It’s amazing how one conversation can lead to a path that opens so many doors. The conversation I had with Jordyn Roark of SchoolHouse Connection in the spring of 2023 is one of those.

Jordyn told her amazing story in a blog last fall about how summer camp changed the trajectory of her life as a person experiencing homelessness. Jordyn’s story inspired the Project Real Job (PRJ) team to be intentional about making it possible for others who may not have the accessibility and support it takes to have a similar and meaningful experience working at camp. 

With that goal in mind, Jordyn has been contributing to a PRJ subcommittee and guiding us to find ways to educate others who have influence with this group of emerging leaders about the opportunity and value one or more summers working at camp has to offer. Ideally, we would like to support young people who are unhoused, and in the process, create a new pipeline of prospective staff. Shortly after beginning this work, our eyes were opened to the reality that all staff deserve genuine thought given to making camp more accessible and sustainable.  

Minimize Hurdles for Staff

In doing this work, we recognize there are many steps from the applicant phase to showing up and thriving at camp. It is also no secret that camps have been, and to some extent still are, struggling to operate fully staffed, let alone opening their doors with a surplus of staff. We believe it is in our best interest to make it easier, not harder, for staff to work at camp! Thus, we are exploring creative ways of minimizing hurdles for staff to be a vital part of the culture, physically get to camp, become certified/trained as a program instructor if needed or required, and have the necessary supplies to work and/or live at camp for the season (and possibly beyond). We are also taking a look at what support is offered to staff while at camp with time off, pay, and resources (as the tip of the iceberg). 

We know there are camps out there who are already doing amazing things to hit the “easy button” for staff, and we would like to add to our growing list of considerations in order to share promising practices with the greater camp community. To hit the easy button for you to contribute one, some, or many ideas, we have created a survey and invite you to spend a few minutes answering questions that are organized into categories and follow the timeline of things we can do before camp and then move to what can be done during camp. We offer these questions here as well to use as a reflective tool with your year-round leadership team. 

Camp Culture

• In what ways do staff learn about your camp/organization's culture and how they are a vital part of that culture?
• How do staff know to ask for help if needed, not just from a peer leader, but from someone on the leadership team or who is more trained (camp director/manager, program director, chaplain, etc)?
• How do staff know who they can trust to talk to when in crisis or in need of something they are reluctant to ask for? (it could be extremely personal and/or embarrassing)
• In what ways are staff able to anonymously give feedback and share if their needs are being met?

Getting Ready for Camp

• In what ways does your camp help with providing a packing list of items (toiletries/caddies, bedding/linens, storage) for living/working at camp? What considerations are given for those traveling long distances or might not be able to afford the added expense?
• How does your camp help mitigate prerequisites for staff to prepare for their job? (e.g., getting needed certifications, purchasing any required program equipment/gear, uniforms)
• In what ways did your camp make staff travel/commuting more accessible? (e.g., direct booking, arranging rides/carpooling, offering a travel allowance, ability to ride on a camp bus/vehicle)

Support While at Camp

• What amenities does camp provide for when staff have down time?
• How do staff get paid (ability to cash a check, set up bank accounts, pay cards)?
• What time-off considerations are made for staff (e.g. providing/arranging transportation if they don't have a car, access to Walmart/shopping, knowledge of local community resources/attractions, after hours gatherings, ability to communicate with family/friends in a different time zone)?

Challenges and Changes

• What were some challenges you experienced in removing barriers for your staff during the past camp season? 
• What changes are you looking to make or implement for next summer? 

Thank you for joining the Project Real Job team to uncover barriers preventing staff from having a successful journey to the ultimate summer job by taking part in our short survey. We are grateful for your time to share what you are already doing to remove barriers and support staff so that we can put together a list of these promising practices and provide other resources that will benefit the larger camp community. 

It is our hope that by going through the questions offered in this blog (and survey), more camps will become aware of the possible hurdles that may be unknowingly sabotaging staff recruitment and retention. We strongly believe that by caring for the whole human, more staff are able (and will want) to work at camp!

Take Survey

This blog was written on behalf of ACA's Project Real Job, whose goal is to support camps in their efforts to recruit, hire, and retain staff. 

Kim Aycock, MST, has several decades of experience equipping young people with skills robots are unable to do. While blending the talents of a master teacher with the knowledge of a seasoned camp expert, Kim ignites learning for varying levels of camp pros worldwide through her interactive and innovative presentations. Kim speaks at regional & national conferences, contributes regularly to Camping Magazine, and serves as co-chair of ACA’s Staff Recruitment & Retention Committee/Staffing Summit. She can be contacted at kimdaycock@gmail.com. 

Photo courtesy of Camp John Marc in Dallas, TX