Job Openings

Recently Added Jobs

AUSTRALIA, SYDNEY — Carlile Swimming Team — Head Coach — Listed December 4, 2018

Head Coach
AUSTRALIA, SYDNEY
Carlile Swimming Team
Listed December 4, 2018

 

Employer
Carlile Swim Centres

 

Work Type
Permanent, Full Time

 

Salary
Structured to attract an applicant of the highest calibre

 

Salary Currency
Australian Dollar

 

Location
Sydney, NSW, Australia

 

Information
Carlile Swimming Team is seeking applicants for the role of Head Coach, Carlile Swimming Team.

 

Carlile Swimming provides swimming programs for all ages, from babies to Olympians. We have been pioneering new teaching and training methods for more than half a century and we are recognised worldwide as a leader in all aspects of aquatic education. Carlile Swimming employs over 600 staff across 9 swim schools and 4 competitive training sites. Every week we help 25,000+ kids become safer and more confident in and around the water.

 

Our company founders, Forbes and Ursula Carlile, are world renowned Olympic swim coaches, pioneering sports scientists and educators. Their collective passion and dedication to excellence in swimming training and education has resulted in well-deserved global recognition and awards over many years.

 

Carlile Swimming has a proud history of performance excellence in competitive swimming and is seeking a new Head Coach of the Carlile Swimming Team. A brief description of the experience and personal attributes of the person we are seeking is provided below.

 

Desired Experience, Qualities and Attributes of the Head Coach:

Strategy and Vision

  • Strong strategy formulation ability – to meaningfully contribute to an evolving strategy that will take the Carlile Swimming Team to be the leading high-performance program in the country

 

Team Leadership

  • Appreciative of the heritage and values underpinning the Carlile culture, while also understanding what it takes to evolve a world-class competitive swim team, with distinctive strength at all levels of the pipeline
  • Demonstrates honesty and humility, presence and credibility, an engaging communicator; has the track record to gain immediate respect as a source of leadership for the entire Carlile Swimming Team
  • Can work with, and leverage, the Carlile system and pathways i.e. someone who – while having primary responsibility for the high-performance program – will take an interest at all levels. Can identify talent and foster a system that encourages and nurtures talent.

 

Technical Excellence

  • Diversity of experience coaching swimmers to success at domestic and international level, across multiple events and disciplines, with male and female athletes
  • High technical expertise (ideally with sound understanding of principles of physiology, biomechanics, strength and conditioning and sports psychology), and the ability to apply – and communicate – this information in a practical manner to enhance the performance of swimmers
  • The nous and professional standing to pull together a network of leading specialists in each required technical area to advise coaches and swimmers as required and supplement Carlile coaches’ expertise and experience
  • The discipline and foresight to encourage a performance planning culture amongst the coaching staff that delivers a process that articulates the actions required to give each swimmer the best possible chance to achieve target goals, while also looking after the well-being and growth of the ‘whole person’

 

People Leadership

  • The credibility to attract, develop and retain the best coaching talent in the country
  • A proven track record of creating a positive team environment for our coaches and knows how to support and develop them to reach their potential

 

Stakeholder Leadership

  • Excellent communication and relationship-building skills across the range of stakeholder groups – internal to Carlile e.g. parent groups, and external to Carlile e.g. SSSM providers, media, SAL, SNSW, ASCTA, NSWIS, sponsors

 

Personal Attributes

  • Unquestioned ethics and integrity; sound moral compass
  • Interested in the athlete as a whole person, and swimming’s role in personal development
  • Grounded, centred behaviour; measured and consistent in demeanour and decision -making process; calm under pressure; steady and consistent style that people at all levels of the Team can line up to
  • Knowledge and appreciation of the Carlile history, and will be proud and excited to make a contribution to the Carlile legacy and honour the traditions of Forbes and Ursula Carlile
  • Demonstrates the energy and motivation to get their hands dirty and build a high-performance program, as well as maintain it
  • Curious to learn, to personally grow, to challenge themselves, to be open to new perspectives

 

Closing Date
5pm December 19, 2018

 

Apply To
Matt Adair

 

How to Apply
Please email your written application, including your CV, by the closing date to:

Matt Adair
Competitive Programs Manager
Carlile Swimming
Suite 152, 117 Old Pittwater Road
Brookvale, NSW 2100

 

Email – madair@carlile.com.au

OK, TULSA — Trident Aquatics — Head Coach — Listed November 28, 2018

Head Coach
OKLAHOMA, TULSA
Trident Aquatics
Listed November 28, 2018

 

 

Trident Aquatics, located near Tulsa, Oklahoma, is searching for a full time head coach to lead our athletes towards greatness. Trident is a relatively small club and deliberately roster-capped to provide very individualized attention to our swimmers. We embrace a continuously learning culture and take advantage of emerging technology in our sport. We are coach-owned, and empower coaches to create the culture and standards within our program. Our athletes range in age from 12 to 19, and we have placed swimmers at Sectionals, Futures, Jr. National, National and the Olympic Trials.  Our club is in the process of building our own first-class training facility (expected completion 2019), and this head coach position is expected to evolve into a more expansive, career-building role within the organization.

 

For further insight into our program, visit www.TridentAquatics.Club

 

Compensation: Very competitive, full-time salaried position commensurate with experience and career track.

 

Qualifications:

1) Member in good standing with USA Swimming: Coach Member
2) Bachelor’s degree preferred, but not necessarily required
3) Enthusiasm and demonstrated high-level leadership, acumen and athlete success track record
4) Strong communication skills (swimmer, parent, staff) via oral and electronic means
5) A career-minded intent, with entrepreneurial and developmental skills

 

Please send resume and two references, or direct questions to:

Sean Callan
Trident Aquatics Club
sean@TridentAquatics.Club
www.TridentAquatics.Club

FL, MIAMI — Alper J Swim Club — Assistant Swim Coach — Listed November 28, 2018

Assistant Swim Coach
FLORIDA, MIAMI
Alper J Swim Club
Listed November 28, 2018
 

The Alper J Swim Club is performing a nation-wide search for an assistant USA Swimming coach. This coach will help us with the expansion of our Swim School, Masters, and Club programs.  In addition to the aforementioned duties, our new coach will help run the administration side of our Club.  The opportunity is a fulltime, salaried position that includes a benefits package.  Please email Derek J. Gelber (Aquatics Director & Head Coach) at dgelber@alperjcc.org to submit a resume, schedule an interview, or address any questions you may have.

CA, ROCKLIN — Rocklin Swim Team — Assistant Head and USAS Age Group Coach — Listed November 26, 2018

Assistant Head and USAS Age Group Coach
CALIFORNIA, ROCKLIN
R
ocklin Swim Team
Listed November 26, 2018

 

The Rocklin Swim Team is looking for a part-time Assistant Head Coach for our seasonal program who will also serve as an Age Group Coach for our year-round team.  We are seeking an experienced swim professional who is inspired by our mission and enthusiastic about working with a growing program. We are dedicated to the wholesome development of the aquatics skills for every swimmer that is appropriate to their level of experience and ability. Please visit www.rocklinswimteam.org to learn more about our coach directed and board governed non-profit team. Submit resume to coordinator@rocklinswimteam.org.

 

Reports to

  • Board of Directors

 

Mission:
To provide the culture, training, and development for swimmers of all ages and abilities to become all that they choose to become.

  • Mavericks (USA team of 40 swimmers)
  • WAVE (Recreational team of 220 swimmers)
  • Splash (Pre-competitive team of 100 swimmers)
  • Spring Break & Summer Lessons (800 swimmers)
  • Spring Break Lifeguard Training (over 20 youth that are then employed on staff)
  • Summer Adaptive Lessons (80 swimmers living with disabilities)
  • Fall, Winter & Spring Sessions

 

Job Summary
The Assistant Head Coach for our seasonal program and Age Group Coach for our year-round team is energetic to lead, motivate, educate, and delegate, working directly with swimmers and the recreational head coach and USA coaching staff to increase level of coaching and swimmer performance in a unified manner for progression of swimmers.

 

Duties

  • Organize and direct coaching activities and help train and supervise junior staff in executing their duties.
  • Develop and execute season plan that includes coach-swimmer goal setting and timely review of DQ slips to provide swimmer with a corrective action plan for the following swim meet.
  • Prepare practice and communicate meet schedules.
  • Coach and instruct participants in various aquatic techniques.
  • Responsible for efficient and effective supervision of pool facilities during team activities.
  • Maintain discipline during workouts and meets.
  • Enforce RST policies and water safety procedures; effect swimming rescues; render first aid and CPR as required.
  • Build and maintain positive working relationships with co-workers and team members.
  • Attend all meets, coach/staff meetings, team functions as requested representing Rocklin Swim Team.
  • Respond to parent inquiries and emails in a timely manner.

 

Qualifications

  • Prior to appointment a current American Red Cross Water Safety Instructor (WSI) Certification or equivalent
  • Prior to appointment a current American Red Cross Lifeguard Training, Administering Emergency Oxygen, Title 22 First Aid for Public Personnel, and CPR/AED for the Professional Rescuer Certification
  • Prior experience performing swim coaching duties and leading a youth training group
  • History of success of coaching swimmers with different range of athletic ability
  • Experience as a collegiate swimmer
  • Strong communication (written and verbal) skills
  • Self-directed with organizational and leadership skills
CA, ROCKLIN — Rocklin Swim Team — Rated Head Coach — Listed November 23, 2018

Rated Head Coach
CALIFORNIA, ROCKLIN
Rocklin Swim Team
Listed November 21, 2018

 

 

Position Evaluation Results

(a self-scoring survey of what the club is offering)
Score Area
2.0     Compensation (5 points possible)
2.8     Stability (5 points possible)
1.5     Authority and Responsibility (5 points possible)
6.3     Total (15 points possible)
 Click here for a copy of the Position Evaluation for Rocklin Swim Team

 

 

The Rocklin Swim Team Head Coach is an experienced full-time swim professional that is inspired by our mission and enthusiastic about working with a growing program in Rocklin, California. We are dedicated to the wholesome development of the aquatics skills for every swimmer that is appropriate to their level of experience and ability. Please visit www.rocklinswimteam.org to learn more about our coach directed and board governed non-profit team. Submit resume and 3 references to vicepresident@rocklinswimteam.org.

 

Reports to

  • Board of Directors

Mission:
To provide the culture, training, and development for swimmers of all ages and abilities to become all that they choose to become.

  • Mavericks (USA team of 30 swimmers)
  • WAVE (Recreational team of 220 swimmers)
  • Splash (Pre-competitive team of 100 swimmers)
  • Spring Break & Summer Lessons (800 swimmers)
  • Spring Break Lifeguard Training (over 20 youth that are then employed on staff)
  • Summer Adaptive Lessons (80 swimmers living with disabilities)
  • Fall, Winter & Spring Sessions

 

Job Summary
Head Coach is energetic to lead, motivate, educate, and delegate, working directly with swimmers and the swim school manager, recreational head coach, pre-team lead coach, and USA coaching staff to increase level of coaching and swimmer performance in a unified manner for progression of swimmers. Collaborates with Aquatic Coordinator and Board to ensure the administrative duties for the team are met.

 

Duties

  • Execute team mission by having a strong relationship with swimmers and managing coaching staff with oversight of swim practices and promoting team culture that engage and develop swimmer abilities at all levels. Evaluates swim groups/programs to establish criteria for advancement to graduate swimmers through our programs and promote their development.
  • Hire, train, supervise and manage team coaching staff; write performance evaluations for lead staff and oversee their mentoring and professional development. Run biweekly coach meetings/trainings to build a strong collaborative team culture.
  • Manage staffing schedules with other lead/head team coaches and efficiently manage pool usage.
  • Hold periodic parent meetings to educate and inform parents.
  • Manage day-to-day pool deck operations (including but not limited to):
    • Season plans for all programs in collaboration with staff, meet schedules, meet preparation/management.
    • Evaluate training plans and goals for swimmer development, including managing the planning of training cycles with staff coaches. Create, execute and oversee the execution of these
    • plans to ensure a unified coaching approach across all ages/programs. Ensure staff coaches work with their swimmers for individual goal setting.
    • Enforce and communicate policy and procedures to coaches, athletes and parents.
    • Represent the team at swim meets, external meetings, and other required meetings or assign a delegate.
  • Participates in Board meetings to provide leadership for team short and long term objectives.

 

Qualifications

  • Current USA Coach Certification, including first aid and life-saving requirements
  • ASCA Level 3 Coaching Certification preferred
  • Familiarity with Team Unify and Hy-Tek
  • Team management skills, able to provide clear verbal/written direction to employees/swimmers/parents, and highly organized
  • History of success of coaching swimmers with different range of athletic ability
  • Self-directed, proven leader promoting teamwork as well as swimmer recruitment and retention
  • Bachelor’s Degree and prior collegiate swimmer strongly preferred

 

Salary based on experience with incentives including swim team membership growth and opportunities for additional compensation for private swim lessons. Reimbursement for travel and team related expenses. Team provides funding for coach educational opportunities.

 

We are an equal opportunity employer and prohibit unlawful discrimination based on race, color, religion, gender, sexual orientation, gender identify/expression, national origin/ancestry, age, disability, marital & veteran status.

MA, CAPE COD — Cape Cod Swim Club — Coach/Teacher: LTS-Age Group-Masters — Listed November 23, 2018

Coach/Teacher: LTS-Age Group-Masters
MASSACHUSETTES, CAPE COD
Cape Cod Swim Club
Listed November 23, 2018

 

The Cape Cod Swim Club has an opening for a teacher and Coach. Our ideal candidate would be an inspiring teacher at the learn-to-swim level starting with five year olds.  She/he would also be comfortable coaching beginning competitive swimmers under age 12. An additional bonus for the Club would be if the candidate has the ability and willingness to coach Masters Swimmers.

 

The Cape Cod Swim Club (CCSC) is one of the oldest and most stable Clubs in New England having been started in 1972. It has the same Director today as it did 47 years ago. It has 3 full time Coaches, all of whom have been with the Club for twenty years or more in addition to a full time Coach who came through the CCSC program. There are 14 part time teachers and Coaches. 8 members of the staff were swimmers in the CCSC.  The CCSC “Home” pool is the Massachusetts Maritime Academy where the CCSC has been since 1978, making it the oldest Club/College relationships in New England.

 

The CCSC has produced Jr. National Qualifiers almost every year since 1984. The Club was represented in the 2004/2008/and 2016 Olympic Trials. Its swimmers have set New England records in every decade since the 1970s. As the Club has thrived on Cape Cod with very few “feeder” programs, it is clear that the “backbone” of the CCSC is the Learn-to-Swim program without which the CCSC could not thrive or even survive.  Priority #1 is doing a terrific job with our learn-to-swim kids. There are about 280 children in the CCSC Learn-to-Swim programs in 11 months of the year.

 

The CCSC operates in six different pools and is now about to add another warm water teaching pool. The Club is also well along in the process of building a new facility in partnership with YMCA Cape Cod. The new facility is designed to have 50 meter training lanes and a warm-water teaching pool.

 

Our candidate is someone who will be able to live on Cape Cod. Salary is negotiable and the club is flexible in terms of designing this job with the person in mind and keeping with the abilities and goals of the candidate. The job can also change and grow with the teacher/coach.

 

If interested, please call Marc Solomon at 508-564-5690.

WI, STEVENS POINT — Stevens Point Area YMCA — Competitive Swimming Director — Listed November 19, 2018

Competitive Swimming Director
WISCONSIN, STEVENS POINT
STEVENS POINT AREA YMCA
Listed November 19, 2018

 

DEPARTMENT: Aquatics and Swim Team
NUMBER OF OPENINGS: 1
HIRING STATUS: Immediate
APPLICATION DEADLINE: December 14th, 2018 or until a qualified candidate is identified

 

POSITION RESPONSIBILITIES:
Under the direction of the Associate Executive Director, and in accordance with the policies of the Stevens Point Area YMCA, the Competitive Swimming Director will oversee all competitive swimming program operations, ensure the safety of program participants, and provide direct member service. This position works independently under general direction and is expected to determine how to accomplish tasks.

 

PRIMARY QUALIFICATIONS:
Skills: Requires a highly motivated person with enthusiastic leadership ability and strong background in competitive swimming. Extensive coaching knowledge and teaching experience preferred. Ability to organize, prioritize, and manage tasks with limited supervision; proficient in computer operations, including Outlook, Word and Excel.

Education and Training: Degree in Recreation, Physical Education or a related field. Must be willing to acquire Lifeguard, CPR and First Aid certification, along with all USA Swimming or YMCA related certifications within 90 days.

Physical Requirements: Must be able to easily move through all areas of our facility, and communicate effectively in verbal and written form. Must be able to routinely demonstrate proper competitive swimming techniques and perform functions to members and staff, including and not limited to squatting, bending, kneeling, and spotting program participants. Must be able to tolerate chlorine and temperatures up to 90 degrees with high humidity. Must be comfortable and able to work with children while swimming.

 

Position responsibilities and qualifications are detailed in the Position Description, available on the YMCA website.

 

SCHEDULE:
Full-time, exempt position; 40+ hours per week; flexible schedule based on swim team practice and meet schedules.

 

BENEFITS:
Full benefit package, including life/medical/dental/disability insurance, retirement contribution, flexible benefit spending accounts, generous paid-time-off, YMCA family membership, and on-site, reduced-rate child care.

 

ABOUT THE Y:
SPDY is a non-profit, age group swim team that operates under the YMCA of the USA Swimming Organization through the sponsorship of the Stevens Point YMCA. Our core values serve to unite our members with a common cause, a shared belief and common principles to guide our behavior, interactions with each other and decision making.

 

At the Y, we work hard but have fun doing it. Words that our employees have used to describe the Y work environment: sense of belonging, camaraderie, family-friendly, supportive, welcoming, team atmosphere, fast-paced, meaningful, energetic. The Y is about youth development, healthy living and social responsibility, with emphasis on the core values of respect, responsibility, honesty and caring. The Y offers more than just a job– it offers a cause to embrace. We are conveniently located in central Stevens Point within blocks of the University.

 

HOW TO APPLY:
Fully completed Stevens Point Area YMCA Employment Application is required, along with a cover letter and resume. Application is available online at https://www.spymca.org/employment/

 

INQUIRIES:
Contact Uyvonne Hicks, Employment Specialist, at uhicks@spymca.org or 715-342-2980 ext. 357

 

MD, BALTIMORE — Mariner Swim Club (MSC) — Rated Head Coach and Program Director — Re-Listed November 12, 2018

Rated Head Coach and Program Director
MARYLAND, BALTIMORE
Mariner Swim Club (MSC)
Re
Listed November 12, 2018, Original Posting on July 23, 2018

 

 

Position Evaluation Results
(a self-scoring survey of what the club is offering)
Score   Area
1.7          Compensation
1.7          Stability
4.0          Authority and Responsibility
7.4          Total  (15 point scale)
 Position Evaluation for Mariner Swim Club

 

Reports To:       Board of Directors

 

General Summary:

The Mariner Swim Club (MSC) is a year-round USA Swimming competitive swim team offering high-quality professional coaching and technique instruction for all ages and abilities. As one of the premier USA swim clubs in Maryland, MSC prides itself on creating a positive environment and enriching experience for all members of the club with the goal to provide every member an opportunity to improve swimming skills and achieve success at his or her level of ability, from novice to elite-level competitor. The home pool for MSC is the Gilman School, a premiere K-12 independent school located in the Roland Park area of Baltimore, MD.

 

We are seeking a Head Coach and Program Director (“Head Coach”) to oversee all aspects of our competitive swim program, with direct coaching responsibilities. The overall objective of the position is to continue to guide and grow a USA swimming program that produces the highest attainable levels of competitive excellence in individual and team performance, while fostering a positive environment that fulfills MSC goals and vision. It is expected that the head coach will foster positive relationships, mentor as appropriate, and communicate well with their coaching staff, swim team members, swim team parents, the swim school director, and the Board of Directors. The Head Coach must develop the skills and talents of the team members and coaching staff while promoting teamwork, sportsmanship and encouraging personal development and excellence. The Head Coach will be expected to work in partnership with Gilman School staff, additional area pool management, Maryland Swimming and other stakeholders and further develop the team’s position as a leading program in Maryland.

 

Essential Functions and Responsibilities:

  • Serve as the overall Head Coach and Competitive Director for the team’s competitive program, providing leadership and guidance to the team’s committee chairs and administrators.
  • Develop the team’s training group structure, team policies
    • Group structure includes 6 levels plus swim school.
  • Manage day-to-day operating issues, including (but not limited to):
    • Facilities procurement and management
    • Recruiting of novice swimmers and swimmer retention
    • Drive regular staff meetings
    • Plan Team Practice Schedule and Meet Schedule, including team and coaches travel, meet entry assignments, and other meet administrative duties
    • Primary coaching responsibility will be for the senior swim group, but other coaching assignments may be included
    • Evaluate Training plans and goals for Swimmer Development for all athletes at all levels, including managing the planning of training cycles in conjunction with group lead coaches
    • Plan and lead all‐member parent meetings (in accordance with bylaws and in coordination with the Board of Directors)
    • Manage and delegate administrative duties
  • Enforce Team and LSC Policy and Procedures
  • Attend team Board of Directors meeting and provide monthly reports as to the status, policies and activities of the team and its staff
  • Finance responsibilities including:
    • Assist in preparation of an annual operating budget (to include coaches’ pay) with the team treasurer and administrative/business manager for Board approval.
    • Implement and manage expenditures in accordance with approved budget.
    • Review and gain Board approval for any required changes to budget.
  • Communication responsibilities including but not limited to:
    • board, swimmers, coaches, parents, LSC and public relations as well as delegation of communication in a timely fashion as appropriate for the situation

Supervisory Responsibilities:

  • Manage all hiring and personnel actions for competitive program and administrative staff including:
    • Competitive program coaching staff
    • Business Manager/Assistant Head Coach
    • Swim School director

Physical Requirements:

  • Required to travel periodically with athletes to “away” meets
  • Regularly required to walk, stand for long periods on the pool deck
  • Required to maintain USA Swimming coach certification, including first aid and life-saving requirements

Mental Requirements, Attitude and Approach:

  • Must possess VISION for MSC and excellent ability to communicate that vision through all levels of the club
  • Excellent written and verbal communications skills and demonstrated ability in fostering teamwork.
  • Interpersonal and communications skills to deal effectively with all levels of employees, club members, athletes, parents, Board of Directors and outside personnel.
  • Great leadership skills for coaches and athletes
  • Strong administrative skills
  • Coaches for the right reason: bringing out the best in our swimmers, both as athletes and as individuals
  • Drives team spirit
  • Proactive
  • Up-to-date on latest coaching techniques
  • Strong understanding of overall balance of training and taper techniques, both in water and dry-land, for all age groups, abilities, specialties and body types
  • Vision for appropriate balance of distance, sprint, technique and strength/conditioning work throughout the entire program.
  • Ability and vision for coach training and development
  • Ability to develop and implement a cohesive vision and coaching philosophy throughout the program, building swimmers from novice through senior levels
  • Must be involved not only in the top age group, but ensuring consistency throughout the entire program with progressive age-group development
  • Must have positive manner
    • Encouraging athletes to strive for their personal best
    • Approachable for athletes (and other club members including parents)
    • Inspirational leader
    • Driven & competitive
    • Inspires and supports the athletes
    • Even-handed and fair treatment of all athletes, regardless of ability or seniority level

 

Knowledge, Skills, Abilities and Other Qualifications:

  • Proven experience in Swim Coaching in leadership positions
  • A history of success coaching swimmers in a wide range of athletic ability
  • Current USA Swimming Coaching Certification
  • ASCA Level 2 Coaching Certification at a minimum
  • Familiarity with Team Unify and Hytek products
  • Experience with all administrative aspects of meet entry coordination for home and away meets
  • Bachelor’s Degree in a related field is a plus
  • Must pass USA Swimming and MSC background check and drug test requirements
  • Experience in the development, implementation, and execution of a comprehensive competitive swim program
  • Proven team management skills

 

Interested candidates should submit resume to president@marinerswimming.org

FL, TAMPA — Tampa Metropolitan Area YMCA — Senior Director of Aquatics & Competitive Swimming — Listed November 2, 2018

Senior Director of Aquatics & Competitive Swimming
FLORIDA, TAMPA
Tampa Metropolitan Area YMCA
Listed November 2, 2018
FLSA Status: Full-time, Exempt
Location: New Tampa > Tampa, Florida
Starting Annual Salary Range: $55,000-$65,000
 

FULL-TIME BENEFITS PACKAGE:

The Tampa Metropolitan Area YMCA provides a progressive work environment with great benefits and a competitive salary; 12% employer-funded, fully vested retirement plan after two years of services; 403(b) savings plan; excellent, yet affordable health benefits including medical, dental, vision, life, and disability insurance; complimentary YMCA family membership with program discounts; generous paid time off package with a minimum of 27 days; and the ability to work with innovative, talented and diverse individuals driven by a ‘best in class’ philosophy with ongoing professional development opportunities. Florida, also known as the Sunshine State, has no state income tax!

 

POSITION SUMMARY:

The Tampa Metropolitan Area YMCA is a top-rated ‘4-star’ Charity Navigator and Guidestar ‘Gold’ rated non-profit charitable organization for youth development, healthy living and social responsibility. Join a cause-driven association with a focus on nurturing the potential of every child and teen, improving the nation’s health and well-being and providing opportunities to give back and support our neighbors. Learn more about the Tampa YMCA at www.tampaymca.org.

 

Located in sunny Florida, the Tampa Metropolitan Area YMCA offers an ideal location with beautiful weather affording a desirable setting for an active outdoor lifestyle year-round, is close to many beaches and theme parks, offers a low cost of living and Florida is one of very few states that has no state income tax.

 

We are seeking a proven, self-motivated, cause-driven professional to join our team. Under the direction of the Association Aquatics Executive and responsible to the Family Center Executive Director, the Senior Director of Aquatics & Competitive Swimming is responsible for providing Cause-Driven leadership to the Aquatics department and Competitive Swimming program across multiple sites and serves on the center management team, playing an integral role in membership acquisition, engagement, and retention. The Senior Director will be responsible for creating and implementing an integrated program strategy to support membership while delivering services as outlined by the association to include organization-wide standards and consistencies throughout all aquatic and competitive swimming programs. The Senior Director will provide supervision to multiple aquatic department staff teams driving superior program quality, ensuring all programs support membership, increasing program enrollments, and enhancing the member/participant experience. This position ensures that their teams operate efficiently and employs a continuous improvement model to meet and/or exceed goals for member/participant satisfaction, financial management and overall growth.

 

Critical areas of expertise include: leading others and working in teams, highly organized multi-program management, delivering and managing programs focusing on quality, proven results in growth in programs, successfully overseeing a Coordinator, part-time and entry-level teams and interviewing, hiring and onboarding associates.

 

 

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:

Program Quality and Growth

Aquatic Operations:

  • Directs and supervises aquatic program activities to meet the needs of the community and fulfill YMCA objectives. To include direction, oversight and supervision of synchronized swimming and competitive swimming across multiple program sites.
  • Provide direct supervision, leadership and coaching for competitive swimming at the New Tampa Family YMCA.
  • Establishes new program activities and expands program within the community in accordance with strategic and operating plans.
  • Develops and maintains collaborative relationships with community organizations.
  • Recruits, hires, trains, develops, schedules and directs personnel and volunteers as needed within aquatic and program departments.
  • Reviews and evaluates associate performance.
  • Develop, plan and ensure implementation of season plans across multiple program sites with a focus on swimmer development at all levels, including managing the planning of training cycles in conjunction with assistant coaches.
  • Coordinates, attends and executes swim team competitions, including meet schedules, meet entries, staffing and travel for competitive swimming programs across the Association.
  • Coordinate swim team practice schedules in partnership with Aquatic Directors to ensure a balance between program quality and member experience.
  • Develops strategies to motivate staff and achieve goals.
  • Responsible for daily pool operations and compliance to all state, local and YMCA health & safety regulations.
  • Conducts and ensures proper maintenance of pools. Maintains accurate records for pool operation to include pool chemical checks and routine maintenance.

General Job Functions:

  • Ensures quality programming and “Best in Class” member experience
  • Responds to member and participant concerns in a timely manner, ensuring a positive program experience for members and participants. Anticipate and exceed expectations consistently throughout programs.
  • Develops and implements association survey and measurement strategies and action plans – NPS.
  • Participates in development of new programming, strategies, training, and execution of organizational plans to achieve strategic plan targets for programming.
  • Responsible for achievement of program enrollment, and revenue to monitor and report on achievement of goals.
  • Develops and controls department budgets so that resources are devoted to top priorities and strategic objectives.
  • Serves on Association cabinets, innovation teams, training, and conferences as directed
  • Assists in all other areas as assigned

 

Team Leadership 

  • Provides direct supervision and leadership to the Aquatics Coordinator and key program leaders to hire, develop, motivate and retain a committed team passionate about the YMCA’s mission, safety and service to members, and the Tampa Y promise.
  • Provides direct supervision to all direct reports and ensures their professional development and success.
  • Supervises and leads program teams to create and maintain meaningful and impactful relationships.
  • Manages associate schedules and payroll for departments ensuring efficient use of resources occurs within programs at all times.
  • Ensures compliance with all federal, state and county laws and regulations related to payroll, licensing, child labor laws, etc.
  • Participate in successful annual support campaign and provide leadership to staff giving and engagement.
  • Completes all job related, supervisory and other trainings as required.

 

Safety and Risk Management

  • Ensures all Tampa Y program standards and best practices are implemented and followed. Applies YMCA policies and procedures, including those related to best practices, emergency procedures, medical and disciplinary situations and child abuse prevention.
  • Ensures all program associates are properly trained and prepared for emergency situations. This includes implementing and following training requirements in addition to ensuring proper reporting of all incidents/accidents according to risk management procedures.
  • Maintains proper records, including associate certifications, meetings, and trainings.
  • Schedules associates and volunteers in accordance to safety and program needs and ensures all safety and program ratios are followed.
  • Monitors programming to adhere to all state, local and YMCA health & safety regulations.

 

REQUIREMENTS:

Education/ Experience Required:

  • BA/BS in Sports Management/Recreation/Health Sciences or related field preferred.
  • Minimum of 5 years of experience in aquatics and competitive swimming. Experience should include aquatic operations, swim lesson program oversight and competitive swimming program oversight and coaching. Supervisory and payroll management experience required.
  • Experience serving on leadership team of a Y (or similar) membership organization serving over 2,500 membership households (preferred)
  • Proven results in increasing program quality and growth through exceptional planning and organizational skills.
  • Highly motivated with the consistent ability to meet or exceed goals, cultivate and retain program participants.
  • Ability to quickly build rapport and develop effective relationships with program prospects and others to achieve goals.
  • Consistently self-driven and goal-oriented with the ability to set effective team and individual goals and take ownership for results.
  • Demonstrated ability to multi-task and adapt to changing contexts and priorities.
  • Strong analytical and critical-thinking skills with the ability to identify and leverage relevant data to use in planning and decision-making.
  • Ability to understand, adapt to and interact with diverse people, teams, perspectives and cultures.
  • Proficient in using email, Internet, and other PC-based applications with the ability to learn and adapt to new technology.

 

Certifications/Trainings Required:

  • Must obtain within 30 days of employment and then maintain current certifications in CPR/AED Basic Life Support, First Aid and Oxygen Administration. YMCA Swim Lesson Instructor and YMCA Lifeguard certification and/or certification by a nationally recognized provider required. YMCA Trainer and/or Faculty certifications preferred. United States Swimming Coaching certification and American Swim Coaches Association (ASCA) Level 2 or higher required. Principles of YMCA Competitive Swimming preferred. Certified Pool Operator certification preferred.
  • Maintain other required certifications as stated in the training matrix.

 

EOE/DFWP

 

HOW TO APPLY:
Apply online @ https://re11.ultipro.com/TAM1001/JobBoard/JobDetails.aspx?__ID=*1044EEE6B5D75AFF

 

Questions?
Please contact Amanda Walker, Association Aquatics Executive, @ amanda.walker@tampaymca.org and/or 813-224-9622.

 

Deadline to Apply?
Resumes accepted until position has been filled.

 

 

AZ, SCOTTSDALE — Scottsdale Aquatic Club — Full Time Head Age Group Coach/11-12 Director — Listed October 22, 2018

Full Time Head Age Group Coach/11-12 Director
ARIZONA, SCOTTSDALE
Scottsdale Aquatic Club
Listed October 22, 2018

 

SCOTTSDALE AQUATIC CLUB is seeking a highly motivated and energetic coach to fill the role of Head Age Group Coach/11-12 Director. The ideal candidate will have high energy and passion for swimming, be charismatic and personable, be knowledgeable about technique and stroke mechanics of the sport and be willing to help drive club growth. This coach will support and carry out the mission of Scottsdale Aquatic Club and the philosophy of the Head Coach.

 

Experience Expectations:
–Up to date USA Swimming credentials
–5-7 years coaching experience (at least 3 years leading a top 11-12 age group)
–Strong communication skills with swimmers, parents and coworkers
–Ability to manage assistant coaches
–Knowledge and ability to teach technique and stroke mechanics
–Knowledge and to set up a training plan
–Ability to create strong connections with swimmers and parents
–Seek knowledge and experience to grow as a coach
–Ability to work with different ages and ability levels
–Experience/knowledge of technology (video, social media, etc)

 

Job Expectations:
–Work with the Head Coach to design and plan training
–Lead age group program in pursuit of State Championships
–Attend weekly staff meetings
–Lead coach committees to help club growth and development
–Maintain positive and encouraging environment for the age group program
–Develop comprehensive dryland and pool training for 11-12 division
–Manage 11-12 Division assistant coaches (3-4 coaches)
–Manage 125-150 swimmers in the 11-12 Division

 

Job Requirements:
–USA Swimming registered coach
–Lifeguard certified (preferably Starguard)
–CPR/First Aid certified
–Coaches Safety for Swim Coaches
–USA Swimming background check completed and passed
–USA Swimming Athlete Protection training
–Knowledge of TeamUnify online team management program
–Travel to out of town meets as necessary
–Understand that this position will require working evenings and weekends
This is a great opportunity to work with a USA Swimming Gold Medal Team. Professional growth opportunities available.

 

Full-Time position. Salary commensurate with experience. 403B retirement matching program.

 

We are looking to hire this position to start in January and work with current Head Age Group Coach through March 30.

 

If interested, contact Head Coach/CEO Kevin Zacher: kzswim@hotmail.com; 480-628-8772.

OH, NORTHEASTERN OHIO — Lake Erie Silver Dolphins (LESD) — Assistant Age Group Coach (Part-Time) — Listed October 22, 2018

Assistant Age Group Coach (Part-Time)
OHIO, NORTHEASTERN OHIO
Lake Erie Silver Dolphins (LESD)
Listed October 22, 2018

 

ASSISTANT AGE GROUP COACH (Part-Time)

The Lake Erie Silver Dolphins (LESD) is seeking an assistant age group coach for the USA Swim Club in Northeast Ohio. The coach will manage designated practice groups. This is a part-time position requiring 10-15 hours per week, beginning as soon as possible. The assistant age group coach reports to the LESD Head Coach and the LESD Chief Administrator.

 

ABOUT THE LAKE ERIE SILVER DOLPHINS (LESD)

LESD is the top-ranked USA Swim Team in the Lake Erie Swimming District and creates opportunities for each swimmer to develop to his/her potential not only in the pool but as a world-class citizen. LESD has six practice locations across Ohio and Pennsylvania and is part of the Lake Erie Swimming LSC with novice to Olympic level athletes.  LESD coaches have a unique opportunity to collaborate with each other, coach other swimmers at meets, travel to high profile meets, and grow their coaching skills and careers.

 

THE POSITION

LESD is seeking a dynamic and passionate coach who is committed to expanding swimmers’ abilities, and working collaboratively with the LESD coaching team. Responsibilities include:

  • Coach and manage practice groups, and provide daily feedback to every swimmer
  • Teach stroke technique and endurance
  • Collaborate with other LESD Coaches
  • Plan workout routines
  • Interact positively with parents, swimmers, and other coaches

 

QUALIFICATIONS

  • 1+ years coaching and workout/season planning experience required
  • Strong leadership skills, and mentality to “keep swimming fun”
  • Positive, education-based approach with school age children
  • Ability and commitment to work, train, and instruct multiple practice groups in the afternoon every day. Hours will change during holiday breaks & summer schedule.
  • Ability to attend majority of swim meets where LESD swimmer(s) are participating
  • Strong stroke technique and endurance background; patience working with younger swimmers
  • Strong customer service and decision making skills
  • Excellent verbal and communication skills
  • Knowledge of Hytek Meet Manager, Team Manager, and Team Unify, team administration skills are appreciated

 

HOW TO APPLY

Please e-mail your resume, 3 references, your coaching philosophy, and a cover letter to: C.J. Musser, Chief Administrator at cmuss@hawken.edu

We are committed to diversity recruiting.

 

MT, WHITEFISH — Wave Ryders Swim Team — Head Swim Coach – Part Time — Listed November, 9, 2018

Head Swim Coach – Part Time
MONTANA, WHITEFISH
Wave Ryders Swim Team
Listed November, 9, 2018
Minimum Qualifications:

  • Must be a registered coach with USA Swimming.
  • Must possess Safety Training for Swim Coaches certification.
  • Lifeguard Certification preferred but not required.
  • Must possess current CPR and AED certifications.
  • Must possess a current First Aid certification.
  • Must have ASCA certification level 2 and the equivalent of 3 years coaching experience.
  • Must demonstrate a high level of maturity and have a proven record of responsibility.

 

Status:

  • Part Time.
  • Position may be combined with other part time work to contribute toward full time status.

 

Compensation:

  • $14.00-$17.00/hour DOE
  • Competitive Wage
  • Social Security and Medicare Contributions
  • State Unemployment Insurance
  • Full membership
  • Employee Discounts

 

Schedule:

  • Variable shifts.
  • Weekends and evenings necessary.

 

Closing Date:

  • Open until filled.

 

Application Procedures:

  • Submit letter of interest and resume to Lisa by e-mailing lisa@whitefishwave.com
  • Feel free to call or stop by as well.

 

Summary of Work:

  • The Head Swim Coach plays an integral part in the continuum of quality swim         instruction at The Wave.
  • Providing a positive environment where each swimmer has the opportunity to reach their potential as a swimmer technically, physically, and mentally.

 

Job Description:

Download A complete job description.
 Wave Ryders Job Description

 

NY, BROOKLYN — YMCA of Greater New York, The Dodge YMCA — Listed October 19, 2018

Lifeguards – Part Time and Full Time
NEW YORK, BROOKLYN
YMCA of Greater New York, The Dodge YMCA
Listed October 19, 2018

 

 

The YMCA of Greater New York is here for all New Yorkers — to empower youth, improve health, and strengthen community. Founded in 1852, today the Y serves a diverse population of more than half a million New Yorkers who learn, grow, and thrive through programs and services at our 24 branches. Community is the cornerstone of the Y.  Together, we connect active, engaged New Yorkers to build stronger communities.

 

The Dodge YMCA is seeking qualified individuals who will be responsible for the health and safety of patrons using the facility.

 

Responsibilities:

  • Must be Instructor Ready: uniform, pocket face mask/gloves, whistle and rescue tube.
  • Continuous and active scanning of the pool.
  • Ensure instructional equipment remains in good condition; have all equipment ready prior to classes and put away after.
  • Know and understand the Emergency Action Plan and Emergency Evacuation Routes.
  • Enforce aquatics safety rules consistently and fairly.
  • Perform second duties, as requested, only when not lifeguarding.
  • Maintain positive relationships with members and staff.
  • Follow the directions of the YMCA of Greater New York aquatic supervisors, in accordance with the YMCA aquatic standards.
  • Must attain the YMCA Lifeguard certification within 90 days of hire.
  • Maintain certification level of physical and mental readiness.  Responsible for recertification before expiration.
  • Actively participate in training sessions, designated meetings and special events.

 

Qualifications:

  • Must be 17 years of age or older.
  • High School diploma or equivalent, desired.
  • Current YMCA Lifeguard certification or equivalent.
  • Current CPRO, First Aid and Emergency Oxygen certifications.
  • Demonstrate swim strokes, lifeguard rescues and CPRO/FA/EO skills.
  • Must be willing to work flexible hours, including weekends and holidays.
  • Excellent hospitality skills.

 

Salary:   $13.50 p/h – $16.50 p/h
Part-time / full-time

 

We offer an exciting and innovative work environment with a culture committed to serving all members of our community. As a leading not-for-profit, community service organization, our Association relies heavily on fundraising to support the wide range of programs we proudly provide the communities we serve. Our expectation is that all staff promotes participation of their branch fundraising efforts in some capacity. If you would like to be a member of our dynamic team, please forward your cover letter and resume with subject line “Lifeguard” to akirkpatrick@ymcanyc.org or to:

 

Dodge YMCA
Attn.:  Aytaissa Estime-Kirkpatrick
225 Atlantic Avenue
Brooklyn, NY 11201

EQUAL OPPORTUNITY EMPLOYER DRUGFREE WORKPLACE
Auxiliary aids and services are available upon request to individuals with disabilities

New York City’s YMCA | WE’RE HERE FOR GOOD.

 

CA, CORONADO — Coronado Swim Association — Rated Head Coach — Listed October 14, 2018

Rated Head Coach
CALIFORNIA, CORONADO
Coronado Swim Association
Listed October 14, 2018
 

Position Evaluation Scores
Score    Area
1.9        Compensation
3.6       Stability
5.0       Authority and Responsibility
10.5      Total

You can download a copy of the Position Evaluation Here:
 Coronado Swim Association

 

Coronado Swim Association is a year-round competitive swim team located in Coronado, CA.  The team typically averages 100 members ages 6 and up from novice to Junior National qualifiers, and has been in been in Coronado for 55 years.

 

Coronado Swim Association is a non-profit, board-supported program.  We are searching for an energetic head-coach/executive director to develop our swimmers and continue to grow our program.

 

The selected applicant will have the opportunity to be mentored by UCSD coach David Marsh.

 

The CSA Head Coach will be responsible for all aspects of operating a year-round competitive swim program.  Duties include but are not limited to:

  • Establish workout groups, schedules, and criteria for advancement
  • On deck coaching and supervision of senior elite swimmers
  • Development and oversight of training programs for all groups
  • Develop, mentor and supervise age-group coaches
  • Plan team meet schedules
  • Attendance and team leadership at swim meets, to include out-of-area meets
  • Establish and maintain relationships with regular and timely communication with swimmers, parents, coaches and board members
  • Attend monthly Board of Directors meeting
  • Hold periodic parent meetings to educate and inform parents
  • Serving as team representative with San Diego-Imperial Swimming LSC
  • Assist in annual fund raising activities
  • Assist in marketing CSA through social media presence
  • Be a positive role model, maintain high ethical standards, and adhere to USA Swimming Coaches’ Code of Conduct

 

The ideal candidate has:

  • At least 5 years experience as an age group coach of a competitive swim team
  • Up-to-date understanding of latest coaching techniques through research and continuing education through USA Swimming or ASCA
  • Ability and desire to work with parents as part of swimmer development
  • ASCA level 2 or higher
  • Bachelor’s degree and personal experience in competitive swimming at the college level
  • Track record of swimmer retention and recruitment
  • Track record of swimmer development at the national level
  • Experience with Team Unify and Hy-Tek
  • Excellent written and verbal communication skills as well as demonstrated ability to foster teamwork

 

Requirements:
Must be a USA-Swimming registered swim coach and able to pass the USA-Swimming background check and USA Swimming Athlete Protection Program.

 

Position is open immediately, and applications will be accepted until the position is filled. Salary based on experience with incentives including swim team membership growth, ASCA certification level and team performance.

 

Please email resume, along with coaching philosophy, names of references and salary expectation to coronadoswimpresident@gmail.com
 

CA, ARCATA — Humboldt Swim Club — Rated Head Coach — Listed October 14, 2018

Rated Head Coach
CALIFORNIA, ARCATA
Humboldt Swim Club
Listed October 14, 2018

 

Position Evaluation Scores
Score    Area
2.5        Compensation
3.3        Stability
4.0        Authority and Responsibility
9.8        Total

You can download a copy of the Position Evaluation Here:
 Humboldt Swim Club

 

Humboldt Swim Club has an immediate opening for a positive, experienced, enthusiastic head coach for their year-round competitive swim team.

 

Humboldt Swim Club is a non-profit, board-governed, head-coach charged swim team located in Arcata, CA that practices at the Arcata Community Pool and the Humboldt State University pool.

 

The mission of Humboldt Swim Club is to provide the youth of our community with a USA Swimming club and to promote the sport of swimming in our area. The team currently has 105 members, from novice to Junior National qualifiers.

 

Duties include but are not limited to:

  1. On deck coaching/training of Senior group
  2. Development and oversight of training program for all groups
  3. Develop, mentor and supervise part-time/age-group coaches
  4. Development of staff schedule for practices and meets
  5. Attendance and leadership at swim meets
  6. Establish and maintain relationships with regular and timely communication with swimmers, parents, coaches and board members
  7. Serve as team representative with Pacific Swimming

 

The ideal candidate has:

  1. 2+ years’ experience as a head coach of a competitive swim team
  2. An impeccable understanding of swim stroke mechanics
  3. Experience supervising and mentoring a staff of 2 or more age group coaches
  4. ASCA level 2 or higher
  5. Bachelor’s degree and personal experience in competitive swimming at the college level
  6. Track record of swimmer retention, recruitment
  7. Track record of swimmer development at the national level

 

Requirements:
Must pass a background check from USA Swimming and complete the USA Swimming head coaching requirements.

 

Position is open immediately. Applications accepted until position filled. Salary based on experience with incentives including swim team membership growth, ASCA certification level and team performance.
Humboldt Swim club website: http://www.teamunify.com/Home.jsp?team=pchsc

 

Please email resume (including names of references) to:

Humboldt Swim Club, Board of Directors
email: ivybreen@gmail.com
Email or call Ivy for more information

(707) 832-2364

 

About Arcata, CA:

Arcata, CA is located in the heart of northern California’s coastal redwood region. The redwood coast is known for outdoor activities includes hiking, biking, backpacking, surfing, fishing, camping, river rafting, kayaking, golf and more. Humboldt State University, located in Arcata, and nearby College of the Redwoods provide excellent educational opportunities, as well as entertainment and culturally enriching activities. Arcata is located approximately 275 miles north of San Francisco, and overlooks historic Humboldt Bay. Arcata enjoys a desirable quality of life including a small town atmosphere, moderately priced housing, light traffic and large expanses of rural open space. The temperate climate of the region is characterized by warm winters and cool summer temperatures.

 

 

Section 01 - Articles Relating to Searching for a Job

Getting the Club Job You Want and Succeeding at It

Getting the Club Job You Want and Succeeding at It
by Guy Edson

Transcript from the 2010 ASCA World Clinic

 

Good morning, welcome. Last year I did a talk on turns, there were 300 people in the room, is it something I said? I’d like to introduce myself, my name is Guy Edson, I work for the American Swimming Coaches Association, I’d like to present myself with a speaker gift, self, here’s a gift, thank you.  Here’s the most important thing I want you to know about me in regards to this talk, I answer the phone dozens of times a day and most of the calls are from the people you work for.  Okay, not from you, although you’re welcome to call, but I get calls from employers that some are looking for coaches, some are unfortunately asking me how to fire their coach, I say “Well that’s not really a part of my job description and I don’t really want to help you fire your coach, I’d rather help you keep your coach.”  But that’s what I want you to know about me, I’ve been running ASCA’s Job Service for about 22 years and over that time I’ve picked up a few things and listening to employers and listening to coaches and just doing independent study on this whole idea of how you find a job, how you keep it and how you succeed at it.  So that’s what we’re going to talk about, because we’re small, please raise your hand, ask a question and I’ll be more and glad to try to answer it.  The title is pretty interesting actually John gave me the title and I kind of picked the words apart, how to find the club job you want and succeeding at it, that’s really three different topics, the last part succeeding at it could be a full day course, but, so we’ll try to cram that into about a half hour.  So three parts, how to find a job and how to find a job you want, okay not just a job that’s out there, but the job you truly want, that’s very, very important and we’ll spend a little bit of time on that and then succeeding at it, and I’m going to change the order a little bit, I want to talk about the club job that you want.

 

First rule, no begging, and in today’s economy we have a lot of that going on, we have employers begging for coaches and we have coaches begging for jobs, and what happens when you have two beggars? You make all sorts of compromises, you hear things that don’t set quite right with you but “ah it’s okay, we’ll let it go, we’ll deal with it later.” And then that later comes up sooner than later, and it happens on both sides. This process of finding the job you want that matches you with the proper employer is very, very important, it’s not something that we want to skip through in a hurry because we need employment, I understand the importance of having a job and having income and so on.  But coaching is usually not the kind of profession where you can just go across town and get a new job, it usually involves what, moving across the country, there’s a lot at stake, so it’s important to be picky.  And by the way I tell the same thing to employers, I tell employers “Don’t be in a hurry to” everyone says “We got to have a coach on the deck by September one,” no you don’t, you don’t want to hire the wrong person.  And what I say to you is you don’t want to be in the wrong job, so that’s the first rule.  It’s important for you to spend some time thinking about the kind of job you want, working for a board is very different than working for a city or working for a coach, there are advantages and disadvantages to each of those.  Working for a board takes us a special attitude on the part of the coach, there is a phrase or a process that I talk about that sits pretty uncomfortably with coaches when I first talk about it, it’s called servant-partner-leader.

 

And with most board run jobs, you begin as a servant of the board and that’s a phrase we’re not often too comfortable with. I’m going to come back and address that in a little bit, but those are three things to look at, you see a job posted in Job Service, or you hear about a job, understand who the employer is and what the consequences are for working with that type of employer.  Next thing is what’s your career plan? Is apprenticeship important to you? I have a lot of young coaches who call me up, they want to be head coaches right out of the box, and I try to discourage them from doing that, actually I try to send them to programs like Swim Mac or Mission Viejo or I think one of the best places for a young coach to be is with a big program, so that you can learn from the other coaches that are there, there’s nothing wrong with having mentors and being an apprentice, I was an assistant coach for seven years before I became a head coach, and when I look back on time, those are my formative years of coaching and very, very important to my future career.  Is there anything wrong with being an assistant coach, or let’s call it head age group coach, or even a head coach of the developmental program versus being the head coach? Well no, it depends on you, it depends on what you want to do and it depends on where that fits in your career plan.

 

We have too many head coaches who in my opinion who haven’t put in enough time working with their novice kids, and don’t really understand what’s going on down there. And then we have other head coaches who really are experts at coaching novice kids but don’t touch them, you know that’s another issue but something to think about.  Do you want to work for a big club or a small club? And if it’s a small club, you want to look at what their resources are, in USA swimming we have 2800 clubs approximately, and nearly half of those clubs are fifty swimmers or less.  And when you look at coach turnaround it’s greatest with those small clubs, part of the reason is that hiring coaches is, if they’re able to hire a fulltime coach, it’s minimal and the pay is very, very low.  Is there anything wrong with working with a small club? No, not if that’s part of your career plan, one thing I can promise you about working with a small club is often times, not your relationships, the amount of contact that you have with your parents tends to be greater than it is with a larger club, they tend to be more involved in the day to day running of the organization and the reason is probably because they’ve never had a coach who put in the time to be involved in the day to day.  Working with a small club can be more difficult than working with a large club in some respects.

 

Okay, my recommendation is that it’s better to be an assistant coach in a larger club than it is to be a head coach of a small club when you’re first getting started. Okay, you have protections built in for you, you can learn from your head coaches and other staffs, when I say protections, I’m thinking about myself, I’m thinking about the number of times I probably could have been fired when I worked for a John as an age group coach back in the ‘70s.  So that protection was helpful and Tim stop smiling back there, Tim was part of our staff as well.  Are you interesting in elite level swimming or something less? And that may seem like a strange question but not really, I like to consider myself a career age group coach, I love coaching age group kids and I don’t really feel the need to have to work with senior elite swimmers.  Sometimes I think coaches feel that pressure that you have to move in that direction, no you don’t.  Okay what do you want to do, what’s your love and what’s your passion? Yes you can be a career age group coach if that’s where your interest lie.

 

And then finally what are your lifestyle desires? I know when you’re younger you tend maybe not to care so much about that ‘cause you just want to get the job, but as you get older, it becomes increasingly more important. Okay do you have a significant other, or you’re married, do you have children and so on and so forth, those things are often times responsible for driving a coach out of coaching to find the “real job” with a real a salary and real benefits and all those other real things we talk about.  And it’s too bad because we have some very, very talented and good coaches that would love to stay in coaching, so you have to look at your lifestyle when you’re considering a job.  What salary do you need and can this club support that salary? Before I was married and mobile, just about every job I took was for less money than the previous job, it sounds crazy right? And the thing is when I did that, I knew there was a future, I didn’t mind taking a cut in salary because I saw the potential there, but the risk was low, that was my lifestyle.  Then you’re married, you have children and mortgage, car payments, you’re trying to save for the child’s college education, life changes, not willing to take a job for less salary anymore, okay not willing to make that kind of lifestyle change.

 

So that’s looking at it financially, do you want to live in a big city or a little city? Is that important to you? Do you want to live in the northeast, south or west, is that important to you? Okay when sometimes when coaches call and they tell me they’re looking for a job and, you know I ask them “Are you married, are you mobile, do you care what part of the country you live in?” There’s always a pause on the phone, like “What kind of question is that?” No really, do you care? ‘Cause those are things to think about, and often times we don’t and then we end up in a part of the world that maybe we rather we were somewhere else. Okay, part two, how to find.  ASCAs Job Service is out there, have any of you looked at our web page, I hope it’s helpful for you, it’s wide open to the world which is a selling point to employers by the way, there was a time when you had to pay to be part of that site, there was a time when you had to be a member to get to that site, but it’s wide open and that’s there really to improve the attractiveness to the employers.  I wrote down here “read the ad” and I’m going to just sort of leave that there and let you think about it for a second, I want to come back and talk about it a little bit later.  Read between the lines, is a little bit different than the first one but what are they looking for? So often as you read the ad, you can tell sort of why they want a new coach, okay and the kind of language that they use there.

 

With rated head coach positions, let me tell you about the position evaluation, it’s something that John and I developed early ‘90s I believe and the purpose of it was to try to come up with an objective measurement of the quality of the job that’s being offered to the coach. It’s self scoring as the employer fills it out, they see the score, so yes they could cheat on it of they wanted to but we’ve found that in the first two divisions, there’s three categories, they do a pretty honest job, the first category is compensation and benefits, the second category is stability, it’s the third area, coaches areas of responsibility and authority where we find some clubs may tend to fudge on that a little bit.  One of the questions is, is the coach the CEO of the organization? And employers happy to choose ‘yes’ worth an extra five points there, but is the coach truly the CEO of the organization, does the coach have the ability to hire and fire staff? That’s a huge question, and a lot of employers are kind of reluctant to answer that, sometimes they leave it blank and then I have to call them back.  But the position evaluation is there as a guide, okay nothing more, it’s not a promise, it’s not a contract it’s just a guide.

 

The best part of the position evaluation is it gives you a basis from which to ask questions. There was a time right up until about three weeks ago, where the only way you could get a position evaluation was to email me or call me and ask me to send it to you, and I would only send it to ASCA members.  And I’m sorry to report this but so few people asked for it, isn’t that amazing, I mean if you’re applying for a job, you have to have that in your hand, you have to read it, you have to understand what this club is saying about the position you’re being offered, there are a lot of questions on a position evaluation that are not answered in their ad, and it saddens me that so few coaches ask for that.  And I started doing something recently and I may change my mind on it but it’s there now, I actually have converted the position evaluations to PDFs and I’ve put them right online and all you need to do now is just click on it and download it and there is, you don’t even have to contact me anymore for it.  Now by doing it I lose a sense of how many people are interested in it and for that reason, maybe I’ll go back to the old fashion way, but my job has been pretty busy lately and this has just taken one less thing off my plate to do, so it was for me, I’m sorry it was my convenience to do that but at any rate it’s there, if you’re looking for a rated head coach position, you’ve got to do this, you’ve got to take that, download that, it’s going to tell you what kinds of questions to ask them.

 

Where else to look, well many of the LSCs have their own websites where they’re looking for coaches and those are free, in USA Swim Forum has a place where employers can place ads and then finally networking, it’s having a list of coaches you call on a regular basis asking them if they know what’s going on in the area, do you know anything that’s coming up, anything that’s open? Okay and make a habit of just calling those people on a regular basis to see if something is there, especially if it’s a part of the country that you really want to go to and coach at. You have to ask yourself why isn’t a job posted on ASCAs Job Service? And it’s a good question because believe it or not some clubs think that $200 is too much money to pay for running an ad for a coach, is that a kind of club you want to work for? That are not willing to invest $200 into an ad that every one in the world can read? So I find that troubling whenever I run into a club that box at paying the $200, that’s an absolute bargain for what they get on that website.  Alright, let’s talk about learning about the job, don’t hesitate to contact the previous coach, if you don’t know who it is, call me I’ll try to figure it out, in this electronic age, unfortunately too many things are done strictly by email, about 80% of the jobs that are in Job service are done strictly by email and never even talk to a human being, now those are primarily the assistant coach jobs, but the head coach jobs that are in there, I always make a point of calling the employer and asking this very simple question, “What happened to you coach? I want to know, did leave under good circumstances, leave under bad circumstances?”

 

And the reason why I want to know is because I’m glad to report that often times you’ll call me and ask me “What’s going on?” and least I have some basis to move from there. Frequently I’ll contact the previous coach and in some cases the previous coach contacts me first to tell me “Don’t let anybody take this job.” Well I have never reported that back because frankly what doesn’t work for one person often times can work really well for you, there’s really good coaches out there that run into difficulties in certain jobs.  And there’s really good clubs out there that run into difficulties with certain coaches, it’s just a bad marriage.  Okay and as you know frequently in marriages, you have two really fine people, it’s just a mismatch and we have that in clubs, frequently, and sometimes you may hear that a certain coach was fired and there was all these problems and so and so forth and that may scare you away, but don’t let it scare you away too quickly, look deeply into it, it may have simply just been a mismatch.  There’s all sorts of reasons why coaches get fired and we’re going to talk about those in a few moments.  Talk to other area coaches, they certainly will have an opinion about that team you’re interested in.

 

Look at their webpage, frankly I’m disappointed in some team’s web pages, because I love coaches, I love looking at what it says about coaches and often times, it’s hard to find the coaches of the club, you’re the front lines, okay, you’re the driving force of this organization and you need to be front and center on that webpage, it needs to be easy to find you, and there needs to be a very nice biography of you and how much you love kids and how much you welcome them and what you can offer to them and so on, that needs to be on your webpage. But when you’re looking for a job, look at the club’s webpage, how well organized is it? One of the interesting things about web pages is the people who design your page, whether it’s done internally or whether you ask someone else to do it, there are certain things that we sort of take for granted and forget about like where is the pool? Does your website tell the public where your pool is? Think about it, you just assume everybody knows because you think the only people looking at your web page are your people, other people look at your webpage.

 

People moving into town looking for a new team, they’re on your webpage, no information about the coaches, no information about where the pool is physically located. My recommendation clubs is that you have basically two front pages, one for your membership and one for people looking and then you have to put yourself in a position as someone looking and what are they looking for on that webpage?  Basic stuff, where are you? Who are you? Something to think about and as you look for jobs you look at a club’s website and it gives you a sense of how well organized that they are.  Another thing is to look at USA swimming’s virtual club championship, you look at it on the USA swimming website, it’ll give you a sense of how strong that team is and their LSC and then call me and sometimes I’m sorry I might not be able to give you much information, the very least I can give are contact people that you can call in the area.  One of the nice things about coming to the World Clinic and posting all the ads up there on the bulletin boards is, I sure get my share of people coming up to me and saying, “You should know about that job, I collect a lot of information here,” and if you are ever in a position where you’re leaving a job, you’re welcomed to call me and by the way, one of the things I will ask you is are you will to talk to other coaches? I only know what I know and I try to know very little. What I mean by that is I don’t want to be involved in opinions and rumors and gossip and I want to know facts and what I’d like to do is refer people to those who know facts.

 

Okay, so anyway call me and I’ll be more than happy to share whatever I think I know with you and then pass you on to other contacts. Learn about the area, in my mind it’s just as important as the job.  There’s all sorts of resources on the internet.  The internet is such a fantastic tool now for moving and looking to other areas.  Google earth, real estate websites, they obviously they want to sell you houses but they give all sorts of ideas about cost of living and what you can except to find there in terms of housing.  Look at the official city websites; look at tourism websites, chamber commerce and so on.  You know the routine okay, but when you’re interested in finding a job on another part of the country, you need to go way beyond what’s in that ad that the club has put there.  Alright, moving on, talking about applying for the position.  First of all read the ad, what are they asking for? Two things that they’re asking for, they’re asking you to send them certain kinds of information, read that carefully and the other reason for reading the ad is what kind of coach are they looking for? Some of the ads are terribly brief, one of the advantages of job services you can essentially put in an unlimited ad in there and recently I’ve started putting links to PDF files where someone can download the entire job description if the club is willing to share, so read the ad, that’s the purpose.

 

Recently, we advertised for an office employ at ASCA and we ran an ad in Career Builder cost us $485, 200 bucks for an ad job service is pretty cheap, 485 dollars, ran a Career Builder, I got 230 some applications, all by email. Do you know that less than 50 came with a cover letter? And of the 50 only three of the cover letters mentioned the American Swimming Coaches Association. 47 of the cover letters were generic, these people applying for this job just click, send the resume, send the cover letter.  Generic resume, generic cover letter the 50 people send one.  Do you know what I did with the 180 or so that came in without a cover letter? Delete.  I didn’t even look at them.  If you’re applying for a job at ASCA read the ad, if you can’t follow a simple instruction, how can we hire you for a detail oriented job?  Read the ad.  Find out what they’re asking for, some clubs are asking for statements of philosophy, pretty interesting.  A good exercise for you as well and I hear back from employers and they get a range of things that come back to them.  They get one of the best that I heard I asked them to send it to me, they didn’t with something down on a yellow pad in pencil, that was hard to read, telling you the truth and others they’ve received have been essentially a book of information sort of all thrown together like the coaches went through the desk and collected everything they had typed up and stuffed in the three ring binder and mailed it off to him with no organization, no flow to it, so two extremes there, the ones that they enjoy reading are the ones that run one or two pages typed, lots of white space, easy to read sums it up in a hurry.  Let’s talk about cover letters very briefly.

 

A number of years ago Tim Welsh did a very good presentation on writing cover letters and resumes and I have that in my, I have an email send directory on my computer with of attachments, documents that I frequently send and if you email me, I will send you Tim’s presentation.  It’s very, very good on resumes and cover letters.  The purpose of a cover letter but I’m going to cover that briefly here by the way but nowhere near the detail that Tim did a number of years ago.  The purpose of the cover letter is to introduce yourself to the club and to highlight a few things about yourself that you want them to know.  It’s not to reiterate your resume.  The cover letter needs to be specific to the job you’re applying for; you need to show then in your cover letter that you’re interested in this specific job.  Avoid overuse clichés.  In the corporate world, resumes and cover letters apparently are scanned by machines that look for certain key phrases and if you go to certain websites, they will tell you what key phrases to include in your cover letters and resumes.  Don’t you dare look at any of those websites.  Please ignore that information.  Swimming clubs are not large corporations, they’re not scanning your resumes, they are human beings and it would be rare indeed if any of them even works for an HR Department somewhere.

 

They’re regular people, you’re sending a resume and a cover letter to a regular person in most cases, put yourself on the other end, what are they reading? When you write something in your cover letter like, “I’m the perfect person for this position,” that is read as garbage. Avoid those kinds of things.  The extent of the cover letter is brief, it’s a one pager and with one and a half or one point one five line spacing I think that’s an option on Windows Word but keep it short and to the point.  The resume is a tough one for swimming coaches.  One of the things that’s wonderful about us is how proud we are of our achievements and of the kids we’ve coached and teams we’ve coached and how do you cram all that into a one page resume? Answer is you can’t and you shouldn’t.  I read the resume once of an Olympic coach and it was 30 pages long because it took that many pages until all the swimmers that this coach had coached of, of some importance but the purpose of the resume is to give them an overview of you, not to tell them your life story and you can think of your last job and you can think of all the things you’re responsible for in that job and it could take paragraphs to explain all that.  They need the bottom line, okay what’s the bottom line? How big was the team? And what level were they swimming at? I was a head coach of a team of 150 swimmers who consistently scored in the top three at our local J.O.’s and then top ten at sectionals, period.

 

That’s good enough, okay. That’s good enough.  Now one of the things I recommend is, if you feel compelled to do it you can add an addendum to the résumé which is entitled ‘list of coaching accomplishments.’  If you really want to do that go for it then go ahead and list every top 16 swimmer, every J.O. qualifier, every whatever you want to do but it’s kind of an addendum it’s there they don’t have to really look at it.  What they want to focus on is the résumé, one page, lots of white space.  Make sure it’s customized, for the job, what does that mean? It means you’ve read the ad, it means you have a sense of what you want to do.  The first thing in a résumé in my opinion should be labeled immediate career objective and in one sentence you should explain to them what you are looking for and it should match exactly who they’re looking for, okay? And then the second item that might be career objective, long term career objective.  Let them know where you’re going and does that match with what they’re looking for.  If your long term career objective is to be a college coach somewhere and you are applying for a club job, they’re like why? Résumé goes to the bottom of the pile.  The closer you can tailor your résumé to that job the better off you’re going to be.

 

So there is no such thing in my opinion as a generic résumé that you just start sending out there and hoping that somebody bites on it. Same thing, with résumés also avoid using overused clichés and use real language right to the point.  Okay, with travel costs being as they are and the fact that clubs rarely have a budgeted item for interviewing new coaches, the phone interview is quite popular and it’s important to think about a phone interview before you become involved in one.  Have with you your résumé, because they may ask you questions about it, so have it right there so you know what they’re talking about.  Have a notepad and a pen so you have something to write on.  What do you want to write? During the phone interview, questions may come to you or thoughts may come to you, things that you want to remember so you want to be able to write them down.  Take some time to list your own strengths and weaknesses because frequently those questions come up in an interviewee and on a phone interviewee you don’t want to be stumbling, you don’t want to be stumbling in a personal interview either obviously but if you take some time to write those things out in advance, okay, then that can help you in your interview process.  Think carefully about weaknesses because some people ask that in interview process but have a follow-up.  I know that when people ask me for my greatest strength I’d say “being well organized” and they’d say “your greatest weakness” and I’d say “being well organized” and then I would be able to follow up and explain why I thought sometimes that was a weakness.

 

Take the call in a private and closed room, no distractions, it’s preferable to use a landline that may cost some money for a long distance call but you don’t want to lose the signal on your cell phone, the other advantages of landline is that, well you can do with cell phones too I’m sorry but I recommend using a headset so your hands are free. The ability to have hands free when you’re talking makes you more comfortable.  Those gestures that you’re using while you’re on the phone translates into your voice. No food, no gum, have water for your a dry throat and it, and you will get a dry throat and sip it away from the phone receiver, people on the other end don’t want to think you’re eating, okay, while you’re on the phone.   Try to get everyone’s first and last names, so you know who you’re talking to, introductions are very important, especially if it…I’m sorry, assuming it’s a conference type call where you have more than one person on the phone.  Make sure you get all the names.  They need to see your posture.  How does that happen on the phone? They hear it in your voice, okay, and for them to see your posture you actually have to have posture so if you do a phone interview I recommend sitting on the edge of your chair as you would in a real interview, sitting upright, you may even consider standing up because it changes your tone, it adds a little bit of energy to your voice, speak very clearly, no sarcasm and no jokes.  You don’t know their sense of humor; you don’t know what they consider to be funny.  I read something once, I try to read quite a lot about interviews and the whole job service process and I read something once that was kind of scary.

 

There are people out there in the corporate world who will bait you. They will try to get you to say something sarcastic to test you, to find out what your feelings are on something and every once in a while who knows, maybe one of those professional HR people are on the board of, are on the interview board for a swim club you’re applying. So it’s best just to stay away from that, don’t try to be funny, let hem lead the way.  Humble confidence, sounds like an oxymoron, humble confidence is when they see in you a coach ability, don’t you guys love coachable kids?  What’s a coachable swimmer? Someone who listens to you, right? Someone who’s willing to try the things that you recommend, that’s coach ability.  Boards like to hire coachable people there’s a humility there that’s required but at the same time they’re looking for a sort of confidence so they may ask you a question like well, “what do you feel about morning work outs during the school year for 12and unders?” Are you ready to answer that question? And maybe you have strong feelings about it.  Maybe say “well, absolutely not there’s no way I’d ever allow a 12 and under to go to a morning work out” and what you don’t know is the person who’s asking you this question, their child’s been coming to morning work outs as an 11 year old for the last year and maybe it’s the Katie Hoff, the next Katie Hoff and you don’t know this.  And so you give an absolute answer and there you are, okay, time to look for the next job.

 

A better way to answer the question is, more along the lines of “well, that’s a good question, in my previous position we did not have 12 and unders coming to morning work outs because” and then you explain yourself and you can say I’m aware that in some other clubs they do, do that, I’m open to listen to that possibility, okay? So you leave yourself open, you express yourself, you express your opinion but you let them know that you’re open on that. It’s important to express long term ambitions, why? No club wants to hire you for a year or even two years,  at the least they want you there, at least three or four years, why? Because they don’t like hiring new coaches all the time.  They want stability; they want to see stability in you.  So you want to talk in those kinds of terms.  Never express guilt or regrets from the past, be a victor and not a victim.  Some one may say “well why did you leave the last program?” Don’t give them the story, tell them it was time for you to move on, tell them you had ambitions to move to a larger club, more advanced club, whatever, make sure your answer matches what they’re looking for.  Answer questions directly give the bottom line first.

 

Don’t you love listening to politicians? Completely incapable of answering the question, okay and does anybody in this room enjoy that? I don’t think so. You’re in the interview give them the bottom line first then go back and give them the details. Try; avoid interrupting the flow with questions save them for the end, okay? They may have a list of questions they want to go down through and ask you so try not to interrupt that if possible.  Make sure at the end you thank everyone and follow up with a thank you note or at least an email.  Now, if you have the opportunity to be involved in a personal interview it’s the same rules, business casual or above attire.  It’s never a mistake to overdress for an interview.  Someone once told me it was interesting tactic to find out what team colors wear and so you, I wear team colors to an interview, I always thought that was pretty interesting, a subtle thing to do. Make sure your hands are warm.  Handshakes, don’t underestimate the power of a handshake.  You may be involved in a situation that’s quite informal, you show up and they have refreshments and drinks and you’re glad to accept that nice ice old coke in your right hand and then the next thing you know somebody walks in that’s a little bit late, you want to shake their hand and there you are with a wet cold hand.

 

There’s actually an etiquette so to speak, where when you are involved in those events, you learn how to hold your drinks in your left hand, believe it or not. Keep that right hand warm and dry for those handshakes.  Your body language is extremely important, that you’re facing people when you’re talking to them, you’re not staring at them, you look away as though you’re thinking, not as though you look away thoughtfully and then back again with them, again humble confidence.  Last thing; take your contract with you, right? Know what you want in a contract before you go to the interview.  Some interviews go very fast, our coaches’ call back and they say I can’t believe that they wanted to do the interview, they wanted to do the contract right there and I wasn’t ready.  Man if they want to hire you and that they may be willing to say let’s talk and again maybe they’re begging and you have to be very careful about that, but take your contract with you.  What should be in a contract? We’re going to talk about that in just a moment , I have some contract information that I may allow regularly and if you send me an email I’ll be more than happy to send you a copy of contract information.  Okay let’s talk about contract, contract is no guarantee, none whatsoever.  Contracts can be easily broken, is it legal to break a certain contract?

 

Maybe not depending on the language but what you are you going to do? Maybe you can sue them, meanwhile you’re without work and you’re stuck there, you need to move on with your life, sometimes it’s best just to get out of town. So it’s not an absolute guarantee but it is important, okay so I do recommend a contract. I recommend you write it first there’s an interesting rule of thumb, the person who writes it first gets what they want.  Don’t allow them to hand you a contract, if they do, pull yours out of your pocket and say “I’ve already done a lot of thinking about this, you know, here’s what I would like” put theirs back on the table.  A contract, what is a contract? Okay it offers authorities and compensations in exchange for responsibilities and performance, it’s just an agreement it’s that simple.  Here’s what the club is asking you to do and in return for doing that they pay you and give you certain authorities.  I review contracts for coaches they are not legal reviews, I always recommend you have an attorney look at the contract, I don’ t know state law, don’t even pretend to but when I look at a contract, I look for certain things that need to be in there that have more to do with relationship issues and responsibilities and there are certain things I look for not to be in a contract and when you send me a contract, most often it’s easy for me to call you back to go through that rather than email back to you.

 

Attorney will give you the legal advice you need especially in terms of causes for termination, how a contract is terminated, okay. Critical contract components, the coach controls what? Meet events and meet schedule, it needs to be in a contract, it is fundamental to what you do as a coach.  You control relays; you have the authority to create the relay that’s in the best interest of the team.  I like that phrase ‘best interest of the team’ that doesn’t say the fastest four kids.  You determine work out groups, period; nobody gets involved in work out groups except you.  That’s totally your authority and your responsibility.  You control assistant coaches, you hire them, that’s called an authority but, you also train them and you supervise them that’s called the responsibility, you need both, authority and responsibility.  You design season and work out designs of course.  The next item is rarely in a contract.  When I say rarely, here is what I mean by rarely, never.  I have never ever in a contract read that the coach reports to the president of the Board of Directors.  Contracts are very, very vague on this.  A contract leaves open the possibility that you answer to every person on the board.  No you can’t work for 11 people, especially when four of them are whackos.  You answer to one person, it’s called chain of command.  The chain of command begins with your assistant coaches, flows through you to the president of the board and from the president to the board.

 

The reverse direction is people on the board, request things of the board president who then request it of you and if it needs to go further down the line it goes down to the assistant coaches. There is no direct communication between your board and your assistant coaches unless it’s about their own child of course.  But if it’s club business, no way and your assistant coaches need to understand this and when they hear, when a board member is approaching an assistant coach about a club issue,  the assistant coach needs to be informed and to know how to respond to this by simply saying please take that to the board president…Very important, chain of command is huge in any organization especially in a swim team.  Termination clauses, a contractor can be terminated at any time without cause is not a contract and yet it’s very common.  That’s a one line sentence; it says this contract can be terminated at any time without cause.  You know what that means? It means they can get rid of you on two seconds notice.  Do you want to work under those conditions? Absolutely not, many states are called an ‘at will state’ that means the employer can terminate you at anytime without cause.  However, a contract changes that, now in an ‘at will state’ an employer still can cut and still can terminate you at any time but the contract makes it a little difficult or at least uncomfortable for the employer to do that because the contract may say something like, ‘the employer may terminate the contract at any time without cause, with the remaining salary left in the contract’ okay? It’s going to hurt the employer to let you go, financially.

 

Now, what should that number be, should it be 30 days, 60 days, the remainder of the contract that’s negotiable and obviously the higher the number the better negotiator you are, and the more comfortable you can be, but those are very negotiable items and I can give you some personal assistance on that if you want to talk to me privately about it or call me afterwards but look for that line in there and that line needs to have a couple follow-up lines to at that describe what the causes of termination are.  The best contracts will say that this contract can be terminated upon majority approval of the membership, those are the best.  That means you really have to screw up big time.  That means the majority of the swim team wants you out of town and you know what? If they want you out of time you should leave but, and then at a slightly less stable contract may say, the majority of the board but it needs to be clear, it needs to say that if three quarters of the full board of directors, votes to terminate the contract, that’s the end.  It shouldn’t say something simply like ‘the board’ ‘cause what is ‘the board?’  Sometimes the board is three people because the other eight are on vacation, it happens, so the more clear it is, the better off for you.  Okay, part three, seven minutes to talk about part three and actually part three is the subject of a full day course that Bob and Tim and I could really spend a lot of time on, so I want to give you the big points here, okay? We’re really talking about how to improve your stay ability.

 

That’s the ability to keep your job more than three years, that’s my definition. Typical scenario, 18 months of honeymoon period then 18 months to get fired.  I see it happen pretty regularly.  Things start out cruising, why? Because you had two beggars, you and the club, one begging for a job, one begging for a coach.  You put up with things, you make compromises and then…I don’t have that written in here, but there’s that old expression ‘familiarity breeds contempt.’  And often times folks, I hope it’s none of you in this room, but many coaches are very, very guilty of that.  Take certain liberties, “Oh I don’t really need to tell the board about that, I’m just going to do it.”  Well the board gets offended, didn’t like the fact that you did that.  And then you run into trouble.  I’m going to skip some things here because I want to get to some important things.  That last line pride can degrade any relationship, that’s related to familiarity breeds contempt.

 

Critical first steps, when you get a job, actually before you take that job, part of your interview, when you’re asking them questions, is to ask them whether they have a long range planning process in place.  Maybe the answer is yes.  If the answer is no, is you want to ask them can we engage in this immediately.  That involves you, key members of your staff and the board, okay.  And this is where you set your program and competitive goals that sets the direction of the organization.  Another critical step is daily contact with your board president.  I remember working for John, and this went far beyond the first days on the job.  This went on everyday of the employment.  John called and spoke with the board president every single day.  Sometimes the conversation was 10 seconds long, sometimes it would go on for half hour but maintaining that contact is extremely important to you keeping your job and then obviously greeting the parents.  They want to know who you are.  They want to know how much you care for kids.  They want to know how professional you are.  Are you a grown up? Are you personable?  Those are key issues to mums and dads.  Do they care about how you train their kids? A few will and a few may know more than you do, because they’re reading all the same stuff and they have their own ideas, and maybe some of them were college swimmers or whatever.  And so those are special people that I’m going to talk about just a moment here.

 

Second critical step is, if you’re the head coach, be the head coach. Be the person who steps up and takes responsibility.  You’re responsible for all training groups even if you can’t physically be there.  I had a job in Minnesota for a while and we had two different locations.  Once every two weeks, I arranged to have assistant coaches run my senior workout and I would go to the other location so I could be there and watch.  Be the head coach.  Sometimes it’s the ambition of the head-coach to work with fewer and fewer kids, sort of off in a corner. Well who are those fewer and fewer kids?  They’re 17, 18 years old, they drive, which means you don’t see their mums and dads anymore.  There you are, you’re just having your happy little time with your little crew of senior kids and you lose touch with the rest of the team.  When you lose touch with the rest of the team that’s the beginning of end of your job, believe it or not.  What goes wrong? Most often it’s a series of things that go bump in the night, going back to the idea of you taking certain liberties without asking permission.  But it’s made worse by poor communication skills, pride, lack of previously secured support, I want to talk about that for just a second.  And then beneath the surface difficulty handling judgments to your judgment calls.  Folks, in swimming, 98% of what we do is judgment.

 

It’s opinion, there’s no absolute rights or wrongs about it. There is no absolute right or wrong about whether a 12 year old goes to morning workouts or not.  It’s an opinion and your opinions may rub…counter to certain parents’ opinions, or worse yet to opinions on the board and so what? You’re challenged.  How do you manage yourself when you’re challenged? That’s more important than the challenge itself because the challenge will always be there. I just want to toss that out for you to think about, we obviously don’t have the time to talk about that.  Sometimes poor coaching, sometimes slow or no growth, either professionally, the best boards out there look for you to grow professionally as well as the team growing.  Okay, sources of conflict.  The top five technical issues the board gets involved with; team structure and grouping of swimmers, that’s why it’s in your contract folks.  Meet schedule, that’s why it’s in your contract.  Amount over quality of stroke teaching or perception of it not being done, common complaint that I hear from mums and dads, are you doing stroke work?  I’m not talking about little corrections between and the five seconds between the set of ten 100s.  I’m talking about the kind of thing where you’re actually teaching stroke.  Parents are looking for that.  Meet entries, again part of your contract, relay swimmers part of your contract.  Here’s a top five non technical issues the board finds problem with; communication, okay? I hear it all the time from people you work with.  Excuse me I’m going to, skip ahead to something here.

 

You’ve got three basic parent types out there. And you have those who love you to death, they’ll do anything for you, they’re your greatest supporters.  At the other extreme, you have those who know how to coach and you don’t.  They know what’s best for their child and you don’t.  You’re not doing the right thing and they know what it is.  Then in the middle, are a group of parents who sort of at like that last group but they’re convertible.  One of the funny things I like to do in a presentation about parents is begin with a slide on muscle fiber types.  If slow twitch, endurance fibers, and fast twitch A’s and fast twitch B’s, fast twitch B’s are what? Convertible, how are they convertible? Physiology class 101.  How do you convert…? Yes,

 

Okay, the answer is through training, right? And it’s bottom line.  And there are parents out there that on first appearance can seem to be difficult and how do we take care of them?  We train them.  We educate them, we work with them.  And sometimes they end up being our best supporters but on first glance sometimes they seem a little rough around the edges and hard to deal with.  If you want to be successful in your job you have to be successful in mums and dads.  You need to form partnerships with parents.  A partnership with parents says we are in this for the best things, for the best of your child, we are in this.  Too often we tend to separate the child from the parent and that’s a mistake, that’s the beginning of the end.  These children are the precious offspring of human beings out there who care about their kids. And as coaches, we have a responsibility to them.  When you notice something wrong, or if you notice an issue with a swimmer, too often we ignore mum and dad.  We just try to figure it out on our own or maybe work with the swimmer depending on their age.  But you know when you go to mum and dad in a quiet humble approach and say, “I’ve noticed that Aaron seems to be dragging himself in the practice lately, can you give me some insight on that?”  And hear the kind of responses you can get, “Thank you for asking. Yes. We have some issues.”

 

When you get that response from a mum or dad, you have a partnership and you’ve just done something that’s going to increase your stability with that team. I’ll come back to that point.  Another reply might be, “No. We’re not aware of any problems, thank you for bringing it up. We’ll look into it.”  And then the third response might be, “Well obviously you’re not doing anything to motivate her here in this workout.” So there is a parent out there that puts it all on you and takes no responsibility for themselves.  Those are the kind you have to protect yourself from.  And what I want to end up with today is talking about how you protect yourself, how you gain support.  Number one rule is, never assume you have support.  Never assume you have support, know you have support.  How do you know that? Because you talk to mums and dads on a regular basis, because you form partnerships with parents, you want to build the biggest support base you have.  And some of you are saying, “I just want to coach.”  Folks this is part of the coaching.  It’s part of it.  That little novice team that works out in that remote location that you can never get to, your job is to call their parents, “Hi, this is coach Edson, I’m the head coach. I’m calling to find out how your boy is doing on the swim team over at Pine Islands swim club or Pine Island location.”

 

And often times your reply is, “Oh things are fine. Thanks so much for calling.” Or once in a while you get a complaint which it’s then your job to handle. But when that phone conversation is over what’s the parent left thinking?  You are in charge.  You are the head coach.  Most parents in the club will listen to board, and when the board is out to get you because you’ve not handled questions to your judgment very well or you’ve gone a little too free with familiarity breeds contempt and snapped a few times and they’re get looking for ways to get rid of you, these parents out there, what Nixon called the silent majority, they’ll just go with the board. But if you take the time and effort to build partnership with parents, let them know that you are the head coach, they will support you.  Sometimes coaches come to me and they say, “Well, I’m going to lose my job, the board’s going to fire me.” And my first question is, do you want your job? And if the answer is yes, then I’ll go through a routine with this coach on the phone and I’ll tell you how to keep your job.  It’s called rallying the troops.  It’s getting that support that’s out there.  In some cases it’s too late.  Sometimes we can do it. It takes work folks.  Coaching goes way beyond the pool-deck.  It’s building that support.  How can you be successful on your job? It goes beyond the coaching and it comes down to you building partnerships with mums and dads.  That’s the most important thing I can tell you at the end of this presentation.

 

 

 

20 Tips For Great Job Interviews

20 Tips For Great Job Interviews

 

From Experis Manpower Group

https://www.experisjobs.us/exp_us/en/career-advice/20-tips-job-interviews.htm

 

 

Want to ace your next interview and land that open job you’ve been seeking? Here are 20 tips to help you prepare.

  1. Research the industry and company. An interviewer may ask how you perceive his company’s position in its industry, who the firm’s competitors are, what its competitive advantages are, and how it should best go forward. For this reason, avoid trying to thoroughly research a dozen different industries. Focus your job search on just a few industries instead.
  2. Clarify your “selling points” and the reasons you want the job. Prepare to go into every interview with three to five key selling points in mind, such as what makes you the best candidate for the position. Have an example of each selling point prepared (“I have good communication skills. For example, I persuaded an entire group to …”). And be prepared to tell the interviewer why you want that job – including what interests you about it, what rewards it offers that you find valuable, and what abilities it requires that you possess. If an interviewer doesn’t think you’re really, really interested in the job, he or she won’t give you an offer – no matter how good you are!
  3. Anticipate the interviewer’s concerns and reservations. There are always more candidates for positions than there are openings. So interviewers look for ways to screen people out. Put yourself in their shoes and ask yourself why they might not want to hire you (“I don’t have this,” “I’m not that,” etc.). Then prepare your defense: “I know you may be thinking that I might not be the best fit for this position because [their reservation]. But you should know that [reason the interviewer shouldn’t be overly concerned].”
  4. Prepare for common interview questions. Every “how to interview” book has a list of a hundred or more “common interview questions.” (You might wonder just how long those interviews are if there are that many common questions!) So how do you prepare? Pick any list and think about which questions you’re most likely to encounter, given your age and status (about to graduate, looking for a summer internship). Then prepare your answers so you won’t have to fumble for them during the actual interview.
  5. Line up your questions for the interviewer. Come to the interview with some intelligent questions for the interviewer that demonstrate your knowledge of the company as well as your serious intent. Interviewers always ask if you have any questions, and no matter what, you should have one or two ready. If you say, “No, not really,” he or she may conclude that you’re not all that interested in the job or the company. A good all-purpose question is, “If you could design the ideal candidate for this position from the ground up, what would he or she be like?”

If you’re having a series of interviews with the same company, you can use some of your prepared questions with each person you meet (for example, “What do you think is the best thing about working here?” and “What kind of person would you most like to see fill this position?”) Then, try to think of one or two others during each interview itself.

  1. Practice, practice, practice. It’s one thing to come prepared with a mental answer to a question like, “Why should we hire you?” It’s another challenge entirely to say it out loud in a confident and convincing way. The first time you try it, you’ll sound garbled and confused, no matter how clear your thoughts are in your own mind! Do it another 10 times, and you’ll sound a lot smoother and more articulate.

But you shouldn’t do your practicing when you’re “on stage” with a recruiter; rehearse before you go to the interview. The best way to rehearse? Get two friends and practice interviewing each other in a “round robin”: one person acts as the observer and the “interviewee” gets feedback from both the observer and the “interviewer.” Go for four or five rounds, switching roles as you go. Another idea (but definitely second-best) is to tape record your answer and then play it back to see where you need to improve. Whatever you do, make sure your practice consists of speaking aloud. Rehearsing your answer in your mind won’t cut it.

  1. Score a success in the first five minutes. Some studies indicate that interviewers make up their minds about candidates in the first five minutes of the interview – and then spend the rest of the interview looking for things to confirm that decision! So what can you do in those five minutes to get through the gate? Come in with energy and enthusiasm, and express your appreciation for the interviewer’s time. (Remember: She may be seeing a lot of other candidates that day and may be tired from the flight in. So bring in that energy!)

Also, start off with a positive comment about the company – something like, “I’ve really been looking forward to this meeting [not “interview”]. I think [the company] is doing great work in [a particular field or project], and I’m really excited by the prospect of being able to contribute.”

  1. Get on the same side as the interviewer. Many interviewers view job interviews as adversarial: Candidates are going to try to pry an offer out of the interviewer, and the interviewer’s job is to hold onto it. Your job is to transform this “tug of war” into a relationship in which you’re both on the same side. You could say something as simple as, “I’m happy to have the chance to learn more about your company and to let you learn more about me, so we can see if this is going to be a good match or not. I always think that the worst thing that can happen is to be hired into a job that’s wrong for you – then nobody’s happy!”
  2. Be assertive and take responsibility for the interview. Perhaps out of the effort to be polite, some usually assertive candidates become overly passive during job interviews. But politeness doesn’t equal passivity. An interview is like any other conversation – it’s a dance in which you and a partner move together, both responding to the other. Don’t make the mistake of just sitting there waiting for the interviewer to ask you about that Nobel Prize you won. It’s your responsibility to make sure he walks away knowing your key selling points.
  3. Be ready to handle illegal and inappropriate questions. Interview questions about your race, age, gender, religion, marital status, and sexual orientation are inappropriate and in many areas illegal. Nevertheless, you may get one or more of them. If you do, you have a couple of options. You can simply answer with a question (“I’m not sure how that’s relevant to my application”), or you can try to answer “the question behind the question”: “I don’t know whether I’ll decide to have children in the near future, but if you’re wondering if I’ll be leaving my job for an extended period of time, I can say that I’m very committed to my career and frankly can’t imagine giving it up.”
  4. Make your selling points clear. If a tree falls in the forest and no one is there to hear it, did it make a sound? More important, if you communicate your selling points during a job interview and the interviewer doesn’t get it, did you score? On this question, the answer is clear: No! So don’t bury your selling points in long-winded stories. Instead, tell the interviewer what your selling point is first, then give the example.
  5. Think positive. No one likes a complainer, so don’t dwell on negative experiences during an interview. Even if the interviewer asks you point blank, “What courses have you liked least?” or “What did you like least about that previous job?” don’t answer the question. Or more specifically, don’t answer it as it’s been asked. Instead, say something like, “Well, actually I’ve found something about all of my classes that I’ve liked. For example, although I found [class] to be very tough, I liked the fact that [positive point about the class]” or “I liked [a previous job] quite a bit, although now I know that I really want to [new job].”
  6. Close on a positive note. If a salesman came to you and demonstrated his product, then thanked you for your time and walked out the door, what did he do wrong? He didn’t ask you to buy it! If you get to the end of an interview and think you’d really like that job, ask for it! Tell the interviewer that you’d really, really like the job – that you were excited about it before the interview and are even more excited now, and that you’re convinced you’d like to work there. If there are two equally good candidates at the end of the search – you and someone else – the interviewer will think you’re more likely to accept the offer, and thus may be more inclined to make an offer to you.

Even better, take what you’ve learned about yourself from your MyPath career assessment and use it to explain why you think this is the job for you: “I’ve done some careful career self-assessment, and I know that I’m most interested in [one or two of your most important career interest themes], and – correct me if I’m wrong – it seems that this position would allow me to express those interests. I also know that I’m most motivated by [two or three of your most important motivators from your MyPath assessment], and I have the sense that if I do well, I could get those rewards in this position.

Finally, I know that my strongest abilities are [two or three of your strongest abilities from your MyPath assessment], and I see those as being the abilities you most need for this position.” If you follow this tip, you’ll be (a) asking for the job, (b) explaining why you think it’s a good match, (c) displaying your thoughtfulness and maturity, and (d) further disarming the tug-of-war dynamic that interviewers anticipate. You’ll be making the strongest possible “close” – and that’s worth a lot!

  1. Bring a copy of your resume to every interview. Have a copy of your resume with you when you go to every interview. If the interviewer has misplaced his or her copy, you’ll save a lot of time (and embarrassment on the interviewer’s part) if you can just pull your extra copy out and hand it over.
  2. Don’t worry about sounding “canned”. Some people are concerned that if they rehearse their answers, they’ll sound “canned” (or overly polished or glib) during the interview. Don’t worry. If you’re well prepared, you’ll sound smooth and articulate, not canned. And if you’re not so well prepared, the anxiety of the situation will eliminate any “canned” quality.
  3. Make the most of the “Tell me about yourself” question. Many interviewers begin interviews with this question. So how should you respond? You can go into a story about where you were born, what your parents do, how many brothers and sisters and dogs and cats you have, and that’s okay. But would you rather have the interviewer writing down what kind of dog you have – or why the company should hire you?

Consider responding to this question with something like: “Well, obviously I could tell you about lots of things, and if I’m missing what you want, please let me know. But the three things I think are most important for you to know about me are [your selling points]. I can expand on those a little if you’d like.” Interviewers will always say, “Sure, go ahead.” Then you say, “Well, regarding the first point, [give your example]. And when I was working for [company], I [example of another selling point].” Etc. This strategy enables you to focus the first 10-15 minutes of the interview on all of your key selling points. The “Tell me about yourself” question is a golden opportunity. Don’t miss it!

  1. Speak the right body language. Dress appropriately, make eye contact, give a firm handshake, have good posture, speak clearly, and don’t wear perfume or cologne! Sometimes interview locations are small rooms that may lack good air circulation. You want the interviewer paying attention to your job qualifications — not passing out because you’ve come in wearing Chanel No. 5 and the candidate before you was doused with Brut, and the two have mixed to form a poisonous gas that results in you not getting an offer!
  2. Be ready for “behavior-based” interviews”. One of the most common interview styles today is to ask people to describe experiences they have had that demonstrate behaviors that the company thinks are important for a particular position. You might be asked to talk about a time when you made an unpopular decision, displayed a high level of persistence, or made a decision under time pressure and with limited information, for example.

Step 1 is to anticipate the behaviors this hiring manager is likely to be looking for. Step 2 is to identify at least one example of when you demonstrated each behavior. Step 3 is to prepare a story for each example. Many people recommend using SAR (Situation-Action-Result) as a model for the story. Step 4 is to practice telling the story. Also, make sure to review your resume before the interview with this kind of format in mind; this can help you to remember examples of behaviors you may not have anticipated in advance.

  1. Send thank-you notes. Write a thank-you note after every interview. Type each note on paper or send them by email, depending on the interviewers’ preferences. Customize your notes by referring specifically to what you and the interviewer discussed; for example, “I was particularly excited about [or interested by, or glad to hear] what you said about …” Handwritten notes mightbe better if you’re thanking a personal contact for helping you in your job search, or if the company you’re interviewing with is based in Europe. Whatever method you choose, notes should be sent within 48 hours of the interview.

To write a good thank-you note, you’ll need to take time after each interview to jot down a few things about what the interviewer said. Also, write down what you could have done better in the interview, and make adjustments before you head off for your next interview.

  1. Don’t give up! If you’ve had a bad interview for a job that you truly think would be a great fit for you (not just something you want badly), don’t give up! Write a note, send an email, or call the interviewer to let him or her know that you think you did a poor job of communicating why you think this job would be a good match. Reiterate what you have to offer the company, and say that you’d like an opportunity to contribute. Whether this strategy will get you a job offer depends on the company and on you. But one thing’s for sure: If you don’t try, your chances are exactly zero. We’ve seen this approach work on numerous occasions, and we encourage you to give it that last shot.

 

 

7 Things Every New Manager Should Do In Their First Month On The Job

7 Things Every New Manager Should Do In Their First Month On The Job

Paul Petrone

https://learning.linkedin.com/blog/new-managers/7-things-every-new-manager-should-do-in-the-first-month-on-the-j

 

December 19, 2016

Becoming a new manager should be a great time in a person’s life. They’ve worked hard to advance their career and were rewarded with a leadership position they desired.

And yet they might not always feel like celebrating. Copious research has found that becoming a new manager is one of the most stressful experiences any professional goes through.

That’s particularly true for the first month on the job, where most new managers do their best just to keep their head above water. To help, we looked at leadership guru’s Todd Dewett’s LinkedIn Learning course, New Manager Foundations, to discover the things all new managers should do within their first 30 days.

They are:

  1. Start dressing like a leader

The reality is, if you don’t dress like a leader, it’s only going to hamper your ability to lead.

So how does a leader dress?

It varies from organization to organization. Look around and see how other leaders dress at your organization and follow suit, Dewett said.

Quick word of advice – don’t dramatically change the way you dress overnight, as that’s going to be seen as inauthentic (this rule mostly applies if you’ve been promoted from within the same organization), Dewett said. Instead, slowly move closer to the organization’s norm.

  1. Develop professional relationships with your staff, not friendships

Your goal as a boss should not be to make friends with your employees. The reason is friendships often prevent tough feedback and there’s no performance component to a friendship, whereas performance is your biggest concern as a new manager.

Instead, you want to form strong professional relationships with your employees, Dewett said. That’s not to say there should be no personal aspect to your relationship – in fact, there should be. It’s just a matter of proportion, as the vast majority of your conversations with your direct reports should be about work.

So yes, be friendly with your employees and get to know them on a personal level. But the majority of your conversation should be about work and the relationship should ultimately be a professional one.

  1. Stay visible

Woody Allen once said that 80 percent of success comes down to just showing up. There’s a degree to truth to that for managers – being visible with your team is incredibly important, as the more visible you are, the more connected people will feel to you, Dewett said.

In that vein, try to spend 5 to 10 percent of your day informally chatting to your employees, instead of just communicating in meetings or being tucked away in your office. That will go a long way to building strong relationships with your people.

  1. Clarify expectations with your boss

One oft-forgotten part of becoming a new boss is that you likely have a new boss as well. And while there’s a lot of focus on clarifying expectations with your employees, it’s equally important to clarify expectations with your new boss as well.

That means understanding your boss’s priorities and their main goals beyond the performance of your team, Dewett said. Additionally, it means talking to your boss about any changes that need to be made for you to succeed – such as more people or different tools, as an example.

  1. Set expectations and establish group norms with your team

Once you understand what your boss’s goals are, it’s time to clarify expectations with your team and establish group norms.

First, clarify expectations by acknowledging the accomplishments of the past while also sharing the goals for the next performance period, as well as your long-term goals for the team, Dewett said. The next step is then meeting with each of your direct reports one-on-one and establishing their specific goals.

It’s also important to establish norms with the team, Dewett said. Norms are guiding behaviors for how you and your team should act, and should be written down and sent to all members of your team.

What are some examples of norms? Everyone showing up on time for meetings, everyone being prepared for each meeting, everyone treating each other with respect, etc. And then ensure those norms are enforced, perhaps in a fun way. For example, perhaps every time a person is late, they have to contribute a dollar to the team’s coffee fund.

  1. Schedule time away from work for your friends and family

Research shows new managers invariably work more hours than they are used to and often feel large amounts of stress. For that reason, it’s important to literally schedule time away from work with your friends and family, or else those relationships could become strained, Dewett said.

Unfortunately, becoming a new manager will mean less free time. But, the key is working to make that time as high quality as possible, by allowing yourself to shut off from work and enjoying the free moments you do have.

  1. Learn, learn and learn some more

While you might have been a very skilled individual contributor, new managers are by definition inexperienced in management, and therefore need to learn new skills. The faster you can learn these skills, the quicker you’ll become an effective manager and ultimately the less stress you’ll feel.

Therefore, it’s critical to find time to learn when you become a new manager, Dewett said. That means reading articles, watching eLearning videos, seeking advice from more experienced managers and taking advantage of in-person management training, when available.

Additionally, as a new manager you need to better understand your own business and how teams interact with each other, Dewett said. To accomplish this, work to grow your professional network within the organization and learn your company’s processes and priorities, he said.

Doing these seven things won’t completely relieve you of stress, becoming a new manager is difficult. But they certainly will help.

Want to learn more? Watch Todd Dewett’s New Manager Foundations course today.

Some other LinkedIn Learning courses you might be interested in are:

These Are 6 Red Flags That You Shouldn’t Take the Job

https://www.fastcompany.com/40531646/these-are-6-red-flags-that-you-shouldnt-take-the-job?utm_source=postup&utm_medium=email&utm_campaign=&position=6&partner=newsletter&campaign_date=02202018

These Are 6 Red Flags That You Shouldn’t Take The Job

If you see one or more of these warning signs during your interview, maybe this isn’t the workplace for you.

“It is important for people to slow down and realize that it’s a two-way interview, because the job is only going to be a great experience for them if it’s a good fit,” says Carisa Miklusak, CEO of recruitment automation platform Tilr, based in Cincinnati. And there are often a number of clues about the job, company culture, and leadership if you just know what to look for, she says. Here are six red flags to watch out for.

Attitude And Appearance

You may be nervous, but take a moment to look around and observe your surroundings. What you see may tell you a lot about the company and its people. “From the time that you walk in, it starts with the receptionist. As you’re walking through the office, do people seem friendly, do they try to engage with you, say welcome, say hello, make eye contact?” says Tonya Salerno, principal staffing manager at WinterWyman, based in New York City. People who are happy in their work are generally curious about and friendly to newcomers, she says.

Also, take a look around the office. It doesn’t have to be prime office space, but do you get a sense that people have pride in their workplace? Are common areas tidy or in disarray? Does the place look clean? Do people have personal effects in their work space? Does it look inviting?

“I believe an office is like a second home, and that I should take pride in the space and the people with whom I would be working,” says Salerno.

Lack Of Preparation

When you sit down with the interviewer, do you have a sense that they know who you are? Has the interviewer reviewed your resume and have some familiarity with your background? If not, they may not be taking the job search as seriously as you are, or it may be a sign that the company has a lot of turnover and doesn’t invest much time in replacing people, Miklusak says. The interviewer should be familiar with the job for which you’re interviewing and have at least a basic familiarity with your background.

Hypothetical And Situational Questions

Miklusak says one of her best “job interview hacks” is to listen for hypothetical or situational questions. If an employer asks, ‘How would you react in a situation like this?” listen to the question, she says. “The interviewer is asking because you are likely to be in a situation like that, or in some type of situation where one could make a parallel between the question and the situation.”

So, if an interviewer asks you how you would react if you were in a chaotic situation with little direction, it might be a test to see how you manage disorder. But, it could also be that the interviewer is trying to figure out if you can manage the organization’s way of operating.

A Quest For Elusive Change

If your interviewer talks about how the company is ready for change or needs change, ask a few questions, says Sarah Connors, principal staffing manager and team leader at WinterWyman. Get more information on what needs to be changed, how long it’s been that way, and most importantly, how ready they are to change it.

“I’ve had candidates get excited to be the person to truly impact change at a company, just to find out later that the managing team isn’t ready to change things. So be sure it isn’t just an ideal they’re paying lip service to, but a reality they want you to help deliver,” she says. Or the company may put the responsibility for changing things on you without giving you the resources you need to be successful.

Improper Questions

There are a number of questions that interviewers aren’t allowed to ask by law. Yet a 2017 Associated Press and CNBC poll conducted by The Associated Press-NORC Center for Public Affairs Research found that more than half (51%) of those who have been on at least one job interview have been asked at least one inappropriate or personal question. Questions about marital status, medical history, and disabilities topped the list. If interviewers aren’t aware of basic employment law, that could be an indicator that they’re lax in other areas, too.

“It can be a real cultural flag. For example, if a lot of people are asking you if you have kids. It’s either a super-friendly family place, or they want to put you on a plane 100% of the time and they’re real concerned if you do [have children],” Miklusak says.

Comfort Questions

If an interviewer asks about your comfort level with certain factors, take note, Miklusak warns. “This question is a huge flag, ‘Do you think you will be comfortable here because . . . ‘ and then the because is something like, ‘Most of the people are younger than you’ or ‘This is a pretty male-orientated sales team,’” she says. Look for what the interviewer is trying to indicate about the culture. Such a question may reflect a flaw, lack of diversity, or issue that has been a problem in the past.

Section 02 - Rated Head Coach

CA, ROCKLIN — Rocklin Swim Team — Rated Head Coach — Listed November 23, 2018

Rated Head Coach
CALIFORNIA, ROCKLIN
Rocklin Swim Team
Listed November 21, 2018

 

 

Position Evaluation Results

(a self-scoring survey of what the club is offering)
Score Area
2.0     Compensation (5 points possible)
2.8     Stability (5 points possible)
1.5     Authority and Responsibility (5 points possible)
6.3     Total (15 points possible)
 Click here for a copy of the Position Evaluation for Rocklin Swim Team

 

 

The Rocklin Swim Team Head Coach is an experienced full-time swim professional that is inspired by our mission and enthusiastic about working with a growing program in Rocklin, California. We are dedicated to the wholesome development of the aquatics skills for every swimmer that is appropriate to their level of experience and ability. Please visit www.rocklinswimteam.org to learn more about our coach directed and board governed non-profit team. Submit resume and 3 references to vicepresident@rocklinswimteam.org.

 

Reports to

  • Board of Directors

Mission:
To provide the culture, training, and development for swimmers of all ages and abilities to become all that they choose to become.

  • Mavericks (USA team of 30 swimmers)
  • WAVE (Recreational team of 220 swimmers)
  • Splash (Pre-competitive team of 100 swimmers)
  • Spring Break & Summer Lessons (800 swimmers)
  • Spring Break Lifeguard Training (over 20 youth that are then employed on staff)
  • Summer Adaptive Lessons (80 swimmers living with disabilities)
  • Fall, Winter & Spring Sessions

 

Job Summary
Head Coach is energetic to lead, motivate, educate, and delegate, working directly with swimmers and the swim school manager, recreational head coach, pre-team lead coach, and USA coaching staff to increase level of coaching and swimmer performance in a unified manner for progression of swimmers. Collaborates with Aquatic Coordinator and Board to ensure the administrative duties for the team are met.

 

Duties

  • Execute team mission by having a strong relationship with swimmers and managing coaching staff with oversight of swim practices and promoting team culture that engage and develop swimmer abilities at all levels. Evaluates swim groups/programs to establish criteria for advancement to graduate swimmers through our programs and promote their development.
  • Hire, train, supervise and manage team coaching staff; write performance evaluations for lead staff and oversee their mentoring and professional development. Run biweekly coach meetings/trainings to build a strong collaborative team culture.
  • Manage staffing schedules with other lead/head team coaches and efficiently manage pool usage.
  • Hold periodic parent meetings to educate and inform parents.
  • Manage day-to-day pool deck operations (including but not limited to):
    • Season plans for all programs in collaboration with staff, meet schedules, meet preparation/management.
    • Evaluate training plans and goals for swimmer development, including managing the planning of training cycles with staff coaches. Create, execute and oversee the execution of these
    • plans to ensure a unified coaching approach across all ages/programs. Ensure staff coaches work with their swimmers for individual goal setting.
    • Enforce and communicate policy and procedures to coaches, athletes and parents.
    • Represent the team at swim meets, external meetings, and other required meetings or assign a delegate.
  • Participates in Board meetings to provide leadership for team short and long term objectives.

 

Qualifications

  • Current USA Coach Certification, including first aid and life-saving requirements
  • ASCA Level 3 Coaching Certification preferred
  • Familiarity with Team Unify and Hy-Tek
  • Team management skills, able to provide clear verbal/written direction to employees/swimmers/parents, and highly organized
  • History of success of coaching swimmers with different range of athletic ability
  • Self-directed, proven leader promoting teamwork as well as swimmer recruitment and retention
  • Bachelor’s Degree and prior collegiate swimmer strongly preferred

 

Salary based on experience with incentives including swim team membership growth and opportunities for additional compensation for private swim lessons. Reimbursement for travel and team related expenses. Team provides funding for coach educational opportunities.

 

We are an equal opportunity employer and prohibit unlawful discrimination based on race, color, religion, gender, sexual orientation, gender identify/expression, national origin/ancestry, age, disability, marital & veteran status.

MD, BALTIMORE — Mariner Swim Club (MSC) — Rated Head Coach and Program Director — Re-Listed November 12, 2018

Rated Head Coach and Program Director
MARYLAND, BALTIMORE
Mariner Swim Club (MSC)
Re
Listed November 12, 2018, Original Posting on July 23, 2018

 

 

Position Evaluation Results
(a self-scoring survey of what the club is offering)
Score   Area
1.7          Compensation
1.7          Stability
4.0          Authority and Responsibility
7.4          Total  (15 point scale)
 Position Evaluation for Mariner Swim Club

 

Reports To:       Board of Directors

 

General Summary:

The Mariner Swim Club (MSC) is a year-round USA Swimming competitive swim team offering high-quality professional coaching and technique instruction for all ages and abilities. As one of the premier USA swim clubs in Maryland, MSC prides itself on creating a positive environment and enriching experience for all members of the club with the goal to provide every member an opportunity to improve swimming skills and achieve success at his or her level of ability, from novice to elite-level competitor. The home pool for MSC is the Gilman School, a premiere K-12 independent school located in the Roland Park area of Baltimore, MD.

 

We are seeking a Head Coach and Program Director (“Head Coach”) to oversee all aspects of our competitive swim program, with direct coaching responsibilities. The overall objective of the position is to continue to guide and grow a USA swimming program that produces the highest attainable levels of competitive excellence in individual and team performance, while fostering a positive environment that fulfills MSC goals and vision. It is expected that the head coach will foster positive relationships, mentor as appropriate, and communicate well with their coaching staff, swim team members, swim team parents, the swim school director, and the Board of Directors. The Head Coach must develop the skills and talents of the team members and coaching staff while promoting teamwork, sportsmanship and encouraging personal development and excellence. The Head Coach will be expected to work in partnership with Gilman School staff, additional area pool management, Maryland Swimming and other stakeholders and further develop the team’s position as a leading program in Maryland.

 

Essential Functions and Responsibilities:

  • Serve as the overall Head Coach and Competitive Director for the team’s competitive program, providing leadership and guidance to the team’s committee chairs and administrators.
  • Develop the team’s training group structure, team policies
    • Group structure includes 6 levels plus swim school.
  • Manage day-to-day operating issues, including (but not limited to):
    • Facilities procurement and management
    • Recruiting of novice swimmers and swimmer retention
    • Drive regular staff meetings
    • Plan Team Practice Schedule and Meet Schedule, including team and coaches travel, meet entry assignments, and other meet administrative duties
    • Primary coaching responsibility will be for the senior swim group, but other coaching assignments may be included
    • Evaluate Training plans and goals for Swimmer Development for all athletes at all levels, including managing the planning of training cycles in conjunction with group lead coaches
    • Plan and lead all‐member parent meetings (in accordance with bylaws and in coordination with the Board of Directors)
    • Manage and delegate administrative duties
  • Enforce Team and LSC Policy and Procedures
  • Attend team Board of Directors meeting and provide monthly reports as to the status, policies and activities of the team and its staff
  • Finance responsibilities including:
    • Assist in preparation of an annual operating budget (to include coaches’ pay) with the team treasurer and administrative/business manager for Board approval.
    • Implement and manage expenditures in accordance with approved budget.
    • Review and gain Board approval for any required changes to budget.
  • Communication responsibilities including but not limited to:
    • board, swimmers, coaches, parents, LSC and public relations as well as delegation of communication in a timely fashion as appropriate for the situation

Supervisory Responsibilities:

  • Manage all hiring and personnel actions for competitive program and administrative staff including:
    • Competitive program coaching staff
    • Business Manager/Assistant Head Coach
    • Swim School director

Physical Requirements:

  • Required to travel periodically with athletes to “away” meets
  • Regularly required to walk, stand for long periods on the pool deck
  • Required to maintain USA Swimming coach certification, including first aid and life-saving requirements

Mental Requirements, Attitude and Approach:

  • Must possess VISION for MSC and excellent ability to communicate that vision through all levels of the club
  • Excellent written and verbal communications skills and demonstrated ability in fostering teamwork.
  • Interpersonal and communications skills to deal effectively with all levels of employees, club members, athletes, parents, Board of Directors and outside personnel.
  • Great leadership skills for coaches and athletes
  • Strong administrative skills
  • Coaches for the right reason: bringing out the best in our swimmers, both as athletes and as individuals
  • Drives team spirit
  • Proactive
  • Up-to-date on latest coaching techniques
  • Strong understanding of overall balance of training and taper techniques, both in water and dry-land, for all age groups, abilities, specialties and body types
  • Vision for appropriate balance of distance, sprint, technique and strength/conditioning work throughout the entire program.
  • Ability and vision for coach training and development
  • Ability to develop and implement a cohesive vision and coaching philosophy throughout the program, building swimmers from novice through senior levels
  • Must be involved not only in the top age group, but ensuring consistency throughout the entire program with progressive age-group development
  • Must have positive manner
    • Encouraging athletes to strive for their personal best
    • Approachable for athletes (and other club members including parents)
    • Inspirational leader
    • Driven & competitive
    • Inspires and supports the athletes
    • Even-handed and fair treatment of all athletes, regardless of ability or seniority level

 

Knowledge, Skills, Abilities and Other Qualifications:

  • Proven experience in Swim Coaching in leadership positions
  • A history of success coaching swimmers in a wide range of athletic ability
  • Current USA Swimming Coaching Certification
  • ASCA Level 2 Coaching Certification at a minimum
  • Familiarity with Team Unify and Hytek products
  • Experience with all administrative aspects of meet entry coordination for home and away meets
  • Bachelor’s Degree in a related field is a plus
  • Must pass USA Swimming and MSC background check and drug test requirements
  • Experience in the development, implementation, and execution of a comprehensive competitive swim program
  • Proven team management skills

 

Interested candidates should submit resume to president@marinerswimming.org

CA, CORONADO — Coronado Swim Association — Rated Head Coach — Listed October 14, 2018

Rated Head Coach
CALIFORNIA, CORONADO
Coronado Swim Association
Listed October 14, 2018
 

Position Evaluation Scores
Score    Area
1.9        Compensation
3.6       Stability
5.0       Authority and Responsibility
10.5      Total

You can download a copy of the Position Evaluation Here:
 Coronado Swim Association

 

Coronado Swim Association is a year-round competitive swim team located in Coronado, CA.  The team typically averages 100 members ages 6 and up from novice to Junior National qualifiers, and has been in been in Coronado for 55 years.

 

Coronado Swim Association is a non-profit, board-supported program.  We are searching for an energetic head-coach/executive director to develop our swimmers and continue to grow our program.

 

The selected applicant will have the opportunity to be mentored by UCSD coach David Marsh.

 

The CSA Head Coach will be responsible for all aspects of operating a year-round competitive swim program.  Duties include but are not limited to:

  • Establish workout groups, schedules, and criteria for advancement
  • On deck coaching and supervision of senior elite swimmers
  • Development and oversight of training programs for all groups
  • Develop, mentor and supervise age-group coaches
  • Plan team meet schedules
  • Attendance and team leadership at swim meets, to include out-of-area meets
  • Establish and maintain relationships with regular and timely communication with swimmers, parents, coaches and board members
  • Attend monthly Board of Directors meeting
  • Hold periodic parent meetings to educate and inform parents
  • Serving as team representative with San Diego-Imperial Swimming LSC
  • Assist in annual fund raising activities
  • Assist in marketing CSA through social media presence
  • Be a positive role model, maintain high ethical standards, and adhere to USA Swimming Coaches’ Code of Conduct

 

The ideal candidate has:

  • At least 5 years experience as an age group coach of a competitive swim team
  • Up-to-date understanding of latest coaching techniques through research and continuing education through USA Swimming or ASCA
  • Ability and desire to work with parents as part of swimmer development
  • ASCA level 2 or higher
  • Bachelor’s degree and personal experience in competitive swimming at the college level
  • Track record of swimmer retention and recruitment
  • Track record of swimmer development at the national level
  • Experience with Team Unify and Hy-Tek
  • Excellent written and verbal communication skills as well as demonstrated ability to foster teamwork

 

Requirements:
Must be a USA-Swimming registered swim coach and able to pass the USA-Swimming background check and USA Swimming Athlete Protection Program.

 

Position is open immediately, and applications will be accepted until the position is filled. Salary based on experience with incentives including swim team membership growth, ASCA certification level and team performance.

 

Please email resume, along with coaching philosophy, names of references and salary expectation to coronadoswimpresident@gmail.com
 

CA, ARCATA — Humboldt Swim Club — Rated Head Coach — Listed October 14, 2018

Rated Head Coach
CALIFORNIA, ARCATA
Humboldt Swim Club
Listed October 14, 2018

 

Position Evaluation Scores
Score    Area
2.5        Compensation
3.3        Stability
4.0        Authority and Responsibility
9.8        Total

You can download a copy of the Position Evaluation Here:
 Humboldt Swim Club

 

Humboldt Swim Club has an immediate opening for a positive, experienced, enthusiastic head coach for their year-round competitive swim team.

 

Humboldt Swim Club is a non-profit, board-governed, head-coach charged swim team located in Arcata, CA that practices at the Arcata Community Pool and the Humboldt State University pool.

 

The mission of Humboldt Swim Club is to provide the youth of our community with a USA Swimming club and to promote the sport of swimming in our area. The team currently has 105 members, from novice to Junior National qualifiers.

 

Duties include but are not limited to:

  1. On deck coaching/training of Senior group
  2. Development and oversight of training program for all groups
  3. Develop, mentor and supervise part-time/age-group coaches
  4. Development of staff schedule for practices and meets
  5. Attendance and leadership at swim meets
  6. Establish and maintain relationships with regular and timely communication with swimmers, parents, coaches and board members
  7. Serve as team representative with Pacific Swimming

 

The ideal candidate has:

  1. 2+ years’ experience as a head coach of a competitive swim team
  2. An impeccable understanding of swim stroke mechanics
  3. Experience supervising and mentoring a staff of 2 or more age group coaches
  4. ASCA level 2 or higher
  5. Bachelor’s degree and personal experience in competitive swimming at the college level
  6. Track record of swimmer retention, recruitment
  7. Track record of swimmer development at the national level

 

Requirements:
Must pass a background check from USA Swimming and complete the USA Swimming head coaching requirements.

 

Position is open immediately. Applications accepted until position filled. Salary based on experience with incentives including swim team membership growth, ASCA certification level and team performance.
Humboldt Swim club website: http://www.teamunify.com/Home.jsp?team=pchsc

 

Please email resume (including names of references) to:

Humboldt Swim Club, Board of Directors
email: ivybreen@gmail.com
Email or call Ivy for more information

(707) 832-2364

 

About Arcata, CA:

Arcata, CA is located in the heart of northern California’s coastal redwood region. The redwood coast is known for outdoor activities includes hiking, biking, backpacking, surfing, fishing, camping, river rafting, kayaking, golf and more. Humboldt State University, located in Arcata, and nearby College of the Redwoods provide excellent educational opportunities, as well as entertainment and culturally enriching activities. Arcata is located approximately 275 miles north of San Francisco, and overlooks historic Humboldt Bay. Arcata enjoys a desirable quality of life including a small town atmosphere, moderately priced housing, light traffic and large expanses of rural open space. The temperate climate of the region is characterized by warm winters and cool summer temperatures.

 

 

Section 03 - Other Head Coach / Site Coach

OK, TULSA — Trident Aquatics — Head Coach — Listed November 28, 2018

Head Coach
OKLAHOMA, TULSA
Trident Aquatics
Listed November 28, 2018

 

 

Trident Aquatics, located near Tulsa, Oklahoma, is searching for a full time head coach to lead our athletes towards greatness. Trident is a relatively small club and deliberately roster-capped to provide very individualized attention to our swimmers. We embrace a continuously learning culture and take advantage of emerging technology in our sport. We are coach-owned, and empower coaches to create the culture and standards within our program. Our athletes range in age from 12 to 19, and we have placed swimmers at Sectionals, Futures, Jr. National, National and the Olympic Trials.  Our club is in the process of building our own first-class training facility (expected completion 2019), and this head coach position is expected to evolve into a more expansive, career-building role within the organization.

 

For further insight into our program, visit www.TridentAquatics.Club

 

Compensation: Very competitive, full-time salaried position commensurate with experience and career track.

 

Qualifications:

1) Member in good standing with USA Swimming: Coach Member
2) Bachelor’s degree preferred, but not necessarily required
3) Enthusiasm and demonstrated high-level leadership, acumen and athlete success track record
4) Strong communication skills (swimmer, parent, staff) via oral and electronic means
5) A career-minded intent, with entrepreneurial and developmental skills

 

Please send resume and two references, or direct questions to:

Sean Callan
Trident Aquatics Club
sean@TridentAquatics.Club
www.TridentAquatics.Club

WI, STEVENS POINT — Stevens Point Area YMCA — Competitive Swimming Director — Listed November 19, 2018

Competitive Swimming Director
WISCONSIN, STEVENS POINT
STEVENS POINT AREA YMCA
Listed November 19, 2018

 

DEPARTMENT: Aquatics and Swim Team
NUMBER OF OPENINGS: 1
HIRING STATUS: Immediate
APPLICATION DEADLINE: December 14th, 2018 or until a qualified candidate is identified

 

POSITION RESPONSIBILITIES:
Under the direction of the Associate Executive Director, and in accordance with the policies of the Stevens Point Area YMCA, the Competitive Swimming Director will oversee all competitive swimming program operations, ensure the safety of program participants, and provide direct member service. This position works independently under general direction and is expected to determine how to accomplish tasks.

 

PRIMARY QUALIFICATIONS:
Skills: Requires a highly motivated person with enthusiastic leadership ability and strong background in competitive swimming. Extensive coaching knowledge and teaching experience preferred. Ability to organize, prioritize, and manage tasks with limited supervision; proficient in computer operations, including Outlook, Word and Excel.

Education and Training: Degree in Recreation, Physical Education or a related field. Must be willing to acquire Lifeguard, CPR and First Aid certification, along with all USA Swimming or YMCA related certifications within 90 days.

Physical Requirements: Must be able to easily move through all areas of our facility, and communicate effectively in verbal and written form. Must be able to routinely demonstrate proper competitive swimming techniques and perform functions to members and staff, including and not limited to squatting, bending, kneeling, and spotting program participants. Must be able to tolerate chlorine and temperatures up to 90 degrees with high humidity. Must be comfortable and able to work with children while swimming.

 

Position responsibilities and qualifications are detailed in the Position Description, available on the YMCA website.

 

SCHEDULE:
Full-time, exempt position; 40+ hours per week; flexible schedule based on swim team practice and meet schedules.

 

BENEFITS:
Full benefit package, including life/medical/dental/disability insurance, retirement contribution, flexible benefit spending accounts, generous paid-time-off, YMCA family membership, and on-site, reduced-rate child care.

 

ABOUT THE Y:
SPDY is a non-profit, age group swim team that operates under the YMCA of the USA Swimming Organization through the sponsorship of the Stevens Point YMCA. Our core values serve to unite our members with a common cause, a shared belief and common principles to guide our behavior, interactions with each other and decision making.

 

At the Y, we work hard but have fun doing it. Words that our employees have used to describe the Y work environment: sense of belonging, camaraderie, family-friendly, supportive, welcoming, team atmosphere, fast-paced, meaningful, energetic. The Y is about youth development, healthy living and social responsibility, with emphasis on the core values of respect, responsibility, honesty and caring. The Y offers more than just a job– it offers a cause to embrace. We are conveniently located in central Stevens Point within blocks of the University.

 

HOW TO APPLY:
Fully completed Stevens Point Area YMCA Employment Application is required, along with a cover letter and resume. Application is available online at https://www.spymca.org/employment/

 

INQUIRIES:
Contact Uyvonne Hicks, Employment Specialist, at uhicks@spymca.org or 715-342-2980 ext. 357

 

FL, TAMPA — Tampa Metropolitan Area YMCA — Senior Director of Aquatics & Competitive Swimming — Listed November 2, 2018

Senior Director of Aquatics & Competitive Swimming
FLORIDA, TAMPA
Tampa Metropolitan Area YMCA
Listed November 2, 2018
FLSA Status: Full-time, Exempt
Location: New Tampa > Tampa, Florida
Starting Annual Salary Range: $55,000-$65,000
 

FULL-TIME BENEFITS PACKAGE:

The Tampa Metropolitan Area YMCA provides a progressive work environment with great benefits and a competitive salary; 12% employer-funded, fully vested retirement plan after two years of services; 403(b) savings plan; excellent, yet affordable health benefits including medical, dental, vision, life, and disability insurance; complimentary YMCA family membership with program discounts; generous paid time off package with a minimum of 27 days; and the ability to work with innovative, talented and diverse individuals driven by a ‘best in class’ philosophy with ongoing professional development opportunities. Florida, also known as the Sunshine State, has no state income tax!

 

POSITION SUMMARY:

The Tampa Metropolitan Area YMCA is a top-rated ‘4-star’ Charity Navigator and Guidestar ‘Gold’ rated non-profit charitable organization for youth development, healthy living and social responsibility. Join a cause-driven association with a focus on nurturing the potential of every child and teen, improving the nation’s health and well-being and providing opportunities to give back and support our neighbors. Learn more about the Tampa YMCA at www.tampaymca.org.

 

Located in sunny Florida, the Tampa Metropolitan Area YMCA offers an ideal location with beautiful weather affording a desirable setting for an active outdoor lifestyle year-round, is close to many beaches and theme parks, offers a low cost of living and Florida is one of very few states that has no state income tax.

 

We are seeking a proven, self-motivated, cause-driven professional to join our team. Under the direction of the Association Aquatics Executive and responsible to the Family Center Executive Director, the Senior Director of Aquatics & Competitive Swimming is responsible for providing Cause-Driven leadership to the Aquatics department and Competitive Swimming program across multiple sites and serves on the center management team, playing an integral role in membership acquisition, engagement, and retention. The Senior Director will be responsible for creating and implementing an integrated program strategy to support membership while delivering services as outlined by the association to include organization-wide standards and consistencies throughout all aquatic and competitive swimming programs. The Senior Director will provide supervision to multiple aquatic department staff teams driving superior program quality, ensuring all programs support membership, increasing program enrollments, and enhancing the member/participant experience. This position ensures that their teams operate efficiently and employs a continuous improvement model to meet and/or exceed goals for member/participant satisfaction, financial management and overall growth.

 

Critical areas of expertise include: leading others and working in teams, highly organized multi-program management, delivering and managing programs focusing on quality, proven results in growth in programs, successfully overseeing a Coordinator, part-time and entry-level teams and interviewing, hiring and onboarding associates.

 

 

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:

Program Quality and Growth

Aquatic Operations:

  • Directs and supervises aquatic program activities to meet the needs of the community and fulfill YMCA objectives. To include direction, oversight and supervision of synchronized swimming and competitive swimming across multiple program sites.
  • Provide direct supervision, leadership and coaching for competitive swimming at the New Tampa Family YMCA.
  • Establishes new program activities and expands program within the community in accordance with strategic and operating plans.
  • Develops and maintains collaborative relationships with community organizations.
  • Recruits, hires, trains, develops, schedules and directs personnel and volunteers as needed within aquatic and program departments.
  • Reviews and evaluates associate performance.
  • Develop, plan and ensure implementation of season plans across multiple program sites with a focus on swimmer development at all levels, including managing the planning of training cycles in conjunction with assistant coaches.
  • Coordinates, attends and executes swim team competitions, including meet schedules, meet entries, staffing and travel for competitive swimming programs across the Association.
  • Coordinate swim team practice schedules in partnership with Aquatic Directors to ensure a balance between program quality and member experience.
  • Develops strategies to motivate staff and achieve goals.
  • Responsible for daily pool operations and compliance to all state, local and YMCA health & safety regulations.
  • Conducts and ensures proper maintenance of pools. Maintains accurate records for pool operation to include pool chemical checks and routine maintenance.

General Job Functions:

  • Ensures quality programming and “Best in Class” member experience
  • Responds to member and participant concerns in a timely manner, ensuring a positive program experience for members and participants. Anticipate and exceed expectations consistently throughout programs.
  • Develops and implements association survey and measurement strategies and action plans – NPS.
  • Participates in development of new programming, strategies, training, and execution of organizational plans to achieve strategic plan targets for programming.
  • Responsible for achievement of program enrollment, and revenue to monitor and report on achievement of goals.
  • Develops and controls department budgets so that resources are devoted to top priorities and strategic objectives.
  • Serves on Association cabinets, innovation teams, training, and conferences as directed
  • Assists in all other areas as assigned

 

Team Leadership 

  • Provides direct supervision and leadership to the Aquatics Coordinator and key program leaders to hire, develop, motivate and retain a committed team passionate about the YMCA’s mission, safety and service to members, and the Tampa Y promise.
  • Provides direct supervision to all direct reports and ensures their professional development and success.
  • Supervises and leads program teams to create and maintain meaningful and impactful relationships.
  • Manages associate schedules and payroll for departments ensuring efficient use of resources occurs within programs at all times.
  • Ensures compliance with all federal, state and county laws and regulations related to payroll, licensing, child labor laws, etc.
  • Participate in successful annual support campaign and provide leadership to staff giving and engagement.
  • Completes all job related, supervisory and other trainings as required.

 

Safety and Risk Management

  • Ensures all Tampa Y program standards and best practices are implemented and followed. Applies YMCA policies and procedures, including those related to best practices, emergency procedures, medical and disciplinary situations and child abuse prevention.
  • Ensures all program associates are properly trained and prepared for emergency situations. This includes implementing and following training requirements in addition to ensuring proper reporting of all incidents/accidents according to risk management procedures.
  • Maintains proper records, including associate certifications, meetings, and trainings.
  • Schedules associates and volunteers in accordance to safety and program needs and ensures all safety and program ratios are followed.
  • Monitors programming to adhere to all state, local and YMCA health & safety regulations.

 

REQUIREMENTS:

Education/ Experience Required:

  • BA/BS in Sports Management/Recreation/Health Sciences or related field preferred.
  • Minimum of 5 years of experience in aquatics and competitive swimming. Experience should include aquatic operations, swim lesson program oversight and competitive swimming program oversight and coaching. Supervisory and payroll management experience required.
  • Experience serving on leadership team of a Y (or similar) membership organization serving over 2,500 membership households (preferred)
  • Proven results in increasing program quality and growth through exceptional planning and organizational skills.
  • Highly motivated with the consistent ability to meet or exceed goals, cultivate and retain program participants.
  • Ability to quickly build rapport and develop effective relationships with program prospects and others to achieve goals.
  • Consistently self-driven and goal-oriented with the ability to set effective team and individual goals and take ownership for results.
  • Demonstrated ability to multi-task and adapt to changing contexts and priorities.
  • Strong analytical and critical-thinking skills with the ability to identify and leverage relevant data to use in planning and decision-making.
  • Ability to understand, adapt to and interact with diverse people, teams, perspectives and cultures.
  • Proficient in using email, Internet, and other PC-based applications with the ability to learn and adapt to new technology.

 

Certifications/Trainings Required:

  • Must obtain within 30 days of employment and then maintain current certifications in CPR/AED Basic Life Support, First Aid and Oxygen Administration. YMCA Swim Lesson Instructor and YMCA Lifeguard certification and/or certification by a nationally recognized provider required. YMCA Trainer and/or Faculty certifications preferred. United States Swimming Coaching certification and American Swim Coaches Association (ASCA) Level 2 or higher required. Principles of YMCA Competitive Swimming preferred. Certified Pool Operator certification preferred.
  • Maintain other required certifications as stated in the training matrix.

 

EOE/DFWP

 

HOW TO APPLY:
Apply online @ https://re11.ultipro.com/TAM1001/JobBoard/JobDetails.aspx?__ID=*1044EEE6B5D75AFF

 

Questions?
Please contact Amanda Walker, Association Aquatics Executive, @ amanda.walker@tampaymca.org and/or 813-224-9622.

 

Deadline to Apply?
Resumes accepted until position has been filled.

 

 

MT, WHITEFISH — Wave Ryders Swim Team — Head Swim Coach – Part Time — Listed November, 9, 2018

Head Swim Coach – Part Time
MONTANA, WHITEFISH
Wave Ryders Swim Team
Listed November, 9, 2018
Minimum Qualifications:

  • Must be a registered coach with USA Swimming.
  • Must possess Safety Training for Swim Coaches certification.
  • Lifeguard Certification preferred but not required.
  • Must possess current CPR and AED certifications.
  • Must possess a current First Aid certification.
  • Must have ASCA certification level 2 and the equivalent of 3 years coaching experience.
  • Must demonstrate a high level of maturity and have a proven record of responsibility.

 

Status:

  • Part Time.
  • Position may be combined with other part time work to contribute toward full time status.

 

Compensation:

  • $14.00-$17.00/hour DOE
  • Competitive Wage
  • Social Security and Medicare Contributions
  • State Unemployment Insurance
  • Full membership
  • Employee Discounts

 

Schedule:

  • Variable shifts.
  • Weekends and evenings necessary.

 

Closing Date:

  • Open until filled.

 

Application Procedures:

  • Submit letter of interest and resume to Lisa by e-mailing lisa@whitefishwave.com
  • Feel free to call or stop by as well.

 

Summary of Work:

  • The Head Swim Coach plays an integral part in the continuum of quality swim         instruction at The Wave.
  • Providing a positive environment where each swimmer has the opportunity to reach their potential as a swimmer technically, physically, and mentally.

 

Job Description:

Download A complete job description.
 Wave Ryders Job Description

 

Section 05 - Age Group Coach

MA, CAPE COD — Cape Cod Swim Club — Coach/Teacher: LTS-Age Group-Masters — Listed November 23, 2018

Coach/Teacher: LTS-Age Group-Masters
MASSACHUSETTES, CAPE COD
Cape Cod Swim Club
Listed November 23, 2018

 

The Cape Cod Swim Club has an opening for a teacher and Coach. Our ideal candidate would be an inspiring teacher at the learn-to-swim level starting with five year olds.  She/he would also be comfortable coaching beginning competitive swimmers under age 12. An additional bonus for the Club would be if the candidate has the ability and willingness to coach Masters Swimmers.

 

The Cape Cod Swim Club (CCSC) is one of the oldest and most stable Clubs in New England having been started in 1972. It has the same Director today as it did 47 years ago. It has 3 full time Coaches, all of whom have been with the Club for twenty years or more in addition to a full time Coach who came through the CCSC program. There are 14 part time teachers and Coaches. 8 members of the staff were swimmers in the CCSC.  The CCSC “Home” pool is the Massachusetts Maritime Academy where the CCSC has been since 1978, making it the oldest Club/College relationships in New England.

 

The CCSC has produced Jr. National Qualifiers almost every year since 1984. The Club was represented in the 2004/2008/and 2016 Olympic Trials. Its swimmers have set New England records in every decade since the 1970s. As the Club has thrived on Cape Cod with very few “feeder” programs, it is clear that the “backbone” of the CCSC is the Learn-to-Swim program without which the CCSC could not thrive or even survive.  Priority #1 is doing a terrific job with our learn-to-swim kids. There are about 280 children in the CCSC Learn-to-Swim programs in 11 months of the year.

 

The CCSC operates in six different pools and is now about to add another warm water teaching pool. The Club is also well along in the process of building a new facility in partnership with YMCA Cape Cod. The new facility is designed to have 50 meter training lanes and a warm-water teaching pool.

 

Our candidate is someone who will be able to live on Cape Cod. Salary is negotiable and the club is flexible in terms of designing this job with the person in mind and keeping with the abilities and goals of the candidate. The job can also change and grow with the teacher/coach.

 

If interested, please call Marc Solomon at 508-564-5690.

AZ, SCOTTSDALE — Scottsdale Aquatic Club — Full Time Head Age Group Coach/11-12 Director — Listed October 22, 2018

Full Time Head Age Group Coach/11-12 Director
ARIZONA, SCOTTSDALE
Scottsdale Aquatic Club
Listed October 22, 2018

 

SCOTTSDALE AQUATIC CLUB is seeking a highly motivated and energetic coach to fill the role of Head Age Group Coach/11-12 Director. The ideal candidate will have high energy and passion for swimming, be charismatic and personable, be knowledgeable about technique and stroke mechanics of the sport and be willing to help drive club growth. This coach will support and carry out the mission of Scottsdale Aquatic Club and the philosophy of the Head Coach.

 

Experience Expectations:
–Up to date USA Swimming credentials
–5-7 years coaching experience (at least 3 years leading a top 11-12 age group)
–Strong communication skills with swimmers, parents and coworkers
–Ability to manage assistant coaches
–Knowledge and ability to teach technique and stroke mechanics
–Knowledge and to set up a training plan
–Ability to create strong connections with swimmers and parents
–Seek knowledge and experience to grow as a coach
–Ability to work with different ages and ability levels
–Experience/knowledge of technology (video, social media, etc)

 

Job Expectations:
–Work with the Head Coach to design and plan training
–Lead age group program in pursuit of State Championships
–Attend weekly staff meetings
–Lead coach committees to help club growth and development
–Maintain positive and encouraging environment for the age group program
–Develop comprehensive dryland and pool training for 11-12 division
–Manage 11-12 Division assistant coaches (3-4 coaches)
–Manage 125-150 swimmers in the 11-12 Division

 

Job Requirements:
–USA Swimming registered coach
–Lifeguard certified (preferably Starguard)
–CPR/First Aid certified
–Coaches Safety for Swim Coaches
–USA Swimming background check completed and passed
–USA Swimming Athlete Protection training
–Knowledge of TeamUnify online team management program
–Travel to out of town meets as necessary
–Understand that this position will require working evenings and weekends
This is a great opportunity to work with a USA Swimming Gold Medal Team. Professional growth opportunities available.

 

Full-Time position. Salary commensurate with experience. 403B retirement matching program.

 

We are looking to hire this position to start in January and work with current Head Age Group Coach through March 30.

 

If interested, contact Head Coach/CEO Kevin Zacher: kzswim@hotmail.com; 480-628-8772.

OH, NORTHEASTERN OHIO — Lake Erie Silver Dolphins (LESD) — Assistant Age Group Coach (Part-Time) — Listed October 22, 2018

Assistant Age Group Coach (Part-Time)
OHIO, NORTHEASTERN OHIO
Lake Erie Silver Dolphins (LESD)
Listed October 22, 2018

 

ASSISTANT AGE GROUP COACH (Part-Time)

The Lake Erie Silver Dolphins (LESD) is seeking an assistant age group coach for the USA Swim Club in Northeast Ohio. The coach will manage designated practice groups. This is a part-time position requiring 10-15 hours per week, beginning as soon as possible. The assistant age group coach reports to the LESD Head Coach and the LESD Chief Administrator.

 

ABOUT THE LAKE ERIE SILVER DOLPHINS (LESD)

LESD is the top-ranked USA Swim Team in the Lake Erie Swimming District and creates opportunities for each swimmer to develop to his/her potential not only in the pool but as a world-class citizen. LESD has six practice locations across Ohio and Pennsylvania and is part of the Lake Erie Swimming LSC with novice to Olympic level athletes.  LESD coaches have a unique opportunity to collaborate with each other, coach other swimmers at meets, travel to high profile meets, and grow their coaching skills and careers.

 

THE POSITION

LESD is seeking a dynamic and passionate coach who is committed to expanding swimmers’ abilities, and working collaboratively with the LESD coaching team. Responsibilities include:

  • Coach and manage practice groups, and provide daily feedback to every swimmer
  • Teach stroke technique and endurance
  • Collaborate with other LESD Coaches
  • Plan workout routines
  • Interact positively with parents, swimmers, and other coaches

 

QUALIFICATIONS

  • 1+ years coaching and workout/season planning experience required
  • Strong leadership skills, and mentality to “keep swimming fun”
  • Positive, education-based approach with school age children
  • Ability and commitment to work, train, and instruct multiple practice groups in the afternoon every day. Hours will change during holiday breaks & summer schedule.
  • Ability to attend majority of swim meets where LESD swimmer(s) are participating
  • Strong stroke technique and endurance background; patience working with younger swimmers
  • Strong customer service and decision making skills
  • Excellent verbal and communication skills
  • Knowledge of Hytek Meet Manager, Team Manager, and Team Unify, team administration skills are appreciated

 

HOW TO APPLY

Please e-mail your resume, 3 references, your coaching philosophy, and a cover letter to: C.J. Musser, Chief Administrator at cmuss@hawken.edu

We are committed to diversity recruiting.

 

Section 06 - Assistant Coach

FL, MIAMI — Alper J Swim Club — Assistant Swim Coach — Listed November 28, 2018

Assistant Swim Coach
FLORIDA, MIAMI
Alper J Swim Club
Listed November 28, 2018
 

The Alper J Swim Club is performing a nation-wide search for an assistant USA Swimming coach. This coach will help us with the expansion of our Swim School, Masters, and Club programs.  In addition to the aforementioned duties, our new coach will help run the administration side of our Club.  The opportunity is a fulltime, salaried position that includes a benefits package.  Please email Derek J. Gelber (Aquatics Director & Head Coach) at dgelber@alperjcc.org to submit a resume, schedule an interview, or address any questions you may have.

CA, ROCKLIN — Rocklin Swim Team — Assistant Head and USAS Age Group Coach — Listed November 26, 2018

Assistant Head and USAS Age Group Coach
CALIFORNIA, ROCKLIN
R
ocklin Swim Team
Listed November 26, 2018

 

The Rocklin Swim Team is looking for a part-time Assistant Head Coach for our seasonal program who will also serve as an Age Group Coach for our year-round team.  We are seeking an experienced swim professional who is inspired by our mission and enthusiastic about working with a growing program. We are dedicated to the wholesome development of the aquatics skills for every swimmer that is appropriate to their level of experience and ability. Please visit www.rocklinswimteam.org to learn more about our coach directed and board governed non-profit team. Submit resume to coordinator@rocklinswimteam.org.

 

Reports to

  • Board of Directors

 

Mission:
To provide the culture, training, and development for swimmers of all ages and abilities to become all that they choose to become.

  • Mavericks (USA team of 40 swimmers)
  • WAVE (Recreational team of 220 swimmers)
  • Splash (Pre-competitive team of 100 swimmers)
  • Spring Break & Summer Lessons (800 swimmers)
  • Spring Break Lifeguard Training (over 20 youth that are then employed on staff)
  • Summer Adaptive Lessons (80 swimmers living with disabilities)
  • Fall, Winter & Spring Sessions

 

Job Summary
The Assistant Head Coach for our seasonal program and Age Group Coach for our year-round team is energetic to lead, motivate, educate, and delegate, working directly with swimmers and the recreational head coach and USA coaching staff to increase level of coaching and swimmer performance in a unified manner for progression of swimmers.

 

Duties

  • Organize and direct coaching activities and help train and supervise junior staff in executing their duties.
  • Develop and execute season plan that includes coach-swimmer goal setting and timely review of DQ slips to provide swimmer with a corrective action plan for the following swim meet.
  • Prepare practice and communicate meet schedules.
  • Coach and instruct participants in various aquatic techniques.
  • Responsible for efficient and effective supervision of pool facilities during team activities.
  • Maintain discipline during workouts and meets.
  • Enforce RST policies and water safety procedures; effect swimming rescues; render first aid and CPR as required.
  • Build and maintain positive working relationships with co-workers and team members.
  • Attend all meets, coach/staff meetings, team functions as requested representing Rocklin Swim Team.
  • Respond to parent inquiries and emails in a timely manner.

 

Qualifications

  • Prior to appointment a current American Red Cross Water Safety Instructor (WSI) Certification or equivalent
  • Prior to appointment a current American Red Cross Lifeguard Training, Administering Emergency Oxygen, Title 22 First Aid for Public Personnel, and CPR/AED for the Professional Rescuer Certification
  • Prior experience performing swim coaching duties and leading a youth training group
  • History of success of coaching swimmers with different range of athletic ability
  • Experience as a collegiate swimmer
  • Strong communication (written and verbal) skills
  • Self-directed with organizational and leadership skills

Section 10 - International Positions

AUSTRALIA, SYDNEY — Carlile Swimming Team — Head Coach — Listed December 4, 2018

Head Coach
AUSTRALIA, SYDNEY
Carlile Swimming Team
Listed December 4, 2018

 

Employer
Carlile Swim Centres

 

Work Type
Permanent, Full Time

 

Salary
Structured to attract an applicant of the highest calibre

 

Salary Currency
Australian Dollar

 

Location
Sydney, NSW, Australia

 

Information
Carlile Swimming Team is seeking applicants for the role of Head Coach, Carlile Swimming Team.

 

Carlile Swimming provides swimming programs for all ages, from babies to Olympians. We have been pioneering new teaching and training methods for more than half a century and we are recognised worldwide as a leader in all aspects of aquatic education. Carlile Swimming employs over 600 staff across 9 swim schools and 4 competitive training sites. Every week we help 25,000+ kids become safer and more confident in and around the water.

 

Our company founders, Forbes and Ursula Carlile, are world renowned Olympic swim coaches, pioneering sports scientists and educators. Their collective passion and dedication to excellence in swimming training and education has resulted in well-deserved global recognition and awards over many years.

 

Carlile Swimming has a proud history of performance excellence in competitive swimming and is seeking a new Head Coach of the Carlile Swimming Team. A brief description of the experience and personal attributes of the person we are seeking is provided below.

 

Desired Experience, Qualities and Attributes of the Head Coach:

Strategy and Vision

  • Strong strategy formulation ability – to meaningfully contribute to an evolving strategy that will take the Carlile Swimming Team to be the leading high-performance program in the country

 

Team Leadership

  • Appreciative of the heritage and values underpinning the Carlile culture, while also understanding what it takes to evolve a world-class competitive swim team, with distinctive strength at all levels of the pipeline
  • Demonstrates honesty and humility, presence and credibility, an engaging communicator; has the track record to gain immediate respect as a source of leadership for the entire Carlile Swimming Team
  • Can work with, and leverage, the Carlile system and pathways i.e. someone who – while having primary responsibility for the high-performance program – will take an interest at all levels. Can identify talent and foster a system that encourages and nurtures talent.

 

Technical Excellence

  • Diversity of experience coaching swimmers to success at domestic and international level, across multiple events and disciplines, with male and female athletes
  • High technical expertise (ideally with sound understanding of principles of physiology, biomechanics, strength and conditioning and sports psychology), and the ability to apply – and communicate – this information in a practical manner to enhance the performance of swimmers
  • The nous and professional standing to pull together a network of leading specialists in each required technical area to advise coaches and swimmers as required and supplement Carlile coaches’ expertise and experience
  • The discipline and foresight to encourage a performance planning culture amongst the coaching staff that delivers a process that articulates the actions required to give each swimmer the best possible chance to achieve target goals, while also looking after the well-being and growth of the ‘whole person’

 

People Leadership

  • The credibility to attract, develop and retain the best coaching talent in the country
  • A proven track record of creating a positive team environment for our coaches and knows how to support and develop them to reach their potential

 

Stakeholder Leadership

  • Excellent communication and relationship-building skills across the range of stakeholder groups – internal to Carlile e.g. parent groups, and external to Carlile e.g. SSSM providers, media, SAL, SNSW, ASCTA, NSWIS, sponsors

 

Personal Attributes

  • Unquestioned ethics and integrity; sound moral compass
  • Interested in the athlete as a whole person, and swimming’s role in personal development
  • Grounded, centred behaviour; measured and consistent in demeanour and decision -making process; calm under pressure; steady and consistent style that people at all levels of the Team can line up to
  • Knowledge and appreciation of the Carlile history, and will be proud and excited to make a contribution to the Carlile legacy and honour the traditions of Forbes and Ursula Carlile
  • Demonstrates the energy and motivation to get their hands dirty and build a high-performance program, as well as maintain it
  • Curious to learn, to personally grow, to challenge themselves, to be open to new perspectives

 

Closing Date
5pm December 19, 2018

 

Apply To
Matt Adair

 

How to Apply
Please email your written application, including your CV, by the closing date to:

Matt Adair
Competitive Programs Manager
Carlile Swimming
Suite 152, 117 Old Pittwater Road
Brookvale, NSW 2100

 

Email – madair@carlile.com.au

Section 11 - Aquatic-Related Positions

NY, BROOKLYN — YMCA of Greater New York, The Dodge YMCA — Listed October 19, 2018

Lifeguards – Part Time and Full Time
NEW YORK, BROOKLYN
YMCA of Greater New York, The Dodge YMCA
Listed October 19, 2018

 

 

The YMCA of Greater New York is here for all New Yorkers — to empower youth, improve health, and strengthen community. Founded in 1852, today the Y serves a diverse population of more than half a million New Yorkers who learn, grow, and thrive through programs and services at our 24 branches. Community is the cornerstone of the Y.  Together, we connect active, engaged New Yorkers to build stronger communities.

 

The Dodge YMCA is seeking qualified individuals who will be responsible for the health and safety of patrons using the facility.

 

Responsibilities:

  • Must be Instructor Ready: uniform, pocket face mask/gloves, whistle and rescue tube.
  • Continuous and active scanning of the pool.
  • Ensure instructional equipment remains in good condition; have all equipment ready prior to classes and put away after.
  • Know and understand the Emergency Action Plan and Emergency Evacuation Routes.
  • Enforce aquatics safety rules consistently and fairly.
  • Perform second duties, as requested, only when not lifeguarding.
  • Maintain positive relationships with members and staff.
  • Follow the directions of the YMCA of Greater New York aquatic supervisors, in accordance with the YMCA aquatic standards.
  • Must attain the YMCA Lifeguard certification within 90 days of hire.
  • Maintain certification level of physical and mental readiness.  Responsible for recertification before expiration.
  • Actively participate in training sessions, designated meetings and special events.

 

Qualifications:

  • Must be 17 years of age or older.
  • High School diploma or equivalent, desired.
  • Current YMCA Lifeguard certification or equivalent.
  • Current CPRO, First Aid and Emergency Oxygen certifications.
  • Demonstrate swim strokes, lifeguard rescues and CPRO/FA/EO skills.
  • Must be willing to work flexible hours, including weekends and holidays.
  • Excellent hospitality skills.

 

Salary:   $13.50 p/h – $16.50 p/h
Part-time / full-time

 

We offer an exciting and innovative work environment with a culture committed to serving all members of our community. As a leading not-for-profit, community service organization, our Association relies heavily on fundraising to support the wide range of programs we proudly provide the communities we serve. Our expectation is that all staff promotes participation of their branch fundraising efforts in some capacity. If you would like to be a member of our dynamic team, please forward your cover letter and resume with subject line “Lifeguard” to akirkpatrick@ymcanyc.org or to:

 

Dodge YMCA
Attn.:  Aytaissa Estime-Kirkpatrick
225 Atlantic Avenue
Brooklyn, NY 11201

EQUAL OPPORTUNITY EMPLOYER DRUGFREE WORKPLACE
Auxiliary aids and services are available upon request to individuals with disabilities

New York City’s YMCA | WE’RE HERE FOR GOOD.