Camp Policy Recommendations

Set strict policies and stick to them. It should be clear at all times that abuse will not be tolerated at your camp. Clear policies should be distributed in writing upon hiring and during training.

›› Sample Child Abuse Policy:
"At no time and for any reason, is there to be physical punishment of campers. Any incidence of physical punishment of a camper [will] result in dismissal. Physical punishment is not the same as physical restraint, used to prevent a camper from an action that may be harmful to him- or herself or others. Staff members are obliged to report immediately to the camp director, any incidence which they observe or learn of which involves physical abuse, sexual abuse, molestations, physical or sexual harassment, or any conduct which adversely affects the morals of campers, staff and camp community." (from YMCA Camp MacLean -- Summer Staff Personnel Policies).

›› No Tolerance Policy:
During Staff Training (and the interview), make it very clear that physical, mental and sexual abuse will not be tolerated. This needs to be explicitly stated and reiterated. Research has shown that when anonymously surveyed, more than 50% of college-aged men self-reported that if they were not going to get caught they were much more likely to commit rape -- but when faced with a high possibility of getting caught the number who would still do it decreased phenomenally.

›› Double Coverage Policy:
Institute "double coverage" rules (i.e., a counselor may not be alone with a camper when he or she is changing, in the bathroom or whenever possible). A Massachusetts YMCA camp reported to us in 2000 that their policy is that if a counselor is EVER caught alone with a camper he or she is fired immediately, no questions asked.

›› Consider Sleeping Arrangements:
Some camps have staff and campers sleeping in different rooms. For some, however, that is not a possibility or the best option. Most of the reports we have received occurred during nighttime and activities like movie night or rest time. Proper monitoring of these periods of time is crucial.

Hiring Practices:

• Screen all staff and volunteers, regardless of role.
• If possible, pay extra to run background checks on applicants from other states.

››The Criminal Offender/Sexual Offender Background Checks:
For obvious reasons, these checks are important. But it cannot be your only means of screening your potential employee or volunteer. In most states, it is complicated, and often expensive, to run a check on potential employees from outside of your state. Also, if a perpetrator was never caught or convicted (which is common), he or she will not come up in this database. Note: The amount of sexual offenders that are actually caught and/or convicted is low. Therefore, though very important as a preliminary screening, this cannot be the only type of background check you do.

›› References
When hiring staff, ask for at least three references. A friend, a family member and a former boss (hopefully a boss in a kid-related job). This isn't always effective since the pool you will be contacting is self-selected by the applicant. However, one would hope that if any of these people had any qualms about whether or not this potential staff member should be working with kids, he or she would mention something. Ask good questions.

›› The Interview
Ask the potential employee or volunteer in a couple of different ways why he or she likes working with kids, wants this particular job, etc. Hopefully this will help to weed out potential perpetrators. For more information on perpetrators, please see #3 of Generation Five's Frequently Asked Questions.