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Housekeeper/Kitchen Assistant

3 months ago

Estes Park, United States Salvation Army Full time
Job Title: Case Manager II

FLSA Status: Full Time - non-exempt
Reports to:Shelter Program Manager

Schedule: FT, TBD
Supervises: N/A

Start Date: TBD

Rate of Pay: $22-$25/hour

Benefits:Standard; Full-Time, Non-Exempt employees are eligible for but not limited to the following:

  • Health, vision, dental, life as well as voluntary life and disability insurance
  • Sick leave benefit - 1 day per month, 12 sick days per year (accrual and availability begins at hire)
  • Vacation benefit - 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment)
  • One floating day off for use (accrued immediately, and again annually, but may not be used until the completion of the initial three-month introductory period of employment)
  • Pension Plan (after one year of continuous service)
  • Voluntary Tax-Deferred Annuity Plan (403(b)plan)
To be considered for this position, please apply no later than 11/27/2023

Scope of Position:

The primary function of the Housekeeper/Kitchen Assistant is to assist in helping with all areas related to Housekeeping and Kitchen. When there are groups present, this role will split time between housekeeping and kitchen duties as needed for the overall success of camp. When there are not groups present, this role will assist with organization of kitchen/housekeeping areas and/or camp maintenance and projects as time allows. This role requires a self-motivated, energetic person with a solid work ethic. The employee will always conduct themselves in a manner consistent with the mission of The Salvation Army. To the best of their ability, they will seek to further The Salvation Army's commitment to outdoor ministries. This position will adhere to the Camp Code of Conduct, support the Christian camping and ministry culture as well as uphold the mission, and practices of The Salvation Army and its doctrine.

Qualifications:
  • Minimum of 16 years of age
  • Good character, integrity, adaptability, and a strong work ethic
  • Someone who enjoys a friendly, fast-paced work
  • Able to work independently.
Division of Labor:
  • Housekeeping ~50%
  • Kitchen ~50%
  • Maintenance - as time allows when there are no groups present and primary roles are completed.
  • *Division of labor may fluctuate to accommodate changes in camp needs.
Responsibilities:
  • Assist in the kitchen and dining hall including food prep, dishes, and keeping a clean area.
  • Assist with general cleaning duties in all areas of
  • Assist with setting up and tearing down meeting/dining areas for user
  • Assist in facilitating program areas such as Archery, Field Games, Putt-Putt,
  • Provide customers with fast and friendly service
  • Take care to be help camp stay in compliance with all food safety and sanitation
  • Clean camp rooms and buildings after groups leave. Clean to a high standard of excellence.
  • Make beds and ensure rooms are presentable for arriving guests
  • Clean camp bathrooms, meetings spaces, etc
  • Do laundry when necessary
  • Cleaning and reporting safety hazards
  • Vacuuming, sweeping, mopping, and dusting
  • Emptying trash and breaking down cardboard
  • Cleaning windows
  • Changing linens
  • Washing dishes
  • Refilling supplies
  • Sanitizing equipment
  • Making beds
  • Cleaning and sanitizing bathrooms, showers, toilets, sinks and countertops.
  • Replenishing toiletries and towels
  • Work with Property Manager as able to accomplish maintenance tasks.
  • Tertiary Maintenance tasks could include but are not limited to:
    • Trash runs, minor construction, cleaning and organizing shop and other areas of camp, minor repairs, groundskeeping, weed spraying (with proper certification), snow blowing, snow plowing, and other duties as assigned.
  • Other duties as assigned.


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)