1. automotive and vehicles
2. campers and rvs

2014
Staff Manual
STAFF MANUAL
PREFACE
This
STAFF MANUAL has been created as a philosophic and practical reference guide for the Cali
Camp Staff who are directly responsible for the supervision and development of campers within a day
camp setting.
Cali Camp's professionalism in camping and intent to continually improve ourselves in the eyes of our
clients is best summarized by our belief that "The Better You Communicate, The Better Business You
Do!" Since 1955 Cali Camp has presented an image which professes "we provide quality camping for
children and that we care." Our ability to communicate our concern for both a child's welfare and the
parent's desires is highly influential in a family's selection of our camp. Parents have entrusted Cali
Camp with their most precious and personal possession, their child; accordingly, it is important that they
feel confident and comfortable with their selection.
On a business level, the definition, presentation and promotion of a "professional image" begins first with
the individual employees who represent the business. A parent's initial perception of our business as
well as their desire to continue associating professionally with us, will be greatly influenced by YOU, the
true ambassador of Cali Camp.
Everything that you say and do intimately reflects Cali Camp and its professional philosophies: whether
you are riding a bus down a traffic-laden highway, speaking with parents at our camp Open-House, or
making sure that a child is greeted at the bustop at the end of the day, you are the immediate
representative of our "Image." Staff must strive to continually reconfirm in the minds of camp parents
that Cali Camp's high standards and professional image are accurate and well-deserved.
Most often, you are the first and most influential line of communication for a parent: within your personal
presentation and communicative skills resides the ability to reassure the questioning parent, put fears at
ease and assist the apprehensive parent to feel comfortable. You can truly make the difference in a
parents perception of our business: take it upon yourself to leave the parent with a feeling of "What a
great person I just spoke to; if they are my indication of what Cali Camp is all about then I'd like to enroll
my child immediately!"
Cali Camp research and professional surveys confirm that client referral and "word-of-mouth" are still the
most effective means of marketing our services. Cali Camp Administrators realize the importance and
wildfire effect of "word-of-mouth" between parents. We are proud that camp parents choose to share
feelings regarding our caring counselors, the wondrous summer their children had and our professional
"image" for quality camping.
The Cali Camp Administrators believe that the quality of the counseling staff is paramount in determining
the ability of any camp to achieve its philosophic objectives. Individual counselors who regard children
with respect, offer them understanding and affection and posses camping skills sufficient to implement
the camp program, are essential in assuring a valuable and memorable camping experience for each
camper.
Given competent counselors, specialists and a knowledgeable administration, camp staff must be able
to work together in common purpose if a successful summer is to be assured.
This manual will
familiarize you with the diverse areas of operation, policies and practices of Cali Camp. Please read it
carefully so that there are no misunderstandings. Keep this manual throughout the summer so that you
may use it as a reference guide for your work in camp with children.
Hopefully, with a clear
understanding of administrative expectations and camp policies, you will be able to present the "Cali
Camp Image" which we desire to be perceived by other camping organizations and our camp parents.
STAFF MANUAL
Table of Contents
I.
II.
III.
IV.
CAMP PHILOSOPHY – Mission/Goals/Intended Outcomes
I-1-7
CAMP ORGANIZATION AND PROGRAM
II - 1
The Camp Site
Camper Groups
Day Camp
Wrangler Camp
C.I.L.T. Campers in Leadership Training Program
Cali Sports Camp
Beach Trips
Theme Weeks & Dress-Up Days
Awards & Recognition
A. Camper of the Week
B. Specialist of the Week
C. Summer Participation Awards
D. Ribbons
Camp Equipment
Activity Involvement
Circle Time
II - 1
II - 1
II - 2
II - 3
II - 3
II - 3
II - 4
II - 4
II - 4
II - 5
II - 5
II - 5
II - 6
II - 6
II - 6
II - 6
HEALTH AND SAFETY
III - 1
The Counselor's / Assistant’s Responsibilities
The Specialist's Responsibilities
The Junior Counselor's Responsibilities
Camper and Staff Health Histories
Camp First Aid
First Aid Procedures on the Bus
Beach Trip Emergency Procedures
Intrusion of Unauthorized Persons onto the Campsite
Evacuation Plan
A. Human Control
B. Fire/Evacuation Drill Procedures
C. Earthquake Preparedness
Beach Trip Lost Camper Search Procedures
In Camp Lost Camper Search Procedures
III - 1
III - 2
III - 2
III - 2
III - 3
III - 4
III - 4
III - 4
III - 5
III - 5
III - 5,6
III - 6
III - 7
III – 8,9
CAMPER / STAFF RELATIONS
IV - 1
Age Traits of Children
Communicating with Children
Methods of Opening up the Channels of Communication
IV – 1-7
IV - 8
IV - 8
Giving Directions in a Positive, rather than Negative Form
Methods of Building Self Esteem
A. Rewards for Being – Just cause you’re you
B. Rewards for Doing Well
IV - 8
IV - 9
IV - 9,10
IV – 10
Avoid Breaking down a Child's Self Esteem
IV - 10,11
Methods of Helping Children to Succeed
IV - 12
Discipline Policies and Procedures
IV - 13
Children Need to Know
IV - 13
Do's & Dont's of Discipline at Cali Camp
IV - 13,14
Positive Discipline Guidelines
IV - 14,15
Appropriate / Acceptable Disciplinary Practices at Cali Camp IV - 16
First Time Infractions
IV - 16
A Major Infraction
IV - 16
A Minor Infraction
IV - 16
Time Out Statement
IV - 17
Second Time Infraction
IV - 17
Third / Fourth Time Infraction
IV - 17
Child Abuse - General Information and History
IV - 18
Physical Indications of Sexual Abuse
IV - 19
Behavioral Indications of Abuse
IV - 19,20
Know Your Legal Responsibilities & Rights
IV - 20,21
"Leading the Witness"
IV - 21
Overstimulation
IV - 21
Physical Touching at Cali Camp
IV - 21-23
A. Types of Touches
IV - 21
B. Acceptable Touches at Cali Camp
IV – 21,22
C. Unacceptable Touches at Cali Camp
IV - 22
D. Showing Affection at Cali Camp
IV – 22,23
E. Dressing Rooms & Restrooms
IV - 23
V.
PERSONNEL PRACTICES AND POLICIES
V-1
Equal Opportunity Employment
Employment at-Will
Employment Status
Standards of Conduct
Personnel Records
Cali Camp Job Descriptions
Additional Programs which Operate at Big Rock Ranch
Camp Image & Reputation
A. Dress Code, Staff Shirts
B. Adornment
C. Profanity
D. Appropriate Topics at Camp - Staff Conversations
E. After Hours and Weekend Activities
Policy on Sexual Harassment
Workplace Violence
Interpersonal Relationships
A. The Junior Counselor's Role in Camp
B. Junior Staff Additional Responsibilities
C. Junior Counselor Success - Initiative
V-1
V-1
V-1
V-2
V–3
V – 4,5,6
V-6
V – 7,8,9
V-7
V-8
V-8
V-9
V-9
V – 10,11,12
V – 12,13
V – 13
V – 13,14
V - 14
V – 14
D.
E.
F.
G.
Senior,.Asst. and Junior Staff as Role Models
Junior Counselor Evaluations
Senior and Junior Staff Differences of Opinion
Senior and Junior Staff Social Relationships
The Work Day
A. Staff Hours
B. AM/PM Pre-Post Camp Supervision - Parking
C. Overnight s
D. Lunch
E. Staff Break
F. Staff Meetings
G. Checking In/Out
H. Smoking
I. Phone Use
J. Copy Machine Use
K. Use of Company Vehicles
L. Cali Camp Computers
M. Staff Mail Boxes
N. Inspection Personal belongings
O. Alcohol and Drugs
P. Inviting Guests to Camp
Q. Bulletin Boards
R. Solicitations
Employee Salary
A. Experience Verification
B. Payroll Dates
C. Salary Deductions
D. Payroll Advances
E. Staff Absence
F. Supplemental Earnings
G. Employee Insurance
Personal Equipment & Belongings
Staff Evaluation & Discipline
A. Disciplinary Action
B. Written Disciplinary Report
C. Employee Termination
D. Invitations to Return
E. Letters of Reference
Integration Clause
The Right to Refuse
Rev: 94,96,97,99,00,01,02,03,04,05,06,07,08,09,10,11,12,13,14
V
V
V
V
– 15
- 15
– 16,17
- 17
V - 17
V - 17
V-1
V - 18
V - 18
V - 18,19
V – 19
V - 19
V - 19
V - 20
V – 20
V – 21
V – 21
V – 21
V – 22
V – 22, 23,24,25
V – 25
V – 25
V - 26
V - 26
V - 26
V - 26
V – 26
V - 26
V - 27
V - 27
V - 27
V – 28
V - 29
V - 30
V - 30
V – 30,31
V - 31
V - 32
V – 32
V - 32
\smanual\Table of Contents Manual.doc
CHAPTER I
CAMP PHILOSOPHY
WHAT IS DAY CAMP AND WHY DOES A CHILD WISH TO ATTEND?
The answer may be found...
...in the faces of bright-eyed children climbing into buses and vans with an expression
which says "I have somewhere to go, and it is important that I get there."
...in the light of a child's eyes as she is greeted by her counselor and her group of friends
at camp -- a shining light which says "I do belong."
...in the "I did it" sense of achievement that a camper feels when he walks across a
catwalk 25 feet in the air.
...in the glow of pride and awe at his own success when he swims to the instructor for the
first time or the almost fearful surprise and delight when she sees and feels her first fish
wriggling on the hook.
...in the intense determination with which a camper applies himself to the "real work" of a
camp project, or in the "good" tiredness which follows a day of balanced activity and
interest.
...in a child's world of fun, friendship, adventure, learning, success and satisfaction -- all
in an outdoor setting.
ALL OF THIS IS DAY CAMPING... WELCOME TO OUR WORLD!
These statements, which are modified excerpts from Grace Mitchell's book entitled "The
Fundamentals of Day Camping", represent "day camp" at its finest.
We feel camp is an
invaluable experience in a child's life, an experience which hopefully inspires a camper to a
greater appreciation of other individuals in a social setting and a broader understanding of
the environment in which we live. The educational and physical skills a child may develop in
the camping atmosphere are obvious: well-trained and experienced staff members offer
campers new horizons of previously unconsidered challenge.
important, are the
I-1
Less obvious, yet vitally
emotional and psychological gains available to a child in the summer camp setting.
Accordingly, any staff member who chooses to give his or her summer to a summer camp
dedicates service, enthusiasm, compassion, patience and creativity to making a successful
summer for the child. In the child centered environment of a summer camp, our primary goal
as staff and administrators becomes the assurance that campers have a remarkably
memorable and positive camping experience. Our desire is that every camper takes home a
smile, new friendships and a warm, positive camp memory to share with parents at the end of
every day. Long after the summer events at camp have become but a distant memory,
each camper will surely remember either his or her "really great" or "really poor"
counselor, just as you will remember your "really great" or "really poor" campers forever.
The objectives of camping are neither accidental nor automatic, but are realized as a result of
careful planning, excellent leadership and concerted effort. We see the staff member as the
nurturing, patient, affectionate and understanding friend.
Camp belongs to its children!
Staff should strive to be the children's inspiration and motivation to
achieve, making a difference in every child's summer.
We must provide the environment necessary in which to attain these admirable goals of day
camping so that every camper may feel security and acceptance in camp. At Cali Camp we
offer campers the opportunity of democratic group living and learning as related to present
social values in preparation of adulthood.
Our camp is a nonsectarian and inter-racial.
Individual opportunities are limited only by our size, capacity and the physical facility.
Cali Camp's Administration acknowledges the distinct needs of children at specific ages of
physical and psychological maturation: certainly, campers of ages 4, 5 & 6 years have quite
differing age-specific needs than campers of 12 and 13 years of age.
I-2
Our camp program allows every camper the opportunity to participate in creative outdoor
adventure while in a group democratic setting, promoting the following areas of personal
development:
Personal growth and the building of self esteem
Outdoor living in a non-scholastic environment
Social adjustment - the development of resilience, and relationship building
techniques, learning how to get along with others.
An understanding of individuals and groups of varied ethnic and cultural
backgrounds, habits and environments; a sharing of oneself with others.
Fun and adventure in camp activities and achievements
The development of values in group living
Improvement of personal health and fitness
Learned skills and an increased appreciation for our world and our environment.
Camp activities offered are primarily group oriented activities in which the individual has
ample opportunity to perform and achieve. Camp Administrators and staff support intergroup games and contests, stressing that all competition should be friendly, fun and fair with
an emphasis upon enjoying the sport and it’s playing, in lieu of the actual winning. What a
concept!
Personal achievement and progress is highly valued at our camp.
The opportunity to
acknowledge a camper's success in any camp activity shall be of paramount concern to all
staff members.
Anytime staff can acknowledge a camper's achievement or success is a
valuable opportunity for you to make that camper's summer a happy
and memorable experience.
For over four decades Cali Camp has consistently provided its campers with a valuable "day
camp experience." Parents continue to send their children to our camp because they have
confidence in our integrity and judgment and because they feel that their children will have a
safe, happy, meaningful and memorable camp experience. Our basic policies are indisputable
and adherence to them is implicit in any agreement of employment.
I-3
CHILDREN LEARN WHAT THEY LIVE
IF A CHILD LIVES WITH CRITICISM
HE LEARNS TO CONDEMN
IF A CHILD LIVES WITH HOSTILITY
HE LEARNS TO FIGHT
IF A CHILD LIVES WITH JEALOUSLY
HE LEARNS TO FEEL GUILTY
IF A CHILD LIVES WITH TOLERANCE
HE LEARNS TO BE PATIENT
IF A CHILD LIVES WITH ENCOURAGEMENT
HE LEARNS CONFIDENCE
IF A CHILD LIVES WITH PRAISE
HE LEARNS TO APPRECIATE
IF A CHILD LIVES WITH FAIRNESS
HE LEARNS JUSTICE
IF A CHILD LIVES WITH SECURITY
HE LEARNS TO HAVE FAITH
IF A CHILD LIVES WITH APPROVAL
HE LEARNS TO LIKE HIMSELF
IF A CHILD LIVES WITH ACCEPTANCE AND FRIENDSHIP
HE LEARNS TO FIND LOVE IN THE WORLD
I-4
CIPHER IN THE SNOW -- A TRUE STORY
Written by Jean Mizer
CIPHER = a. ZERO
NONENTITY
b. one that has no weight, worth or influence:
c: a message in code which obscures clarity.
It started with tragedy on a biting cold February morning. I was driving behind the Milford
Corners school bus as I did most snowy mornings on my way to school. It swerved and stopped short
at the hotel, which it had no business doing, and I was annoyed as I had to come to an unexpected
stop. A boy lurched out of the bus, reeled, stumbled and collapsed on the snowbank at the curb. The
bus driver and I reached him at the same moment. His thin, hollow face was white even against the
snow.
"He's dead," the driver whispered.
It didn't register for a minute. I glanced quickly at the scared young faces staring down at us
from within the school bus. "A doctor! I'll phone from the hotel..."
"No use, I tell you he's dead." The driver looked down at the boy's still form. "He never even
said he felt bad" he muttered. "Just tapped me on the shoulder and said, real quiet, 'I'm sorry. I have
to get off at the hotel.' That's all. Polite and apologizing like."
At school, the giggling, shuffling morning noise quieted as the news went down the halls. I
passed a huddle of girls. "Who was it? Who dropped dead on the way to school?" I heard one of them
half-whisper.
"Don't know his name, some kid from Milford Corners," was the reply.
It was like that in the Faculty Room and the Principal's Office. "I'd appreciate your going out to
tell the parents," the Principal told me. "They haven't a phone, and anyway, somebody from school
should go there in person. I'll cover your classes."
"Why me?" I asked. "Wouldn't it be better if you did it?"
"I didn't know the boy" the Principal admitted levelly.
"And, in the last year's sophomore
personalities column I note that you were listed as his favorite teacher."
I-5
I drove through the snow and cold down the bad canyon road to the Evans' place and thought
about the boy, Cliff Evans. His favorite teacher! I thought. He hasn't spoken two words to me in two
years! I could see him in my mind's eye all right, sitting back there in the last seat in my afternoon
literature class. He came in the room by himself and left by himself. "Cliff Evans," I muttered to
myself, "a boy who never talked." I thought a minute. "A boy who never smiled. I never saw him smile
once."
The big ranch kitchen was clean and warm. I blurted out my news somehow. Mrs. Evans
reached blindly toward a chair. "He never said anything about being ailing."
His stepfather snorted, "He ain't said nothin' about anything since I moved in here."
Mrs. Evans pushed a pan to the back of the stove and began to untie her apron. "Now hold on,"
her husband snapped, "I got to have breakfast first before I go into town. Nothin' we can do now
anyway. If Cliff hadn't been so dumb, he'd have told us he didn't feel good."
After school I sat in the office and stared blankly at the records spread out before me. I was to
close the file and write the obituary for the school paper. The almost bare sheets mocked the effort.
Cliff Evans, white, never legally adopted by stepfather, five younger half-brothers and sisters. These
meager strands of information and a list of "D" grades were all that the records had to offer.
Cliff Evans had silently come in the school door in the mornings and gone out the door in the
evenings, and that was all. He had never played on a team. He had never held an office. As far as I
could tell he had never done one happy, noisy kid thing. He had never been anybody at all.
How do you go about making a boy into a zero? The grade-school records showed me. The first
and second grade teachers' annotation read "sweet, shy child," "timid but eager." Then the third grade
note had opened the attack.
Some teacher had written in a good, firm hand, "Cliff won't talk.
Uncooperative. Slow learner." The other academic sheep had followed with "dull, slow-witted, low
I.Q." They became correct. The boy's I.Q. score in the ninth grade was listed at 83. But his I.Q. in the
third grade had been 106. The score didn't go under 100 until the seventh grade. Even shy, timid,
sweet children have resilience. It takes time to break them.
I-6
I stomped to the typewriter and wrote a savage report pointing out what education had done to
Cliff Evans. I slapped a copy on the Principal's desk and another in the sad, dog-eared file. I banged
the typewriter and slammed the file shut, but I didn't feel much better. A little boy kept walking after
me, a little boy with a peaked, pale face; a skinny body in faded jeans; and big eyes that had looked
and searched for a long time and then had become veiled.
I could guess how many times he'd been chosen last to play sides in a game, how many
whispered child conversations had excluded him, how many times he hadn't been asked. I could see
and hear the faces and voices that said over and over, "You're a nothing, Cliff Evans."
A child is such a believing creature. Cliff undoubtedly believed them. Suddenly it seemed clear
to me: when finally there was nothing left at all for Cliff Evans, he collapsed on a snowbank and went
away. The doctor might list "heart failure" as the cause of death, but that wouldn't change my mind.
We couldn't find ten students in the school who had known Cliff well enough to attend the
funeral as his friends. So the student body officers and a committee from the junior class went as a
group to the church, being politely sad. I attended the services with them, and sat through it with a
lump of cold lead in my chest and a big resolve growing through me.
I've never forgotten Cliff Evans, nor that resolve. He has been my challenge year after year,
class after class. I look for veiled eyes on bodies scourged into a seat in an alien world. "Look, kids," I
say silently "I may not do anything else for you this year, but not one of you is going to come out of
here a nobody. I'll work or fight to the bitter end doing battle with society and the school board, but I
won't have one of you coming out of here thinking himself a "zero."
Most of the time...not always, but most of the time...I've succeeded !
LET THIS BE OUR CHALLENGE AS CALI CAMP STAFF ...
NOBODY LEAVES CALI CAMP FEELING LIKE A "ZERO !"
I-7
CHAPTER II
CAMP ORGANIZATION AND PROGRAM
THE CAMP SITE
Cali Camp operates at Big Rock Ranch, thus the name Cali Camp at Big Rock Ranch which is
located at 1717 Old Topanga Canyon Road, Topanga, California 90290. At Big Rock Ranch
we have 21 beautiful acres of rustic and wooded areas with an Olympic size swimming pool
with slides, 2 large riding arenas and riding trails, a skateboard ramp and skating
playground, an aerial arts pavilion, a pond, target sports ranges, 2 tennis courts, 2 pickleball
courts, a HIGH challenge ropes course, low group challenge course, rock climbing wall, off
road go-cart track, a nature-lore / outdoor living skills area, athletic fields and playgrounds,
gymnastics facilities, animal petting barnyard, arts & crafts facilities, gaga courts, quiet game
areas, beautiful lawns, numerous play areas, hiking trails, an outdoor lunch area and air
conditioned classrooms.
CAMPER GROUPS
Ranging in age from 3 through 14, the children in camp are placed in camper groups
according to their chronological age, grade and friends.
Groups are co-educational for
children ages 3 to 5 and 12 to 13. Groups with children 6 through 11 are separated into boys
and girls groups. There is at least one, sometimes two Volunteer Junior Leaders with each
group. In addition to the Senior and Junior Leader our 4 and 5 year old coeducational groups
will have either a Co-Counselor, Assistant and/or an additional Junior Leader.
There are between 17 and 25 camper groups in camp, including Aerial Arts Camp,
Skateboard Camp and Wrangler / Equestrian Camp. Each group has a designated name
based on animals of the forest.
Groups will remain with the same name throughout the
summer and each counselor will be responsible for promotion of the group name through the
use of songs, cheers, signs, posters and art projects.
Counselors stay with their designated group throughout the summer. We do not operate in
sessions; therefore, camper enrollment is a constant ongoing process and the members of the
group may change on a daily basis. It is your responsibility as a staff member to make every
new camper feel welcome and accepted in camp!
Campers will build their personal
attachments both to you, their counselor and their bus counselor. It is through you that they
II-1
will find emotional, physical and social confidence. Everything you say or do will have an
everlasting impression on each child. You have a tremendous impact on the development of
their lives.
DAY CAMP
Children range in age from 3.0 to 13.11 years. The camp program is structured; however,
there are many opportunities provided for staff creativity, imagination and initiative during
counselor directed free time activities.
A SAMPLE DAILY DAY CAMP SCHEDULE
8:00
9:15
1)
-
9:15
9:30
9:30 9:45 10:30 11:15 12:00 12:15 12:45 1:30 2:15 3:00 3:15 3:30 -
9:45
10:30
11:15
12:00
12:45
12:45
1:30
2:15
3:00
3:15
3:30
A.M. Transportation
Morning Round-Up ( group assignments, songs,
announcements, etc.)
Circle Time
Activity Period 1
Activity Period 2
Activity Period 3
LUNCH
Staff Break ( when dismissed by Directors )
Activity Period 4
Activity Period 5
Activity Period 6
Snacks ( Awards, Announcements, etc. )
Dismissal to busses
Depart for home
Each counselor will be given a pre-determined activity schedule in advance.
The
schedule will change every week and will include programmed activities and scheduled
counselor directed free time. Counselors are expected to plan ahead and have special
activities planned for their free periods.
Each staff member has a list of free time
suggestions found your Staff Notebook and should plan with their Team Leader.
2)
Each Specialist will receive a schedule of the groups that are coming to his/her area in
advance. Specialists will see every group each week, sometimes more than once and
the time-slot scheduling will change weekly.
3)
The Camp Director, Assistant Director, Operations Director and Team Leaders will all
have master schedules. Copies can also be found in the Main Camp office and First Aid
Treatment Center.
II-2
4)
As buses arrive campers come into camp, buy their lunch, snacks and go to their
tables. After all the buses have all arrived the whistle will be blown. Morning round-up
will begin in the lunch area with the flag raising ceremony, traditional call to colors (the
bugle call), songs and Camper Announcements.
SPECIALTY CAMPS
CALI AERIAL ARTS CAMP
Cali-Aerial Arts Camp was designed for campers ages 6 – 13. One week sessions: Monday –
Friday. 3 hours of Aerial Arts: Aerial and Poi, Juggling, Trapeze Skills, Silks, Spinning Hoops
and Hula Hoop Activities.
In addition to their specialty, campers have 3 hours of camp
activities including daily swimming.
CALI SKATEBOARD CAMP
Cali-Skateboard Camp is for campers ages 6-14. Half the day is spent in the Skateboard Park
learning skating and tricks and riding on our 30 x 24 ramp and street sections. The other
half of the day will be spent at swimming and 2 other camp activities.
CALI WRANGLER / EQUESTRIAN CAMP
Equestrian camp was created for children ages 6 through 14 who want horsebackriding in
their lives. The groups are co-educational and the program operates in one week sessions.
Campers
will
spend
1/2
their
day
learning
tacking/grooming,
riding
techniques,
horsemanship, and going on trail rides and the other ½ of the day in 3 camp activities. The
groups are divided in half with the younger half the Palominos and the older half the
Mustangs.
A SAMPLE DAILY WRANGLER CAMP SCHEDULE
9:00 Campers Arrive
9:45 Equestrian Skills
12:00 LUNCH
12:45 Activity Period 4
1:30
2:15
3:00
3:30
II-3
Activity Period 5
Activity Period 6
SNACKS
Departure for home
BEACH TRIPS
Each group in camp (ages 8 and up, with the exceptions of Specialty Camps) are eligible to go
out of camp during the summer.
Each group is allowed one (1) Beach Trips during the course of the summer.
Older campers (Eagles) get one (1) beach trip weekly. All beach trips are pre-scheduled
by our Operations Director.
Trip slips will be given to each counselor to pass out to campers one week in advance
and sent home by email to the parents of the campers in the groups going out of camp.
Trip slips are a form of notification for parents and do not need to be returned or
signed. It is extremely important that they go home with the campers.
THEME WEEKS AND DRESS-UP
Each week in camp has a particular theme upon which special activities, contests and events
are scheduled. Often the theme of the week will include costume dress-up for campers and
staff in order to enhance camp spirit and enthusiasm. All Staff members (Administrators, Sr.,
Assistants and Jr. Staff) are encouraged and required to dress-up. So start thinking about
those dress-up days now! Plan Ahead! Everyone dresses up at Cali Camp! Remember you
are a role model for the campers. Always bring your staff shirt along with you as you may not
want to wear your costume the whole day. You dress-up, they will think it’s OK to dress-up
too! Dress-up is FUN!
AWARDS & RECOGNITION
Awards play a very important role at Cali Camp. Campers may receive an award for many
different accomplishments: for being the best dressed, winning a competition, participating in
an activity or for being a special help to the counselor or another camper on a given day.
Counselors should be creative in awarding their campers with special certificates. We have a
large variety of special pre-made up awards in the equipment room or you could make up
your own. It is the counselor's responsibility to be sure that all campers receive at least one
special award during their summer at Cali Camp.
II-4
There are two (2) major awards at Cali Camp in addition to Counselor designed awards which
are CAMPER OF THE WEEK AND SPECIALIST OF THE WEEK. Each award is designed to
recognize campers for their contribution to their group and/or the camp in a special way,
recognizing them for their special talents.
A. CAMPER OF THE WEEK
Camper of the Week is awarded to one or two campers in every group each week by the group
counselor.
Criteria for selection should include (but not be limited to) acts of kindness,
cooperation, friendliness towards everyone, willingness to share, skill advancement, good
character, etc. The recipients of this award each receive a certificate and a group picture is
taken and displayed on the bulletin board weekly. These campers are also eligible to receive
the Camper of the Year award which is chosen by the entire staff at the end of the summer.
Campers of the Year receive a plaque to take home and their names go on a perpetual plaque
that stays at camp.
B. SPECIALIST OF THE WEEK
Selections for Specialists of the Week are made each week by each specialty area and
awarded at snack time.
Specialists are encouraged to make campers aware of the
qualifications needed to receive Specialist of the Week in their area. The recipients of this
award each receive a certificate and a group picture is taken which is displayed on the
bulletin board, weekly.
These campers are also eligible to receive Specialty of the Year
Awards at the end of the summer.
C. SUMMER PARTICIPATION AWARDS
Every camper will be mailed a Summer Participation Award at the close of summer along with
special group pictures. Counselors should make every effort to make each camper's last day
a special day. Counselors are expected to write a special goodbye at the end of the summer to
the campers in their group.
Team Leaders will introduce this to you towards the end of the
summer and work with you to write something meaningful that talks about what great fun
your group had at camp this summer.
II-5
D. RIBBONS and OTHER SPECIAL AWARDS
Ribbons, special awards and hand made awards are given to all campers who participate in
camp wide contests.
Those campers who place first, second or third in their particular
division will receive a special ribbon for their accomplishment.
All participants will also
receive a participation ribbon for the fact that they tried their best. Participation is the most
important aspect of competitions at Cali Camp. Everyone is encouraged to at least try and
give it their best.
EQUIPMENT
Equipment is extremely important to camp. Many programs would cease to exist without it.
Cali Camp provides all equipment and there is no need for campers or counselors to bring
their own. Good equipment is expensive and we ask that you take care of the camp's
equipment as if it were your own. Lost and abused equipment is not easily replaced. The
children will suffer if you do not do your best to take care of our equipment. Most equipment
is stored in sheds all around camp or in the Program Office. For specific instruction on how
to check out equipment please refer to your staff notebook and staff training.
ACTIVITY INVOLVEMENT
INVOLVEMENT is a key word at Cali Camp!!! Cali Camp is an active place. We have NO
SPECTATOR SPORTS!
Both campers and staff discover that being active in camp life,
dressing up on dress-up days and participating in special events and activities help to make
camp a special place for all. You will get out of it what you put into it! Familiarize yourself
with the Cali Camp Special Events Calendar found on our website and in your staff notebook.
Plan ahead for dress-up days and special events. Encourage your group to get involved. Get
involved yourself. During Circle Time each day talk about the special and exciting events that
are upcoming in the weeks/days ahead. Inform campers of upcoming beach trips well in
advance so they may enroll if they are not attending on that particular day.
CIRCLE TIME
Each morning during round-up Counselors will be given the opportunity to meet with their
groups to brief them about what is happening in camp that day, introduction and orientation
of new campers, what’s coming up, morning announcements, etc. You will also have time to
play a “Getting to Know You” GAME with them to assist them in getting to know the new
campers. Each new camper should be assigned a “buddy” to help them through their first
day.
Pick different campers each day to be “buddies” and assist with orientation of new
campers.
II-6
CHAPTER III
HEALTH AND SAFETY
The primary concern of parents when sending their children to camp is
HEALTH AND
SAFETY... It is our role as camping professionals to assure each and every camper a safe
stay at Cali Camp. It is the responsibility of each staff member that all campers entrusted to
their care will be safe, from the moment they are picked up by the bus until the final wave
goodbye as they enter their home at the end of the day.
IT BEGINS WITH YOU... Responsibility for the health and safety of campers rests with
each and every staff member.
Staff members must, at all times, be aware of their own
behavior, attitude and appearance, striving to be a positive role model for all campers. The
staff member who stays up too late at night and burns the candle at both ends is likely to be
impatient and less tolerant.
Take good care of yourself first!
IT IS EACH COUNSELOR'S RESPONSIBILITY TO ...
1)
Constantly be aware of each campers physical and emotional health and safety.
2)
Make sure each camper receives the proper orientation to the group, the activities, the
beach trips, the camp and all of it's policies and procedures. (Refer to Staff Notebook
for orientation specifics)
3)
Be aware of each camper's physical and emotional needs. Check confidential camper
information which is attached to weekly group lists.
4)
Make certain that each camper is dressed properly for all weather conditions and
activities. Close toed shoes are a must at all times, except at the beach.
5)
Watch for sunburn while at camp, specifically at the pool, playfield, horses or the beach
and apply sun screen to campers when necessary (provided). (See Beach Trip Directive
for specifics).
6)
Supervise the personal cleanliness and hygiene of campers, encouraging them to wash
hands after going to the restroom, getting dirty and before eating
7)
Make certain that all campers have water to drink as often as they may want it and
that each child has milk or ice water to drink with their lunch.
8)
See that all campers have a lunch, either from home or purchased at camp and that
they have eaten it earlier in the day (on the bus on the way to camp).
9)
Send beach trip notification slips home advising parents of upcoming trips and events
(when it applies).
10) Deal with camper's behavior through the methods described in staff training and in
writing, in the staff manual and notebook.
III-1
IT IS EACH COUNSELOR'S RESPONSIBILITY TO ... (cont'd)
11)
REPORT ALL INJURIES, major or minor to the camp First Aid Specialist.
12)
REPORT ALL ACCIDENTS or INCIDENTS to the camp First Aid Specialist as prescribed
in Staff training.
13)
Remain with your group at all specialty areas, participate and handle all disciplinary
problems as they arise according to Cali Camp policies and procedures.
IT IS EACH SPECIALIST'S RESPONSIBILITY TO ...
1)
Constantly be aware of the health and safety of ALL staff and campers who are in your
area.
2)
Make sure your specialty area is clean and safe for participation at all times.
3)
Make sure that all campers and staff receive the safety orientation specific to your
specialty area before participating in the activity.
4)
Make sure that all safety procedures and rules for the area are followed by
campers/staff.
5)
Make sure that ALL campers and staff wear safety gear (should the specialty area
require it) while participating in the activity.
6)
See to it that all equipment and safety gear is in good condition and safe to use.
7)
Follow prescribed closing procedures and lock up each day.
8)
Keep your first aid kit stocked & report ALL injuries, major/minor to Nurse.
9)
Make sure counselors remain in area with their campers and assist with camper
behavior as necessary, according to Cali Camp policies and procedures.
IT IS EACH ASSISTANT & JUNIOR LEADER'S RESPONSIBILITY TO
1)
Assist the counselors and specialists in our team effort to keep campers safe.
2)
Junior Leaders have their own manuals that cover their specific responsibilities.
CAMPER AND STAFF HEALTH HISTORIES
In order to insure that everyone at camp is healthy and free of disease, all persons, campers
and staff (Sr., Asst. and Jr. Leaders) alike, must turn in a signed health history form prior to
participation in camp activities. This form is mailed prior to camp with contracts and staff
personnel policies and procedures. Cali Camp requires that all health forms of minors (those
under the age of 18 years of age) must be signed by a parent or guardian.
III-2
CAMP FIRST AID
Cali Camp has a Nurse / First Aid Specialist on staff
who will be responsible for the
treatment of camper and staff injuries. There is a First Aid Treatment Center located on the
camp grounds where all camper and staff medical forms are filed.
All medication brought to
camp by campers on their first day must be given to and be administered by Nurse / First Aid
Specialist.
Any injury resulting in a blood spill (defined as a wound with blood present) must be dealt
with in extreme caution due to the potential risk of the injured person having unreported
infections diseases such as Hepatitis, Aides and HIV Positive.
You will find sanitation
prevention kits in most activity areas and all areas where a specialist is present.
ALL INJURIES (no matter how small) MUST BE REPORTED TO CAMP NURSE / FIRST AID
SPECIALIST PRIOR TO THE END OF THE CAMP DAY ON WHICH THE INJURY OCCURRED.
THIS INCLUDES OUT OF CAMP INJURIES.
All injuries incurred on an out of camp trip must be written up on an accident report form
and given immediately upon arrival back at camp to the Nurse / First Aid Specialist.
The Nurse / First Aid Specialist must record all injuries and the treatment in a bound
medical log. It is extremely important that all injuries are reported and recorded.
The Nurse
/ First Aid Specialist or Camp Director will contact parents regarding children’s injuries.
Should a parent call and ask for more information as to what happened to their child, the
camp will have a record of it.
Cali Camp prefers that all injuries be treated and recorded by our Nurse / First Aid Specialist,
but there are certain emergencies in which immediate First Aid procedures must be followed.
(Please refer to the First Aid Handout (Health Care Procedures) in the Cali Camp Staff
Notebook for procedures and information on specific injuries).
Cali Camp has physicians on call in the valley and the city and certain hospitals and Urgent
Care facilities which we use regularly for any emergencies which cannot be handled by our
Nurse / First Aid Specialist.
III-3
FIRST AID PROCEDURES ON THE BUS
Cali Camp has specific First Aid procedures in the event of an emergency while enroute to or
from camp. For information in regards to Transportation First Aid procedures please refer to
the Transportation Manual and First Aid Procedures.
BEACH TRIP EMERGENCY PROCEDURES
The following emergency procedures are excerpts from the Cali Camp Communication Plan.
Out-of-Camp Trip Emergency Procedures must accompany each group leaving camp with
the designated person “In Charge”.
Please follow all out-of-camp emergency procedures
explicitly.
1.
All injuries, (no matter how small) must be reported to the first aid specialist prior to
the end of the camp day on which the injury occurred. The designated person “In
Charge” must fill out the accident/incident report form at the scene and turn it in to
the first aid specialist upon return to camp in the afternoon.
2.
If an accident happens out-of-camp which requires some sort of emergency treatment
or hospitalization the designated person “In Charge” must contact a Camp
Administrator immediately.
3.
Depending upon the severity of the incident/accident only the Camp Director,
Assistant Director or the Cali Camp Nurse / First Aid Specialist may contact
community emergency services and parents / guardians. If you need help
determining the severity, let the camp director help you.
4.
When calling camp ask to speak with the camp directors directly. Let the office know
it is urgent, but do not tell them the whole story. Please also give us a telephone
number where you can be reached.
5.
DO NOT CALL PARENTS!!! The Camp Director or Nurse / First Aid Specialist are the
only persons to contact parents In an emergency call.
INTRUSION OF UNAUTHORIZED PERSONS
Cali Camp has an open-door policy for camper visitors, but we need to know at all times who
is on the grounds for all of our safety. Anyone, whether they are invited or wander onto the
property, must have a “Guest” name tag to identify themselves.
Anyone who you do not
recognize must be approached in a polite manner, welcomed and asked to please step into the
main office and acquire a nametag.
It is important that campers are oriented to this
procedure for their own protection. At this time the main office will find out why they are here
and who they are visiting. The office knows special situations about campers whose parents
have specific instructions as to the release of campers to persons other than their parents,
etc.
III-4
EVACUATION PLAN
The possibility of fires and earthquakes necessitates having an evacuation plan. The term
evacuation at Cali Camp refers to the removal of all campers and staff in the fastest and
safest way possible. This calls for true leadership, knowledge and composure on the part of
all staff members. The main objective in evacuation is to remove everyone from the premises
and then the area. Cali Camp has an evacuation drill each week. At this time campers will
be instructed on all procedures. Procedures will be reviewed and rehearsed at staff training.
A. HUMAN CONTROL
1)
The most important thing that a staff member can do is maintain composure and self
control. Your fears will be projected to the campers.
2)
We want the campers to know the reality of the fire/earthquake but at the same time
have a feeling of confidence and security in you so that they won't panic.
3)
Please reassure campers that they will be safe and that we will be in contact with their
parents as the need arises.
4)
At the conclusion of the fire/evacuation drill all counselors are to reassure campers
that it was only a drill and there is no threat or danger at this time.
B. THE STEPS FOR FIRE / EVACUATION DRILL:
1)
The signal to be given will be 3 loud whistle sounds followed by the vocal sound of
"FIRE" (repeated 3 times).
2)
The signal will be sounded by the Admin Team and Team Leaders throughout camp.
3)
The 2 fire alarm bells at the Classroom complex may be activated if necessary.
4)
Upon hearing this signal you are to immediately stop what you are doing and organize
the campers quietly and quickly into a single file line with the Counselor leading and
the Assistant or Junior Leaders trailing. Proceed to the main grass area adjacent to
the lunch area, seat your group single file, take role and check in with the Director who
is taking role.
5)
All specialists must accompany the group that was at their area at the time of the
fire/evacuation drill. If you have no group, report to the lawn area immediately.
6)
Do not stop for their belongings or anything else that will cause a delay.
Material
objects are unimportant in an evacuation.
7)
Everyone is encouraged to refrain from talking so they can hear your instructions!
8)
No one is to leave the lawn area without permission from the Director.
9)
The Director will give specific instructions to everyone should an actual evacuation be
necessary.
III-5
10)
In an actual evacuation of the premises all bus counselors will be sent to their vehicles
and the campers excused in an organized fashion to their buses.
11)
All bus counselors must take roll and be accountable for the campers that they brought
to camp in the morning.
12)
The Director and Operations Director will give instructions and maps to each driver as
to where to go. These same maps will also be found in the driver's bus kit.
Topanga Canyon affords 4 major routes of exit:
1)
2)
3)
4)
Topanga Canyon Blvd.-South to the Pacific Coast Highway.
Topanga Canyon Blvd.-North to the San Fernando Valley.
Old Topanga Canyon to the Valley or Malibu.
Fernwood Pacific to La Tuna Canyon to the Pacific Coast Highway.
C. IN THE EVENT OF AN ACTUAL EARTHQUAKE:
DON'T PANIC, REMAIN COOL AND CALM Your campers safety is your first responsibility !!!
1)
Immediately stop your activity, attempt to move your group as quickly as possible to:
a) Open areas are best. (Tennis courts, playground or grassy fields)
b) Move away from large trees, rock formations or buildings.
2)
Should anyone be hurt, administer First Aid immediately. Reassure campers. Calm
them down. (See Human Control on previous page)
3)
After the earthquake subsides all campers and staff will attempt to proceed with the
evacuation plan and proceed to the Playground / Tennis / Pickleball Courts (not the
lawn below the pool for obvious reasons), seat your group single file, count your
campers and check in with the Director who is taking roll.
Catch the Director’s
attention upon arrival.
4)
Should you and your group be unable to get to the meeting area remain where you are
and we will find you. Do not attempt to be a hero. Do not jeopardize any lives, yours or
your campers. Do not leave your campers alone. Reassure and calm campers.
5)
The Director will provide specific instructions.
"The awareness of responsibility and safety on your part will provide a happy,
safe summer for your campers, yourself and your Directors."
BE AWARE
BE SAFETY CONSCIOUS!!!
III-6
BEACH TRIP LOST CAMPER SEARCH PROCEDURES
One of our greatest fears is that a camper may get lost. This procedure is to be initiated
immediately upon discovery that a camper is lost or missing. A copy of these procedures
must accompany each out-of-camp trip, including Beach Trips and be in the possession of
the Appointed Person in Charge.
1)
CLEARLY IDENTIFY THE MISSING PERSON:
NAME ___________________________________ MALE (____) FEMALE (____)
AGE (____) HAIR COLOR ________________________________
CLOTHING_____________________________________________
OTHER IDENTIFYING FEATURES ie. glasses,
2)
etc.____________________________
An explanation is taken by the counselor and the person or persons that have last seen
the camper as to where and when (determine an approximate time) camper was last
seen. Ask the campers in the child's group if they know where the camper might be.
BE CAREFUL NOT TO SOUND WORRIED AND PANIC THE CAMPERS.
3)
Gather together all other campers in a safe location with all extra staff supervising and
leading songs.
4)
All Senior Staff are to meet and (under the guidance of the "In Charge" person) establish
a plan for searching for the lost camper. Be sure to check obvious places such as
parking lot, buses, restrooms, candy counters, snack areas.
Senior Staff are to comb
the area from which the camper strayed and establish a time limit of 10 minutes to
search and then meet again to determine results and additional procedures.
5)
If the camper is not located then the Person, designated as "In Charge" should inform
the management of the facility of the missing camper and ask for their assistance in
locating the camper. (ie. P.A. system, security, etc.)
This procedure is to be initiated
only after a Staff Search has taken place and the camper is determined to be completely
missing.
6)
The designated "In Charge" person must now call the camp (310) 455 - 0404 and speak
to the CAMP DIRECTOR (Pam) for further instructions. Do not tell your story to the
office staff, but speak directly with the camp director. Please also give us a
telephone number where you can be reached.
7)
Additional steps will include notifying police/sheriff for assistance and additional camp
personnel being sent to location with a full camp roster. The camp administrator will
advise as to who to contact and what to do with other campers and staff, (return or wait
at your location).
III-7
BEACH TRIP LOST CAMPER SEARCH PROCEDURES (cont’d)
8)
Under no circumstances should you talk or report anything to the media. The Camp
Director is the only person that may speak to the media.
9)
DO NOT CALL PARENTS!!! The Camp Director is the only person to contact parents in
the case of a lost or missing child. The Camp Director will determine the procedures for
this process depending upon the circumstances. A copy of the above procedures is
given to each designated "In Charge" person on each trip.
IN-CAMP LOST CAMPER SEARCH PROCEDURES:
The following procedures have been developed for persons lost, missing or runaway in camp:
1)
It is the counselor’s responsibility to make sure campers are with the group at all times.
Be aware of who is here today, count and take roll throughout the day. Calling names
from your group roster is necessary at times but is too time consuming to do all day
long. Counting works well after you are sure who is here and what your numbers are.
A buddy system is also an easy way to call role. Reinforce how important it is that they
stay with the group.
2)
If you find that a camper is missing take a moment and retrace your group’s steps in
your mind. Did you just pass another activity that looked like fun? Could the camper
have stopped to watch another group or activity?
Attempt to determine where the
camper could have gone.
3)
Communicate with your Co-Counselor, Assistants and Jr. Leaders. Send one of them
back to look for the camper. Have them check the restrooms and retrace your steps.
Do not have them search the entire camp. Have them report back to you in 10
minutes. Do not take the entire group to search for a camper. Go to your next activity.
Reinforce how important it is that they stay with the group.
4)
If the camper is not found then send an Assistant or Jr. Leader or yourself, leaving your
campers only if they are properly supervised, for someone with a walkie talkie,
preferably a Team Leader.
5)
Clearly identify the missing camper by group, name, age, hair color, clothing and any
other identifying features ie. glasses, etc. Where was the camper last seen?
6)
The Director will organize a "search group" and assist in locating the missing camper.
The Director have communication with each other, the office, the Nurse / First Aid
Specialist, the Maintenance Director, etc. through the use of walkie talkies.
III-8
IN-CAMP LOST CAMPER SEARCH PROCEDURES: (cont’d)
7)
When the camper is found treat them kindly. Being lost or missing can be traumatic.
Reinforce how important it is that they stay with the group in the future.
If this
behavior becomes a pattern, follow the proper disciplinary steps with the camper.
8)
Should the child not be found the Camp Director will determine the procedures for the
process of contacting authorities, local and state emergency resources, parents, etc.
Under no circumstances should you call parents of a lost or missing child without first
discussing it with the Camp Director.
III-9
CHAPTER IV
CAMPER / STAFF RELATIONS
Points to Remember when working with children:
BE AWARE OF ALL CHILDREN'S NEEDS! Try to provide new and exciting experiences for all
with variety in each day...(active, quiet, creative, slow, fast, competitive, noncompetitive).
Each group will have campers which will run the full gamut of social, physical and emotional
needs from low to high. In years to come, you will remember behaviors of the best and worst
campers.
Those children who never do anything too wrong or too right need your
encouragement, love and compassion too. The "good" and the "not so good" get plenty of
attention. There are no bad children, only behavior that is unacceptable.
try to spend time getting to know every camper on an individual basis.
Remember to
One of the most
important things you can do for campers is each day try to have a conversation with
each and every camper in your group that has nothing to do with behavior!!!!! Listen to
them, they will love it!
Everything you do and say will have a tremendous impact on children’s lives. Be
honest, fair, kind and caring to all.
NOTICE what they are doing and then make verbal
comment on everyone's POSITIVE behavior. Doing so will encourage more positive behavior.
It's catching, it works!!!
USE PRAISE & ENCOURAGEMENT!
An exceptional counselor has a backup for every activity in his/her "bag of tricks" which is
full of creative ideas. (Crayons, cards, paper, games, trivia questions, wordless, tongue
twisters, crossword puzzles, scavenger hunt items, arts & crafts projects, etc...) Team Leaders
and other staff will notice you going the extra distance with children. Put forth extra effort
and it will be noticed by everyone.
AGE TRAITS OF CHILDREN
AGE TRAITS of children ARE only "GENERALITIES". Children in your group may have traits
of children older or younger than themselves. They may change or vary from day to day,
morning to afternoon or week to week.
IV-1
Four's & Fives (cont'd)
What is it, Why, How does it work?
Observant, curious, impressionable, innocent, want to learn, honest
Poke, stroke, touch, feel
Fours & Fives
Like to be useful, given tasks (like to do, but don't do well) Short attention spans
Like to play house, store, dress-up, jobs that are familiar to themselves
Like to paint, paste, create with plenty of praise
Like group games, but don't like to lose
Want to be first, don't like to wait turns, still self-centered
Like circle & singing games best involving everyone in group
Laugh and giggle all the time,
Like to play-act stories (need help)
Like noise: cowboys, cowgirls, Indians, animals, surprises, trips, goodies
"Team" - a hard concept, but need to be taught about it
Interested in what the body can do,
Difficulty lining up - keeping hands to self
Like to share ideas, not material things; toys, balls, etc.
Like to climb, skip, jump, hop
Hate to be caught by "IT" in a game, share, win & lose, keep hands to self
Pre-Kindergarten and Kindergarten
Will need to “warm up” to strangers, so they seem very shy or quiet at first.
Strongly attached to home and family, camper will miss them
Ease into getting to know them (flattery may work)
Short attention span – may forget what they’re doing - get distracted, ie. changing for swim
Learning to get along with one another, and to work and play in small groups
Aware mainly of self and own desires (not aware of others’ needs)
Prefer imaginative, make believe play
Are still trying to establish the boundaries of reality and imaginary
Can be easily upset by change in routine or environment
Boys and girls play together readily
Very dependent on adults for meeting physical and emotional needs (cannot pour their own
water or mil or open certain containers/packages of food etc.)
Need patient understanding and supervision
Can play simple games requiring little coordination between body parts
May not be able to dress themselves or tie their own shoes
IV-2
If they can do it themselves, let them. Let them take pride in things they CAN do
They may not be able to recognize when they need to go to the bathroom
May not know words to use to express themselves
Conflict resolution between two campers may not readily work
Fives & Sixes
Curious, playful, stubborn, affectionate, still self-centered at times
Do not like to lose, accepts defeat poorly, wants to be first
Like lots of attention, do many things to get yours, sometimes negative
Perpetual motion, like to run in packs, tease, scrap or argue, be sassy
Noisy, argumentative, sometimes rude, tattletales
May cheat, because it hurts so much to lose
Avoid competitive games or those with lots of rules, Be sure to involve everyone
Like tag, relays, running games, dramatic projects, making things
Great starters but have a hard time finishing, short periods of interest
Love animals & table games, Like rhythm, listening to records
Like to throw, bounce, catch balls, bean-bags
Tire easily, watch for signs of fatigue, provide variety, restful, change of pace activities
Need lots of ideas to fall back on because of length of attention span
Sometimes insecure, fearful of new situations
Need encouragement, ample praise, warmth & great patience from adults
Quite clingy - need for closeness at times
Give them some responsibilities but without pressure to make complicated decisions
Sixes & Sevens
Sixes less cooperative than five year olds
Sixes have less difficulty making decisions than five year olds
Sensitive to feelings and attitudes of older children & adults
Especially dependent on approval of adults
Interests of boys and girls diverging, less play together
Full of energy, but easily tired, restless and fidgety, dreamy and absorbed
Little abstract thinking, learns best in concrete terms and when active
Cautious and self-critical, anxious to do things well, likes to use hands
Talkative, prone to exaggerate, may fight verbally instead of physically
able to assume some responsibility
IV-3
Concerned about right and wrong, but often prone to take small things that belong to others
Rudimentary understanding of time and money values
Very cliquish, sometimes cruel to "outsiders or new campers"
Strong likes and dislikes, change minds frequently
Like games with rules
Beginning to get self-conscious if asked to perform by self
Sensitive, sometimes sulky
Like funny games and stories, like stories to read, listen or tell
Like to draw, color, build
Like nature, magic, puzzles, tongue twisters, table games, card games,
Like dodgeball, Ga-Ga, active games, waterplay
Longer attention spans, love to be challenged
Learning to win and lose more graciously
More interest in group, beginning to understand the concept of team.
First and Second Graders
Strongly attached to home and family, so they will miss home
Short interest span (keep games and instructions easy to understand)
Learning to get along with one another, and to work and play in small groups
Aware mainly of self and own desires (and not aware of others’ needs)
Prefer imaginative, make believe play
Like to explore their expanding world
Desire repetition of enjoyable activities, so be ready to play favorite games over and over!
Easily upset by change in routine or environment
Boys and girls play together readily
Very dependent on adults for meeting physical and emotional needs
Need patient understanding and close supervision
Enjoy adding new ideas they’ve learned (making up variations of games, creating ideas to go
with group themes)
Beginning to learn how to negotiate and share with others
Like the idea of responsibility and take pride in things that are “theirs”
Want to know about everything at once and may ask a million questions to find out
IV-4
Interests begin to be individualized, so they may not agree with the group or their “best
friends”
Pre-kindergartners through second graders tend to respond best to counselors who look
after their needs, show interest in them, and who are fair and capable of humor and
imagination. The nature of the counselor is more important than their skill.
Eights & Nines
Young rebels, impertinent, like to argue, "Squirrels"
Like to be part of "The Gang"
Like to work on group projects, build forts, learn knots
Love stunts, tricks, magic
Like to blaze trails, hike, climb, jump from things
Begin to use "inappropriate" language for camp
Like to pantomime, making up & putting on skits, costumes
Boys hate anything girls like and vice-versa
Feelings hurt easily
Not quite as exuberant as they used to be
Know lots of games, play hard
Like handball, dodgeball, Ga-Ga, games with strategy
Anyone younger are babies
Like to think they are doing their own thing
Creative, enthusiastic, active, loving
Don't follow directions too well
Like group activities
Best friends of the same sex
Allegiance to other children instead of adult in case of conflict
Eager, more enthusiastic than cautious
Third and Fourth Graders
Lengthening interest span (games and activities can be more complex or elaborate)
Aware of others and their needs
Willing to share (should know importance of sharing and be able to share)
Desire acceptance from own age group
Need close friendship with playmate (may change best friends often but always has one)
Able to express selves freely in art forms and play
Interested in competition
IV-5
Desire better skill performance, such as being able to hit a ball , draw an accurate picture,
Interest in group/team games and activities
Want everyone to obey stated rules and regulations
Strongly identify with own sex and age group (so boys and girls may not be interested in
spending time with each other)
Personalities become more defined
Enjoy planning, executing and producing (which allows for great scavenger hunts,
hideouts, skits, etc.)
Third and fourth graders respond to counselors similar to the very young age group, with
growing importance on counselors’ activity skills.
Tens, Elevens & Twelves
The "Joiners" , The "Wanna-Bees"
Like clubs, hobbies, trips, tours
Want to be older and treated older, think they are older than they are
They think the world revolves around them
Beginning to be "Trendy"
Things are beginning to be "Below them", especially camp activities
Sometimes too competitive, get feelings hurt easily and hurt others
Like team sports
Like to learn skills to improve their abilities
Love guessing, quizzes, trivia, card games, vocabulary, number games
Sometimes heavy art interests
Like group anything, group singing, group murals, group games, just plain sitting & talking
Like to relax a little more than they used. Like quiet activities between active times
Like strategy
Sometimes rebellious
Fifth Grade and Older
Usually likes being away from parents, siblings, etc.
Want to be together in groups, teams
Have longer interest spans, patience to work toward short term goals
Form cliques and friendships with own sex and age group
Seek status through excellence in skills (athletic, artistic, etc.) and knowledge of grown-up
things
IV-6
Competitive in teams and individual activities
Growing concern with physical size and appearance
Girls at upper-age develop interest in boys
Boys and girls can work and socialize in programs where they share planning
responsibilities
Like to create and collect things
Enjoy being mischievous and daring (create secret group names, hideouts,etc.)
Can handle some responsibility for themselves, such as picking group themes, retrieving
the lunches and slurpees, etc.
Start to see themselves as “much older” than 4&5 year olds
May understand the meaning of role model in terms of their own behavior
Fifth, sixth and seventh graders respond enthusiastically to counselors who can understand
and guide their tremendous energy and mischievousness; tend to idolize the counselors who
measure up to this task.
Thirteens
"Troubled teens" - edge of childhood and adulthood, complex problems
Know it all age
Sensitive to appearance, looks, body image
Afraid to try things in front of their peers, afraid of failing and being made fun of by peers
Like to be fashionable, make fun of people who aren't
Independent, think they're "too cool"
Like to do "adult things", talk about "adult things"
Very cliquish, unaccepting of new people into group
Some are bored with camp and will bring down others
Some are extremely spirited, use them to help
Sometimes shy, easily hurt and will hurt others easily
Tend to wander away from group, but never alone, always with a friend
Like to do activities with opposite sex groups
Nobody understands them or what they're going through, Like to listen to music
Like to put on skits, plays, sing popular songs, (hard to get them to want to sing camp songs)
REMEMBER THAT ALL OF THESE TRAITS ARE
"GENERALITIES" . . . HOPEFULLY THEY WILL GIVE EACH
IV-7
COMMUNICATING WITH CHILDREN
Communicating with the campers in your group is important if you truly wish to "make the
difference in a camper's summer and life".
There are many effective ways of establishing
communication lines between a camper and yourself. Additionally, if communication between
a camper and counselor become strained, these techniques may prove useful in clearing the
air and re-connecting the two of you. Please study and use the following "tips" offered here on
a daily basis in camp. The information will also be a circuit presentation at staff training.
OPENING UP THE CHANNELS OF COMMUNICATION:
1)
Bend your knees and get down on the campers level, "Eye to Eye".
2)
Children feel safer and less confronted if you sit or kneel or stand at their side. This
lets the camper look out and be visually distracted, yet orally attentive. This relieves
the pressure of confrontation and the feelings of having to face the authority figure.
3)
Attempt to establish eye contact with the child, yet don't force them. Children often
cannot look you in the eyes. They feel uncomfortable having to confront you face to
face.
4)
Establish the "Quick Touch" for reassurance and connection between yourself and the
camper. Example: Hand on shoulder, quick, arm around shoulder.
This makes some
children feel safe. Don’t be pushy if they pull away.
5)
Lowering your pitch and decreasing your rate of speech and volume helps to make
communication more effective.
6)
Often the best thing you can do for a child is to be quiet, just be there for him/her, and
LISTEN! Listening, in itself, may solve the problem. It shows that you care.
7)
When in doubt about what to do, just restate what they are already telling you or "it
sounds to me that you are really angry and you wish to do something about it". Don't
ask questions. Just state their feelings.
8)
When you feel enough has been said change the subject to something pleasant or
positive. Re-directing and moving on is the best thing sometimes.
GIVING POSITIVE DIRECTIONS, RATHER THAN NEGATIVE
1)
When it is necessary to say "No", include a positive suggestion, usually a time or place
when or where the child may do what he/she wants to do.
2)
NEVER MAKE PROMISES YOU CAN'T KEEP . . .
3)
Whenever a child must be re-directed a substitute activity should be offered and
encouraged. Be prepared with simple alternatives. Think fast!
IV-8
4)
Whenever possible, give the children a reason for your rule or action.
5)
Don't over explain yourself. Keep it simple and age appropriate.
6)
Give the child a choice only when you intend to leave the decision up to him/her.
7)
When a major decision must be made by an adult, try to include a minor choice for
child.
8)
Be sure that choices left to the child are appropriate to age and maturity.
METHODS OF BUILDING SELF ESTEEM !!!
1) Choose words and a tone of voice which make a child feel confident and reassured, not
guilty and ashamed.
2) Accusations such as "bad, mean, nasty, terrible, awful, etc." are felt by the child as
judgment against his/her total self and are damaging to emerging self-image.
3) Attention should be centered on the specific behavior which needs to be changed, not
on the child as a person.
Criticize and praise actions, attempts and
achievements, not children or products.
4) Focus attention on the emotions which might have motivated the behavior.
Examples:
"I wonder what made him mad enough to hit you?"
"How does your friend feel about it?"
"Was it an accident?"
"Sometimes when people are tired, they are easily upset"
5)
Avoid comparisons between one child and another, but use individual recognition of
achievement and growth.
6)
Children need to be rewarded both for what they have done or accomplished and most
importantly for being themselves.
Rewards for being come from the heart and are
meaningful to children. USE THEM OFTEN, THEY’RE GOOD FOR EVERYONE!
A) REWARDS FOR BEING or “JUST CAUSE YOU’RE YOU”:
Statements
Actions
I'm lucky to know you!
A smile, A handshake
You're a pleasure!
Hugs, pats, hand holding
You are Important.
Using a person's name
You are unique.
Listening to a person
I like you.
Sharing something important
It's good to see you.
Spending time with the person
Good morning!
I'm glad to share this day, this time with you
IV-9
A) REWARDS FOR BEING or “JUST CAUSE YOU’RE YOU”: (Cont'd)
Statements
Actions
I think you're a neat kid.
(SEE PREVIOUS PAGE)
I like to sit by you.
I'm glad you're my friend.
I'm glad you're in my group.
Thanks for being you...
I'm glad you came to camp today.
I enjoy having you in my group.
I'm so lucky to be your counselor.
I'm glad you're here.
CAN YOU ADD TO THIS LIST? THINK ABOUT IT. COME UP
WITH YOUR OWN.
B) REWARDS FOR DOING WELL:
Many statements can be applied to whatever activity or action the child did to receive the
reward.
Statements
Nice job, nice work
Great follow through
I like the way you did that
What you said is very interesting
Much better, keep it up
You're a good team member
I like the way you wear your hair
Thank you for being so patient
Thank you for picking up the papers
Fantastic
You're the fastest runner I know
You're a really good friend
I like the way you listen
You certainly are clever
I hear you did a great job
You worked hard on that
AVOID BREAKING DOWN A CHILD'S SELF-ESTEEM:
1)
Avoid comparisons between one child and another, but use individual recognition of
achievement and growth.
2)
Unrealistic, phony, put downs or insincere praise, referred to as "PLASTICS" and
messages which infer that you would rather the child did not exist referred to as
"DON'T BE" messages both quickly destroy the value of all praise.
3)
"PLASTICS and DON'T BE" Messages should never be given to any child at any age.
They have disastrous effects of the child's self-esteem. Positive rewards for being or
IV-10
rewards for doing can be turned into plastics by being said or done in a sarcastic way,
by being insincere, by being patronizing or by being grandiose.
"Plastic/Don't Be" Statements
"Plastic/Don't Be" Actions
"Go play with knives"
Battering
"I never had migraines before I
Constant ignoring
had you in my group"
Acting and speaking as
"You could be replaced"
if the child were not
"Drop dead"
there when they are.
"Get lost”
"Shut Up"
"Go play in the street"
"I bet your folks were disappointed
when they saw you."
"Go away kid, you bother me"
"Oh, you're here today"
"That was a good job for your age"
"That was good for a girl"
"It's hard always to remember. As you
get older, it will be easier"
"That was better than last time. Next
time it will be even easier."
"No matter what anybody says, I like you"
"How come you're so smart?"
"You always do everything so perfectly"
It must also be recognized that at times people mistake "Plastics and Don't BE" message
statements as humor. Be careful how you use this form of “SARCASTIC” humor. Sarcasm is
not something that children understand. They don’t know that you’re joking. There is a big
difference in how you talk to your friends and how you talk to campers. Be sure you recognize
the difference.
IV-11
METHODS OF HELPING CHILDREN TO SUCCEED:
DO'S
DO realize that during the time
DONT'S
DON'T feel that winning or losing
a child is at camp he/she is
is the important part of the
acquiring important experiences
experience.
for growth. Allow them to
develop their own techniques
DON'T "correct" the child's try by
in sports, crafts, peer
imposing your personality, your
relations.
standards, or samples of your ability.
DO regard a child's attempt as
a record of his/her own personality
DON'T expect a child's attempts
to be pleasing or understandable to you.
DO learn that a child's feeling
toward an activity is different
DON'T compare your campers or show
from yours, and that he/she sees
that you prefer one child over
things differently than you do.
another.
DO encourage your children to
DON'T correct what a child has
enjoy and to respect one
attempted unless you are teaching a
another's ideas and feelings,
skill. Teach the skill first,
i.e. a child who observes and is
then give reinforcement of the
considerate of others.
things they did right.
DO give all children an
DON'T expect children to do things
opportunity to try things
that require alot of adult help.
even though they may not be
skilled.
DO help your children to be
sensitive in their observations
of, and relationship to, their
environment and to others.
IV-12
DISCIPLINE POLICIES AND PROCEDURES
As a staff member your primary responsibility is to guide the experiences and behaviors of
campers in a safe and fun manner, taking into consideration your group and your
responsibility to each and every camper in it. We, as staff members should serve as a basis
for informative feedback about behavior (whether it be positive or negative). We are all here to
be the neutral arbitrators of consequences.
"HELPING CHILDREN FEEL GOOD ABOUT THEMSELVES
is a key to effecting good behavior"
CHILDREN NEED TO KNOW :
1) The rules of a polite society.
2) Their boundaries and limits.
3) Privileges as well as rules.
4) Your expectations of them.
5) The consequences of unacceptable behavior.
6) That you mean what you say & you will follow through with your promises.
7) Where they stand with you.
8) WHAT ACCEPTABLE and APPROPRIATE BEHAVIOR LOOKS LIKE
Even though they know all these things there may be a time when their behavior may
be unacceptable.
Some wise person said
"To error is human".
DO'S & DONT'S OF DISCIPLINE AT CALI-CAMP
DO - BE a positive example (ROLE MODEL) of the behavior you desire for your campers.
DO - BE FAIR & HONEST
DO - BE RESPECTFUL OF A PERSON (CHILD) AS A HUMAN BEING
DO - BE REASONABLE & RELEVANT IN YOUR DISCIPLINE. If you have a rule or goal, it
must be enforced for all at all times, not just when it suits you. It must be enforced
with all campers equally.
DO - BE CONSISTENT... Be sure to use the same punishment for the same behavior for all
campers. "What's fair for one must be fair for all".
DO - BE sure that every camper knows the rules in advance of being disciplined. Then you
will hopefully never hear "Nobody ever told me......."
DO - BE responsible for the behavior & control of your campers.
whether it be a specialty area, the lawn or the restroom)
IV-13
(Everywhere in camp,
DO'S & DONT'S OF DISCIPLINE AT CALI-CAMP (Cont'd)
DO - BE sure that every camper knows that you care about him/her and you are only angry
at their behavior and not at him/her as a person...
DO - BE sure to praise and thank campers constantly for appropriate / acceptable behavior.
DO - GIVE CAMPERS REASONS WHY NOT...
DO - Use (a variety of lengths of) "TIME-OUTS" as your most effective method of discipline.
DON'T..EVER SPANK, HIT OR STRIKE A CAMPER
DON'T..Hold, restrain, pull, tug or pick up a child in an attempt to discipline them.
(Exception is to protect yourself or another from being injured). If camper refuses to follow
your instructions, keep an eye on them, follow them if you must and send for a Director.
DON'T..EVER EMBARRASS A CAMPER IN FRONT OF HIS/HER PEERS.
DON'T..USE PROFANITY IN CAMP with campers (especially when disciplining).
DON'T..Threaten a punishment you cannot really enforce. i.e... threatening a child to kick
them out of camp. You do not have that authority. Only Pam may suspend or terminate a
campers enrollment.
DON'T..Use any form of discipline that could affect a child's health. i.e... Taking away a drink
of water, making them sit for hours in the sun or the use of the restroom, etc.
DON'T..Expect a specialist to discipline your campers. You are responsible for maintaining
the
control and discipline of your group everywhere in camp.
DON'T..POINT OR SNAP FINGERS AT CHILDREN
DON'T..Use the word "DON'T". Replace it with "IT'S NOT O.K." & give reasons why.
~ TOOLS OF THE TRADE ~
POSITIVE DISCIPLINE GUIDELINES
Adapted from the book Positive Discipline by Jane Nelsen
1. MISBEHAVING CHILDREN ARE “DISCOURAGED CHILDREN” who have mistaken
ideas on how to achieve their PRIMARY GOAL- TO BELONG. Their mistaken ideas lead
them to misbehavior. We cannot be effective unless we address the mistaken beliefs
rather than just the behavior.
2. Use ENCOURAGEMENT to help the children feel “ belonging” so the motivation for
misbehaving will be eliminated. Celebrate each step in the direction of improvement
rather than focusing on mistakes.
3. A great way to help children feel encouraged is to SPEND SPECIAL TIME “being with
them.” Many teachers have noticed dramatic change in a “problem child” after spending
five minutes simply sharing what they both like to do for fun.
IV-14
POSITIVE DISCIPLINE GUIDLINES (cont’d)
4. Have GROUP MEETINGS to solve problems with cooperation and mutual respect. This
is the key to creating a loving respectful atmosphere while helping children develop selfdiscipline, responsibility, cooperation, and problem-solving skills.
5. Give children MEANINGFUL JOBS. In the name of expediency, many parents and
teachers do things that children could do for themselves and each other. Children feel
belonging when they know they can make a real contribution.
6. TAKE TIME FOR TRAINING. Make sure children understand what “sit down during
lunch” means to you. To them it may mean simply sitting where they are until they
themselves are done eating. Be sure they understand what is expected from them.
7. Punishment may “work” if all you are interested in is stopping misbehavior for “the
moment.” Sometimes we must “BE AWARE OF WHAT WORKS” when the long range
results are negative- RESENTMENT, REBELLION, REVENGE, OR RETREAT.
8. TEACH AND MODEL MUTUAL RESPECT. One way to BE KIND AND FIRM AT THE
SAME TME- KIND to show respect for the child, and FIRM to show respect for yourself
and “the needs of the situation.” This is difficult during conflict, so use the next item
whenever you can.
9. Proper TIMING will improve you effectiveness ten-fold. Teach children and remind
yourself about cooling off periods. When everyone is calm and can talk and listen
effectively, everyone can work on a problem with MUTUAL RESPECT.
10. Use LOGICAL CONSEQUENSES when appropriate. Follow the THREE R’s OF
LOGICAL CONSEQUENCES to make sure consequences are 1) RELEVANT; 2)
RESPECTFUL; 3) REASONABLE.
11.
Teach children that MISTAKES ARE WONDERFUL OPPORTUNITIES TO LEARN!
12.
A great way to teach children that mistakes are wonderful opportunities to learn is to
model yourself by using the THREE R’s OF RECOVERY after you have made a mistake.
1) RECOGNIZE and admit your mistake with good feelings; 2) RECONCILE. Be
willing to say, “I’m sorry, I didn’t like they way that I handled that.”; 3) RESOLVE.
Focus on solutions rather than blame.
13.
Make sure the message of LOVE AND RESPECT gets through. Start with, “I care
about you…I am concerned about this situation…will you work with me on a solutions?”
14.
HAVE FUN! Bring fun into all that you do but never at anyone else’s expense.
IV-15
APPROPRIATE / ACCEPTABLE DISCIPLINARY PRACTICES at Cali-Camp:
Children need to learn responsibility for their actions. When they have hurt someone, no
matter how minor the injury is, it needs to be pointed out to them that hurting someone else,
physically or mentally is unacceptable and not appropriate behavior at Cali-Camp or in the
world.
Follow the 3 R's of Discipline:
RESPECTFUL, RELEVANT AND REASONABLE...
FIRST TIME INFRACTION: (for unacceptable/inappropriate behavior)
Discipline is circumstantial.
Each and every circumstance is treated just a little bit
differently. We will try to generalize and give examples to help you understand what is and
isn't appropriate disciplinary practices at Cali-Camp.
A MAJOR INFRACTION
(Stealing, Alcohol, drugs, knives brought to camp, threats to campers lives or the camp
population, REPEATED failure to respond to your instructions, BLATANT disregard for camp
rules and property, etc.) will require the immediate attention of the Camp Director. Should
you have a question as to whether or not something is a major infraction please ask.
A MINOR INFRACTION
a)
If very minor then a simple general reminder or hint may suffice.
b)
If two campers involved - Deal with the one who seems to be the victim or hurt first.
c)
Are they O.K? Lets talk about WHAT HAPPENED???? (Techniques to be covered at staff
training). “In your words, tell me what happened. What did you do?”
d)
A more serious infraction may require talking to the individual(s) apart from the group.
DO NOT EMBARRASS THE CHILD IN FRONT OF HIS/HER PEERS.
Your discussion should include the following:
1)
Identification of the specific behavior which was unacceptable. Make sure the child
understands what it was they did that was wrong and why. Example: "John it is NOT
O.K. or it is not acceptable or appropriate to hit people.
It's O.K. to be angry but not
acceptable to hit.... How else can or could you have dealt with your anger?"
2)
Establish a contract with the child that if the same behavior happens again they will
know up front what the consequence will be i.e."time off from the group to cool down,
loss of turn" NOTE: THE PUNISHMENT MUST FIT THE CRIME!
IV-16
APPROPRIATE DISCIPLINARY ACTION (cont’d)
3)
Reassure the camper that it's not him/her (personally) that you dislike but only the
behavior they did. RIGHT / WRONG vs GOOD / BAD. Remember, there are no bad
children, only unacceptable behavior.
"John, I like you very much and enjoy having
you in our group, but NOT when you hit people".
APPROPRIATE / ACCEPTABLE DISCIPLINARY PRACTICES:
JOHN HITS TOM. A very first warning might include “John, hitting other people is not O.K..
If you hit someone again you will have to sit out and not participate with our group. Try using
your words rather than your hands to let him know how you feel”.
TIME OUT STATEMENT - "Because your behavior is unacceptable, it's important that we
have you removed from the group for __________(period of time).
A good rule of thumb is to
start small. A child’s age is a good place to begin. Do not take away an entire activity for a
minor infraction. The punishment must fit the crime.
Start small and get bigger!
SECOND TIME INFRACTION
1)
Remind the camper:
You had a contract/agreement in regards to their behavior and that if it occurred again
that a specific disciplinary action would occur...
NOW FOLLOW THROUGH WITH EXACTLY WHAT YOU PROMISED...
Make sure the camper can be supervised / observed while being disciplined.
2)
After the first time, repeat ALL STEPS AGAIN with a stronger penalty should the
behavior occur again i.e. loss of double time from before, a portion of an activity period
or a portion of their favorite activity (this one may need to be talked about before)...
THIRD / FOURTH TIME INFRACTION
1)
Same behavior occurs again.
FOLLOW THROUGH WITH YOUR CONTRACT..... Loss of more activity time up to a
maximum of one period.
2)
Repeat ALL STEPS AGAIN from first time infraction with the penalty of immediately
being sent to your Team Leader or a Camp Director (should it be very serious) and
behavior occurs again. LAST RESORT.... THE FINAL PENALTY...
3)
Team Leader to speak with camper and review their behavior. (Team Leader may speak
with their Team Leader (Camp Director) for advice). Camper will sit outside the lower
Director's office for minimum of one period. Camper may or may not have parents
contacted at the discretion of the Camp Director. (DEPENDS ON SEVERITY). IV-17
ONLY THE CAMP DIRECTOR
MAY CALL A PARENT TO SUSPEND A CAMPER
CHILD ABUSE
GENERAL INFORMATION AND HISTORY
Child abuse is one of the most complex and serious issues facing society today. Physical and
sexual abuse of children, although not new, appears to be a growing problem.
No
child-related issue has occupied the attention of the national community in the past few years
more than child abuse.
The public has come to recognize it as a serious problem with
ramifications reaching into all sectors of child care. Background statistics help to illustrate
the severity of the current situation:
- 1 in 4 boys and 1 in 3 girls are sexually abused prior to age 18.
- over one million children each year are abused or neglected.
- approximately 95% of child abuse is done by a relative or family friend who is known
to the child.
- sexual abusers come from all socioeconomic backgrounds, as many as 75% were
sexually abused as children.
- 84% of all juvenile delinquents report a history of child abuse.
- reports of child abuse increased 500% between 1980 and 1984.
-
a child is abused every two minutes.
Child abuse, as defined by Samuel L. Mayugh, Ph.D., is any situation which:
1. inflicts serious physical injury on a child by non-accidental means.
2. creates substantial risk of injury to a child.
3. commits or allows sexual offense against a child.
A child is considered to be any person under the age of 18. Specific definitions of child abuse
are divided into five categories:
1. Sexual abuse
2. Physical abuse
3. Child molestation
4. Physical neglect
5. Emotional abuse
IV-18
CHILD ABUSE (cont’d)
A child abuser may be an adult or an older child. Physical abuse, which may be of a sexual
nature, can cause emotional as well as physical injury. Physically observable signs of abuse
are:
a. bruises, welts or raised marks about the face, arms, back, buttocks or anywhere
b. bite or burn marks
c. redness or swelling about the face.
PHYSICAL INDICATIONS OF SEXUAL ABUSE:
- Injury manifested by uncomfortable walking, sitting, or playing on bars, bicycles, etc.
- Bruises or tenderness on the body.
- excessive scratching, genital discharge or inflammation.
According to noted child psychologist, Bob Ditter of Massachusetts who works closely with
camps throughout the country. "In camp, when children feel comfortable with you they may
disclose things to you about things that have happened to them either at home before camp
or something that happened to them at camp.
-
95% of all children who are abused are abused by heterosexual males
-
Girls are more often victims of incest (family member or close relation)
-
Boys are more often victims from outside the home
-
1 out of 11 will make a report
Children usually signal their distress about a hidden event such as abuse through their
behavior.
BEHAVIORAL INDICATIONS OF ABUSE (possible indicators):
In Younger Children:
* precocious knowledge of sex
* sexual talk or references to genitals, sexual activities
* inappropriate touching of selves, counselors or other children
* hyperactive, over-stimulated quality to their play
* excessive fear of going with particular staff members (or fear of men in general,
women in general)
* genital discomfort
*sudden, extreme change in behavior -- very aggressive, fearful
IV-19
BEHAVIORAL INDICATIONS OF ABUSE (cont’d)
In Middle Age (8-11) Children:
* persistent or inappropriate sex play with toys or peers
* persistent sexual innuendo or talk
* sudden change in behavior (especially about two weeks into camp)
* recurrent homesickness
* fearfulness, especially of particular people, times of day
* fear of being touched by others
* nightmares
* wearing lots of clothing, especially to bed
* abuse of animals
* genital or anal discomfort
In Early Adolescent Children:
* withdrawn or fearful
* wearing lots of clothes to bed
* consistently provocative in dress or make-up
* fearful of particular counselors
* self-abusive (hurtful) behavior"
* unexplained crying.
* excessive clinging or attachment to an adult.
* increased physical complaints.
* open and excessive masturbation.
* fear of restrooms, showers or certain places.
* change in appetite or loss of bladder control.
* behaving as much younger or pseudo mature.
* unusual crankiness, irritability or short-tempered behavior.
* verbalizing fears or experiences."
KNOW YOUR LEGAL RESPONSIBILITIES & RIGHTS
According to California State Law, we are required to report any and all instances of
suspected child abuse. A mandated reporter must report an instance of child abuse when he
or she either observes actual abuse or merely suspects that a child has been abused.
Sources of information regarding past or potential child abuse may originate from either:
a. The victim.
b. The abuser.
IV-20
CHILD ABUSE (cont’d)
c. A third person.
d. Or after gaining knowledge from any other source.
If a child does confide in you & reports a situation or if you observe or suspect child abuse
YOU MUST REPORT IMMEDIATELY YOUR OBSERVATION OR SUSPICION TO THE CAMP
DIRECTOR (Pam). Do not panic or overreact to the information disclosed by the child. Do
not discuss the matter with your peers. At this time the Director will take immediate and
appropriate action. All information is strictly confidential.
KNOW ABOUT "Leading the witness"
Do not question the child in depth. Tell them that you are glad that they trust you enough to
confide in you. Assure the child that it is "not their fault and that you will keep them safe".
You would like to help them. Many times children want you to promise that you will not tell
anyone. You can't promise this..., but you can say "I promise not to misuse the information".
Tell the child that you would like them to tell their story to "Pam" (depending upon the sex of
the child) and that you will go with them.
BE AWARE OF WHAT "OVERSTIMULATION" MEANS
According to Bob Ditter, "Overstimulation is when you go to put on the brakes & can't stop"
such as in waterballoon fights, tickle fights and pillow fights. Hazing or rituals are sometimes
overstimulation and can be abusive. A precocious knowledge of sex can be a sign of an "overstimulated child."
PHYSICAL TOUCHING at Cali Camp
A. TYPES OF TOUCHES: (according to Dr. Laurie Tucker)
1) Good Touches - Quick hugs, arm around shoulder, holding hands.
2) Bad Touches - Hitting, kicking, pinching, pushing.
3) "Secret Touches" - Touching that makes you feel bad or uncomfortable. Touching
of special parts that are covered by a swim suit. The kind of touch you are told not to
tell anyone about. The kind of touch that gives you an "AH OH" FEELING in your
stomach.
B. ACCEPTABLE TOUCHES at Cali-Camp:
1) Quick hugs - Length (or duration) makes a hug appropriate or inappropriate at
Cali-Camp.
IV-21
ACCEPTABLE TOUCHING (cont’d)
2) Quick touch - Hand on shoulder, arm around shoulder.
3) Hand Holding - Children at some ages like to hold hands as they are walking from
area to area in camp. Be aware of all and give equal time to all. Don't force a child to hold
your hand if they do not want to do so.
C. UNACCEPTABLE TOUCHES at Cali Camp:
1)
Bad Touches - At no time shall any staff member hit, kick, pinch, push, throw or
physically assault a camper.
2) "Secret Touches" - Obviously touches of this kind are not allowed in camp and are
grounds for immediate dismissal and court action. Remember, anyone under the
age of 18 is a minor. Cali-Camp and it's staff is obligated to report all suspected
child abuse to the legal authorities.
3) Carrying children on your back or shoulders is not allowed at any time. If a child
must be transported because of a physical accident carry them seated across
your arms in front of you. Please to do not be offended if a Director reminds you
about not carrying campers. Every camper in this camp, barring injury, can and
should walk on their own.
4)
Lap Sitting is a MAYBE and only under the following circumstances: We realize
that
younger children like to sit on laps. We, at Cali-Camp, must be extremely
image conscious at all times. Director or Team Leaders will ask a child to not sit
on you lap if we feel it is the best interest of the staff member or the child or the
camp. It is up to OUR discretion as to the age of the camper, the frequency of the
child on the same staff members lap, etc. ✪
✪ Please do not be offended if a Director or another staff member reminds you of this policy. IT IS TO
PROTECT YOU, not accuse you of anything. At no time are Jr. Staff members or older campers to sit on the laps
of Sr. Staff
5)
Back Rubs are not allowed in camp at any time, by anyone!!! The term anyone
includes: Staff to Staff, Staff to Camper, Camper to Staff or Camper to Camper.
D. SHOWING AFFECTION at Cali Camp:
1)
Staff are asked not to outwardly show affection towards one another at camp.
Staff relationships are to be left at home for after camp and on the weekends.
If two staff members already have a relationship or should a new relationship
begin during camp, we request that all campers remain completely unaware of
it.
IV-22
SHOWING AFFECTION (cont’d)
2)
Remember that even while on your staff break you are being observed by
campers, No kissing, long embraces, hand holding, or other outward displays of
affection may be shown in front of campers or for that matter at anytime you are
involved with anything pertaining to camp.
3)
Cali-Camp recommends that there be NO MINORS (anyone under the age of 18)
at Adult Activities and functions.
E. DRESSING ROOMS & RESTROOMS:
1)
Encourage and insist that camper's put on their own bathing suits, no matter
what their age. Should you have to help a younger camper; straighten their suit
out for them with the feet holes in the right place, lay it out on the floor all set up
or stand behind them to help them put their feet into the holes. Help them pull it
up or encourage them to do it themselves. NEVER have them seated with you
in front.
2)
PROTECTING YOURSELF!!!: At no time should you be left alone with a
camper in the dressing room or restrooms. Team Leaders or the Director are
available to be a second helper in any uncomfortable situations. Please call on
us to help you.
something.
Remember,
an accusation is just as bad as committing
Without someone to back up your story you are in a tough
situation, Good Luck!
IF AT ANY TIME YOU SEE A SITUATION WHICH MAKES
YOU FEEL UNCOMFORTABLE OR GIVES YOU THAT
AH OH FEELING!
PLEASE REPORT IT IMMEDIATELY
TO THE CAMP DIRECTOR.
IV-23
CHAPTER V
PERSONNEL PRACTICES AND POLICIES
A.
EQUAL OPPORTUNITY EMPLOYMENT
OTCMC.LLC dba “Cali Camp at Big Rock Ranch” (Cali Camp) is an equal employment
opportunity employer.
Cali Camp does not discriminate against qualified applicants or
employees with respect to any terms or conditions of employment based on: race, color,
religion, creed, sex, pregnancy, national origin, ancestry, citizenship, age, sexual
orientation, age, physical or mental disability, medical condition, marital status, military
service status, or any other characteristic protected by state or federal law or local
ordinance.
B.
EMPLOYMENT AT-WILL
Employment at Cali Camp is employment at-will. Employment at-will may be terminated
with or without cause and with or without notice at any time by you and/or Cali Camp.
Nothing in this Manual or in any document or statement shall limit the right to terminate a
staff member’s at-will employment.
Whereas, the Cali Camp may choose to terminate
employment for cause, cause is not required. This represents an integrated agreement with
respect of the at-will nature of your employment relationship.
C.
EMPLOYMENT STATUS
1.
New Hires / Immigration Law Compliance
All offers of employment are contingent on verification of your right to work in the United
States, as required by the Immigration Reform and Control Act of 1986. Upon receiving a
conditional offer of employment, you will be asked to provide a completed I-9 with original
documents verifying your right to work and to sign a verification form required by federal law.
If you cannot verify your right to work in the United States of America, Cali Camp is required
to revoke its offer of employment.
V-1
2.
TERMINATION
All Cali Camp owned property (keys, documents, notebooks, t-shirts, etc.) shall be returned
by a staff member immediately upon termination of his or her employment and at the end
of Camp. A staff member, who voluntarily resigns his or her employment or fails to report to
work for two (2) consecutively scheduled workdays without notice to, or approval by
management, shall be deemed to have voluntarily terminated his or her employment with
Cali Camp.
STANDARDS OF CONDUCT
As set forth through out this manual, Cali Camp requires professionalism to succeed and
to promote efficiency, productivity, and cooperation among employees. Professionalism is
exhibited by your conduct, specialized knowledge and attitude. For this reason, it may be
helpful to identify some examples of types of conduct that are impermissible and that may
lead to disciplinary action, including possible termination of your employment at Cali
Camp.
Although it is not possible to provide a complete list of every possible type of
impermissible conduct and performance, the following are examples:
1.
Insubordination, including improper conduct towards a supervisor or
refusal to perform tasks assigned by a supervisor in an appropriate manner.
2.
Theft or unauthorized removal or possession of property belonging to Cali
Camp, fellow employees, a camper, or anyone on camp property.
3.
Falsifying or making a material omission on an employment application
or any other Cali Camp record.
4.
Bringing to the Company property dangerous or unauthorized materials,
such as explosives, firearms or other similar items.
5.
Physical fighting by employees.
6.
Showing up for work intoxicated or under the influence of drugs and
alcohol, or bringing or having in your possession drugs or alcohol on the camp property.
V-2
PERSONNEL RECORDS
Cali Camp keeps a personnel file on each employee.
The contents of an employee’s
personnel file, except for letters of reference and certain other limited kinds of information,
are open for that employee’s inspection at reasonable times and at reasonable intervals at
the employee’s request.
The employee may make copies of certain papers in his or her
personnel file. An employee must contact the Camp Director to view or copy his or her file.
Cali Camp will keep employee personnel records private.
However, information may be
given to persons outside of Cali Camp without an employee’s expressed consent as required
by state and federal laws.
These may include:
•
In response to a subpoena, court order, or order of an administrative agency;
•
To a governmental agency as part of an investigation by that agency of Cali
Camp’s compliance with the applicable laws.
•
In lawsuits, administrative proceeding, grievance or arbitration in which you and
Cali Camp are parties;
•
In a worker’s compensation proceeding;
•
To first aid or safety personnel, when necessary; to a prospective employer or
other person requesting a verification of an employee’s employment, but only (a) if
that employee give us a written release allowing us to give out information, or (b)
we are providing only the dates of that employee’s employment, last or present job
title, and the fact of that employee’s employment.
V-3
Cali Camp at Big Rock Ranch Job Descriptions
DIRECTOR -
Overall camp operation with specific responsibilities in the areas of: Staff
Recruitment and Selection, Hiring, Staff Training, Facility Development, Day to Day
Operations,
Staff Development, Supervision and Evaluation, Parental Communication,
Camper / Staff Discipline, Camp ACA Accreditation, Camp Program Budget Planning,
Marketing, Allocations, Open Houses, weekly observations, evaluation, Lunch Time
Supervision, “Super Staff” and overall camp safety. Oversee Administrative Team, office and
staff in telephone sales, camper enrollment, intra-office communication, schedule changes.
ASSISTANT DIRECTOR – Assist with Staff Recruitment and Selection, Hiring, Staff
Mentoring, Training and Development, Supervision, weekly observations and Evaluation,
Lunch Time Supervision, Parental Communication, Camper / Staff Discipline, Camp ACA
Accreditation, Open Houses, Overall Camp Safety Program, Lunch Time Supervision, Super
Staff, Year-round Events, budgetary planning.
OPERATIONS DIRECTOR – Assist Camp Director with Day to Day Operations, Facility
Development, Oversee Transportation and Office – Parental Communication, Open Houses.
Yearly CampBrain database changes, reporting, Oversee, mentor and train office staff in
telephone sales, camper entry / enrollment, intra-office communication, schedule changes,
Budgetary planning and allocations.
Oversee Activity Scheduling Program and weekly
Schedule. Coordinate bus transportation, publish and distribute weekly bus routes, daily
bus counselor contact, telephone sales, parental communication and schedule changes, daily
camper accountability, enrollment and attendance, prepares daily route check out sheets,
route modification and other driver related problems and details.
TEAM LEADER - JUNIOR LEADERS
– Over all Junior Leader supervision and on-going
training with specific responsibilities in the areas of group assignment, responsibility
assignment, Jr. Leader selection, mentoring and development, weekly observations, weekly
evaluation management, Lunch Time Supervision, the running of special programs and daily
supervision of staff and specialists. Concerned with overall camp and personal safety of Jr.
Leaders and campers.
TEAM LEADERS - PROGRAM
V-4
– Plan and implement Special Programs and Activities,
Weekly Program Decoration, Daily Activity Programs. Specific responsibilities in the areas of:
Staff and Specialty Area Supervision and Evaluation, Parental Communication, Camper
Discipline, Beach Trip planning and approval, Transportation (including driving), Counselor
and Specialists Weekly Activity Schedules, Awards, Weekly Observations, Lunch Time
Supervision, Program and overall camp and personal safety of staff and campers.
TEAM LEADERS - STAFF – Supervision of Group Counselors, certain Specialty Areas,
Assistant Staff with specific responsibilities in the areas of Daily Supervision, the running of
special programs, Weekly Observations and Evaluation, Camper Discipline, Parental
Communication, Staff Training, Staff Mentoring and Development, Camper-Counselor
relations, Staff In-service Training, Staff Meetings, Staff Evaluation (both formal and
informal), Lunch time Supervision, Transportation (including driving) and overall camp and
personal safety of staff and campers.
COUNSELORS / ASSISTANTS- Senior staff members at least age 18 or high school graduate
with the specific responsibility of the safe supervision of a concise age group of children in the
day to day camp activity program, group management and camper discipline, implementation
of daily camp procedures, weekly awards and overall camp safety. Assistant’s are 16 – 17 and
assist in camper groups with counselors and campers.
SPECIALISTS - Senior staff members at least age 18 or high school graduate with the specific
responsibilities of planning, development and operation of a safe specialized program activity.
Specialized activities in camp include but are not limited to: Swimming, Horseback Riding,
Camp First Aid Specialist, Gymnastics, Racquet Sports, Aerial Arts, Arts and Crafts, Rock
Climbing Instructor, Motorized Area, Nature Lore, Creative Dramatics, Backyard Games &
Sports, Skateboarding, Target Sports and Rock Climbing/Ropes Challenge Course. Assist in
daily monitoring of lost and found and overall camp and personal safety.
VOLUNTEER JUNIOR LEADERS - Volunteer Junior Leaders are ages 14 – 15.11, going into
9th grade with specific responsibilities to assist counselors and or specialists in the day to day
operation of an assigned group or activity in camp. Junior Leaders will be assigned to a
different group or activity each week. Junior Leaders have their own Junior Leader Manual
with specific weekly duties and responsibilities.
V-5
OFFICE STAFF - Telephone sales, camper entry / enrollment, intra-office communication,
mailings, schedule changes and parental communication. Handle all finances in Camp Brain
computer program and communicate with Operations Director with all aspects of tuition /
sales.
MAINTENANCE DIRECTOR – Facility management, refurbishment and development, safety
consciousness, maintenance and daily grounds cleaning. Supervision of maintenance staff,
mechanics and grounds workers.
GROUNDS WORKERS – Facility refurbishment and development, safety consciousness,
maintenance and daily grounds cleaning, vehicle fueling and service, care, maintenance and
feeding of horses.
ADDITIONAL PROGRAMS WHICH OPERATE AT BIG ROCK RANCH
WEEKEND PICNIC PROGRAM - A separate company leases the entire Cali Camp facility on
weekends during the months of April – October. They operate a commercial picnic program in
which they sell specific days to major companies for their employee picnics. Any problems
discovered by Cali Camp staff on Monday following a weekend picnic should be reported to a
camp director immediately.
Occasionally the picnic staff will be setting up in camp in
advance of the weekend. Their employees can be identified by hats or shirts which say “Big
Rock Ranch” or “James Productions”.
V-6
Camp Image and Reputation
Image - (as defined by Webster), "A mental picture or conception"
Reputation - (as defined by Webster), "Overall quality or character as seen or
judged by people in general; Good name"
The high character and excellent reputation of Cali Camp has taken many years to develop
and is something in which each staff member takes pride. Everything that you do or say can
have a direct effect on Cali Camp, it's image and reputation. This is particularly true when
you are on a camp bus or wearing a camp shirt. People who have never even heard of Cali
Camp will make a judgment based on the behavior you demonstrate. One poor judgment in
driving or a callus remark or statement can cause a person to have a negative image of Cali
Camp, its reputation, staff and program.
Be aware of your image (and how it effects ours)
at all times !
A. DRESS CODE:
Each new staff member is provided with five (5) complimentary camp shirts.
Staff members
and Jr. Leaders are required to wear clean staff shirts every day. Staff members and Jr.
Leaders are encouraged to dress-up to enhance camp spirit on dress-up days. If you choose
to not dress up then you must still wear your camp shirt.
When you do dress-up and if you
remove your costume during the day you must then wear your camp shirt. Staff members
and Jr. Leaders are also required to wear their camp shirts on a beach trip.
CAMP SHIRTS MAY NOT BE ALTERED or CUT OFF OR UP IN ANY WAY !
(Tie-dying is allowed)
On days that camp shirts are not worn we ask that you wear clothing that is in good taste
and does not have holes or tears. Staff and Jr. Leaders shall not wear any clothing which
promotes alcoholic beverages or has messages which are of a sexual, drug related nature or
anything else deemed to be in bad taste (by the Camp Administrators). Camp shirts shall not
to be worn to non-camp sanctioned events, parties or activities. Staff and Jr. Leaders shall
not wear any camp shirt in public when consuming alcohol (i.e., bars, parties, etc.). The
"grunge look or sagging" are not appropriate and will not be tolerated at camp! Holey
shirts and shorts, ripped clothing and saggy, baggy pants / shorts are not to be worn at
camp.
V-7
Pants and shorts must fit or if they don’t they must be worn with a belt). Shirts need to be
worn at all times at camp (except at the pool).
Women must wear shirts over bikini tops in
activities other than swimming. Camp shirts must be long enough to leave no space between
your shirt and your pants. They may be tucked in or out. Bare midriffs are not allowed in
camp at any time.
Appropriate swim attire must be worn at the pool and on beach trips.
Bikini’s must cover body parts appropriately.
Appropriateness is up to the Camp Director’s
/ Administrative Team’s discretion.
Shoes that cover your whole foot, both front and back must be worn at all times. Tennis
shoes are preferred. NO sandals, flip flops or shoes without total covering should be worn in
camp at any time. The pool area, inside fence is the only place where sandal type shoes may
be worn.
If your group is going on a beach trip you must wear your tennis shoes on the bus
and into camp. You may change into sandals at the beach, then change back into tennis
shoes for the bus ride back to camp and while you are at camp.
B. ADORNMENT
(Thesaurus nouns: decoration, ornament, embellishment, trimming, frill, bauble).
As a staff
member at Cali-Camp or Jr. Leader you are a role model for children. Parents rely on us to
provide their children with positive influences.
We believe, after much thought and
discussion, that in order to work at Cali Camp you must limit your “ear”rings to the ears only
while at camp!!! Due to the safety of your ears we also feel that earrings should be limited to
studs and not hoops. Children have accidentally ripped out hoops from ears during play at
many camps across the country. Should you have another body part pierced for earrings,
then please refrain from wearing your earring or stud while at camp or make sure it is covered
with a shirt at all times.
Tattoos, should you have them and they are visible, must be in
good taste (at the Director’s discretion). A staff member’s tattoo which is deemed to be in poor
taste, for a children’s camp role model, must be covered by clothing (or duct tape, haha) at all
times. All exceptions must be approved by the Director.
C. PROFANITY
The use of profanity is not allowed or tolerated at any time by staff or campers.
Use of
profanity by any staff member or Jr. Leader shall be grounds for disciplinary action. Staff
members are expected to be positive role models. When a staff member or a camper uses
profanity, first give a warning; that "this is not a word that we use at camp" or "this is not
camp appropriate".
V-8
Repeated profanity by staff or campers should be brought to the attention of a Camp Director.
Marginal words, (i.e., “sucks, pissed off”, etc.) are also to be avoided around campers.
Repeated use of profanity, after warnings, may result in termination of employment.
D. STAFF CONVERSATIONS / APPROPRIATE TOPICS AT CAMP
Staff are reminded that private or personal matters are not to be discussed at camp!
Subjects such as boy friends, girl friends, parties, drinking, what you did last night and the
topics below shall not be discussed at camp by any staff member while camp is in session.
Information on these subjects is easily misinterpreted by young campers and the information
may get back to parents in a much different form than it was meant.
Information may also
be misinterpreted by other campers and may cause harm and embarrassment for the staff
and Cali Camp.
The following topics shall not to be discussed at camp at any time and
especially not with or around campers:
PSYCHOLOGY.
SEX, DRUGS, RELIGION, POLITICS AND
When speaking to parents, at no time should you discuss your college
psychology courses in reference to how they should deal with their children. At no time shall
you ever suggest that a parent take their child to a psychologist. If you have concerns about a
camper who is attending Cali Camp, discuss your feelings and concerns with your Team
Leader who will discuss this with the Camp Director or go directly to the Camp Director.
E. AFTER HOURS AND WEEKEND ACTIVITIES
During the course of the summer the director, administrators and staff may plan and sponsor
several after hours activities for staff. Such activities may be in the form of combined or
separate senior and junior activities. Advance notification of these activities will be given to
staff on official camp stationery in the staff mail boxes. Staff members frequently plan their
own after hours activities, parties, etc. Please be advised that Cali-Camp neither advocates
nor accepts responsibility or liability of any kind for these activities. Staff members promoting
activities of this nature must do so on their own time (not work time) and may not use camp
equipment for duplication or promotion of any event or activity.
CAMP STAFF MAIL BOXES AND BULLETIN BOARDS MAY NOT BE USED FOR
PROMOTION OR SOLICITATION OF ANY NON-CAMP SPONSORED ACTIVITIES.
V-9
SEXUAL HARASSMENT
Cali Camp is committed to providing a work environment that is free of discrimination. In
keeping with this policy, Cali Camp strictly prohibits unlawful harassment of any kind,
including harassment on the basis of sex, race, color, religion, gender, age, mental or
physical disability, medical condition, nation origin, marital status, veteran status, sexual
orientation, or any other characteristic protected under federal or state law or local
ordinance. It is the policy of Cali Camp to maintain a working environment free from all
forms of sexual harassment or intimidation. Unwelcome sexual advances, requests for sexual
favors, and other verbal or physical contact of a sexual nature are serious violations of our
policy and will not be condoned or permitted.
Unlawful harassment may take many forms, but the most common forms include: Verbal
harassment such as dirty jokes,
slurs, negative stereotyping, and unwelcome remarks
about an individual’s body, color, physical characteristics, appearance, or talents, reference
to women as “babe”, “honey,” “doll,” or “sweetheart,” questions about one’s sexual practices
and patronizing terms or remarks.
Physical harassment such as physical interference with normal work, impeding or blocking
movement, assault, unwelcome physical contact, staring at a person’s body, and
threatening, intimidating or hostile acts that relate to a protected characteristic;
Visual harassment such as offensive or obscene photographs, calendars, posters, cards,
cartoons, drawings and gestures, display of sexually suggestive or lewd objects, unwelcome
notes or letters, and any other written or graphic material that denigrated or shows
hostility or aversion toward an individual, because of a protected characteristic, that is
placed on walls, bulletin boards, or elsewhere on the employer’s premises or circulation in
the workplace.
There are two distinct categories of sexual harassment.
Sexual harassment occurs when an individual’s submission or rejection of
unwelcome sexual conduct is used as a basis for employment decisions affecting that
individual, including granting of employment benefits; in addition,
V-10
Sexual harassment occurs when unwelcome sexual conduct unreasonably interferes
with an individual’s job performance or creates an intimidating, hostile, or offensive
working environment, even if it does not lead to tangible or economic job
consequences.
Sexual harassment includes harassment of women by men, of men by women, and samesex gender-based harassment.
The Equal Employment Opportunity Commission and the Court System have ruled that
sexual harassment on the job constitutes sex discrimination and as such is prohibited by
such laws as the Civil Rights Act of 1964. Guidelines from EEOC define sexual harassment
as "any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual
nature when:
1.
Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual's employment;
2.
Submission to or rejection of such conduct by an individual is used as the basis
for employment decisions affecting such individuals or;
3.
Such conduct has the purpose or effect of substantially interfering with an
individual's work performance
or creating an intimidating, hostile or
offensive working environment."
Cali Camp insists upon an atmosphere which protects people (both other staff members, Jr.
Leaders and campers) from any form of sexual harassment whatsoever. If at any time you
consider certain behavior by a staff member or Jr. Leader or discussions on a topic to be
distasteful, unpleasant or inappropriate for a camp/work environment, please deal directly
with the person and tell them that you feel the topic is not "camp appropriate" and that you
would like them to cease the use of said behavior. If the behavior or inappropriate discussion
continues you are required to either advise your immediate supervisor, or any Camp
Administrator / Director you feel comfortable with and he/she will speak with the person
immediately.
V-11
If you believe that the comments, gestures, or conduct of any co-employee, supervisor, or
person doing business with or for the Cali Camp is offensive, you are required to
immediately report the facts of the incident to your Team Leader or to the Camp Director /
Administrator.
Cali Camp’s policy is to immediately conduct a thorough, objective and complete
investigation of the complaint.
At the conclusion of its investigation, it will attempt to
determine whether unlawful harassment has occurred. Cali Camp will look at the totality
of the circumstances, including the nature of the conduct and the context in which it
occurred.
Cali Camp shall as promptly as possible, communicate its finding to the
complainant and the remedial action (if any) that will be taken, and when appropriate, to
other persons who are directly concerned.
If it determined that unlawful harassment has occurred, Cali Camp will take remedial
action commensurate with the severity of the offense. This action may include disciplinary
action against the harasser, up to and including termination. The Company will also take
appropriate action to prevent any future unlawful harassment at the Company.
WORKPLACE VIOLENCE
Cali Camp recognizes that workplace violence is a growing concern among employers and
employees across the country.
violence-free workplace.
Cali Camp is, therefore, committed to providing a safe,
In this regard, Cali Camp strictly prohibits employees,
consultants, campers, customers, visitors, or anyone else on Cali Camp’s premises or
engaging in a Cali Camp related activity from behaving in a violent or threatening manner.
Moreover, as part of this policy, Cali Camp seeks to prevent workplace violence before it
begins and reserves the right to deal with any behavior that suggests a propensity towards
violence even prior to any violent behavior occurring.
Workplace violence includes, but is not limited to, the following: threats of any kind;
threatening, physically aggressive, or violent behavior, such as intimidation of or attempts
to instill fear in others; other behavior that suggests a propensity towards violence, which
can include belligerent speech, excessive arguing or swearing, sabotage, or threats of
sabotage of Cali-Camp’s property, or a demonstrated pattern of refusal to follow Cali
Camp’s policies and procedures; or defacing Company property or causing physical damage
to the facilities.
V-12
Cali Camp believes that prevention of workplace violence begins with recognition and
awareness of potential early warning signs and has established procedures within Human
Resources for responding to situations that present the possibility of violence.
If any
employee observes or becomes aware of any actions or behavior by an employee, camper,
customer, consultant, parent, visitor, or anyone else of a violent nature, he or she shall
immediately notify his or her Team Leader and the Camp Director / Administrator.
All reports of workplace violence will be taken seriously and will be investigated promptly
and thoroughly.
In appropriate circumstances, the Cali Camp will inform the reporting
individual of the results of the investigation.
If Cali Camp determines that workplace
violence has occurred, Cali Camp will take appropriate corrective action and will impose
discipline on offending employees. Work place violence by any staff member, counselors, or
volunteer counselors, shall be grounds for immediate termination of his or her employment.
INTERPERSONAL RELATIONSHIPS
A competent counseling staff is the most effective tool we have in making a child's camp
experience both happy and positive. It is imperative that our staff, senior and junior, work
together in common purpose if a successful summer is to be assured.
Communication
between the Junior Leaders, Assistant and Senior Staff Members is the key to success! We
must all be ready to openly share our expectations, goals, concerns and fears from the very
start of the summer.
A. THE JUNIOR LEADER'S ROLE IN CAMP
Our Junior Leaders work in a voluntary capacity as a valuable helper to the senior counselor
or specialist while learning valuable leadership skills and techniques from each senior staff
member with whom they work.
Junior Leaders have a unique opportunity to observe many
different Senior Staff during the summer; this will be a valuable time for the Junior Leader to
learn counseling skills, try out communication techniques and receive some philosophic
tidbits from each Senior Staff member with whom they have worked.
ASSISTANT STAFF MEMBERS - Staff members age 16 -17 (with a minimum or 2 years
experience as a Junior Leader at Cali Camp). Specific responsibilities include, but are not
limited to: assisting counselors and or specialists in the day to day operation of a specific
group or activity in camp. Assistant counselors may be assigned a different group or activity
V-13
each week depending upon where they are needed or they may be assigned to a group or
activity for an indefinite period of time. Assistant Staff are also involved in supervision on
vans and/or pre- camp supervision.
Senior Staff are expected to be positive role-models and mentors for each Junior Leader and
assistant staff with whom they work. Whenever possible the Junior Leader / assistant staff
member should be actively involved as a co-counselor and given responsibilities in the areas
of decision making and leadership. They are not to be the "gopher" or "servant" or “slave” of
the senior staff member and/or always given the menial tasks which the senior staff member
doesn't enjoy.
Junior Leaders / Assistants are in a learning role and need to be given
different and challenging opportunities if they are to grow.
Very often a Junior Leader /
Assistant staff member may actually have more "Cali Camp" experience than the senior staff
person with whom they are working.
The most successful relationships have resulted when
senior and junior staff members work cooperatively as a team for the common good of the
campers and not as two separate individuals.
B. JUNIOR LEADER’S ADDITIONAL RESPONSIBILITIES
In addition to their group or specialty area responsibility Junior Leaders are also assigned
morning supervision and a weekly duty, i.e., lunch service, area clean up, etc., which may
take place in the morning, during lunch or snacks.
This responsibility may require the
Junior Leader person to be away from their group for a short period of time. It is imperative
that the Junior Leader communicate this need to their senior staff member that they will be
apart from the group for a short time, so as not to leave the Counselor "hanging" and
wondering where the Junior Leader has gone.
C. INITIATIVE IS THE KEY TO SUCCESS AS A JUNIOR LEADER!
If you don't know what you should be doing or where you can help, ASK !
Every Junior
Leader must strive to be a contribution to their group and counselor. Your enthusiasm, an
excitement for camp and a willingness to take on responsibility will make a great difference in
your relationship with the Senior Staff.
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D. THE COUNSELOR, ASSISTANT AND THE JUNIOR LEADER’S ARE ROLE-MODELS!
In striving to create a harmonious working atmosphere the Counselor, Assistant and Junior
Leader must work as a team keeping in mind that:
(1)
The Counselor, Assistant and Junior Leader are effective role-models for the group; the
campers will admire and respect the Assistant’s and Junior Leaders nearly as much as
the counselor of the group.
(2)
The Counselor is essential to the formation and training of the Assistant and Junior
Leader; many qualities which the Counselor possesses, as well as the decisions the
counselor makes in performing his job, are valuable learning opportunities for the
Assistants and Junior Leaders.
Cali Camp Administrators have offered the Junior Leader a position because we feel that
these individuals can live-up to our expectations and responsibilities of the position (unless
the Junior Leader actually proves to us otherwise). Counselors should recognize this and
accept positive in-put, creative thinking, and Junior Leader initiative as a real addition to
their group. Offering the Junior Leader a sharing role in planning group activities and in
creating your group's meaningful summer is a most effective way of working side-by-side.
E. JUNIOR LEADER EVALUATIONS
The Junior Leaders are in a voluntary training / learning program; therefore, an evaluation
process which evaluates their progress is essential. Senior staff members are required to
complete weekly junior counselor evaluations and turn them into the Junior Leader’s
supervisor. The evaluation may be discussed with the Junior Leader if the counselor feels
comfortable. The best and most informative method of evaluation is a combination of both
open discussion and written comment which precisely explains the incident considered, the
positive and negative qualities of the junior counselor and suggested alternative methods of
approaching problems at hand.
This is a valuable teaching tool, use it wisely and
appropriately.
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F. COUNSELOR, ASSISTANT & JUNIOR LEADER DIFFERENCE OF OPINIONS
Communication is the best way of dealing with a clash of opinions -- talk about it, work it
through, and then solve the problems as a team.
should be the first step in negotiation.
This may not always be possible, but
The primary concern and first priority of Counselor,
Assistant and Junior Leader is the safety of the campers in the day camp environment. If a
difference of opinion does arise regarding some facet of camp or camp philosophy the
appropriate course of action would be:
(1)
Assure the safety of the children and make sure that there is not a threatening or
dangerous situation at hand. If it is imperative that you have a discussion and need
privacy ask you supervisor to assist you in the supervision of the group.
(2)
DEALING DIRECTLY WITH EACH OTHER IS THE MOST IMPORTANT ASPECT!
Talking behind people’s backs is “gossip” and Cali Camp has a Zero tolerance for gossip
of any kind. If you have a problem with someone you need to deal with the person
directly and not talk bad about the person to others. Other people can not solve your
problems. Only the two of you should be involved. The staff members involved should
share their feelings and ideas regarding the incident; do this in private if necessary and
definitely away from the group of campers. Do not leave the area or leave the campers
alone.
(3)
If no adequate solution or remedy to the problem can be reached between you, consult
with your immediate supervisor / team leader or a camp director and set up a meeting
or time together.
difficulty with you.
Inform him/her of the situation and they will work through the
ABOVE ALL ELSE... YOU MUST SHARE YOUR IDEAS, BE OPEN TO SUGGESTIONS,
AND ACCEPT THE INPUT OF OTHERS WHO DIRECTLY SHARE THE RESPONSIBILITY
OF CHILDREN IN OUR DAY CAMP.
G. JUNIOR LEADER’S / ASSISTANT / SENIOR STAFF SOCIAL RELATIONSHIPS
While we strongly encourage all staff to work closely together as a team in camp, we
recommend that discretion be used in after hours non-camp sponsored staff activities.
Junior Leaders and Assistant staff members are minors by law and still subject to many
restrictions relative to activities, curfews etc. Parents of staff who are minors will be notified
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early in the summer of our policy regarding minors and social relations and events. Junior
Leaders and Assistant staff members are still at a very impressionable age and easily
influenced by senior staff.
Many senior staff after hours activities, i.e., parties, are not
suitable for minors who are only 14, 15, 16 and 17 years old.
CALI-CAMP RECOMMENDS THAT MINORS
NOT BE PRESENT AT SENIOR STAFF (ADULT) AFTER HOURS
FUNCTIONS, PARTIES AND ACTIVITIES.
THE WORK DAY
A. STAFF HOURS
(1)
BUS COUNSELORS:
The longest day for a bus counselor is APPROX. 8:00AM -
4:15PM All staff involved with the transportation of campers are to ensure sufficient
time in the morning to be on time (on time at Cali Camp is 5 minutes early), clock in
via UAttend and arrive at camp no later than 9:00 am.
PARKING ON THE CAMPSITE: Private vehicles are required to park in parking lot off the
back road known as Zuniga (up above the fishing pond). These vehicles are off limits to all
campers and staff at all times during the day. Please park in an organized fashion, in rows
and be careful of others vehicles when pulling in and out. It is common courtesy should you
accidentally hit someone’s car to either leave a message or tell the person in person of the
incident.
A hit and run is a serious violation.
Cali-Camp assumes no responsibility or
liability for damage that may occur to any private vehicle when parked on camp property.
STAFF MEMBERS ARE NOT ALLOWED TO TRANSPORT CAMPERS IN THEIR PERSONAL
VEHICLES AT ANY TIME (unless the vehicle has been assigned as an emergency vehicle and
has signed the proper documentation).
B. MORNING SUPERVISION AND RESPONSIBILITIES
Upon arrival each morning, all staff members should stay in the main camp lawn / lunch
area (counselors at your tables) so that we can introduce your new campers to you as soon as
possible. Specialists are to report to their specialty area and prepare for the days activities
then come back to the lunch area when everything is set up and ready to go. All staff,
including specialists, are expected to report to Round Up. At this time counselors should be
with their own group, team leaders should check in and be with their supervision groups and
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specialists should assist director with morning camper assignments and anything that is
needed.
Counselors are to remain with their group at all times throughout the day.
Specialists are expected to remain in their activity area at all times throughout the day,
including times when a group is not scheduled for their activity. Specialists may not leave
their area unattended at any time without notifying their team leader or direct supervisor.
AT NO TIME MAY A SPECIALIST GO TO ANOTHER ACTIVITY IN CAMP TO
ASSIST OR PARTICIPATE! EVEN WITH PERMISSION FROM THEIR TEAM LEADER
C. OVERNIGHTS
Staff are selected by the directors in charge for overnights. Staff are paid an additional salary
for working these activities. Work hours and pay rates for each activity will be posted in
advance.
Only those individuals working an overnight may be on the grounds. No staff or
friends are allowed to come up to camp and visit during the overnight (unless approved by
director in charge).
D. LUNCH
Staff members may either bring a sack lunch (small ice chest is best) each day or purchase a
lunch from camp on a daily basis. Purchasing a camp lunch is done in the morning upon
arrival at the table outside the main office by the main office. Staff members purchasing
lunch are asked to wait in line with the campers. At lunch staff must wait until campers have
been served and they have been dismissed before they line up for lunch. Permission will be
given by the director on stage. Staff buying lunch are given a special discounted price. The
price for staff lunches will be announced at staff training. All staff are advised that the kitchen
and Cali Café are off limits at all times (unless you are assigned to assist with serving).
E. STAFF BREAK
Each staff member is given a 30 minutes break each day during the campers lunch period.
The staff break is sometimes affected, shortened or deleted, by special programs, weekly
meetings and or specific needs of your campers. Schedule changes will be indicated in a daily
directive or announced by the camp directors. Staff Members will not be required to clock out
for lunch each day. (Details to be explained at staff training) Use this time wisely, relax, rest,
get ready for the campers return. Staff and Jr. Leaders may not participate in camp activities
during their lunch break. The following areas may be utilized during staff break:
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MAIN CAMP LAWN AREA adjacent to the lunch area, SWIMMING POOL (staff may swim only
if there is a lifeguard on duty). THE POOL IS OFF LIMITS TO ANYONE WITHOUT THE
PRESENCE OF A LIFEGUARD. No food/drinks are allowed at the pool.
ALL OTHER AREAS OF CAMP ARE OFF LIMITS... including, but not limited to
the lower Director's Office, Program Team Leader’s Office, First Aid Office, All Classrooms,
Parking Lot, Camp Activity Areas, Main Office, Ropes Course, Climbing Wall, Creative
Dramatics, Go-Carts, Archery, Skateboarding, Gymnastics, Horsebackriding etc.
All staff
members and Jr. Leaders are expected to return immediately to their group or activity area
upon hearing the whistle. We sometimes call for the last two staff members to return to the
lunch area to be invited (along with their group) to help clean up the lunch area. So hurry
back please.
F. "STAFF DEVELOPMENT" MEETINGS
As an effort to continue staff training throughout the summer we have a program called "Staff
Development". Staff development will increase the staff's skills for working with children and
each other. Each Sr. Staff member is required to attend one staff development meeting held
in the evening or on a weekend and a number of lunch time meetings throughout the summer
(if necessary).
G. CHECKING IN / OUT
In order to comply with employment law we will have the staff clocking in and out each day.
Anyone leaving earlier than the regular camp day must remember to make sure your Team
Leader knows that you are leaving and remember to clock out. Be sure to read clock in and
out procedures and understand the 3 strike rule.
H. SMOKING
Due to the high fire risk we are calling Big Rock Ranch a smoke free environment.
We
request that there be NO SMOKING at camp, but if this is a problem for you that would entail
you not working because of your habit please discuss this individually with the Director only.
California law prohibits minors under the age of 18 from smoking and it is a crime to provide
any minor with cigarettes. Further, no staff members shall smoke in front of any camper or a
camper’s parents. Any violation of this section shall be grounds for immediate termination of
that staff member’s employment at Cali Camp. Cali Camp reserves the right to remove and
discontinue the smoking area at it sole and absolute discretion. V-19
I. PHONE USE
Camp office phones are for camp business and are not to be used for personal phone calls. If
you need to make a personal call for an emergency, please see your supervisor or camp
director for permission to use their phone.
Except in the case of an emergency or when
authorized by a staff member’s Team Leader. Staff members are prohibited from using their
personal cell phones during business hours while supervising campers, but may use them
during their lunch break up behind the dressing rooms. This includes the use of cell phones
to text message any individuals while the staff member is supervising campers, unless it
relates to the activities of that staff member and is necessary in carrying out his or her duties
as a staff member. All cell phones are required to be turned off while supervising campers,
unless otherwise instructed by your immediate supervisor. Use of personal cell phones for
personal business when a staff member is supposed to be supervising campers, shall be
grounds for immediate disciplinary action, including possible termination of a staff member’s
employment at Cali Camp.
J. COPY MACHINE USAGE
The camp copy machine is for camp business only. Staff may only use the copy machine with
the prior approval of a Camp Director, your team leader or the office personnel. The copy
machine shall not be used for solicitation or promotion of any non-camp sponsored activities,
parties, etc.
No items of any kind shall be sent home with a camp unless it has been
approved in advance by your team leader or a director.
K. USE OF COMPANY VEHICLES
Cali Camp may own or lease trucks, golf carts, ATV’s and other vehicles for use by the
camp and its staff in the operation of its summer camp.
During the term of employment,
an employee may be authorized to use and operate such vehicles. Before being authorized
to use or operate such vehicles, all staff members shall provide proof that he or she holds a
valid California driver’s license. Furthermore, the operation of certain vehicles may also
require you to hold a commercial license. Staff Members shall not use or operate any Cali
Camp vehicle without prior approval of the Camp Director. Cali Camp vehicles shall be
returned as soon as business is completed and a report made immediately to the Camp
Director, detailing the number of miles traveled, the amount of fuel or oil replaced, the
nature of any repairs required, and any defects noticed that require attention. Receipts for
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gas, oil, or repairs should also be submitted along with any expense report.
All staff
members operating a Cali Camp vehicle must carry an insurance identification card
whenever operating a vehicle. An automobile owner’s manual is in the glove compartment.
When a staff member is driving any vehicle on Cali Camp business, he or she shall observe
all traffic laws and accept responsibility for the payment of any fines incurred. If a staff
member receives a traffic citation while operating any car on Cali Camp business, or is
involved in any accident involving a Cali Camp vehicle, he or she shall immediately report it
to the Camp Director. In order to protect Cali Camp’s insurability, staff members shall
immediately report any accident to the Camp Director. For legal reasons, even if a staff
member thinks he or she was at fault, do not admit responsibility. A staff member shall
immediately advise the Camp Director of any revocation, suspension or restriction of his or
her driver’s license. If a staff member is prohibited from holding or using a driver’s license
at any time, that staff member shall be prohibited from using or operating any Cali Camp
vehicle.
L. CALI-CAMP COMPUTERS
Staff Members may only use Cali Camp computers with the prior authorization of the Camp
Director.
Cali Camp computers shall not be used to transmit, receive, or store any
information that is discriminatory, harassing, or defamatory in any way (e.g., sexuallyexplicit or racial messages, jokes, cartoons), or access any websites: (1) containing gross,
indecent, or sexually-oriented materials; (2) gambling sites; (3) illegal drug-oriented sites, or
(4) to download any music from the worldwide web. Cali Camp computers shall not be used
for any illegal purposes or in violation of any copyrights. Violation of this policy by any
staff member shall be grounds for disciplinary action, including immediate termination of
the staff member’s employment at Cali Camp.
M. STAFF MAIL BOXES
Each senior staff and assistant staff member will have a mail box which should be checked at
least four times per day: (1) upon arrival, (2) at lunch, (3) prior to final round up and (4)
upon departure from camp. The staff mail boxes are for camp business only. No other use is
permitted. They are not to be used for solicitation or promotion of any non-camp sponsored
activities or personal business. If by chance you are sharing a box with someone else please
take only what is yours and leave the duplicate in the mailbox for them. Violation of this
section shall subject a staff member to disciplinary action, including possible termination of
V-21
his or her employment. Staff members should be aware that they have no expectation of
privacy in the staff mail boxes provided to staff members and they may be search at any time
by authorized personnel without warning and for any reason.
N. INSPECTION PERSONAL BELONGINGS
Cali Camp reserves the right to search file cabinets, desks, staff member mail boxes, job
boxes, lunch boxes, briefcases, back packs purses, coats, and other personal property of
staff members, and their content, for illegal drugs, alcohol, weapons, and stolen property,
collectively referred to as “contraband.” Cali Camp will conduct searches only when there
is reasonable suspicion to believe that a staff member has contraband in his or her
possession.
However, any contraband in plain view will be confiscated.
“Reasonable
suspicion” means facts that would lead a person of reasonable prudence and knowledge to
believe that contraband is located on the person or in the area to be searched.
When
contraband is not in plain view, but there is reasonable suspicion to believe that
contraband is on the property of Cali Camp, the Camp Director or the staff member’s direct
supervisor will ask for the staff member’s permission to conduct the search.
However, a
staff member has no reasonable expectation of privacy in, and may not withhold permission
of, Camp Director or the staff member’s supervisor’s searches of Cali Camp supplied
containers, including desks, lockers and packages. Inspections can occur at any time, with
or without advance notice or consent. Staff members, who, if requested, fail to cooperate in
any inspection shall be subject to disciplinary action, including possible suspension or
discharge.
0.
ALCOHOL AND DRUGS
1.
Cali Camp Policy on Illegal Drugs and Alcohol.
It is the intent of Cali Camp to operate in an environment free of drugs and alcohol. Cali
Camp believes that use of drugs or alcohol by staff members, or being under the influence
of drugs and alcohol, jeopardizes the welfare and safety of employees of Cali Camp, the
campers, volunteers, and visitors. Accordingly, use of drugs and alcohol, or being under
the influence of drugs or alcohol while on duty at the camp as a staff member, is strictly
prohibited and grounds for immediate termination of your employment at Cali Camp.
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Manufacture, possession, distribution, or purchase of an illegal drug or of alcohol by any
staff member, or being under the influence of an illegal drug or alcohol, while at the CaliCamp facility or on any Cali-Camp sanctioned camp excursion or trip, is strictly prohibited
and grounds for immediate termination of that staff member’s employment at Cali Camp.
“Under the influence” is defined as any measurable amount of drugs or alcohol present in
an employee.
It is the responsibility of all staff members to ensure that the work environment at Cali
Camp is free of alcohol and drugs. This is especially important in that all staff members
are working with children and the use of drugs and alcohol by any staff member could be
dangerous to the well being of the children under the care and supervision of Cali Camp,
and such use could severally damage the reputation of Cali Camp at Big Rock Ranch. Any
staff member who has knowledge of the violation of this policy shall immediately report the
violation the Camp Director. Failure of a staff member to report the violation of this policy
to the Camp Director shall be grounds for disciplinary action, up to and including
termination of his or her employment at Cali Camp.
2.
Testing for Drugs or Alcohol
Random Drug Testing.
Staff members working in high risk areas are subject to Pre-
Employment and Random Drug Testing under federal law. These tests will be conducted
by a professional medical staff and laboratory as set forth below.
Any staff member
working in a high risk area at the camp who tests positive for drugs or alcohol will be
subject to immediate termination.
Automobile Accidents. Whenever a Cali Camp vehicle or bus accident occurs, the normal
follow-up will also include a drug-alcohol screening test. The staff member driving the Cali
Camp vehicle or bus will be required to immediately report the accident to the Camp
Director. A written report of the accident must be submitted to the Camp Director within
twenty-four (24) hours of the accident.
Drivers will be required to sign a statement
acknowledging that they are aware of this policy prior to driving any Cali Camp Vehicle.
This acknowledgment will become part of the staff member’s permanent personnel records
kept by Cali Camp.
V-23
Reasonable Suspicion. If a Team Leader or Camp Director has a reasonable suspicion that
a staff member is working in an impaired condition or otherwise engaging in conduct that
violates the policies of Cali-Camp, the staff member will be asked about any observed
behavior and offered an opportunity to give a reasonable explanation. If the staff member
is unable to explain the behavior, his or her supervisor shall notify the Camp Director and
prepare a written report. The staff member may then be required to take a drug test in
accordance with the procedures outlined below. If the staff member refuses to cooperate
with the administration of the drug test, the refusal will be handled in the same manner as
a positive test result as set forth below.
Procedure for Drug Testing. If a staff member is required to take a Drug Test, Cali Camp
will refer the staff member to an independent, National Institute on Drug Abuse (NIDA)certified medical clinic or laboratory, which will administer the test. Cali Camp will pay the
cost of the test and reasonable transportation costs to the testing facility. The staff member
will have the opportunity to alert the clinic or laboratory personnel to any prescription or
non-prescription drugs that he or she has taken that may affect the outcome of the test.
All drug testing will be performed by urinalysis. Initial screening will be done by EMIT II.
Positive results will be confirmed by gas chromatography/mass spectrometry. The clinic or
laboratory will inform Cali-Camp as to whether the staff member passed or failed the drug
test. If a staff member fails the test, he or she will be considered to be in violation of Cali
Camp’s policies and procedures and will be subject to discipline action, including possible
termination of his or her employment at Cali Camp.
Disciplinary Action
1.
If a staff member refuses to take and/or cooperate with the administration of the
drug test, the refusal will be handled in the same manner as a positive test result.
Such action will subject the employee to disciplinary actions, including suspension or
possible discharge.
2. If the staff member involved does not pass, the staff member’s employment at Cali
Camp will be immediately terminated. As the staff members working with children
attending the camp, alcohol and drug use that impairs a staff member’s faculties will
not be tolerated and will be grounds for immediate termination.
V-24
Cali-Camp will take into consideration any circumstances establishing that the possession
or use of an otherwise legal drug by an employee on Cali Camp property occurs in response
to the lawfully written prescription of a medical doctor. However, the staff member may be
sent or taken to his or her place of residence if such prescribed drug usage adversely affects
the staff member’s job performance, including but not limited to the ability to supervise
children attending Cali Camp.
Furthermore, discipline may be administered if the staff
member fails to advise his or her supervisor or the Camp Director at the time the staff
member comes to work of his/her usage of prescribed drugs on the Cali Camp’s premises
that could impair his or her ability to perform his or her job in a safe manner.
A
drug/alcohol screening test will not be required under the circumstances stated above
regarding the use of lawful drugs in response to a written prescription of a medical doctor.
However, the staff member will be required to provide a release from the prescribing doctor
to perform the functions of the staff member’s job position prior to the staff member being
permitted to work and/or return to work.
Acknowledgment and Consent. Any staff member subject to testing under this policy will
be asked to sign a form acknowledging the procedures governing testing, and consenting to
(1) the collection of a urine sample for the purpose of determining the presence of alcohol or
drugs, and (2) the release to Cali Camp of medical information regarding the test results.
Refusal to sign the agreement and consent form, or to submit to the drug test, will subject
a staff member to disciplinary action up to and including termination of his or her
employment at Cali Camp.
Confidentiality. All drug testing-records shall be treated as confidential by Cali Camp.
P. INVITING GUESTS TO CAMP
Guests are not allowed to visit employees at camp. Alumni are not considered guests, but
must call ahead and be approved by the Director.
Q. BULLETIN BOARDS
Cali Camp has bulletin boards for the purpose of notify staff members of employmentrelated matters and campers of events and activities. Posting on these boards are limited to
Cali Camp related matters including statutory and legal notices, safety and disciplinary
rules, Cali Camp policies, and memos of general interest relating to Cali Camp. All postings
require approval of the Camp Director.
R.
V-25
SOLICITATIONS
Staff Members may engage in solicitation on company premises only during non-working
time and the non-working time of the person being solicited. “Non-working time” means
time during meal periods or breaks and before or after working hours.
This rule, for
example, includes soliciting money for showers, personal gifts and charities.
EMPLOYEE SALARY
Summer employees are contracted for a specific period of time with the term of employment
specified by beginning and ending dates. Summer employees are classified as temporary and
seasonal and are paid a salary for this specified period according to their contractual
agreement.
A. EXPERIENCE VERIFICATION
Verification of experience which qualifies you for a specific salary level must be received prior
to the first day of camp. Your salary level will be adjusted to the experience verified by this
date.
B. PAYROLL DATES
Salary will be disbursed bi-monthly. Payroll dates will be printed on a schedule and handed
out during the first week of camp.
C. SALARY DEDUCTIONS
We are required by law to deduct a specific percentage of salary earned for the following:
(1) FICA (Social Security)
(3) State Income Tax
(2) Federal Income Tax
(4) SDI (State Disability Insurance)
D. PAYROLL ADVANCES
Cali Camp has a policy against allowing advances against an employee’s paycheck.
V-26
E. STAFF ABSENCE
Any staff member who fails to report to work for two (2) consecutively scheduled workdays
without notice to, or approval by the Camp Director, will be deemed to have voluntarily
terminated his or her employment with the Cali Camp. The operation of Cali Camp relies on
all staff members reporting to work on time and being ready physically and mentally for
work. When a staff member shows up late, leaves early, or does not show up for work it
places an extreme burden on the other staff members at Cali Camp. Excessive tardiness
and missing work for any reason shall be grounds for disciplinary action, including possible
termination of his or her employment. In all cases of absence or tardiness, staff members
must provide management with a reason or explanation. Staff Members also must inform
management of the expected duration of any absence. Absences immediately, prior to, or
subsequent to holidays are suspect. Excessive absenteeism or any absence without notice
will result in disciplinary action and possible discharge.
F. SUPPLEMENTAL EARNINGS
Supplemental earnings for overnights, Saturday trips, driver training, etc., will be included on
the payroll following the activity, provided there is a one week grace period.
G. EMPLOYEE INSURANCE
(1)
WORKERS COMPENSATION INSURANCE
Salaried employees are covered by Workers Compensation Insurance should an
accident or injury occur to you while in the performance of your job. Any injury
suffered by a staff member while on duty (during camp day - business hours)
must be reported to a Camp Director immediately and an accident report
completed by the injured staff member and the Camp Director!
(2)
LIABILITY INSURANCE
Salaried employees are covered by the camp liability insurance.
(3)
UNEMPLOYMENT INSURANCE
Summer employees are temporary and seasonal; therefore, they are not eligible
for unemployment benefits.
V-27
PERSONAL EQUIPMENT & BELONGINGS
Cali Camp discourages staff from bringing personal equipment, money and valuables to
camp.
All equipment owned and used by Cali Camp at camp must be kept in the
Equipment Room - Program Office or stored in the appropriate location at camp for the
administration of its safe use.
Cali Camp is not responsible for any personal equipment or possessions that are damaged,
stolen, lost, destroyed, or anything else that may happen to them.
When your position
requires the use of personal equipment as requested by the Camp Director then you
must obtain a written agreement indicating proof of Cali Camp accepting responsibility.
RADIOS, CELL PHONES, IPODS, DISC PLAYERS, TELEVISIONS, BLACKBERRIES, TAPE
PLAYERS OR ANY OTHER TECHNOLOGICAL DEVICES ARE NOT ALLOWED OR
PERMITTED IN CAMP except when used in conjunction with a specific activity or special
program, i.e., performance or beach trip day.
Radios/disc players/small televisions/tape
players are not allowed to be played on the buses at any time.
Cali-Camp assumes no
responsibility of any kind for these items if they are brought to camp for a special activity and
they are lost, damaged or destroyed. Staff are not advised to bring personal communication
devices, pagers or cell phones to camp at any time. Staff members are strongly advised not to
bring any large amounts of cash to camp or to wear expensive jewelry during the work day.
Cali Camp is not responsible for cars, bicycles, motorcycles or anything that is parked or left
on or near the employer's facility. Additionally, Cali Camp is not responsible for the same
said items for drivers or Bus Counselors parking personal vehicles at bus departure locations.
Cali Camp is not responsible for any damage, theft or destruction to clothing, hats, shoes or
costumes as a result of working in the camp environment. No one, camper or staff member
may bring a personal pet to camp (without permission of Camp Director) or on the bus.
Should a staff member bring any item to camp and it is lost or stolen you have done so at
your own risk and Cali Camp is not responsible.
V-28
STAFF EVALUATION & DISCIPLINE
EVALUATION:
"To determine or assess the value of; to determine the significance or worth
by careful appraisal or study".
Evaluation of staff is a continual process at Cali Camp completed by Director, Assistant
Director and Team Leaders.
Each staff member, during staff training, will meet with their
team leader / supervisor to discuss each person's goals and expectations for the other. Your
direct supervisor / team leader is the one you go to with your questions or problems. Any
communication from outside camp, (i.e. parent calls, friend calls) will be placed in your
mailbox or if an emergency will be brought to you through your team leader. Your team
leader will meet with you informally throughout the summer and whenever there is anything
to discuss pertaining to your job performance. Evaluations will take Week 3 and Midway
(from Weeks 5 to 7) through the summer he/she will meet with you and discuss your written
performance evaluation up to this date. Each employee will be asked to sign a statement
indicating that the evaluation was reviewed. Near the end of the summer each team leader
will meet with you informally to discuss the summer with you. You will have a good idea at
this time, based upon your summer performance, as to whether or not you will be invited to
return to camp for the following summer or not.
Evaluations will be written after the
conclusion of camp and it is at this time that each supervisor will make recommendations for
invitation for the next summer.
A. DISCIPLINARY ACTION
1st incident: Depending upon the severity of the incident and sense of urgency (in relation
to camper safety and camp policies) your supervisor will give you a "Constructive Hint" by
pulling you aside and talking to you out of range of the campers.
"Bob, if you organized a
game and played with your group rather than just sitting there working on your tan the
campers would be much happier? If you would like some help I would be more than happy to
help you get something together."
2nd incident, same offense: Again, depending upon the severity of the incident and sense or
urgency (in relation to camper safety) your Team Leader / Supervisor may give you another
"Hint". "Bob, this is the second time I've had to talk to you about not planning anything for
your group.
I would like to meet with you today at snack time and help you plan for
tomorrow."
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After two (2) verbal "Hints" on the same event you may receive a verbal warning that the
next time the same behavior happens we will have to do a written disciplinary report with the
Camp Director.
B. WRITTEN DISCIPLINARY REPORT
A written disciplinary form will be completed by the Camp Director when a situation or
incident has occurred that requires a written reprimand of a staff member. The form will
state the circumstances, the employee action, the correction taken and will be signed by the
Camp Director, the Team Leader / Supervisor and the staff member. This form will be kept
on file in the employees personnel file. The employee will be warned that termination will
occur should this action take place again.
A second written disciplinary form will be
completed and signed again if the same situation occurs. Termination will take place at this
time.
C. EMPLOYEE TERMINATION
The following are grounds for immediate termination without converse action:
a.
Use of alcohol or controlled substances during working hours, or in such a manner as
to effect the employee's job performance. If the employer has reasonable cause to
believe an employee is using alcohol or controlled substance, employer shall have the
right to require the employee undergo such testing as the employer may deem
necessary to determine whether the employee has used alcohol or controlled
substances in violation of this paragraph. There will also be random drug testing of all
the Senior Staff. At any time through the summer a random sample of employees will
be selected to undergo testing. The employee's failure or refusal to undergo such
testing at the request of the employer shall constitute a willful breach of Employee's
duties under this agreement, and shall be grounds for termination of employment (refer
to staff contract for additional definitions). Federal law requires monthly, random drug
testing of drivers and employees working in high risk areas.
b.
Misrepresentation or omission of facts on employment application.
c.
Psychological or physical abuse of any camper, staff, parents, directors or other
employees.
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d.
Willful breech of duty during the course of employment or in the event of habitual
neglect of duty or continued incapacity to perform.
e.
Theft of money, personal belongings or equipment owned by the camp, a staff member
or a camper.
f.
Being under the influence of illegal drugs and alcohol.
g.
Any other action not listed, but deemed important by an administrators.
All agreements for employment shall terminate immediately should Cali Camp cease to
operate for any reason.
D. INVITATIONS TO RETURN
Staff members are invited to re-apply the following summer based upon their job
performance. Letters of invitation and re-applications are mailed after the first of the year.
E. LETTERS OF REFERENCE
Letters of reference are available when submitted in writing to the Director or your immediate
supervisor. All Recommendations are written based upon all past evaluations and summer
job performance. All oral and written recommendations for any staff member at Cali Camp
shall be approved by the Camp Director prior to given by any supervisor / Team leader.
INTEGRATION CLAUSE
This Manual contains the standard employment policies, procedures, rules and benefits of the
Company, including but not limited to, the duration of employment and the circumstances
under which employment may be terminated. All employment relationships are at the mutual
consent of the employee and the Company. Accordingly, either the employee or the Company
can terminate the employment relationship at will, at any time, either with or without cause
or advance notice. This represents an integrated agreement with respect to the at-will nature
of the employment relationship.
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THE RIGHT TO REVISE
This Employment Manual contains the employment policies and practices of Cali Camp in
effect at the time of publication. All previously issued Manuals and any inconsistent policy
statements or memoranda are superseded.
Cali Camp reserves the right at any time, and at its sole and absolute discretion, to, revise,
modify, delete or add to any and all policies, procedures, work rules or benefits stated in
this Manual or in any other document, except for the policy of at-will employment.
However, any such changes must be in writing and must be signed by the Camp Director.
Any written changes to this Manual will be distributed to all employees so that employees
will be aware of the new policies or procedures. No oral statements or representations shall
in any way change or alter the provisions of this Manual.
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