I have listened to a lot of people say a lot of things about bullying; it's something that everyone has an opinion about.
Some people think that there's really nothing anyone can really do, bullying is just a part of life. If you've watched the news, you have probably seen some parents defending their children who are bullies by saying things like "the other kid made himself a target," or "all of the children do it, why are you singling out my child?" Other parents suggest that bullying is the fundamental crisis of our time and we need to do everything we can to prevent it. These parents can range to those frustrated with "do-nothing" schools, to families that have lost loved-ones to suicide because of bullying.
Whatever the situation, bullying is a polarizing issue and it's something we take very seriously at PSR Camp.
I'll talk a little bit about our no tolerance policy on bullying, but I just wanted to share a thought that I think most of you will agree with; as adults, we can do a better job setting an example for our youth.
I am conflicted about how to talk about this subject as an adult, but the truth is that we have a few parents every season who bully our camp secretary and even some of our seasonal staff in order to get what they want. I have seen a parent scream and yell at a member of our camp support staff because they didn't qualify for a $5 discount, and our office worker gave in and gave it to that person to stop the abuse. I have also spent several minutes talking to a parent who threatened to sue me personally because their camper lost a souvenir water bottle (which we located after a short visit to the lost & found). I know I am talking about a small group of people, but if we're going to build a bully-free zone at camp I know that all of our full-time and seasonal summer camp staff would like to be included.
To be clear, I'm not talking about the valid concerns that parents express. Last summer I talked to three parents who called me to discuss issues they had, which allowed us to make improvements for our 2014 season. I only had a chance to thank one of them, but I owe all three a 'thank you' for their commitment to partner with us to make camp better.
Our no tolerance policy on bullying hasn't changed much, but I think we've made it a little better this summer.
"At PSR Camp we know that no camper comes to camp to be bullied or harassed. When a camper is deemed to be disruptive to our program, PSR Camp will contact the parents to pick-up their camper. PSR Camp may refuse entry into future camp session(s) or season(s) to any camper on a case-by-case basis. Since bullying can take many different forms, we encourage parents to tell their children to report bullying to a counselor."
Beyond the policy, you should know that counselor are trained to spot bullying (exclusion, harassment, threats, unwelcome personal contact, etc...) and they are also trained in how to differentiate between bullying and situations where campers are just not getting along.
I have already had a suggestion that we list the different forms bullying can take in the policy (verses just using the word 'disruptive') but I want to be able to respond to bullies and the methods they select to target other children.
I wish I could promise that camp would be 100% bully-free, but I can promise that with good training and adaptable policies, we will watch over your children and do our best to ensure that they have a positive, and hopefully life-changing summer at PSR Camp!
-Jeremy
Thursday, February 20, 2014
Wednesday, February 12, 2014
How to get the best price on a week of PSR Summer Camp!
Dear families,
In this age of bargain shopping, I know that some of our families are looking to get the best price for their camper's 2014 summer experience. My advice to parents who are looking to generate some saving is always the same three things:
#1) REGISTER EARLY.
Even as we speak there are 25 unclaimed offers (5% off a week of camp) from our Facebook launch. A total of 15 families have (combined) saved over $1500 by claiming the Facebook offer in combination with other discounts. You can still claim this offer today by registering at www.psrcamp.org and choosing 'Facebook Exclusive Offer' from the discount options page.
#2) LEARN ABOUT OUR DISCOUNTS.
A lot of our discounts are time-sensitive, so pay close attention to the information below on our discounts and their availability.
Discounts available before March 1st, 2014
5% Facebook Exclusive (limit 50), $20 Super Early Bird, $20 Early Bird, $5 Paid-in-Full, & SECC Employee discount.
Discounts available before May 1st, 2014
$20 Early Bird, $5 Paid-in-Full, & SECC Employee discount.
Discount available after June 1st, 2014
$5 Paid-in-Full, & SECC Employee discount.
#3) PARTICIPATE IN OUR MATCHING SCHOLARSHIP PROGRAM.
The first time I attended a summer camp program the total out-of-pocket expense from my parents was $40. This was because our local church generous subsidized and even helped us out with fundraising. We are again offering churches the opportunity to do a 3-way matching scholarship because we do not want to put a camp experience financially out of reach for anyone.
This is how it works, PSR Camp pays a $100 flat rate per camper, your church can pay any amount between $55 to $100 (or even to the full price of camp), and the family pays the remaining balance. In this way I have seen a family send all three of their children for the price of one!
We believe that every child deserves a summer at camp, at we're working closely with churches and families to make sure that every family has the opportunity to send their child. If you have any questions or comments, please email us at psrcamp@seccsda.org.
God Bless!
Jeremy Cruz
PSR Camp
UPDATE! UPDATE! UPDATE! 02/18/2014
Today a parent registered two children and paid less than $150 (>$75 per child). The parent did this by taking advantage of all of our discounts, two church scholarships, and two matching PSR scholarships.
This is the perfect example of how registering early, church scholarships, and Pine Springs Ranch are making camp affordable for everyone.
In this age of bargain shopping, I know that some of our families are looking to get the best price for their camper's 2014 summer experience. My advice to parents who are looking to generate some saving is always the same three things:
#1) REGISTER EARLY.
Even as we speak there are 25 unclaimed offers (5% off a week of camp) from our Facebook launch. A total of 15 families have (combined) saved over $1500 by claiming the Facebook offer in combination with other discounts. You can still claim this offer today by registering at www.psrcamp.org and choosing 'Facebook Exclusive Offer' from the discount options page.
#2) LEARN ABOUT OUR DISCOUNTS.
A lot of our discounts are time-sensitive, so pay close attention to the information below on our discounts and their availability.
Discounts available before March 1st, 2014
5% Facebook Exclusive (limit 50), $20 Super Early Bird, $20 Early Bird, $5 Paid-in-Full, & SECC Employee discount.
Discounts available before May 1st, 2014
$20 Early Bird, $5 Paid-in-Full, & SECC Employee discount.
Discount available after June 1st, 2014
$5 Paid-in-Full, & SECC Employee discount.
#3) PARTICIPATE IN OUR MATCHING SCHOLARSHIP PROGRAM.
The first time I attended a summer camp program the total out-of-pocket expense from my parents was $40. This was because our local church generous subsidized and even helped us out with fundraising. We are again offering churches the opportunity to do a 3-way matching scholarship because we do not want to put a camp experience financially out of reach for anyone.
This is how it works, PSR Camp pays a $100 flat rate per camper, your church can pay any amount between $55 to $100 (or even to the full price of camp), and the family pays the remaining balance. In this way I have seen a family send all three of their children for the price of one!
We believe that every child deserves a summer at camp, at we're working closely with churches and families to make sure that every family has the opportunity to send their child. If you have any questions or comments, please email us at psrcamp@seccsda.org.
God Bless!
Jeremy Cruz
PSR Camp
UPDATE! UPDATE! UPDATE! 02/18/2014
Today a parent registered two children and paid less than $150 (>$75 per child). The parent did this by taking advantage of all of our discounts, two church scholarships, and two matching PSR scholarships.
This is the perfect example of how registering early, church scholarships, and Pine Springs Ranch are making camp affordable for everyone.
Monday, January 13, 2014
HELP! I JUST APPLIED, NOW WHAT? or... "The hiring process from Application to W4."
There is just no short answer to this question...
The first thing anyone interested in a job should do is apply for a position online @ www.psrcamp.org. You can find the job descriptions in the 'document center' and after you create an account, you can "make a new reservation" and choose the appropriate staff application (kitchen, leadership, staff).
When you finish and submit the application, you'll receive an email with a link. Email that link to at least two people who can recommend you for the position.
Next comes the interview, which will be with the Executive Director and Assistant Director. We travel around the country to do interviews, but we also allow people to schedule interviews over the phone.
Let's call the entire process detailed above PHASE ONE.
*POTENTIAL PITFALL: Most people do the interview and application, but never get their references submitted.
*POTENTIAL PITFALL: Often, applicants never follow up with their application. If you've sent out your reference link, follow up with us to ensure they were submitted.
Next comes the hiring process... or PHASE TWO.
IS THERE A PHASE THREE?
The first thing anyone interested in a job should do is apply for a position online @ www.psrcamp.org. You can find the job descriptions in the 'document center' and after you create an account, you can "make a new reservation" and choose the appropriate staff application (kitchen, leadership, staff).
When you finish and submit the application, you'll receive an email with a link. Email that link to at least two people who can recommend you for the position.
Next comes the interview, which will be with the Executive Director and Assistant Director. We travel around the country to do interviews, but we also allow people to schedule interviews over the phone.
Let's call the entire process detailed above PHASE ONE.
*POTENTIAL PITFALL: Most people do the interview and application, but never get their references submitted.
*POTENTIAL PITFALL: Often, applicants never follow up with their application. If you've sent out your reference link, follow up with us to ensure they were submitted.
Next comes the hiring process... or PHASE TWO.
This phase starts with a hiring letter in late February or early March. A hiring letter is an offer of employment between the applicant (you) and SECC/PSR CHRISTIAN CAMP. Applicants have nine days to accept or reject the offer.
If you accept the offer, we send you a bunch of paperwork.
1. A staff contract, which states your position;
2. Human Resources (HR) paperwork, we need these papers in order to pay you.
3. Camp documents; like a packing list, parking permit, etc...
4. (Please see previous blog post on bonuses)
Some people panic when they don't get an offer of employment in the first round, but there are four rounds of hiring letters that go out between February and June.
We hire in four rounds in order to create the best match between an employee and their position at camp. We want everyone's camp experience to be positive, spiritual, and memorable; and we don't want anyone to feel stuck, lonely, and unappreciated.
Nope. Just show up for employment on June 16th, 2014 @ 9:00 am. The address is:
58000 Apple Canyon Rd
Mountain Center, CA 92561
See you at camp!
-Jeremy
Monday, December 30, 2013
BONUS FORMULA or... "How can I earn a little extra for during my summer camp experience?"
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.
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.
Thursday, November 21, 2013
PROGRAM COUNSELOR II: LEADERSHIP, or... "Insights about the 2014 leadership positions."
PSR Camp hires seven people every year to function as the camp's supervisory staff. These positions are currently open, and interested applicants can find the job descriptions and apply at www.psrcamp.org. Please contact Jeremy.Cruz@seccsda.org for more information.
THE BASIC INFORMATION
Positions
PCII: Administrative Coordinator
PCII: Village Coordinator (female)
PCII: Village Coordinator (male)
PCII: Activities Coordinator
PCII: Activities Assistant
PCII: Program Coordinator
PCII: Program Coordinator
Deadline to apply:
January 30th
Required training:
March 21-23, 2014 @ Pine Springs Ranch
Pay Scale:
$270 minimum guarantee.
Job Descriptions
www.psrcamp.org, click on 'document center' in the toolbar (screen left)
WHAT'S NEW THIS YEAR
1) We recognize that camp attracts different kinds of leaders. There are thinkers and doers, introverts and extroverts, back office and front office, etc... and we have shifted responsibilities among the team to build on people's strengths.
This means that if you're the type of person who isn't good at sitting in front of a computer for hours making an integrated schedule BUT you have proven abilities as a leader... we may have a job for you!
2) If you've worked at camp in the past, you'll notice that we have two program coordinators. This is because we'll need two people to take our camp programming to the next level for our 2014 summer season.
3) Village Coordinators & the Administrative Coordinator are no longer activity department heads.
WHAT HASN'T CHANGED
1) Each position will still be a staff family group leader.
2) Each PCII is still responsible to the assistant camp director and camp director.
3) The leadership team is still a team of equals, working together to accomplish one vision.
THE BASIC INFORMATION
Positions
PCII: Administrative Coordinator
PCII: Village Coordinator (female)
PCII: Village Coordinator (male)
PCII: Activities Coordinator
PCII: Activities Assistant
PCII: Program Coordinator
PCII: Program Coordinator
Deadline to apply:
January 30th
Required training:
March 21-23, 2014 @ Pine Springs Ranch
Pay Scale:
$270 minimum guarantee.
Job Descriptions
www.psrcamp.org, click on 'document center' in the toolbar (screen left)
WHAT'S NEW THIS YEAR
1) We recognize that camp attracts different kinds of leaders. There are thinkers and doers, introverts and extroverts, back office and front office, etc... and we have shifted responsibilities among the team to build on people's strengths.
This means that if you're the type of person who isn't good at sitting in front of a computer for hours making an integrated schedule BUT you have proven abilities as a leader... we may have a job for you!
2) If you've worked at camp in the past, you'll notice that we have two program coordinators. This is because we'll need two people to take our camp programming to the next level for our 2014 summer season.
3) Village Coordinators & the Administrative Coordinator are no longer activity department heads.
WHAT HASN'T CHANGED
1) Each position will still be a staff family group leader.
2) Each PCII is still responsible to the assistant camp director and camp director.
3) The leadership team is still a team of equals, working together to accomplish one vision.
JOB DESCRIPTIONS or... "What do employees do at camp?"
Short answer: "Employees have specific job duties, but flexibility is crucial because we ask our employees to accomplish many different things."
Short story: In 2000 & 2001 I washed dishes and cleaned-up after people in the cafeteria. It was tough, and after serving as a counselor in 2002 I thought I would never have to wash dishes again.
I was wrong.
In 2003 there was a manpower shortage in the kitchen and the assistant camp director asked me to fill in as a cafeteria worker for one week. I wish I could say that I approached it with a smile and a great attitude, but I was (at best) very lukewarm to the idea.
Now I see that the camp administration was solving a real problem in a very logical way, by determining:
1) who's available;
2) who's qualified;
3) what would be least disruptive to camp.
We still make those kinds of decisions when we need too.
JOB DESCRIPTIONS
We have so many different job opportunities available at summer camp that it would take too much time to explain them all in a blog post. If you're interested in work at camp, please review the list of job descriptions on our website.
Find PSR Camp Job Descriptions:
1) Visit PSR.Camp
2) Click on the 'ULTRACAMP' button on the screen.
3) Click on 'Document Center' button on the toolbar (screen left)
3) All job descriptions are available here by December 1st every year.
^Camp requires a varied staff of about 90 people to run smoothly. The amount of new staff we hire every summer varies between 20% to 60%.
^We are always looking for new, excellent staff members who believe that summer camp changes lives.
FAQ's
Question: Why should I work at Pine Springs Ranch verses a different camp?
Answer: I have had the opportunity to visit many different camps, and I believe PSR Camp offers a competitive wage, great financial bonus opportunities, amazing staff events (both during camp and year-round), and nine days of staff training and bonding time. We're also ACA accredited, which means that we've proved ourselves to a standards board that we really do thing right.
Question: I want to work at camp, but there are so many different job descriptions and I don't feel qualified for anything.
Answer: If your willing to do anything, I recommend you apply for flex staff. These are special staff members who float between camp activity departments and fill in when other staff members are on their day off.
Question: When should I think about applying to work at camp?
Answer: We start interviews in January and often are hiring up until the day camp begins. The sooner you know that you want to work at camp and apply, the more likely you will be to get a job.
Short story: In 2000 & 2001 I washed dishes and cleaned-up after people in the cafeteria. It was tough, and after serving as a counselor in 2002 I thought I would never have to wash dishes again.
I was wrong.
In 2003 there was a manpower shortage in the kitchen and the assistant camp director asked me to fill in as a cafeteria worker for one week. I wish I could say that I approached it with a smile and a great attitude, but I was (at best) very lukewarm to the idea.
Now I see that the camp administration was solving a real problem in a very logical way, by determining:
1) who's available;
2) who's qualified;
3) what would be least disruptive to camp.
We still make those kinds of decisions when we need too.
JOB DESCRIPTIONS
We have so many different job opportunities available at summer camp that it would take too much time to explain them all in a blog post. If you're interested in work at camp, please review the list of job descriptions on our website.
Find PSR Camp Job Descriptions:
1) Visit PSR.Camp
2) Click on the 'ULTRACAMP' button on the screen.
3) Click on 'Document Center' button on the toolbar (screen left)
3) All job descriptions are available here by December 1st every year.
^Camp requires a varied staff of about 90 people to run smoothly. The amount of new staff we hire every summer varies between 20% to 60%.
^We are always looking for new, excellent staff members who believe that summer camp changes lives.
FAQ's
Question: Why should I work at Pine Springs Ranch verses a different camp?
Answer: I have had the opportunity to visit many different camps, and I believe PSR Camp offers a competitive wage, great financial bonus opportunities, amazing staff events (both during camp and year-round), and nine days of staff training and bonding time. We're also ACA accredited, which means that we've proved ourselves to a standards board that we really do thing right.
Question: I want to work at camp, but there are so many different job descriptions and I don't feel qualified for anything.
Answer: If your willing to do anything, I recommend you apply for flex staff. These are special staff members who float between camp activity departments and fill in when other staff members are on their day off.
Question: When should I think about applying to work at camp?
Answer: We start interviews in January and often are hiring up until the day camp begins. The sooner you know that you want to work at camp and apply, the more likely you will be to get a job.
Tuesday, November 19, 2013
WAGES or... "How much will I get paid at summer camp?"
Short answer: At least $210 per week for first year employees.
PSR Camp is required by California state law (labor code section 1182.4) to pay at least 85% of minimum wage based on a 40 hour work week. In July of 2014 that means:
($9.00 x 40) x.85 = $306 (per week)
However, camp is a really unique job because we also house and provide meals for employees. The State of California recognizes this, and allows us to subtract the 'fair value' of meals and lodging.
Don't worry, PSR Camp does not determine the fair value, we use a formula provided by the state.
The value of a shared room per week in CA is: $31.06
The value of meals per 6-day work week in CA is: $73.26
The total amount that can be deducted for room and board in CA is: $104.32
So, now the formula looks like this:
($9.00 x 40) x.85 - 104.32 = $201.68 (per week) <-- this is the minimum we are allow to pay by law.
WAGE SCALE
Based on the state minimum requirements, PSR Camp builds a WAGE SCALE to make sure that people are paid based on their job descriptions.
We have derived the WAGE SCALE based on CA Labor Code section 1182.4, and created 5-tier system that meet the criteria, but also rewards our returning staff.
Level 5
Program Counselor 2: Leadership Staff (7 positions)
Year one starting pay: $270 per week/$45 per day
Level 4
Program Counselor 1: Department Head Instructors (4 positions)
Year one starting pay: $255 per week/$42.50 per day
Level 3
Student Employee 3: Student Nurse(s) & Department Head Assistant Instructors (5 positions)
Year one starting pay: $240 per week/$40 per day
Level 2
Student Employee 2 & Counselors: Department Instructors & Counselors (55 positions)
Year one starting pay: $225 per week/$37.50 per day
Level 1
Student Employee 1: Flex Staff, General Staff, Kitchen, and Student Lifeguard(s) (20 positions)
Year one starting pay: $210 per week/$35 per day
^$10 increase in pay for each summer employed by PSR Camp.
^Employees promoted to a higher level must make at least $15 more than the previous summer.
*PLEASE NOTE: This wage scale does not reflect bonus opportunities for employee excellence. Please look forward to a future blog-post on employee bonuses.
FAQ's
Question: If I worked at another summer camp, will PSR include that experience when scaling my wages?
Answer: Yes, we offer credit of $5 for every years of experience at another summer camp.
Question: How much can I negotiate my wages?
Answer: PSR Camp wants to be as fair as possible when considering applicants, so please tell us about non-summer camp related work experience and how it has been a benefit to you.
Question: Why should I work at camp when I can make more money working at Burger King®?
Answer: You're right. If you're looking to make money during the summer... camp is not your best option. Many, but not all of our SDA colleges and universities offer matching scholarship programs for summer camp employment, which can certainly help when examining your financial options. However, we really believe that camp isn't a place where you work to make money, its a ministry to help campers develop relationships with Jesus in a beautiful outdoor setting.
PSR Camp is required by California state law (labor code section 1182.4) to pay at least 85% of minimum wage based on a 40 hour work week. In July of 2014 that means:
($9.00 x 40) x.85 = $306 (per week)
However, camp is a really unique job because we also house and provide meals for employees. The State of California recognizes this, and allows us to subtract the 'fair value' of meals and lodging.
Don't worry, PSR Camp does not determine the fair value, we use a formula provided by the state.
The value of a shared room per week in CA is: $31.06
The value of meals per 6-day work week in CA is: $73.26
The total amount that can be deducted for room and board in CA is: $104.32
So, now the formula looks like this:
($9.00 x 40) x.85 - 104.32 = $201.68 (per week) <-- this is the minimum we are allow to pay by law.
WAGE SCALE
Based on the state minimum requirements, PSR Camp builds a WAGE SCALE to make sure that people are paid based on their job descriptions.
We have derived the WAGE SCALE based on CA Labor Code section 1182.4, and created 5-tier system that meet the criteria, but also rewards our returning staff.
Level 5
Program Counselor 2: Leadership Staff (7 positions)
Year one starting pay: $270 per week/$45 per day
Level 4
Program Counselor 1: Department Head Instructors (4 positions)
Year one starting pay: $255 per week/$42.50 per day
Level 3
Student Employee 3: Student Nurse(s) & Department Head Assistant Instructors (5 positions)
Year one starting pay: $240 per week/$40 per day
Level 2
Student Employee 2 & Counselors: Department Instructors & Counselors (55 positions)
Year one starting pay: $225 per week/$37.50 per day
Level 1
Student Employee 1: Flex Staff, General Staff, Kitchen, and Student Lifeguard(s) (20 positions)
Year one starting pay: $210 per week/$35 per day
^$10 increase in pay for each summer employed by PSR Camp.
^Employees promoted to a higher level must make at least $15 more than the previous summer.
*PLEASE NOTE: This wage scale does not reflect bonus opportunities for employee excellence. Please look forward to a future blog-post on employee bonuses.
FAQ's
Question: If I worked at another summer camp, will PSR include that experience when scaling my wages?
Answer: Yes, we offer credit of $5 for every years of experience at another summer camp.
Question: How much can I negotiate my wages?
Answer: PSR Camp wants to be as fair as possible when considering applicants, so please tell us about non-summer camp related work experience and how it has been a benefit to you.
Question: Why should I work at camp when I can make more money working at Burger King®?
Answer: You're right. If you're looking to make money during the summer... camp is not your best option. Many, but not all of our SDA colleges and universities offer matching scholarship programs for summer camp employment, which can certainly help when examining your financial options. However, we really believe that camp isn't a place where you work to make money, its a ministry to help campers develop relationships with Jesus in a beautiful outdoor setting.
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