Working Risk Youth Jobs in Appleton, WI (NOW HIRING)

Salary: $0.00 Hourly
Location : Parks and Recreation, Appleton, WI
Job Type: Volunteer
Job Number: 2026-85
Department: Parks and Recreation
Division: Recreation - Seasonal Workers
Opening Date: 04/13/2026
Closing Date: 4/1/2027 11:59 PM Central
Examples of Duties

• Create a positive and safe learning environment where the youth learn sport specific skills with proper technique through your instruction.
• Serve as a positive role model for both children and parents during practice and games.
• Facilitate a positive, encouraging practice atmosphere based on skill development and fun, while stressing teamwork and sportsmanship
• Proactively communicate program information to team parents prior to, and during the season.
• Proactively communicate with Program Coordinator and Recreation Supervisor regarding any concerns or problems relating to team or league
• Participate in scheduled pre-season coaches meeting.
• Ensure equal playing time for all players.
• Actively represent AND promote the philosophy and core values of the Appleton Parks & Recreation Department Youth Sports Program
• Display sportsmanship and a positive attitude.
• Work to establish and build team unity.
• Committed to making a difference in the lives of the youth.

Typical Qualifications

• Successfully complete the volunteer coach application and pass a background check.
• Attend and participate in the department sponsored pre-season coaches training.
• Ability to effectively lead groups of children.
• Ability to lead with enthusiasm, encouragement, humor and respect.
• Ability to demonstrate knowledge of the game and proper technique.
• Establish and maintain working relationships with other coaches, City of Appleton Employees, spectators, and the public in a courteous and tactful manner.
• Strong oral and written communication skills
• Strong organizational skills

Minimum 18 years of age
All volunteer positions are unpaid and non-benefited.
01
Are you at least 18 years of age?

• Yes
• No

02
For purposes of conducting a background, please list your legal name (first, middle initial, last) and any former names (maiden, etc.)
03
For purposes of conducting a background check, please list your birth date (month/day/year).
04
For purposes of conducting a background check, please list your driver's license number. If you do not have a driver's license, please list N/A.
05
For purposes of conducting a background check, please list any previous addresses you have had in the last 5 years.
06
If any former addresses have been OUT OF STATE, please list your SOCIAL SECURITY NUMBER. If not applicable, please type N/A.
07
I certify that all information I have provided is correct. I understand that falsification of information, or omissions from this application may result in disqualification or removal from a volunteer position. I understand that the information provided will be used to conduct a criminal background check.

• Yes
• No

08
Please list dates and times you are available to volunteer.
09
Please list any previous coaching experience.
10
Please list any coaching certifications you possess.
11
Recreation Volunteer WaiverI agree to fully release, indemnify, defend and hold harmless the City of Appleton, and any of their officers, officials, employees, agents and the like from and against any and all liability, loss, damage, expense or costs (including attorney's fees) arising in any way out of my volunteer activities except where such liability results from the sole negligence or willful misconduct of the City of Appleton.PLEASE NOTE: The City of Appleton does not provide insurance coverage for volunteers.I further understand I will not be paid for my services as a volunteer and that volunteering does not guarantee future employment. I also understand that the City of Appleton is a smoke-free, drug-free and alcohol-free environment and I will not participate if under the influence of alcohol or illegal drugs. I am aware that a criminal background check/history will be run from the information that I have provided on this form.I HAVE READ THIS APPLICATION IN ITS ENTIRETY, AND I UNDERSTAND THAT CERTAIN LEGAL RIGHTS ARE OR MAY BE FORFEITED REAPPLICATION CERTAIN LEGAL OR MAY BE FORFEITED AS A RESULT OF MY APPLICATION BEING PROCESSED. Please check:)

• Yes
• No

12
I agree by indicating "yes" to this questions that I have read, understand and agree to follow the important information while volunteering:Bloodborne Pathogen PolicyTo comply with federal regulations, the City of Appleton has a comprehensive bloodborne pathogen policy program.This program provides employees/volunteers with education, protective equipment, and preventive vaccine to protect employees/volunteers who are at risk for exposure to blood and body fluids in the normal causes of their job duties.Job classifications specifically targeted include police officers, firefighters, public health nurses, and lifeguards. All employees/volunteers are offered post-exposure follow-up if an exposure to blood or body fluids occurs.Personal protective equipment can include latex-free gloves, hand sanitizer, isolyser crystals, and first-aid kits.If you have specific questions regarding the City's bloodborne pathogen program, please contact your supervisor.Right to Know PolicyThe City's Right to Know policy outlines the regulations and training requirements mandated by the Hazard Communication Rule OSHA 29 CFR 1910.1200 and DWD 101.586-101.599 commonly known as the "Right to Know" law. Employees/volunteers have the right to know how to protect themselves while working with toxic substances, infectious agents, and pesticides. For more information, contact your supervisor or HR.

• Yes
• No

13
I agree by indicating "yes" to this questions that I have read, understand and agree to follow the important information while volunteering:Drug and Alcohol PolicyIt is the City's policy to maintain a workplace free from drugs and alcohol for all employees/volunteers. All employees/volunteers are expected to report to work free from any substances.Prohibited Conduct§ Reporting for duty under the influence of any alcohol or any controlled substance.§ Manufacturing, distributing, dispensing, possession or use of controlled substances, alcohol, or drug paraphernalia.Be aware that federal law prohibits using any medication containing alcohol on the job. Employee Responsibilities§ Should you be convicted of a drug-related crime, you must notify your supervisor of the conviction no later than five days after receiving it.§ Prescription Drugs: Before reporting to volunteer, notify your supervisor of any prescribed medication that could affect your judgement or motor skills. Inform your physician of your job duties so they can take this into consideration when prescribing medication.Safety PolicyThe City of Appleton is committed to providing a safe working environment for all of its employees/volunteers by preventing accidents and injuries on the job.City Guidelines§ The City's Human Resources (HR) Director shall have full authority to stop any unsafe act where prescribed safety precautions are not being followed, or to see an unsafe condition is corrected before work resumes.§ All employees/volunteers should be aware of unsafe acts and conditions that contribute to work accidents by understanding and following City safety policies. Copies are available through the Department of Human Resources.Employee/Volunteer ResponsibilitiesEmployees/volunteers are responsible for performing their job safely by adhering to all federal, state, and City safety standards that apply to their jobs, including:

• Yes
• No

14
I agree by indicating "yes" to this questions that I have read, understand and agree to follow the important information while volunteering:Harassment and Discrimination PolicyIt is the policy of the City of Appleton that all employees/volunteers have the right to work in an environment free of all forms of harassment. The City will not tolerate, condone, or allow harassment by employees or other non-employees who conduct business with the City.Employees/volunteers shall not make offensive or derogatory comments to any person, either directly or indirectly, based on race, color, creed, religion, national origin, ancestry, age, sex/gender, handicap or disability,arrest/conviction records, marital status, sexual orientation, gender identity and gender expression, political affiliation, results of genetic testing, honest testing, pregnancy or childbirth, military service, disabled veteran or covered veteran status, service in the U.S. Armed Forces, the State Defense force, National Guard of any state, or any other reserve component of the United States or State military forces, use or nonuse of lawful products off the employer's premises during non-working hours. Such harassment is a prohibited form of discrimination under state and federal employment law and/or is also considered misconduct subject to disciplinary action by the City of Appleton.Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:A. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;B. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting the employee;C. Such conduct was the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.Supervisor Responsibilities§ Monitoring work environment for signs of harassment.§ Informing employees/volunteers of the types of behavior prohibited and the City's procedures for reporting and resolving complaints of harassment.§ Stopping any observed behavior that may be considered harassment and taking appropriate steps to intervene and report the behavior, whether or not the involved employees/volunteers are in your line of supervision.§ Taking immediate action to prevent retaliation toward the complaining party and to eliminate any similar conduct where there has been a harassment complaint, pending investigation.§ Assisting any City employee/volunteer who comes to you with a concern of harassment in documenting and filing a complaint with the Department of Human Resources or other reporting authority as designated by the City.Employee/Volunteer Responsibilities§ Refraining from participation in, or encouragement of, actions that could be perceived as harassment.§ Reporting to a supervisor super-offensive behavior such as physical grabbing, pinching, touching another employee's private areas, or sexual, racial, ethnic, religious or gender-based slurs.§ Encouraging any employee/volunteer who confides that they are being harassed or discriminated against to report these acts to a supervisor.§ Cooperating fully in any investigation, whether or not you are directly involved in the incident.If you feel like you are being harassed or discriminated against, you:§ Are encouraged, but not required, to inform the person that their actions are unwelcome and offensive.§ Should document all incidents of harassment to provide the fullest basis for investigation.§ Report the incident to a supervisor, Department of Human Resources (x6458) or Attorney's Office (x6423). The supervisor or other person notified should meet with you to document the incident.§ If you do not feel the complaint has been resolved in an acceptable manner, you may file the complaint with state or federal agencies. A list is available from the Department of Human Resources.Retaliation against any employee/volunteer for filing a complaint or for assisting, testifying, or participating in the investigation of such a complaint is illegal and prohibited by the City. Any evidence of retaliation is considered a separate violation under this policy and may be subject to additional punishment up to and including discharge.Any employee who falsifies or misrepresents any information required or requested as part of a complaint, investigation, or proceeding will be subject to disciplinary action up to and including discharge.This policy covers any incident that occurs as an extension of the workplace. An extension of the workplace is defined as any event sponsored by the City of Appleton.This policy covers all employees/volunteers whether the unwelcome conduct originates from an employee or non-employee. A violation of this City policy can lead up to termination for employees or civil action for volunteers.

• Yes
• No

15
I agree by indicating "yes" to this questions that I have read, understand and agree to follow the important information while volunteering:Workplace Violence PolicyIt is the policy of the City of Appleton to provide a workplace free from violence. All aggressive behavior and violent acts are unacceptable conduct and will not be tolerated. Employees who demonstrate such conduct will be subject to corrective action up to and including termination and/or possible civil/criminal prosecution.Workplace violence includes:§ Violent behavior or conduct: any action or threat that is intended to harm or intimidate any person or to damage property.§ Aggressive behavior or conduct: any action that is threatening in nature and includes, but is not limited to, verbal assaults, harassment and intimidation, threats, hazing, and other forms of verbal abuse.§ Bringing weapons into the workplace. A weapon is defined as any type of gun or non-household purpose knife blade which is over 3" long or any physical object intended to cause harm. Employees/volunteers may carry pepper spray or other similar products for the purposes of personal protection.Employee/Volunteer Responsibilities§ Conducting yourself in a manner conducive to positive relationships and effective teamwork.§ Reporting all restraining orders that you file to HR or any supervisor.§ Not bringing any weapon into the workplace unless it is part of the standard equipment for your job.§ Reporting immediate violent threats to the police.§ Reporting current or potential occurrences of aggressi