SCHEDULE:
To be at the nurse’s station before and after meals, be at campfire, and return to the nurse’s station after campfire.
Assistant is to be available at station for open clinic hours determined by camp nurse. Schedule is assigned in conjunction
with the camp schedule and the Assistant Camp Administrator.

QUALIFICATIONS:
Current certification in CPR for the Professional Rescuer (American Red Cross) or certification by American Heart
Association for the BLS (Basic Life Support) for Healthcare Providers Program.
 Current certification in First-Aid.
GENERAL DUTIES:
1. Assist in all tasks as assigned by the Camp Nurse
2. Attend and participate in evening programs and spiritual activities.
3. Maintain a standard of cleanliness in personal grooming and in living quarters.
4. Assist with the clean-up of the total camp at the end of each session and at the conclusion of the summer.
5. Maintain a level of honesty, purity and integrity that spurs others on towards a deeper relationship with God.
6. Assist with evening cabin supervision
7. Any other duties as assigned by the Camp Nurse or Assistant Camp Administrator.

SPECIFIC DUTIES:
Safety and Supervision
1. Enforce camp policies and procedures
1. Maintain the utmost level of physical, emotional, spiritual and intellectual safety for staff, participants and
visitors/observers at all times.
2. Teach and enforce the Camp Arnold safety standards for each program component (challenge course elements,
trails, roads, program areas, etc.) in accordance with the written operational procedures.
2. Ensure compliance with American Camping Association standards of safety and programmatic conduct at all times.
3. Coordinate and implement all program components relative to the specific outdoor school schedule in a timely
fashion.
Weekly Responsibilities
1. During pre-camp training discuss health and safety procedures, precautions and routines with Nurse.
2. Familiarize yourself with the clinic, the camp facility, and staff members.
3. Instruct the counselors in regard to their responsibilities in noting and reporting illness, injury or unsafe practices
and conditions that might contribute to camper or staff accidents.
4. Prepare all cabin and program facility first aid kits for use on hikes, outpost camps, trips, and cabin activities. Assist
the nurse in instructing counselors in current first-aid methods. All such treatments must be reported back to the
nurse for inclusion with reports. Weekly check all first aid kits to ensure that they are stocked.
Rev. 4/16
5. Administer medications and first-aid treatments under the nurse’s supervision and according to physicians order
and keep records of ALL such treatment.
6. Carry a bag with first-aid supplies when leaving the clinic. Ensure that the nurse or other camp staff can contact
you in case of an emergency.
7. Maintain daily treatment “logs” for campers and staff as required.
8. Assist with camp registration medical check-in, either through the medical assessment or database entry.
9. Clean the nurse’s station daily and do laundry as required, maintaining a level of cleanliness that is appropriate for
a facility used for first-aid treatments and distribution of medication.
10. Practice as needed with the waterfront director and lifeguards practical scenarios that might happen where
additional medical support staff is needed.

PHYSICAL REQUIREMENTS:
1. Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
2. Ability to grasp, push, pull objects and reach overhead.
3. Ability to operate telephone.
4. Ability to operate a desktop or laptop computer.
5. Ability to lift up to 25 lbs.
6. Ability to access and produce information from a computer.
7. Ability to understand written information.
Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A
qualified person with a disability may request a modification or adjustment to the job or work environment in order meet
the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the
accommodation needed is a reasonable and no undue hardship would result.

SPIRIT AND UNDERSTANDING:
By accepting employment with The Salvation Army, you acknowledge that The Salvation Army is a church, agree to do
nothing to undermine its religious mission and acknowledge that your conduct must not conflict with or undermine the
religious program of The Salvation Army Camp Arnold, or its religious and moral purposes. It is expected that all
employees of Camp Arnold will conduct themselves in a manner likely to bring honor and glory to God, and credit and
respect to The Salvation Army.

THE SALVATION ARMY MISSION STATEMENT:
The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is
based on the Bible. Its ministry is motivated by love for God. Its mission is to preach the gospel of Jesus Christ and meet
human needs in his name without discrimination.

CAMP ARNOLD MISSION STATEMENT:
Camp Arnold is a Christian camp owned and operated by The Salvation Army. Our mission is to use nature and the great
outdoors as a setting to share the gospel of Jesus Christ, teach environmental awareness, encourage pro-social behavior
and safely provide opportunity to every camper for fun and adventure.

The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff, if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.

Equal Employment Opportunity Employer. Minorities/Women/Veterans/People with Disabilities.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)