New Staff Applicants
New applicants and returning staff who have not worked at Camp Echo since 2015, should follow this link to create a new account on CampInTouch. Once your account is created, the staff application will be found on the homepage of your CampInTouch account.
If you would like to be added to our weekly newsletter for those interested in working at camp or if you have any questions about working at Camp Echo Summer 2019, please email Camp Echo at firstname.lastname@example.org.
Those interested in working at camp should read the following letter from Camp Director Bernard Rocca highlighting Camp Echo’s history and goals, hiring process, and staff expectations.
Application Target Dates
In order to be considered in the first round of hiring, we are asking for applications to be received by the following date.
- Friday January 4th: Wrangler, Operations Specialist, Lead and Trip Guide, Teen Staff, Area Heads, Clinic Supervisor, High Ropes Specialist
- Friday February 1st: Senior Counselors, Assistant Counselors, Junior Support Staff, and other support staff roles
Please note that we will still be reviewing applications and hiring staff past these target dates, but those applications will not be considered in the first round of hiring.
All Camp Echo employees must complete all necessary employment documents as required by the YMCA, state, county, or federal government, prior to the commencement of work. These documents include:
- Camp Echo Staff Online Application signed by the applicant (Applicants who were not on McGaw YMCA payroll in the past 12 months must submit contact information for three references)
- Signed Letter of Agreement
- Federal and State (IL or MI) W-4 Forms
- I-9 Form and visual inspection of worker eligibility documents by designated Camp Echo full-time staff.
- Photocopies of certifications and licenses as specified in the letter of employment
- Health History Form & Authorization Form
- Waiver of Liability Form
- ACA Self Disclosure Statement
- Criminal Background Check Form
- DCFS Background Check (state form for staff 21+)
- Child Abuse/Neglect Clearance from your State’s social service agency (US citizens 21 & over)
- McGaw YMCA Child Abuse Prevention Code of Conduct Form
Camp Echo employees receive a “Letter of Agreement” covering the specified terms and conditions of employment. Such letters are not contracts, but general guidelines of the McGaw YMCA and subject to change by McGaw YMCA management Board of Directors. For those working at Camp Echo, the official employer is the McGaw YMCA in Evanston.
For purposes of the McGaw YMCA Personnel Policy Manual, Camp Echo employees are classified as Seasonal Employees, who agree to work for specified periods of time, generally less than ten months in a calendar year regardless of # of hours worked per week
Camp Echo’s Seasonal employees are not eligible for benefits Overtime, Holiday Pay, or Severance/Separation Pay.
Camp Echo’s Seasonal employees are not eligible for Group Medical/Dental Insurance, COBRA, or Group Term Life Insurance. All staff members (other than international staff) are required to participate in FICA, which, along with applicable State and Federal taxes, will be deducted from paychecks according to Federal law.
Camp Echo’s Seasonal employees, other than volunteers, are granted complimentary individual memberships in the McGaw YMCA that are of the same duration as their term of employment at Camp Echo. The membership period, which must be contiguous, may be initiated any time after their employment at camp ends, but before one year from that date has elapsed.
Staff that meet the following criteria will be able to bring their children to on-site programs at camp for free for up to two sessions. Any additional sessions of on-site programs or trip programs will be at the discretion of the Camp Director at the 40% staff discounted rate:
-Work at Camp Echo for the entire summer (minimum 10 weeks)
-Have, and are using in their role at camp, professional certifications such as: RN, LPN, MSW, Contractors License, etc.
In accordance with the McGaw YMCA policy, any other full-time staff member that does not meet the above criteria can enroll their camper in any Camp Echo program at the 40% staff discounted rate. Any part-time staff member that does not meet the above criteria is eligible for the 20% staff discount for camper programming.
- Model, teach, and uphold the Camp Echo Code of Conduct.
- Demonstrate concern at all times for camper health and safety.
- Take pride in the Camp Echo grounds and facilities.
- Be at your designated positions when scheduled.
- Demonstrate a positive attitude in front of campers.
- Present yourself in a socially acceptable manner.
- Support the goals of the camp and the mission of the YMCA.
Because of the strength of the bonds that form at camp, and the many camp linkages across generations, we believe that camper/staff communication and connections outside of camp have tremendous value. Accordingly, any outside-of-camp camper/staff communication (mail, phone, internet-based, or face-to-face) must be healthy and appropriate. Public communication outside of camp (e.g. at restaurant, at the mall, at the ball park, etc) is, for the most part, spontaneous and limited in scope; accordingly, we urge only that you use your best judgment in such situations. To protect yourself from the perception of inappropriate action towards a minor, you should obtain permission from the camper’s parents before contacting a camper privately outside of camp. If a camper contacts you privately outside of camp, you should ask the camper if their parents are aware that they are communicating with you before proceeding. Any time you converse with a camper, at camp or outside of camp, if the camper asks that you keep the content of the conversation confidential, you should inform him/her up front that you will use your best judgment in deciding whether to break confidentiality – for example, if you become aware that someone’s life or safety is in danger, and that breaking confidentiality is in everyone’s best interest.
Staff Social Networking Sites, Privacy, and Camper or Teen Participant Access to Same
The private content (that which requires permission for viewing) of any personal social networking site you maintain is your own business, and Camp Echo will not ask you to reveal such content during the hiring process. If you choose to admit a camper or teen participant to your private website, even after camp ends – during the off-season – it behooves you to ensure that the content thus revealed is healthy and appropriate. If, for example, the parent of a camper or teen participant you have admitted to your site brings compromising content to the attention of the Camp Director, we will have no choice but to consider such content during the hiring process, and if it occurs during camp, could be grounds for a formal reprimand or termination of employment.
Social Networking Group Sites Maintained by Staff Members and Picture/Video Postings by Staff Members
Any group networking site that you maintain for the purpose of connecting Camp Echo staff members and/or campers must contain a statement that it is not an official Camp Echo website, and that the only official Camp Echo website. We ask that as the administrator of such a site, you monitor all content and ensure that it is respectful of the camp, its program, the campers, and other staff members. Profanity, derogatory or humiliating comments, sexually explicit content, or anything that promotes behavior that is prohibited by camp policy has no place on a website that uses Camp Echo as its primary reason for existence. The posting of Echo-related videos on YouTube or equivalent is similar to group networking and should be done with the same discretion.
Camper/Staff Contact and Child Protection Outside of Camp
Although we tell parents that we are not responsible for your conduct after camp ends – during the off-season – Camp Echo staff members are ethically obligated to follow all applicable policies and procedures for appropriate conduct and child protection in contact with campers outside of camp, even after camp ends – during the off-season. Parents are urged to contact the Camp Director (and other authorities if necessary) if they become aware of unhealthy, inappropriate, or repeat unwanted communication from a staff member outside of camp. At camp, a staff member may not be alone with a child in private – a third person must always be present. If a camper’s parents ask you to provide one-on-one child care outside of camp, it is your responsibility to provide them with an Unsanctioned Child Care Waiver which by their signature releases camp from responsibility in one-on-one situations and protects you from adverse employment consequences at Camp Echo.
Work Environment Free of Harassment
Camp Echo staff members are responsible for providing a working environment that is free of harassment. Camp Echo does not condone, permit, or tolerate aggressive behavior, physical abuse, verbal abuse, or sexual abuse. Unwelcome sexual flirtations, advances, or propositions; verbal abuse of a sexual nature; graphic verbal comments about a person’s body; sexually degrading language; and displays in the work place of sexually suggestive objects or pictures are not permitted. Leadership staff are expected to take immediate corrective action, including disciplinary action if appropriate.
Personal Staff/Staff Relationships and Displays of Affection
Discretion is required in all personal staff relationships. Displays of affection in the presence of campers are always inappropriate and not permitted. Displays of affection in the presence of other staff members may make other staff members uncomfortable and may be considered inappropriate. Displays of affection therefore must be kept private.
Staff/Camper or Staff/Teen Participant Relationships
Inappropriate staff-camper (including LIT and CIT) relationships are not allowed. Such relationships will be cause for disciplinary action. If a staff member’s performance as a role model elicits an uncomfortable response from a camper, the staff member should immediately discuss the situation with the Head Counselor or the Camp Director.
Staff members are prohibited from the non-prescribed use, sale, possession, distribution, manufacture, or transfer of any controlled substance (including prescription drugs, non-prescription drugs, illegal drugs, and alcohol) on Camp Echo property or while participating in any Camp Echo program. Staff members are prohibited from participating in any Camp Echo activity while under the influence of any controlled substance. Violation will result in immediate suspension or dismissal. Anyone exhibiting signs of controlled substance use while on Camp Echo property, or while participating in a Camp Echo program, including emitting odor of alcohol or marijuana, will be treated as an individual under the influence.
Alcohol Use by Those of Legal Age
In the United States of America, the legal drinking age is 21. For those of age, drinking while on time off, off camp property, is a personal decision. Staff members 21 or over are urged not to drink with or around those under 21, and not to drive after drinking. Upon return to camp, a staff member 21 or over who has been drinking while on time off must be immediately capable of assuming responsibility for the guidance and safety of campers. Any staff member who violates the drinking laws of the State of Michigan, is in the presence of others who violate those drinking laws, or who is not immediately capable of resuming their responsibilities, will be subject to suspension or dismissal.
Underage Alcohol Use
In the United States of America, the legal drinking age is 21. For those under 21 years old, drinking alcohol is unacceptable throughout the duration of your employment with Camp Echo. Any staff member who violates this drinking law, or who is in the presence of others who violate drinking laws, while employed with Camp Echo will be subject to suspension or dismissal.
Camp Echo is a non-smoking facility. No provision is made for smokers, who must refrain from smoking while on camp property or while participating in any Camp Echo program for the duration of their employment by Camp Echo.
- Staff members are expected to arrive at Camp Echo as indicated in the letter of agreement or as verbally instructed and to provide their own transportation to and from camp. Some staff members may be assigned to camper buses; additional requests for use of the camper bus beyond those assigned may be refused if there are no available seats on the bus. At the discretion of the Camp Director, Camp Echo may provide transportation to or from nearby airports, bus terminals, or train stations to accommodate staff coming from outside the Midwest or from out of the country.
- Staff members may bring insured vehicles to camp, but must be 18 or over to transport others while on time off. Campers may not be transported in a staff vehicle without permission of the Camp Director. Vehicles must be kept in the designated parking area.
- Staff members may bring a bicycle to camp, but note that bicycle use is prohibited on the peninsula. There is no room to store a bicycle inside camper or staff cabins; bicycles should only be parked in the racks by the Dining Hall or Staff Village.
- Pets are not allowed at camp. The Camp Director may grant exceptions under extraordinary circumstances.
- Weapons are not allowed at camp. This includes hunting gear (rifles, crossbows, etc) that could be used as a weapon.
- An Unsanctioned Child Care Waiver should be filed with the Camp Director if, for example, you sit for, or transport, children you meet at camp, outside of camp. The reason for the waiver is these activities are prohibited by the Child Abuse Prevention Code of Conduct you sign at the time of employment. The child’s parent or guardian must sign the waiver.
- Camp Echo does not assume responsibility for damage, loss, or theft of personal belongings. Staff members are advised not to bring unnecessary amounts of cash, valuables, or expensive equipment with them to camp. Campers will not be held responsible for damage or loss of the personal property of staff members.
- Camp Echo does not reimburse staff members for the cost of obtaining certifications unless initiated by Camp Echo Directors. Camp Echo may provide certain on-site certifications when time permits and instructors are available. Occasionally, and under extraordinary circumstances, Camp Echo sends staff to outside certification courses, at Camp Echo’s expense. The Camp Echo salary recognizes the importance of certain certifications to the camp and therefore includes incentives to obtain them.
- Permission to have a visitor must be obtained from the Alumni & Development Director prior to the visit. The presence of a visitor must not interfere with the camp program or take a staff member away from their duties. Visitors who want to stay for an extended visit should instead apply to work as volunteers; they will then be required to have all necessary paperwork on file.
- Camp Echo is not responsible for injury to a staff member while on time off or when not on the Camp Echo property, unless participating in a Camp Echo program or on camp business. Staff members should have appropriate insurance information with them and recorded on their Health History Form. Camp Echo does carry Workers Compensation insurance that covers on-the-job injuries for paid and volunteer staff members with appropriate paperwork on file with the Camp Director. Camp Echo does not carry any other health or accident insurance for staff members.
- In the event that the a camp session is shortened or cancelled due to circumstances such as low enrollment, epidemic, accident, or the authority of Mother Nature, neither Camp Echo nor the McGaw YMCA will be responsible for unearned staff salaries, room, board, or separation pay.
- Staff members are required to have completed all obligations at the end of each session before leaving camp, including writing obligatory parent letters, settling Trading Post accounts, and submitting appropriate inventories for program areas. Failure to complete these obligations will be noted as unsatisfactory performance and will influence future hiring decisions.