Description

　　GENERAL DUTIES:

　　Maintain a valid Washington State Food Handlers Card.

　　Attend and participate in evening programs and spiritual activities.

　　Maintain a standard of cleanliness in personal grooming and in living quarters.

　　Assist with the clean-up of the total camp at the end of each session and at the conclusion of the summer.

　　Assist with evening cabin supervision

　　Any other duties as assigned by the Food Service Manager or Camp Administrator.

　　SPECIFIC DUTIES:

　　Assist with any food service preparation assigned by the Food Service Manager and/or Lead Cook – Sous Chef.

　　Be prepared to take responsibility for meal/snack preparation if required and ensure their readiness in accordance with the scheduled meal/snack times.

　　Be familiar with quantity requirements for menu items.

　　In accordance with state and county health codes, properly cool and store all leftovers and unopened food after each meal/snack.

　　Assist with cleaning and care facilities and equipment. Following the health department and industry safety standards and codes.

　　Ensure that all kitchen cleanup is completed immediately following each meal/snack.

　　Secure kitchen before leaving at the end of all scheduled events.

　　Maintain safe and clean work habits at all times.

　　Attend and participate in training and conferences as assigned by the Food Service Manager and Camp Administrator.

　　Give recommendations of replacement supplies through the Food Service Manager and/or Lead Cook – Sous Chef.

　　PHYSICAL REQUIREMENTS:

　　Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.

　　Ability to grasp, push, pull objects and reach overhead.

　　Ability to operate telephone.

　　Ability to operate a desktop or laptop computer.

　　Ability to lift up to 50 lbs.

　　Ability to access and produce information from a computer.

　　Ability to understand written information.

　　Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is a reasonable and no undue hardship would result.

　　SPIRIT AND UNDERSTANDING:

　　By accepting employment with The Salvation Army, you acknowledge that The Salvation Army is a church, agree to do nothing to undermine its religious mission and acknowledge that your conduct must not conflict with or undermine the religious program of The Salvation Army Camp Arnold, or its religious and moral purposes. It is expected that all employees of Camp Arnold will conduct themselves in a manner likely to bring honor and glory to God, and credit and respect to The Salvation Army.

　　THE SALVATION ARMY MISSION STATEMENT:

　　The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by love for God. Its mission is to preach the gospel of Jesus Christ and meet human needs in his name without discrimination.

　　CAMP ARNOLD MISSION STATEMENT:

　　Camp Arnold is a Christian camp owned and operated by The Salvation Army. Our mission is to use nature and the great outdoors as a setting to share the gospel of Jesus Christ, teach environmental awareness, encourage pro-social behavior and safely provide opportunity to every camper for fun and adventure.

　　The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff, if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.

　　Equal Employment Opportunity Employer. Minorities/Women/Veterans/People with Disabilities.

　　Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

　　The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)