Temporary Senior Camp Educator

The Temporary Senior Camp Educators serve in leadership roles in camp programs. This position emphasizes relationship-building and requires prompt, friendly, accurate communication with program participants and coworkers. Some evening work may be required.

This temporary position is for summer day camps at Powdermill Nature Reserve in Rector, PA. Candidates possessing knowledge of the natural history of the Laurel Highlands or similar area are preferred. Bachelor’s degree or equivalent combination of education and experience in a related field (environmental education, K-12 education, natural sciences, or related field), and 3 years of demonstrated knowledge of age-appropriate content and pedagogy for a variety of audiences is required.

Temporary Senior Camp Educators are responsible for building relationships with youth and their adult caregivers and for supporting a team of museum staff and volunteers to deliver effective, engaging, and safe learning experiences. 

Temporary Senior Camp Educators will give and receive constructive criticism with the goal of developing their pedagogy skills and supporting the growth of their teammates and child/youth learners, continuously improving program quality, and enhancing the visitor experience.  This will be facilitated by participation in professional development structured by CMNH.

Summer camp staff must have availability to work Monday-Friday, 8:00am-4:00pm the weeks of 6/17, 6/24, 7/8, 7/15, and 7/22. This temporary position will end on July 26, 2024. Low-cost on-site housing is available for the duration of employment.

EDUCATION & EXPERIENCE:

• Bachelor’s degree or equivalent combination of education and experience in a relevant field (sciences, humanities, social services, creative arts, education, or related field)
• 3 years demonstrated knowledge of age-appropriate content and pedagogy for a variety of audiences.
• Demonstrated aptitude for creativity, curiosity, passion, enthusiasm, integrity, and a strong professional ethic.
• Documented ability to effectively lead in team settings.
• Documented experience working directly with stakeholders or parents.
• Passion for/interest in Science and Nature.
• Educational certification is valued, but not required.
• Cultural competency and experience working with diverse communities.
• Willingness to be open and respectful of all backgrounds.
• Fluency in language(s) other than English valued.

KNOWLEDGE, SKILLS, & ABILITIES:

• Temporary Senior Camp Educators are patient, caring individuals who have the knowledge and skills to foster welcoming, safe, social settings that help people explore nature and science and connect with one another. 
• Temporary Senior Camp Educators must be comfortable adapting their approaches in a dynamic setting to meet the needs of visitors and program participants.
• Experience facilitating informal learning (community-based, outdoors, in museums, after-school programs, or similar settings) is required. 

PHYSICAL REQUIREMENTS:

• This position requires constant mobility around the program space and through museum exhibit halls for several hours at a time. 
• If the person is not able to bend or lift items of 20 – 50 lbs., they must be willing to ask for assistance performing tasks that require these actions.  

PRINCIPAL ACCOUNTABILITIES:

• Assisting in execution of overall camp program strategy
• Acting as advocate for and model of Carnegie Museum of Natural History’s summer camp vision, prioritizing safety at all times.
• Motivating teammates to assure program quality and excellent customer service.
• Assisting in curriculum development.
• Providing front-line, program area leadership.  This may include, but is not limited to, leading pre-camp or post-camp care teams, supervising Teen Volunteers, providing camper first aid (with appropriate, paid training), and/or leading special activities (recess, artmaking, etc.).
• Working collaboratively with a team of educators, assistants, and volunteers to deliver effective, engaging, and safe learning experiences.
• Applying knowledge of best-practices to create welcoming, age-appropriate spaces where participants feel cared for and are excited to learn about science, nature, and one another.
• Designing and defining clear goals and creating opportunities for learners to receive feedback on progress towards goals.
• Using a variety of strategies that engage diverse learners, including best practices for accessibility.
• Planning educational experiences based on resources provided by CMNH staff.
• Adapting lesson plans from existing resources.
• Coordinating with support staff and volunteers to ensure that learning spaces and materials are prepared and returned before/after each program.
• Coordinating with staff and volunteers to ensure that participants are greeted upon arrival and know what to do to get the program started.
• Supporting efforts to create a safe environment for all people, facilities, and natural resources.
• Following established procedures for safety, security, custodial, visitor service, and maintenance procedures.  This includes providing clear safety expectations for participants in the context of educational activities.
• Using appropriate procedures in emergency situations.
• Using appropriate reporting procedures for incidents and unexpected situations.
• Ensuring that impact of educational activities on museum collections and exhibitions is minimized.
• Ensuring that environmental impact of educational activities is minimized.
• Developing pedagogy skills through ongoing practice, reflection, and professional development structured by CMNH.
• Attending CMNH Educator professional development meetings.
• Observing, analyzing, and co-teaching with fellow CMNH educators.
• Additional responsibilities may be assigned on a case-by-case basis.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.