For those unfamiliar with it, the Summer Youth Employment Program, or SYEP for short, is a DYCD funded work readiness program that gives jobs every summer to thousands of youth ages 14-24 for 6 weeks. The process is simple: you apply online, get selected (hopefully) via lottery, bring some document proofs, go through a little assessment/interview, attend orientations and then get placed (hopefully) to a work-site of your choice. I've been in the program, and have helped run the program. Having been in charge of over 40 participants as my job was assigned as a work-site, I've realized it is truly up to the participants themselves to make the most of it. As obvious as it may sound, it isn't clear to most from what I've seen and so I want to clarify why.

I first got into the program at 19, and was placed at a summer camp as an assistant counselor. I had a good experience there and actually used it to land a job with the YMCA the following year. I got in two years later and used the production job I got to become part of a year long internship. At the end, my employer recommended I work for an SYEP provider, which I applied for and got the job.

As an SYEP site monitor, I had to manage the process that got me in, which included the orientations, the point of which was to teach kids the general ins and outs of work, as well as organizing their personal goals. I was also responsible for multiple work sites that had participants, many of whom were younger than me when I first started. Although several seemingly had their minds in the right place, there was a whole other batch who solely viewed it all as a dollar sign. From there, my employer recommended me to the employer of my current job, of which I am now currently monitoring the participants as a work site supervisor.

It has shed a whole new light, managing so many at the same time with the responsibility of making sure they are on top of their game or face being sent back to their provider. I guess it's coming full circle for me, but seeing the program through different points of view has only confirmed my initial notion. Despite any of the provider's efforts to help them while they apply or during orientation, and in spite of having the understanding of the work site supervisors, it is all up to them in the end of how things play out during the summer.

You can blame the staff for not preparing you well enough for the job, but they can't baby you. You can blame the work site supervisors for not hiring you afterwards, but if you don't put in a solid effort, why should they pay you out of pocket? There's always the case of budgetary issues and such, but so many don't even ask about being hired, as if they expect to be asked, or do their jobs with glaringly minuscule amounts of effort, then complain when they're reprimanded. My word of advice is to remember: They are there to help and you are there to do.

Don't roll your eyes or think your duties are pointless when you're asked to perform them, and don't get mad when you're critiqued. Whether you're 14 or 24, see it as an opportunity for growth. Being a participant isn't an automatic guarantee for a job after the summer or even a job for the whole summer. Know you got lucky getting picked (because it's a lottery after all) and do your best. If problems arise within those 6 weeks, speak up but don't shout out; know that how you say something is more important than the content behind it. Why see it as a pay check for the summer when it can evolve into pay checks for every season?

Lastly, the better you do, the more fun you'll have. You won't stress, they won't stress. It's a win-win for all, but it starts, with you.