STAFF INFORMATION

I. Philosophy
II. Staff Roles
III. Key Dates
IV. Schedule
V. Activity Expectations
VI. Home Time Expectations
VII. Conflict Resolution
VIII. Getting Paid
IX. Basic Expectations
X. Staff Development
XI. Major Events
XII. I Just Got Hired Now What?

WHY WE WORK HERE

We have an 76% return rate for staff at Hayground. And many of our staff were once campers. Why is that? Part of the reason is that Hayground feels like family. Every year when you return, the same people are here to greet you, there is a consistency in our philosophy, we care about you as a person, not as a conduit to profit-making. Great programming matters. But the reason the kids come back year after year is because of the staff. They love their counselors. And their counselors love them.

THE CAMPER TO COUNSELOR BRIDGE

Our oldest group, the Gators, is made up of 13-year olds. And our youngest counselor group, the CITs is made up of 14-year olds. Why do we do that? Because we believe that the continuum from childhood to adulthood is all about gaining perspective, responsibility and a sense of selflessness. That is why we want to support our campers in transitioning to counselors and to show them that being a counselor is really a matter of being a camper who understands a bigger picture and is beginning to give back.

STAFF ROLES

 GROUP COUNSELORS VS SPECIALTY COUNSELORS

Group counselors are with the same campers most of the day. Group counselors travel to activities with campers during activity times and eat and hangout with them during transition times and planned family time.

Specialty counselors stay with a specific activity most of the time. Specialty counselors help run activities that welcome campers from groups each period. In between periods, Specialty Counselors prepare for the next period or activity.

​The perfect marriage is that of a Group counselor who knows the particular campers and the Specialty counselor who knows the activity working hand in hand to create a successful and personalized experience for the campers who have elected to come to the activity.

SPECIALTY GROUPS

We are always adding new activities at camp. Following is a list of activities expected for this summer.
Note that some of these activities are run by Specialty Counselors and others are run by the Group Counselors.

STAFF LEVELS

CIT’s engage with campers within the expectations of the Head Counselor. CIT’s ask questions, learn and keep an open mind about their roles.

Jr Counselors, Counselors, and Sr Counselors do everything a CIT would do but also use their experience to make decisions and supervise small groups of campers. Everyone contributes to the success and culture of the group. The more experience a counselor has, the more they can share and grow that culture.

Head Counselors oversee the entire group. Head Counselors delegate responsibility and ensure the camper experience is as positive as possible. Head Counselors communicate with parents as well as Camp Directors.
​
Coordinators lead Specialty Activities. In addition to the roles that Head Counselors perform, Coordinators plan activities and coordinate the staff, equipment, supplies and environment needed to make that activity a success. The Coordinator role includes ordering as well as inventory and maintenance of supplies and equipment.

HIERARCHY AND THE CHAIN OF COMMAND

Everyone, regardless of level, is responsible for enhancing the experience of each and every camper. All counselors should ask questions and learn from their peers. While it is encouraged that we learn from all levels of colleague, concerns should always be directed to Head Counselors who are trained to handle more complex matters and are prepared to bring those concerns to a Director if need be. If there is a concern about a Head Counselor, going directly to a Director would be appropriate. We are always looking for people whose field of vision is the whole camp. Ask yourself if you feel responsible for this community or if you just “do your job”.

 KEY DATES

ORIENTATION*

May 1- All Staff Zoom (All Staff)

May 15 - New Staff Zoom (New Staff)

June 5 - Getting Paid Zoom (All Staff)

June 21 - Head Counselor Dinner (5-8PM) (Head Counselors, Coordinators and Leadership Team)

June 22 - New Staff Orientation (New Staff)

June 24-28 - Setup Days (Each team will coordinate the day that works for them)

June 29  - All Staff Orientation (9AM-3PM) (All Staff)

July 27 - All Staff Orientation II (9AM-3PM) (All Staff who did not attend the June 29 orientation)

*Orientations are a required part of the job. Plan to be at all of the orientations that are relevant to you in your role.

CAMP

Week 1. July 1 - 5 (No Camp on July 4)
Week 2. July 8 - 12
Week 3. July 15 - 19
Week 4. July 22 - 26
Week 5. July 29 - August 2
Week 6. August 5 - 9
Week 7. August 12 - 16
Week 8. August 19 - 23

Week 9. August 26 - 30 (Note that Week 9 is a separate contract. All decisions about Week 9 staff are made during the summer.)

*Please make it a point to attend all orientation dates that apply to you and to help as much as you can on the Setup Days. 

 THE SCHEDULE

CHOICE

Hayground’s schedule is dynamic. Our schedule offers campers choices throughout the day. We encourage and guide campers to be thoughtful about their decisions and to balance doing what they love with trying new things. This is a safe place for campers to make decisions and live by those decisions. At camp, there is rarely a “bad choice”. But the earlier a camper can learn the all-important lesson of taking responsibility for his or her decisions and the consequences of those decisions, the better. It adds weight to decisions and tends to produce more thoughtful decision-makers over time. When we ask prospective counselors why they want to be counselors at Hayground, the answer almost always includes the idea of camper choice.

SHARING RESOURCES

The schedule’s purpose is to offer a diversity of experience but also to share camp’s resources across a large group of campers. Staying within the bounds of the schedule ensures balance of activities. If a Head Counselor has a question or a concern about the schedule, it should be brought to a Director’s attention. We absolutely want to hear about your ideas. We think of the schedule as a living, breathing document. It changes every year and numerous times throughout the summer based on shifting interests and changing staff and campers.

HELPING CAMPERS TO GROW

Head Counselors should observe camper choice. Allowing campers to go to their favorite activities is great. However, there is value in exposing campers to different experiences. There is a balance. Most of our campers work very hard during the school year and do not have enough time to just be kids. (See this article and this article, both talking about the overscheduled child and the thought leader Dr. Alvin Rosenfeld.) We want kids to be able to do what they want to do. We call it “following their passions”. However, we also want kids to find new passions. And the only way to do that is to try things they haven’t done before. Be thoughtful about the way you guide them. We are modeling the behavior that we want to instill in them.

Activity Expectations

ANd

WHY WE PLAY

UNIVERSAL PRINCIPLES

When Group Counselors arrive at an activity, whether it is Woodshop, Art, Sports or anything else, those Group Counselors will be greeted by Specialty Counselors. Group Counselors know their campers. They are with them all day long and all summer long. The Specialty Counselors will likely not know those campers as well as the Group Counselors know them by virtue of the fact that Specialty Counselors do not spend as much time with any given camper. (They see all of the campers.) But the Specialty Counselors have a deeper understanding of the activity that they are running.

This is a setup for the perfect marriage.

A Specialty Counselor running a great activity and a Group Counselor supporting the kids who are doing that activity. As a Group Counselor, it is incumbent upon you to find a way to support that Specialty Counselor when you arrive at an activity. That support can come in a variety of forms. Some of those forms are outlined below. Figure out how to help. If you can’t, ask. Those are the two options. In the Getting Paid section, we talk about Performance-Based Decisions. This is a perfect example of a fork in the road in terms of counselor behavior. The counselor who is on the road to success at Hayground will identify a way to help and just get in there or will ask how he or she can help. The counselor who is not setting him or herself up for success will do nothing and then say, “No one told me what to do.” Following are some general guidelines for how you can be helpful at each of the activities.

HOME TIME EXPECTATIONS

HOME TIME

Home Time is the term we use to describe the time a group spends together outside of Activity Time. It's a chance to get to know all of the kids in your group and to define the culture of your group. Home Time happens in the morning from drop-off up until the first activity begins, at Snack Times, at Lunch Time and into dismissal. It is important that Home Time be considered just as carefully as Activity Time as kids are still learning, maybe more so, about how to interact appropriately with one another and how to navigate the challenges of group dynamics. To think of Home Time as unimportant or a break (for counselors) is a mistake.

FAMILY TIME

Because we offer choices to campers every period of every day, groups do not spend much time together as a unit other than snacktime and lunchtime. We created Family Time to balance that out. This is time for the group to be together. An activity is planned by the counselors in the group that emphasizes socialization and community in a fun setting. The activity is run by the Group Counselors.

FAMILY REUNION

This is a time for not only your group, but other groups in the same part of camp to be together. Lower Camp and Middle Camp participate in this. (Upper Camp has a Family Reunion every week when they go to the beach. Mini Camp gets together on Wednesdays for Adventure Time.) A positive, fun large group activity is planned by staff in those groups in collaboration with one another.

SNACK TIME/WATER BREAK

In between periods groups are given time to re-energize. Small healthy snacks and something to drink are given and campers have a few minutes of free time. Being engaged with campers is very important during this time and should be planned and thought about just as much as activity time.

LUNCH TIME

At 12:00 for Mini Camp (Belugas and Sea Robins) and 12:30 for all other groups campers eat lunch. Campers enjoy their lunch in an area near their group. Counselors should share this time with their campers and eat with them. After eating, campers have some time for themselves. Counselors should be engaged with, or at least supervising, campers throughout this time. Dismissal and the beginning of Aftercamp make this a critical time to be organized. In addition to the fact that unstructured time tends to be when problems arise (because campers are not engaged in an activity), lunchtime is also when parents are arriving to pick up their children. We know you work hard all day long. But the only impression parents have of you is the impression you make at pickup and drop off time. That perception matters for you and it matters for Hayground. Ask yourself, who’s watching the perimeter? What’s to prevent a camper from wandering off? Who’s paying attention to the conversation? Who’s ensuring that campers clean up after themselves? If every group has solid answers to these questions, lunch should be a relaxing time for campers.

HOW AND WHEN DO COUNSELORS GET LUNCH AND EAT IT?

Counselors should arrange to have lunch with campers. Bringing lunch works best. If lunch needs to be purchased, every effort should be made to minimize the number of staff members leaving camp, and lunch time should not be seen as an extended break. Group cooperative lunches are great and grow a feeling of community enjoyed by everyone. (Just ask the Otters and Sea Lions!)

SPECIALTY COUNSELOR EXPECTATIONS DURING HOME TIME

Specialty Counselors do not have campers in between periods or at lunch. These counselors will often have to break down an activity or set up for a new one. Aside from those responsibilities, Speciality Counselors are expected to be engaged with campers and can be asked to help out groups during these times. Each Specialty Counselor will be assigned an Adopted Group. Specialty Counselors should take direction from their Coordinator with regard to when to join their Adopted Group.

CONFLICT RESOLUTION

BETWEEN COUNSELORS

Parting of collaboration is conflict. There is nothing wrong with that. If handled properly, conflict often produces the best ideas, enhances relationships and opens minds. When counselors are having difficulty with one another, the issue should first be dealt with by one of the Head Counselors in the group. Take the counselors away from the other counselors and away from the campers and allow both parties to share their thoughts, feelings and versions of the story. Often, simply showing one another the way they were looking at the situation does wonders for diffusing the conflict. If the conflict seems unresolvable, get a Director involved. The Head Counselor should remain a part of the conversation as he or she started the work. We will do whatever we can to resolve the conflict.

BETWEEN CAMPERS

When campers are having difficulty with one another, it should be dealt with in the same way as a counselor conflict: remove them from view of the group, allow them to air their concerns, help them to see one another’s perspective. If the problem persists or is not working out, get a Director involved alongside the Head Counselor. ​

BETWEEN A COUNSELOR AND A CAMPER

This is a rare occurrence. However, it happens. And it needs to be handled carefully. Any conflict between a counselor and a camper should immediately be brought to a Director. That kind of conflict is often a more complex knot to untangle and we want to be involved from the beginning.

GETTING PAID

WHAT ARE YOU LOOKING FOR IN THE IDEAL HAYGROUND STAFF MEMBER?

All of what you read below comes down to one thing. We are looking for people with a Growth Mindset. If you are willing to be open-minded about your personal development and you are able to work hard to develop yourself through your work, we want you to be a part of our team. If you know that there is and always will be room for improvement, come work for us. There is no expectation that you show up on our doorstep fully formed. We are excited to help you to develop yourself through this work. But it only works if you are excited, too. See the TED Talk below to learn more about Carol Dweck's breakthrough work on the Growth Mindset.

THE PEOPLE YOU NEED TO KNOW

In general, all questions and concerns should be directed to your immediate Head Counselors. They are most directly involved and most aware of the situation you are dealing with. However, you are always welcome to talk to the Directors about anything. Doug Weitz is our Director. He has also been here since the beginning and has a wealth of knowledge about Hayground and thinks deeply about our community and culture. Daniella Charlton is the Camp Administrator. She specializes in parent communication and payroll. Jody Davis-Mitrea is our Camp Nurse. She specializes in all medical issues: allergies, injuries, sunburn, tick bites. Gabe Butler, Chris Kline and Barbara Balsam are our Assistant Directors. They are deeply experienced counselors who have risen to leadership based on their work ethic and ability to inspire people. His whole job is to support new staff. Talk to whoever makes you comfortable.

WHO CAN I TALK TO ABOUT $$$?

Salary has become quite standardized at Hayground. And the salary scale is completely transparent. It’s posted below. However, if there is a question or concern, a Head Counselor can answer most questions and give advice. If a Head counselor suggests, speak to a Director. It is NOT a good idea to talk to your colleagues about your salary. Your salary is your business. Ask yourself how you will feel if it turns out that someone is making more than you. Or less! Neither scenario tends to lead to positive feelings. But note that our salary scale is based on your level so, to a certain extent, the mystery is removed. If you are a General Counselor, every other General Counselor in camp is making the same amount as you are (hourly, they may work Aftercamp while you don't or may work 8 weeks while you work 6). There is a slight difference when it comes to Group Counselors versus Specialty Counselors and Lifeguards. See below for more on that. And there are ways to supplement your income by getting CPR/First Aid or Lifeguard certified or by driving the vans.

WHO CAN I TALK TO ABOUT CHANGING MY JOB?

Changing your position should first be discussed with your Head Counselor, and is an excellent topic to bring up in private. If a Head Counselor suggests, speak to a Director. Typically, we do not shift people in the middle of a summer season. However, we want to find a place where you are happy and feel valued and where we are getting the most out of your unique talents. We see this as a long-term relationship. It is perfectly reasonable to take a year or two to find the perfect fit. And it is perfectly reasonable to need to reinvent yourself once every few years. We are open to both scenarios.

WHEN YOU GET PAID AND WHY WE DO IT THIS WAY

Paychecks are distributed on Fridays beginning Week 2. On the Friday of Week 2 you will be paid for the work you did during Week 1. On the Friday of Week 3, you will be paid for the work you did on Week 2. And so on until the end of the summer when you will receive two checks on the last day of camp for your work during Weeks 7 and 8. Your contract is a salary based on all eight weeks of camp plus three orientation days for Head Counselors and two orientation days for everyone else. If you do not work any of those days, Hayground reserves the right to not pay for work that was not done.

TAXES

Many staff members have not worked elsewhere before this job and do not realize that their income will be taxed. Hayground is not taking that money out of your paycheck. The federal and state governments are. That is part of what it means to be a part of society. But it can be a little frustrating when you look at your paycheck. Depending on how you fill out your paperwork, you may get more or less taken out of your check each week. A rule of thumb is to assume you will pay 30% in taxes. That means if you have earned $315 for a week's work, your check will be for $220.50. Be prepared for this so that you are not traumatized at the end of the week. Also note that very often you will get some or all of it back at the end of the year when you file your taxes. That's something to discuss with your parents. ​

SALARY SCALE

This is the first time we have ever made public our salary scale. Keep in mind that salaries vary based on years of experience in or out of Hayground and performance at Hayground. This is discussed in further detail below.

You will see three hourly rates below. The first is for Group Counselors. The second is for Specialty Counselors. The third is for Lifeguards. There is a slight disparity between the first two to account for the fact that Group Counselors tend to do much better when it comes to tips. Please note that we are building in compensation for an 8:30AM start time and 3:15 end time. This is new for us. We have always paid people from 9:00 but expected them to get in earlier. Now, we are paying everyone from 8:30 because we believe that having the entire staff on campus before the first camper arrives means something. It sets the stage for preparedness and establishing a foundation to welcome the campers as they arrive. Please understand that this means that you are in your home base by 8:30, not pulling into the driveway or around the corner. You are parked and in your space setting up or planning the day or just getting yourself mentally ready for the day to come. If you are late one day, it is not going to be the end of the world. If it becomes the norm, it will be reflected in both your compensation and in your evaluation. Once is a point. Twice is a pattern. Three times is a problem.

Bonus’

There are a few ways in which you can supplement your income as a staff member and get paid beyond your base salary. As you saw above, lifeguards have their own salary scale. All of what we write about here (other than driving the vans) has already been taken into account for lifeguards.

$25 bonus per week for on-file up-to-date CPR/First Aid Certification

$50 bonus per week for on-file up-to-date Lifeguard Certification (note that you may be asked to lifeguard at any time)

$25 bonus per week for Upper Camp staff who have a driver’s license on file and are willing to drive the vans for beach and field trips (note that you get the bonus even if we don’t always need you to drive)

$50 bonus per week for any staff member who is running a program on their own without a team to lead (for instance, a Senior Counselor who is running our Social Media Team)

TIPS

Tips are not required. It is up to the discretion of each parent how he or she decides to tip if at all. Traditionally, parents give tips to all of the counselors in their child's group as well as some select Specialty Counselors based on the impact that Specialty Counselor had on their child, Tips should be appreciated and handled with discretion with the focus being on the positive experience of the camper. Any questions about tips should be brought to the Head Counselor.

HOW DO YOU THINK ABOUT RAISES AND PROMOTIONS?

14-year old CITs move up after one year. 15-year old Junior Counselors do, too. Once you reach General Counselor level, you may remain a General Counselor (or Senior Counselor or Assistant Head Counselor) for one, two or three years. If you have proven yourself to be an exceptional staff member, you may move up in one. If you are struggling to develop as a counselor, you may stay for three. Most move up after two years. A recommendation for moving up is made collaboratively by you and your Head Counselor. The final decision is made by senior staff. Note that staff member who do not work a full summer rarely move up in one year.

Generally, people move up the ranks based on years of Hayground experience. It is important to understand that we think of experience in three major ways: 1) Experience working with kids 2) Experience working at Hayground 3) Experience in the world. All three types of experience are valuable to us and factor into the decisions we make regarding raises and promotions. That is how an 18-year-old can, on occasion, rise to the ranks of Head Counselor. If she has been at Hayground since the age of three, we take that into consideration. No one knows Hayground better than a former camper with a few years of counselor experience.

If you do not start as a CIT, you are generally put at the level that equates to your school age. High School Juniors and Seniors start as General Counselors. College Freshman and Sophomores start as Senior Counselors.

SHOULD I EXPECT A RAISE EVERY YEAR? ​ HOW DO PROMOTIONS WORK? 

No. Raises are tied to promotions. So, as outlined above, if you remain a General Counselor for two or three years, you will make the same salary for those two or three years. We value development - those who show up and work and, in the process, try to get better at their jobs - over simply showing up. This can be a hard pill to swallow sometimes. But we believe that when you have earned your promotion, you'll feel as though you have truly earned it. And the money will follow.

We also hope that being an integrated part of a community such as Hayground where your development is taken seriously and where you get to make a difference in the lives of young people every day brings with it a great deal of bonus rewards that tap into that transcendent purpose. Everyone needs money. But don’t make the mistake of conflating pay with value.

WHAT ARE THE FACTORS BUILT INTO A PERFORMANCE-BASED DECISION?

We look at a few factors. As was mentioned in the Chain of Command section, we look for staff members with a wider field of vision. Staff members who do their job very well, but who take responsibility for the whole camp as their own. What does that mean in practical terms? If you see a paper bag in the Grove, do you pick it up or do you think about whether or not you need to? If you see a piece of gymnastics equipment on the basketball court, do you stop the game and get some help moving it to prevent injury (no matter how remote the possibility)? If you see a camper who seems disengaged, do you reach out to that camper even if he or she is not in your group? If you see something that could be changed about the schedule to enhance the experience of the campers, do you call attention to it and try to get it changed? That is what we mean by a wider field of vision. That is the number one factor in deciding who gets promoted.

After that, we look at your Journeys. Are you thinking deeply about your own strengths and weaknesses and working to improve yourself every day? Are you talking to your Head Counselors on a regular basis about your work?

We look at the way you handle yourself in Specialty Areas. When you go to Woodshop, do you find a way to participate or lay low? When you go to the Art Room, do you help with cleanup? When you go to music, do you sing and dance? Do you embody the joyful spirit of Hayground Camp?

Finally, we look at the relationships you build with staff and campers. Don’t mistake this to mean that the more friends you have the better an employee you are. A counselor who is able to connect deeply with a few kids who would have had a tough time without him or her is incredibly valuable to us. Take the time to build real relationships. Show your campers and your colleagues that you are there for them and that you appreciate the way they are there for you. We are always looking for these qualities, and you’d be surprised how easy they are to see.

HOW DO YOU GATHER THESE OBSERVATIONS?

We obviously cannot be everywhere at once. We notice a lot, but not everything. We rely on our Head Counselors to give us honest and fair feedback on the counselors who work with them. We are more interested in counselors who are working hard to grow than we are on counselors with “natural abilities” (if that even exists) who do not have a growth mindset. (See infographic below outlining the difference between a Fixed and a Growth Mindset.) We trust our Head Counselors to look for that, too.

HOW DO YOU SECURE YOUR JOB FOR NEXT SUMMER?

The best way to ensure that you will be invited back next summer is to do your best this summer. Listen to your Head Counselors, seek out ways to help, always make sure you are engaged with campers. If you find that you are available and interested in returning, reach out to Doug (631.TWO SEVEN SIX.1076 or dougweitz [AT] gmail [DOT] com) in December or January to let him know that you want to come back and what your availability will be. If you can only work for six weeks, tell him that up front. If you want to work in a different group or activity, tell him that. We will do whatever we can to make sure you are happy here. A happy counselor is a great counselor.

BASIC EXPECTATIONS

CELL PHONES

We do not want to police cell phone use. Our feeling is that your job is to engage with kids. If you are not engaging with kids, ask yourself if there is a good reason for that. If you are a Head Counselor and you are bringing the attendance to the office or talking to a parent or learning about allergies from the nurse, those are good reasons to not be engaging with a kid. Perhaps there are ways to use your cell phone that are legitimate uses of your time as a counselor. What we ask is that you step away from the group and into the conference room (opposite the main office) if you need to use your cell phone. That way, we can honor your need to use your phone for something legitimate without risking the negative impact that comes from counselors taking out cell phones all over campus and taking away from activities. Campers may not use cell phones at camp. If they need to call a parent, they can step into the office.

PARKING

Our parking lot is relatively small and we have 350 campers getting dropped off every morning. To the extent possible, we do not want to add counselors to that traffic. That is part of the reason why we ask all staff to arrive no later than 8:30. We ask that all staff members park on the grass along Butter Lane - please park in one long row, nose in. If we run out of room, please start a second row along Butter Lane.

WORK TIMES

Head Counselors are expected to attend the weekly Monday Morning Head Counselor Breakfast Meeting at 8AM as well as hosting their own weekly Wednesday Morning Team Meeting at 8:15AM. On all other days, all staff are expected to be in their home bases by 8:30AM. All other staff members are expected to attend their Wednesday Morning Team Meeting at 8:15AM. But it is important that you understand the reason for this. We want all staff members to feel like their Head Counselors are there for them. Part of being there for them is literally being there. When staff members arrive, their Head Counselors should be there to greet them. The same holds true for campers. We want campers to feel like their counselors are there for them. And part of being there for them is literally being there. When campers arrive (and some of them arrive as early as 8:45), all of their counselors should be there to greet them and make them feel like the definition of the start of the camp day is less about a time of day and more about “You’re here! Let camp begin!”

counselor guests

In general, we prefer that staff members not bring guests to camp. Often, guests are a distraction for the staff member and reduce the efficacy of that staff member. However, sometimes guests turn out to be wonderful additions to our staff. If you talk to Doug and your Head Counselor(s) in advance (at least a few days) to get permission and if your guest works in a group other than yours, we are open to guests working here for the day. You are welcome to have lunch together, but we want your guest to add to camp rather than detract.

TIME OFF

We work a 39 day summer. The expectation is that any days you know you will miss are shared with Doug in advance of the summer. With notice, we can deal with almost anything. However, please note that you will not be paid for days off. Sick days are obviously unpredictable. If you are sick, you are encouraged to take the day off. Please note that we reserve the right to only pay you for days that you are here. Breaks are up to the discretion of Head Counselors.

STAFF DEVELOPMENT

OUR PHILOSOPHY ON STAFF DEVELOPMENT

We believe that our people are at the core of what we do. Our facilities are beautiful. Our programming is terrific. But it is the staff that keeps families coming back again and again. That is why we invest in supporting and building you, our staff. Many of our staff members are former campers and a great many of our staff have been with us for over a decade. That is saying something considering that being a camp counselor is often thought of as a summer job. We like to believe that we are doing more than simply employing young people. We are positioning young people to go out and make the world a better place.

CULTIVATEME

We have partnered with a Talent Development Agency called CultivateMe (cultivateme.xyz) to develop an Iris. This Iris is a visualization of what it means to be a Hayground Counselor. Whether you are a CIT or a Head Counselor or anything in between, this Iris can be used as a compass for developing your skills and using your work every day as a way to do so.

Being a camp counselor is a sophisticated job requiring a lot of different skills. And your job here at Hayground is the perfect forum for you to develop skills that will both make you a better counselor and a better team player wherever you go from here. We want to help you to use your work here to position yourself for success wherever you want to go next.

HAYGROUND STAFF IRIS

Explore the Iris and think about your strengths and areas ripe for growth.

JOURNEYS

A Journey is a focus. Throughout the summer, you will be on a series of Journeys. At the beginning of the summer, your Head Counselor will sit with you and ask you where you'd like to improve. You will discuss expectations and goals. And then you're off and running using your everyday work to get better.

Along the way, you will talk through your progress at your weekly team meeting.

In this way, we ensure that all members of staff, leadership included are always operating under the belief that there is always room for improvement and that a big part of making improvement a reality is defining Journeys.

EXPECTATIONS

We have every expectation that you will be thoughtful about your Journeys, that you will participate in your weekly team meetings, that you will build trust with your Head Counselors and look deeply at yourself and the way you operate. We know that, if you do, you will grow a great deal. And, as was discussed on the Getting Paid page, this is in keeping with the Growth Mindset that we expect from our staff. If you are growing every day, every week, every summer every year, you will not only continue to thrive at Hayground but at whatever it is you choose to do when you leave Hayground.

MAJOR EVENTS

OUR PHILOSOPHY ON MAJOR EVENTS

All Major Events work in about the same way. They take over the schedule for a portion of the day and provide an opportunity for the whole camp to spend time together. Think of Major Events as Family Reunion Plus. The same way Family Time is an opportunity for whole groups to stay together (instead of going in different directions based on choices) and Family Reunion is an opportunity for whole divisions to stay together, a Major Event is an opportunity for all divisions to unite as one camp and spend time together.

It is important to understand what changes in terms of staff responsibility during Major Events. For all Major Events, one Specialty area department takes the lead for the day. For Field Day, that is Sports. For the Hayground 500, that is Woodshop. For the Follies, that is Music and Drama. All groups are given a modified schedule for the day and are able to participate in and spectate at activities.

On Major Event days, first period still takes place, albeit with a modified schedule. (You will be given specifics on each Major Event at the Head Counselor meeting during the week of the Major Event.) After first period, groups are expected to go back to their headquarters for extended snack. Snack is normally from 10:10-10:25. On Major Event days, snack is extended until around 10:45. All groups are expected to make their way to the Major Event for a start time of 11AM.

The Major Event always ends right around 12:30 so that campers and counselors can return to their headquarters for lunch. Aftercamp is not affected by Major Events.

Following are tips on how to make the most of each Major Event.

FIELD DAY

Everyone should be encouraged to be a part of Field Day and make it awesome. Teams should be as balanced as possible for both campers and counselor. Team colors (red or blue) should be given out the day before Field Day. Campers will be guided through a day of wide-ranging activities. Supervision can be challenging and should be planned. Safety always comes first, so if you feel uncomfortable at any time, you are encouraged to bring your group back to your headquarters to regroup. Being engaged with campers ensures organization and accountability. Families are not invited to this Major Event.

THE HAYGROUND FOLLIES VARIETY SHOW (FOLLIES)

Campers will be given the opportunity to be a part of Follies by our Follies Coordinators a few weeks prior to the event. Our Follies Coordinators will office practice time throughout the days leading up to Follies. You are encouraged to offer campers time to practice without Follies Coordinators, as well. On the day of Follies, campers who are not performing are expected to attend the performance as it is a celebration of the hard work of their fellow Haygrounders. Activities like pool, four square and Tonka Town are offered as a back up. Dismissal can be challenging and should be planned and organized ahead of time. Families are invited to attend and enjoy the fun. ​

THE HAYGROUND 500

The Hayground 500 is an event put on by the Woodshop team to highlight the hard work of a select group of campers who have put a great deal of time and energy into designing and building Go-Karts. It takes weeks to build a Go-Kart. And it requires a commitment of time as well as materials. (Parents need to provide axles and wheels.) Racers will be assisted by counselors and pushed by campers and CITs in the race. No camper needs to build a team of pushers in advance (even though many do). Try to alleviate stress that campers have around this event by assuring them that they can race as long as they have built a car regardless of whether or not they have built a team of pushers. Families are invited to attend and enjoy the fun.

I JUST GOT HIRED!
NOW WHAT?

CONGRATULATIONS!!!

Welcome to our family. We are so happy to have you. We are fully committed to guiding and supporting you in your journey as a Hayground Staff Member for as many years as you want to be a part of our family. And we expect that you are fully committed to growing as a person and as a counselor throughout your time here. That is what we refer to as a Growth Mindset. See the Staff Development page for more on that.

JOURNEYS

We expect all staff members to be on a Journey at all times. What does that mean? That means that you are actively and thoughtfully looking to improve yourself in some area of your work and life throughout the summer.

Your Head Counselor will sit with you at the beginning of the summer and ask you, "What Journey do you want to go on for the first half of the summer?" He or she will work with you to think through options and find a Journey that is great for you as an employee, but also as a human being, and great for the team.

At the mid-summer point, your Head Counselor and you will sit down and talk about your progress. Did you reach your destination? What did you learn along the way? And you will set a second Journey in motion that will last through the end of the summer.

If every one of us is working to actively improve ourselves all the time, how can we not grow as individuals and as a community?!

PAPERWORK

Expect to fill out some paperwork at orientation. Bring a passport, driver's license, know your social security number.

CHECK THE DATES

Go to the page called Key Dates and check all of the Orientation and Setup Days as well as the Camp Days. Put them in your calendar. If there are any dates that do not work for you, let Doug know as soon as possible by texting 631.two seven six. 1076.

KEEP US IN THE LOOP

If anything comes up regarding date changes or thoughts about your Role at camp, keep us up-to-date.

SHOW UP

Join us for our staff Zooms and be here on time or early on the first day of orientation. We can't wait to see your smiling face!