<aside> 💡 Our seasonal staff are an integral part of our success and we value the diversity they bring to our programs! We ensure that our pay is fair and equitable not just for the location in which our staff reside but across all our program areas (adjusted for cost of living for each location). Additionally, there are ways for you to earn more money based on specific experience and/or certifications you hold!
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Each camp location has a different base pay that accounts for cost of living as well as equity across all programs. We have a tiered pay system that takes into consideration the applicable knowledge and experience a candidate is coming in with.
Pay is determined based on position, additional responsibilities and training, relevant certifications, and staff tenure. For Overnight Camp, room and board is considered in pay as staff will be living on property and provided three meals a day.
Pay for Expedition Guides is based on three levels that are defined by field experience. Your trip leading experience and medical certifications correlates to the pay level you start at and you can advance in the levels by leading more expeditions. Staff have the opportunity to move to the next level at the start of each season; transitions do not occur mid- season.
Training will be paid at minimum wage for the location that training is taking place. Once training is completed you will be paid at your season rate.
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We offer bonuses for the certifications below:
Bonuses are paid after submission of valid certification and 8 weeks of work at Avid4!
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WFA - $100
WFR - $350
SPI / AMGA - $400
IMBA / ICP - $200
ACA LIII-IV - $200
Teaching Certification or M.Ed - $200
If you have multiple certifications that apply, the max amount of bonuses you can receive is $1,000.
We reward Returning Staff year after year by given Returners first round pick of available positions starting in the Fall as well as an annual % pay bonus. Each bonus percentile is added to previous year’s pay even if an instructor moves up into a Specialist role or different program area!! (Moving to a region with a different cost of living, moving into a lower-tier role, or moving from an Instructor to Camp Leadership position will impact the final calculation to ensure equity relative to the pay of other instructors in similar roles).