Positive Consequences
Negative Consequences
• Salary bonuses for additional “off the clock” work enhancing patron experiences, participant safety, and/or general program quality.
• Salary docking for tardiness, inappropriate uniform, and/or inappropriate on-duty behavior.
• Public recognition for quality performance. Institute an “Employee of the Month” or “Most Helpful Guard” suggestion boxes for patrons to nominate high performing guards.
• Timely conferencing for guards involved in situations which result in negative comments and/or reports from patrons.
• Increase in rate of pay.
• Reduction in rate of pay.
• Role-playing demonstrations during in-service training. Repeat a difficult situation or rescue and add a commentary on what the responding guard did in terms of negligence and liability, to handle the situation well.
• Requiring additional review or testing for guards who do not respond up to industry standards in an emergency situation.
• Guest privileges for family and/or friends.
• Removal from active duty (and full pay) until performance deficiencies have been remediated.
• Complimentary meals and/or snacks.
• Withholding an end-of-season written recommendation from a guard who has a documented poor performance record (but has not erred sufficiently to be fired).
• A written recommendation provided at the end of the season, to be used as needed by the receiving guard.
• Exclusion from after-hours events provided as performance rewards if an individual has not met performance criterion.
• After-hours social events for employees meeting all aspects of job responsibility.
• Loss of guest privileges.
• A system of earning monetary credit to be used toward aqua gear, advanced training, etc.
• Lack of preference in work hours and/or vacation time.
• Preference in scheduling hours and/or vacation time.
• Assignment to more unpleasant tasks, such as equipment cleaning or inventory.
• Documentation in the personnel file to enhance future hiring and/or job advancement.
• Documentation in the personnel file to inhibit future hiring and/or job advancement.
