POLICIES AND PROCEDURES
MANUAL

SHETEK LUTHERAN MINISTRIES
MISSION STATEMENT

Shetek Lutheran Ministries is a unique extension of the ministry of its member congregations. As a year round resource, Shetek provides opportunities for Christ-centered renewal and learning experiences for people of all ages. Each person is encouraged to grow in Christian faith by studying the Scripture, worshipping, and relating with the campers and staff in a natural setting. Shetek seeks to enable people to return to their communities renewed and refreshed.

GOALS

To be an integral part of the life and ministry of its member congregations.
Provide Christ-centered programs, which meet the needs of member congregations.
Manage our resources with good stewardship.
Operate a camp that is safe, functional, efficient, and environmentally sound.
Provide opportunities for volunteers to be enriched and involved.
Cooperate with other camping organizations for mutual benefit.
Serve as a resource to the entire community.

Shetek Lutheran Ministries
14 Keeley Island Dr
Slayton, MN 56172
Phone and Fax (507) 763-3567
Web Site: www.shetek.org E-Mail: slbc@frontiernet.net

SHETEK STAFF POLICIES

CORPORATION OWNERSHIP

The Shetek Conference, a portion of the Prairie Conference, four congregations in the Scenic Valley Conference in Minnesota, the Crossroads Conference, and portions of the Southeastern Conference in South Dakota along with several other congregations make up the 111 Corporation Congregations.

PURPOSE
1. The purpose of outdoor ministry for the Church is to bring the Gospel of Jesus Christ into the life of every camper in a loving way. By using the natural resources that God has given us as instruments; incredible things can happen. The staff shows the love of Christ in all their relationships and activities at the camp.

2. Shetek Lutheran Ministries subscribes to the definition of camping as given by the Evangelical Lutheran Church of America (ELCA).
"Outdoor Ministry is an organized, Christ-centered experience which compliments the ministry of the church by offering opportunities for growth, under trained leadership, through a program of activities related to an outdoor environment, in order that each camper might:
a. Relate positively to sympathetic adult Christians.
b. Explore the meaning of who He is in the light of God's Word.
c. Learn how to respond to God's call to service.

EMPLOYMENT
1. All regular and seasonal staff shall be employed by the camp's Board of Directors through its Executive Director. Prospective staff personnel must interview and submit an application for employment to the Executive Director. Veteran staff are required to submit an application for another year of employment.

2. Physical Examination - all staff members are required to take a complete physical examination before arriving at camp. The camp will supply a physical form. This is a State of Minnesota Health Law.

3. Work Agreement - a Letter of Call is issued to each staff person upon his or her selection to be hired. It contains the agreement to which the staff members voluntarily agree to bind themselves for the terms of employment, wages, insurance, etc. It requires the signature of both parties and the duplicate must be returned to the camp office before the agreement is complete. This agreement is contingent upon a reference check according to the Minnesota Law 148A.

4. Job Description - staff members receive a written job description. Roles and responsibilities are covered during staff training. Staff Assignments - staff will be assigned to various programs based upon the camp needs at the time. Flexibility in service is necessary on the part of every staff member in accepting work assignments and responsibilities each week of camp. In the event of a varied registration for camp weeks, staff termination, or illness, the Executive and/or Program Director may reassign staff. The administration will do their best to help you meet your personal job goals. You are encouraged to communicate your feelings to the Executive and/or Program Director.

5. Training - all staff members are expected to participate in the pre-camp training and orientation program as scheduled. During the camp season there will be staff meetings and supervisory conferences as well as a personal evaluation program.

6. Time-off/Days-off - after campers leave on Friday afternoon, all members of the staff will assist in general cleanup of the buildings and camp grounds until 5:00. The afternoon also includes a staff meeting to evaluate the camp week program with the Executive and Program Director. Staff will be required to remain on site for specific weekends for the purpose of creating staff community and to help with the weekend groups. On "free" weekends, staff members are free to either remain on site or leave. Free weekends start on Friday after the staff meeting and conclude on Sunday at 11:00AM. The exception to this time frame is if you are assigned to be a part of a Day Camp Team or Adventure Trip the next week. If this is the case, you need to back at camp in time to leave for the Day Camp/Trip on Sunday morning (check with Day Camp Director or Program Director for exact times). Support staff are encouraged to get involved in the program during off-duty hours. All staff must notify the Executive Director and/or the Program Director if they intend to leave camp.

7. Lights Out - counseling staff are to remain with their camper groups in their assigned cabin each evening after campfire. Cabin devotions will be shared by staff in the cabins with the campers.
RESPONSIBILITY TO THE CAMPERS, ONE'S OWN SELF, AND TO THE HIGH STANDARD OF QUALITY IN CAMP PROGRAMMING MAKES IT VERY NECESSARY THAT ALL PERSONS GET SUFFICIENT SLEEP AND REST NOT ONLY DURING THE WEEK...BUT ALSO ON WEEKENDS.

8. Staff Housing - all staff will be provided a staff lounge facility that they will be held responsible for. The staff will be housed in cabins and other buildings for the summer. Staff housing is for sleeping and daily living needs. For the respect of each member and for the camp's public image, male\female staff members are expected to stay out of one another's cabins. This also holds true for support staff and includes no practical jokes.

9. Staff Meetings - will be held daily, with an extended meeting on Friday. These meetings assist in maintaining communication between counseling staff, full-time staff and support staff

10. Evaluations - are important and helpful for personal and program growth. Staff will be expected to participate fully in the evaluation of the program, team experience and their own personal contributions. During each camp session there will be supervisory conferences as well as personal evaluations between counseling staff and Directors. These may be both oral and written in nature during the summer and at the conclusion of the camp season. Each staff member will complete a written evaluation before they receive their last pay check.
Specific performance evaluations of an individual staff member is most often done informally on an ongoing basis by the Directors. Opportunities for a staff member to discuss his/her performance with the Program Director is given during a mid-summer evaluation. Each staff member should plan to participate in at least two of these sessions throughout the summer.
It is assumed that because of personal commitment to Jesus Christ and to fulfilling that commitment through Shetek ministry, all staff will seek to do all aspects of their work to the best of their ability. If the quality of a staff member's work fails to measure up to acceptable standards, the Directors will discuss it with the staff member and seek such change as will meet camp concerns. Comments concerning evaluations are considered confidential and will not be shared with other staff (except possibly with those whose position may make it necessary for them to know such information.)

11. Alcohol - Drinking alcohol, tobacco use, or the possession of intoxicating beverages / tobacco on the camp premises is grounds for dismissal.
ANY staff member found using, possessing, or under the influence of alcohol or illegal drugs will be subject to dismissal. Under aged staff members will be reported to local authorities.
Staff members are expected to adjust their personal habits and actions to customs, policies and ideals of the camp. Staff members are expected to conduct themselves accordingly at all times, both in and away from camp. When personal habits adversely affect the community and its ability to proclaim and live out the Gospel, those habits may lead to dismissal or re-evaluation of the staff member's goals

12. Drugs - the possession or use of drugs or hallucinatory producing stimulants of any kind is not allowed and is grounds for immediate dismissal. Persons under medical prescriptions for drugs of any kind must give them to the nurse while on-site in order to prevent campers from wrongfully taking them.

13. General Staff Conduct - the employee agrees that while in the employment of the camp they will adjust their personal habits and actions to the customs, policies, and standards of the camp and keep hours and habits which will enable them to remain in excellent physical condition. Stunts (practical jokes) tend to be demeaning and can be embarrassing and set an extremely bad example for campers. Supplies like toilet paper are expensive and misuse sets a bad example from an ecological standpoint.

15. Off Site Conduct - When off-site (weekends, Day Camp, Adventure Trips etc.) staff are expected to conduct themselves with maturity, dignity, and responsibility. Remember, you are still considered and recognized as a Shetek Staff person.

16. Relationships - Romantic relationships between staff and campers, staff and CIT's or CIT's and campers will not be tolerated under any circumstances. Such relationships are contrary to camp policy and will be discussed with the staff member that has difficulty acting professionally because of personal courtships. Be careful of the fine line between friendship with a camper and sexual harassment. (See policy below)
Staff persons interested in dating each other are asked to restrict their dating to days off or to time away from campers. This is out of respect for the campers as well as the entire staff.

17. Ghost Stories - The Shetek staff will refrain form telling ghost stories. Please allow only stories that keep the mood in good taste and will enable a good experience for all campers. Some children are easily frightened.

18. Language - Our most often heard complaint is bad language. It goes without saying that our language and treatment of each other must be beyond reproach. We must require these same expectations from our campers.

19. Insurance - for the protection of the entire staff against public liable, Shetek carries Public Liability Insurance and Workman's Compensation Insurance. These insurance policies do not cover any personal loss by theft, fire, or breakage. For your personal benefit it is best if you are covered by a personal health insurance policy since camp insurance does not cover illness.

20. Termination of Employment - either the employees or the camp may terminate their agreement through written notice given at least three days in advance. Dismissal of staff by the camp based on incompetence, inadequacy, or poor conduct, etc., shall be discussed by a conference with the Executive Director. In cases such as acts of insubordination, use of drugs, or other chemicals, the staff member is subject to immediate dismissal.

DISCIPLINE OF CAMPERS
All Campers receive a Camper Behavior policy prior to their arrival at Shetek. This policy outlines Shetek's concern for maintaining the safety of its' campers. Review policy copied on back of this manual. We do NOT use corporal discipline at Shetek. Our goal is to develop respect, understanding and cooperation in camper/staff relationships...providing a nurturing environment.
When Campers Misbehave:
* We do not use corporal discipline, verbal put downs, etc. If the counselor cannot handle the situation, the Directors are consulted on positive ways to handle the problem.
* In the event of a camper fight, staff should separate the individuals for their safety, then inform the Directors.
* If campers break the rules previously set down, they may be assigned a supervised maintenance task during their free time. Do not set ultimatums that cannot be enforced or kept.

DISCLOSURE POLICY
As an organization working with youth, we are mandated to report any signs of physical, emotional, and/or sexual abuse. Below is our policy on dealing with disclosure.

A. Staff are instructed to inform campers that they are free and encouraged to share things about their lives. However, in a caring, quiet way, please share this with your camper on the first night of candle power.
"I want to help you with any concerns or problems you may have. I will support you and want to be
your friend. I am required to pass on any information about physical or sexual abuse to our Human Service Agency. This is done to help you, and I will support you in any way possible."

B. If a camper approaches you with a concern of this nature, staff are encouraged to listen attentively, keep an open mind, support and reassure the camper that they are doing the right thing, remind the camper that such information needs to be reported and documented to the camp directors, and avoid probing into the issue.

C. Staff is required to report and document the disclosure as soon as possible. You should retrieve a disclosure form from our Program Director and fill it out with the PD's assistance. Note: the PD and Executive Director will review Documents.

D. Documentation will then be forwarded to local Social Services for review.

STATEMENT OF CONFIDENTIALITY
The staff of Shetek Lutheran Ministries will keep all statements by campers in confidence with the exception of statements by the camper that he or she has been or is currently being sexually or physically abused.

Minnesota State Law, effective January 1, 1986 states that any adult who works with youth must report to the proper authorities any evidence of or statements concerning possible sexual abuse whether such abuse occurred on the camp site or anywhere else in the state of Minnesota. The law further states that failure of the adult to report such information may result in fines or other punishments for that adult.

The Shetek Lutheran Ministries staff is ready and willing to help any campers concerning sexual abuse, but by law, they have to report it to the proper authorities.

HARASSMENT IN THE WORK PLACE

POLICY ON DISCRIMINATORY BEHAVIOR
It is the policy of Shetek Lutheran Ministries to maintain a work environment free of all forms of discriminatory behavior, including all forms of harassment directed toward the race, ethnic origin, gender, age or handicapping condition of an individual. Therefore, the use of disparaging terms, derogatory remarks and displays of insensitive treatment, directly or indirectly related to race, ethnic origin, gender, age, or handicapping condition would not be tolerated.

This policy pertains to every aspect of an individual's work relationship with Shetek Lutheran Ministries, including recruitment, selection, compensation, benefits, training and development, continuing education, social and recreational programs, promotion, transfer, demotion, relocation, corrective action, termination and all other terms and conditions of employment. When any Shetek Lutheran Ministries employee commits acts of discrimination, it seriously dilutes our efforts in the area of mission response.

POLICY OF SEXUAL HARASSMENT
It is the policy of Shetek Lutheran Ministries to maintain a work place free of any form of sexual harassment or sexual intimidation. Any form of sexual harassment within the work place is unacceptable behavior and is subject to appropriate action.

Sexual abuse is a major scandal in our country today. Therefore, it is important that staff understand with sensitivity and wisdom, that touch is a loaded act - given the current climate. At camp hugging, touching, holding hands and other physical contact is quite common, normal and good. The Christian community affirms that touching one another is an important means of communication and of sharing God's love. Touching is a means of ministering to the whole person. The following guidelines are designed to help the staff not become unwittingly involved in controversy, due to the misinterpretation of the act of touching. Camp is a place for appropriate touch.

A. Appropriate touch is done in group settings. Touching one another by hugging, holding hands, or putting an arm around a camper is very reassuring feeling for campers-it shows you care. However, always do these gestures of care in a group setting. Avoid one on one contact situations.

B. Avoid touching in situations or ways that could be misinterpreted as sexual advance. For example, touching in the water is inappropriate because it is hidden. Secondly, parents and campers alike can easily misinterpret cabin raids.
C. All male/female counseling should be done in groups of three. For example, if a female camper goes to a male counselor for help, bring a third staff member along who is female. This keeps the situation from appearing inappropriate.

D. As previously stated, no camper/staff relationships of a romantic nature are acceptable ever. If staff to staff relationships do occur, keep them discreet and in good taste.

E. If you notice a touching situation that is repetitive and seeming to be in poor taste, it is your responsibility to point this out to the offending staff member.

F. Make sure that you spread your hugging around. One way to keep touch from being misinterpreted by a single camper is to show the same kind of affection to many campers. If you are hugging only the good looking guys or girls, then you have a problem.

G. If you are getting your own personal need met through hugging campers, then it is wrong and you should reevaluate your actions.

H. Avoid ALL genital/breast/buttocks contact and touch.

REPORTING HARASSMENT AND OTHER DISCRIMINATORY BEHAVIOR
Any employee who believes there has been a violation of this Harassment Policy has the right and responsibility to report the perceived violation to the Executive Director of Shetek Lutheran Ministries. If Director is a part to the complaint it may be reported to the Chairperson of the Board of Directors. Any complaint received by the Chairperson of the Board of Directors must be reported to the Executive Director. If the matter cannot be resolved between the parties involved, the personnel committee and the board chair will investigate the allegations promptly, objectively, and confidentially. The complainant has the right to invite a colleague to be present at the proceeding regarding the complaint.

Shetek Lutheran Ministries will take no adverse action against an employee who, in good faith, complains of harassment and will, to the extent possible, protect such employee from reprisals from other employees. Disciplinary action including dismissal when appropriate, will be taken when it is determined that harassment did occur, or where the Executive Director has failed to report violations of this policy of employee complaints of harassment to the Chairman of the Shetek Board of Directors.

This policy of Shetek Lutheran Ministries recognizes that the question of whether a particular action or course of conduct constitutes harassment requires a factual determination.

This policy of Shetek Lutheran Ministries also recognizes that false accounting of harassment can cause serious harm to innocent persons. Therefore a thorough investigation will be conducted in each case. Malicious accusations will be subject to appropriate action.

APPEALS
If an employee is not satisfied with the investigation or action taken by the Executive Director and the Board of Directors, he/she may bring the matter to the attention of the Office of the Southwest MN Synod of the ELCA.

If the complainant is not satisfied with the investigation and/or action taken by Shetek Lutheran Ministries or by the Office of the Southwest MN Synod of the ELCA, the complainant should bring the matter to the attention of the Minnesota Department of Human Rights, Bremer Tower, 5th Floor, Minnesota at 7th Place, St. Paul, MN 55101. (1-800-562-9747 or 1-612-296-5663)

FACILITIES AND EQUIPMENT
1. Laundry - the camp has a washer and dryer for your use. It is located in the Dining Hall and is to be used only on the weekends or in case of emergency. No personal laundry should be done during the week-the kitchen staff needs to have full access to washer and dryer at this time. Staff are to provide their own detergent.

2. Mail - Summer Support Staff will pick up the mail from the dining hall mail box daily and take it to the mail box to be delivered. They will also pick up the camp mail. After lunch, mail will be distributed in staff boxes. Stamps can be purchased in the canteen.

3. Recreation equipment - you are free to use the recreation equipment. Whoever uses the equipment is responsible for returning it and for the care and maintenance of it. Use of motor boat at the waterfront will be limited. (See policies on waterfront)

4. Vehicles - golf carts, tractors, mowers, vans, and cars are for program and maintenance use only. Extreme care is essential. (See policies on use of camp vehicles.)

5. Kitchen - policies that will make our kitchen staff and state inspectors easier to live with are the following:
1. Please wear shoes at all times.
2. Please wash your hands before working in the kitchen.
3. Absolutely no sitting on the counters, at any time, by anyone.
4. Please stay out of the kitchen area around meal time unless you are on KP or are helping.
5. The dining hall is not a dumping ground; please take your personal belongings with you.
6. Cover up food after helping yourself.
7. Clean up after yourself.
8. After outcamp or picnic times you and your cabin group are responsible for cleanup.
9. Please do not use the washer and dryer for personal use during the week and do not leave laundry in the machine.
10. No eating in the kitchen area; only in the dining area.

6. Canteen - supplies and work schedules will be handled by the canteen director. Shirts and novelty items can be purchased at cost. Pop is 50 cents and candy is regular price. You must buy a canteen card to record your purchases on. Please be honest with payments and keep up to date on them. Canteen access will be limited. (Canteen policies are subject to change upon request of Canteen Manager)

7. Phone - you may use the phone for personal calls. You are encouraged to bring a phone card to camp or plan to purchase a camp card once you arrive. Please make phone calls during time off unless it's an emergency. This is a privilege, please don't abuse it. Use LINE 3 when making personal calls. Incoming personal calls should be directed to 763-3803. LINE 1 & 2 is for business only. Either line may be used in an emergency.

8. Purchasing - no purchases or expenditures are to be made in the name of the camp without prior approval of the Executive Director. Persons making unauthorized purchases will be held responsible for them. Purchase orders are required.

9. Tips and Gratuities - staff persons are not allowed to accept tips or gratuities. All tips contributed by donors for services performed by camp staff, or for the use of camp facilities and grounds should be directed to the office and/or Director. They will be channeled into a campership fund.

PERSONAL POSSESSIONS AND EQUIPMENT
All staff will be responsible for their own possessions. It is the responsibility of Shetek to provide a place of safe keeping of expensive personal items. It is the responsibility of the owner to put them there. Staff are not to bring televisions, stereos, or pets. Small radios are allowed, but should be used to play Christian Music when campers are on site. Shetek is not responsible for damages or loss of personal property. Staff are allowed to bring recreation equipment such as bikes, roller blades, tennis rackets, etc. Staff are responsible for the maintenance and security of their own equipment. When using personal recreation equipment, staff are responsible for their own safety and Shetek will not be held liable.

VISITORS
It tends to be a little uncomfortable for you and your visitors if they come when you have camp responsibilities. However, we do want your families and friends to visit, so if possible, arrange visits during time off. Be sure they are aware of your responsibilities. Also, be sure that the Executive and Program Director and also the cook are aware of your visitors. They are welcome to stay as space permits. There is no charge for immediate family; they may leave a gift or donation if they wish. Other guests are asked to pay for meals and lodging.

PAY PERIODS
Staff will be paid every two weeks. You must complete a W-4 form before your first paycheck as Social Security taxes are deducted from your checks.

POLICY ON THE USE OF CAMP VEHICLES
General - motorized vehicles may be used/driven by staff members only if authorized by the Executive Director for specific duties. Exceptions to the rule can be made only by the Director or in his absence the Program Director. Campers are not to ride on or in any camp vehicle unless approved by the Director. No campers are to ride in open vehicles - i.e. pick-up box or trailer.

1. Vehicle Use
Camp Vans - the green Ford van is used for the following purposes in this order of priority:
a. Camp emergency vehicle
b. Transportation for camp business
c. Maintenance transportation for camp business
d. Hauling supplies
e. Transport camper to activities on trips
f. Transport staff - Daycamp
g. Other camp business
Red Dodge Van/Blue Ford Van
a. Camp emergency vehicle
b. Transport campers to activities on trips
c. Transport staff - Daycamp
d. Transportation for camp business
e. Other camp business
Red Oldsmobile/Brown Oldsmobile/Grey Oldsmobile/ 2 White Lincoln
a. Camp emergency vehicle
b. Transport staff - Daycamp
c. Other camp business
Malibu
a. Camp Emergency vehicle
b. Director's transportation for Camp Business
2 S-10 Pick-Ups
a. Maintenance only

The following staff persons are authorized to drive the camp vehicles:
a. Executive Director
b. Program Director
c. Maintenance Persons
d. Camp Health Persons
e. Other persons as authorized by the Director

The Executive Director (or in his/her absence the Program Director) should be informed each time a vehicle leaves the camp so that another vehicle can be designated as the camp emergency vehicle (such as a personal car). Misuse of camp vehicles or disregard for this policy may be grounds for immediate dismissal. The Maintenance persons shall be responsible for the maintenance and upkeep of the vehicles.

Camp Vehicles must be signed out on log sheet (include reason for use, destination, miles and who will be driving). Vehicle keys are kept in the office and must be kept in that location if not in use (i.e. do not leave them in your cabin or in the vehicle).

2. Camp Tractor - because of its cost and difficulty in operation, only the Director and Maintenance persons are authorized to drive the tractor. There shall be no exceptions unless an emergency occurs. The Maintenance persons are in charge of maintenance.

3. Riding Lawn Mower - the John Deere, Airens, Snapper riding lawn mowers are limited to the camp boundaries, mowing, and other maintenance use. They are not to be used as a means of transportation. Under no circumstances may a passenger (other than the driver) ride on the mower. (The maintenance persons are responsible for maintenance). The following staff persons are authorized to operate the riding mower:
a. Executive Director
b. Program Director
c. Maintenance Persons
d. Other persons authorized by Director

4. Pontoon Boat - the pontoon is designed to be used as a part of the camp program for camper rides, fishing trips, outings (Bible Studies, Outcamp, etc.), some staff activities, and public relations. (The maintenance persons are responsible for maintenance.) The following staff members are authorized to operate the camp pontoon:
a. Executive Director
b. Program Director
c. Maintenance Persons
d. Waterfront Directors
e. Other persons as authorized and trained by the Director

5. Rescue Boat - this boat is designated solely for use in waterfront activities to provide safety for and rescue of the campers and other persons in trouble. (The maintenance persons are responsible for maintenance.) The following persons are authorized to operate the rescue boat:
a. Executive Director
b. Program Director
c. Maintenance Persons
d. Waterfront Directors
e. Any senior lifesaver or WSI authorized and trained by the Director and requested by the Waterfront Director in connection with waterfront activities.

6. Golf Carts - A) Black & White cart (Easy-Go) is to be used for maintenance or transporting food to Lakota. B) Electric (gray) cart is available for moving program equipment and supplies. It must be returned to the shop after each use and plugged in! The golf carts are not to be used as a recreational vehicle or for the transportation of campers. Anyone other than authorized persons must get permission to drive the cart. The Directors and Maintenance Persons are authorized to drive the golf cart.

SAFETY PROCEDURES FOR TRANSPORTATION
1. The Executive Director will assign specific drivers to each camp vehicle. No other staff are to drive vehicles unless specifically authorized to do so by the Director or in case of emergency.
2. Each driver will be educated to the specific vehicle to be driven and expected to abide by safety standards.
3. No campers are to be transported in or on any camp vehicle unless injured or otherwise approved by the Executive Director, Program Director, or Maintenance Person.
4. No campers are to ever be transported on the flat-bed trailer, the pick-up box, or the golf cart box.
5. If staff members are to be transported in any of the above, they are to be seated, and the driver is to use extra caution in starting, turning, and stopping.
6. Only designated staff members are permitted to operate the pontoon. All persons on the pontoon or in the speed boat are to wear life jackets and be seated on the benches provided. No more than fourteen adults or sixteen children plus the driver are permitted on the pontoon.
7. No passengers other than the driver are permitted to ride on the lawn mower or tractor.

EMERGENCY TRANSPORTATION
The camp vehicles are designated as the primary camp emergency vehicles in this order: Brown Oldsmobile, Red Oldsmobile, White Lincoln, Grey Oldsmobile, Green Ford van, Red Dodge van and Blue Ford van. Vehicles are to be driven only by those authorized by the Director. If camp vehicles are not available, the Camp Health Person's personal car is designated as the emergency vehicle and is to be driven by the Health Person or any staff person designated by the Director. If none of the above vehicles are available, the following vehicles are designated emergency vehicles in the order shown:
a. The Executive Director's personal vehicle
b. The Program Director's personal vehicle
c. Any staff member's personal vehicle
The camp vehicles are equipped with fire extinguishers, first aid kits, and emergency reflectors and flares.

All motorized vehicles will be checked weekly as to operation of all lights, exhaust systems, warning lights, horn, brakes, steering mechanisms, tire pressure, windshield wiper parts, etc. These duties belong to the maintenance personnel. Defects will be repaired promptly and equipment removed from service until completed. Written notes of any vehicle problems should be given to the maintenance person.

EMERGENCY PHONE NUMBERS
Emergency...............................................................911
MN Poison Control...............................1-800-222-1222
Fire Department.......................................................911
(14 Keeley Island - Refer to Currie Dept.)
Sheriff's Department........................................836-6168
Hospital: Slayton...........................................836-6111
Marshall..........................................532-9661
Clinic: Slayton................................................836-6153
Slayton................................................836-8538
Marshall..............................................532-2251
Ambulance...........................................911 or 836-6111
(14 Keeley Island Drive)
Baptist Camp..................................................763-3449
Boy Scout Shelter...........................................763-3178
Shetek State Park............................................763-3256
Jon Hoyme-home............................................763-1568
Electricity........................................836-6070/836-6607
Gas/Furnace....................................836-6185/763-3465
Plumbing.........................................836-8008/836-6869
Refrigerator....................................................763-3522

POLICIES ON EMERGENCIES

Emergencies: 1. Storm
2. Fire
3. Accident
4. Waterfront
5. Intrusion
6. Illness
7. Lost Camper
8. Family Emergency
9. Animal

General: a. WHAT determines
b. WHO determines
c. CHAIN of command
d. PROCEDURE

1. Storm:
a. In the event of threatening weather, monitor sequences tuned to these radio stations:

106.1 FM KJOE - Slayton
95.1 FM KWOA - Worthington
98.7 FM KISD - Pipestone
99.7 FM KKCK - Marshall
94.3 FM KDOM - Windom
1400 AM KMHL - Marshall

If there is a watch or warning - the Sheriff will call and the siren located at the end of the Island will ring to notify residents.
b. Directors - Staff
c. Same
d. After notification (continuous bell) - campers to shelter-counselors with campers, directors in
appropriate locations. Radio, candles, flashlights, extinguishers, first aid kits.
2. Fire: a. Smoke and/or flame
b. Staff
c. Staff - Directors
d. Send for help, clear area of campers; Directors determine if call is necessary.
Tools: extinguishers, hoses, rakes, blankets.
3. Accident: a. Injury - appears serious
b. Staff
c. Staff - Health Person - Directors
d. Determine if serious - send for help - clear area, necessary first aid
4. Waterfront: a. Accident, missing camper, capsized or missing boat
b. Waterfront director or boating coordinator
c. Determined by director & extent of emergency: i.e. health person, directors, & rescue squad
d. Clear out waterfront area, sound chapel bell, campers to canopy, and counselors to chapel bell. If no camper, directors call rescue teams. Rest of camp go about schedule keeping waterfront area clear.
5. Intrusion: a. Car, non-camper, boat, behavior of individual
b. Staff who discovers
c. Directors
d. Campers to secure area Send for Directors, call Sheriff if threatening
6. Illness: a. Behavioral / Physical symptoms
b. Health Person, Directors, Counselors
c. Health Person, Directors, Doctors
d. If it appears serious - contact health person and/or Directors; isolate camper, comfort, first
aid if necessary, assist health person if necessary
7. Lost Camper: a. Camper attitude
b. Counselors - Directors
c. If deemed serious, and search can't be done low key by counselor and directors, the sheriff
will be called.
8. Family Emergency: a. Call or "guest"
b. Directors
c. Directors along with staff members determine procedure calls if necessary, involve
camp pastors if necessary.
9. Animal: a. Behavior of animal
b. Staff - Directors
c. Staff - Directors
d. Protect, calm campers, send for assistance, first aid if necessary. Keep contact with animal if safe and realistic. Doctor and sheriff will be contacted if necessary.

Degree of outside involvement, staff and camper contact with non-camp people and contact with parents will be determined by Directors and Health Person. The safety of our campers is our number one responsibility and our behavior at all times must be keyed to protect them from further injury if an accident happens.

SAFETY PROCEDURES
Definition of an Emergency: an emergency is a circumstance where a staff member, camper or guest is faced with a danger, which can threaten or has caused injury or death: also can damage or destroy property.
Emergency Steps: in the event of any kind of emergency, follow these 5 steps in the order.
STEP ONE: STAY CALM
STEP TWO: ASSESS THE SITUATION
STEP THREE: PLAN THE COURSE OF ACTION
STEP FOUR: CARRY OUT THE PLAN OF ACTION
STEP FIVE: GET HELP AS SOON AS POSSIBLE

STEP ONE: STAY CALM
Remember, a life may depend on your clear thinking and prompt, correct action. You can help no one if you panic or perform the incorrect action.

STEP TWO: ASSESS THE SITUATION
What are the facts? Is there still a danger? Is there need for help? Should we take cover? Is there injury? What needs to be done?

STEP THREE: PLAN THE COURSE OF ACITON
Determine the order of needs: movement, first aid, send for help, take cover, etc. Plan how to carry out the action. Plan who is to do what. When applicable, yield authority to a superior or to one more highly trained in dealing with the specific type of emergency.

STEP FOUR: CARRY OUT THE PLAN
Put the plan into action.

STEP FIVE: GET HELP AS SOON AS POSSIBLE
This step may have been a part of Step Four or it could wait until the emergency has passed. As soon as possible send someone - camper, staff member, guest, anyone - to get the Health Person or Directors.

When sending someone for help, instruct them what to do or say: example - Go to the chapel and keep ringing the bell until the Health Person (or person wanted) comes to the bell. Tell him/her that person X may have injury X and bring them to the injured person.

Note: If at all possible, counselors should stay with their campers during an emergency. Counselor should stay with their injured camper until relieved by Health Person or Directors.

EMERGENCY COMMUNICATIONS
The following forms of communication may be used in an emergency.

1. Phone/Intercom: to communicate on camp, press the Intercom button and correct two digit extension numbers. Extension numbers are listed on each phone. Phone will ring a double ring on other end. Ask the person who picks up the phone the whereabouts of the person you are looking for. The Voice Call may also be pushed along with correct extension and then you may speak directly into the phone. Person on the other end can speak into speaker. Always identify who you are and what phone you are calling from.

2. The Chapel Bell: the chapel bell is designated as the emergency bell and is to be rung only for emergencies, Sunday morning worship services, or announcing a CODE RED waterfront alert or CODE BLACK storm alert. In case of emergency, any staff member, camper, or guest can ring the bell to call for help. The person ringing the bell should continue to ring the bell until one or more of the following staff arrives at the bell: Directors or Health Person. When the above mentioned person arrives at the bell, the person ringing the bell inform them of the emergency and will lead them to the location of the emergency.

3. Radios: Camp CB and radios will be assigned to leadership staff for communication purposes.

4. Other Communication Methods: voice or visual communications, bodily gestures, megaphones, whistles and car horns serve as additional methods of emergency communications. Any person, (camper, staff member, or guest) may be used as a "runner" to carry an emergency message to the proper person.

PUBLIC RELATIONS CONCERNING AN EMERGENCY
1. Cooperate fully with the authorities.

2. Know the essential facts: nature of the events, results, known damage or injury, etc. Stick to the facts. Do not offer your interpretations or opinions.

3. Do not volunteer information to spectators, campers, or strangers.

4. If asked about insurance coverage, you are only authorized to say, "It will be referred to our insurance company."

5. In dealing with the news media and/or public, maintain an attitude of cooperation and helpfulness, but do not give any information other than the basic facts. Refer all other questions to the Directors.
6. Never give information off the record.

7. In the event of serious accident, injury, or death, let the Directors deal with the authorities, campers, parents, and public.

SPECIFIC EMERGENCY PROCEDURES
MISSING PERSON IN THE WATER: at the first suspicion of a missing person in the water, the Waterfront Director or the Life Guards on duty will:
1. Conduct a quick check of all swimmers by calling a buddy check immediately. REMEMBER - TIME IS IMPORTANT!

2. If a missing person is not located: remove all swimmers from the water and send them directly to the Canopy. Lifeguard assigned to the Dock for lifeguard duty will establish missing campers name, cabin number, and counselor. Dock lifeguard will go to chapel bell and ring continuously.

3. Lifeguards assigned to chair and raft will immediately begin to sweep the swimming area.

4. Upon hearing the chapel bell, all staff will report to bell. Dock Lifeguard will inform each staff as they arrive, of the CODE RED situation and the name, cabin, and counselor of missing camper. APD and CIT's will be sent to Canopy to assemble campers into cabin groups and conduct a roll call. APD will relay the results to the Waterfront Director. The APD and CIT's will keep the campers occupied until the end of the search.

5. The first staff to arrive at the chapel bell will be sent to check bathhouse, cabins, dining hall, chapel, arts and crafts, shop, Lakota, and camp grounds. The second staff to arrive at bell will be sent to the office to alert Directors and office staff of situation and activate the EMS. The counselor of the missing camper will be sent to canopy to identify missing camper and help in the land search. All other staff will be sent to beach to aid in water sweep of the swimming area. Health Person will report to beach with backboard and necessary first aid equipment. The Health Person will remain at the Waterfront throughout the search. TIME IS IMPORTANT!

6. Should the camper be found on the grounds, that camper shall be taken to the APD at the canopy who will announce the search to be over. The APD will personally notify the Waterfront Director that the search is over.

7. If, after thorough searching of the grounds and water, the missing camper is not located, then the Executive Director or Program Director will notify the proper authorities.

MISSING PERSON ON LAND: when someone is missing on land, immediately contact the Executive Director, Program Director, or Assistant Program Director who will set up a search base in the dining hall and:
1. Assign a staff member to conduct a head count of all the campers, staff and guests and inquire when and where the missing person was last seen.

2. Appoint two staff members to supervise the campers and assign pairs of other staff and resource people to search specific areas and report back to the dining hall.

3. If the missing person is found and safe, then return with the camper to the staff person in charge in the dining hall who will call off the search.

4. If the missing person is found and injured, send for help. Remain with the camper and give First Aid until help arrives.

5. If the missing person is not found after a thorough search process, the Executive Director or Program Director will then cancel the search and contact the parents and proper authorities.

ACCIDENT OR INJURY: in the event of an accident or injury, stay calm, assess the situation, plan your action, carry out the plan, get help if needed.
1. Assess the situation quickly:
a. If the injury does not appear to be very serious, render First Aid and then take the person to the Health Person.
b. If the injury is serious or unknown, send immediately for help. Give First Aid as needed and as qualified.

2. Ask another staff member to move all on-lookers away from injured person immediately and stay with them.

3. Remember: the injured person may have potential back or neck injuries. If at all suspicious of back or neck injury, DO NOT MOVE THEM to avoid further injury or paralysis except in case of additional, imminent danger.

4. As soon as the Health Person or other help arrives, give known facts of the accident or injury.

5. Keep the injured person calm, comfortable, warm, lying down, and reassured. If they ask about their injury, do not lie to them, but indicate that they will soon receive needed help. If they are frightened or crying, assure them that their action is normal and healthy.

6. If appropriate or requested, the counselor should remain with the injured camper even if it means going along to the doctor and/or hospital. The Executive Director, Program Director, or Health Person will make the final decision about the counselor accompanying the camper to the doctor or hospital. When a counselor accompanies a camper to the doctor or hospital, the Program or Assistant Program Director shall be notified so as to appoint a substitute counselor for as long as needed.

7. Following a serious accident, injury, or death, all staff are to help stop rumors by getting the facts from the Executive Director or Program Director to correct any misinformation. If needed, the Executive Director or Program Director will speak to the entire camp community to present the facts as known. If outsiders (strangers, media, etc.) ask questions, refer them to the Executive Director.

STORMS: In the event of a sudden storm (wind, hail, lightning, tornado) sound the alarm by ringing the bell continuously and then take cover immediately. Counselors should try to find and stay with their campers. Non-counseling staff should assist in warning/finding other staff, campers, and guests to insure that they are safe and in shelters.
If it is not possible to take cover in proper storm shelter areas, then lay flat on the ground in a depressed area, behind a hill or along an embankment with the hill or embankment between you and the oncoming storm. STAY CALM. If a camp person is unaccounted for, notify or send word to the Directors who will then initiate a search, if appropriate. If a storm occurs at night, call the Executive Director.

STORM WARNINGS: During a storm watch, the camp uses 2 codes: CODE YELLOW and CODE BLACK.

CODE YELLOW is the phrase used when the weather service has announced a severe storm and/or tornado watch. A storm watch means only that conditions are right for severe winds, hail, thunder, storms or tornado. A storm warning means that a storm has been sighted and is moving. The staff members are all notified that the camp is under CODE YELLOW (a storm watch), which is mainly an alert condition.

CODE BLACK is the phrase used when conditions are such that the Executive Director, Program Director, and/or Assistant Program Director feels that all campers and guests at the camp should move into the storm shelters immediately. The CODE BLACK phrase can also be used when the National Weather Service announces a change from storm watch to storm warning for areas around or near the camp. Staff, campers, and guests are not to question the decision to take cover, but are to move immediately to the shelters when the CODE BLACK signal is given.

If a staff member hears (via radio, TV, phone, or conversation) of a storm warning, alert the Executive Director or Program Director immediately. They will notify the staff and place the camp under the CODE YELLOW or CODE BLACK alert.
1. Under CODE YELLOW counselors should:
A. Inform their campers of the watch, and reassure them that they will be taken to proper storm shelters if conditions worsen.
B. Keep the counseling group within the main building areas.
C. Show the campers where they are to go for shelter if needed and inform them of the signals (chapel bell, CODE BLACK announcement, etc.), which instruct them to head straight for shelter.
D. Instruct them that if the CODE BLACK command is given (by any method of communication- especially the chapel bell) that they are to immediately move to their assigned place of shelter. Counselors will go with their campers to the assigned place of shelter.

2. Under the CODE YELLOW the following staff members should:
A. Maintenance - unlock all shelter doors, check emergency flash lights in shelters, service chainsaws, distribute, collect axes and saws and other emergency tools and place in assigned locations, close doors/windows in chapel, vans, and automobiles.
B. Kitchen - be responsible for all staff, children, resource staff, and guests. Inform them of the situation and instruct them where to find shelter. Close windows and doors in the kitchen, dining room, Red Cloud, and Cheyenne.
C. Waterfront Director - secure all waterfront equipment.
D. Health Manager - gather emergency First Aid equipment and place in storm shelters. Then report to Program Director for assistance.
E. Assistant Program Director - spread the word to the staff concerning CODE YELLOW. When CODE BLACK is sounded, pass the word and move to the storm shelter to calm the campers and keep them occupied.
F. Program Director - send word of CODE YELLOW to outcamps. Report to the office to tune the radio to a station with information. Remain in the office for information on the progress of the storm.
G. Executive Director - monitor the progress of the storm and give the signal if the camp is to be placed under CODE BLACK.
H. Should the Executive Director decide that the camp residents and guests should move to shelter, he will notify the Program Director who will communicate the CODE BLACK to all staff, campers via the best means available, generally the chapel bell.
NOTE: In the event of the absence of the Executive Director, the Program Director or Assistant Program Director may sound the CODE BLACK alert. The object is to get people to shelter as quickly as possible. Whenever in doubt, sound the CODE BLACK alarm. It is far better to be safe than sorry.

3. CODE BLACK - the ringing of the chapel bell or other communication of CODE BLACK means that all campers and guests are to immediately move to shelter area beneath the dining hall.

During CODE BLACK, the counseling staff is to reassure the campers and occupy the time with singing, games, conversation, or any other method of keeping their minds off of the outside condition.

During CODE BLACK, the Program Director or Assistant will make sure that a battery powered AM-FM is taken to the storm shelter.

All persons are to remain in the shelters until released by the Executive Director or Program Director.

LIGHTNING
Lightning is very dangerous and should be highly respected. Whenever nearby thunder is heard or lightning is sighted, all camp residents are to take shelter in camp buildings. Windows and doors are to be closed, as lightning will easily travel through such openings. It is not sufficient to stand along side the exterior of a building or under a tree as a person can be severely injured by a close or direct lightning strike.

All staff members are to instruct campers and guests to move indoors whenever loud thunder is heard or sharp lightning is observed. Counselors are to be with their campers to deal with typical fears some people have during a thunder storm.

Whenever lightning is observed or thunder heard, the Waterfront Director and/or lifeguards will immediately remove all swimmers from the water and call in or go after all camp water crafts that may be on the lake.

If any staff member observes another staff member operating a power mower or other loud piece of equipment when thunder is heard or lightning is sighted, then that staff member is to immediately notify the staff member operating the equipment and alert them to the danger.

REMEMBER: Lightning can and does kill and injure. All camp residents and guests are to take immediate cover when lightning is observed or thunder heard. There are no exceptions to this policy.

FIRE
An uncontrollable fire can be extremely dangerous due to smoke and/or heat, which can quickly kill or injure a person. When the first indication of fire is noticed, follow these procedures.

1. STAY CALM

2. If possible, quickly discern the nature and extent of the fire. If it is a small fire (i.e. wastebasket, rags, etc.), then extinguish it with a fire extinguisher. If the fire is large or unknown, sound the alarm and evacuate all persons immediately.

3. Counselors must quickly account for each of their campers. If one is missing, either personally search for them, or notify another non-counseling staff member to conduct the search. Move all campers to a safe area out of the way of the fire vehicles and remain with the campers until informed by the Executive or Program Director to move elsewhere.

4. Notify the Executive Director, Program Director, or Assistant Program Director, or any support staff member by means of the best emergency communications system so that they can notify the Fire Department.

5. If needed render First Aid and send for the Camp Health Manager.

6. Unless otherwise occupied in the fire emergency, the kitchen staff is to assist the counselors in keeping the campers safe and calm.

7. The maintenance staff, if appropriate, will gather fire extinguishers, hoses, shovels, and other fire fighting equipment at the direction of the Executive Director or Program Director and take them to the fire area.

8. Evacuation procedures: exit via any door or window, and assemble at courtyard for an accounting by counseling groups of all residents. When all are accounted for, move to Wounded Knee field, occupy the campers and await further instructions from the Directors.

9. Accounting Procedure: it shall be the responsibility of the Assistant Program Director to survey all counselors and support staff to account for everyone. As soon as he/she has completed the survey, give the report to either Director. If any campers or staff are missing, the Assistant Program Director will gather sufficient support staff members and organize a search and rescue procedure in non-emergency area while members of the Fire Department search the area.

10. Grass and/or wooded fire: if a fire is discovered in the grass or in a wooded area, evacuate all campers and staff to a safe area such as the parking lot. Notify proper staff members who will (if small) use support staff members to extinguish the fire. If the fire is large, notify the fire department. (911)

11. Propane tanks: in the event one of the propane tanks catches fore, the ENTIRE POPULATION of the camp shall be immediately evacuated for the distance of one-half mile. Walk campers to Valhalla Island and gathering at the roadside park. Due to the highly explosive nature of a burning propane tank, it is not sufficient to take cover in or behind a nearby building or just walk a few feet away. There are no exceptions to this policy.

CALLING THE FIRE DEPARTMENT
Simply call 911 and be sure to tell them these things:
1. You are at Shetek Lutheran Ministries.
2. The camp is at 14 Keeley Island.
3. Tell them what is burning.
Use this procedure when calling the sheriff or other authorities for an emergency.

SHETEK LUTHERAN MINISTRIES - JOB DESCRIPTIONS

BOARD OF DIRECTORS
Purpose: Board members are called to set policy and make decisions for a very important part of the congregational ministry, Shetek Lutheran Ministries. Included is some general information about the position.

1. You have been elected to a three year term, and if interested, are eligible for a second term.
2. Members appointed during the first 1 and 1/2 years of a term may be nominated for one full term. After the first 1 and 1/2 years, eligibility is for two terms.
3. Resignations should be passed on verbally and in writing to the Director and the Board Chairperson.

Your commitment is four-fold:
1. Time: A. Quarterly meetings, times and dates set by board
B. Committee meetings, set by committees - usually two or three per year.
C. Communication time, recruiting and encouraging congregations assigned to you.
1. Obtaining names and addresses of Camp Representatives and contacting them.
2. Meeting with Representatives, Pastors, and council members if necessary.
D. Yearly board retreat at Shetek for you and your family. (One of the quarterly meetings)
E. Visit camp at least once during the summer.
F. Other events and activities (i.e. quilt auction, annual meeting).

2. Energy: A. Obviously, to carry out these tasks, much energy is required. At the same time we realize that you all have other responsibilities and commitments. Thus working with and through your staff is essential.
B. Become familiar with the operation and facilities of Shetek Lutheran Ministries.

3. Talent: You have been chosen and called because you have skill and abilities and have an interest in this special ministry of the church. We hope that you will apply your talent in a committee that interests you.
Committees:
Program - all aspects of programming, staffing, program facilities and planning.
Finance - budget planning, fund raising, camp representatives organization, purchasing
Property - supervision and planning for camp maintenance and improvements.
Personnel - review policies, job descriptions, and staffing
Development - over see short and long range plans for facility, program, and staff. Evaluate the mission statement and master plan on a regular basis.

4. Gifts: Share your gifts with your camp as you are able. You have been called to a very important position. Thank you for sharing yourself.

PURPOSE OF STAFF MEMBERS
Because SLM exists to serve the needs of campers, the staff is hired and trained to serve, to minister unto, to inspire and to help campers grow in their faith in Jesus Christ, God's Son, our Savior.

GENERAL QUALIFICATIONS OF STAFF MEMBERS:
1. Emotional maturity
2. Sound, growing Christian faith
3. Willingness to serve instead of being served
4. Ability to work within a group
5. Sound, moral characteristics based on Christian principles
6. Member in good standing of a Christian church
7. Willing to promote the camp and its objectives

GENERAL RESPONSIBILITIES OF STAFF MEMBERS:
1. Understand and interpret the theology of the camp.
2. Be committed to Shetek's philosophy and program as it exists and continues to develop within the mission of the ELCA.
3. Participate actively in staff meetings and program.
4. Maintain equipment, buildings and grounds in safe and clean condition.
5. Learn, promote, and practice all camp safety standards.
6. Carry out assigned duties to the best of one's ability.
7. Minister to the needs of the whole camping community.

EXECUTIVE DIRECTOR:
1. Share the responsibility with the camp board in the formation of camp philosophy, policy, and program.
2. Carry out the executive responsibilities in the specific initiation and fulfillment of camp policy, practice, and program.
3. Exercise sound business management through practices, which insure good camp operations.
4. Educate camp board and staff members in the development, execution, and interpretation of camp philosophy, purposes and programs.
5. Translate the camp climate and objectives into camping experiences through staff, trained to meet camper's needs within the framework of the camp program.
6. Communicate by listening and learning from the congregations, which constantly seek the total camp/parish balance.
7. Communicate the ministry of SLBC to all people, so that they might see its ministry as a gathering place to learn to live with God, people, and nature.
8. Recruit, train, and supervise a staff in creating Christ centered program.
9. Administrate and coordinate all of the activities and events, which are a part of the camp ministry.
10. Delegate responsibilities and make certain that they are carried out when they have been delegated.
11. Be the pivotal coordinator for the camp.
12. Provide leadership in developing and implementing a retreat ministry.
13. Provide leadership in the development of a creative, bold, innovative camping ministry.
14. Participate with other ELCA camps in jointly providing unique camping experiences, which Shetek alone could not implement.
15. Together with the Board of Directors, plan budgets, and encourage all church councils of corporation congregations to give their financial support.
The Executive Director assumes final authority and all staff are finally accountable to the Executive Director for all facets of the mission and operation of Shetek Lutheran Ministries.

PROGRAM DIRECTOR
1. Work with the Executive Director in securing staff.
2. With program committee, plan and write summer programs.
3. Direct the summer program and summer staff.
4. Welcome and involve pastors and youth workers in the training program.
5. Coordinate and run the staff training weeks.
6. Supervise weekend and special events.
7. Program the regular events-retreats.
8. Schedule all retreat hosts.
9. Promote retreats through mailings and visits.
10. Serve as a resource for retreats and congregations.
11. Host retreats, assisted by retreat host, and other full time staff members.
12. Handle billing and provide secretary with the receipts and checks.
13. Make sure buildings are ready and comfortable for retreat groups, and check out buildings prior to and after retreat groups depart if on duty.
14. Handle summer camp and regular promotions and public relations.
15. Attend pastor's conferences, synod assemblies, and other special events.
16. Attend Board of Director's meetings.
17. Participate in program & communication committees & corporation meeting.
18. Serve as Director in the absence of the Executive Director.
19. Minister to the needs of each staff person, camper, and guest.
20. Give aid, support, and encouragement to the fellow staff members.
21. Perform other duties as requested by the Executive Director.

DEVELOPMENT DIRECTOR
1. Record keeping-Annual Fund, Memorials, PBM Gifts, Women's Gifts, Special Gifts, Individual Gifts, Pelican Gifts, Matches & Grants, and Endowment
2. Maintain donor lists
3. Generate all necessary reports for director & board, and corporation
4. Recruit & train volunteers, maintain records and thank repeatedly
5. Prepare and maintain files for all correspondence
6. Generate all mailings, asking and informational that are included in Annual Fund Plan
7. Events- work closely with committees, provide support, maintain records, assist with promotion, preparing materials, recording and thanking (Quilt Auction, Golf Tourney)
8. Be a back up to receptionist in her absence
9. Coordinate on an ongoing basis, all aspects of the production of Annual Fund programs.
10. Assist director/program director (when needed) in attending organized gatherings for promotional purposes
11. CAPITAL DRIVE-Work closely with the director & consultant on all aspects of the appeal

ENVIRONMENTAL EDUCATION DIRECTOR
1. Provide program units for summer camp.
2. Train summer staff.
3. Supervise recycling program on-site.
4. Promote, schedule, conduct, student Environmental Education programs at Shetek utilizing a variety of resources.
5. Promote, schedule, conduct teacher training programs in Environmental Education at camp and on occasion off-site.
6. Serve as a resource to the entire community through the camp in the area of Environmental Ed.
7. Perform other duties as requested by the Directors.

RETREAT COORDINATOR
1. Book all retreat groups.
2. Act as liaison between Retreat Groups and Camp
3. Keep staff informed as to what groups will be arriving and what the groups needs may be.
4. Keep updated calendars for cooks, maintenance and hosts.
5. Keep retreat data bases up to day
6. Assist retreat groups whenever possible.
7. Perform other tasks as requested by Directors.

RETREAT HOST
1. Welcome, host, orientate retreat groups upon arrival.
2. Help create and run programs for groups that request program help.
3. Clean necessary buildings upon departure of a group.
4. Assist the maintenance person when no groups are at camp.
5. Prepare facilities for groups.
6. Help where needed.
7. Keep canteen neat and orderly. Keep books up to date.
8. Keep Arts and Crafts building clean and well supplied. Keep track of money.
9. Perform other tasks as requested by the Directors.

MAINTENANCE PERSON
1. See that a high level of cleanliness and order is maintained throughout the camp and insure a safe, attractive facility.
2. Repair and maintain all equipment and facilities. Fix damaged things as soon as possible, immediately where safety is a factor.
3. Maintain all camp vehicles, motorized equipment, and non-motorized equipment.
4. Supervise correct storage and care of tools and equipment.
5. Regular checks of facilities for damage and vandalism.
6. Maintain records of all equipment and facility repairs, also maintain an updated inventory list.
7. Inventory cleaning supplies and order through the office.
8. Develop work projects for volunteer groups with the Executive Director and property committee. Supervise the progress and safety.
9. Work with the Executive Director and Development committee on short and long range plans for repair and improvements.
10. Represent the camp to all people entering, demonstrating a high degree of tact, friendliness, and fairness.
11. Meet regularly with the Executive Director and discuss and update plans, projects, and schedules. Report daily work and schedule to the Executive Director.
12. Along with the Executive Director, be responsible for the hiring of the summer maintenance assistant.
13. Be responsible for retreat preparation with the retreat host, moving equipment, garbage pick-up, firewood stocking, and snow removal. Check furnaces, water heaters, water softeners, and fireplaces.
14. Assist with retreat cleanup.
15. Be sensitive to program needs that can be supplied by the maintenance staff by conferring regularly with the Director.
16. Be a resource for the Directors as needed.
17. Attend Corporation meetings.
18. Work in the cooperation with and support the entire staff, keeping in mind the theology and purpose of the camp.
19. Perform other tasks as requested by the Directors.

OFFICE MANAGER
1. Act as a receptionist while on site, representing the camp in a positive and caring manner.
2. Develop a knowledge and awareness of the overall program.
3. Pass messages or questions on to the appropriate staff person.
4. Provide organization for the office-keeping records, files, communications, and bookkeeping up to date and in order.
5. Process payroll, taxes, deposits, and bills.
6. Prepare statements and records for accountant.
7. Record thank you's and gifts.
8. Record all donations and assessments.
9. Prepare and send letters, mailings, and other communication materials as requested or needed.
10. Record registration, send confirmation letters to campers.
11. Prepare records and mailing lists.
12. Perform other tasks as requested by the Directors.

ASSISTANT PROGRAM DIRECTOR
1. Responsible for training and supervision of CIT's. Responsible for selecting (with PD assist) and assigning CIT's. Inform staff on CIT's.
2. Assist Program Director in implementing programs, moving equipment & running meetings.
3. Spend time with and support campers and staff.
4. Be in charge in absence of Director and Program Director.
5. In charge of weekend retreats when on duty.
6. Assist Executive Director and Health Manager.
7. Meet regularly with Program Leadership staff to plan, evaluate, and share ideas.
8. Give aid, support, and encouragement to fellow staff members.
9. Perform other tasks as requested by the Directors.

PROGRAM ASSISTANT
1. Responsible for making sure Day Camp Contacts are made in a timely fashion.
2. Assist Day Camp Directors in packing and preparing for Day Camps
3. Assisting PD with organizing and preparing Adventure Trips and staff.
4. Assisting PD with Family Ministry Programs
a. Schedule and Activities
b. Bible Study and Worship
c. Coordinating schedule with rest of camp
5. Assisting camp activities especially All Camp Chaos and Environmental Education
6. Assist Retreat Host in preparing Lakota for incoming groups
7. Act as Waterfront Director.
8. Perform other tasks as requested by Directors.

DAY CAMP DIRECTOR
1. Plan and coordinate Day Camp schedule and program.
2. Train staff on Day Camp philosophy and program.
3. Secure transportation for Day Camps.
4. In charge of weekend retreats when on duty.
5. Meet regularly with Program Leadership staff to plan, evaluate, and share ideas.
6. Give aid, support, and encouragement, to fellow staff members.
7. Run and follow up the Day Camp program at each community.
8. Assist on site with program when Day Camp duties are completed.
9. Perform other tasks as requested by the Directors.

COUNSELOR
1. Be responsible for weekly cabin group.
2. Implement programs as designed by the Program Director.
3. Help maintain order, discipline, and safety standards.
4. Be responsible for daily cleaning of a cabin.
5. Lead Bible studies, devotions, cabin life, candle power, and daily program.
6. Lead or assist in worships, songs, campfires, recreational activities, discussion groups, etc.
7. Promote and develop meaningful involvement of pastors and resource people.
8. Help train and work with CIT's.
9. Responsible for a Specialty area.
10. Minister to the needs of each camper.
11. Give aid, support, and encouragement to fellow staff members.
12. Work with weekend retreat groups when on duty.
13. Perform other tasks as requested by the Directors.

HEALTH CARE MANAGER
1. Oversee health, sanitation, and safety practices.
2. Provide First Aid Services to camp residents.
3. Conduct medical screening of all staff and campers soon after they arrive at camp.
4. Collect, use, and file camper and staff Health forms.
5. Stock and regularly replenish medicine cabinet and First Aid kits at camp.
6. Arrange all appointments with doctor and hospital.
7. Arrange for transportation of injured or ill campers, staff and guests to the doctor or hospital.
8. Contact and consult with parents on an ill or injured camper.
9. Collect insurance information, fill out forms, and file.
10.Daily observe campers, staff, and guests for signs of illness, fatigue, injury, or disease and take necessary action to resolve the problem.
11.Maintain a daily log of all health care activities.
12.Teach and promote First Aid, safety, health, and emergency procedures to all staff.
13. During free time become involved with the program.
14. Give aid, support, and encouragement to fellow staff members.
15. Be in charge of weekend retreats when on duty.
16. Perform other tasks as requested by the Directors.

HEAD COOK
1. Plan the menu.
2. Order lists for supplies and equipment.
3. Keeping track of records of purchases, receipts, milk, and commodities.
4. Supervision of meal procedures.
5. Assigning cleaning and work schedules.
6. During free time become involved with the program.
7. Give aid, support, and encouragement to fellow staff members.
8. Be in charge of weekend retreats when on duty.
9. Perform other tasks as requested by the Directors.

ASSISTANT COOKS
1. Under direction of the Director and Head Cook prepare ad serve camp meals.
2. Help maintain a clean, sanitary, and safe kitchen and dining hall.
3. Help maintain proper records and inventories.
4. Implement and lead kitchen procedures (KP clean up).
5. Assist counselors in packing outcamp food for groups leaving on outcamp.
6. Keep snacks supplied for staff in lounge.
7. During free time become involved with the program.
8. Give aid, support, and encouragement to fellow staff members.
9. Work with weekend retreat groups when on duty.
10. Perform other tasks as requested by Directors.

ASSISTANT MAINTENANCE
1. Carry out maintenance duties as assigned by the maintenance supervisor.
2. Attend daily staff meetings, find out maintenance needs, report back to supervisor.
3. Daily clean and supply bathhouse needs.
4. Daily collect garbage.
5. Weekly clean and supply office needs.
6. During free time become involved with the program.
7. Give aid, support, and encouragement to fellow staff members.
8. Work with weekend retreats when on duty.
9. Perform other tasks as requested by the Directors.

Updated 4/02