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STAFF
Why work at WVSC? · Staff Requirements · Staff Policies · Download Forms ·
Job Descriptions · Frequently Asked Questions
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Waterville Valley Summer Camp (WVSC) Staff Policies
Welcome to the very special position of working in a camp community. As camp workers, counselors and support staff, you are embarking on a demanding and rewarding experience. Camp work is a 24-hour job. You will put more time and more effort, and perhaps earn less money than you could in outside jobs, but you are given a chance to have an impact on the lives of children and give them the most wonderful experience of their lives. You have been hired not only because of your skills, but also for your positive attitude, energy and enthusiasm. As stated in your contract, staff is employed by WVSC "at will".
At WVSC we are in the business of caring for children and because of this we reserve the right to dismiss staff members for any legal reason without the obligation of proof or evidence. It is WVSC's policy, of course, to communicate openly and treat staff fairly in matters that lead to dismissal. Dismissal cannot be based on discrimination due to sex, race, disability or other basis proscribed by law. The following is an outline of policies in place for the protection of all of the members of our community.
DISCRIMINATION STATEMENT WVSC
WVSC hires open, caring, sensitive, and giving individuals. Our goal is to hire staff of all backgrounds from various faiths and cultural traditions. In the operation of this program, there will be no physical segregation or discrimination against any child or staff member because of race, sex, color, national origin age or handicap. Any person who believes he/she has been discriminated against should contact the directors or other administrative staff.
DISCIPLINE OF CAMPERS
Under no circumstances should a camper be deprived of food or sleep, be placed alone without staff supervision, observation or interaction. Campers will not be subjected to ridicule, threat, corporal punishment or excessive exercise. If you are having difficulty with a camper's behavior, discuss the situation with the assistant director, shift head or director. You are not alone in you job. Ask for help if you do not know what to do, a camper is out of control, or you feel unable to provide for the safety of the campers.
ABUSE OR NEGLECT
If you suspect or become aware of situations where a child has been abused or neglected it must be reported to the Camp Director. This information is confidential and will be treated as such. Allegations and incidents will be reported as prescribed in Family Law.
PERSONAL CONDUCT
Staff members agree that while in the employ of Waterville Valley Sports Camp, they will conform their personal habits in such a way as to reflect well on the program. Staff must keep hours and maintain habits that enable them to function at a high level of mental and physical activity for the camping program. During camp sessions, a curfew and quiet time are established to make sure staff and campers get plenty of rest. Counselors that have the evening off must be in their rooms by 12:30. Staff lounge closed at 12:15. To ensure privacy and provide other protections to our community life, staff members and campers are not permitted in the rooms or dorms of the opposite sex.
SEXUAL CONDUCT
Sexual and/or romantic involvement between staff members and campers is inappropriate and unprofessional conduct on the part of the staff member. Sexual intercourse, fondling or other sexual contact or inappropriate physical contact with a camper is grounds for dismissal and possible criminal prosecution. Please note Sexual Misconduct definition in the staff manual. Waterville Valley Summer Camp will report and assist fully the prosecution of those who abuse or molest children or adults. Staff relationships should be discrete in public displays of affection and should conduct themselves in a manner that the attention, care and supervision of campers is not interfered with or compromised.
SEXUAL HARASSMENT
Definition: Unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made explicitly or implicitly a term or condition of an individual's employment, (2) submission to rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonable interfering with an individual's work performance or creating and intimidating, hostile or offensive work environment. Charges of sexual harassment will be taken seriously and investigated by the director and/or assistant director. Harassment is grounds for dismissal. Making fraudulent charges of harassment is also grounds for dismissal. All staff members are asked to foster positive attitudes towards members of each sex. Language, behavior and attitudes that intimidate, offend and debilitate others are not tolerated.
PROFANITY AND DRESS CODE
The language we use should encourage the creation of a nurturing community. Profanity, lewd or suggestive remarks and/or language that degrades, stereotypes or intimidates others is not appropriate to the environment we are trying to create at camp. Staff members must use discretion in the dress while on duty. Staff should dress neatly...no rips or holes in clothing. Shirts must be worn at all times except at the waterfront and during informal athletic activities. Shoes must be worn at all times except at the waterfront and in rooms. Staff shirts must be worn on opening and closing days and other designated days such as when campers are being met at airports and bus stops. Also, facial piercing are not part of the Waterville Valley Summer Camp image, so we ask that you remove them while on duty. Clothing, posters and personal items in rooms and public should reflect messages of a positive nature. Clothing with profanity, alcohol or drug advertisement/messages, or sexual innuendoes are not acceptable and will not be tolerated.
TIME OFF
Staff members receive a 30 hour period of time off every eight days. They also have occasional evenings off plus designated time off during the day for personal time. On evenings off, staff will return to their own room by 12:30 am, except the night before a day off. When the staff member returns from either an evening off or day off they should be in a condition to work.
SMOKING POLICY
Smoking is allowed, however it is discouraged and is limited to off-duty hours, and is restricted to a designated area. Smoking is not allowed in any of the resident or activity buildings or in the presence of campers.
DRUGS, ALCOHOLIC BEVERAGES, ETC.
Alcoholic beverages, paraphernalia, illegal drugs/paraphernalia or controlled dangerous substances are not allowed in any camp resident or activity area. Staff are on duty 24 hours a day and must conduct themselves in a manner that does not impair their judgment or ability to care for campers. Use or abuse of alcohol, illegal drugs or other substances impairing judgment will result in dismissal. Allegations of alcohol use (on camp property) or drug use (on or off of camp property) will be investigated. Waterville Valley Summer Camp reserves the right to administer drug tests. Providing minors (staff or campers) with alcohol will result in dismissal. Staff members (21 or older) who choose to drink on their time off must not return to camp intoxicated or unable to function the next day. Designated drivers must be established if the evening off involves drinking.
OTHER PROHIBITED ITEMS
Fireworks/crackers, firearms, knives, weapons and sexually explicit materials are prohibited at camp. Pocket knives should be kept locked up or in the staff members' personal possession during appropriated activities. Personal archery equipment shall remain in locked area when not being used.
PILLS AND MEDICATION
To protect our campers, all medication (prescribed and over the counter) is to be kept in the camp's health center. Emergency medication such as inhalers and bee sting kits may be kept with you as prescribed by your physician, but please have it noted in the health center's log. All medications that have been prescribed must be noted on your medical form.
HEALTH EXAMINATION, AND HEALTH HISTORY FORM
Staff need to provide a completed health history form prior to coming to camp. It must include information on primary provider of medical care, date of last tetanus immunization, and pertinent information of significant medical problems. Record of health exam within the 24 months before camp will be required. Staff members are covered by Worker's Compensation which covers injuries which occur while on duty. Staff are responsible for medical costs of personal sickness or non-job related injury. Any injury that occurs at camp must be reported to the camp nurse or director or assistant director at once.
TRANSPORTATION & CAMP VEHICLES
Staff members will provide their own transportation to and from camp. We can meet buses in Manchester, NH or Boston MA; and flights into Manchester NH or Logan (Boston MA) Airports. Campers are not to be transported in staff vehicles at any time. Camp vehicles are to be used by staff who are approved drives and have received training in the camp's transportation policies.
CAMP FACILITIES AND EQUIPMENT
Staff are provided 3 meals a day. Staff may invite friends and family members to visit camp, eat meals etc., with the director's permission. One meal may be served at no charge but beyond that a charge of $3 for breakfast and lunch, $6 for dinner will be assessed. It is the counselor's responsibility to see that this is taken care of. Overnight visitors are not allowed in any of the camp resident areas.
Telephones: Staff may not make personal calls from any camp phones. If incoming calls for staff come into the office a message will be given to the staff member and the return call must be made from the phone in the staff room. Long distance calls can be made from the staff phone with the use of a calling/credit card. Personal Cell phone may be used when off duty.
Valuables should be kept locked in the camp office at all times. We will not be responsible for lost or stolen items.
Laundry: A laundry service will be provided for Staff or they can do their own laundry on their time off using the Washer/Dryer on site.
Bedding: staff will be offered the use of camp sheets and blankets. Housekeeping will change bedding once a week
Do not operate equipment without training or permission. Other camp equipment is to be used with the area leader's permission. Guidelines and rules for use of equipment are to be followed. Staff may not allow campers to use any power equipment or motorized equipment such as tractors, mowers, or electric power tools. All staff members are expected to care for and operate equipment in a safe manner. Staff members are responsible for any loss or damage to equipment due to negligence, misuse, or failure to report a problem.
Staff my not use any camp equipment for their personal recreation without specific permission from the directors.
Staff members are not allowed to bring any pets to camp.
Staff are permitted to have radios, CD players and tape decks in the living rooms, however they may only be played during designated times, namely during room clean-up time and free time. Campers are not allowed to have radios, or other "out-loud" music players. Walk-man type players may be used in the rooms, only.
Photos will be taken at camp. These photos, perhaps one of you, could be used for future marketing.
We do not accept tips. All campers are to be treated on a fair and equitable basis. Special favors or service for individuals would defeat the purpose of camp. Acceptance of monetary tips is not in keeping with the practices of Waterville Valley Sports Camp.
CONFIDENTIALITY:
Staff must respect the privacy of other staff members and campers. Do not discuss personal health or private situations with anyone other than the nurse or directors.
EVERYONE IS EXPECTED TO PARTICIPATE IN STAFF ORIENTATION. PRE-CAMP SET-UP AND CAMP CLOSE DOWN.
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46 Birmingham Parkway, Boston, MA 02135 
800-832-4242 ext. 312 