Camp Director- Rochester

Recommendation: The YMCA recommends you review the linked information to apply for the position which is the best match to the department, the location, and the position.
(if link below will not open, right click on the link, choose copy link address and paste into a new tab in your browser) Matching Camp to Applicant Characteristics While every effort will be made, if hired, placement may be adjusted to meet the registration and/or operating needs of the program.
Employees may experience transfer to and/or sub assignments in any of the Y’s youth development sites.
Youth Development Department Org Chart POSITION SUMMARY: Under the direction of the Youth Development Director, the Camp Director will oversee their assigned site, program, staff, and participants.
The Camp Director is a key position for the success of our camp programs – they are on site leadership and set the tone for high quality programming.
The Camp Director will understand that character development is the chief mission of the YMCA and will personally exhibit a commitment to the goal in all YMCA programs.
OUR CULTURE: Our mission and core values are brought to life by our culture.
In the Y, we strive to live our cause of strengthening communities with purpose and intentionality every day.
We are welcoming: we are open to all.
We are a place where you can belong and become.
We are genuine: we value you and embrace your individuality.
We are hopeful: we believe in you and your potential to become a catalyst in the world.
We are nurturing: we support you in your journey to develop your full potential.
We are determined: above all else, we are on a relentless quest to make our community stronger, beginning with you.
CUSTOMER SERVICE EXPECTATIONS: Display a friendly, helpful, and positive disposition.
Provide customer service that is thorough, timely, organized, and accurate.
Help ensure the Y is meeting member and participant needs by utilizing good listening skills, attentiveness, objectivity, and patience in all situations.
Place members and participants as the first and highest priority, always showing kindness and compassion.
Demonstrates the Y core values of caring, honesty, respect and responsibility through all daily activities and responsibilities.
ESSENTIAL FUNCTIONS: Overreaching Goal: Through their planning, actions and daily work creates and fosters a welcoming environment for all persons of all backgrounds and abilities and has a positive, nurturing relationships with staff and children, while building cooperative relationships with parents/caregivers and program partners.
Promotes and supports the potential of all youth in programs and facilitates peer-to-peer connections as part of the overall YMCA experience.
Essential Functions of Camp Director: Always assume responsibility for the safety and well-being of all program participants.
Follows all policies for emergencies, incident reporting, child abuse prevention and YMCA procedures.
Maintains children’s files and communicates all details to parents and supervisor.
Provides a high level of customer service while dealing with YMCA members, guests, and staff.
Is main point of contact with all parents – to communicate face to face with them daily.
Directs and supervises high quality program activities.
Is responsible for the overall implementation of curriculum, manages field trips and oversees supply needs.
Directs personnel and volunteers as needed.
Develops strategies to motivate staff and achieve goals.
Celebrates successes and reports any concerns to supervisor.
Maintains program area/facility and reports any maintenance issues.
Maintains cleanliness of program areas (lost and found, trash, activity materials).
Hosts daily huddle with camp teams.
Participates in weekly meeting with supervisor.
Completes daily recap email.
CAUSE-DRIVEN LEADERSHIP DESIGNATION: TEAM LEADER Description: Someone who leads a team, project, or process with or without supervisory responsibility.
Disciplines: a broad grouping of competencies focused on a critical area that defines a cause-driven leader’s ability to advance the work of the Y.
Competency: Clusters of observable skills and behaviors needed to be successful within an organization or role.
Key Leadership competencies a person should bring to this position: Program Management Collaboration Develops Self & Others Team Leader Discipline, Competencies and Behavioral Indicators Discipline Advancing Our Mission & Cause: Provide visionary leadership to the organization and to ensure that all resources are mobilized to adapt to new challenges and needs in the community.
Competencies Change Leadership: Facilitates, co-creates, and implements equitable change for the good of the organization and/or community.
Behavioral Indicators: Provides resources, removes barriers, and acts as an advocate for those initiating change.
Actively supports and remains accessible to others during times of change or stress.
Manages resistance to change by seeking input from stakeholders and communicating the change clearly.
Hold others accountable for implementing the change.
Engaging Community: Builds bridges with others in the community to ensure the Y’s work is community-focused and welcoming of all, providing community benefit.
Behavioral Indicators: Ensures programs and services meet community needs.
Ensures a level of service and engagement that fosters loyalty among those we serve.
Intentionally fosters a cause-centered culture that is welcoming, genuine, hopeful, nurturing, and determined.
Philanthropy: Secures resources and support to advance the Y’s work.
Behavioral Indicators: Educates staff, volunteers, and members about the charitable nature of the Y.
Leads key components of the Y’s fundraising efforts.
Volunteerism: Engages volunteers and promotes social responsibility at all levels of the organization.
Behavioral Indicators: Proactively positions volunteerism as a central context of being cause-driven and a way of being socially responsible.
Recruits, onboards, and develops volunteers from diverse backgrounds.
Works with volunteers to create meaningful and relevant roles that impact the community, fulfill their personal purpose, and build commitment to the cause.
Discipline Building Relationships: Connect people to the Y’s cause by developing inclusive relationships, partnerships, and collaborations so that Ys can co-create solutions to pressing social needs.
Competencies Collaboration: Creates sustainable relationships within the Y and with other organizations in service to the community.
Behavioral Indicators: Identifies and builds relationships with internal and/or external partners or key stakeholders to support programs or projects.
Build effective teams and committees by fostering common vision and plans.
Communication & Influence Listens and expresses self effectively and, in a way, that engages, inspires, and builds commitment to the Y’s cause.
Behavioral Indicators: Writes clearly and concisely, using correct grammar, vocabulary, and appropriate tone for the message or audience.
Speaks in a clear, articulate manner.
Maintains regular, clear, and concise communication within area of responsibility.
Adopts a personal leadership style or approach to influence others.
Inclusion: Values all people for their unique talents and takes an active role in promoting practices that support diversity, inclusion, and global work, as well as cultural competence.
Behavioral Indicators: Addresses behaviors and practices that do not support inclusion in positive and equitable ways.
Ensures staff model equity, inclusion, cultural competence, and global awareness in all areas of their work.
Discipline Leading Operations: Ensure relevance, effectiveness, and sustainability of the organization so that we can continue to fulfill our promise to the community.
Competencies Critical Thinking & Decision Making: Makes informed decisions based on logic, data, and sound judgment.
Behavioral Indicators: Actively looks for and incorporates different points of view when making decisions.
Gathers relevant, valid data to make appropriate decisions.
• Interprets data, feedback, and information, differentiating among assumptions, anecdotal evidence, and facts.
Anticipates risk, implications, and outcomes before acting.
Weighs pros and cons of multiple options to make decisions about complex problems.
Fiscal Management: Manages the Y’s resources responsibly and sustains the Y’s nonprofit business model.
Behavioral Indicators: Prepares budgets and interprets balance sheets, income statements, cash flow statements, and forecasts.
Analyzes financial data to make comparisons, draw conclusions, and make decisions.
Identifies and mitigates significant business, financial, and operating risks, and financial irregularities, and communicates information to management.
Functional Expertise: Executes superior technical skills for the role.
Behavioral Indicators: Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
Uses best practices, guidelines, and industry standards as a framework to improve performance.
Demonstrates up-to-date knowledge and skills in the technology associated with the job.
Serves with purpose and passion.
Innovation: Creates and implements new and relevant approaches and activities that improve and expand the Y’s work and impact in the community.
Behavioral Indicators: Seeks input from key stakeholders, including staff, members, and the community, to develop or improve a program or project.
Researches and identifies new trends in the program or service area.
Incorporates creative thinking and discussion techniques into meetings and discussions, including brainstorming, mind mapping, sticky notes, and whiteboard visuals.
Tries new things and assesses their effectiveness.
Values and encourages creative and innovative ideas.
Program/Project Management: Ensures program or project goals are met and intended impact occurs.
Behavioral Indicators: Translates organizational goals into executable plans with accountable staff and volunteers by defining tasks, milestones, and priorities for programs or projects.
Delegates responsibilities and monitors progress towards goals.
Follows fidelity, quality, and evidence-based standards of programs, projects, or the organization.
Challenges inefficient or ineffective work processes and offers constructive alternatives.
Follows through on commitments with an appropriate sense of urgency.
Demonstrates flexibility when plans or situations change unexpectedly, effectively adjusting plans to achieve intended outcomes.
Discipline Developing & Inspiring People: Support the holistic development of self and others so that everyone can embrace the Y’s cause, sustain the Y’s culture, and inspire others to take individual and collective action to further our impact.
Competencies Developing Self & Others: Develops self and supports others (e.
g.
, staff, volunteers, members, program participants), both formally and informally, to achieve their highest potential.
Behavioral Indicators: Recruits and hires diverse staff and volunteer teams across multiple dimensions of diversity.
Onboards and develops staff and volunteers for success.
Provides staff and volunteers with the support, time, tools, and resources necessary to set, meet or exceed goals.
Coaches others for continuous development, including analyzing performance gaps, building development plans, delivering appreciative and developmental feedback, and aligning passions and career goals.
Addresses sensitive issues to Youth Development Director, inappropriate behavior, or performance concerns to help the other person grow.
Shares and employs new learning to improve staff and personal performance.
Strives to understand and resolve conflicting feedback or ideas from multiple sources.
Emotional Maturity: Demonstrates ability to understand and manage emotions effectively in all situations.
Behavioral Indicators: Regulates behavior based on assessment of situation, personal feelings, strengths, and limitations.
Demonstrates a settling presence, even during times of crisis and challenge.
SAFETY & COMPLIANCE Child Abuse Policies & Prevention The YMCA enforces its policies and practices to prevent child abuse.
Allegations or suspicions of child abuse are taken very seriously at the YMCA and will be reported to the proper authorities for investigation.
We have abuse reporting procedures, there are unscheduled visits from supervisors, we have an open door for parents, and we have a code of conduct for staff.
We minimize opportunities for abuse to occur and we talk with children about personal safety and touching limits.
We screen carefully to prevent abusers from being hired.
We provide child abuse prevention training to staff including how to conduct yourself for safe practices and termination of employment for employees who fail to report suspicion or failure to follow policies.
Employees who failure to support, actively engage in prevention and be forthcoming about concerns or violations of this policy will be subject to discipline, up to and including immediate termination of employment.
Background Check: A background check, criminal, work, and reference checks will be required of any employee at hire and may be repeated during their employment.
A barred report, negative report or discovery of false information will result in immediate termination.
Alert & Focused: Use of illegal drugs, alcohol, prescribed or over the counter medications and lack of sleep can impact a person’s ability to be alert and focused while on duty.
Used illegally or inappropriately while off duty may affect employment status.
Responsibility, respect, caring, and honesty are core values of the YMCA.
Employees involved in any injury found to be work related may be required to submit for a screening for drug and alcohol use.
Suspicious behaviors observed while working or in the YMCA or at a YMCA program where the employee would be perceived by others as an employee may also be subject to alcohol and drug screening.
Positive results of a drug or alcohol screening will result in termination of employment.
Behaviors which are perceived to be unbecoming a YMCA employee may be subject to discipline up to and including immediate termination of employment.
QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
The requirements listed below are representative of the knowledge, skill and/or ability required.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Must be at least 18 years of age, preference for those 21 years or older.
At least 2 years of related experience working with youth.
Must complete onboarding process within designated time.
Have leadership competencies in the identified key areas.
Ability to learn quickly.
Ability to work with integrity, discretion, and a professional approach.
Prefer knowledge of, and previous experience with, diverse populations (language, culture, race, physical ability, sexual orientation, social, economics, etc.
).
Ability to complete all required trainings within 60 days of employment, including but not limited to CPR, first aid, Living Our Cause, DCFS Mandated Report, IL Gateway Registry Modules and to maintain these certifications as current as outlined by regulations or requirements.
WORK ENVIRONMENT & PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Ability to speak concisely and effectively communicate.
Be able to communicate using a computer and phone/smart device.
Visual and auditory ability to respond to critical situations ability to act swiftly in an emergency.
Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust.
May require physical effort and cardiac endurance while reaching with hands and arms, stooping, kneeling, crouching, standing, walking, balancing, bending, leaning, kneeling, walking, and climbing.
Specifically, Walk extensively both within site and the programs supervised.
May require walking up and down stairs multiple times a day.
May require walking on different surfaces, including uneven or unpaved ground.
Carrying supplies to and from work locations, normally lifting less than 25lbs.
Playing large motor games with youth.
The noise level in the work environment is usually moderate to loud.