Amy Alexander - Assistant General Manager
Amy is in her 20th year of camp experience at SRSRC Summer Camps. Amy has her B.A. in psychology, M.S. in Administration, and M.A. in Zoology. Amy attends various trainings throughout the year including training through American Camp Association Spring Leadership Conference and other workshops and courses focusing on child development and psychology. Amy is also responsible for overseeing the Camp Directors at SRSRC.


Monica Oates - Camp Director

Monica is in her 14th year of camp experience at SRSRC Summer Camps. Prior to becoming a Camp Director, Monica served as a Camp Coordinator. Monica has completed her early childhood education units required of a licensed child care center director and attends trainings throughout the year, including the American Camp Association Spring Leadership Conference. Monica is also responsible for overseeing the All Around Fun elementary school program.


Jonathan Oates - Camp Director

Jon is in his 19th year of camp experience at SRSRC Summer Camps. Prior to becoming a Camp Director, Jon served as a Camp Coordinator. Jon has attended various trainings geared towards youth and children's programming, including the American Camp Association Spring Leadership Conference. Jon also is responsible for overseeing the Marshall Middle School Recreation Program.


Lauren Miller - Camp Director

Lauren is in her fifth year of camp experience at SRSRC Summer Camps. Prior to being a Camp Director, Lauren has been a preschool teacher and director. Lauren has her B.S. in Child Development and has a Child Development Site Supervisor Permit. Lauren is also responsible for overseeing the Children's Center School Age and Preschool programs.


All hiring policies are checked for compliance with laws and standards of the industry annually, typically at the beginning of each calendar year. This check is conducted by the Assistant General Manager and may include a third party, such as the Human Resource Generalist assigned to our organization through the payroll company.

Applications are available at the beginning of each year. Applications are completed through CampBrain, which can be accessed online. Since we receive a high volume of applications we are not able to extend the opportunity of an interview to all applicants. Applicants must be at least 18 years of age prior to the start of the camp staff training process for the Camp Counselor position and at least 16 years of age prior to the start of the camp staff training process for the Junior Counselor position.

SRSRC is an equal employment opportunity employer. Employment decisions are based on merit and business needs, and are not based on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, political affiliation, or any other factor protected by law. SRSRC complies with the law regarding reasonable accommodation for employees. SRSRC will make reasonable accommodations wherever necessary for all employees or applicants, provided that the individual is otherwise qualified to safely perform the essential duties and assignments connected with the job and provided that any accommodations do not impose an undue hardship on SRSRC. All employees, including managers, involved in discriminatory practices will be subject to termination. 

Interview Process
If an applicant meets the requirements for the position the applicant is offered a one-on-one interview with either a Camp Director or the Assistant General Manager. If the applicant successfully completes the one-on-one interview process with satisfactory answers and demonstrates that he/she meets the criteria for the position, the applicant will then be invited back for a group interview.

A group interview will be held for all candidates who successfully complete the one-on-one interview. The group interview is a mandatory step in the hiring process and will be conducted by a Camp Director, Assistant General Manager, and/or another selected lead camp staff member. Failure to attend the group interview will be considered grounds for being dismissed as a candidate. The group interview will be comprised of activities and interview questions that will assist SRSRC in selecting candidates who are the most qualified to work with the camp program. During the group interview process, candidates will be evaluated using a scoring rubric.

Candidates who successfully complete the group interview process are then eligible to be selected to become a part of the camp program staff. Selected candidates will be notified either by telephone or email. Not all candidates who complete the interview process will be selected and provided with a conditional offer of employment.

Rehire Process
Staff members that have previously worked at the SRSRC camp program must complete a new job application and may be required to complete the interview process before being eligible for rehire. Staff members who have previously worked only one summer at SRSRC camps must complete the one-on-one and group interviews. Counselors who have previously worked two or more summers at SRSRC camps may be required to complete the one-on-one and group interviews at the discretion of the Camp Director.

Rehire is not guaranteed in any circumstance. SRSRC camps strive to provide the best camp counselors for the camp participants and focuses on hiring/rehiring candidates that will be the best fit for the benefit of a successful camp program.  



Three references must be listed on each applicant's application. As part of the selection process, the references will be checked and a verification of previous employment shall be sent to prior employers. Negative feedback from a reference may result in the dismissal of the applicant from the selection process.

Each staff member must complete and fill out a Disclosure Statement annually.


Each new hire or returning seasonal staff individuals 16 years of age and older will be screened through an agency to include a nationwide and county background check, as well as a search of the National, State, and Reservation Sex Offender Registries (NSOPW), annually prior to the start of the camp season. This process applies to both seasonal and year round staff. is the current agency through which employees are screened.

All year round staff who are employed in a licensed childcare program are fingerprinted through LiveScan as a requirement for our licensed childcare programs in addition to the general camp background check. Any infractions found through the LiveScan system resulting in the ineligibility to work with children will be grounds for immediate termination from the childcare department and the camp department. Year round staff fingerprinted through LiveScan will be required to complete the camp background check upon initial hire as well as no less than once every 5 years of employment. For any year in which a year round staff who has been fingerprinted through LiveScan is not required to complete a general background check, a manual check of the NSOPW will be performed.



All camp staff will receive at least 24 hours of training prior to the start of camps. Training will include: emergency plans/healthcare review, aquatics, off-site procedures, sign-in/out binder, forms binder, snack shack, and camper behavior management (HR.12). Staff members who miss any part of training or who are considered late hires must attend the Counselor in Training program and an additional orientation by the Camp Director or the Assistant General Manager. In addition, staff will receive in-service training in the form of additional training dates, group playdates that focus on group games with children, outside trainings, etc.


Camp Counselor Job Description

Basic Function
The counselor's basic responsibility is the personal growth of each camper in his or her group. The counselor utilizes a group setting, together with the natural environment and leadership that constantly demonstrates care and concern for other people to assist this growth. The counselor utilizes program activities to provide adventure and enjoyment, develop new skills and interests, and satisfy a need for achievement recognition in campers. This position is responsible for the overall supervision and management of the seasonal day camp program. The Camp Counselor will implement daily camp programming for youth at SRSRC and away from SRSRC.

The counselor is directly responsible to the Camp Director. They provide leadership and guidance to campers and fellow staff members.




  • Minimum 18 years of age.

  • Prior experience working in an after school childcare program or day camp setting is preferred.

  • Must be highly dependable with a warm and friendly personality, while having sensitivity to meet the needs of children.

  • Prior to reporting to work the counselor must sign a statement regarding criminal convictions

  • CPR, First Aid and AED Certification by a nationally recognized provider within 10 days of employment (online courses not accepted)

  • Completion of 24 hours of SRSRC Camp Counselor Training required prior to working with children (provided by SRSRC).

  • Able to relate well to both children and adults.

  • Ability to provide leadership and stability for program continuity.

  • Positive attitude towards customers and staff, willingness to help others and good communication skills.

  • Possess skills necessary to assist in the planning, coordination, and implementation of the daily schedule of camp activities.



Essential Functions

  • Ability to read, understand, and follow directions written in English

  • Ability to work in a variety of outside weather conditions, including but not limited to heat, cold, humidity, wind, precipitation, and environmental factors associated with the out of doors

  • Ability to stand, stoop, kneel, crouch, walk, reach, use hands/fingers (dexterity) and frequently lift up to 25 pounds

  • Ability to assist campers in an emergency (fire, evacuation, illness, injury)

  • Ability to provide general housekeeping of program space and perform basic food preparation.

  • Ability to communicate effectively

  • Ability to enforce safety regulations and apply appropriate policies and procedures.

  • Ability to provide leadership and direction in a day camp setting.

  • Visual and auditory ability to respond to critical incidents and the physical ability to act in an emergency situations.

  • Ability to work independently and with limited supervision, and also work as part of a team.



The above statement reflects the general duties and qualifications considered necessary to describe the principle functions of the job as identified and is not a detailed description of all the work requirements that the job may require. Additional duties may be added or existing duties may be changed according to the general needs of the Club.


Specific Responsibilities

  • Planning, cooperating, and conducting with and for his or her campers

  • Understand, accept, and follow the philosophy, operational goals, and specific objectives of the camp

  • Assist other staff in any way you can to develop a system of cooperation

  • Develop skills and demonstrate a positive attitude so as to do the best possible job

  • Be responsible for health, safety, and personal belongings

  • Assist campers with duties, learning of skills, selection of activities, and communication with fellow staff, campers, and parents

  • Greets campers and parents as they arrive and depart each/every day

  • Attends staff meetings, and reports to a mentor or the Camp Director about matters that he/she cannot or should not resolve alone. Utilize any pertinent form when necessary (behavior report, incident report, etc.)

  • Participates enthusiastically in the whole program during warm-up, group games, Friday Fun in the Sun, etc.

  • Carries out, with 100% effort, any other appropriate task assigned by the Camp Director

  • Maintains an attitude of committed maturity and strives to be a positive example to campers and staff

  • Provide sunscreen to campers at least twice a day

  • Separate into groups with appropriate counselor to camper ratios, especially at the pool and beach

  • Lead by example!

  • If the kids can’t do it, neither can the counselors.

Employee Expectations

  • Tardiness: This will not be tolerated and cannot be allowed for various reasons. The club's policy states that if you are tardy once, you will be given a verbal warning. Two tardies will result in a written warning. Three or more tardies may result in suspension or termination. Consequences may vary depending on the severity of the circumstances.

  • Employee pay: Please do not discuss pay with one another. Pay scales are designed by experience and education. It is an individually based outcome for each employee.

  • Excluding others: In the past we have had problems with excluding others from work-related and personal/social events. Please do not exclude others and/or make others feel as though they are not included in conversation/events. We all work together and are a team, please let's keep it a happy, positive, and pleasant environment.

  • Discussing Personal Lives: Personal lives should be kept out of the work environment and should not be brought into the work place or be discussed around the kids.

  • Cell Phones: Personal use of any cell phone is not allowed. Club cell phones are the only phone you may have on during the day for us of communication about your camp. This is a distraction and you are not getting paid to talk on your phone!

  • Communication: It is key to communicate EVERYTHING with one another. Example: An issue of a child that is acting up with one counselor should be communicated to the staff of that specific camp in order to allow other counselors to help with or be aware of the situation.

  • Medication for Campers: If you discover that a child has to use medication for whatever reason, please let the Camp Director know immediately. They must have a doctor's note, and follow other specific directions as outlined in the parent manual. Medication must be kept in the Camp office.

  • Dress Code: All staff must wear their camp t-shirts at all times (excluding during swim times). Staff can wear any color shorts, including jeans. Shorts and pants must be worn around waist and undergarments must not be showing. If you decide to wear jeans, however, they must be presentable. No holes, nothing too short, and no torn jeans (whether it is considered stylish or not). Staff must wear tennis shoes. You can, however, change into flip flops during water related activities. Tattoos should try to be covered and not discussed with the kids. No excessive jewelry. Dress Code is to be followed Monday – Friday. If you would be embarrassed in front of your campers parents you should not wear it.       

  • Time Off: Request for time off must be turned in two weeks in advance. If you fail to turn in your request within the allowed time your request may be denied and you will be expected to work your given schedule. No Exceptions. You may ask your fellow counselors to cover your shift but only to be approved by both camp director and the scheduler. If you fail to show up to work your scheduled time you will be suspended in the following schedule and if abused may result in termination. Please make all time off requests through the When I Work scheduling system, as well as all drop shift and swap shift requests. No time off requests, drops, or swaps are official until both approved in the system by your supervisor AND someone has taken your shift.



Staff to camper ratios are dependent upon the activity and the grades being served. The following ratios are primarily used:

  • 1:10 for younger camp groups (K-2)

  • 1:12 for older (3-8) or combined camp groups

  • 1:9 for off-site trips

Additional supervision considerations:

  • Each camp group will always be scheduled to have at least two staff members during 8:30am-3:30pm camp activities, regardless of ratio.

  • Extended care will always be scheduled to have at least two staff members regardless of ratio.

  • When splitting into off-site groups it is acceptable to have one counselor with a group of campers, as long as communication can be maintained between staff members and as long as groups are within ratio.

  • When camp groups are combined for activities, all staff are responsible for supervising all campers in the combined group.

  • During swim time, the overall staff to camper ratio at camp shall be maintained, however, staff may be distributed in such a way as to provide additional supervision at the pool at the discretion of the Camp Director and lead staff.

  • During the morning and afternoon extended care times, there may be times when the ratios may not follow the ratios outlined above. When these campers are all contained in the same area, usually in the TV room, a ratio of 1:14 may be followed provided that there are multiple counselors present and provided that the needs of the children and their developmental levels have been taken into account

  • All Junior Counselors must be at least 16 years old at the time training begins. Counselors must be at least 18 years old at the time the first camp session begins. At least 80% of staff must be at least 18 years old. Camp staff must be at least 2 years older than the oldest camper in the camp group with which they are supervising.

  • Staff shall never be one-on-one with a camper and shall follow the rule of three, always be in the line of sight of another staff member, and/or always be in auditory range of another counselor. 

  • Counselors must remain with the campers.

  • Counselors must make sure that all campers are able to be seen for supervision.

  • Counselors should be dispersed evenly between the groups, while taking into account the age and developmental needs of campers.

  • Counselors must take into account the type of environment in which the activity takes place in order to provide the best supervision possible to all campers from their location.

  • Counselors must know where all groups/counselors are located if it is an activity in which groups separate.

  • Counselors must designate a location of a meeting point in case of camper separation from group.

  • Counselors must ask any vendor's staff (if in a camp that has a vendor) if they should be arranged in any certain way according to the vendor's guidelines that will help to maximize efficiency and safety.

  • Counselors are always responsible for behavior management in all camp settings.

  • Counselors must be located in such a way that takes into account the appropriate ratios as outlined in the staff manual.


In addition to following the Counselor Code of Conduct, staff members must do the following:

  • Maintain focus on the campers. We are here for the campers and they must remain our highest priority. This is not a time for staff to socialize.

  • Always provide guidance to campers and be aware of their needs and foster their developmental growth by helping them develop interests in activities they may not have been interested in before.

  • Provide a positive experience. Even if the camper makes a mistake, make it a learning opportunity.

  • Speak to the campers at  their level. Physically get on their level by kneeling when talking to the camper. Use words and phrases that the camper can easily understand and relate to.

  • Try to make a connection with each camper in your camp. Embrace differences in backgrounds, knowledge, and abilities within your campers. Everyone has something to contribute!

  • Provide an environment for the campers in which they feel comfortable asking a counselor for help or guidance.

  • Never ridicule a child or embarrass a child on purpose. Use positive methods to teach the campers.

  • Be aware of the group's needs based on the developmental levels of the children within your group.

  • Set reasonable goals for your campers and camp group. Set the campers up for success.

  • Modify camp activities so that they work for your camp group.

  • If you need help dealing with a situation ask a mentor or a supervisor.

  • Language and content should always be camp appropriate.


Never talk about sensitive issues in front of campers. Refrain from talking about your personal life and the personal lives of others. Items such as smoking, drugs, piercings, sexuality, tattoos, or other potentially sensitive topics should not be discussed. If a camper asks about a sensitive topic, your response should be that if they would like to know about it they need to ask their parents. Talking about these issues is not a duty of a camp counselor. 

  • Camp staff shall be observed at least weekly by a Camp Director. Staff may be observed more frequently depending on their level of experience and the activities in which their campers are participating. Additional random employee observations and evaluations may be conducted by Camp Directors and may include on-site or off-site activities.

  • Camp Directors will provide feedback for areas of growth; however, feedback may be given at any time regardless of if an evaluation is being conducted and especially if feedback is required immediately to prevent a safety issue from occurring.

  • Camp Directors may determine it necessary to hold a meeting with a staff member based on their observed activity or evaluation scores. The meeting may include discussion of current camp issues, review of policies, and other feedback on employee performance.