A case for more year-round hires

Superintendents are choosing to employ more year-round staff. Why? Instead of relying heavily on seasonal hiring and firing, they are embracing the potential of a larger, more consistent team. After navigating several years of a difficult labor market and increased play, this move has significant advantages.

Full-time staff can strengthen team stability, increase their skillsets through additional training and engage in year-round camaraderie. Year-round staff can be more invested in a position because of better compensation, benefits, the potential for promotion and being steadily connected to the operation.

When seasonal employees are terminated, even if they are assured of being rehired, it’s possible those workers will not return. It’s a competitive market and they can find employment elsewhere, lose interest or face other prohibitive circumstances.

Think about the hours spent advertising for candidates, contacting and communicating with them, hoping they will be present for interviews (and the first few weeks of work), and training new hires. Sometimes you find that gem who’s going to be a rock star, and that’s exhilarating.

But it’s still a lot. It’s a lot of hours, not to mention the emotional energy expended and potential frustration. Conversations about work ending for the season can be awkward. Adding year-round employees won’t eliminate seasonal labor requirements, but it will reduce pressure if fewer positions need filling.

“The vast majority of superintendents struggle to find labor,” says Tom DeGrandi, a recently retired superintendent with more than 35 years of experience. High school students can be great, hard-working summer employees but they’re not usually available to help during the shoulder seasons. “Today’s high school students have camps, sports and a lot of options for summer activities,” DeGrandi says. “The vacation time they need limits what they can help with.” Year-round employees will grow with the operation and become more experienced. Imperatively, they will be there for every season.

Seasonal employees can return to the course with fresh energy after some time off, but they can also be reluctant to return to the routine. When seasonal employees do join the crew, the full-time staff will be in a stronger position to train and integrate those workers. The full-time and seasonal balance shifts.

Another obstacle to overcome with seasonal workers is that many do not want or cannot work full-time hours each week. That is less of an issue with year-round workers because the schedule is established.

“A lot of people don’t want 40 hours,” DeGrandi says. “It’s smart that some of them are looking for more balance, but life can be hard if you aren’t making or saving enough money. With inexperienced team members, I tried to help them understand the 401(k) plan and other financial tools offered by our employer.”

Drawbacks to hiring year-round labor include a higher cost for team members that will require benefits and year-round pay. Year-round staff also translates into a more consistent budget for labor, month-to-month. Increased pay can be offset with an increase in vacation time (a different benefit) or adjusting hours among a greater number of staff. Be transparent with everyone about the changes and be prepared to highlight the advantages.

Depending on the length of the slow season and how many people shift to full-time employment, it might initially be a challenge to find enough work for everyone. Days that are less pressured are a great time to enhance mechanical skills, work on maintenance techniques, introduce budget concepts, reinforce safety training, organize and clean the maintenance facility, and engage in team-building activities (Texas hold ’em, anyone?).

Education through online classes or webinars (there are many free options) and a more dynamic environment is inspiring and promotes individual confidence. No one wants to spend unnecessarily on labor, but investing in employees with some extra time is a real opportunity and can be a long-term financial gain.

Other ideas are reading a pertinent book or articles and discussing them, cooking up a fantastic meal together, or participating in a group yoga or photography class (those social media posts are advertising for you!). Don’t be afraid to be creative. In addition to more help, what motivates your crew? A healthier, stronger, bonded group will only benefit the operation when course care is more intense.

Take a holistic look at what labor is necessary all year and think about how the operation can be better organized, more efficient and more productive by turning some seasonal positions into full-time opportunities. Crunch those numbers and prepare for honest discussions with the administration. Hiring more year-round staff and relying less on seasonal workers can make a lot of sense.

— Lee Carr