Job description

Carnegie Museum of Natural History, one of the four Carnegie Museums of Pittsburgh, is among the top natural history museums in the country. It maintains, preserves, and interprets an extraordinary collection of artifacts, objects, and scientific specimens used to broaden understanding of evolution, conservation, and biodiversity. Carnegie Museum of Natural History generates new scientific knowledge, advances science literacy, and inspires visitors of all ages to become passionate about science, nature, and world cultures. Carnegie Museums of Pittsburgh is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.

The Temporary Summer Camp Resource Supervisor will join the Carnegie Museum of Natural History summer camp team to get hands-on administrative experience by providing essential support to our engaging camp programs. As part of our team, you’ll work collaboratively with Education staff by providing crucial logistical support to our on-site, summer camp teaching teams.

Candidates must be available to work during daylight hours between Monday - Friday from May 30 - August 25. Shift is 7:30AM - 3:30PM (37.5 hours per week). Shifts include a 30-minute lunch break. Two mandatory paid training days are scheduled on May 20 and June 3

Candidates with a valid PA Driver’s license preferred Access to a personal vehicle is not required, but the candidate must be comfortable driving a museum van. Responsible for supporting the operations and logistics of up to 5 camps simultaneously.

KNOWLEDGE, SKILLS, & ABILITIES:

• Exceptional organizational skills and the ability to work both independently and collaboratively.
• Strong communication skills are a must.
• Competency in Microsoft Office suite and proficiency in Excel are required.

PHYSICAL REQUIREMENTS:

• This position requires constant mobility around the program space and through museum exhibit halls for several hours at a time.
• If the person is not able to bend or lift items of 20 – 50 lbs, they must be willing to ask for assistance performing tasks that require these actions.

PRINCIPAL ACCOUNTABILITIES:

• This position requires prompt, friendly, and accurate communication across the camp team.
• The Resource Supervisor will provide leadership to the Camp Operations Team and gain behind the scenes experience that is crucial to a successful camp program.
• Maintaining organization of reusable and consumable camp supplies.
• Reviewing lesson plans to identify and gather materials for each planned activity.
• Communicating with supervisors regarding purchasing of new materials and making purchases as needed within a budget.
• Providing leadership to the Camp Operations Team

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.

• GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.

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