Always Increasing Minimum Wage

Well, at the first of the year minimum wage will be going up yet again. I am sure this is taking a tole on everyone's budget especially since it will keep going up. We employee roughly 400 lifeguards a year and were thinking of implementing a pay scale depending on how many years you have been with the company and you can gain raises by getting additional certifications. What i would like to know is, does anyone else use a pay scale for their staff? What is everyone else doing out there and doe sit work or do you get back lash from lifeguards? Any insight would be greatly appreciated. Thank you!

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Permalink Reply by Lisa Phillips on October 17, 2011 at 12:51pm

We have a 10 step scale.

Lifeguards start at $9.00 per hr. going up 50 cents each step. Starting step depends on experience. Step advance occurs annually if merited depending upon performance.

Swim instructors start at $10.50 per hr. also increasing by 50 cents per step.

Head Lifeguard start at $12, Pool Manager $15, again 50 cent step increases.

Employee is paid hourly wage for duties performed during that time, Lifeguard, Swim Instructor, etc.

Each position requires more certifications.

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Permalink Reply by Cory on October 18, 2011 at 9:55am

We also have a pay-scale, but due to budget concerns we're not allowed to give raises at the moment. It works(ed) well, and people would obtain additional certifications just to get the higher rate of pay.

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Permalink Reply by Branden Burns on October 21, 2011 at 6:48am

Adam,

I believe that having a pay scale based on expierience and certification level is key.

Our Lifeguards starting range is $7.40-$8.69, WSI's (JES Instructor) is $8.69-$13.14, and Managers start at $9.39.

The city used to give $.25 raises every year that you returned to work. However, like Cory that went away in 2008. I am currently working on a proposal to bring back step increases based on performance standards. We currently have In-Chair audits, skills audits, mandatory in-services, and monthly skills (a set of skills that must be completed in addition to in-service and checked off by an LGI). My goal is to have a system where if the minimum is met that you recieve a .10 raise the next returning year. However if you have excellent in chair audits, go to extra in-services, and do more then the minimum required skills per month your raise will range from an extra .25-.50 a year.