Temporary Camp Operations Program Supervisor

The Camp Operations Program Supervisor works with CMOA and CMNH staff to plan, develop, and implement activities that adhere to the museum's student-centered, inquiry-based philosophy and utilize the museum's indoor and outdoor spaces. Design activities that are appropriate for inter-age groups of up to 50 children. Assure safety and security of all post-campers at all times. Engage and interact with participants in collaboration with the operations team. Maintain classroom and supplies. Maintain communication with direct supervisors and interact successfully with parents/guardians of participants. 

Shifts will be either 7:00am - 1:00pm or 10:45am - 5:30pm based on applicant's availability and program needs. 

Qualifications

Education and Experience:

• BA, BS or BFA.
• Minimum two years experience working with children including some supervisory experience.
• Museum familiarity preferred but not required.

Knowledge, skills, and abilities:

• Demonstrated success as a councilor/teacher in a classroom, afterschool, or camp environment for children, including some supervisory experience.
• Strong verbal communication skills as well as ability to follow instructions independently.
• Timeliness, and cooperative and congenial demeanor.
• Must thrive in a team-oriented environment and work well with the public.
• Understanding of classroom management, strong organizational and leadership skills.
• Flexibility and ability to perform well in a fast-paced setting.

PHYSICAL REQUIREMENTS:

This position requires constant mobility around the program space and through museum exhibit halls for several hours at a time. If the person is not able to bend or lift items of 20 - 50 lbs, they must be willing to ask for assistance performing tasks that require these actions.Candidates will be considered qualified if they can perform the essential functions of the job with or without reasonable accommodation. 

ENVIRONMENT AND SCHEDULING:

          This position requires daily time spent outside for lunch and recess in the summer and movement around the museum spaces.

• Design and lead creative, afterschool-like activities that are fun and engaging for inter-age groups of children ages 6 to 13.
• Ensure the entire operations team is actively participating, engaging, and interacting with participants and are adhering to all established safety procedures.
• Assure safety and security of post-campers at all times.
• Assist in the administration of camp materials, organization of supplies and cleanliness of spaces.
• Attend weekly consultation and debrief meeting with one or more direct supervisors.
• Maintain supplies ensuring that all equipment, games, toys, and supplies are available, are used properly, and are in good working order.
• Other duties as assigned.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.
Carnegie Museums is an Equal Opportunity-Affirmative Action Employer - Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   
*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act ("ADA") requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.