2012 Compass Handbook

S MC
Scott Mission Camp
Summer
2012
Compass Manual
Camp Name: ___________________________

Scott Mission Camp 3852 The Grange Sideroad Caledon, Ontario L7C 0C3 905-838-2713 THe Scott Mission 502 Spadina Avenue Toronto, Ontario M5S 2H1 416-923-8872
This handbook has been designed to provide each staff member with a reference to the policies and procedures which govern the operation of Scott Mission Camp. It is required that all staff members be responsible for reading this handbook and be familiar with and comply with all policies.
Table of Contents BACKGROUND The Scott Mission: Philosophy...4 Core Values...5 Statement of Faith...6 Goals and Objectives...7 History...8 Scott Mission Camp: History...9 Statement of Purpose...10 Objectives...10 POLICIES Staff Policies...12 Plan to Protect...22 Post Camp Ministry...29 Disclosure Reporting Procedures...33 Camper Policies...34 Camper Code of Conduct...35 Foundations Policies...36 Grievance/Complaint...38 Harassment Intervention...39 Disciplinary Action...40 Managing Risk...42 Radio Protocol...45 Notes...46 Leadership Flowchart...48 EMERGENCY PROCEDURES Fire (code red)...50 Medical (code white)...53 Wall Climbing/High Ropes...53 Lockdowns (code orange)...54 Environmental Storms (code yellow)...55 Power Outages/Camp Evacuations...56 Swimming Pool...57 Pond Area...58 Run Away Camper...59 Missing Camper / Land Search (code green)...60 Missing Camper / Pond Search (code blue)...66 Serious Threat of Personal Injury (code black)...70 Serious Accident or Death...70 COUNSELING GUIDELINES Camper Needs...72 Roots of Misbehaviour...75 Preventative Discipline...76 Reactive Discipline...76 Specic Behavioral Concerns (Homesickness, Bullying)...78 Behaviour Management Techniques...80 Recommended Readings...86 Staff Agreement Page...87 Camp Map...back page (88)
Scott MIssion Camp 2012
Staff Agreement Page Christian Conduct Policy At The Scott Mission Camp, we intentionally reveal the love of Jesus Christ through respect, love and dignity in accordance with the Bible. We reveal Christs love by our love for our clients and by submitting to the Bibles requirements for our conduct and relationships. ! As a member of The Scott Mission staff, you are a representative of what the Mission stands for; in other words, each staff member is an ambassador for Christ Jesus. As Christians, we follow Christ in and out of work hours so that our life does not undermine what we say and do on behalf of the Lord and His work at the Mission. We believe that each Christian is called to LIVE OUT the reality of the Gospel of Christ. ! All our employees undertake, both during and outside of working hours, to live a life in accordance with Biblical teachings as espoused by The Scott Mission. These include, but are not limited to the following outline. ! ! ! ! ! ! ! Personal Conduct As outlined in your job description, every employee is expected to pursue and maintain a strong relationship with the living God through Christ Jesus. Relationship with God is the foundation for how we minister to people. Regular attendance at a Christian fellowship outside of Scott Mission Camp, regular reading of the Bible and regular prayer time with the Lord are ways that we believe strongly enhance this vital relationship. We believe that our ministry can run dry without these basic lifestyle choices of communing and receiving strength from the Lord. At Scott Mission Camp our behaviour, speech, language and dress are to support our Core Values Our conduct is to preserve ones dignity, be respectful and moderate. Behaviour, speech, language and dress are not to be suggestive sexually, offensive or promote a lifestyle contrary to Biblical teaching or confuse weaker members of the Body of Christ. In an effort to live lives of holiness, grace and true freedom, Scott Mission Camp staff and volunteers, through Gods grace, is responsible to refrain from practices that are Biblically condemned and can weaken our Christian witness and lead to spiritual poverty. Conduct that the Bible forbids, and that is considered unacceptable by the Mission, includes - but is not limited to, the following; profane language, all forms of dishonesty, substance abuse, stealing, fraud, criminal activity. The Scott Mission believes marriage to be the public commitment of one man and one woman to live as husband and wife as provided in the Bible. As the Bible requires, so The Scott Mission requires employees to refrain from sexual activity outside of marriage between a man and woman. Without limitation Scott Mission Camp prohibits pre-marital sex (fornication), extramarital sex (adultery) and homosexual sex. Activity that promotes lust or degrades the human body (the temple of the Holy Spirit), such as viewing and possessing pornographic materials is unacceptable. At any function that Scott Mission Camp formally participates in, staff are to refrain from alcohol use. Staff who may claim freedom to use alcohol and tobacco in other contexts are expected to do so in moderation. Staff may not use alcohol during working hours, scheduled time off or on camp property at anytime.! ! ! ! ! ! ! Boundaries The Scott Mission recognises that it is dangerous and unwise for staff members to be involved in a relationship with the people whom we serve, outside the work context, the policy of The Scott Mission is that all staff must avoid such relationships. Any breech of this policy will result in a serious conversation with the camp director, which may lead to any of several consequences.
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StaffAgreement

Counseling Guidelines Page 2
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Recommended Readings (all books on amazon.com) Urban Ministry Bakke, Ray. The Urban Christian: Effective Ministry in Todays Urban ! World. Downers Grove: InterVarsity Press, 1987. Activity/Game Books Kasser, Susan. Inclusive Games: Movement Fun for Everyone. USA, ! Human Kinetics, 1995. Warden, Michael. Great Group Games for Youth Ministry. Loveland: ! Group Publishing, 1994. Camper Development Badke, Jim A. The Christian Camp Counselor. Barna, George. Transforming Children into Spiritual Champions. ! Gospel Light, 2004. Baxter, Sheela. A Child is Not a Toy: Voices of Children in Poverty, ! Star Books, 1993. Bendtro, Larry. Reclaiming Youth at Risk: Our Hope for the Future. ! National Educational Service, 2001. Coutellier, Connie and Henchey, Kathleen. Camp is for the Camper: ! Counselors Guide to Youth Development. North ! Martinsville: American Camping Association, 2000. Hancock, Jim. Youth Workers Guide to Helping Teenagers in Crisis. ! Youth Specialties, 2005. Lawson, Michael. Christian Educators Handbook on Childrens ! Ministry, Reaching and Teaching the Next Generation. Baker ! Books, 2002. Meier, Joel F. Camp Counseling: Leadership and Programming for the ! Organized Camp, Seventh Edition. Penner , Marv. Help, My Kids are Hurting. Zondervan, 2005. Richman, Mark S. The Ultimate Camp Counselor Manual: How to ! Survive and Succeed Magnicently at Summer Camp Object Lessons Arbuckle, Katrina. Pointmaker: Object Lessons for Youth Ministry. ! Loveland: Group Publishing, 2000.
New
Spiritual Principles Warren, Rick. The Purpose Driven Life. Grand Rapids: Zondervan, !
2002.
Background
The Scott Mission Philosophy of Work and Ministry Our philosophy of work and ministry at The Scott Mission begins with the understanding: That God is fullling His promises to care tenderly for the poor, abused, neglected and powerless of this world, and this city; That people are incomplete without a personal relationship with God through Jesus Christ. The Good News (Gospel) is that "God was in Christ, reconciling the world to himself" ! (2 Corinthians 5:18,19 KJV) We recognize that His call on our lives as staff members is to be cooperators with God as He channels the resources of heaven to intersect with the needs of individuals who cross our path. This leads to our understanding that we are each to be conduits of the grace, mercy and love of God in Christ Jesus to each person whom we meet at The Scott Mission. Our skills and experience alone are not sufcient for this. But, whatever we do in His name, and by His power, He will honour and use to His glory. As we each consciously and daily commit our endeavors to God for His purposes, and seek for the life of Christ to be lived in and through us, our work is transformed into Gods ministry to the people who we serve. The desire of our hearts is that each person who we serve will see, hear, experience, and respond to God as He reveals Christ through us-whether through servant acts of unconditional love and care (Philippians 2: 7,8) or through explicit statements of the Gospel (2 Corinthians 5:20-6:2). The highest purpose of our work/Gods ministry is that each person will be brought into a right and personal relationship with God through faith in Jesus Christ, and will grow into maturity in Christ (Colossians 1:28). Scriptural References: Philippians 2:7,8 (NIV) "Your attitude should be the same as that of Christ Jesus: Who being in very nature God, did not consider equality with God something to be grasped, but made himself nothing, taking the very nature of a servant, being made in human likeness. And being found in appearance as a man, he humbled himself and became obedient to death-even death on a cross!" 2 Corinthians 5:20-6:2 (NIV) "We are therefore Christs ambassadors, as though God were making his appeal through us. We implore you on Christs behalf: Be reconciled to God. God make him who had no sin to be sin for us, so that in him we might become the righteousness of God. As Gods fellow workers we urge you not to receive Gods grace in vain. For he says, In the time of my favour I heard you, and in the day of salvation I helped you. I tell you, now is the time of Gods favour, now is the day of salvation.
Directive Statements This is to be used when there is a decrease in rationale thought of the child, or there is an increase in the seriousness of the behaviour of a child with possible implications of safety for themselves, others, or property. It is essentially a rm word telling them they need to correct their behaviour immediately. ex: Joey has been threatening another child for a while now and has just picked up a stick to hit the other kid. You step in between and say in a stern voice, Joey, this is totally unacceptable behaviour, put that stick down now! Slip-in Principle The slip-in principle is to be used when two campers are physically ghting with each other. A counselor slips in between them and uses verbal de-escalation tools to stop the two from ghting. The counselor who slips in may also use their body to direct one camper away from the scene, by taking them down and guiding them to another area. It is usually very successful and the counselor rarely gets hurt in the process. It is important to t the misbehaviour with an appropriate behavioral technique. With all the techniques listed above, there are some key considerations. Logical Consequences Often the mistake of applying inappropriate consequences to a particular misbehaviour stalls the process of behaviour management. Examples of Inappropriate Consequences: - non-participation in sports = no dessert - late for breakfast = no free swim - disturbing campre = clean washrooms Examples of Logical Consequences: - non-participation in sports = no participation in free time - late for breakfast = wake earlier the next morning - disturbing campre = counsellor sits between camper and cabin mates Continuous Misbehaviour: The camper repeats the same misbehaviour several times, not heeding to staff behavioral techniques. The following steps can be taken if the behaviour continues: 1. ask your head counsellor for advice 2. go and try the new methods suggested 3. ask the head counsellor to intervene 4. new sets of expectation of varying degrees of freedom, with daily meetings are set up with a behaviour contract 5. the assistant director of campers will intervene 6. calls home will be made 7. as a last resort, but if necessary, the camper will be sent home
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Counseling Guidelines
Time Out Technique
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A "Time-Out" is an interruption of a childs acceptable behaviour by removing him/her from the "scene of action." Removal stops the behaviour and takes the child away from whatever reinforcing events are encouraging it or strengthening it. Use a Time-Out for stopping inappropriate behaviour before it reaches aggressive or abusive proportions. When a Time-Out is needed for the rst couple of times, rst the Time-Out is carefully explained to the child. They are told that each time they break certain rules, or refuse to stop doing certain things, they will be told to take a Time-Out. Which means that they will have to go to a quiet place elsewhere and stay there quietly, doing nothing until a leader tells him he may return to the activity. Until a child understands what Time-Out means, you will need to walk them through the way you expect them to take a TimeOut. State your expectation matter-of-factly. Only one or two such demonstrations are needed before you start to use Time-Out regularly without detailed explanations to the child. When a Time-Out has occurred in the past: 1. Matter-of-factly, but sternly, tell the child (the rst time he breaks a rule or ignores your command to stop doing something) to "take a Time-Out." 2. Tell the kid they must sit quietly for a time before they can return. 3. The Time-Out place should be far enough away from where the action is so the child cannot provoke and get attention from the other children, but close enough so they can hear and know something of what they are missing. The best Time-Out places have nothing for the child to do or play with. 4. Time-Out should be short enough so the child has many chances to come back to the original situation and try to learn correct behaviour. 5. Ignore the childs fussing, whining, etc. while they are in TimeOut. Do NOT talk to or argue with the child. The child has successfully taken a Time-Out only when they have done so quietly for the length of time you originally specied. Thus, if you had a two minute Time-Out in mind, but the child carried on noisily for ve minutes before quieting, they would still have to remain in Time-Out for two minutes after quieting - a total of seven minutes in the Time-Out. 6. After the child successfully completes their Time-Out, re-direct the child to what must be done or what kind of activity is acceptable at the appropriate time. Be sure to praise and encourage the child as soon as they do what has been asked of them. Praise the child again later if they do the appropriate behaviour again. ex: Swearing, hitting, kicking, provoking, etc. Whenever a child breaks a serious rule or ignores your command to stop doing something, a Time-Out is used to teach the child better behaviour for the future. Follow-up: A counsellor must be consistent in using the TimeOut procedure or the child will keep using the undesirable behaviour, thinking they may be able to get away with it this time.
Core Values The work of The Scott Mission has always been done as a "Faith Mission." As such there is a deep spiritual dependence on God which implies and produces an understanding that nothing is to our credit. We seek to know the mind of Christ (see Philippians 2) and Gods purposes for His ongoing ministry through us. We also recognize that "It is God who is working in us, giving us the desire to obey him and the power to do what pleases Him" (Philippians 2:13). God has made it clear that we are to "act justly, love mercy and walk humbly with our God." (Micah 6:8) Having been given the task of reconciling people to Him (2 Corinthians 5:8), we seek to be submissive to His clear commands and to be obedient in our programs and projects as we as in our everyday relationships as representatives of Him to one another and to the community. This is the vision that has been and continues to be the guiding principle of The Scott Mission through all its years. Now approaching our 60th anniversary we identify our Core Values based on this vision. These values, produced by the Staff and Board of Directors, were not intended as an exhaustive list of our principles but rather the foundation of those things which have and will continue to shape our ongoing ministry. We value Dependence on God, fully recognizing that this is Gods work. We value Faithfulness, persevering with trust in Gods character and provision, intentionally keeping the commands given in Scripture. We value Generosity, giving joyfully, personally and corporately, from both the material and spiritual bounty that God has provided. We value Grace, the act of treating others kindly as conduits of the richness of Gods love in Christ. We value Hospitality, the act of making anyone who walks through our doors feel warmly welcomed and esteemed. We value Integrity, being honest in interpersonal, ministry, and business practices, doing so to bring honour to God, the Righteous One. We value Love and Mercy, seeking to demonstrate Gods compassion and goodness by our attitudes and actions. We value Respect, the act of bestowing honour and dignity on all equally.
Background
The Scott Mission Statement of Faith In 1941 the following Statement of Faith was adopted for The Scott Mission: 1. To preach the Gospel of Jesus Christ to the Jewish people. 2. To minister to the spiritual needs of Jew and Gentile alike. 3. To feed the hungry, clothe the naked and minister to all in need, in accordance with our Lords command, as means are provided. 4. To conduct Bible classes for young and old, and present Jesus as the Messiah of the Hebrew people and the Saviour of the world. 5. To distribute the Old and New Testaments and other Christian literature. 6. To present the need and importance of Jewish evangelism in the Christian Church. 7. The Mission is non-denominational and evangelical, and shall be conducted on a faith basis. The following was adopted as a statement of Doctrinal Basis of The Scott Mission: A. We believe in the Faith once delivered to the saints, how that Jesus Christ was God incarnate, born of the Virgin Mary, was once crucied for our sins, and was raised from the dead for the justication of all humankind; and that in the Body of Christ there is neither Jew nor Gentile, bond or free, but all are one in Christ. B. We believe that the Scriptures of the Old and New Testaments are the inerrant Word of God. C. We believe that Jesus Christ is the Light and Life of humankind, and that without Him there is no salvation, for there is only one Name given under Heaven and among humankind whereby we must be saved. D. We believe in the resurrection of the body, the eternal happiness of the saved, and the eternal punishment of the lost. E. We believe in that "blessed hope" of the Glorious Appearing of the Great God and our Saviour Jesus Christ.
Stop the World Technique "Stop the World" brings the childs world to a complete halt until a task that needs to be done is accomplished. They are not permitted to do anything they want until they have done what you have asked. Use "Stop the World" when a child does not do a specic task they have been asked to do. (This can also be used with a group of children refusing to comply.) 1. State clearly the job to be done. (i.e. "We need to clean up this craft activity before we can go on the hike.") 2. Do not allow the group to participate in any other activity until your initial command has been complied with. (i.e. "Sorry, we cant go on the hike until this is cleaned up.") 3. Praise the group as soon as they begin the task, again as they do it, and when they complete it. (i.e. "Very good job of cleaning up. Now we still have time to go on the hike.") Above all, always remember that our job is to prevent misbehaviour. This is achieved in two ways. First, recognize the needs of each child as an individual. Secondly, learn to anticipate potential problems before they arise. For example, if you know cabin clean-up is going to be a problem for Richard, then think ahead. When you get up in the morning, talk with Richard and make a deal with him long before cabin clean-up begins. "Richard, if you are the rst one nished your job today Ill let you hand out the rest hour treats." In this example, the counsellor is recognizing Richards trouble spot and creating a solution before theres even a problem without giving special privileges or bribes. Praise Principle (Hypodermic Affection) Praise is a way of saying, "I like what you did!" The message can be a word, a phrase, a gesture or a facial expression that makes another person feel pride, joy, or respect. Praise creates a sense of well being in a person. When we see a child trying to do something that we want him/her to repeat as a regular part of their behaviour, praise is called for. You might praise co-operative play, respect for others, remembering a chore, etc. Whatever the event, praise should follow immediately. ex: WHAT NOT TO DO: The positive value of praise can be lost if negative comments or comparisons are part of or follow the praise statement. For Example: "Well now you look like a human being with your hair cut." (Child thinks, "I am a dirty animal.") WHAT TO DO: Praise should be related to the event, not the childs total character. For Example: "I see that you included Billy in your ball game. Thats great! Sometimes younger children feel left out. Ill bet you made him happy by asking him to join the game. (Child thinks, "I can make people feel good.") Thats right. You remembered all the rules. Im proud of you! Wonderful. Youre doing a great job of waiting in line. Fantastic. You have been so helpful cleaning up the cabin!
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In practice these beliefs are summarized in our joint afrmation of the Apostles Creed as below:
We believe in God, the Father Almighty, creator of heaven and earth. We believe in Jesus Christ, His only Son, our Lord. He was conceived by the power of the Holy Spirit and born of the Virgin Mary. He suffered under Pontius Pilate, was crucied, died, and was buried. He descended to the dead. On the third day He rose again. He ascended into heaven, and is seated at the right hand of the Father. He will come again to judge the living and the dead. We believe in God the Holy Spirit, the holy catholic church, The communion of the saints, the forgiveness of sins, The resurrection of the body, and the life everlasting.
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Planned Ignoring Technique Ignoring is a technique to reduce or get rid of behaviour you dont want. When you ignore a childs behaviour, you purposely pay no attention (in words or actions) to what he/she is doing. You do NOT ignore the child, only the behaviour. Use ignoring for many young children with minor negative behaviours, such as interrupting, quarreling, nagging, whining, and commanding of adults. 1. Tell the child what behaviour you expect. 2. Ignore quarreling, interrupting, whining, etc.. 3. Continue what you are doing; do no look at or talk to the child. 4. When the child nally does what you told him/her, praise the child for doing what you directed. ex: Sue, a camp counsellor, is talking with Mark, another counsellor. A camper named Cindy, repeatedly interrupts the conversation by calling, "Sue" again and again and pulling her arm. WHAT NOT TO DO: Sue: "Im talking Cindy." Cindy: "Sue. Sue." (and pulls Sues arm) Sue: "Be quiet." Cindy: "SUE!" Sue: "Stop pulling on my arm!" (and pushes Cindys arm away) Cindy: (starts yelling at Sue in a loud voice, stamping her feet.) Sue: "Whats the matter Cindy?" WHAT TO DO: Sue decides to ignore Cindys interrupting behaviour. She tells Mark that she wants Cindy to learn to wait and asks him not to look or pay attention to Cindys interruptions. Conversation continues between Mark and Sue. Cindy stands quietly, looking confused. When there is as break in the conversation, Sue says, "Good waiting Cindy!" and attends to Cindys needs. Follow up: Remember - any attention to the childs minor negative behaviours will only strengthen and probably increase these unwanted behaviours.
The Scott Missions Goal and Objectives In the past half century God has led us to extend the work from its original focus on the Jewish people. Our focus has broadened with the passing years to include all who are in need. The Scott Missions Statement of Goal and Objectives adopted by the Board of Directors in 1993. Goal The goal of The Scott Mission is, Through effective stewardship, To serve Christ as Lord and Master, in faith, Putting the Spirit of Christ into concrete, positive action, Through well-rounded, spiritual and social services To men, women and children Where there is dened need and as means are provided. Objectives 1. To conduct ourselves as faithful stewards, feeding the hungry, clothing the naked, assisting the oppressed, and ministering to all in need, in accordance with our Lords command, as means are provided. 2. To minister to the spiritual, physical, emotional, and intellectual needs of all people. 3. To distribute the Bible and other Christian literature and to conduct Bible classes for young and old. To present the Gospel of Jesus Christ to all people. To tell people about Gods work at The Scott Mission.
"whatever you did for one of the least of these brothers of mine, you did for me." Matthew 25:40
Background
The Scott Mission History The history of The Scott Mission goes back to 1908 when the Foreign Mission Board of the Presbyterian Church in Canada established a Christian witness to Jewish immigrants in downtown Toronto under the direction of the Reverend S.B. Rohold. The rst quarters were on Terrauley Street (now Bay Street). In 1912 a building was erected at the corner of Elm and Elizabeth Streets and named The Christian Synagogue. In recent years this building has been torn down. The Rev. J. MacPherson Scott, Minister of St. Johns Presbyterian Church in Toronto, had been a long time friend and Presbytery member with concern for The Christian Synagogue. He died in 1920. The Christian Synagogue was renamed The Scott Institute, partly to honour the memory of Dr. Scott but also to indicate a broadening focus of ministry, from work not only to Jewish immigrants, but to a witness to the poor of any background. Morris Zeidman, who had come to Canada just prior to the First World War, became a Christian through the ministry of The Christian Synagogue. In 1925 he graduated from Knox College and became Superintendent of The Scott Institute in 1926. In 1941, Morris Zeidman resigned from the Home Mission Board of the Presbyterian Church. The Scott Institute ceased operation, and The Scott Mission was founded in new quarters as an independent, non-denominational faith work. Its rst location was in a double front and small factory at 724-726 Bay Street. In 1948 The Scott Mission moved to 502 Spadina Avenue. In 1960-61 the old premises at 502 Spadina Avenue were torn down, temporary quarters were occupied at 696 Spadina Avenue during the construction period, and a new building was erected on the former site. In 1975, a third oor was added to the 502 Spadina Avenue building. Amply supported in his work by his wife, the former Annie Martin, Rev. Morris Zeidman faithfully fullled his ministry until his death in 1964. His elder son, Dr. Alex Zeidman, took over the supervision of the Mission and its works until he was suddenly called home to the Lord in 1986. David Zeidman, the younger son, was able to step into the breach, followed by others who have maintained the traditional ministries implemented by the founder. Mrs. Annie Zeidman, while ofcially retired, continued to be involved with this ministry in many different aspects, until her death in 1992. From very small beginnings the blessing of God has been evident in the provision of the facilities and in the maintenance of an extensive and multifaceted work.
Getting Compliance Principle Compliance is doing what you are told to do (obeying). Children need to comply in order to care for themselves and to get along with others. Parents, teachers, and other child caring adults should expect children to respond to a direction immediately, unless they set an extended time limit. 1. Think before giving the command - decide what must be done and when it needs to be done (now or later). 2. Give the command or direction in a clear short, matter-of-fact way. 3. If the child is young or the command complicated, check to see if the child understands, such as by asking quietly, "What are you supposed to do?" ex: You want the child to put on his bathing suit before leaving the cabin. WHAT NOT TO DO: "Put on your bathing suit - you know were going swimming." "I told you time and again, put your bathing suit on!" WHAT TO DO: "Put your bathing suit on before we leave the cabin." "We are going swimming very shortly so put your bathing suit on please." Follow up: Smile and praise the child when he responds positively to the command. If the child does not comply see "Time-out" or "Stop the World" techniques for changing the childs refusal to do what he is told. Illusion of Choice Principle The principle essentially allows the campers options for the consequences of their misbehaviour in a time-limited fashion. All options are designed by you and really dont give the camper a choice but to follow one of them, but it does give them more ownership. ex: Susie is supposed to go to dance, cooking, or sports and refuses, saying they dont like the options given. You say they have 5 minutes to choose one of the following options, otherwise you will choose one for them. The rst option is to go to cooking with you and enjoy the activity. The 2nd option is to waste time where they are and then owe the same time back to you during free swim after lunch. The 3rd option is for them to choose sports or dance and go there by themselves. If they dont respond in ve minutes, you choose for them.
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Behaviour Management Techniques
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Non-Verbal Intervention Principle This is essentially the principle of using facial and body cues when a child begins to misbehave as a warning that you are watching them and correction is required immediately. ex: - folding your arms when someone is interrupting you - giving someone a look before they are about to make fun of someone - using a nger to show that you want a camper to wait a moment before you respond - putting a nger to mouth to motion for them to be quiet Token Economies Principle The token economies principle is the usage of rewards and/or prizes based on misbehaviour and/or inappropriate behaviour. The technique works best for younger kids. It is not the most ideal teaching tool, since the behaviour will only get better when a prize is the reward. In the long term, it isnt solving behavioral issues, just hiding them for a short term. 1. Tell the campers that they will receive a prize for a job well done on a consistent basis. 2. Follow through on the prescribed plan ex: a camper always like to talk during your evening devotions. You tell them they will get daily stickers for how well they listen during the talk and then based on the number of stickers, will get candy as a prize at the end of the week. 1-2-3 Technique A technique which uses the count of three to correct inappropriate behaviour. It works better with younger children and is good for whining behaviours, lack of listening skills, compliance issues. Follow through is essential to have success with this consequence. ex: Johnny, I told you to clean up your craft supplies so we can go to dinner. If you dont clean it up by the count of 3, youll have to miss some time from free time after dinner. 1-2-3! If the camper does not clean up in time, then the consequence needs to be administered. Right The Wrong Technique To right the wrong means to make the child aware that what they have done is wrong and that they must make an effort to correct it. ex: - A child is expected to apologize when they hit someone, accidentally or purposely. - A child is expected to clean up something they spilled. - A child is expected to wash off the wall they have drawn on. - A child is expected to assist in repairing or do an extra chore to pay for something they broke.
SMC History The history of Scott Mission Camp, like The Scott Mission itself, goes back quite a few years. The Camp went through a number of versions before it got to the one we have today. Though initially conducted at various locations, by 1920 the Scott Institute had acquired two cottages in Grimsby Beach. These cottages were small, primitive and there were difcult times ahead, but the Lord used them for His purpose. The Thirties brought many European refugees to Canada. While the Scott Institute served their needs during the winter, the Camp was a refuge in the summer. Songs were sung at night in the covered dining area; evenings were a time for everyone to gather for hymns, choruses and Bible talks. The Forties brought the founding of The Scott Mission and with it the need for a new camp; Miss Catherine Carmichael offered the Mission a property in Hillsburgh, Ontario. The property was small, about two acres, and consisted of an old house and a small barn. Miss Carmichael was certain that this was Gods will, but faced a lot of opposition from neighbors, her family and her lawyers. She stood rm and plans were made for the summer. On May 24th of that year, just a short time before Camp was slated to begin, there was a large re in the house, burning the front half of the house. A needlepoint reading "The Lord will Provide" survived the re and now hangs in the Chapel at the Caledon Camp. This needlepoint gave perspective to the re and to the task at hand. A bunkhouse was built, an outhouse extended and the Camp was ready for campers by summer. Over the years, running water and electricity were added to the house. By 1957 the need for a larger camp was obvious. The property in Caledon was acquired with its white house, a barn, and forests. For the rst year, meals were cooked and eaten in the house. The upper level of the barn (once the bottom level was cleared of manure) served as the bunk with girls on one side and boys on the other. The look of the Camp has changed a lot in the years since. A pond was added for canoeing, as well as a large pool for swimming; hundreds of seedlings were planted to give the Camp the woodsy feeling it has today. Annie Zeidman wrote: Only eternity will tell the number of lives changed through the camp ministry. Perseverance, trusting in the God who promised to provide, and the conrmation of the worthwhileness of camping experience has kept the camp operating. Regardless of the quality of commitment of a campers parents, or the campers lack of preparedness to come to camp, each child has received a fullling holiday, and heard the gospel, placing within that child unforgettable memories and ethics to build on. We have invested in the future of thousands of boys and girls, many of whom have become productive citizens in their community. Thanks be to God.
Background
Purpose Statement
Bullying Stats: - 20% of children from grade 1-8 have experienced bullying - 60% of boys involved in bullying have criminal convictions by age 24 - 85% of time a bystander is watching and does nothing - 60% of bullying stops when someone intervenes quickly - 75% of bullying incidents involve peers contributing in the mockery - males more often engage in physical bullying over verbal bullying - females more often engage in relational/social (cut-eye, exclusionary) and verbal bullying than physical Why? - a bully has often been bullied/victimized themselves - identity issues (low self-esteem, feelings of inadequacy) are often there for bullies as well - pampered child syndrome (sense of entitlement) - most have the gift of leadership, but too exclusive - excuses we allow it to continue areboys will be boys, girls are mean at that age, just a phase Signs/Symptoms: - camper who is always late to leave the cabin - has constant headaches - has constant nightmares - has low performance interest, withdraws from activities - has self-destructive behaviours - wont tell because of shame, fear of retaliation, the feeling that no one can help, or they can deal with it themselves - bullying often happens during less supervised areas such as free time, bathrooms, night time, rest hour Dealing with it: Bullies: - dont excuse the behaviour - give a consequence of restitution and reconciliation - seek pro-social skills - teach empathy - walk in their shoes - increase supervision of the campers involved - make them feel successful at something Victim: - dont minimize, rationalize, explain away the bullys behaviour - dont rush to solve the problem - dont tell them to avoid the bully - dont tell them to ght back - tell them it is not their fault - validate emotions and their decision to tell you - give options to help: walk away, choose different activities, use humour, stay with friends, cool down, be assertive
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We demonstrate Gods love. We inspire kids to reach their full potential. We allow Christ to transform their lives. Mission Statement At the Scott Mission, we are dedicated to ensuring that all children and youth have the opportunity to reach their greatest potential. We share the gospel, demonstrate Gods love and rely on the holy spirit to nurture the spiritual, emotional, social and physical growth of children and youth. We do all this through a variety of programs at our camp and through city programs that emphasize fun, leadership and the establishment of long term relationships with youth. Objectives To clearly present the Gospel to every child and youth that participates in our programs, allowing them to genuinely respond to the message of salvation as the Holy Spirit leads. To provide ongoing teaching and discipleship to children and youth that have accepted Christ and desire to follow His leading in their lives. To demonstrate Christs love to children and youth through the use of life-giving words and acts of character that exemplify His character. To conduct all aspects of our ministry as an act of worship to Christ, modeling to children and youth that all they do is for His honor and glory. To provide leadership training and personal development opportunities for youth that will lead to future opportunities within the organization and beyond. To provide a safe inclusive environment that promotes respect and acceptance for all. To help children and youth know their identity in Christ and to understand their worth as His created beings, leading them to greater joy, thankfulness and increased self-esteem. To teach children and youth recreational, vocational and life skills that lead to a healthy lifestyle and prepares them for future opportunities, choices and challenges. To create a fun, enjoyable and exciting atmosphere for children and youth through the use of games and activities that are agespecic and relevant. To avail ourselves to consistent, long-term relationships with a high percentage of child and youth that become involved in our ministry, with the intent of promoting long term involvement, ongoing benets and long-term success.
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Specic Behavioral Concerns
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Homesickness Stats: - 90% of campers will experience it at some point - 20% will experience a serious level of distress over it - 7% will have a severe disturbance in their camp experience - more common amongst young kids, but equal in boys and girls Why? - new, unfamiliar settings - rst time away from home - family is going through something (sickness, divorce, abuse) - campers is on a drug holiday - lack of social supports Signs/Symptoms: - a camper who frequently cries, especially at bed times - tells others they miss mom or home - is withdrawn, aloof and/or alone a lot - a camper does not sleep or eat well Dealing with it: - distract attention - write letters home - give more attention - help them meet new friends - get them involved in various activities - do not tell them they can call home - relate personal experiences of being homesick - be careful! Homesickness is contagious. One camper leads to two, and eventually the whole cabin. Deal with it quickly.
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Policies
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Staff Policies The following are some guidelines which you should be aware of in order to make camp the best possible experience for all concerned. Please read them carefully. Monday and Saturday Procedures Our campers arrival to and departure from camp are a vital part of each session. A campers rst impressions will set the tone for the rest of their week with us. Therefore it is very important that you try to build and maintain a good rapport from the moment they arrive, until the time that they depart. Please check the Monday/ Saturday schedule regularly to see if you are scheduled for additional duties (ex: luggage, welcome crew, registration, etc). If not providing bus supervision, staff are expected to remain at camp until clean up is completed and all the necessary preparations for the next session are done. All staff are expected to be ready to work at 10:45 am on Monday morning. Staff riding the bus from The Scott Mission should be ready to work at 10:45 am as well. Staff with special responsibilities may be required to arrive early. All camp staff must wear the current years SMC clothing and name tags on Monday and Saturdays as to be quickly identied by campers and their parents. Hospitality Standard We only have one chance to make a rst impression. Parents trust the care of their children to us. They need to be assured that those individuals watching their children will be caring, involved, and responsible. Things to Do: Be Welcominggreet arriving campers and their parents with a smile and a handshake. Provide Directionthe registration process may be overwhelming, especially for rst time campers and parents. It is your job to help guide parents and campers through the registration process. Help with Bagshelp carry the campers bags to the loading area for them. Ensure that each bag has a luggage tag. Watch for Lonerswatch for campers that are alone or apprehensive about coming to camp. Talk to them and introduce them to other campers that are their age. Sit with them on the bus. Promote Unityon the rst day of camp, send a message through your words and actions that all campers are loved and accepted at SMC. Meet Basic Needson the rst night of camp, make sure all your campers have all the basic necessities like a sleeping bag, pillow, soap, toothbrush, and toothpaste, bathing suit, and towel. Clean-Upfor those starting the session at camp, it will be your duty to prepare the camp for the arrival of the campers. Please ensure all cabins are spotless and all garbage is picked up around the property.
Donts: 1. Yell 2. Roll Eyes 3. Point Finger 4. Kiss Teeth 5. Sigh 6. Talk Down 7. Look at other staff 8. Intimidate 9. Be too controlling 10. Invade personal space 11. Physically punish - grab, hit, etc. 12. Respond emotionally Why do we Overreact: 1. Burnout - get your rest! 2. Overworked - take your time off daily 3. Personalize situation - dont let your own emotions get control 4. Lack of structure - we dont know the routines/rules 5. Control 6. Power 7. Pride 8. Environment 9. Busy day 10. Personal baggage - talk to a head counsellor or director if you need prayer/guidance
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Preventative Discipline
Things Not to Do: Dont show up late on the rst day of camp. Dont forget your staff t-shirt and name tag. Dont assume campers and parents know everything already! They will need your help. Dont run to 7/11 or Burger King when you are supposed to be working! Personal Presentation Clothes and attire need to be clean, appropriate for camp, and safety conscious for camp activities. Clothing should not be revealing in any way. Female staff must not show midriff at any time. Male staff must never be shirtless expect at the swimming pool or boys area. All staff and campers must wear closed toes shoes when playing evening wide games, biking, and while on the climbing wall and high ropes course. Staff are encouraged to wear ip ops in public showers and at the pool to reduce the risk of the spread of communicable diseases. Staff are encouraged to wear hats during hot days to protect from heat exhaustion. Personal Property Any private property you have brought to camp is your responsibility and we assume no responsibility for any lost or stolen items. Wallets and keys can be stored in the camp safe in the main ofce during camp sessions. Personal Business All personal business needs to be taken care of during time off, not during camp work hours. Staff members need to schedule phone calls and visits to colleges/universities, future employers, and/or medical and dental appointments during time off only. Laundry There are laundry facilities located in the basement of the lodge. These facilities may be used during time off slots only. You must provide your own laundry soap. Please do not leave clothes in the washer or dryer for an extended length of time. Please be respectful of other peoples clothes and property. Please keep the laundry room clean, including emptying lint containers after each use. Landline Phones The ofce telephone is primarily for business use. There is a telephone for personal use located in the Lodge. All personal calls must be made on regular time off slots. Calls should be as brief as possible to allow for maximum use. Calling cards are required for long distance calls. Cell Phones Cell phones must be turned off and must not be used by staff while on duty. This includes using cell phones for time checks. Staff may use their cell phone on designated time off (ie: hour off, half day, and between sessions) but only in the absence of campers. Cell phones may be stored in the camp ofce.
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The key is to be proactive and prevent behavioral issues from developing by attempting to meet the core needs of a camper, as listed previously. Here are some specic techniques to utilize when preventing behaviour before it happens: 1.dene limits by posting rules in your cabin 2. have clear expectations and clarify expectations if necessary 3. establish daily routines 4. be consistent - never make empty threats, always follow through 5. be watchful and patient 6. have high expectations at the beginning, and be more lenient near the end of the week 7. reward correct behaviour - praise should be done immediately after a successful event 8. make sure your discussions/activities are age-appropriate 9. use signals or cues to stop the initial onset of behaviour like shaking your head, raising an eyebrow, etc. 10. the use of humour or other distractions can help in shifting an unhappy situation or release tensions in a room 11. restructure activities if individuals are encountering failure 12. be a good role model yourself Reactive Discipline When a misbehaviour presents itself, it is important to try to nd the underlying issue that is causing the behaviour and deal with that issue. This way the behaviour will unlikely resurface at another time. In many situations however, this is not that simple. Here is some advice on how to react to misbehavior. Dos:
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1. Self Talk - talk it out yourself, using language like be calm, this is not about you, etc. 2. Breathe - a physical way to calm yourself, cool off if necessary 3. Think vs. Feel - dont get your own emotions involved, think before you act, be objective over subjective 4. Choices for Consequences - empowers the camper and gives them a say in their behavioral issue 5. Teach Problem Solving - ask questions like, what could you have done differently in this situation? 6. Good Cop, Bad Cop - have one counselor take on the lighter approach and the other a more rm tone in dealing with behavioral issues 7. Positive Body Language - give undivided attention with appropriate eye contact, physical stance, etc. 8. Be Calm and Relaxed 9. Individualize - dont treat every camper the same way 10. Listen - sometimes we need to talk less and listen more
Policies
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Computers The computers in the lodge may be used by staff for e-mail accounts during time off hours only. Please limit your time so others may use this service. Surng to websites that contain inappropriate content such as sexually explicit sites, violent, or racist sites is strictly prohibited. The Scott Mission Camp reserves the right to withdraw Internet privileges from any employee who contradicts this policy. Due to the nature of camp ministry, the internet may be temperamental and we cannot guarantee access at all times of staff recreation. The password for the computer is camp2012. Ofce The main ofce is to be used only by supervisory and leadership staff. No one should have access to the computer in the ofce except with the registrars permission. Campers are not permitted in this room without the permission of a director. Behaviour Drugs and Alcohol: The Scott Mission has a "No drinking, No smoking, No drugs" policy in effect for whenever a staff member is on duty. This includes hours off, as well as half-days. Offenders of either the drinking, drugs, and/or smoking policies will face strict consequences and possible dismissal. Staff are not permitted to be in possession of cigarettes, drugs or alcohol while on camp property. Pranks Cruel and inappropriate jokes and pranks are not allowed at camp. Personal property should never be altered, destroyed or hidden for any reason. Please run all pranks by the camp director for approval. No activity or game should be conducted if there is a possibility of personal injury or damage to camp property. Water guns are not to be used by staff or campers. There are two reasons for this. 1.) The use of water guns can promote gun violence which is a real issue some of our campers have to deal with in their communities. 2.) Water gun related activities often lead to on-going pranks that cause staff to be distracted from their duties. Water activities that don't involve guns are encouraged amongst willing participants during scheduled program times such as AGT or Cabin Activity. Program Areas and Equipment The Scott Mission Camp program equipment is available for staff to use during their time off and only when it is not being used for program related purposes. However, because this equipment is a costly investment, we require that it is treated properly. The use of this equipment is a privilege and not a right, which means that we can restrict its usage at any time. Equipment users must follow camp guidelines, even when camp is not in session (i.e. lifeguard must always be present at the pond, helmets must be worn for biking, etc.). Canoeing should not be done at night at any time.
Maslows Hierarchy Another way of looking at childrens needs is to consider Maslows Hierarchy of needs. He states that if we meet the needs at the base, the bottom level of the pyramid, then and only then can we meet the needs of the next level. The top level is the highest, deepest level of a camper understanding their purpose on earth from a spiritual perspective. in order to reach this level, it is theorized that we must rst meet the four basic needs below:
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Purpose
Self-Actualization - Spiritual Needs (why do I exist?)
Performance
Esteem - Identity Needs (who am I?) Belonging - Love Needs (to whom do I belong?) Security - Safety Needs (who can I trust?)
Perspective
Protect
Provide
Physiological - Survival Needs (food, water, shelter) (am I safe?)
Roots of Misbehaviour There are countless contributors to misbehaviour, but here is a list of some top reasons why kids misbehave.
Biological ADHD Learning Disability Hearing Impairment Visual Impairment Mental Health Disorders Hungry Tired
Pyschological Fear / Anxiety Self-Esteem Issues Attention Seeking Grief Frustrated Sad/Depressed Angry
Social/ Cultural Rivalries Racism Ageism Lack of Equality Community Ideologies Sexism Peers
Situational Weather Rules/ Routines Crowding Noise Colours Smells Space Alone
Spiritual Demonic Past Manipulation Christian Abuse Religious Experimentation Anger at God
Sick Embarrassed Preventative Discipline
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Intellectual - campers have a desire and need to be challenged intellectually. They need to feel that their minds have been stretched. As well, they need to feel as if they have achieved something in their time at camp. A feeling of satisfaction for creating things or success at doing something well is a strong desire for each person at camp. This gives them positive experiences and a purpose at camp. Notice especially the show offs, quitters, and those looking bored. The rst are usually the biggest and most knowledgeable and act up because they feel inferior inside. The latter start something and then often quit, and desperately need encouragement to keep on in the tasks they have been given. Some tips for caring for the intellectual needs of campers include: stretching their minds with thought provoking and age appropriate cabin discussions and questions giving them a chance to succeed in something like a morning activity, evening game, cabin task, etc. age appropriate conversations are key (an older camper treated like a child will likely cause some problems) giving positive recognition for tasks accomplished encourages a sense of self-ability and self-worth encouraging passion and energy (and doing so yourself) in all activities and games encourage campers to try new thing (especially if bored) give leadership opportunities for every camper
Music And Media The principle underlying the use of music, videos, video games and other media which are allowed at camp is on the basis of their being conducive to maximum personal spiritual development, promotion of the best spiritual atmosphere throughout the camp season, and the development of Christ-centered relationships. It is our purpose and commitment to provide and teach campers with the best environment in which to grow spiritually and in all other areas of life. We will encourage all media which contributes to this end and discourage or not permit those media which are contrary or distract from this. To ensure that staff can give full attention to their responsibilities, earphones should not be used at anytime while on duty. This includes at night while in bed to ensure the emergency alarm can be heard as well as any camper activity in the cabin. ! Spiritually / Relationally Positive ! Spiritually Neutral / Neg - non-Christian music - PG 13 + - E10 +, T, M, AO, RP
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Music! - worship music ! ! ! ! - Christian music of all genres ! - instrumental Movies ! - G rated (possible PG) ! ! ! - stories / themes that inspire ! - approved by leadership Video am- rated E ! ! ! Games! - games that involve multiple ! players that encourage teamwork
NEEDS
Emotional
If met:
Condence, optimism, protection, security Supported, Needed Feeling wanted and cared for Achievements, contentment, status signicance
If not met:
Discouraged, pessimistic unloved Awkward, Isolated Feeling uneasy, insecure Frustrations, low selfesteem, boredom
Needs Decient Person:

Attentionseeker, attentionavoider Loner, Bully, Homesick Rebellious, Power Control Bored
All staff are required to show sensitivity to these guidelines. It is possible that music and media of all kinds can be used to connect with campers on many levels. However, the Scott Mission Camp has chosen to draw clear boundaries to ensure that campers will only be exposed to music and media that encourages spiritual heath. Staff are asked to hold each other accountable to these guidelines. Staff who fail to follow these guidelines will possibly hinder the spiritual growth of our campers and will be reprimanded for these actions. Lodge Etiquette Staff may use the main room of the lodge during their time off to rest, use the internet, or the phone. The underground may be used as well. The kitchen is free to all staff during non-camper use. All garbage must be removed, food cleaned up, and the area kept tidy. Dishes, if used, must be cleaned and put away. It is important to remember that people live in the lodge and do not want to have to clean up your mess. At the same time, people that live in the lodge need to remember that people use the lodge to rest on their time off. Please keep in mind that we may restrict the use of the lodge if the guidelines are not followed. Only staff who live in the lodge may use it for sleeping accommodations. Thus, staff must only sleep in their assigned sleeping areas, even on weekends off. There is to be no sleeping in the bunker or underground.
Social Behavioral Intellectual
Policies
Maslows Hierarchy Contentment Fear, anxiety Physical Safety, Non-Sleeper, Another way of looking at childrens needs is to consider Maslows Non-Eater Hierarchy of needs. He states that if we meet the needs at the base, bottom level on the pyramid, then, and only then can God-Hater we meet the Spiritual God-encounters Frustrated needs on the next level. The top level is the highest, deepest level of
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Health Care Issues All medications, including prescriptions, must be checked-in with the camp HCC. Staff are encouraged to maintain good health by drinking lots of water, wearing sun block, and getting adequate sleep throughout the summer. If at any point you feel too ill to carry out your responsibilities, please speak to your supervisor immediately. Nut Free Knowing the increasing frequency of campers with allergens to nuts, we are a nut free zone. There is to be no peanuts, walnuts, tree nuts, or any other form of nuts on camp property at any time, including in staff designated areas. Use of Food Food should not be used as a part of skits or games if it will be wasted. There are two reason for this. 1.) We want to be good stewards of the resources that have been made available to us through our donors. 2.) We want to be sensitive to the fact that many of our campers come from homes were food is limited due to lack of nancial resources. Outright wasting food in front of campers and staff can send a mixed message about what the Scott Mission stands for. Vehicles Personal Vehicles: Staff vehicles must only be parked in specied areas. Cars are prohibited anywhere else on property (ex: driving your luggage to your cabin area). Staff vehicles are not to be used to transport camp equipment or campers. If car owners would like to transport other staff for hours off or days off, this is up to them. However, staff members are not to transport other staff members in the back of a pick-up truck. Staff Vehicles: Camp vehicles are restricted from use by any staff member whose name does not appear on The Scott Mission insurance. In order to be eligible to drive a camp vehicle, potential drivers must: Have a valid G drivers license Have a minimum of 3 yrs. driving experience Must complete a drivers information form and provide a photocopy of the front and back of your driver license Have a driver back check completed Obtain nal permission from the director after a driver record is complete and your name is listed on the camp insurance Gator: The use of the camp Gator is restricted to directors, program team, maintenance staff, and the HCC. Users must watch the John Deer operating safety video before using the Gator. Gator users must have a valid class G or G2 drivers license. The use of the gator is a privilege and not a right. Inappropriate use of the gator will result in driving prohibitions. The use of the gator has a schedule for specic staff use, from the maintenance team to program team, but this may be interrupted by the HCC or directors for emergency use at any time.
Social - all campers have social needs that can only be met by positive peer interaction. There is a general feeling in each person that others should approve of your conduct and efforts. A counselor being a friend to a camper is sometimes not enough to meet this need. Although we cannot force friendships at camp, we must counter all attacks to positive social interaction including bullying and those on the fringe, isolated themselves from the rest of the group (loners). Some tips for caring for the social needs of campers include: allow for opportunities for friendships to be made Physical - there are certain physical needs, that if not met, can lead to behavioral issues and other concerns. These include safety, nutritional, sleep and other such needs. Some tips for caring for the physical needs of campers include: ensure your campers and eating a well-balanced meal on a consistent basis ensure your campers are getting enough sleep and rest each day watch out for all safety needs of your campers Behavioral - campers need someone to turn to in times of trouble, but do not need another friend, they need a stand in parental role model in their time at camp. There are three behavioral styles to discuss: a) Permissive - When a camper has a permissive counsellor, who doesnt follow through with pre-described behavioral guidelines, they will tend to feel uncared for and the behavioral need will not be satised. As such, campers will often become the parent of the cabin and attempt to walk all over the counselor in charge. b) Authoritarian - a counselor who is authoritarian is known to have a hard hand. They stick to their pre-described rules to the tee and often make a camper feel like they have little to no freedom. This behavioral style can often lead to ca camper rebelling against the counselor out of a desire to escape the excessive controlling forces. c) Authoritative - this is a counsellor who knows when to be strict and when to be a little lenient. At the beginning of the week, they will often be quite rm, and then ease up slightly by the end of the week. They will often give options for consequences and listen to the concerns of their campers. This style has the most success with our campers as they know they are loved and cared for, as well as given certain freedoms. Some tips for caring for the behavioral needs of campers include: tell your campers early the camp routines and schedules and rules for the week dont be surprised if campers test you in areas, remain strong, but listen to their interests as well in every behavioral issue, attach the behaviour and not the person
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Childrens Needs
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Needs are different from interests or wants, and are required for the individual to develop in a healthy manner. There are several needs that are common to children at all ages or stages of development. Certain responses are required from counsellors if these needs are to be met.
Time-off and Curfew Curfew: Counsellors are expected to remain in the cabin areas with campers after evening program. Once the campers are asleep, staff snack will be available in the Head Counsellors Cabin. Staff must be awake, alert, and responsive to camper needs and other responsibilities throughout each day. All staff must be in their sleeping areas by 12 AM/ 12:30 AM on SGT. Staff which feel led to pray after curfew, should highly consider getting a good nights sleep and instead rising a little early in the morning to pray. Unpaid Leave: Depending on the circumstances, staff may be allowed to take unpaid leave for the wedding of a friend, close relative, or another event of major importance such as a family reunion, anniversary, or funeral. Leave must be requested at the time of application in order that arrangements may be made for someone to assume the absentees responsibilities. Daily Time-Off: Time off during the day is granted in the amount of one hour daily. Staff should strive to take full advantage of this opportunity for rest in order to maintain health and composure. Weekly Time-Off: All staff receive one "half-day" off per week. For counseling staff this is from 3:00 pm to 7:45 pm. Non-counseling staff "half-days" will be scheduled at the discretion of various supervisors. It is important that all staff ensure that all duties are complete and all campers are properly cared for before leaving for their time-off. Please also ensure you have made arrangements to be back in time to resume your duties. This will be strictly enforced. Leaving the Camp: All staff must sign out at the camp ofce when leaving the camp property for any reason. Upon return, staff must sign-in at the ofce before resuming responsibilities. Between Sessions: Staff are more than welcome to stay at camp between sessions. Food will be left in the front fridge in the barn, but we can not guarantee there will be enough each week to feed everyone who stays on the weekend., so please plan accordingly. Please do not use the barn facilities, kitchen equipment, or kitchen area for cooking. The lodge kitchen will be made available for you. Please make sure you clean-up after yourself. This includes doing your dishes. We have several neighbors (and camp-staff who live on property year round) who are gracious enough to allow for noise during our camp sessions. We ask that you be considerate and refrain from playing loud music and participating in "noisy" activities in the evening. Remember to adhere to sleeping designations during this time as well. Staff under the age of 18 must have signed permission from their parent to stay at camp between sessions. The Camp Director must be aware of visitors coming to camp, even in between sessions. Remember to adhere to sleeping designations during this time as well (ex: boys in boys area and girls in girls area, etc.).
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Physical Intellectual Spiritual Behavioural Emotional Social
Emotional - all campers have a desire to be unconditionally loved and a desire to belong. They also want to be wanted, afrmed, or accepted by others leading to a sense of comfort, security, and positive self-esteem. We want to make sure that all campers feel accepted into the camp community. Look out for all forms of homesickness as a warning that some of these needs may not be met appropriately. Some tips for caring for the emotional needs of campers include:
be excessively welcoming on the rst day, so campers feel accepted and release fears in a new environment (the rst three hours is make it or break it time for a camper in building security memorize camper names on the rst day attentively listen to your campers and keep all things condential, except in areas where there is a disclosure encourage, encourage, encourage! be enthusiastic and motivating take time for a good personal conversation with every camper in your cabin Spiritual - each of us has a strong inner compulsion to have our spiritual needs met, this is why we offer strong spiritual components to our daily activities at camp. Some tips for caring for the spiritual needs of campers include: challenging cabin devotions with time for Q&A encouraging the kids during worship times maximizing down times like during free time in the park, rest hour, walking to activities, free swim, and bedtimes to have spiritual conversations with each camper
Policies
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Supervision Supervisory and Leadership staff will be present during all time off periods, including hour off, SGT, and town hall to supervise the hills, including regular visits to each cabin. Visitors Staff may have visitors during their regular time off slots. Due to our practice of questioning any unfamiliar person on camp property, please inform the Director or Assistant Director of any anticipated guests. All visitors must sign-in and check-out at the camp ofce. For any visitors who wish to stay beyond the regular time off slots, arrangements must be made in advance with the Director or Assistant Director. All visitors are expected to participate in the camp program and adhere to camp guidelines. Hosts are fully responsible for their guests in communicating expectations to them. Former staff who visit camp property should call before arriving. They are reminded that visiting with current staff should be done on regular time off slots and not during program time. Visiting former staff are expected to adhere to all camp policies and participate in camp program. Reporters: No staff or campers are to make statements to the media unless approved by the Camp Director. Please direct any press that may arrive to the Director by saying, I am not the ofcial spokesperson, please speak with the Camp Director. Staff Get Togethers SGTs are designed to offer the opportunity for fellowship, relaxation and promoting relationships among all staff. For this reason, staff are to stay in the barn or request special permission from the senior staff on duty to go elsewhere. Please keep in mind that SGT is for the building up of all staff and therefore personal time with particular friends would best be arranged during time off slots. SGT begins after the campers are asleep and is meant to be kept secret. Curfew for SGT nights is extended to 1:00 am and staff are expected to be in their areas by that time. Head Counsellors will assign staff to remain in the cabin areas for supervision on a rotating basis. SGTs are Tuesday (worship) and Friday (games) evenings.
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Emergency Procedures
Town Hall Meetings In sessions 2 and 5, the entire SMC community, minus coverage on the hills, will come together for a meeting. These meetings may include devotions, prayer, announcements, training and updates. All staff will also have the opportunity to share testimonies about how God has been at work in their lives or their campers. Staff are encouraged to bring issues and topics they feel need to be discussed at these meeting to the attention of the Director at least 2 days before the meeting. Maintenance Issues Please inform a Head Counsellor or Director of any issues of building maintenance. A maintenance request form, found in the main ofce, will be lled out for every task that needs to be completed. Only approach camp maintenance staff directly for a maintenance issue in case of an emergency. It is important that all maintenance concerns are reported to ensure that all potential hazards are identied and dealt with promptly.
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Serious Threat of Personal Injury In the event where there is a serious camper misbehaviour issue on camp property where there is a threat of danger to self or others, a code black will be issued and the location of the incident. The gender of the person involved will also be mentioned. The head counsellor and assistant director of that gender will immediately run to the scene to assist in behaviour management. Contact via radios is essential to determine the logical plan of action, including if necessary, sending for a van for a pick up, or calling the authorities if required. Serious Accident or Death 1. The nearest and/or most qualied staff person will immediately begin to perform rst aid on the victim. 2. The senior staff person at the scene will: a. Designate someone to: i. notify the HCC and bring the HCC to the scene ii. notify the Camp Director b. Designate someone to call 911 and wait at the driveway to direct emergency services to the scene c. Direct the campers and other unnecessary staff away from the scene 3. The HCC and Camp Director will direct medical care until emergency services arrive. 4. The Camp Director will designate a staff person to travel with the victim and emergency services personnel to the hospital to inform the Camp Director of the victims status by telephone (campers should never leave the property without a staff member present). 5. The Camp Director will immediately inform the victims next of kin of the facts with respect to the accident or death. 6. The Camp Director will phone the Executive Director of The Scott Mission as soon as possible to report the facts in respect to the accident or death. 7. The Camp Director will telephone the O.C.A. President within 24 hours to report the facts with respect to the accident or death. 8. Statements to the media or others will only be made by the Camp Director and /or designates from The Scott Mission. 9. All staff involved with the incident will submit written reports to the Camp Director with 48 hours. The reports will include the name(s) of the person(s) injured or deceased; the date, time and location of the incident and detailed chronological account of the events leading up to the victims injury. 10. The Camp Director, to establish cause, possible negligence and future precautions will co-ordinate a full review of the incident.
Payroll and Paychecks Your pay will be directly deposited into the bank account of your choice every other week. The rst scheduled pay day is Friday, July 13th, 2012. You will relieve your pay stub through your email account via payworks. T4s will be sent out to you directly in February 2013. Performance Reviews As a part of the Scott Mission Camps commitment to the personal growth and development of all staff members, we engage in on-going conversations regarding the fulllment of personal and job expectations. A formal performance review will be scheduled for all staff during sessions 2 and 5. The purpose of the performance review is to help staff grow and move towards their God-given potential. The desired result of the performance review process is that each person will be built up, will be able to celebrate achievements, and set future targets for growth. The reviews will be documented on the standardized performance review form. You and your supervisor will be involved in free discussion about your performance before anything nal is on paper. You will be given a copy of your performance review. A second copy will placed in your le as a record of your progress. Sexuality and Nudity Staff must use extreme discretion when it comes to issues of sexuality. Premarital sexual relations are not permitted while on staff. Inappropriate activities such as "skinny dipping," "mooning," or nudity of any form will not be tolerated. The Scott Mission has a no crossdressing principle that should be adhered to in all situationseven skits. Inter Staff Relations The Scott Mission Camp strongly discourages the development of romantic relationships between staff members while on staff. While we encourage you to build close and lasting relationships with other camp staff, this becomes a problem when staff become so involved with specic people that it becomes exclusive and begins to form into cliques. This behaviour is not acceptable and highly discouraged as it causes staff to be distracted from caring from their campers. We request that you be sensitive to the needs of all camp staff so that you are not excluding anyone. Counsellors may never seek an intimate or romantic relationship with a camper. Environment Please respect the land where the camp is situated. Never cut down live trees or vegetation. Never harm wildlife. SMC recycles! Please recycle all cans, bottles, cardboard, and organics. We want to work hard to ensure the camp property is a clean, pristine environment for our campers to enjoy. Staff should encourage campers to use the garbage bins located around the property. Any program activity that results in a mess of any kind must be cleaned up immediately. Biohazard (blood, fecal matter, etc.) waste should be disposed of in appropriately labeled containers found in the HCC station or pool area or tied in double plastic bags and thrown into the dumpster.
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CODE BLACK
Policies
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Spiritual Health Staff members are encouraged to maintain a strong relationship with Jesus Christ while at the Scott Mission Camp. Prayer, worship, and Bible study should be a part of your daily routine at camp. Prayerwe strongly encourage staff to have daily prayer times with their cabins and individually. Nighttime devotions are an excellent time to ask for prayer requests within a cabin and spend time bringing these requests before God. Knowing the high pace, sometimes high stress environment of the Scott Mission Camp, staff should ensure they are daily releasing their burdens through prayer into His hands. It will aid in being healthy and whole as we minister to the campers at camp. At the beginning of the summer, prayer partners will be established. We encourage all staff to meet with their prayer partners weekly to have a time of fellowship and prayer together. Every Tuesday evening, there will be a worship SGT. Each of these nights will have a time of focused prayer as an SMC community. We strongly encourage staff to meet together and pray during these times. It helps develop unity and cause increased effectiveness in our work to the campers. The Ministry Co-ordinator will also put together additional times for prayer teams Feel free to talk to her about joining a group and committing some time to intercede for our campers and staff at SMC. Only through focused prayer will we see great transformation happen at camp. "For where two or three come together in My Name, there am I with them." Matthew 18:20 Worshipevery morning, the whole SMC community, staff and campers get together before Bible Lesson for a time of worship through song. We encourage staff to use this time to focus on the God-given mission for them at the Scott Mission Camp and be free in worship. Knowing that staff must still keep an eye on their campers, this can be tough, but as we are free in worship, it sets our day on the right track and shows the campers what genuine worship looks like. Every Tuesday evening, the worship SGT will feature a period of time devoted to worship through music. We encourage staff to use this time to relax in His presence, give Him our fears and concerns, and feel His rejuvenating strength ll us up. "Let the word of Christ dwell in you richly as you teach and admonish one another with all wisdom, and as you sing psalms, hymns, and spiritual songs with gratitude in your hearts to God." Colossians 3:16 Bible Studyevery other day, all staff will have the opportunity to go to staff devotions. This is a time to dive into the Word, glean some key principles, and the application, and then focus on prayer and accountability. As a part of your employment, we require all staff to attend these times on the designated days. Knowing our direction comes directly from the Word of God, we must ll ourselves with a study in Scripture. We also highly encourage staff to spend time each day reading the Word. This can be done at any time in the day, but before bed in the cabin, on rest hour during the day, or early in the morning before the campers awake have been the best times for most staff. He will give you direction as you spend time in His Word.
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Group 3: Divers Lifeguards or very competent swimmers will begin searching by diving in the deep water. They will form a line at the north end of the pond and dive in synchronization as directed by the head lifeguard (see diagram): three strokes forward dive deep and do three breast strokes, feeling and looking at the bottom come up with hand over the head to ensure you dont hit a canoe count off as a team (for safety reasons) do three back strokes and rest when the all clear is given, continue the sequence again until the all clear has been given Group 4: Canoes Three canoes will aid the divers as land markers to judge the progress and as platforms to hang on to and rest (see diagram). Each canoe will be lled with 2 staff. One will be paddling and the other will be searching for the victim. Be careful not to go ahead of the swimmers as you could hit them as they resurface. If someone is found, the staff member will yell to alert lifeguards, those with emergency rst aid, and the HCC If the emergency services personnel are involved, all or parts of the above procedures may be changed to allow for a more thorough search of the pond, at the discretion of the Camp Director and the authorities present.
Physical Health Staff members are encouraged to maintain a strong healthy body through: adequate sleep - by following curfew each night, and taking additional rest during time off slots if necessary good eating habits - eating consistently a well balanced meal preventing illness - through proper hand washing and hand sanitization, covering coughs and sneezes monitoring your health - if you notice yourself coming down with an illness or injury, please speak to your head counsellor and the health care co-ordinator sun protection - through sunblock, wearing a hat in warm sunny days, visiting shaded areas, turning on fans, and drinking frequently pacing yourself - dont run so hard at the beginning that you burnout that you have no energy for the last few weeks Emotional Health Guard your emotional health by speaking to head counsellors, health care co-ordinator or directors if you are feeling stretched and may need some advice. Take on the counsel of others and dont suffer alone silently. Staff Training The week before camp begins, all staff are required to attend a week of staff training called pre-camp. During this week, all staff will go through several sessions dealing with the main topics in this book: an introduction to The Scott Mission, camp policies, emergency procedures, and counseling issues. PurposeTo train up SMC staff and build unity and strength as a team. Objectives: We will strive to help build and strengthen our relationship with Jesus Christ through teaching, small groups, and devotion times. We will help to foster a sense of excitement and enthusiasm about the ministry of SMC. We work together to building a healthy, fun-loving, supportive, and nurturing camp community through sharing, laughing, and team building. We will focus out attention on our campers, realizing that without campers, SMC has no reason to exist. We will learn about important expectations set for us as staff, allowing us to function in a healthy and safe manner under normal circumstance and emergency situations. All staff are expected to participate in ALL pre-camp sessions.
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Policies
Plan to Protect
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Overview Children and youth are a precious gift from God. They are not only the church of the future, they are a valued part of the church today. Jesus reminds us that in order to enter into the kingdom of heaven we must have the faith of a little child. (Matthew 18:2-4) However, children and teens are also vulnerable. Sadly, because of their lacking strength, awareness and knowledge, they are often taken advantage of and worse, victims of abuse. Therefore, it is imperative as a camp that we are proactive in protecting them and in providing safe environments so that the intimacy in the relationship between child/teen and God remains secure. We must, as well, protect our staff, all of whom work closely with children and youth. If we are not careful, it is very easy to become naive and complacent about the real risks that exist while working in a position of trust. It is imperative that we educate ourselves about false allegations of child abuse so that we have a greater understanding of the possible situations that can arise and protect ourselves accordingly. Staff need the security of knowing that they are working in a setting where processes, policies and procedures are in place to minimize any possibility of a false accusation. No charge is easier to make against an innocent person and more difcult to disprove. The word of a child, whether mistaken, coached, or the result of a deliberate lie, is all that it takes to ruin lives. The Plan to Protect Policy establishes the criteria for the provision of a safe environment for everyone at camp. Education, understanding and compliance can ensure a bright future for both staff and campers alike. Understanding Child Abuse There are news reports of alleged child abuse reported through the media on a regular basis. Sometime the jargon associated with abuse is complex and legal in nature. It is critical for us to have a clear understanding of abuse, to be familiar with the denitions used when referring to it. Child abuse refers to an act committed by a parent, caregiver or person in a position of trust which is not accidental and which harms or threatens to harm a childs physical or mental health, or a childs welfare. (Faith Trust Institute, 2006) Abuse is categorized as being physical, sexual, emotional, neglect, harassment, improper touching and improper discipline.
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Lost / Missing CamperPond Search If a camper is missing and all previous searches have not located the camper, and/or there is reason to believe the camper may be in the pond, the Camp Director or Assistant Directors may decide to proceed as follows: 1. The main re alarm will be activated to gather all campers and staff at the tennis courts. A head count will be made to determine exactly who is present. The Director and Assistant Directors will quietly inform all staff that this is a "code blue", meaning an underwater search of the pond is to begin immediately. Each staff person will know his or her responsibility during such an emergency. 2. Staff responsibilities during such an event: a. Staff assigned to participate in the underwater search will proceed to the pond when told of the underwater search by the Director or Assistant Director. These staff are: - Head Lifeguard - co-ordinates the event - All Kitchen Staff - All Maintenance Staff - HCC - 10 of the 20 main camp counsellors (designated by the Director -lifeguards chosen rst and those able to navigate a canoe next) -Camp Director and Assistant Directors b. The registrar will stay in the ofce to answer calls and direct emergency personnel Underwater Pond Search Procedure: Group 1: Waders If there are indications of where the missing camper is located, lifeguards will proceed to search that area immediately. Otherwise the shallow area will be searched rst. At least eight staff will link arms and walk through the shallow water on the east side of the pond (closest to the house). They will start at the north end near the big rock and proceed to the south end past the dock (see diagram). Staff will search with their eyes and feet. If anyone believes they have found the victim they will call for assistance. Staff will continue going from the north to the south and turning back to the north until the search is called off. Group 2: Walkers At least two groups of two staff will start to search the shallow water of the rest of the pond by walking on the land around the pond (see diagram). Two staff will start at the rock and head counter-clockwise. Two staff will start at the dock and head clockwise. They will continue walking around the pond, passing the other group, until the search is called off.
Types of Abuse Physical - The iniction of physical pain, discomfort, injury, physical activity such as hitting, shoving, pushing, pulling hair, burning, or physical restraints. Emotional - The serious mistreatment of another persons feelings or emotional needs. Sexual - The physical or psychological abuse or harm that involves sexual behavior and/or language. Neglect The deprivation of adequate food, clothing, shelter, medical care, or supervision. The following are more specic denitions of abuse which fall under the above categories: Harassment - Repeated subtle or overt action, particularly by a person in a position of trust which causes the recipient to feel attacked, demeaned, intimidated or manipulated. Improper Touching - Touching which creates feelings of violation, confusion, isolation. It may include kissing a child, coaxing a child to give a kiss, extended hugging or tickling, touching a child in any area that would be covered by a swimsuit, carrying older children or having them sit on an adults lap. Improper Discipline - Improper discipline involves inappropriate and harmful attempts to control a child. It includes yelling or screaming at children, threatening them or physically hurting them. By contrast, proper discipline involves establishing clear boundaries of acceptable behaviour and maintaining such behavioural expectations with rm and kind expressions of authority. Zero Tolerance The Scott Mission Camp has a zero tolerance policy in regards to acts of abuse towards staff and campers. If a staff person of the Scott Mission Camp is found to be a perpetrator of any form of abuse, they will be dismissed immediately. No person shall commit the above listed acts of abuse for any reason.
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CODE BLUE
Policies
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Our Responsibility We believe it is the responsibility of the organization to provide a safe environment for children and youth who are in attendance at the camps facilities or who participate in camp sanctioned activities and programs wherever they may be carried out. We recognize that we are a reection of Gods love to those in our care and we take our responsibility seriously. Micah 6:8 presents this challenge, He has shown all you people what is good. And what does the Lord require of you? To act justly and to love mercy and to walk humbly with your God. (TNIV) Micah suggests that the Lord requires three things of us: -To act justly we must work for justice, seeking to promote the truth and speak out on behalf of the vulnerable. - To love mercy compassion needs to be the bedrock of all our work. - To walk humbly with our God every area of our lives need to be marked by humility The Bible outlines our spiritual responsibility to children and youth: If anyone causes one of these little ones those who believe in me to stumble, it would be better for them if a large millstone were hung around their neck and they were drowned in the depths of the sea. (Matthew 18:6 TNIV) People were bringing little children to Jesus for him to place his hands on them, but the disciples rebuked them. When Jesus saw this, he was indignant. He said to them, Let the little children come to me, and do not hinder them, for the kingdom of God belongs to such as these. Truly I tell you, anyone who will not receive the kingdom of God like a little child will never enter it. And he took the children in his arms, placed his hands on them and blessed them. (Mark 10:13-16 TNIV)
Team E: Off-Property (Black) Using a camp vehicle, search the roads that form the camp boundaries. a. driving west on The Grange, check custodians house and beyond to Huronatario b. then travel east on The Grange to Heart Lake Road c. then travel north on Heart Lake beyond NE corner of camp property d. then travel south on Heart Lake to Old Base Line Road
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Scott Mission Camp

The Grange Side Road Team E: - using a vehicle, search the roads and boundaries of camp property: - drive west on the Grange - drive east on the Grange - drive north on Heart Lake - drive South on Heart Lake Old Base Line
Heart Lake Road
Kennedy Road
Avoid every kind of evil. (1 Thessalonians 5:22 NIV)
But among you there must not be even a hint of sexual immorality because these are improper for Gods holy people. (Ephesians 5:3 NIV) Finally, brothers, whatever is true, whatever is noble, whatever is right, whatever is pure, whatever is lovely, whatever is admirable--if anything is excellent or praiseworthy--think about such things. (Philippians 4:8 NIV) For we are taking pains to do what is right, not only in the eyes of the Lord but also in the eyes of others. (2 Corinthians 8:21 TNIV)
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Team D: East (Purple) START at the back entrance of the house Chapelsearch inside, beneath, surrounding r trees Parking Lotsearch under cars, in cars, and around parking lot Lodgesearch all rooms of interior, all staff cabins interiors Pine Forestsearch sports eld, entire pine forest, including extreme southeast corner of the property, where the initiatives site is Cross Hillsearch hilltop and surrounding area Back 40proceed along east edge of property to northeast corner END at the out-trip site
The Civil and Legal Responsibility of SMC We recognize that providing a safe place for children and youth is also a legal requirement. We have a legal responsibility to ensure that a plan for protecting children and youth is in place and is diligently followed. Our legal responsibility includes being accountable for the actions of our employees and volunteers, that as a camp we will be held vicariously liable for their actions. This Plan to Protect policy and the guidelines contained within it, are to help us in fullling our legal responsibilities to provide as safe and nurturing environment as possible for children and youth. Screening and Training Process Before working at Scott Mission Camp, all staff must complete a strict security clearance process to ensure the safety of our campers and other staff. This process is in place to ensure that candidates have the necessary skills and experience required to do the job. It also assists in preventing those individuals who pose a danger to young persons from being in positions of trust over them at camp. All staff must complete each of the following steps to be eligible for employment: Step 1 - Complete Employment Application This form must be completely lled out and signed. Incomplete and unsigned applications will be returned for completion. You will not be considered for employment until the application is submitted. Step 2 - Submit 3 References New and returning staff must arrange to have a minimum of 3 completed and signed reference forms sent to the Scott Mission. Your references must be people you have interacted with in the last year and cannot be family members or Scott Mission Camp staff. The person that completes the forms must mail them. Step 3 - Interview All new staff will have an interview with two or more Scott Mission staff. Candidates will have to answer questions related to work and camp experience, education, ministry involvement, and personal testimony. Returning staff may be required to complete an interview at the discretion of the camp director. Step 4 Offer of Employment Once your application and reference forms are received and your interview is complete, a decision will be made about your employment at Scott Mission Camp. If hired, you will receive an offer of employment. The offer of employment is a document that outlines employment dates, rate of pay, Scott Mission goals and objectives and Christian code of conduct expectations. All staff must read and sign this document. Step 5 - Complete Police Records Check All staff must complete a Police Record Background Check before working with children at SMC. The Police Check must be an original document (no photocopies) and must be dated within the current camp season year. Details about how to complete a Police Check will mailed with your offer of employment. Once you have submitted, The Scott Mission is unable to provide you with a copy.
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Policies
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Step 6 - Read Staff Handbook Upon offer of employment, all staff will receive a copy of the Summer Staff Policies and Procedures Handbook. All staff are required to read the handbook prior to their arrival at camp for Staff Training Week. Step 7 - Attend Staff Training Week All new and returning staff are required to attend our Staff Training Week. At the end of the staff training week, staff will have to successfully demonstrate, in written form, that they have the knowledge and expertise required to full their responsibilities. Step 8 Provide Proof of Training All staff are required to have current Emergency First Aid and CPR C training. In addition to the First Aid and CPR requirements, all lifeguards must have a current Bronze Cross or NLS certication. During staff training week, staff must produce documentation of this training that can be photocopied and led. Step 9 - Sign Summer Staff Agreement At the end of staff training week, all staff are required to read and sign a declaration, stating they have received the training necessary to full their duties. By signing the staff agreement, staff will also declare they understand the expectations set for them in the area of personal conduct , health and safety. Staff who fail to complete all of these steps will be ineligible for employment at Scott Mission Camp. Preventing False Allegations - Guidelines There are sensible ways for staff to continue to show warmth to children while still protecting their own integrity:
Team C: Central East (Orange) START at the back entrance of the house Playgroundsearch jungle gym, general playground area, including gazebo and baseball diamond Craft Cabin/Pavilion/Washroomscheck in and around all buildings Small Cabins / Yurtsearch inside buildings, beneath cabins Staff Quarters / Meadows & Sumacs again, in and around buildings Boys Cabin Areasearch inside buildings, beneath cabins, general area East Back 40follow path along east side of hardwoods Out-trip Areasearch boys site END at the out-trip site
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1.
Make a point of interacting with your campers in open places where others can see. 2. ! If the child needs to have a private conversation with you, ! remove yourself the necessary distance from campers, but within ! sight of other staff. 3. Be extremely wary of any physical touch with campers. Never touch areas that are normally covered by swimming suits. When hugging is appropriate, consider these safety precautions: a.) campers should initiate hugs, not staff b.)side hugs are encouraged, rather than hugs from the front c.) cross gender front hugs should be avoided to the best of your ability. 4. Avoid rough activities like play ghting and wrestling that may cause bruising or other injury. These types of injuries may be interpreted by parents as abuse. 5. If a child is hurting or feeling ill, refer them to the Healthcare Coordinator for support and assistance. Do not ask them to remove clothing for an examination. If an extensive examination is necessary, it will be left to the health professionals 6. Never let a camper see you undressing or showering, this is to be done in private. 7. Touching or moving a child while they are sleeping is not allowed. If you must wake a camper, you must use sounds, shouting or a
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9.
10.
11. 12.
ashlight. If this does not work, ask another staff person to be present if you must wake up a child using your hands. Be cautious about any conversations with children that involve sex, especially young campers. It is understood that children ask honest questions about sexuality and teenagers might seek advice. Listening with respect for the child is appropriate. Joking with kids in ways that encourage promiscuity or the acceptance of sexually explicit material is dangerous for you and the children and is not acceptable. Do not use corporal punishment in any form spanking, slapping, hitting, etc. The physical handling of a camper must never be used to get a camper to comply with your requests. This includes pulling campers out of bed in the morning, forcing a camper into a building for an activity, etc. As a staff member, it is your responsibility to ensure each camper receives the level of care normally provided by a parent or guardian. Staff must never withhold food as a form of punishment. Adequate clothing must be made available to campers at all times. Never force a child to sleep outside. If a camper requires medical attention, speak to your Head Counsellor and arrangements will be made to see the HCC as soon as possible. We have a low staff to camper ratio to ensure that campers received adequate supervision at all times. Always be conscious of these ratios to ensure adequate supervision. Never yell at or verbally degrade a camper for any reason. Staff must never take out personal frustration on a camper. Staff must remove themselves from situations that may cause them to become angry, resulting in a loss of control of their emotions. In all things, respect the integrity of the child. Allow the child to back away from your well-intentioned interest if they wish. Use your common sense and good judgment to guide you in protecting the personal space of the children in your care.
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Restraints Campers are to be restrained only in extreme circumstances, once staff have mad unsuccessful attempts to control the situation through verbal communication: Causing excessive harm to others Causing excessive harm to self Causing excessive damage to camp property Only Head Counsellors or Directors should do restraining. If restraining a camper must be done, it must be carried out by a person of the same gender. All restraints must be documented. Permission from the Director/ Assistant Directors must be given for anyone doing restraints. We discourage all play ghting, wrestling, horseplay, or physical handling of campers in any way.
Team B: Central West (Yellow) START at the back entrance of the house HCCs Stationcheck HCCs station, loft, and house Pool Areasearch deck, pool shed, pool surface and bottom Biking Shedcheck in and around the shed Barnsearch all rooms of interior and surrounding area, including all basement rooms and kitchen areas Campre hillcheck woodshed, surrounding area including trees Climbing Wallcheck behind the wall as well as around that area Hardwood Forestenter south side of forest and proceed north END at the out-trip site, checking the girls camp site
Policies
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Staff Space Campers must stay out of areas that have been designated for staff only. This includes counsellor bedrooms in cabins, head counsellor cabins, staff accommodations that are outside of the cabin areas and the top of the Lodge. Counselors must sleep in cabin staff rooms and never in the camper sleeping area. Out-Trip Staff and Campers/Foundations must sleep in designated, separate individual teepees. Males and females are to sleep in their designated areas. Counselors are to sleep in the teepees that are designated for staff. Foundations and campers are to sleep in the teepees that are designated for campers. Curfew is extended to midnight on out-trip nights. Never Alone For the safety of both staff and campers, it is our policy that no staff should ever be alone with a child. Always have either one other staff or another camper with you at all times. If a camper is leaving the group by themselves, always have 2 staff following the child. Abuse to Staff No one has any right to abuse you (physically, emotionally, sexually). Do not play the hero in a behavioral problem situation. Remove yourself from the situation as soon as possible. Your safety is a priority. Remember camp staff cannot inict physical punishment (it is illegal), so dont do it. Report such abuse(s) to the Director/Assistant Directors immediately and they will insure appropriate consequences for the camper involved. Camper and Staff Ratios Staff should continually be aware of the number of campers around them. During a regular camp day, the camper to staff ratio should be 4:1. During time off, the ratio may change to approximately 6:1 depending on the number of staff off.
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Camper-Staff Relationships The Scott Mission recognizes that it is dangerous and unwise for staff members to be involved in an intimate and/or romantic relationship with the people we serve, in and outside the work context. The policy of The Scott Mission is that all staff must avoid such relationships. Campers in this category would include main camp campers, youth campers, and foundations campers. Failing to do so will result in immediate dismissal and no future association with The Scott Mission. Spiritual Boundaries On the rare occasion you suspect a serious spiritual issue such as a demonic spiritual issue, please get the head counsellor and a director to assist in the situation. Search Teams: Team A: West (Blue) START at the back entrance to the house Pondsearch pond perimeter and surface, also outhouses and sheds Maintenance Shedcheck in and around main building and sheds Girls Cabin Areasearch inside buildings, beneath cabins, general area High Ropes Coursetake a look around the course, thoroughly Hardwood Forestfollow main path, search forest on either side END at the out-trip site
Lost / Missing CamperLand Search
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Should all preventative measures fail resulting in a situation where a camper is missing, proceed as follows: Counsellor Responsibilities 1. Make a quick search of the immediate area - ask staff and campers in the area if they have seen the camper or know where the camper is. 2. If the camper is not found, notify the appropriate Head Counsellor or senior staff person immediately. Program and Senior Staff Responsibilities 1. A "code green" will be issued. 2. The Head Counsellor/senior staff person will designate Program Staff to check (a) the pool (b) the pond area (c) the HCCs station (d) the appropriate cabin area. The Head Counsellor will search all the likely immediate areas frequented by the camper. If the Assistant Directors and Director are not aware of the situation, they will be informed immediately. All staff will be advised of the situation. 2. If the missing camper has yet to be found, a head count will be performed in all sections of camp to determine the exact number of campers missing. At the discretion of the Assistant Director or Director, the main re alarm may be activated in order to gather all campers and staff at the tennis courts to perform a head count and arrange staff into search teams. 3. If search teams are deemed necessary by the Assistant Directors or Director, the teams will meet at the pool side of the camp house. The ve search teams will search their specic search pattern (see descriptions below and maps on the next pages). Teams will maintain contact using radios. 4. While searching, keep calling out the campers name, encouraging them to make themselves known. 5. Within members of the same team, call out staff members names frequently to make sure a camper search doesnt become a counsellor search 6. If the search teams nd nothing: a. the Camp Director will inform the missing campers parents/ guardians of the situation. b. the Camp Director will notify the Executive Director (of their designate) of The Scott Mission c. the Camp Director will notify the police and ask for assistance. 7. Statements to the media or others will only be made by the Camp Director or designates of The Scott Mission.
Post-Camp Ministry At The Scott Mission, we envision a camp ministry that is committed to the follow-up of its camper. Considering we will have over 560 children attend the Scott Mission Camp this summer, this may seem like an overwhelming task. Thats where you come in. We need your help! Below are some ideas of positive ways you can keep in touch with your campers throughout the year, from September through June. So, as you interact with campers session after session, think about how you can impact lives, not just during their time at camp, but throughout the year. The Three Ps of Post-Camp Ministry Plan - within the policies and suggestions outlined, we will work with parents and other staff to intentionally interact with campers towards fullling the missions and objectives of camp during the off-season. Purpose - to continue to meet the spiritual, physical, intellectual, and emotional needs of our campers, on an equal or greater level than our efforts during the camp season; providing further growth and development. Professionalism - we will be mindful that we were paid employees of SMC and the relationship we have with campers began while in a position of trust. We will strive to safeguard the reputation and future of The Scott Mission in everything we do. General Policies Parental Permission - interact with campers under 18 only after obtaining informed consent of the campers and their parent. Two Staff - if a camper is under the age of 16, a second staff person must be present. Former staff in good standing can be the second staff. Never Alone - there must be a party of three or more people in all interactions. As a minimum this must be 2 staff and 1 camper. If the camper is over 16, there can be 2 or more campers and only one staff. Your Home - Campers must never enter your home. This is your private space and having campers enter this space is not permitted. Campers Home - you are permitted to enter the home of a camper if two or more staff are present and a parent is present at all times during the visit. Staff must stay together and stay in common areas of the home. Due to the absence of a parent, babysitting is not permitted. Staff Vehicles - staff may not transport campers in their personal vehicles due to legal, safety, and insurance issues. Communication - if a camper informs you of something that happened at camp that we may have been previously unaware (ie: bullying, ghting, etc.), please communicate this information to year-round camp staff immediately. Past Campers - campers under 18 that no longer attend camp are still considered campers, therefore post-camp policies still apply to interactions with them.
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CODE GREEN
Policies
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Exceptions Pre-Established Peer Relationships - the post camp policies will not apply to you and your interactions with individual campers if you have a pre-established relationship with a camper around your age. Examples of this include: you attended camp or high school together, or you grew up as friends in the same neighborhood, or you are in the same extended family. Please inform a Director if this applies to you. Over 18 - if a camper is over 18 and out of program for one full year we encourage you to be mindful of post-camp policies when interacting with them, however it is not mandatory that you follow the post-camp policies with campers over 18, if 1) you yourself are 18 years of age or older 2) they have been out of program for one full year (ie: an 18 year olds last year of camp is 2009 and they are not attending in 2010, meaning policy change applies in Sept 2010. Church Ministry staff that are formally serving under the supervision of a church youth ministry can discuss their desire to work with campers in ministry outside of the post-camp policies with the camp director. If the camp director determines these interactions are feasible, a system of accountability and communication will be set-up in writing to ensure safe interactions. Boundaries What Are They? - Boundaries are the moral and sometimes legal protective limits that help dene any relationship. Boundaries help us to balance safety issues and ministry opportunities. What is the Standard for Us? - As a camp staff we have high standards of professional and ethical behaviour required by The Scott Mission, parents and campers. We dont simply respond to the kids as they come, but we intentionally shape our words, programs and interactions in a planned, professional manner. Why Are Boundaries Important? - Unlike during camp, a supervisor does not monitor our actions during the off-season. No one is looking over your shoulder to ensure we are acting appropriately. A good understanding of boundaries is a critical rst step towards safe interactions with campers while unsupervised. Am I Respecting Them? - Be alert to cues from campers and parents about how comfortable they are in your interactions and respect individual needs for personal space. Staff have gone too far when campers are made to feel more vulnerable than the power imbalance in the staff-camper relationship already implies. When Have I Gone to Far? - The most commonplace violations occur when staff person puts their own agenda or ego above the needs of campers. The planned, meaningful relationship you had with a camper becomes self-serving.
Run Away Camper Procedure 1. If a camper expresses a desire to runaway from camp, have the appropriate Head Counsellor informed immediately. Encourage the camper to stay on camp property. Reassure the camper and try to work through the campers problems together. If necessary, give the camper some time and space to calm down and think. If the camper follows through with the threat and runs off camp property (before the Head Counsellor arrives), follow the camper with another staff member, maintaining visual contact and a relatively close position until the Head Counsellor arrives. There must be a minimum of two staff following a runaway camper at all times. 2. If there is a conrmed runaway camper situation and the campers whereabouts is unknown, have someone inform a Head Counsellor, Assistant Director, and Director immediately. The Head Counsellor will make a general search of the campgrounds and check the campers cabin. If the camper is not there the Head Counsellor will focus the search effort on the camp perimeter, including the Grange Sideroad. 3. Once the Head Counsellor is involved, the Assistant Director and Director will be notied immediately. The Head Counsellor will maintain contact with the Directors by radios. The campers description will be noted for future reference. 4. The Head Counsellor will maintain visual contact at all times and will remain close enough to the camper to intervene whenever necessary (i.e. passing car, camper on private property etc.). At the discretion of the Head Counsellor, in daylight, the Head Counsellor may observe the camper from a short distance. However, in poor light conditions, the Head Counsellor will stay within twenty feet of the runaway camper. The camper should never be given an opportunity to become lost or to escape the attention of the Head Counsellor. 5. If the Head Counsellor is unable to persuade the camper to return to camp property and the camper has moved beyond the custodians house on the Grange Sideroad or beyond the intersection of the Grange Sideroad/Heart Lake Road and he/she appears determined to continue, a camp vehicle will be sent to assist the Head Counsellor. This is done in co-ordination with the Assistant Directors and Director. 6. Runaway campers are never permitted to enter a non-camp vehicle, nor a non-camp building. The Head Counsellor will make every effort to prevent this from occurring. 7. If the runaway camper is unwilling to return to the camp (after considerable time and/or distance), The Camp Director may direct the Head Counsellor to use whatever means necessary (ie. physical restraint) to return the camper to SMC. Should this situation arise, additional supervisory staff and a camp vehicle will be present to assist. The parents/guardians of the runaway camper will be informed of the incident regardless of its outcome. The runaway camper may be sent home at the discretion of the Camp Directors.
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Pond Area Emergencies
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If a camper or staff person falls out of a boat: 1. The closest lifeguard at the pond will blow a long whistle and immediately dive into the water to support the victim(s). 2. The long whistle will alert the other lifeguard on pond duty, as well as other lifeguards on camp property of the situation. 3. The rescue lifeguard will assist victim(s) to the shore. 4. The other on duty lifeguard will alert the canoeing instructor as to the situation and will watch the remaining campers and staff at the pond. 5. The canoe instructor will tell campers to paddle to the nearest shore and stay in their canoes while he/she paddles to the victims to aid in rescues. If the person in the water cannot safely enter the boat, he/she will be instructed to hang on to the side of the "rescue boat," which will go directly to shore. 6. Once the victims are safe, the canoeing instructor will, if necessary, complete a "canoe over canoe" rescue and return the canoe to the shore. 7. The canoeing instructor and lifeguards present will complete a written report at the end of the activity. If the situation worsens: 1. The other on duty lifeguard will assign a designate to call for emergency services if required. 2. The designate will also inform the Camp Director and HCC immediately of the situation. 3. All campers and unnecessary staff will be directed to leave the pond area. 4. The Camp Director and HCC will direct all medical care until emergency services arrive. 5. The canoeing instructor and lifeguards present will complete a written report (done in conjunction with the HCCs report). 6. If the seriously injured person was a camper, the Camp Director will inform the campers parents/guardians. Statements to the media or others will only be made by the Camp Director. Remember, there is NO swimming in the pond whatsoever, except in a Code Blue situation.
Internet and Social Networking Social networking sites such as Facebook can be an excellent communication tool, if used appropriately. Staff are reminded that these sites can be somewhat public in nature, and that messages and postings could be misconstrued. It is important to maintain and protect both your privacy and that of your co-workers and clients, so that you do not leave yourself open to allegations of inappropriate conduct. Under no circumstances is Scott Mission's name or logo to be used in any form of communication, including these sites, without prior authorization. Improper use of these sites may place you or the Scott Mission in a compromising position. Not only will it impact your employment, it may also leave you open to criminal prosecution, particularly where communicating with youth clients. Be careful of what you write, who you write to, and what information you have posted on your prole. Please follow these guidelines when using such sites: Adding Friends - think twice about who you add as a friend. Dont initiate friendship requests with campers, but you may accept friend requests that campers initiate. Review your Prole- if you are staying in touch with clients or coworkers and believe that someone might be offended by anything on your prole, then edit your prole and the contents of your site. This includes personal photos, language used in messages, a description of your interests, status updates, and text that may appear randomly in applications. Personal Information - make sure your prole settings do not include any personal information, such as your phone numbers, address, and personal e-mail. Staying Public - the safest way to communicate with clients is in a public place like your Wall. Sending private messages is less transparent, and may lead parents of our youth clients to question the intentions or content of your communication. Adding Photos - do not add photos of any co-workers or clients to photo albums and groups that can be viewed by others and do not tag photos with names. Any and all use of these sites by our Staff to communicate with each other or with clients must be professional, legal and appropriate at all times. Any breach of this requirement will result in disciplinary action, up to and including termination of employment for cause. Know the Risks False Allegations at anytime a camper could make an allegation against you. Following the policies puts safeguards in place to help protect your personal integrity should you this situation arise. Future Employment your actions during the off-season are considered when making hiring discussions in future years. Violations against the post camp policies will greatly reduce your chances of be re-hired. Legal Problems disregarding the post camp policies could lead to legal problems. Legal issues are expensive and time consuming and best avoided at all costs.
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Policies
Follow-Up Ideas and Suggestions
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PrayerDid you know that if you pray for one camper everyday, you would pray for 300 campers between summers? Letter Writing and EmailWhen you are attempting to write to a number of campers at the same time, make a list of things to write about. Send birthday or Christmas cards. Staff are not permitted to share camp pictures of any campers through these contacts. It is a good idea to save a copy of all these conversations for safety sake. Phone CallsWhen making phone calls, identify clearly who you are and once permission is given by the campers parents for the conversations to begin, do not be afraid to talk with the parents. Building relationships with them is just as important as talking with campers. Get-TogetherMeeting up with campers during the year is not always an option. If you do live in the Toronto area, here are a few ideas: Attend the camper reunions held in Toronto and at SMC. Volunteer to help run the after school programs offered by The Scott Mission in the Lawrence Heights community. Many campers attend these programs on a weekly basis. Kids that attend this program enjoy seeing camp staff throughout the school year. You can volunteer to help out regularly throughout the year or you can drop by occasionally if you live outside the Toronto area. Invite a few campers to go to church with you. Be sure to go with another staff member. With another counsellor, take a camper out for a snack, meal, or to an event that interests them. The Fruit Why do we do post-camp ministry? What are the benets for staff and campers?
Swimming Pool Emergencies Minor Emergency A minor emergency is usually considered to be one that can be dealt with by the nearest lifeguard. The procedure in general terms is: 1. Lifeguard signals two short whistles to adjacent lifeguards that there is an emergency. They signal a minor by an arm held straight out horizontally and then signal any other predetermined auditory/visual signal as to the nature of the injury. 2. Adjacent lifeguards cover the zone being left vacant and go into "guard alert" (utter boards on their heads) until the "off duty" guard covers the vacancy. 3. Rescue Lifeguard involved administers minor rst aid, or depending upon the nature of the problem, will refer the victim and a counsellor to the HCCs station. 4. Lifeguard involved must complete a written incident report before returning to duty, even if referred to the HCC. Major Emergency A major emergency requires the involvement of more than one lifeguard; usually all of them. In general terms the procedure is as follows: 1. The lifeguard identifying the problem signals to the other lifeguards by two short whistles that there is an emergency. They signal a major by an arm waving in a circular pattern over their head and then signal any other predetermined auditory/visual signal as to the nature of the injury. 2. The remaining guards blow one long whistle to clear the pool and remove all the campers away from the area. Counsellors will count their campers and dismiss them from the pool area as directed by the Head Lifeguard to the Head Counsellors. 3. The rescue Lifeguard initiates primary procedures to remove the victim from harm and commences rst aid. 4. The Head Lifeguard will direct the other guards to: a. call 911 if requiredresponsibility of "off duty" guard b. obtain necessary emergency equipment (i.e. spinal board) c. direct campers away from the scene 5. A staff person will be designated to inform the Camp Director and HCC immediately. 6. The lifeguard in the rescue procedure will complete a written report with the assistance of the other lifeguards involved, and then return to duty. 7. If the victim is a camper, the Camp Director will inform the campers parents/guardians of the incident. The Camp Director alone will make statements to the media.
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Relationships it takes time for relationships to grow and often a week at camp is not enough. Mentoring relationships established at camp can continue throughout the school year as well. Spiritual Growth help campers move to the next level, whatever that may be by helping them attend a church, youth events in the city, etc. Discipleship - we are all called to be disciples and make disciples (the Great Commission). If a camper is saved, it is important to help them to understand this decision and grow. Resources counseling, support, tutoring, help to get groceries, etc. Fun beyond the spiritual, physical, and emotional needs of our campers post-camp, we also want to attempt to meet social needs, by hanging out with our campers in fun activities as well. Community a feeling of being part of something bigger. This builds self-esteem and gives hope, especially to campers in tough situations.
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Power Outages Every year camp loses power due to storms and system overloads. It is important that we are prepared to handle these situations when they occur. Short Term (1-4 hours) When the power goes out, please remain calm. Continue program as directed by the Program Team. All bathrooms will be locked when power is not available. Staff and campers that must use washrooms will be asked to "hold-it" until the power returns. If "holding-it" is not possible, people will be asked to go to the washroom in a forested area, away from paths and buildings. Long Term (5 48 hours) Program - The Program Team will adapt camp program and the daily schedule during a power outage. Campre will end early to ensure campers and staff have enough daylight to get settled in their cabins safely. Potable Toilets and Sinks - After 4 hours, portable toilets and sinks will be rented. These will be placed in the playground area, Boys area and Girls area. Survival Bins - Power Outage Survival Bins are stored in the Ofce and both Head Counsellor Cabins. Each bin contains lanterns, large ashlights and extra batteries. Lanterns should be hung in each cabin to help campers to get ready for bed. Head Counsellors and counsellors should use the ashlights to help campers to move around the camp property safely. These bins are only to be used during power outages. All lanterns and ashlights should be return to the bin when the power returns. Supplies - Water: 10 large jugs of water are stored in the barn basement all summer long. These will be used for drinking water only in an emergency situation. Kitchen - The head cook will order enough paper plates and cups to ensure we can accommodate meals for up to 48 hours without a dishwasher. Generators There is one large and two small generators on the camp property that will be used as needed. Camp Evacuations In the event of widespread camp illness, severe weather, lack of power for a signicant period (48 hours), or other emergency circumstances, the Director/Assistant Directors may opt to do a camp evacuation. In such an event: Head counsellors will assist the registrar, program staff, and Directors in calling parents to inform them of the current situation Arrangements will be made for the busses to come early to pick up the campers All staff and campers will be transported to 502 Spadina and instructed not to return to camp unless otherwise informed by a supervisory camp staff member
Disclosure Reporting Procedures According to the Child and Family Services Act, any person with a reasonable suspicion of child abuse has a legal responsibility to immediately report the matter to child protection authorities or the police. Reporting must be done orally by telephone or in person within twenty-four hours of observing signs of abuse or receiving a report of abuse. 1) Disclosures A disclosure is when a camper tells you a story that suggests abuse in the form of an emotional, physical, or sexual nature or neglect. If this occurs, then: 1.! 2.! 3. ! 4. ! 5.! 6.! Believe in the child and acknowledge their desire to tell you something personal about their life. Listen openly and calmly and afrm their trust in you. Reassure the child. Tell them you wont tell anyone without letting them know rst (do not promise to keep things secret). Let them tell the story in their own words and do not ask suggestive questions. Report immediately to the Assistant Director of Campers. You will be given coverage and time to write a report and call the appropriate child protection agency.
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There is a legal requirement to report allegations of abuse and/or neglect. Once a disclosure has been made, the organization is required to report within a short period of time. Again, report this information to the Director/Assistant Directors as soon as possible.
A)
Physical abuse indicators: Unexplained bruises and welts Unexplained burns Unexplained fractures Unexplained lacerations or abrasions B) Sexual abuse indicators: Pain during urination Wetting of the bed at a consistent time each night Tremendous eating or sleep disturbances C) Emotional abuse indicators: Speech disorders Sleep disorders 2) Abuse within the Organization It is the responsibility of all staff to report any abuse they may observe or become aware of within the organization. Please speak to a Director immediately about any abuse you may observe or become aware of. If it comes to the attention of camp management that a staff person has failed to report abuse, serious consequences will result.
Policies
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Camper Policies Condentiality The HCC or Head Counsellor may share medical or behavioral information about a camper. This information is for your benet and for you only. Do not share it with any other staff or campers. Background information on campers will be given on a need-to-know basis only. If a camper shares information with you which he or she would like kept a secret or is about an issue sensitive to that camper, keep it a secret. But if it is information regarding abuse in the home or criminal activity, let the Camp Director or Assistant Directors know immediately so the appropriate measures can be taken. Swearing Strongly discourage foul language at camp. If a camper swears after hurting him or herself (i.e. stubs a toe, etc.) do not be too concerned, but if every other word in the campers vocabulary is foul, tell him or her to stop. Stealing Theft of anothers property (campers or staffs) is a serious offense and should be treated as such. At camp it cannot be treated lightly. If a small item is stolen, deal with it quietly and discreetly, but if it is an item of greater value, let your Head Counsellor know. They will report it to the Director/Assistant Directors and necessary measures will be taking, including in some situations a call to the police. Do not accuse a camper of stealing unless you are sure and you have proof. Any such matter should be dealt with quietly. There is no need for all the campers to know about the situation. Illegal Substances / Restricted Weapons If you have any suspicion or knowledge of campers possessing drugs or weapons, contact the Head Counsellor immediately. If you see any such things, conscate them immediately and turn them into the Head Counsellor. Do not play police ofcer and start your own investigation - go to your Head Counsellor. The police will be notied of such situations. Grafti Grafti, which sometimes appears in cabins, on bunks, table tops, and bathroom walls will not be tolerated at SMC. It is an eyesore and its presence sends an unwanted messagethat SMC takes little pride in its appearance and cannot control its campers. All staff must help control grafti. As soon as grafti is spotted, the offender must remove it. Your Head Counsellor should be notied so a maintenance request can be submitted to ensure the grafti is completely removed. Camper Phone Calls Campers are not permitted to make phone calls. If a camper is homesick, encourage them to write a letter. The Scott Mission Camp provides stamps and envelopes for campers.
Environmental Storms In the event of inclement weather (i.e. rain), all regular outdoor camp programs will be suspended by the Program Co-ordinator. All campers and supervising staff will move to indoor/sheltered locations and begin implementing a rainy day program as directed by the Program Co-ordinator. If the weather becomes severe, placing campers and staff at risk, the Program Co-ordinator and Directors will announce a "code yellow" and direct all campers and staff to proceed to the following camp areas (if they are not there already): 1. Basement of the Camp Lodge - ideally, the youngest campers (Knox, Croft, Anderson, Carmichael, Sheiling, and Geddes cabins) and their counsellors will stay here. The Program Co-ordinator and Head Lifeguard will take a head count. The Program Co-ordinator will then report to the Directors when all campers and staff are present. 2. Basement of the Camp Barn - ideally, the oldest campers (Eyrie, Rutherford, Livingston, Slessor, Nissan, and Milligan cabins) and their counsellors, and Foundations Program will stay here. The Crafts Coordinator and Audio-Visual Program Assistant will take a head count. The Crafts Co-ordinator will then report to the Directors when all campers and staff are present. If campers and counsellors are in their cabin areas during severe weather, they may be directed by the Head Counsellors to proceed to the cabin area washrooms to seek shelter. If staff and campers are in a remote area during severe weather, the staff will use their discretion in nding shelter. Communication between areas will be maintained by radios. All head counts must be conrmed against the session camper lists located in the camp ofce. All staff and campers will stay in these emergency shelter locations until the all clear is signaled by the Camp Director or their designate. Any buildings or structures that appear to have suffered damage caused by the weather will not be used until all safety concerns are addressed. Statements to the media or other will only be made by the Camp Director.
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CODE YELLOW
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All staff and campers will be immediately directed to the nearest located lockable building. These include: boys cabins girls cabins HCCs station bottom and back of barn camp house lodge (various rooms - kitchen, bathrooms, underground) chapel, including back program ofce loft small staff cabins craft cabin (not craft pavilion) sumacs and meadows The Directors will call the necessary authorities It is encouraged to have the lights out in each location and have staff and campers away from windows and doors. The head counsellors and program staff will do head counts to ensure no one is missing from the groups Everyone will remain behind locked doors until the all clear has been given by the Directors In the event where there is a wild animal, such as a bear or wild dog, on camp property, a "code orange animal" will be issued over the radios. In such an event: All staff and campers will be immediately directed to the nearest indoor location. The Directors will call the necessary authorities It is encouraged to have campers stay away from windows and doors, especially windows that are easily broken, such as mesh coverings on windows without glass The head counsellors and program staff will do head counts to ensure no one is missing from the groups Everyone will remain inside until the all clear has been given by the Directors
Bullying We want the Scott Mission Camp to be a safe place. Therefore, we must be aware of bullying and be prepared to deal with it effectively. Bullying occurs when a person or a group of persons deliberately and repeatedly hurts or frightens somebody less powerful than himself or herself for no reason. This may be done in various ways: by hurtful teasing, namecalling, physically hitting or threatening, or by continually and unfairly excluding someone. It is not considered to be bullying if people of equal strength or power have an odd quarrel or ght. Bullying can be: - Verbal: Including threats, name calling, snickering, laughter, humiliation, spreading rumours, abuse, teasing, making embarrassing comments - Physical: Including hitting, tripping, pushing, kicking, punching - Emotional: Including ignoring, isolating, rejecting, excluding, stalking, cruel mimicry, teasing, body gestures, threatening stares, hiding or damaging other peoples property If a camper reports bullying or you witness bullying incidents yourself, you must: 1) listen and acknowledge the seriousness of the report, no matter how trivial it may at rst appear. 2) if you witness an incident you must intervene to stop the bullying. 3) You must discuss the incident with your Head Counsellor as soon as possible. At this point, it will be determined whether further action is required to deal with the situation. Camper Dress If a camper is wearing an article of clothing with obscene or indiscriminate statements on it, tell them to nd something else to wear at camp. Try to have children dress appropriately for the weather. Bathing suits are not to be worn in the dining hall unless covered by other clothing. Shoes are to be worn at all times. Closed toed shoes must be worn for biking, evening games, the high ropes course, and the climbing wall. Camper Hygiene Encourage campers to change their clothes daily. Remember that two staff members should always be present when a camper or group of campers are changing. If campers do not have enough clothing, (i.e. underwear, socks, or a towel) go to your Head Counsellor and they will try to get the campers the necessary clothing. Also, if a camper needs a comb, toothbrush, etc. the Head Counsellor will have some. Be discreet about giving a camper new clothing, combs, etc. because if the word gets out, many campers may ask for some. Soiled clothing or sheets should be dropped off in front of the Head Counsellors cabin so they can be cleaned and returned. If a camper really makes a mess of themselves, see to it that he or she takes a shower.
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CODE ORANGE
Policies
Camper Code of Conduct
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The following is a copy of the camper code of conduct that is given out to every camper in their application materials. Parents sign-off to say that have read and understood the items in this list and they have explained them to their child as well. Campers must be willing to listen to and follow the instructions of camp staff at all times. Campers must be respectful of other children at all times. Campers may not wear clothing with inappropriate or offensive language or pictures. Camp staff reserve the right to ask campers to change their clothing that is overly revealing. In regards to matters of swimwear, all girls must wear one piece bathing suits or a t-shirt over a two piece bathing suit. Boys must wear modest, loose-tting shorts; no speedos. Boys must wear shirts at all times, except at the pool area. Campers are not permitted to leave camp property without a counsellor at any time. Campers must not enter cabins that are not their own without an invitation. Campers are expected to follow all safety rules and emergency routines. Campers should not use other campers or counsellors belongings without permission. Campers should not bring articles seen as unnecessary by the Camp Director, including matches, lighters, cell phones, video games, money, etc. These and other like items will be collected and returned to parents at the end of the camp session. Campers must be willing to participate in all areas of camp program and cooperate with camp staff and other campers. This will ensure a positive and enjoyable camping experience by all. Campers must be under the direct supervision of camp staff at all times.
Medical Emergencies Minor Injury No injury of any degree is to be taken lightly. Minor cuts and scrapes should be cleaned, disinfected and bandaged by the highest qualied staff member at the scene. First Aid Kits are available all over camp property. Refer to the map at the back of this book to see a map with designated rst aid kit locations. Please speak with the HCC if you notice these supplies get low. All minor injuries of greater concern than small cuts or scrapes requiring only one band-aid need to be reported on a medical incident report (found at the pool, HCC station, and mailbox in the top of the barn). This will ensure the HCC gets a chance to check on every medical incident at camp.
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CODE WHITE
Major Injury In case of major injuries: Have the most qualied staff member at the scene manage the victim (s) and handle the situation. Do not do any First Aid procedures that you are not trained to do - do not exceed your training. Have the supervisory staff, along with the HCC notied immediately of a code white by radio and the location of the incident. A counsellor should be sent to nd someone with a radio to inform these staff. The directors and HCC will run to the site. If EMS is required, the registrar will be radioed to make the phone call and will stay by the phone until the incident is completely taken care of. If EMS is being called, the Director or Assistant Directors will designate a counsellor or head counsellor to go to the main entrance of the camp to direct the emergency personnel to the location of the injured person. The First Aid Responder, HCC, and Directors will stay with the victim(s) until the situation is resolved. The Directors will get in contact with the parents if deemed necessary. The program team may be asked to run special programs at this time to keep campers away from the vicinity of the victim(s). A counsellor may be asked to travel to the hospital with the camper and a support staff person All injuries and treatments will be documented on a medical incident report at the end of the situation. For staff: Let your Head Counsellor know of any major injuries for workers compensation. Wall Climbing/High Ropes Emergencies In the event of a wall climbing/high ropes emergency, a counsellor will immediately be sent to inform the Directors and HCC of the situation by radio. The trained rescuer (who should be on site during each element) will immediately begin the rescue while the Directors and HCC make their way to the site. Camp Lockdowns In the event where there is a suspicious individual on camp property, a "code orange" will be issued over the radios. In such an event:
Foundations Policies
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Counter Counsellor Head Counsellor Foundations Counsellors Program Co-ordinator Registrar Head Cook Camp Custodian ADC ADS Director

Counts Cabin Campers Cabin Groups and Staff Foundations Campers Program Team Visitors, Staff Off Property Kitchen Staff Team Maintenance Team HC, HCC, FC, PC Registrar, Kitchen, Guests Custodian, ADC, ADS
# 7-9 6 cabins, 12 staff 42-54 campers 6 each gender 3 Assistants Various 4 staff 2 staff 5 staff Various 3 staff
Reports To Head Counsellor ADC ADC ADC ADS ADS Director Director Director
Purpose The purpose of the foundations program is to allow older campers of Scott Mission Camp, who are seeking God, a chance to grow in their relationship with Him, as well as practice their leadership/servant skills. Foundations level 1 is a two week program for older campers who have not experienced such a program before. There are two groups with 6 males and 6 females in each group. Group A meets in sessions 1 and 2 and group B meets in sessions 4 and 5. Foundations level 2 is a one week program during session 3 for graduates from the rst level program who have shown growth throughout the year and are ready for an even deeper level of experience. Duties Foundations campers will join regular program at times and have their own programs at other times (Bible lessons, team building, and special events). They are required to do the following in their time at camp: complete a designated project in each week at camp leading a campre as a group at least once leading talent show as a group at least once leading an AGT and CI at least once spend one hour in quiet time each day with God lead a cabin devotion in each week of their time at camp help out in two areas of camp ministry (program, kitchen, maintenance, health care, ofce, ministry team) Expectations foundations campers are to be treated as campers and not staff foundations campers are still a role model to other campers and should be encouraged to set a good example must participate in all camp activities (Bible lessons, worship times, evening games, morning activities, etc) with enthusiasm and energy foundations campers are expected to keep a positive and pleasant outlook and voice concerns in a manner that is appropriate foundations campers are not included in staff:camper ratios romantic relationships between foundations campers and other foundations members, staff and campers are prohibited foundations campers should not engage in cliques and/or exclusivity foundations campers will have time off during rest hour and will be scheduled in either the hills or the main area foundations will sleep in all camper designated locations, including at out-trip the ofce is off limits for all foundations members foundations members are not to be part of SGT meetings or day trip outtings foundations campers are only invited to awards camp based on their performance during their main session attendance
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Policies
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Grievance and Complaint Process To maintain an effective and pleasant working environment, it is necessary to respond to concerns and problems as soon as possible. Moreover, it is your responsibility to work on maintaining open and good relationships with our co-workers in order to enhance, and not hinder, our ministry together. Many of these problems arise as a result of simple misunderstandings. It is important to clear them up quickly. The biblical pattern for resolving concerns is capsulated in the following passages: "Therefore, if you are offering your gift at the altar and there remember that your brother has something against you, leave your gift there in front of the altar. First, go and be reconciled to your brother; then come and offer your gift." Matt. 5:23, 24 "If your brother sins against you, go and show him his fault, just between the two of you. If he listens to you, you have won your brother over. But if he will not listen, take one or two others along, so that every matter may be established by the testimony of two or three witnesses" Matt. 18:15,16 "Lord, how many times shall I forgive my brother when he sins against me? Up to seven times? Jesus answered, I tell you not seven times, but seventy-seven time." Matt. 18:21, 22 Grievance Process Step 1 - The primary method of resolution is for the employee to directly communicate the concern to the person involved, seeking reconciliation. Words and behaviours that are divisive will increase the problem. If the process of attempting reconciliation with your coworker has not been successful, you would then proceed to the next step. Step 2 - If the matter is not resolved in this manner, you are to make any concerns (ie: work environment or co-workers), known to your direct Supervisor. Step 3 - If for some reason you are uncomfortable addressing the issue directly to your Supervisor, you are expected to bring the matter to the attention of the Assistant Directors or Director. Step 4 - In the case all of the above is not satisfactory as far as you are concerned, then you may wish to contact the Executive Director. The Scott Mission personnel will also be notied at this time. Step 5 - If all of the above options have been explored and you are not satised, you may wish to bring the matter, in writing, to the Chairman of The Board of Directors. All information will be treated on a "need to know" basis maintaining condentiality as much as possible. It is understood that there are circumstances where the above process is inappropriate and you are encouraged to seek counsel and advice from the Camp Director.
Fire Procedure In the event of a re, the following measures should be taken: The most senior staff person will organize others in as follows 1. Direct any campers away from the scene with enough staff to provide a 1:7 ratio of supervision. 2. Instruct a person to activate a re control system (re extinguisher or blanket) and the main alarm if necessary. 3. Designate a staff person to inform the Director or Assistant Director of the situation by radio 4. If the re becomes out of control, or if there is a possibility of harm to campers, then a "code red" will be issued over the radios. 5. 911 will be called if necessary. 6. The main camp alarm will be activated. 7. 5. Call 911 and wait near the driveway to direct emergency crews. Assembly Procedure 1. At the sound of the alarm all campers, staff and visitors will assemble in cabin lines on the tennis courts as follows below. Head Counsellors will take charge of the situation and encourage rapid assembly at the courts. 2. The head cook will turn off the main power and propane in the barn, then go to the tennis courts. The Assistant Director of Campers will check the loft and health center for people and the registrar
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CODE RED
Lodge Directors Program Team Visitors Registrar HCC

Foundations Ministry Co-ordinator Kitchen Staff Maintenance Staff
GIRLS: Croft Carmichael Geddes Rutherford Slessor Milligan
Chapel
will check the visitor/off property board to conrm total number of people on property, then head to the tennis courts. All doors should be closed at this time. 3. At the tennis courts, head counts will be done as follows: Staff, campers and visitors will wait for further instructions from the Assistant Directors and Director (i.e. all clear, etc.).
BOYS: Knox Anderson Shieling Eyrie Livingston Nissan
Fire Procedures
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Fire Safety Plan Under the Ontario Fire Code, the Scott Mission Camp is required to have a Fire Safety Plan. The Fire Safety Plan is designed to provide occupant safety in the event of re and identies the life safety resources in the camp. This plan describes what occupants are to do in the event of re, supervisory staff related duties, and equipment maintenance to provide adequate level of life safety, as required by the Code. Our Fire Safety Plan has been approved by the Town of Caledon and is located in a red binder in the Main Ofce and in the white and red Fire Safety box located on the exterior of the Barn. As a part of the Fire Safety Plan, we are required by law to have a Fire Safety Committee. Members of the Fire Safety Committee will have certain functions to be performed throughout the year. In the event of an emergency or training session, the committee will be required to perform duties as outlined in the plan. Each member of the Fire Safety Committee must have a copy of the Fire Safety Plan as they must be familiar with all building oor plans, exits and location of re ghting equipment as well as there responsibilities in the case of an emergency or training session. This will be made available during Staff Training. The Fire Safety Committee will consist of: Fire Marshall - Camp Director Evacuation Coordinator - Assistant Camp Director of Staff Back-up Evacuation Coordinator - Assistant Director of Campers Head Custodian Program Coordinator Head Cook and Head Counsellors Counsellors Alarm System The house, barn and each cabin area is equipped with a smoke/heat detector system whereby when one alarm sounds, the rest are signaled. Smoke/heat detectors are electrically powered through the main panel in each cabin area. Detectors are located as follows: Cabins: on the ceiling Lodge: in each bedroom and common room Barn: 3 in the main dining room, 1 in the pantry basement, 1 main basement House: 5 detectors located throughout Camp Wide Alarm The camp wide alarm is a push button located in the barn behind the main entrance doors closest to the girls area. Sounding this alarm resembles a police siren and will alert the entire camp. Fire Drills Fire drills will take place every session. All staff must participate in the drills and fulll their duties as outlined in the Fire Safety Plan.
Harassment InterventionStaff Denition The Scott Mission Camp adheres to and expects camp staff to adhere to the provisions of the Ontario Human Rights Code. It is important that everyone knows the rights and obligations imposed upon us all by the Human Rights Code: Section 4(2): "Every person who is an employee has a right to freedom from harassment in the workplace by the employer or by another employee because of race, ancestry, place of origin, colour, citizenship, creed, sex, age, record of offenses, marital status, family status or handicap." Section 6(2): "Every person who is an employee has a right to freedom from harassment in the workplace because of sex by his employer or her employer or agent of the employer or by another employee." The code denes harassment as: "engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome." Protocol The Scott Mission Camp staff are required to abide by the above provisions of sections 4(2) and 6(2) of the Ontario Humans Rights Code. Any camp staff person who feels that he/she has been dealt with in a manner which is contrary to the above mentioned Code should proceed as follows: 1. Immediately report the complaint to the Camp Director. The incident will be documented in detail specifying the location, date, time, exact comments/actions and witnesses. 2. An investigation will be conducted immediately. The Camp Director will respond and attempt a resolution of the complaint within 72 hours of receiving the complaint. Depending on the severity of the complaint, the Camp Director may contact the Personnel Co-ordinator and/or the Executive Director of The Scott Mission. A Human Rights Investigator may also become involved. 3. Suspension or dismissal of the reprehensible party may be warranted. Harassment InterventionCamper Any camp staff person who feels that he/she has been "harassed" (see "Harassment Intervention - Staff") by a camper should proceed as follows: 1. Immediately report the incident to the Assistant Director or Director. The incident will be documented in detail, specifying location, date, time, exact comments/actions and witnesses. 2. The Assistant Director or Director will respond and attempt a resolution of the complaint within 24 hours of receiving the complaint. Depending on the severity of the situation, the campers parents/guardians may be notied. 3. The camper may be sent home at the discretion of the Camp Director.
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Policies
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Disciplinary Action From time to time, unfortunately, it is necessary for supervisors to take disciplinary action with an employee of the Scott Mission Camp. In order to be as clear as possible, the following is the policy of the Scott Mission Camp with regard to such disciplinary action. Purpose of Disciplinary Action: The purpose of corrective disciplinary action is to motivate employees to accept those rules and standards of conduct which are desirable or necessary in achieving the goals and objectives of the Scott Mission Camp, and are consistent with our Philosophy of Work and Ministry, our Core Values, and our Statement of Faith. Disciplinary Measures and Denitions:
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A.Oral reprimandverbal disciplinary measure which includes a
statement of what the employee has done wrong, how it should be corrected, and what might happen should it not be corrected. No record will be placed on the personnel le. B. Written reprimandformal warning that conduct is unsatisfactory. Its use should establish a clear understanding between an employee and the supervisor as to what is expected. If more sever disciplinary action should late become necessary, the record of the reprimand(s) in the personnel le would demonstrate the employee was made aware of the consequences of further misconduct. C. In Camp Probationary Measuresconsequences for misconduct will be administered in camp and will not interfere with the responsibilities of the staff member. In-camp probationary measures will be appropriate to the severity and type of indiscretion, and will be agreed upon by the staff member and the Camp Director. D.Suspensiontemporary removal of the employee from the place of work with or without pay for a denitive act of misconduct. E. Termination of Employmentthe separation of an employee for misconduct. This measure may be applied after a series of acts of misconduct when a "culminating incident" has been reached or for a single act of serious misconduct. Termination is the most severe disciplinary measure, and the decision to proceed should be taken only after careful consideration and when it is determined that the employee is no longer suitable for continued employment by reason of misconduct. the authority to terminate an employee rests with the camp director, in careful consultation with various supervisors and in accordance with current employment laws. F. Police Contactedwhen the laws of Ontario or Canada have been violated, camp staff will without hesitation contact the appropriate authorities.
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Leadership Team
Camp Organizational Structure
Any appeal will be handled according to the standard grievance procedures. Exiting Voluntary terminationall camp staff should work until the end of their contract. If this is not possible for whatever reason, it is considered standard, courteous practice to give an employer a resignation notice equivalent to two weeks. Individuals who hold senior positions are asked to consider giving a longer notice period. Example Problem ! ! ! Areas Potential Consequences Alcohol consumption on camp ! ! b, c, d, e property, or while in the camps charge, or being under the inuence of alcohol upon return from time off.
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Ministry Co-ordinator Supervisory Team Worship Team Support Team Leaders Service Team Maintenance Assistants Bible Lesson Teachers Assistant Cook
Camp Custodian
Physical assault or the serious threat ! of physical aggression with the intent to cause harm. Breaking curfew without the! direct permission of camp director. Possession or use of illegal drugs. ! ! !
c, d, e, g
Program Assistants
Kitchen Assistants
a, b, c, d, e e, f a, b, c, d, e a, b, c b, c, d, e, f a, b, c, d, e e, f a, b, c, d, e
Head Cook
Program Co-ordinator
Campers Registrar Girls Counsellors
Use of cigarettes while in he camps !! charge. Use of profanity or other foul language. ! Theft of any kind. ! Acts of vandalism. ! Possession of weapons. ! ! ! ! ! ! ! !
Counseling Foundations Team Counsellors
Boys Counsellors
Returning late from time off. !
Health Care Co-ordinator Boys Head Counsellor Assistant Director: Campers Camp Director
Girls Head Counsellor
Assistant Director: Staff
Policies
Managing Risk At SMC
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A sound risk management plan can go a long way towards preventing injuries and illness at camp. It is important to acknowledge that there are injuries that can occur at camp that a good risk management plan cannot always prevent. However, the majority of injuries to staff and campers are preventable when staff are trained, supervised and empowered to carry out the job they are hired to do. The 4 Cornerstones of Risk Management The following four things are critical to a successful risk management plan: Compliance we strive to abide by all industry related laws, standards and guidelines set out by the government and other governing bodies. Training we train all staff at all levels to understand and follow all laws and standards, as well as policies and procedures developed by the Scott Mission Camp. Supervision we have a system of accountability in place to ensure every camper and staff person will be held accountable to their decisions and actions. Maintenance we are diligent to ensure all buildings and equipment are in safe operating condition and if something is not, it will be reported and repaired promptly. Risk Management Through Compliance There are numerous laws, standards and guidelines we are required to follow to ensure that risk is managed at camp. The authorities that set these standards are: Ontario Camps Association (OCA) Lifesaving Society Region of Peel Public Health Unit Ministry of Transportation The Ontario Fire Code The Workplace Safety and Insurance Board The Occupational Health and Safety Act The Health and Protection Act To build upon the standards set by these authorities, The Scott Mission has established many internal policies and procedures to further manage risk at camp. These policies are extensive and are listed in handbooks located in regional areas. Risk Management Through Communication To ensure that these laws, standards, guidelines, policies and procedures are made known to all relevant staff, the following efforts have been made to communicate the information: 1) Compass Staff Handbook this handbook contains health, safety and risk management procedures that are relevant to all staff. All staff are required to read this handbook before camp starts. 2) Pre-Camp - Staff Training Week further enforces the information in the staff handbook and provides clarication for staff that have questions.
NOTES
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NOTES
3) Department Specic Handbooks Senior Administration (Assistant Director of Camper Development, Head Counsellors), Registration, Program (Program Co-ordinator, Head Lifeguard, Crafts Co-ordinator, AudioVisual Aid), Maintenance, Healthcare and Food Service Coordinators received handbooks that outline laws, standards and guidelines that pertain to their area of responsibility. It is their responsibility to familiarize themselves with this information and communicate relevant information to the staff under their supervision. 4) Activity Head Handbooks Each camp activity has a handbook that outlines laws, standards and guidelines associated with each activity. The Activity Head is given this handbook. It is their responsibility to familiarize themselves with this information and communicate relevant information to other activity leaders as well as campers under their supervision. These areas include out-trip, photography, sports, dance, special, archery, wilderness, cooking, biking, canoeing, wall climbing, low ropes, and high ropes. Risk Management Through Supervision Everyone at camp is accountable to at least one other person for his or her actions and decisions while at camp. Campers are accountable to counsellors, counsellors are accountable to head counsellors, program assistants to the program co-ordinator, etc. By having a system of accountability in place, everyone will always have someone to answer to in regards to their actions. From a risk management standard point of view, this is critical to ensure everyone thinks twice before acting in a way that could be harmful to themselves, others, or camp property. Risk Management Through Maintenance It is recognized that the items listed below are the responsibility of the Camp Director and the Camp Custodian. These are the things which are not the "direct" responsibility of counsellors, head counsellors and program staff. -Current building condition (issued by relevant authority) -Detergents, disinfectants, cleaning materials which are appropriately labeled and safely out of reach of children - Electrical connections on equipment are secure and safe - Fire drill held weekly - All re equipment tested monthly - First aid kits are distributed throughout the property and available to be restocked by the Healthcare Coordinator - Dangerous equipment (ex: scissors, knives, and tools) are safely out of reach of children - Furniture and other equipment stored or stacked as not to present a safety hazard If at any time you feel that something from the above list is not in safe operating condition, please notify a Head Counsellor, the Camp Director or one of the Assistant Directors immediately. Once the concern has been reported, a maintenance work order will be submitted and the concern will be dealt with immediately by the maintenance team. The Program Co-ordinator is responsible for the inspection, maintenance, repair and replacement of all program equipment.
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Policies
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Specic Risk Management Policies Activities Each camp activity has a handbook outlining policies and procedures for the safe implementation. If you are scheduled to lead an activity, you must be familiar with the content of the activity handbook. Campres Relevant industry standards applicable: - must abide by Ministry of Natural Resources restricted re zones SMC Policies And Guidelines: - only staff trained and tested in SMC campre safety are allowed to light campres - gasoline or similar fuel is not to be used to aid in camp re combustion Playground Relevant industry standards applicable: - playground must meet basic requirements set by CPSI, NPSI SMC Policies And Guidelines: - campers and staff shall never jump off a swing while it is in motion - 4:1 camper to staff ratio in the park area at all times Camp Vans Relevant Industry Standards: OCA - driver must have a good driving record over an extended period of time (3 years) - operation of the vans must be kept out of program areas - the number of passengers in a vehicle must never exceed the limitations of the vehicle capacity - two lists of campers being transported by camp vehicle or chartered bus should be made. One list should be at the site (on the sign-out board) and another should be with the driver or out-trip leader SMC Policies and Guidelines: - in all vehicles carrying campers, there must be at least one adult supervisor in addition to the driver Gator SMC Policies and Guidelines: - the gator is only to be used by the Director, Assistant Director, Program Team, and HCC who carry a G License - no kids are allowed in the gator at any time - only two staff may occupy the front seats - the back should never carry people and should not be overloaded
Radio Protocol There are several people on staff who have radios: Camp Director#1 Assistant Director: Staff#2 Assistant Director: Campers#3 Ministry Co-ordinator#4 Registrar#5 Nurse#6 Head Counselors: Boys#7, Girls#8 Head Lifeguard#9 Program Co-ordinator#10 Channel Guidelines: Channel 1 is to be used ONLY as a night time and emergency channel, do not hold conversations on this channel as it will wake everyone up. Please have your radio charging, turned on, and at this channel between 12 am and 7:30 am. In the event of an emergency, everyone will be told to go to channel 1 Channel 2 is the day time channel, but should not be used for long conversations. If your conversation is taking a while, please change to another channel as outlined below. Be aware that campers and counsellors may be able to hear conversations over the radio on channel 2. If you are holding a private or personal conversation concerning camper or staff issues, please change to an appropriate channel. Unless you have been specically directed, please do not change to another channel to listen in on a private conversation. Always remember to change back to channel 2 after your conversations on other channels The program team will remain on channel 5 for all program related radio uses and will only switch to channel 2 during rainy day program or other pertinent program times where people need to be aware of a change in program. Channel ! ! Whos There? ! 1! Everyone at night and in an emergency ! 2! Everyone during the day (7:30 am-12:00 am) ! 3! Private camp leadership conversations ! 4! Private head counsellor conversations ! 5! Program team conversations ! 68 ! Free to talk on Usage Guidelines: Remember to charge your radio each night Push the talk button for a second or two before you begin to talk. This will ensure that the person that you are talking to will hear you completely and clearly. Do not let campers play with your radio. Be careful of conversations at key moments, like Bible lesson and campre. Only use the radio if necessary during these times. Take care of your radio. Keep it away from water and sand. If you are having radio problems, please let the Assistant Director of Campers know ASAP so there is no interruptions.
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Policies

2012 Compass Handbook

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S MC

Scott Mission Camp

Camp Name: ___________________________

Scott MIssion Camp 2012

Counseling Guidelines Page 2

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Time Out Technique

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Behaviour Management Techniques

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Specic Behavioral Concerns

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Self-Actualization - Spiritual Needs (why do I exist?)

Physiological - Survival Needs (food, water, shelter) (am I safe?)

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Sick Embarrassed Preventative Discipline

Needs Decient Person:

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Social Behavioral Intellectual

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Physical Intellectual Spiritual Behavioural Emotional Social

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Heart Lake Road

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Avoid every kind of evil. (1 Thessalonians 5:22 NIV)

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Lost / Missing CamperLand Search

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Pond Area Emergencies

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Follow-Up Ideas and Suggestions

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Camper Code of Conduct

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Lodge Directors Program Team Visitors Registrar HCC

GIRLS: Croft Carmichael Geddes Rutherford Slessor Milligan

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BOYS: Knox Anderson Shieling Eyrie Livingston Nissan

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A.Oral reprimandverbal disciplinary measure which includes a

Scott MIssion Camp 2012