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Carrie:
These are great questions and I am thrilled that that you are thinking about options and opportunities now instead of waiting to spring and try to iron out a plan. I do think there are opportunities to be proactive in identifying, preparing, and supporting staff as they come into the camp experience. Here are some high level thoughts.
1. Provide more information on the website about what camp “looks like” – from the noise to the activity, to the long days, and other potential situations that may pose a challenge or trigger for staff.
2. On the staff health history, be diligent in asking questions that get at your greatest concerns:
Do you have any mental, emotional, or social health challenges that we need to be aware of?
If you have MESH issues, how are you managing at home or school?
Walk us through what a typical day looks like for you?
How do you plan to take care of yourself while at camp?
3. Consider having clear language on your staff health history that states that “information is truthful and accurate and that failure to provide a full health history is grounds for dismissal”
4. Consider having specific and thoughtful conversations during the job interview including questions that get at MESH. You cannot ask about MESH diagnoses specifically, but you can ask about other aspects of potential performance:
What is your typical response in a high stress experience?
If we state that you need to be able to self-regulate your emotions, what does that mean to you?
If for some reason you are not getting along with a peer counselor, how would you respond?
(Hint: if a staff member states that their typical response is avoidance or walking away, think their ability to navigate difficult situations when they must stay present with others in uncomfortable situations).
This is an important topics. Love for someone to consider writing about this for CompassPoint for the benefit of all members.
Thanks Carrie for sparking good conversation.
Tracey