campers. 

Provide junior counselors with certificates recognizing their contributions and completion of the program, which can be valuable for future job applications. 

• Pathway to Counselor Positions: 

• Encourage junior counselors to pursue full counselor roles once they reach the appropriate age (typically 16 years). 

• Offer information about counselor training programs and potential scholarships for certification courses. 

• Collect necessary documents such as completed application forms, background checks, and certifications (e.g., First Aid, CPR). 

• Ensure staff have completed any required pre-employment training. 

• A welcome letter from the camp director. 

• Employee handbook outlining policies, camp values, and code of conduct. 

• Schedule of training sessions and key dates. 

• Provide an overview of the camp’s mission, vision, and values. 

• Share the camp’s history and its significance in the community. 

• Activity areas (e.g., sports fields, arts and crafts rooms). 

• Safety stations (e.g., first aid stations, emergency exits). 

• Staff areas (e.g., break rooms, meeting spaces). 

• Introduce new staff to key personnel, including supervisors and support staff. 

• Encourage informal interactions to foster team cohesion. 

• Emergency evacuation procedures. 

• Reporting incidents and injuries. 

• First Aid and CPR training. 

• Offer workshops on child development principles and effective behavior management techniques. 

• Discuss strategies for engaging campers and handling conflicts. 

• Lesson planning and organization. 

• Adapting activities for various age groups and skill levels. 

Policy and Compliance Overview 

• Code of conduct for staff and campers. 

• Attendance and punctuality expectations. 

• Reporting and handling incidents (bullying, accidents). 

• Explain the importance of maintaining accurate records (e.g., attendance, incident reports). 

• Provide training on how to use any necessary software or forms. 

Team Integration and Culture Building 

• Organize icebreaker activities to help staff get to know one another (e.g., “Two Truths and a Lie”). 

• Conduct team challenges that foster collaboration and communication. 

• Pair new counselors with experienced staff for guidance and support. 

• Encourage regular check-ins to discuss challenges and successes. 

• Schedule regular check-ins to assess new staff performance and provide constructive feedback. 

• Discuss goals for personal development and areas for improvement. 

• Create opportunities for new staff to provide feedback on the onboarding process. 

• Use surveys or informal discussions to gather insights for future improvements. 

• Encourage participation in additional training sessions throughout the summer (e.g., specialized workshops). 

• Promote certifications that enhance skills and career advancement. 

• Hold weekly staff meetings to discuss updates, share experiences, and celebrate successes. 

• Foster an environment of open communication and collaboration. 

Example: Have counselors sit in a circle and introduce themselves along with an adjective that starts with the same letter as their name (e.g., "Joyful Jessica"). 

Purpose: Helps counselors learn each other's names and creates a fun atmosphere. 

Example: Create bingo cards with statements (e.g., "Has traveled to another country," "Loves hiking"). Counselors mingle to find others who fit the statements and fill out their cards. 

Purpose: Encourages interaction and helps counselors discover common interests. 

Example: Conduct a hands-on workshop where counselors practice first aid and CPR techniques. 

Purpose: Enhances essential skills, reinforces teamwork during emergencies, and builds confidence among counselors. 

Example: Hold brainstorming sessions where counselors collaborate to design new camp activities or games. 

Purpose: Fosters creativity and ensures that all counselors feel invested in the camp program. 

Example: Set up an obstacle course that includes various physical challenges requiring teamwork (e.g., carrying a teammate, navigating through tires). 

Purpose: Builds trust and communication while promoting physical fitness. 

Example: Create a themed escape room scenario where counselors must work together to solve puzzles within a time limit. 

Purpose: Enhances problem-solving skills and encourages collaboration under pressure. 

Example: Organize a day at a local state park where counselors can participate in team-building activities like hiking, canoeing, or trust falls. 

Purpose: Strengthens bonds outside the usual camp environment and allows for relaxation and informal interaction. 

Example: Bring in a facilitator to conduct workshops on effective communication and conflict resolution strategies. 

Purpose: Prepares counselors for real-life situations and promotes a supportive team culture. 

Example: Hold short, structured meetings at the start of each week to discuss upcoming activities, address concerns, and share successes. 

Purpose: Ensures everyone is aligned and allows for open communication. 

Example: Create a safe space for counselors to provide feedback on activities and discuss what’s working or what needs improvement. 

Purpose: Encourages continuous improvement and fosters a collaborative environment. 

Example: Organize a potluck (or Town sponsored) dinner where counselors bring dishes to share, allowing for casual socializing. 

Purpose: Builds camaraderie and allows counselors to learn more about each other’s backgrounds and cultures. 

Example: Designate specific days where counselors can dress up according to a theme (e.g., Superhero Day, Hawaiian Luau). 

Purpose: Creates a fun atmosphere and encourages creativity while promoting unity among the staff. 

Example: Implement a program where counselors are recognized weekly for their contributions, teamwork, or creativity. 

Purpose: Boosts morale and encourages a culture of appreciation. 

Example: Create a board where counselors can post achievements, team milestones, or positive feedback received from campers and parents. 

Purpose: Visually celebrates successes and fosters a sense of pride and accomplishment.