Last year was my first summer, i noticed a HUGE difference between the rookies and seasoned staff. I had trained the rookies and they did a great job! The seasoned staff did things the way they always did things.

Top 3 Issues:
1. Not open to change
2. Thinking that parents won't mind.......
3. Summer Lovin' (between staff)

I have programmed and facilitated youth camps the past two summers and the biggest issues I have noticed are the "it's no biggie" attitude.

1. Staff would use the excuse "they're just kids" to excuse camper behavior that was inappropriate.
2. Many staff members would spend much of the day talking or texting on their cell phone.
3. Staff would not want to actively participate in games and activities.

My staff did a great job last year, so no real complaints here, but based on past summers here would be my list.

1. Trying to be the cool counselor- not disciplining, letting campers do things that they really shouldn't be doing, etc.

2. No being flexible- example: they had a game planned in the gym, but due to a maintenance issue the gym was closed that day with no advanced notice, they had no other option in mind, and couldn't believe they couldn't use the gym.

3. Being intimidated by parents and thus not talking to them about issues that arise at camp.

All camps vary, but having been a counselor at summer day camps as well as overnight camps here are some general issues that arise that even we notice:

1. Summer relationships. Let's face it, the staff is usually young, looking to have a fun summer, and if they work together they are bound to have a few things in common. I think it is fine to let staff date, but the moment it gets in the way of work or your campers know about it or more about it then they should, put it to an end. Remind them nicely they are there to work first, and can date when the summer has ended.

2.Lack of motivation. If you you are working at a camp over the summer, the day probably starts earlier than most young adults would think about getting up during their summer vacation. They may be tired, stayed up too late the night before, or they may just be bored. Either way, find an incentive of some sort, like an award for counselor of the week and acknowledge them in front of everyone. Another option is to do weekly or bi-weekly assessments and evaluations. Write a person up if they are acting out of turn or not acting accordingly to which their job entails. If it comes down to it, you may have to relieve them from their job.

3. Communication between staff. Not everyone will get along, and every person has different facilitating style. During orientation, have interactive and team building games that allow for you to watch how individual interact. Try and group individuals together that will allow for the best communication between your staff. Along with communication make sure staff knows the rules, what is expected, and how to talk to each other, the core staff, and especially the campers. The worst thing you can have is a staff member working with any population and say something that is offense; go over people first language.

My last piece of advice would be to tell staff they may only have their cell phones in case of an emergency and to check time. If they are caught with it and using it for anything else, consider confiscating it for the remainder of the day along with having some sort of warning, then a write up. Also be nice when you criticize, they will be more likely to listen if you do the sandwich method and tell them a positive, the negative, and then another positive. That is just how our generation works. Hope this helps and sorry it is so long!

Amen Sister! I agree with your input regarding handling seasonal summer camp staff. It was right on point and it is how I typically handle my summer staff.

As a former Multi-Camp Supervisor who hired and trained teenagers for a number of years here are three things I found:

TRAINING TRAINING TRAINING... Extensive pre-camp training that is more than what your HR department requires. Role-playing, explain the "big picture" to them... things like that. Have "in-service" training periodically and always end the summer with a picnic/evaluation of the summer.

Dont just jump the gun and fire everyone. Remember, you have to have your ratio of campers to counselors. You have a lot invested in these counselors with training, background checks, interview, hiring process... take the time to mold them. For most kids this is their first job. Teach them how to be a good counselor. If they continue to screw up... continue to teach and guide. If you have exhausted all efforts then let them go or just stop scheduling them. I dont think I ever had to fire a teenager for poor performance, just extream stupidity.

Set your rules for the summer and stick to them. If you have a no cell phone policy, ENFORCE IT. Have the counselors check them in and out with you and if you catch them with one slap them with a written warning that you have to back. Dont just slap the wrist and hope for the best. I had an assistant director with my camp that was the "good cop" that had the feelers out and fed me the info that kept the counselors happy while I was the "bad cop" that allowed them to have just enough fun and stay productive. I was the rule enforcer and I believe, for the most part, my counselors respected me and my rules and did not break them.

I have more than three but you set the limit :)