Training and Development Manager
ABOUT CAMP FIRE
Growing up is hard. That’s why Camp Fire connects young people to the outdoors, to others, and to themselves.
Camp Fire is an inclusive national youth development organization founded in 1910. With 47 councils in 24 states, Camp Fire creates safe spaces where young people can have fun and be themselves. We do this through a variety of powerful youth experiences and programs (i.e., camps, afterschool, in-school, and virtual), customized to meet the needs of youth, their families, and their local community. But the common thread woven through all our programs is relationships. This is how we support young people as they navigate the challenges of growing up in the world today and learn the life skills they need to thrive.
OUR VISION:
We envision a world where all young people thrive and have equitable opportunities for:
Self-Discovery: All young people find their spark, lift their voice, and discover who they are;
Community Connection: All young people find, build, and contribute to their community; they develop meaningful relationships with supportive adults and peers; they feel seen, heard, accepted, supported, and affirmed for who they are today, and who they will be in the future;
Engagement with Nature: All young people experience the power and awe of the outdoors; they learn to respect, love, and care for our world.
OUR VALUES:
We are a values-driven organization today and since 1910. Our values are what guide us each day. They help us meet each moment in time and meet each young person where they are. When we began in 1910, the values of “Work Health and Love” underpinned our journey to building up youth. It was also just the beginning. Today, we focus on what it means to be an equity-focused organization and how we can remove barriers to accessing our programs, so all young people have the opportunity to experience Camp Fire’s powerful programs and thrive.
We are inclusive.
We get outdoors.
We prioritize relationships.
We honor the power of young people.
We are learners.
We take action.
We are responsive.
We pursue impact.
CAMP FIRE NATIONAL HEADQUARTERS CULTURE & BENEFITS
At Camp Fire National Headquarters, our goal is to support and engage everyone in the Camp Fire network so they can do their best work and provide high-quality programming that allows young people, their families, and their communities to thrive.
We’ve worked hard to develop an organizational culture that cultivates and upholds these core values: Respect, Compassion, Integrity, Honesty & Trust, and Collaboration. In 2021, we have begun the work toward becoming an equity-driven organization which is demonstrated in part by our organizational Statement of Inclusion:
Camp Fire believes in the dignity and the intrinsic worth of every human being. We welcome, affirm, and support young people and adults of all abilities and disabilities, experiences, races, ethnicities, socio-economic backgrounds, sexual orientations, gender identities and expressions, religion and non-religion, citizenship and immigration status, and any other category people use to define themselves or others. We strive to create safe and inclusive environments that celebrate diversity and foster positive relationships.
We are largely a remote workforce with staff across the country. While we are highly collaborative, the majority of this is done virtually (even before Covid-19, 50% of our national staff was remote). This is one reason we keep flexible schedules and value flexibility. We trust each other to complete tasks timely and to do high-quality work. We expect each other to show up in our roles and for the team, and to work not just hard but smart. Our values reflect the standards to which we hold ourselves. As a national headquarters serving a network of 47 affiliates in 24 states, you will find that everyone here is good at what they do. That is the beauty of a talented team in a trusting culture. We do great work individually and collectively.
We communicate on Facebook Workplace, in email, through regular staff check-ins, and other project-related Zoom meetings. We try to build in time to continually get to know one another both personally and professionally, survey our team, do “pulse checks” on how everyone is, and have other engagement opportunities like having book clubs or watching a documentary and discussing it.
But one thing is clear – we do not glorify busyness or perpetuate grind culture. You will find most employees have clear boundaries on their time (like not checking email after 5 pm, or on the weekends). You aren’t expected to be on email all the time or respond immediately to an email or chat message unless it is urgent or on a deadline. Staff are encouraged and supported in taking time away from work for self-care.
*We define “grind culture” from Equity in Camp Initiative: “a product of capitalism, which glorifies “hustling”
at the expense of one’s mental, physical, and social wellness.”
Our values reflect this flexible work culture, and we believe it creates a healthier, more productive, authentic, trusting, and happier workplace culture. It helps us live out our value of supporting the whole person (personally and professionally) and allows us to do our best work when we show up. It helps us thrive individually and as a team, so we can best support the councils each day and proudly serve young people across the country.
Camp Fire offers medical, dental, vision, life and long-term disability coverages effective the first day of the month following date of hire, subject to enrollment selection. A 401(k) plan with employer match is also available after one year of employment. Paid time off (PTO) accrues monthly for a total of three weeks per year. In addition, five sick days are provided annually along with two floating holidays. Finally, Camp Fire observes eight paid holidays (which includes the Friday after Thanksgiving) and is closed the last seven business days of December.
Our Commitment
Camp Fire believes in the dignity and the intrinsic worth of every human being. We welcome, affirm, and support young people and adults of all abilities and disabilities, experiences, races, ethnicities, socio-economic backgrounds, sexual orientations, gender identities and expressions, religion and non-religion, citizenship and immigration status, and any other category people use to define themselves or others. We strive to create safe and inclusive environments that celebrate diversity and foster
positive relationships.
People of color, people with disabilities, veterans, and LGBTQ2S+ candidates are strongly encouraged to apply. Camp Fire is committed to a diverse workplace, and to supporting our staff with ongoing professional development. Camp Fire is an equal opportunity employer and does not discriminate in its employment decisions.
Camp Fire provides reasonable accommodation to applicants and employees as required by law.
Applicants with disabilities may request reasonable accommodation at any point in the employment process.
| Job Title | Training and Development Manager |
| Reports To |
Director, Program Effectiveness |
| Classification | Full-Time |
| Exempt/Non-Exempt | Exempt |
| If this is seasonal, what are the start/ end dates for this position? | N/A |
| Salary | $53,000 – $60,000 |
| Position Overview |
The Training and Development Manger plays a crucial role in ensuring that that training and staff development opportunities offered by Camp Fire are high-quality, responsive, and comprehensive. As they work with network professionals to increase core knowledge, skills and competencies needed in the youth development/out-of-school-time field in general, they also prepare program staff to implement Camp Fire’s program framework. |
| Position Summary |
Oversee the ongoing creation, curation, and delivery of program staff training and program staff development opportunities for the Camp Fire network through online, in-person, and virtual avenues. Current program training and staff development opportunities include but are not limited to: a robust library of courses and resources on Camp Fire’s learning management system, annual virtual conference, annual in-person workshops, professional learning communities, and frequent live webinars. Will also work with national team to provide network-wide professional development opportunities that align with our strategic priority of advancing equity and antiracism. The Learning and Development Manager is responsible for the development, testing, and ongoing maintenance of foundational program framework training for direct delivery staff and training-of-trainer resources/materials for program supervisors. |
Essential Duties and Responsibilities
- Oversee and participate in the program effectiveness team’s professional development efforts to provide consistent, ongoing, and purposeful professional development and training for the network. This includes: managing and maintaining a training calendar for the team; tracking training attendance and course usage; evaluating and improving offerings based on core skills, knowledge, and competencies needed for youth development professionals; managing certification program; creating and implementing strategies to increase participation in professional development opportunities and resource use; defining professional development needs and analyzing learning options; and maintaining/refreshing communication strategies to the network including monthly newsletter and network program leaders call. This also includes designing, developing, and facilitating virtual and/or in-person regional trainings and national program conferences for the network.
- Oversee the design and implementation of a scalable instructional strategy that includes multiple professional development touch points to support understanding and use of Camp Fire’s program framework. This includes creating foundational program framework training for direct delivery staff and training-of-trainer resources/materials for program supervisors. This all includes developing and facilitating (and helping teammates develop and facilitate) asynchronous online courses, webinars, in-person modules, professional learning communities, train-the-trainer offerings, and training materials/agendas.
- Oversee ongoing management and maintenance of Camp Fire’s Learning Management System. This includes establishing an ongoing process for maintenance/review of current e-learning courses and electronic resources, managing requests for, and supporting the design of new e-learning courses, and organizing electronic resource content.
Other Job Duties/Expectations
- Work with Camp Fire’s national team to implement Camp Fire’s current strategic plan. This includes making an action plan for increased opportunities for professional development to further Camp Fire professionals’ diversity, equity, and inclusion learning journey as well as developing and implementing a strategy for increased national/affiliate collaborations including the facilitation of peer learning communities, dissemination of Camp Fire councils’ innovative and entrepreneurial successes throughout the system, and knowledge and resource sharing.
- Consult with Camp Fire affiliates to coach and provide technical assistance to program directors and/or council trainers. This may include travel to Camp Fire affiliate locations to test materials, model facilitation, and train staff.
- Keep abreast of the latest trends in adult learning theories, virtual and in-person training strategies and modalities, training technologies, positive youth development, diversity, equity, inclusion, access, social emotional learning, and implications for Camp Fire youth and staff.
Qualifications
Ability to perform essential job duties with or without reasonable accommodation and without posing a direct threat to safety or health of employee or others. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and/or Experience
A minimum of three years of related experience and/or training in adult learning, professional development, and positive youth development, OR, bachelor’s degree in psychology, Child Development, Education, Instructional Design, Curriculum & Instruction, or related field OR equivalent combination of education and experience.
Work Environment
Remote position; must have workspace designated in home. Must be willing to travel occasionally (10-15%) within the US via air travel.
Other Desired Skills/Experience
Demonstrated understanding of youth development, social emotional learning, and the science of learning and development; Experience designing and delivering professional learning experiences for adult learners, both in person and at a distance; Knowledge and experience in current best practices, research and trends in diversity, equity, and inclusion, youth development, and adult learning. Familiar with Zoom platform and features and best practices for creating virtual learning experiences. Experience with instructional design/communication tools such as Canva, Google Classroom, Zoom, WordPress, Emfluence a plus.
How to Apply
Camp Fire is committed to a diverse workplace, and to supporting our staff with ongoing professional development. Camp Fire is an equal opportunity employer and does not discriminate in its employment decisions.
Camp Fire provides reasonable accommodation to applicants and employees as required by law.
Applicants with disabilities may request reasonable accommodation at any point in the employment process. Interested candidates should submit a resume and cover letter on Camp Fire’s website here.
Submissions without a cover letter will not be considered.