Position Summary

The Play Care Attendant I is responsible for the safety, care and wellbeing of the children in the Children’s Clubhouse Play Care Center. Attendants will follow the policies and procedures of the center regarding personal conduct and security, as well as demonstrate a true desire to work and play with children.

Duties and Responsibilities

• Provide great customer service to the community; see that all customers, clients and members are given prompt and courteous service.
• Follow all Child Safety policies and procedure.
• Relate joyfully and sensitively to children of all ages.
• Sensitivity to children’s individual needs.
• Use appropriate positive discipline consistently.
• Practice vigilant supervision at all times.
• Handle security and crisis situations calmly.
• Verify membership status through POS system.
• Must be able to handle cash, make change and operate the Kroc Recreation Management computer system; secure POS area at close of shift.
• Maintain progressive knowledge of all programs and facilities.
• Be responsible for maintaining the orderliness and cleanliness of the Play Care Area.
• Adhere to RJKCCC operations as well as all policy procedures as adopted by Administration.
• Observe all safety rules and regulations.
• Make sure that the facility remains secure by keeping windows and doors locked and by reporting any security concerns.
• Complete required trainings.
• Attend staff meetings as assigned.
• Maintain confidentiality.
• Other duties as assigned.

General Qualifications and Proficiencies

• Must be at least 18 years of age.
• High School diploma or GED equivalency.
• Have at least one year of successful experience working with children.
• Have the skills and abilities to work successfully with the challenging behaviors of children in our care.
• Provide documentation of Infant/Child CPR and Infant/Child First Aid or ability to obtain within 90 days of hire.
• Provide documentation of, or ability to pass Tuberculosis test.
• Ability to pass City of Coeur d’Alene Criminal History Background Check as well as TSA Child Safety background clearance.
• Ability to obtain eight hours of continuing education annually.
• Must attend TSA Child Safety training.
• Demonstrate the ability to relate positively and energetically with staff, clients, members and customers.
• Must have the ability to maintain a non-judgmental attitude in working with customers, clients, members and staff.
• Must be able to work independently, with minimal supervision.

• Thrive in a team-oriented environment. Be a team player.
• Ability to work in a fast-paced environment and maintain poise under pressure.
• Ability to empathize and communicate with low-income and vulnerable people.
• Knowledge of Salvation Army policies and procedures helpful.

Physical Requirements

• Have uninhibited physical mobility in bending and lifting up to 30 lbs.
• Be capable of auditory and visual oversight of the children and staff.
• Be able to verbally interact with the children and staff.

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result

Equal Employment Opportunity: Minorities/Women/Disabled/Protected Veterans

Experience

• Must be 18yrs of age

• Infant/Child CPR & First Aid
• 1 year(s): Previous experience working with children

Education

• High School or Equivalent or better

Skills

• CPR/AED

Behaviors

• Dedicated: Devoted to a task or purpose with loyalty or integrity
• Team Player: Works well as a member of a group
• Loyal: Shows firm and constant support to a cause

Motivations

• Self-Starter: Inspired to perform without outside help

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)