- P.N. Certificate, R.N. Certificate or M.D.
- At least 1 year experience in nursing or related field
- At least 1 year working with children
- Good communication skills
- Be detail oriented and well organized
- Must be knowledgeable in the areas of children/personnel safety, planning, problem solving, and crisis intervention
- Be able to pass a child safety background check
- Make a physical check of campers on their arrival in camp and review ALL health records, discussing items with the counselors concerned
- Be responsible for any drugs, medications and first aid kits brought to camp by campers or staff and use as directed by physician of the camper/staff (according to prescription)
- Administer all medications and treatments according to physicians' order and keep all records of ALL such treatment
- Maintain daily treatment "log" and insurance forms as required
- Report all admissions to the Health Center to the Corps Youth Officer
- Take injured campers or staff to Deer Park for treatment
- During pre-camp training, discuss health and safety procedures, precautions, and routines with staff
- Guide the counselors in regard to their responsibilities in noting and reporting illness, injury or unsafe practices and conditions that might contribute to camper or staff accidents. Also, in reporting campers' dietary habits such as failure to eat a variety of foods, rapid gain or loss of weight and any symptoms of disturbance such as restless sleep, nail biting, thumb sucking, bed wetting, withdrawa,l or homesickness.
- Prepare first-aid kits for emergency use to all counselors for use on hikes, outpost camps and trips and instruct counselors in current first-aid methods. All such treatments must be reported back to the nurse for inclusion with reports.
- In addition to the "Close of Camp" evaluation, make a written report to include: equipment inventory, requisitions for next summer, treatment records of campers and staff, infirmary and hospital admissions, visits to the doctor, recommendations for health department and medical examination records, and records for insurance companies.
- Exhibit effective Christ-like conduct and service as an appropriate example for campers and staff
- Give support to the total camping program performing all other duties required to provide a consistently excellent program
- Attend and participate in all camp programs as required including, but not limited to evening programs, chapel activities, and staff meetings
- Follow all policies and procedures
- Maintain cleanliness and order in your person and living quarters
- Assist with cleanup of the total camp at the end of each session and at the conclusion of the summer
- Sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis
- Grasp, push, pull objects, and reach overhead
- Operate telephone and computer
- Lift up to 25 lbs.
- Understand verbal and written information
- Sweep, clean and perform other janitorial tasks as needed
- Two weeks annually, accruing from day one, for non-exempt positions.
- Four weeks annually, accruing from day one, for exempt positions.
- Accrued vacation is eligible for use after six months' service time.
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Camp Health Manager - Loon Lake, United States - The Salvation Army USA Western Territory
Description
DEPARTMENT: CAMP GIFFORD
POSITION TITLE: CAMP HEALTH MANAGER
STATUS: SEASONAL, FULL-TIME
SUPERVISOR: Corps Youth Officer
MISSION STATEMENT:
The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ to meet human needs in His name without discrimination.
SCOPE OF POSITION:
Monitor the general health and physical wellbeing of campers and staff.
EDUCATION AND WORK EXPERIENCE:
Or
KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:
ESSENTIAL DUTIES AND RESPONSIBILITIES:
GENERAL DUTIES:
PHYSICAL REQUIREMENTS:
Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result.
BENEFITS:
A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurance.
Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered.
Life and Voluntary Options. An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available.
Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option.
Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events.
Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months' service time.
Paid Vacation:
Paid Holidays: 13 designated holidays + 1 floating holiday per year
The Salvation Army is an Equal Opportunity Employer: Minorities/Women/Veterans/Disabled.
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
