Last year someone asked me why we don't talk more about bonus opportunities, so I decided to write this short blog about the subject.
Short answer: Bonuses are awarded based on a complex series of metrics, goals, and staff evaluations.
As many of you are aware, Pine Springs Ranch Christian Summer Camp (PSR Camp) is wholly-owned and operated by the Southeastern CA Conference of Seventh-day Adventists. We have a set annual budget and plenty of financial obligations to fulfill. PSR Camp make no promises about year-end bonuses, so that our staff have no expectations of this gift.
That being said, there are things our staff could do that would significantly increase their opportunities to earn a bonus. Here is a list of the five most helpful things I could think of based on the bonus formula:
#1: TELL people at church that you're working at camp. Parents are sometimes unsure about camp, but if they know you're going to up there, they'll be more comfortable about sending their children. Filling camp to capacity is a benefit to our bottom line and, subsequently, bonus availability.
#2: Help us CONSERVE while at camp. The less food that goes into the trash can, and the less we spend on electricity, water, and gas (to heat water) the more we have for bonuses. Reducing food costs alone has proven to be a great way to generate savings in our camp budget.
#3: Have a GOOD reputation as an employee. Your camp supervisors know who the best employees are after about a week of camp. We know who goes to worship, who takes their breaks at the appropriate time, who is spending too much time in the staff lounge, and who does well with their campers.
#4: Turn in your employee paperwork ON TIME. We're adding this one for the summer of 2014. If you receive your employee paperwork at least nine days before the deadline you must correctly submit all forms in order to even be on the list for summer-end bonuses. The paperwork deadline is June 5th, 2014 at noon, PST.
#5: Start strong & FINISH STRONG. Once campers depart camp on the last Sunday of the season, some of our staff always lose focus on the mission and goal of camp. Instead, they immediately begin focus on themselves and often have to be released from duty and sent home early. I know this sounds a lot like number three above, but I have seen several 'good' employees give in to temptation and brake the rules during the last days of the employee contract. The best way to finish strong? Get lots of rest and spend time with your creator every day. It's that simple.
I often think about what kind of things we could accomplish at camp if all of our staff would seriously take on the responsibilities listed above.
I think we would be unstoppable; I think I would work even harder to find money for bonuses, and I think we'd create a summer camp experience that would be full every year.
