IF IT IS TO BE, IT IS UP TO ME! Vera Solis Aquatic Supervisor, City of College Station.
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Transcript of IF IT IS TO BE, IT IS UP TO ME! Vera Solis Aquatic Supervisor, City of College Station.
![Page 1: IF IT IS TO BE, IT IS UP TO ME! Vera Solis Aquatic Supervisor, City of College Station.](https://reader035.fdocuments.in/reader035/viewer/2022072015/56649ed15503460f94bdfef9/html5/thumbnails/1.jpg)
IF IT IS TO BE, IT IS UP TO ME!
Vera SolisAquatic Supervisor, City of College
Station
![Page 2: IF IT IS TO BE, IT IS UP TO ME! Vera Solis Aquatic Supervisor, City of College Station.](https://reader035.fdocuments.in/reader035/viewer/2022072015/56649ed15503460f94bdfef9/html5/thumbnails/2.jpg)
Hiring/Selection Processfor Management Staff
Start looking at employees that could possibly be promoted to management staff during the summer season.
We open management applications to everyone on staff
Applications are sorted through and management candidates are selected to be interviewed.
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Interview ProcessStart with a having the candidate go through the
process of opening and closing a facility.
We also give the candidate different scenarios that a manager might potentially have to deal with.
Scenarios include CPR/First Aid, customer service issues, maintenance and cleaning procedures, and chemical/water quality problems.
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Identifying a Strong Candidate
After the scenario interviewing, we then have the traditional question and answer sit down.
Looking for people who can see the bigger picture. That can go out and take a look at the deck and see what needs to be done in all aspects of aquatics (guarding, chemicals, customer service, and maintenance).
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Selecting Managers The scenario interviewing
gives a greater insight into how well a manager is going to perform.
We look to see how well they can handle various situations and think outside the box to meet the needs of the rest of the staff and the customers.
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Training Management Staff
Most of our managerial staff were hired internally.
They already have a general orientation to the facilities, policies, and procedures.
We start with tours of each facility, going into details about pumps rooms, chemicals, equipment, and maintenance.
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Training Cont. Training managers how to
manage the facility is the easy part.
Training managers how to manage PEOPLE is difficult!
We first focus on how our managers should interact and manage customers and their swimming experiences.
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Training Cont.Secondly, we have to ensure
that our managers are able to lead and manage the lifeguard staff that they will be supervising.
Our front line staff are invaluable and we attempt to meet their needs as we would with our customers.
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Special Situations
WEATHER Hurricane, Severe Thunderstorms,
and Hail
WATER RELATED INCIDENT – Spinal, Unconscious, Immersion Incident
POOP-CRYPTO/BLOOD
POWER OUTAGE
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Special Situations FIRE/THEFT/BOMB
THREAT
CHEMICAL RELATED INCIDENTS Mixing chemicals, acid, or
chlorine in eyes
HEAT EXHAUSTIN-STAFF OR GUESTS
LOST CHILDREN
SEVERE FIRST AID INCIDENTS Lacerations, head trauma,
anaphylactic shock, CPR
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Motivation!!!Management Staff
Recognition and praise for good work and jobs well done.
Give more challenging tasks/assignments to increase skill sets.
Assign more responsibilities
Take a piece of the operation.
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Motivation!!!!Front Line Staff
Recognition and Praise
Food/Popsicles/Gatorade
More responsibilities
Working with staff- Not asking your staff to do anything your not willing to do.
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MotivationExtrinsic
External motivating factors
Food and drinks
Trinkets/t-shirts
Money/Promotions
Going to have positive short-term results
Good for seasonal lifeguards
Intrinsic
Internal motivating factors
Praise/Recognition
More responsibilities/respect
Going to be more positive results and garner more long-term loyalty and satisfaction
Better for management staff.
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Cheap Motivating Activities
Gift Cards/Popsicles/Food
Lifeguard picture board
Lifeguard of the Week
Preferential parking
Cleaning Pass
Go Home Early games
Incorporating LG Skills into rewards system
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Questions??????