You'll want to consider your specific program and physical location when writing job descriptions. You should build in time for review by a legal counsel that if familiar with you and understands your state laws. Log in to access samples of over 25 camp job descriptions (camp membership required), including camp director, business manager, facilities manager, camp counselor, activity specialists, food service positions, and waterfront director.
Job Title Overview
The terms used as titles for positions within the camp industry and other industries varies greatly. Often terms can be used to describe a relationship with other employees or a relationship to a department such as assistant manager of program or aquatic supervisor. Job titles and the language used can indicate the level within a business such as assistant camp director or executive director. Consider the use of the following as job descriptions are developed:
- Supervisor — Use of the word "supervisor" in a title implies responsibility for directing and evaluating the work of other employees.
- Manager — The use of the term "manager" implies the overall responsibility for a program, activity, or physical area of the business. Property manager is an example.
- Director — The term "director" implies both the overall responsibility for an area of operation and the responsibility for those working in the area. Examples include program director, waterfront director, and camp director.
- Specialist — This term "specialist" implies that the position requires a special skill or ability in order to fulfill the essential job functions such as in riding specialist or aquatic specialist.
- Activity Leader — This title is used to describe a person who leads a defined activity. It may often be used interchangeably with Program specialist or activity specialist.
Job Description Format
Consider including the following categories in your job descriptions.
See notes above.
Typically exempt or nonexempt.
This is a brief, two or three line outline of the major purpose or reason or responsibility of the position.
Essential Job Functions:
List here approximately four to seven major job responsibilities or job functions that are essential for this position in terms of its role in the business or company. Underneath each essential job function, a bulleted list of specific tasks may be included.
Other Job Duties:
Identify other tasks or duties that this person may be expected to perform but that are not necessarily the primary focus of this position.
Identify other positions, departments, and personnel that this person would work with in order to perform his/her job. Consideration should be given to internal relationships as well as external relationships such as vendors, community groups, and others.
Listing those pieces of equipment that are utilized to complete job duties will allow the incumbent or applicant to more fully understand the responsibilities and expectations. It may also indicate some physical requirements of the position that may require accommodations by the employer.
Qualifications and Certifications:
Minimum education and experience should be considered as they relate to the primary essential job duties of the position. The education required is included, as well as preferred years of experience with a description of the type of experience, location, or scope of responsibilities. Knowledge, skills, and abilities should be listed to include those specific to the job duties.
Physical Aspects of the Job:
This should include items that relate to essential functions of the job. These are physical requirements generally falling into auditory, visual, ambulatory, cognitive, communication, or physical ability, and strength categories.