Why Work at Summer Camp?

Chris-Noel
Picture of Linda Leigh
Linda Leigh
Linda is a staff writer for The Salvation Army's Public Relations and Development Department at its national headquarters in Toronto. She is a regular contributor to SalvationArmy.ca and Faith & Friends, The Salvation Army’s outreach magazine. In her spare time she enjoys playing her trombone, reading and doing crafts.

Chris Noel, spent eight summers working at a Salvation Army camp. Chris-Noel-2

“I went to a Salvation Army music camp near Belleville, Ont., from ages 10-14,” says Chris. “I would always watch the maintenance crew on the ATV. My dream wasn’t to work as maintenance, but to drive the ATV because it looked so cool.”

At age 15 Chris started working at camp as a cabin counselor. Over the years he was head cabin leader and program coordinator. He spent summer 2015 as program coordinator at The Salvation Army’s Newport Adventure Camp in Northern Ontario.

Personal Growth

Chris attributes his personal growth to his camp experiences.

“Much of my education comes from camp,” says Chris. “And camp has given me opportunity to develop my interpersonal skills. I used to be very shy. Even a phone conversation would leave me with sweaty palms and shaky hands. Now I lead sessions in front of 100 or more people.”

From problem-solving to decision-making to team work and creativity, Chris has found more than a summer job. He has benefitted from learning new skills, discovered his passion for working with youth and plans to pursue a career dedicated to making a difference in the lives of young people.

Rewards of Hard Work

“I’ve never worked harder than at camp,” says Chris. “It’s complete with physical and mental exhaustion—but the rewards are great.”

Chris says that most of the kids he serves come from low-income families and difficult situations.

It’s one thing to help a kid at camp. It’s another thing to imagine what they have to go back to.

“Some come without sleeping bags, others with empty suitcases. Some don’t have toothbrushes or toothpaste and want to know why they need to brush their teeth. As you get closer to them they share heart-breaking stories. It’s tough. It’s one thing to help a kid at camp. It’s another thing to imagine what they have to go back to.”

Change Lives

“In one week, camp can change a life. I’ve seen kids come on a Monday completely isolated because they don’t know how to make friends. By Wednesday they are surrounded by other kids, smiling and having a great time.

“We have a clothing shed that restores dignity and kids don’t have to feel different from other kids. Personalities change when self-esteem is restored. And it’s great to see kids’ confidence escalate when they learn new skills.”

In one week, camp can change a life Share on X

For more than 100 years Salvation Army camps have changed lives. For more information about summer camps and what you can do to make a difference in a young life, Click Here.

This post originally appeared on SalvationArmy.ca.
Republished with permission

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Code of Conduct for all Mission Partners of The Salvation Army in Canada and Bermuda

1. Purpose
To provide mission partners with guidelines regarding their expected behaviour while undertaking work on behalf of TSA. The code of conduct states TSA’s commitment to operating in an ethical and legal manner that aligns with TSA’s mission, vision, values and Orders and Regulations. The code of conduct serves as a foundational standard for other conduct-related operating policies.

2. Basic Principles
All mission partners are expected to behave in ways that are aligned with TSA’s mission and values.

2.1. Mission Statement:
The Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world.

2.2. Vision Statement
We are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus.

2.3. Core Values:
Hope: We give hope through the power of the gospel of Jesus Christ. Service: We reach out to support others without discrimination.
Dignity: We respect and value each other, recognizing everyone’s worth.
Stewardship: We responsibly manage the resources entrusted to us.

3. Conduct Expectations
The code of conduct provides guidelines for mission partner conduct. The code of conduct cannot cover every possible situation; mission partners are responsible for considering each issue in the context of TSA’s mission and values, recognizing that individual conduct may be understood as a reflection of TSA’s values, image, integrity and public trust. If a mission partner is unsure of a situation and needs guidance about their conduct or has concerns about the conduct of another person, they should speak with their supervisor or HR/officer personnel representative.

Mission partners will:
3.1. Comply with TSA policies and procedures.
3.2. Follow all applicable laws and at no time participate in, or assist others to participate in, any illegal, criminal or unethical activities.
3.3. Conduct themselves at all times with honesty, integrity and transparency.
3.4. Perform their defined duties to the best of their ability.
3.5. Treat others, including other mission partners, funders, clients and the public, with respect, dignity, fairness and courtesy.
3.6. Promote and support a work environment that is inclusive of all people and respects their unique abilities, strengths and differences.
3.7. Identify actual, potential or perceived conflicts of interest and disclose them to their supervisor to help minimize or eliminate the impact of such conflicts, which could influence or appear to influence their judgment and actions. Refer to GV 01.003 Conflict of Interest policy for additional direction and requirements.
3.8. Collect, use and disclose confidential information only in accordance with TSA policy and applicable privacy laws. Ensure all records, documents and communications are accurate and that privacy is maintained as required by GV
01.009 Privacy.
3.9. Conduct all business, service and ministry activities in a responsible manner, consistent with TSA’s values of hope, service, dignity and stewardship.
3.10. Always strive to create and maintain the highest health, safety, wellness and environmental standards in all facilities and work areas.
3.11. Take every reasonable precaution to protect the safety of oneself and others and report accidents (however minor) and near-misses (accidents that almost happened), risky behaviours, and instances where equipment and/or building
deficiencies could compromise the safety of a workplace.
3.12. Use information technology, including internet and email, in a professional and appropriate manner, in accordance with TSA policy (IT 02.001 Computers and Information Technology Acceptable Use).
3.13. Ensure they are fit to work and able to perform assigned duties as required by their job description safely, satisfactorily and in compliance with HR 10.002 Substance Impairment in the Workplace.

TSA expects mission partners will not:
3.14. Act in a discriminatory, harassing or violent way toward others.
3.15. Use their position in order to gain an advantage over or exploit the vulnerability of others.
3.16. Destroy or take for personal use any items belonging to or safeguarded by TSA without prior written approval.
3.17. Solicit (money or goods) from clients, donors, vendors, contractors or any person in a position to benefit from their association with TSA. Mission partners will adhere to the requirements of HR 04.002 Gifts, Speaking Fees, and Testimonials policy.
3.18. Give the appearance that they are speaking on behalf of TSA when not authorized to do so or engage in any activity that would negatively impact TSA’s reputation, brand or public image, including the use of personal social media
accounts.
3.19. Initiate contact with the media or respond to their inquiries, and instead will refer all media inquiries to their supervisor, their public relations representative or TSA’s communications department.
3.20. Use, abuse or misuse paid time, TSA resources or the equipment assigned to them.
3.21. Misuse their authority, abuse power, act irresponsibly, retaliate against someone who reports misconduct or exclude others from workplace events.

4. Officers: Orders and Regulations
In the event of a conflict between the provisions of the code of conduct and Orders and Regulations, the latter shall take precedence.

5. Violation of the Code
If a mission partner believes the law, the code of conduct or TSA’s policies may have been violated or are about to be violated, they should inform their supervisor or report their concern through the Whistleblower hotline (see GV 01.008 Whistleblower policy).

Violation of the code of conduct is a serious matter and could result in disciplinary action up to and including termination.