Job Information
The Salvation Army Nursery Worker Assistant in Seattle, Washington
Description
POSITION TITLE: Nursery Worker
DEPARTMENT: Seattle Temple
REPORTS TO: Corps Officer (pastor/administrator)
FLSA STATUS: Non-exempt/Regular Part-Time
COMPENSATION: $18.54 (Hourly)
MISSION STATEMENT
The Salvation Army, an international movement, is an evangelical part of the universal Christian church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
- BASIC PURPOSE
The purpose of this position is to organize and lead activities and provide quality care for infants, toddlers, and young children during corps (church) Sunday school, Sunday worship, and other corps activities and functions.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Organizes and participates in games, reads to children, and teaches them simple painting, drawing, handwork, songs, and similar activities.
Teaches age-appropriate Bible-based lessons on Sundays using Orange Curriculum.
Directs children in eating, resting, and toileting.
Helps children develop habits of caring for themselves, picking up and putting away toys.
Maintains appropriate behavior management.
Serves meals and refreshments to children and regulates rest periods.
Ensures nursery is in order before leaving; reports any broken equipment to the supervisor.
Reports all injuries to parent and supervisor.
Maintains a volunteer roster and records nursery attendance.
Follows all guidelines in The Western Territory’s policy, “Protecting the Mission, Policies for Work with Minors”.
KNOWLEDGE, SKILLS, ABILITIES, AND OTHER QUALIFICATIONS
Education Requirements
One year certificate from college or technical school preferred; or three to six months related experience and/or training; or equivalent combination of education and experience. First Aid and Child CPR certification preferred.
- Skills
Must have the ability to interact appropriately with children, peers, and parents.
- Physical Requirements
The employee must regularly lift and/or move up to 25 pounds. To perform this job successfully, the incumbent must be able to perform the essential duties with or without accommodation.
A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurance.
Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered.
Life and Voluntary Options. An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available.
Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option.
Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events.
Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months’ service time.
Paid Vacation:
Two weeks annually, accruing from day one, for non-exempt positions.
Four weeks annually, accruing from day one, for exempt positions.
Accrued vacation is eligible for use after six months’ service time.
Paid Holidays: 13 designated holidays + 1 floating holiday per year
The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff, if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.
Equal Employment Opportunity Employer. Minorities/Women/Veterans/People with Disabilities.
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)