There is something very powerful about coming together to share things that are uniquely special to each and everyone of us individually, and all of us collectively.
At Scapa Fest, we give you the opportunity to inspire and be inspired, to share and receive, to teach and learn new ways to think and move, to connect with nature and reconnect with your innate wisdom, so that together as a team we can grow and discover the world from a new, unexpected angle.
With a special focus on mindful living and mindful movement, Scapa Fest seeks individuals who would like to share their unique voice, skills and knowledge with the Scapa Team & the wider community.
If you're passionate about mind-body health, outdoor education and environmental action and have unique outdoor and hospitality skills to share, please take a look at our current vacancies below. We encourage remote working and outdoor living, you don't need to live in Scotland to apply as long as you have significant remote working experience and for some roles, you are able to be on site when required.
Remote Camp Operations Manager
We are looking for an experienced Remote Camp Operations Manager to join our team to deliver the yearly Scapa Fest, a leave no trace and zero waste multi-day camp designed to help people harness the power of nature to transform their physical health, mental health and the health of their environment. This post is fixed-term, with a possibility of renewing every year for the right candidate, and opportunities for career progression include multi-site management and opportunities abroad in the medium to long-term.
- The post involves six weeks of work spread over five months in the lead up to Scapa Fest.
- Five weeks preparatory work spread over a five month period. (January - May)
- A seven day period to include the festival itself (1-3 May 2019)
During the event period, the Remote Camp Operations Manager will be accommodated in a private room on site with access to a self-catering kitchen. Outwith the event, the role can be undertaken remotely, with a minimum of two site visits required.
- To manage the Health & Safety and smooth running of all Scapa camp operations during Scapa Fest. The Camp Operations Manager should be confident in all aspects of remote site management, to include energy and drinking water provision, catering, cleaning, staff & volunteer recruitment and training, cost control, camp maintenance, traffic management, grounds keeping, fire safety and general health and safety.
- Must guarantee to manage and operate our remote camp according to Scapa Fest Limited Leave No Trace standards, strict budget and in compliance with local authority requirements.
Part I: Role
Leadership and Image:
- Leadership by example, promoting brand values at all times,
- Execute responsibilities and set realistic and measurable objectives
- Ensure all work is completed in line with management directives,
- Self-motivated, creative, results orientated and performance driven,
- Values the importance of working with integrity and utilises best ethical business practices,
- Cooperative and respectful to all levels of the community of Scapa Fest.
- Knowledge of all corporate policies and procedures, regulations and line of authority, in everyday business practices and especially while holding inspections meeting with Local Authorities.
Part II: Responsibility
- Health & safety management including risk assessments, water safety management plan, emergency action plan, traffic control and fire safety on site.
- Accountable to manage all camp activities as directed by the Director according to the company standards.
- Assumes responsibility for the attendees overall camp experience
- Perform all leadership duties as Scapa Fest representative.
- Manage provision of water and power and coordinates construction, maintenance and repairs on camp facilities including plumbing, carpentry, recycling, and electrical duties.
- Lead, manage, teach and coach camp teams, including technical teams, volunteers, food services, maintenance and other team members.
- Coordinates the day-to-day operations of the site for the duration of the camp.
- Optimise labour on site based on budget requirements.
- Perform regular inspections and ensure presence of staff regularly.
- Maintain open communication with guests for all major issues and concerns, ensuring good relations with the customer and implement corrective actions to resolve issues.
- Ensure that the right amount of products and the correct equipment are used and applied as according to our contracts.
- Ensure best practices are being implemented with whole camp as well as public and environmental health regulations are strictly followed.
- Undertake regular health & safety audits
- Ensure consistent scheduling of the daily operations.
- Ensures cost targets set by management are achieved.
- Assist with volunteer recruitment process as required
- Conducts documented meetings with teams.
- Coordinate any issues regarding to camp management between guests/attendees & management
Part III: Reports & Deliverables:
- Reporting of all material consumption
- Report to Director on camp activities, and issue formal report that includes occupancy and usage, costs, work completed, work planned.
- Consolidates customer surveys and quality forms from all teams and confidentially forwards summary reports to Director.
- Completes operations reporting at the end of the camp.
- Reporting all maintenance issue to Director.
- Strictly control drinking water and energy consumption according to our Leave No Trace policy.
- A combination of Hospitality/Outdoor Education/Health & Safety qualifications, or proven experience in the hospitality /outdoor education/Health & Safety sector with at least 2 years in public facing management role in a remote area.
- Previous experience in running remote camp cacilities is a definitive plus.
- Previous experience in running public events desirable.
- Someone willing to challenge the status quo and take an innovative approach
- Fluent in English (written and spoken)
- Practical skills using power tools.
- Strong organisation, leadership, people management and team building skills
- Excellent customer service skills with a strong customer focus
- Calm under pressure with a mature outlook
- A team player with a firm-but-fair approach to all situations
- An excellent communicator, able to work with all levels of the organisation
- Self-motivated and creative with strong sense of initiative
- Fluency in Microsoft Office programs (Word, Excel, PowerPoint)
- Strong verbal and written communication skills
- Analytical thinker with numeracy skills
- Ability to accurately complete documentation and paperwork effectively and efficiently
- Ability to implement and maintain a paper-trail and filing system for internal auditing purposes
- Ability to understand and be familiar with general work flow processes, procedures and systems
- Ability to understand and follow verbal and written instructions at a high professional standard
- Able to deal with emergency situations in accordance with policies and procedures
- Models high standards of performance and behaviour
- Able to develop team commitment and co-operation, encouraging and promoting team performance
- Leads by example, with excellent leadership qualities, influential and a proficient decision maker.
Ready to apply? Send an email to email@example.com with this exact subject line:
Tracking two timezones: now and the future #scapalife
EQUAL OPPORTUNITIES POLICY STATEMENT
Scapa Fest Limited is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public
The policy’s purpose is to:
- provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
- not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
- oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
The organisation commits to:
- encourage equality and diversity in the workplace as they are good practice and make business sense
- create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued
This commitment includes managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
- take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence
- make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
- decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
- review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
The equality policy is fully supported by management.