lifeguard

camp counselor

school program staff

fitness instructor

swim instructor

YMCA of San Diego County

I use to work at the YMCA and loved every day at it, towards the end this last year no. You get to really help people and families in such a spectacular way. I use to make a huge impact on families and kids from working a variety of different programs, all while being fairly paid. I have always had a very great work ethic and done my utmost best to be professional. That's not to say that it didn't have problems....

Now after 5 years plus of service I can now see the writing on the wall. The YMCA uses this "friendly and inclusive" mask and says that its there to "help people", but don't let it fool you the management only cares about the bottom line, profits.

Fun Fact: At this NON-Profit, if management meets the target number of profit made my new or current members (depending on the department); they are given a sizable bonus!((The department as a whole help make these goals, yet are never rewarded for their effort.))
This has made management very tyrannical in how they push their part time employees and elevated their already high standards and expectations; all while they hide in their backrooms and offices.

Your enjoyment at working at the YMCA is determined by your management team. I've worked a plethora of different jobs at the YMCA ALX, but one thing I've noticed is that where there use to be good managers and a positive workplace environment has quickly been changed into having managers who are only there to save face, climb the corporate ladder, and increase profits; all while eroding relationships with current longtime employees. This has hurt the workplace environment so much, that members would routinely come in with delicious treats (cakes, cookies, candies) as a way to build and maintain morale, as management never has the time, energy, or budget to anything to show their over worked part time employees (whom work 30+ hrs and are forced to stay and work later with little to no communication). 
Calling in Sick was a mess. I was always told by my managers that I HAD to call and cover my sick days, and that if I couldn't I get in trouble. Yet when people in your or other departments get sick and don't call in (just text), management expects you to do their job and yours, for NO pay increase or any financial benefit to you. I had a cold for two weeks and wasn't given any type of leave which then ended up getting members in my family sick.

I had some managers who were very disrespectful and manipulative the past year and a half. Beforehand all my managers were decent human beings who had realistic standards and never tried to manipulate me in anyway, I felt like a valued team member as did most (98% of the current staff at the time), we felt like a family. In My last year one was always "checking" on me at the top of the hour to make sure I was doing all the duties that no one else in my department could be bothered with. He was always pressing me with questions, and trying to put an excess amount of appointments on me individually. He was constantly rearranging the workplace and moving things around which was observed by the staff and I as a nuisance. During cold winter months, he was passive aggressively opening the window behind the staff desk thus making the AC'd room even more colder; and wouldn't let staff wear any type of jackets or hoodies (UNLESS you bought a YMCA Logo'd one). On top of that, he never gave me my work shirts as a trainer so I had to BUY them off a coworker just so I could look professional. My boss was always holding me to standards that he wouldn't enforce to my other coworkers, and it was always obvious to see. The past year he added new tasks and jobs for our department and job type that increased workload by a lot, yet didn't in anyway try to increase our pay. After working there for 4 plus years, he was asking me to try and get Employee of the Month so that I could "prove myself". 

Post Covid ShutDown, I was sent an email saying that we would come back to our regular hours; however, that was a lie. My boss wanted me to come back at a lower paying job, not allowing me to make commission pay and having less job tasks required to do except more mandatory cleaning procedures with no hazard pay (despite greater risk of COVID 19 being contracted by working in a gym). My boss only pushed cleaning procedures on the younger staff, routinely "updating" the cleaning log, and only checking it when certain staff members worked the floor. 
Twice on two seperate Fridays, my manager told me that Upper Management was coming in to look around, and that we had to clean up quickly. I did this only to find out that management was NOT coming at all, he just wanted to clean up within the hour. If that is not manipulative and shady, I don't know what is. They like having meetings at unorthodox times, like Sunday evening at 7pm or Friday at 3pm/4pm; when meetings use to be around Lunch time and use to have food served.

My advice for working here: 
Only work the hours you feel comfortable as management will hang you out to dry and use you for their own ends and means.
Secondly, work when managers don't work (they do 9-5). There is a huge difference in work place conditions when your manager and other managers are in the building. They love putting every small unbothered task on you that they can't be bothered with on top of your already busy list of tasks.
Third, if members harass you tell HR or someone up the chain. There is this expectation that members can say and do what it is that they want, and this has lead to lack luster response from management. I have had coworkers who were verbally bullied and sexually harassed by certain members that had little to nothing done, except being told from (Manager) "I deal with it at a higher degree on a consistent basis. You have to learn to deal with it in your own way." or "They are just senior Citizens, they mean nothing by it."

This is just my experience. Most of the issues at this branch just get swept under the rug and forgotten for a plethora of reasons. I have seen certain issues (be it employee/member or employee/employee) be dealt with and handled with professional care; so I know that internal things can be done. I wish corporate and higher ups would spend more time routinely checking in and touching basis with this branch and other branches to make sure that things are satisfactory with members, employees and managers. As of now, I feel that the Hierachy for things goes: Management > Members > Employees. Members (the unruly ones) always get a pass because their money is what keeps the lights on and the hourly rate being paid; so employees are told to just stomach their absurd/rude comments (despite the employee merely following rules). I remember when Management use to be responsible for handling members who were being combative and unruly, now they just expect part-time employees to deal with it while they hid in the back offices.

I honestly expected more from a company that markets teaching morals as part of their program: Respect, Responsibility, Caring, and Honesty.
Hardly any of my managers have exhibited showing these skills on a routinely basis; yet I have a boss who will tell me daily to make sure I smile, despite dealing with unsatisfactory work conditions!

What is the best part of working at the company?
The best part of working at the company is the illusion of the Y way. The Y way is supposed to be inclusive, understanding, and kind to others. I did not find that to be the case inside the LaCrosse Area Family YMCA for sure. I found glass towers of absence from the elites. I found they were not inclusive to their private class. 

What is the most stressful part about working at the company?
The most stressful part of working at the Y was the glass tower click; you are either part of the click or out of the click. Those in the click were given positions of $ and importance with NO responsibility and worked part time part time hours for a fulltime fulltime pay check. For instance, the Front Desk Director or Director of Guest Services was the CEO's daughter for years. You would never see her at work, but when you did see her at work, it was only for the "fun" activities, giving cookies to members, type stuff. The Y was her allowance ;).  The pay differences between those who actually do the work and those who do nothing is absobent. I found on my leave that I was making 1/2 of what my boss was making while I was doing his whole job, minus pointless meetings at my facility. Then, to top it off, the whole time me an hourly employee, I was on-call for the pool and facility. I was not being paid correctly because the role was supposed to be the salary director, as I said from day one. Then, when I ask for back pay, I am fired for insubordination for calling my new manager dumb in a text that wasn't even supposed to go to him. Then, when they fire me, they try to tell me I wasn't on call. I had a unique and flexible schedule. I am like, I got texts, I got call logs that say otherwise, I have a witness who will testify to the meetings we had.  I am on-call as an hourly employee, and I HAVE to respond as part of my position, and not just respond, I have to be on-site ASAP. THEY STEAL YOUR WAGES AND THEN TRY AND TELL YOU YOU'RE CRAZY>

What is the work environment and culture like at the company?
The culture was hit or miss. Most of the time, you felt like you were being taken advantage of and devalued at every turn. For instance. I was originally hired as the Director of Building Maintenance. I was invited to the directors' meetings, which were fun, once a month, meetings where we would all get together and have a fun activity, coffee, snacks, and then a little business. Well, one day I come in to new name tags on my desk ???? Maintenance Manager, well that week was the Director's meeting, and I wasn't told not to go, so I showed up, where I was very quickly asked what I was doing there by the CEO. I was like its the last Thursday ??? No conversation beforehand, nothing. Then afterwards have my boss come directly to my desk to tell me I no longer need to attend them. ??? So I am like, what is going on? I get upset, as anyone would, you are devaluing my role and my contributions to the Y. While I am taking on more than any building Maintenance Manager, I was taking care of all the equipment, fixing both Y's steam and sauna spaces, lights, and boiler clean-outs and they want me to train the other property manager how to fix the equipment. 

What is a typical day like for you at the company?
A typical day started with a pool care anything from basic daily testing to backwashing. After the pool, I would spend about a 1/2 hour at my desk sorting tickets based on priority of tasks, then I would tackle the tasks, break-fix tickets till around 11 am, where I would assess any tickets that I was unable to fix due to deeper issues or the requirement of a contractor. I would then line up contractors to come out and complete the work. In the position I was on-call 24 hours a day. I would receive code browns or pool panel alarm call-outs all the way up to close, and even before my day started. I was also responsible for building  fire monitoring company, so I would receive calls at 2 am and have to go into the Y to make sure there were no issues to clear smoke alarms, etc. Seasonally, you have to clear all the snow by yourself, don't dare ask for help, and it has to be DONE by 530 am when they open. And you also have to mow the soccer/outdoor event space, which is quite enjoyable. I fixed everything in the building, from light fixture replacement to light bulbs, from minor temp adjustments to full shower replacements. I also fixed all the wellness equipment at my location and handled all contractors through my facility.

Background: 
I worked both at the childcare sites(before and after school program) and at the child watch (nursery) at the main location. Both job positions varied but there were many similarities. 

Nepotism:
Often the bosses hire their family members. If you're good friends with a boss or their family members you'll be treated better. Your friendship or relationship with your boss will impact your experience. The one good thing about this system is if you have a friend or family member who needs work, they will most likely get hired. 

Lack of consistency:

The rules changed so often especially working at the main location, it can get frustrating. You are often informed a "policy" is no longer important. You will likely get told different rules by different staff. You'll have to use your discretion with the rules.

 If you are hired for the child watch don't expect help. You won't likely get bathroom breaks, and you'll be watching 15+ children by yourself. The child watch is not licensed for a reason. Conditions aren't the best. Many toys aren't properly cleaned or are broken. Employees are often left to work shifts alone. This can also be the case at the childcare sites. It's supposed to be 10 kids for every 1 adult but, sometimes that doesn't happen. If you are a lead expect to constantly be calling for extra staff. 

Stress and drama: 

When licensing comes at the sites expect lots of stress and to not be prepared (unless you have an experienced Lead).  If working at the main location expect to extremely busy most of the time. During events or busy days, you can expect to have parents and children waiting outside the room.

At the main location, many of the employees would hook up with parents or other employees. Many other employees would have inappropriate conversations in front of children. Most of these individuals no longer work at the Y, fortunately. 


Hours:

At both the sites and the main location you'll work 4 to 5-hour shifts. At the sites, it's a split shift with 2 hours in the morning and 3 in the afternoon. If you are a lead expect to often work 2 to 3 extra hours at the main location doing office work. You'll also have training frequently which you'll receive extra hours for. During summer camp or winter camp you'll receive more hours when working at the sites. If you are a lead you'll also have monthly meetings at the main location. 

Due to people constantly quitting there are opportunities to get more hours. But don't expect to get overtime because you won't. Even if you work more than 8 hours it's considered "volunteer time".This policy may have changed but, while I worked there that's how it was.

Pay: 

This varies from positions to position. Starting out at the main location and the sites you'll likely receive minimum wage or a little bit above. If you are a lead at the sites you could earn more.



Conclusion:

If you are just out of high school this job could work for you. If you are an active person you'll likely enjoy doing summer camp or even working the sites. If you are in college the schedule could work. Expect to do a lot of physical activities, and outdoor activities. Working at the sites you might have a better experience. If I had to compare the two I'd recommend working at the sites. Despite the split schedule, it was an overall better experience. 

If you are an older person or not in great shape, I wouldn't recommend working at the childcare sites. During summer camp you'll be expected to hike or if needed camp. If you work at the main location in childcare, it can very fast be paced. Working alone with 15+ children from ages 6 months to 10 is not easy, even in small time amounts. 

If you are studying education or psychology working at the sites could be a good stepping stone. You will be exposed to very diverse populations, and various age ranges. You have the opportunity to do lesson plans or plan activities. If you are a lead you'll also learn excel and other office procedures. This job can also help your public speaking skills and your people skills.

- where
child care would start after school at the school ur assigned to. you could be working at a preschool (ages 3-6) or elementary schools (ages 4-12), sometimes both like me. and they can switch you anytime and anywhere they would need to. 

-You can be moved 
for an example, your working at this one school, there’s another school that has people calling out and don’t have a lot of staff. there’s a random possibility that ur called to be over there at the given time… (there are ppl what work morning care :/).

- don’t get comfortable
either a week before, day before, or in the morning of that day, they can “ask” to see if you can fill in for whoever wherever. it’s not a genuine question. you kinda have to fill in

• down side. 
you could be moved somewhere where the staff isn’t the best, hours aren’t the best, or the schedule is complicated. 
•  good side
your expanding your experience. getting used to different people, different schedules, getting out ur comfort zone. 

as someone that is introverted, kept to themselves. this also being my first job, had made me more extroverted in talking with people mostly because i was basically forced. i was in environments where i had to talk and be outgoing bc that turned out to be part of the job. your talking with kids and staff constantly meaning you don’t want to make yourself seem depressed and weird. 

and me being who i am is also kind, sweet, pretty, everyone would gravitate towards me and at first i had to act like i was interested, outgoing, and being a leader. that’s bc i wasn’t any of those things. i dont have younger siblings, i’ve always had things done for me, etc. meaning there was never a reason for me to lead and be bold

in the beginning of working i was shy, laidback. trying to be all sweet bc they’re children. then throughout experiencing new things like :
• children thinking they grown/can do and say whatever they want
• children that obviously aren’t disciplined. aren’t following basic orders like sitting down or being quiet. 
•(only in prek) the autistic kids that literally HAVE NO CONTROL. the ones that will hurt the counclers and other children, the ones that would run around, throw things, the ones that would THROW TANTRUMS from hearing the word no, etc. it’s hard with them because i’ll have 10 other children that i’ll need to supervise and make sure they’re safe. for those times we’ll call over whoever’s in charge and take over. 
• overly sensitive children, cry over anythingggg

those are just some of the things that forced me to change throughout working there. bc if i didn’t, nothing would’ve got done. in short terms those children would’ve walked all over me. i know what it is to be disciplined and to be taught manners. so it wasn’t difficult to teach them.  it’s the fact that it’ll have to be done almost everyday with the same children. but sooner or later, they got used to it with me and understood that they weren’t the one in charge. and then it got to the point where i would have to help other counselors calm their kids down. even though i disciplined, i was still loved and drew a lot of kids towards me. but there was other staff that also disciplined that was called mean. so just make sure that u naturally have the kindness and patience for these kids. 

being a counselor had naturally forced me to be a leader, outgoing, confident and feel more of an adult. it’s a great first job but if your not used to working with a lot of children at once then it’s a big experience. 

- the company in general
• i had seen that there are favorites. not comparing with me but other staff. i was working at a school that barely had staff and there were other schools that had more than enough staff. 
• there was a worker that had called out more than enough came in late, left whenever they wanted. the cite coordinador gave the complaints to the boss and the boss was nonchalant abt it but was more sturn on other workers. 

i was treated fairly and kindly 


Most days as a YMCA camp counselor and coach start early and don’t really slow down until it’s time to go home. You’re constantly on your feet—setting up fields or equipment, organizing groups, running drills, supervising activities, and making sure every camper is safe, included, and actually having a good time. There’s a mix of structure and unpredictability throughout the day. You might have a schedule planned out, but things change quickly depending on weather, energy levels, or unexpected situations, so you have to stay flexible. It’s a fast-paced environment where you’re always responsible for a group, which keeps you focused but also makes the day go by quickly.

One of the biggest things I learned from this job is how to lead and communicate effectively. Working with kids of different ages and personalities forces you to figure out what works and what doesn’t. You learn patience, how to give clear instructions, and how to handle situations calmly when things get chaotic. It also builds problem-solving skills because you’re constantly making small decisions throughout the day—whether it’s adjusting a game, dealing with minor conflicts, or helping a camper who might be struggling socially or emotionally. Over time, you also start to understand how important your role is in shaping a kid’s experience and confidence, which adds a lot of meaning to the work.

Management was generally supportive and easy to talk to. They emphasized teamwork and tried to create a positive environment for both staff and campers. Supervisors were usually understanding when issues came up and encouraged staff to step up and take initiative. Like any busy workplace, communication could sometimes be better during high-pressure moments, but overall it felt like management wanted staff to succeed and feel supported.

The workplace culture is one of the best parts of the job. You spend so much time with your coworkers that you naturally build strong connections. Everyone is going through the same long days, dealing with the same challenges, and working toward the same goal, so there’s a real sense of teamwork. People step in to help each other out, and it creates a supportive and often fun environment, even when you’re tired. It doesn’t feel overly competitive—more like everyone is trying to get through the day together while making it a good experience for the kids.

The hardest part of the job is the pay, and it’s something that stands out pretty quickly. For the amount of responsibility you have—being in charge of kids’ safety, managing groups, staying active all day, and putting in a lot of physical and emotional energy—the pay could definitely be better. The hours can be long and exhausting, especially in the heat, and it can be frustrating when the compensation doesn’t fully reflect the effort you’re putting in. It’s not that the job isn’t rewarding, but the pay is probably the biggest downside and something that could be improved.

The most enjoyable part of the job is easily the impact you have on the campers. You get to see kids grow more confident, make friends, and try new things. Whether it’s watching someone improve in a sport, overcome a fear, or just have a really good day, those moments make the job feel worthwhile. It’s also fun to be active and not stuck doing the same thing all day. Overall, even though the pay could be better, the experience, relationships, and skills you gain make it a meaningful and memorable job.

I don't recommend the job of a member services rep. If you're someone in need of income to pay bills to help you stay afloat, it's not that, the hours are very minimum and so is the pay. This is more of a hobby job and it's not even good for that because of the unpleasantness of the workload. You will wear many hats and make way less money then every other department while doing work for them and watching them sit around and have a good time. You will work the check-in desk, give facility tours, sell memberships, answer lots of calls, take and deliver messages, register for programs, cancel programs, mop and sweep spills, give first aid, receive all possible complaints, be blamed for everything, be yelled at because you can't solve issues because you don't have the authority to and you will be asked to make a large number of outbound calls, and all this takes place in the same shift frequently for the same low pay. The job goes between extremely slow and boring to overwhelming. And depending on your supervisor, you may be given busy work and never allowed to take it easy during downtime even when you just finished helping a massive amount of members and callers.The turnover rate is fast; within months, especially from staff who have full-time day jobs. It feels like an overwhelming full-time job without the pay or benefits so people quit or limit their shifts just to keep the free gym membership. The job is very much inside a box, your initiative is not wanted or appreciated, your suggestions don't matter, there's nothing for you to add to the company. Imagine when you interview for a job and the interviewer ask you what you can bring to the table. Well, your skills/talents won't be needed here, not even on small things like lobby decorations. If you're a creative person or an energetic person, this isn't the job for you. It's basically like being a call center worker who just needs to stick to the pre-written script and procedures. When you encounter member complaints, there's nothing you can do to help them, all you can do is forward their complaints to the director and you can't expedite a solution for them so you're basically useless in regards of offering great customer service and hope or help. Your good customer service role just comes from being nice and taking good messages and remaining calm, but you can't do anything to solve disputes, so if your skills are problem-solving, it's wasted here and if your directors are slow to respond to complaints, the anger from the member waiting for answers falls back on you because you're the one they have access to. You will always feel overworked and the place always seems understaffed despite their being a good number of staff on the payroll, the reasons for this is because they tend to schedule one minimum wage worker at a time, the second person may be the supervisor or director who of course doesn't slave the same way you do. When a second minimum wage worker comes in it's to release you, the job tends to be lonely because you often work alone until maybe your last hour. There's not a team of staff scheduled together, think Walgreens one cashier at the counter. When it's slow it's horrible and when it's busy it's horrible. This is a job, no fun to be had, nothing for you to bring to the table. Just come in for 4-5 hours stick to the script and leave exactly at your scheduled time and collect your low wage check.

Working at the YMCA Membership Representative Front Desk in Hallandale, has been a disappointing experience for me. Despite the organization's longstanding history of over 100 years, the management fails to uphold policies and values, instead resorting to favoritism, gossip, and a lack of professionalism. It's clear that management could benefit from professional development courses to improve communication, conflict resolution, and interpersonal skills. There's a noticeable lack of care for the staff's well-being, evident in the absence of fair pay, paid sick days, paid vacation time, or any form of PTO for part time works. Additionally, the practice of reducing hours or removing individuals from the schedule as a form of punishment, rather than addressing concerns directly, is unacceptable. The disorganization and failure to provide adequate training lead to a sense of unpreparedness among staff members, particularly when dealing with policies and interacting with members. Overall, the management's failure to address these issues contributes to a challenging work environment.  Furthermore, the process of obtaining the promised free gym membership for employees is excessively slow, reflecting broader issues with the organization's sluggish system. Similarly, the hiring process itself is protracted, indicating inefficiencies within the YMCA's operations. These systemic delays and inefficiencies only compound the frustrations experienced by employees, contributing to a work environment characterized by disillusionment and dissatisfaction. Despite years of dedication, there’s not  much opportunity for growth. It's evident that the promotion process is deeply flawed, as individuals who have shown commitment and loyalty to the organization are consistently overlooked in favor of external hires or those with personal connections to higher-ups. Despite assurances and recommendations from supervisors and even higher-ups, these dedicated employees are repeatedly passed over for advancement opportunities. The prevalence of favoritism within the organization further compounds the frustration, as it becomes clear that merit and dedication are not valued as highly as personal relationships. This lack of opportunity for advancement not only demoralizes employees but also hinders the organization's ability to retain talent and foster a sense of loyalty among its workforce. I was informed that YMCA has a policy of avoiding terminations by simply removing individuals from the schedule. After 90 days of being off the schedule, management will remove the employee from the system. This has been witnessed by myself and others, as it has happened to four employees during my tenure. The turnover rate is alarmingly high across all departments, indicating systemic issues that need to be addressed. There is more that I would like to say, but legally, I cannot elaborate further. Overall, the lack of fairness and transparency in the promotion Overall, I cannot recommend this workplace to anyone seeking employment opportunities.




A Typical Day at Work:
Expect chaos. From the moment you clock in, you're thrown into a whirlwind of disorganization, yelling kids, last-minute schedule changes, and minimal support. You're essentially expected to act as a babysitter, therapist, referee, and entertainer all at once — for hours on end, in the heat, with little to no break. There’s barely any structure, and when there is a schedule, it’s usually outdated or ignored.

What I Learned:
I learned patience — but only because I was pushed to my absolute limit. I also learned that poor leadership and a toxic work culture can completely drain your motivation. Honestly, I learned what kind of workplace I never want to be in again.

Management:
Management was either missing in action or micromanaging to the point of absurdity. Feedback was rarely constructive — usually just reactive and passive-aggressive. Communication was a mess, and supervisors often seemed more interested in blaming staff than actually solving problems. If you raised concerns, you were either brushed off or made to feel like the problem.

Workplace Culture:
Toxic positivity at its finest. Everything was supposed to be "fun" and "for the kids," which management used to justify unsafe ratios, skipped breaks, and excessive expectations. Burnout was rampant, and morale was incredibly low. If you showed signs of stress or burnout, you were told to “smile more” or reminded that “this is what you signed up for.”

The Hardest Part of the Job:
Keeping a group of 15+ energetic kids safe, engaged, and entertained for 8+ hours with minimal resources, no consistent plan, and hardly any backup. Emotional exhaustion and physical fatigue were daily experiences. It felt like we were set up to fail.

The Most Enjoyable Part of the Job:
The kids — when things clicked, it was genuinely rewarding. Some of them were incredible and brought moments of laughter and connection. But those moments were few and far between, and they couldn’t make up for how poorly everything else was run.

"No support for student workers – they only care if you're available 24/7"
If you're a student looking for a part-time job that understands school is a priority — this is not the place.

I worked at the YMCA while also attending school, and the experience was incredibly frustrating. The management made it painfully clear that they did not care about my academic responsibilities. I gave my availability in advance, communicated my school schedule, and still got scheduled during class hours or pressured to pick up shifts I had already said I couldn’t take.

Whenever I reminded them I had school obligations, I was met with passive-aggressive comments, guilt-tripping, or outright frustration. It was as if me being a student was an inconvenience to them. The YMCA constantly expected full-time commitment from part-time staff, especially during camp season, and showed no flexibility or empathy when we had exams or needed time for schoolwork.

Work-life balance was non-existent. They acted like the job should come before everything else — even education. And if you couldn’t drop everything to cover a shift or stay late last-minute, you'd be treated as unreliable or not a “team player.”


Final Thoughts:
Unless there’s a complete overhaul in management and a serious investment in staff training, support, and safety, I wouldn’t recommend this job to anyone — especially not if you're looking for a healthy work environment or real professional development.



During the time of my internship I go through a daily routine in which has become normal for me. I start my day by arriving and greeting everyone at the front desk who handles the telephone inquiries and handle the memberships at the YMCA where business casual is important for employees. Once I do that I walked to the back in a room that they call the “fishbowl” that I share with another co-worker who is the child after school director. The reason why that room was given the name is because the room has glass panels that cover 3/4th of the entire space, so when people walk past they can actually see the inside of the entire room. I then check my email to see if my supervisor has sent me anything in regards to any upcoming projects that have to be done. At 9:30 I then meet with my supervisor to have our weekly meetings where we discuss the previous week’s events to see what could be improved and what came out successful. Once the meeting is over he explains the next project that I have to complete and I then go back to the office to start my research. The project that I was assigned to is landscaping the front of the YMCA National Capital. I have to find an organization that does landscaping, plant trees, find tree boxes to place the trees in, and also have the post office re-paint a mailbox because it has graffiti on it and defaces the property. I enjoy this activity because I can do information and research to begin the project. One thing that I can do without is the follow-up because sometimes they may not have the information available when I need it especially when there is a deadline that I have to meet. I would also prefer to leave the follow-up to my supervisor because for the most part they contact him directly which can save a lot of time for me instead of calling back. If I could ask for a specific task it would be to just gather the information and research because it is the primary focus in completing the project. I relate to my professional colleagues as equals because everyone has a job to do and everyone focuses on their task. I think they relate to me as a colleague because I have to work directly with them and assist in any way that I can. The position that I have what I consider a fun aspect is working with my supervisor because even though when he explains the tasks that I have to complete sound complicated he still helps me with a hands on approach in how to go about certain situations. For the most I am appreciated from my contributions at the YMCA because I alleviate the stress from him because he has his hands in almost everything. This is confirmed by meetings that I have with my supervisior and other employees at the table meeting we recently had.  What I had learned so far in this internship is strategizing new ways to raise money especially when there is a goal that the organization has to reach. During this internship the professional behavior that I would like to improve is effective management of resources because some things are limited and may take longer to acquire. Another is organization and execution of task because of the resources that I need and the people to help me. The improvement that I can make is to communicate more with everyone especially when I need help which can be beneficial when everyone works together.

As a Youth Development Specialist & Coordinator for nearly a half decade, my experience with the YMCA of the Suncoast has been great, good, bad, and ugly. This job is mainly for high school and college students with little to no advancements and terrible pay for the amount of work you do. The great thing about this job is the staff you see every day in your line of work. Most of them are supportive and will give you a hand when you are in need. Most directors/coordinators are friendly. The good is that most of the kids are in the program, and managing a group is your daily job, with daily tasks and activities handed out by the director and focused for you to work with the kids. The bad is the behaviors and the parents you encounter in the program, and unfortunately, with the "3-step plan" to boot those behavior kids out of the program, it is almost impossible for the people upstairs to pull that plug. That is where the stress comes into play, the behavior problems are nearly every day of the program I was in. I loved it when I started, where minimal to no behaviors existed, but it worsened by the minute as the years passed. Suppose one behavior is letting to let go, such as fighting, cussing, etc. In that case, another will arise due to the lack of disciplinary action, giving those same behavior problems a thousand more chances from the so-called "PMDs" (Program Management Directors). This place is supposed to be safe for the kids, but the behavior problems from a bunch cause the whole program into a nuthouse, and the PMDs just let it go! The ugly is the so-called "PMDs" and the staff in the office due to them pointing fingers at staff and threatening to let staff go when there is already a revolving door from multiple other sites. Their greeting towards staff members during monthly meetings is fake and ugly. It is embarrassing. PMDs are already aware of their guidelines of being out of ratio AND not following protocol daily in Pinellas County's licensing standards for child care. Too many sites are open throughout the county, and the high turnover rate is the reason for being out of ratio, but that is no excuse for not following the licensing standards. When licensing is near their checkup of each site, PMDs are in panic mode to be in those guidelines and find extra coverage for those sites. 

Overall, I respect their message to parents needing care for their kids. At times, they do and push to raise money for parents who can't afford child care and cover their expenses. I'm afraid I must disagree with the toxic workplace culture and the fakeness of the upstairs staffing. Too many things are written on paper, but there is no execution to make such a thing happen, so many staff are going out the door due to the lack of that execution. Such as behavior issues, "we will work on that," but forget about it in the next week towards staff (crowd control method), etc. This job is great for starters for High Schoolers, College Students, or maybe you want to get a teaching career and want to try this out—however, an advancement at this place in exchange for a buck raise,  "middle school" drama from upstairs management, and the 10x the workload, good luck.

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