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<title>Athletic Business - Public Recreation - Finding quality lifeguards - Messages</title>
<link>http://www.athleticbusiness.com/forum/topic171-finding-quality-lifeguards.aspx</link>
<description>Athletic Business - Public Recreation - Finding quality lifeguards - Messages</description>
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<pubDate>Wed, 15 Apr 2009 11:45:55 GMT</pubDate>
<lastBuildDate>Wed, 15 Apr 2009 11:45:55 GMT</lastBuildDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[Offer a free family membership and continued education/certification with employment to attract qualified lifeguards<br><br><div class='signature'>Jacqueline Sinke, Business Owner/fitness specialist<br>Fitness & Function, OR</div>]]></description>
<pubDate>Wed, 15 Apr 2009 11:45:55 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[Great Question that has been asked for decades and the answers are going to get tougher this summer with the increase in minimum wage again.    John Lawrence made an important statement “Flipping burgers or making fancy coffee drinks often pays more and requires considerably less training”  What we as aquatic professionals need to do is to show the importance and need of well trained lifeguards in a recreation facility.  The lifeguard is the highest trained and (hopefully) practiced staff member at the rec center.  When an accident occurs in my facility the lifeguards are trained to respond.  This takes a lot of practice, more than what the front desk staff needs (no disrespect meant at all).    The ideas posted by everyone above will help some.  Keeping records of accidents and which staff responded with what they did is something I am working on right now, to help give proof for higher lifeguard wages.    This (getting better wages for lifeguards) will be a major uphill battle that must be fought, so that we can recruit the best staff.  But right now a student can pay for a 30 hour course, sit in a wet suit scanning a pool and get paid the same as the staff handing out towels.  For a simple college job the decision is not that hard.  <br><br><div class='signature'>Mark Garneau, Aquatic & Risk Management Dir<br>University of Mississippi, MS</div>]]></description>
<pubDate>Wed, 15 Apr 2009 10:25:56 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[Agree with previous posts that you "grow your own" Lifeguards. We have a year around requirement for 20+ lifeguards  in and isolated community in a Rural State. We always have plenty of competition for our "well paid" professional lifeguards (PT salary starting wage of $9.42)  We start early with a Jr. Guard program and have 3-4 Lifeguard courses each year and recruit from the large pool of the best, brightest, and committed lifeguard candidates in our area. It really works for us as many have returned to our community as Doctor's and other professionals within the community.<br><br><div class='signature'>Darrell Mueller, Director,<br>North Platte Leisure Services Dept, Nebraska</div>]]></description>
<pubDate>Wed, 15 Apr 2009 09:41:54 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[Try cultivating your advanced swimmers in your lessons, having them be volunteer helpers with younger students. Work with your local high school swim team, visit with the coaches and share job opportunities with the athletes. If your high schools or local college/University has job fairs in the Spring visit with students. Also important to create a caring family work environment where employees want to be there.<br><br><div class='signature'>Ben Valdez, Director<br>Widefield Community Center, CO</div>]]></description>
<pubDate>Wed, 15 Apr 2009 09:39:34 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[Some offer split revenues from classes or special programs.  You both win.  Bill<br><br><div class='signature'>Bill Robertson, President<br>Bill Robertson Pool Design, Michigan</div>]]></description>
<pubDate>Thu, 15 Jan 2009 14:27:19 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[You should try to start recruiting from within.  Your memebers already come to to your fcility, so it is convenient, close, etc.  Try actively recruiting some of your younger members.  Offer a class on site.  Possibly work out a barter system that if they work a certain number of hours they recieve a certain discount.  Don't discount the value of talking to people.  Signs are often ignored, but approaching someone and telling them they have a resource you need and will pay for goes a long way.  <br><br><div class='signature'>Matt Stumpf </div>]]></description>
<pubDate>Thu, 22 May 2008 14:36:21 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[Teens are your best recruiters.  Perhaps an incentive of a designated parking space for the lifeguard recruiting the highest quality peer or for exceeding your expectations in performance one week.  Even if the space is only their's for a week, the competition and status may help.      Teens also like recognition.  An honor board with a photograph and reason for the honor, along with past recipients, works, too.      Maybe a week of their ideal schedule or first choice of hours?     Finally, since teens are your best resource, ask your current lifeguards what might motivate them.  It may be as simple as an after hours swim party/recruiting event might help.      Money matters and I like the idea of reimbursing the cost of the certification class at the end of a season or after X number of hours worked at your facility.   <br><br><div class='signature'>Dan Warlick, Teacher/Trainer<br> NC</div>]]></description>
<pubDate>Wed, 05 Mar 2008 08:39:05 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[We tend to concentrate on teenagers and college students, but maybe we can expand our horizons a little and focus on adults or even seniors. Some of the best lifeguards are stay-at-home moms and dads. Job fairs are great and have given us the staff we needed in lean years. Lastly, maybe the hourly wages are hard to change, but an end-of-the-season bonus and a good employee incentive program can help.<br><br><div class='signature'>Jan Van der Sanden, Recreation Program and Facility Supervisor<br>Margaret W. Carpenter Recreation Center, CO</div>]]></description>
<pubDate>Fri, 01 Feb 2008 16:05:42 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[Start your own lifeguard-training program at your pool and then rebate the cost of the program to any guard who works a minimum number of hours for a two- or three-month period. <br><br><div class='signature'>Ken Ballard, Principal<br>Ballard*King & Associates, CO</div>]]></description>
<pubDate>Fri, 01 Feb 2008 16:05:01 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[Creating an atmosphere where teens want to work is really important. While there is little room for negotiation when it comes to safety, there is a lot of room for allowing them to communicate and have outings or special days.  We provide a number of rewards for good performance and we foster team spirit. There is zero tolerance for a bad attitude. <br><br><div class='signature'>Susan Trautman, Director of Parks and Recreation<br> MO</div>]]></description>
<pubDate>Fri, 01 Feb 2008 16:04:27 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[This is an all-too-common problem, often ignored by policymakers. Ignored that is, until an unfortunate and sometimes tragic situation arises. As you pointed out, pay rate is a primary factor in attracting and retaining good lifeguards. Flipping burgers or making fancy coffee drinks often pays more and requires considerably less training. I suggest you look no further than our military for some excellent recruiting tips. Stressing the important work lifeguards perform, promoting the lifelong training and friendships they will gain and establishing the prestige and respect they can earn are all valuable to a successful recruitment plan. Your plan should also include using your current staff in promotional efforts. This is not only flattering to your staff but also publicly recognizes the important work they do. And don’t forget to examine and improve the working conditions, as well as the respect your aquatic staff receives on the job. This is especially important in retaining staff and creating a desirable and attractive working environment. One final suggestion is to focus your recruitment efforts close to home. There is natural desire to want to work at facilities people are accustomed to, and it avoids lengthy and expensive commute times.<br><br><div class='signature'>John Lawrence, Assistant General Manager<br>Livermore Area Recreation & Park District, CA</div>]]></description>
<pubDate>Fri, 01 Feb 2008 16:03:49 GMT</pubDate>
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<link>http://www.athleticbusiness.com/forum/topic171-.aspx</link>
<title>Message from QandA</title>
<description><![CDATA[I am having problems filling my indoor aquatics facility with good lifeguards, and I don't have a lot of flexibility regarding compensation. Are there more creative ways than pay to find and retain good lifeguards?]]></description>
<pubDate>Fri, 01 Feb 2008 15:53:11 GMT</pubDate>
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