Essential Responsibilities

• Assist the Program Coordinator in planning and implementing program activities, events, trainings and meetings/workshops for Working on Wellness.
• Assign appropriate curriculum for teens/preteens and ensure follow through.
• Assist with preparation of healthy snacks.
• Maintain the cleanliness and order of meeting room.
• Perform other tasks as necessary that may benefit the teens/preteens in our Working on Wellness program.

Minimum Qualifications

• Must have High school diploma or equivalent.
• Two years' experience working with youth and teens.
• Responsible for setting up and putting away program supplies and is capable of lifting and moving equipment.

The YMCA of Delaware is an equal opportunity employer. The Y maintains a work environment in which staff are treated fairly and with respect and in which discrimination of any kind will not be tolerated. In accordance with federal, state and local laws, we recruit, hire, promote and evaluate all applicants and staff without regard to race, color, religion, sex, age, national origin, ancestry, familial status, marital status, sexual orientation or preference, gender identity or expression, citizenship status, disability, veteran or military status, domestic or sexual violence victim status or any other characteristic protected by applicable law. Unlawful discrimination will not be a factor in any employment decision.
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)