Cyber Security Questions To Ask

Is your camp/retreat ministry's data secure? Are we protected against ransom attacks like those we've seen in recent news? What questions should we be asking our software providers? View the list

Blessed are the cake buyers -- but will they get promoted?

I’ll admit that this article (and ones related to it, like this one, and this one) hit hard. Though I work remotely now, I have never worked in an office setting where it wasn’t a woman who shouldered the responsibility of the celebrations that are a crucial part of company culture. What traditions exist at your organization? Who keeps them going? Who adds birthdays to the office calendar, and circulates the card? Who knows the favorite dessert to request from the kitchen team for a celebration?

So much of the desire for this return to a shared physical workspace focuses on the culture of an office, from holiday parties to familiar faces at the front desk to the ability to simply pop our heads into others’ offices for quick questions…

The assumed and unsaid expectations run deep: even if you’re not initially asked to buy the card or the cake or the decorations, once you do it, it morphs into your role, your responsibility. And the research shows that this may come with career consequences.

Keep reading here.

Is Your Staff Crumbling in 2021? With Fraying, We Must be Braiding

I have a feeling that many of us running summer camps have seen and experienced elements of this fraying — and practiced braiding — in the last month.

People are exhausted, mentally and physically. Expect the crumble. It’s coming, if it hasn’t already. Plan for the crumbling and consider new ways to braid people, yourself, and your community back together.

Continue reading.

What have you learned? Leave a comment here.

10 Tips for Creating Stunning Portraits

The Noun Project is one of my favorite resources for marketing imagery. You can download icons representing almost anything, specific to whatever color you need, and there’s flair to spare. They also host a creativity sparking blog, including this new article to inspire your next summer camp brochure.

Survey Shows People Want To Discuss Social, Political Issues At Work

We’re not working at Facebook and Google, but we still need to ask how our employees and volunteers’ social and political lives impact their work.

Gartner found that “68% of employees would consider quitting their current job and working with an organization with a stronger viewpoint on the social issues that matter most to them.” It turns out that “employees whose employer has taken a strong stance on current societal and cultural issues are twice as likely to report high job satisfaction.”

Continue reading.

Graduate Resident Youth or Children's Minister -- Center for Youth Ministry Training (Multiple Openings)

About the Residency: Fulfill your call to youth or children’s ministry through the Graduate Residency in Youth Ministry at the Center for Youth Ministry Training (CYMT). The Graduate Resident Youth or Children’s Minister is a unique professional ministry opportunity that provides you with a job at a local ministry setting (church, camp, or nonprofit) while both training and coaching you as you earn your Masters of Arts in Youth Ministry through CYMT’s partner seminary. CYMT partners with Austin Presbyterian Theological Seminary, in Austin, TX and also has a Nashville Extension. Acceptance to the program is competitive, as the cohort spots are limited in each region. The cost to the resident is only $2,000 for the 3-year program, with discounts for early application acceptance.

Graduate Residents (on the Placement Track) will receive:

• Full scholarship for tuition, books, and housing

• Masters degree from accredited seminary

• A job as a youth minister in a local church/camping ministry

• $1,000 per month stipend

• Veteran youth ministry coach

Core Components:

• Cohort: Residents are part of a dynamic, group-learning community that provides encouragement and support as they walk through ministry together.

• Coaching: Residents receive one-on-one coaching from a youth ministry veteran to help master and apply critical skills.

• Classroom: In retreat-style, four times per semester, residents will be challenged to think theologically about ministry and empowered to create ministry programs that evoke deep, life-changing Christian faith.

• Church: Residents get hands-on experience in a local church where they serve 25 hours weekly as youth minister.

• Care: Residents receive pastoral care and encouragement, empowering them to seek wholeness in their life.

Qualifications: Distinct call to youth or children’s ministry; Ministry experience working with children or youth; Undergraduate degree

General Overview of Job Duties:

• Oversee the youth or children’s ministry program, providing strategic leadership to all weekly gatherings, monthly events, and regular trips.

• Recruit, train, and work with a volunteer Ministry Team to organize and implement the work of the ministry.

• Call on and meet regularly with youth and parents to involve them in the ministry.

• Publicize all events to the larger community.

• Make a special effort to get youth/children’s members and visitors involved in the ministry.

• Work closely with the staff, on calendaring and planning events to avoid scheduling conflicts.

• Participate in the weekly Staff Meetings, Ministry Team Meetings, etc.

• Ensure that Child Protection policies are observed with all volunteers and staff.

• Train volunteers annually on Child Protection policies.

• Develop the youth/children’s budget line items annually.

• Observe financial policies on expense reporting.

• Keep informed as to budget and fund raising accounts.

• Other duties as needed and agreed upon with the supervisor.

• Assist in worship as scheduled.

• Develop service and mission opportunities.

• Create fellowship events for youth/children; retreats, off-campus events, parties, etc...

Theological Beliefs: CYMT partners with congregations and individuals representing the theological views and diversity of mainline Protestant Christianity. We partner with mainline Protestant denominations including the United Methodist Church, Presbyterian (PCUSA), Cumberland Presbyterian, Lutheran (ELCA), Episcopal, Disciples of Christ, American Baptist, and Coopera)tive Baptist Fellowship. Our partner seminary is Austin Presbyterian Theological Seminary.

Application Process: Apply online at www.cymt.org

Complete online application

• Pay $50 application fee

• Provide: 3 references (professor, ministry, personal), transcripts, photo, proof of insurance, complete background check

Application deadlines:

• Spring Term: November 1

• Fall Term Early Admission Deadline 1: November 15 (Save $500 by applying early!)

• Fall Term Early Admission Deadline 2: January 15 (Save $250 by applying early!)

• Fall Term Final: March 15

Contact: Center for Youth Ministry Training Office: 615.823.7595 Dea Wathen, Admissions Director: dea@cymt.org.

The Center for Youth Ministry Training is a 501(c)(3) nonprofit organization that exists to equip youth ministers and churches to develop theologically informed and practically effective youth ministries. Learn more at cymt.org.

Send application, resume, references, questions to: tiffany@cymt.org. For more information visit www.cymt.org/graduate-residency.

Job: Director of Program Ministries (Pecometh Methodist Camp and Retreat Ministries, Maryland)

The Pecometh Camp and Retreat Ministries (Pecometh) Selection Committee announces a national search and invites inquiries and resumes for its next Director of Program Ministries. Pecometh seeks a highly skilled professional to administer and oversee all aspects of the program operations including, but not limited to camp, retreat, and outdoor programs.

Pecometh partners with over 400 churches of the Peninsula Delaware Conference of The United Methodist Church to provide camps, retreats and outdoor programs to persons of all ages and from all walks of life. Pecometh has operated continuously since 1946 on the Chester River near Centreville, Maryland, providing Christian hospitality and programming that promotes God-inspired, life-changing experiences through camp and retreat ministries.

The Director of Program Ministries is responsible for providing visionary, spiritual leadership and oversight, direction and management for the Pecometh Camp and Retreat Ministries program operations. The preferred candidate must be a highly skilled, visionary leader with genuine passion for people, camping, and the outdoors.

Pecometh’s intention is for the successful candidate to ultimately assume the position of Executive Director in the next two to three years. This is not guaranteed but interested candidates should consider this when making application.

Key Responsibilities:

• Responsible for articulating the mission, vision, and values, serving as representative of Pecometh’s ministry in all instances, in both word and deed.

• Cultivate vital, healthy relationships for ongoing ministry engagement with staff, volunteers, campers, congregation, donors, local community, organizations, and other potential groups.

• Supervise the Camp Programs Coordinator, Retreat Programs Coordinator, and Outdoor Programs Coordinator, ensuring they are meeting the needs and requirements of their programs and are providing high quality experiences.

• Coordinate with the Director of Facilities and Director of Retreat Ministries to ensure that facilities and program requirements are met for each program.

• Collaborate with the Executive Director and Registrar/Bookkeeper to ensure the financial health, stability, and sustainability of the camp and retreat ministry is maintained. Assist in the development of the annual operating budget.

• Create, develop, and implement a fundraising strategy that is mutually beneficial for campers, guests, and donors.

• Direct the marketing efforts for all program ministries including, but not limited to, print materials, direct mail, email, website, and content marketing.

• Collaborate with the Executive Director to learn all aspects of the donor development operation.

The Pecometh Camp and Retreat Ministry is an Equal Opportunity Employer and actively seeks and encourages applications from minorities, women, and individuals with disabilities. All offers of employment are subject to the applicant successfully completing background, reference, and other applicable checks.

Minimum Qualifications:

• High School Diploma or GED equivalency is required. Bachelor’s Degree is preferred.

• 7+ years operational management experience is required, preferably in a camp and retreat setting.

• 3 to 5 years of previous experience working in a camp and/or retreat environment is required.

• 3+ years of supervisory experience, including responsibility for program staff is strongly preferred.

• Prior experience working with budgets and payroll systems is strongly preferred.

• Must possess excellent customer service and interpersonal skills.

• Must possess strong written, verbal and communications skills.

• Genuine passion for people, camping, and outdoors is required.

• Ability to independently manage time and effectively prioritize tasks.

• Ability to effectively manage a crisis.

• Microsoft Office Suite and basic computer knowledge is required.

• First Aid, CPR and additional training is strongly preferred.

• Current knowledge or willingness to learn the polity and theology of The United Methodist Church is required.

• Experience within mainline denominational camping strongly preferred.

Email resume and cover letter to jobs@gcfa.org.

Handling Negative Reviews & Comments Online

Caffeinated Church offers some tips and tricks for engaging (or not) with snarky, negative, hateful, or spam comments on social media or a review site:

Don’t ignore negative messages, especially on public platforms. Unless you are a church with thousands of negative comments and messages a day, you do not have the luxury of affording those comments going unnoticed or unacknowledged. This not only makes the commenter feel as if their experience and anger has gone unheard, but it makes visitors, church shoppers, and everyone else who can see that comment believe that you are trying to avoid confronting the issue and the person behind it. In this moment, everyone who can see the unacknowledged comment or message will begin to doubt your level of public engagement with your community.

Keep reading for three more tips here.

4 Expert Recommendations on Managing Gen Z in the Workplace

This article offers four practices for engaging and managing Gen Z in the workplace:

1. Keep things moving, and fast

2. Want their attention? Use visuals, not text

3. Keep your internal communications game strong

4. Offer workplace flexibility

Read the complete descriptions here. The article is two years old now, and doesn’t take into account the effects of the pandemic. What still rings true? What would you add?

Camp in the national media

Good Morning America ran this story in June about what campers and counselors are doing to stay safe at summer camp. Watch it here. How do stories like this impact and influence your parents, campers, staff, and program?

What 'Likeability' Really Means In The Workplace

Alicia Menendez is a journalist, podcast creator and the author of The Likeability Trap. 

She says likeability is a moving target — an invisible scorecard that we internalize but that those around us fill out for us. And the stakes of that scorecard are even higher in the workplace.

Continue reading or listen to the interview here.

4-day workweeks can boost happiness

At non-profits, and camps, and church organizations, we’re used to doing more with less. What might that look like with actual work days?

Some companies have started exploring shortened work weeks, and not noticing a drop in productivity.

When employees are given a good reason to work harder, they often focus more ruthlessly on their most important tasks. Barnes found that even though weekly working hours were cut by 20 percent, employees’ time spent on nonwork websites fell by 35 percent. It also helped that employees had more time outside of work to manage the rest of their lives, so nonwork responsibilities were less likely to intrude on the workday.

What could this look like in your setting? And what ramifications could a shortened work week have on our retreat centers or camp programs?

Six reasons it pays to trust your employees

One survey found that employees in a trusting environment felt 76% more engaged than those in “low-trust workplaces”: Trusted employees generally feel happier, and happy people are more likely to go the extra mile for their employers. Here are six other benefits to practice trusting your staff:

1. Enhanced employee engagement

2. Increased productivity

3. It enables flexible working

4. Improved communication

5. It helps to build team spirit

6. It encourages employee advocacy

Read more here.

One way to build trust is to practice flexibility: Get tips on doing that here.

How to Be an Antiracist Supervisor: Start with Changing What You Call Yourself

This article from Nonprofit Quarterly asks an essential question: What would we call ourselves if we were not using terms rooted in oppression? What would we do differently?

European management thinkers are credited for identifying the function of supervisors into five roles: to plan, organize, coordinate, command, and control. This mechanization of labor and unrelenting drive for production led to long work hours, unsafe working conditions, low wages, and exploitative child labor…

Recently, that narrative has been shattered by documented accounts of violently sophisticated business practices originating on the slave plantations of the Caribbean and in the Southern states of America.

Continue reading.

Finding the Way of Cross in Nature: A guide for kids

This resource from the Rev. Mia Kano was written for Holy Week and Good Friday, as a way to connect what kids are seeing in the outdoors to the stations of the cross. I can imagine many ways it could be used in a camp setting; there’s a version for adults, too!

Spiritual Bypassing: The Work of Anti-Racism in Spiritual Communities

According to a 2020 study by the Pew Center, 63% of Americans still believe that their churches or spiritual communities should avoid addressing day-to-day social and political issues… For its part, the Black church has a long and storied history of using the church to fight for social justice. As of today, Black churchgoers are the only U.S.-based spiritual group which believes that religious groups should express their social and political views (Pew Center, 2020). But where is the rest of the nation? And if we can’t count on Americans to adopt a race-equity lens even when they are attending to their spiritual growth, how can we expect our society to shift?

Continue reading to dig into spiritual bypassing — the tendency to use spiritual ideas and practices to sidestep unresolved emotional issues, psychological wounds, and unfinished developmental tasks. It can sound like: “Talking about racism is divisive,” or “There is no color, we are all one.”

Ultimately, spiritual bypassing speaks to a person’s discomfort and reticence to address a topic that is outside of their comfort zone.  

Continue reading for seven ways to help build an anti-racist practice in your spiritual community and neutralize spiritual bypassing.

(Thank you to our equity consultant, Suzanne Edwards-Acton, for sharing this resource.)

Petition: Protect at least 30% of the planet's land and ocean by 2030

The Campaign for Nature is a partnership of the Wyss Campaign for Nature, National Geographic Society, and a growing coalition of more than 100 conservation organizations around the world, calling on policymakers to commit to a science-driven, ambitious new deal for nature.

Specifically, the Campaign for Nature is calling on world leaders to:

• Commit to protecting at least 30% of the planet by 2030;

• Help mobilize financial resources to ensure protected areas are properly managed; and,

• Approach biodiversity conservation in a way that fully integrates and respects indigenous leadership and indigenous rights.

You can sign the petition to protect at least 30% of the planet by 2030 as an individual or an organization. Sign nere.

A note about sharing health manuals from the Association of Camp Nursing

Sharing resources is one of the simplest ways to engage within the ECCC and UMCRM networks. We ask questions, share job descriptions, page through other camps’ websites, in search of inspiration, support, or direction. Here are a few considerations from the Association of Camp Nursing about sharing health-related policies and procedures:

1. Defining a "health manual" is challenging and may contain a variety of items. For some camps, this is a brief summary of health policies while other camps include everything in their health manual.

2. Each state has different camp regulations that may impact your health protocol decisions.

3. Camp facilities/structures/layout are different, meaning how you communicate, operate, and access health services at your camp are unique to you.

4. Camps serve different populations (boys, girls, special needs) that drive decisions about care policies (Ex; a Sports camp will have robust orthopedic policies while an asthma camp has well-constructed protocols for respiratory conditions).

5. Camps are located in different places which impacts their access to higher-level healthcare services. Decisions about onsite camp health services are impacted by distance from ER or other health supports.

6. Camp healthcare providers onsite may have significant variance in their scope of practice so you need to understand what camp healthcare providers (typically nurses) can and cannot do and what oversight is required in each state to provide care.

These are some examples of variance between each camp. The beauty of camp is that we are diverse; the challenge of camp is that we are diverse. As you develop or refine your camp health policies/procedures/guidelines, be sure to consider all of these elements (and more) so that your policies reflect your practice, your structure, your state regulations, and your activities. There are many resources available to help you develop your camp "Health manual" on the Association of Camp Nursing website (www.campnurse.org) under Educational Resources.

Understanding Trauma: What's up with "that" kid?

There is a challenging child in every group. As Christian educators we learn about Autism, Asperger’s, learning disabilities, and physical disabilities. We do everything in our power to meet children where they are and welcome them into our midst. We know Christ calls us to do so.

But what about the kid that doesn’t fit any diagnosis you’ve heard of?

…

That’s my kid, and his issue is early childhood trauma.

Continue reading.

Free Training: Organizational Reckonings

On Tuesday, June 15, ECCC staff will participate in a racial equity webinar with the Whiteness at Work organization. We invite you to join us at this free training.

Learn more and register here.