Leadership Development Guides

Building tomorrow's camp leaders — a pathway from a child's first camp to Camp Director. Each level gives a young person an identity, real responsibility, and a clear next step.

Kids Camp Helper Guide

Ages 8–11 | Foundation Level

What is a Kids Camp Helper?

At Kids Camp, some campers are ready to take their first steps toward leadership. Camp Helpers are not counselors or supervisors. They are campers who show responsibility, kindness, and initiative. They learn that leadership means serving others.

Who Can Be a Helper?

Camp Directors identify potential Helpers during registration or the first day of camp. Look for campers who show initiative without being asked, treat other campers with kindness, follow instructions the first time, and have attended camp at least once before.

Helper Responsibilities

Each Helper receives three responsibilities for the week. Helpers may assist with cabin cleanup inspection, greet newer campers at meals, help set up activity stations, lead cabin in songs during devotions, or carry messages for counselors.

Recognition

Helpers receive a Helper pin at the closing campfire. The Camp Director announces each Helper by name and describes how they served. Helpers hear: "You are being watched for Jr High camp leadership."

What Helpers Learn

Responsibility: completing assigned tasks without reminders. Service: helping others feels good. Community: we build camp together. Faith: Jesus served others, and we can too.

Parent Communication

Send parents a note explaining the Helper program. Tell them their child was selected because they demonstrated leadership qualities. Ask them to reinforce these behaviors at home.

Jr High LIT Guide

Ages 12–14 | Leader in Training

The LIT Identity

Jr High LITs live in a third space. They are not campers in the traditional sense. They are not staff. They are leaders in development. This unique identity gives them purpose and belonging during a challenging transition period.

Selection Process

Applications open in March for summer camps. Applicants must have attended Jr High camp at least once, submit a short application explaining why they want to be an LIT, provide a recommendation from their pastor or youth leader, and demonstrate active involvement in their local congregation.

LIT Schedule

Morning: LIT training sessions (leadership skills, faith development). Afternoon: service assignments with camp activities. Evening: full participation with campers in worship and recreation.

Training Modules

Communication basics: how to give instructions, active listening, speaking with kindness. Peer mentoring: helping younger campers without taking over. Conflict resolution: when and how to get an adult involved. First aid awareness: basic safety, who to call, staying calm. Faith leadership: leading a devotion segment, sharing your testimony.

Service Assignments

Each LIT receives daily service assignments. These may include campfire setup and teardown, meal preparation assistance, activity station support, cabin devotion leadership with a counselor present, or welcoming newer campers.

Evaluation

LITs receive a mid-week check-in and an end-of-week evaluation from their LIT Coordinator. The evaluation covers reliability, attitude, growth areas, and readiness for the Sr High CIT program.

Recognition

LITs receive a distinct shirt color and an LIT badge at completion. They are invited to submit an application for Sr High CIT.

Sr High CIT Guide

Ages 15–18 | Counselor in Training

CIT Expectations

Sr High CITs are treated like staff. They attend full staff training before camp. They receive the same orientation as adult volunteers. They are held to the same standards and evaluated using the same criteria, adapted for age.

Prerequisites

Applicants must have completed the Jr High LIT program or equivalent leadership experience, provide two recommendations including one from a pastor or youth leader, pass Youth Worker Screening requirements, and complete an interview with the Camp Director.

Training Requirements

CPR and First Aid (provided at pre-camp training). Youth Mental Health First Aid (online module before camp). Lifeguard certification where applicable.

CIT Assignments

Cabin co-counselor: assigned to a cabin with an experienced counselor as mentor. Activity leader: co-lead one activity period daily with supervision. Devotion leader: lead evening devotions at least twice during the session. Independent project: plan and execute one major activity with Director approval.

Mentorship Model

Each CIT is paired with a specific staff mentor for the full session. Mentors provide daily feedback, model expected behaviors, and complete the CIT evaluation form. CITs shadow their mentor for the first two days before taking co-leadership roles.

Evaluation Process

CITs receive written mid-week and end-of-week evaluations covering leadership skills, reliability, camper interactions, faith integration, and areas for growth. The evaluation includes a recommendation: ready for staff, needs more development, or not suited for camp leadership.

Honest Feedback

Some CITs will discover they are not suited for camp leadership. This is a successful outcome. Better to learn this in a supportive CIT environment than to struggle as adult staff.

Reunion Leadership Team Guide

Ages 18–25 | Emerging Adult Leaders

The Bridge Generation

Young adults aged 18–25 often age out of youth programming without a clear path to adult involvement. The Reunion Leadership Team creates that bridge. Team members are too old to be youth participants and too young to feel like the adults. Give them their own identity and purpose.

Team Responsibilities

Youth programming: plan and run concurrent programming for children and teens while adults attend sessions. Intergenerational activities: facilitate activities that connect children, youth, and adults. Logistics support: assist with registration, setup, and event coordination. Administrative learning: shadow experienced volunteers in business manager, registrar, and coordination roles.

Recognition

Team members are publicly introduced to families during the first gathering. They receive a Team lanyard or name badge distinct from other participants. The Camp Director acknowledges their role during closing worship.

Development Path

Reunion Leadership Team members are tracked for future camp director development. They attend a pre-reunion planning meeting. They receive a post-event debrief. They are invited to serve on planning committees.

Faith Integration

Team members lead or co-lead at least one worship element during the reunion. They are paired with an adult mentor for faith conversations. They receive a devotional resource tailored to young-adult faith questions.

Making It Explicit

Don't let young adults drift away. Make the transition from youth to adult volunteer explicit. Name it. Celebrate it. Create a ceremony or commissioning moment.

Adult Succession Framework

Volunteer pipeline and leadership continuity.

Why Succession Matters

Unplanned leadership transitions disrupt camps. Programs suffer when key volunteers leave without trained replacements. Succession planning ensures leadership continuity, strengthens volunteer engagement, and builds a pipeline of capable, confident leaders.

Track 1: Volunteer Pipeline

Track 2: Leadership Shadowing

New volunteers shadow experienced ones for one full session before taking independent roles. Role-specific orientation supplements general camp training. Mentor-apprentice pairings guide development in key positions.

Track 3: Succession Planning

Role documentation: every key role has a written guide with responsibilities, timeline, and contacts. Successor identification: current role holders name and develop at least one potential replacement. Transition guides: materials passed from outgoing to incoming volunteers. Skills inventory: a database of volunteer competencies and development interests. Annual check: who's ready to move up, and who needs more development.

Role-Specific Priorities

Implementation Steps

1. Document all current key roles in writing.
2. Have each role holder identify at least one potential successor.
3. Create shadow opportunities at the next camp.
4. Build a simple tracking spreadsheet for volunteer development.
5. Review succession status annually at planning meetings.

The Complete Leadership Pipeline

From first camp experience to Camp Director.

The Pipeline

Youth track: Kids Camp Helper (8–11) → Jr High LIT (12–14) → Sr High CIT (15–18) → Reunion Leadership Team (18–25).

Adult staff and volunteer track: Activity Helper → Activity Leader → Program Coordinator → Assistant Director → Camp Director.

Annual Touchpoints

Contact former participants 3–5 years after each level to invite them into next-level opportunities. A Kids Camp Helper at age 11 becomes a Jr High LIT applicant at 12. A Sr High CIT at 17 becomes a Reunion Leadership Team member at 18. Track everyone.

Recognition Progression

Create visible markers showing advancement: a Helper pin at Kids Camp, an LIT badge and shirt at Jr High, a CIT certificate at Sr High, a Team lanyard at Reunion. Tell stories publicly: "Sarah was a Kids Camp Helper in 2018, now she's our Program Coordinator."

The Goal

Every camper who shows leadership potential should have a clear path from their first camp experience to Camp Director. No one should age out without knowing their next step. Build the pipeline. Tell the story. Celebrate the journey.