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by Ed Schirick
Life at camp is truly a microcosm of society. Campers and staff come
from all types of backgrounds and experiences. This diversity is what
makes the camp experience so special and, simultaneously, so demanding
for directors. Managing diversity at camp has become increasingly complex
for a variety of reasons, one of which is the issue of sexual misconduct.
Sexual misconduct no longer simply includes abuse and molestation of children
but a broader spectrum of behaviors, including sexual harassment.
Identifying and Reducing the Risks
The risk management process provides a structure for helping directors
cope with sexual misconduct. The first step in the risk management process
is risk identification. What are the risks and uncertainties? Unfortunately,
during the last ten years exposure to loss has increased. The risk now
includes molestation and abuse of campers by adult staff, volunteers,
and members of the public. Furthermore, it includes inappropriate sexual
behavior between children and between staff and sexual harassment.
To cope with circumstances like these, camp directors should practice
risk reduction and risk control. Directors should pay attention to the
key areas of staff selection and screening, training, and supervision.
Take time to think through your operations. How might an incident of sexual
misconduct occur? Where could it happen? What steps can be taken to minimize
or eliminate the risk?
Staff selection and screening
As part of your first line of defense, review your selection criteria
for counselors and volunteers, if you use them. What qualities, characteristics,
skills, and experience are you seeking? Spend time developing a solid
profile of individual attributes needed for success in your camp environment.
If you don't know what you are looking for in a counselor, how will you
know a good one when you see one? Check references from previous employers
and personal references. Be sure to document your file. Human resource
professionals recommend taking notes separately from the application itself.
Conduct a personal interview once you have narrowed the field through
other selection criteria.
The complexity of selecting staff is increased for camps that hire foreign
counselors. Under these circumstances, the organizations you work with
must act on your behalf to discharge appropriate responsibility. Check
with them to ensure their methods are acceptable and don't increase your
risk.
Criminal background checks
No screening method is perfect, and in spite of your best efforts, you
may hire an unsuitable person. Should you conduct a criminal background
check on prospective staff and volunteers as an additional safeguard?
Presently, confusion reigns in the United States over the issue of criminal
background checks. A majority of the states have passed laws related to
this issue. But several states have not addressed it.
What is the law in your state? If you are required to do a criminal background
check and don't, you are putting your campers at risk, as well as your
business and reputation. Ignorance over this issue could destroy your
camp program. If you do not carry out a required criminal background check
and someone is injured, you may be charged with willful and wanton neglect
and you may not be able to find insurance coverage for sexual misconduct
liability. If you are sued for damages, your actions may not be covered
by insurance.
If you are not required to do a background check, begin thinking about
doing so voluntarily. In addition, get involved with your legislators
over this issue. A proactive approach is required in all aspects of this
issue.
Criminal background checks are not an option for foreign counselors,
as each country has different laws. Getting this information through the
counselor placement services may be impossible. However, as criminal background
checks become more common in the United States, placement services will
need to address it.
Training
Criminal background checks will not uncover all unsuitable persons. Educating
and training staff represent the second line of defense against the risks
of sexual misconduct. Clear explanation of what is considered sexual misconduct
and the consequences for this inappropriate behavior is critical for establishing
expectations. A solid training program also gives individuals who may
have slipped through the screening process a heightened awareness of your
commitment to and intolerance of inappropriate behavior. Policies about
sexual harassment and sexual misconduct should be in writing and part
of the employee handbook. Consult with a human resources consultant or
an attorney who specializes in employment law for exact wording of these
policies.
Training should also provide staff with skills to identify the signs
of inappropriate behavior and information on what to do about it. Under
no circumstances should staff persons attempt to resolve an issue on their
own. Your policies should emphasize that the camp director be immediately
notified of any and all incidents of sexual misconduct. Staff training
should also include information about personal risk management to avoid
spurious allegations of inappropriate behavior. Likewise, brief staff
about personal safety on days off since the risk of sexual misconduct
from members of the public continues to be a big concern for campers and
staff alike. Documenting your training program continues to be a high
priority. Check with the ACA Bookstore for other training resources.
Supervision
In addition to solid programs for screening and training staff, a comprehensive
plan for supervising staff is necessary. Good supervisory programs include
a comprehensive program for testing skills and evaluating ability. Do
staff persons demonstrate the skills they said they had on their applications?
Do they have the skills necessary to successfully complete their jobs?
If not, is reassignment an alternative? Do your supervisors randomly visit
program areas, bunks, pools, and bathhouses? What kind of training program
do you have for your supervisors? Do they have all of the skills they
need to help reduce the risks of sexual misconduct? Do you conduct documented
performance reviews of all staff so you have a track record of their performance?
A well-designed supervisory plan can reduce the risks of sexual misconduct
and help make your summer happy and memorable.
Implementing Your Plan
After identifying the risks of sexual misconduct and the methods to reduce,
eliminate, and control them, implement your plan. Keep in mind that the
risk management process is dynamic. Put mechanisms in place to get feedback
on how the plan is working, and evaluate your plan constantly. If the
feedback indicates a change is in order, refine your procedures. Continuing
to strive to improve your plan is important in reducing the risk of misconduct
at your camp.
Originally published in the 1998 January/February
issue of Camping Magazine.
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