A checklist of what needs done and when
By Miklos Valdez
It’s an exciting time in aquatics, as new and updated facility projects are in the works all over the country. In all instances, operations and operation planning tend to be dramatically different in new facilities. Larger facilities mean more complex systems and more emphasis on cost recovery than what many managers are accustomed to. It is not uncommon for staffing numbers to triple and overall facility budgets to more than double in new facilities.
The differences in budgets highlight the operating differences. With larger expense budgets, larger revenue requirements follow. These successful operations do not appear out of thin air though. There are hundreds of decisions that need to be made and thousands of man-hours of work that ensure a successful opening. Regardless of whether you are building a new indoor or outdoor facility, the process should begin early. How early, you ask? I’m glad you did.
12-18 Months Out: Hiring A General Manager
Whether the person is called the General Manager, Aquatics Manager, Aquatics Supervisor or something else entirely, it is important to hire—and hire early.
Twelve to 18 months prior to the opening or re-opening of a facility is recommended. This ensures ample time for a search and interviews, and gives the new manager adequate time to become familiar with the project.
When choosing this person, it’s important that he or she is a skilled leader and be able to not only complete tasks, but also adequately delegate to employees. Having an aquatic background and knowledge is preferred and helpful, but not always necessary. A general manager needs to be a leader, needs to be able to execute the vision of the aquatic center, and needs to be able to “coach” other staff members to fulfill the mission and vision, but does not necessarily need to be the one providing the training or aquatic expertise.
This manager is not:
- A lifeguard who has been working at the facility for over 10 years and “deserves” the job
- The head lifeguard who no longer gets in the water to train because that person has “paid the dues”
- The employee who is looking for that next step because he or she is the most “senior” in the division or department.
All too often these are the individuals who are put in management positions, and rarely are they the best fit.