Assistants Cancel The title field is required!

1. Melvin Waldron

   

   43 posts
   
   11/2/2014 1:11 PM

   I have to disagree with a little of what James said.
   
   Yes leading a weedeating crew is important just like anything else we do on the golf course, and also doing each job to its best and to the expectation of the facility is important, so I agree with James there.
   
   But I also think we do need to engage all of our crew somewhat in to what we superintendents are thinking, the finances somewhat of the organization. The choices and reasons we might use to decide our daily plans. Not the finite minute details but, some of the bigger picture stuff. I think it allows them to take some ownership and also explains to them why we might not be getting those 3 rakes and the new sand pro. It helps them hopefully still buy into everything the business is trying to do. I think people become more of a team player when communications are open and honest.
   
   Just my opinion.
   
   Mel

   
   Melvin H. Waldron III, CGCS, Horton Smith Golf Course, City of Springfield/Greene County MO
   
   
2. Anthony Nysse

   

   1 posts
   
   11/2/2014 4:11 PM

   James Schmid said:

   Paul E Dowaschinski said: Interesting article in this months GCM magazine. It can be read on this website or follow the link -
   
   http://www.gcsaa.org/gcm-magazine/2014/ ... their-turf
   
   Obviously, a reason Superintendents have a problem finding Assistants is because there are fewer prospective employees. With that being said, wouldn't the law of Supply & Demand result in a higher salary for Assistants?
   
   Furthermore, what about people, like myself, who made mid-life career changes? I previously mentioned the Turfnet article about older people who don't necessarily want to become the Superintendent. Personally, I would be happy working for a Superintendent/club which sees my potential and grooms me to be the 2nd Assistant. I've only been working in the industry for 11 months, but have a feel what needs to be done on a regular basis and have performed my share of the dirty work.
   
   In my opinion, leading a weed eating crew isn't grooming. Being told what chemicals are being used and why, how to turn on/off the irrigation system and budgets/ordering is grooming. I'm sure someone out there is thinking - you have to earn that. Kind of like the indentured servant comment above.
   
   What I find funny about some of the "old school" leaders is that they hand a new person a weed eater and tell them to clean-up the lagoon banks or edge the bunkers on 18 holes. They then complain that certain spots on the 2nd hole were missed. Perhaps, instead of driving from the 2nd hole to tell the crew on the 16th hole to go back to the 2nd, they could have simply pulled the weeds themselves?
   
   However, I realize that Superintendents are not only there to manage the crew, their #1 priority, in my opinion, is to see things that most people don't and then diagnosing the problem. I admit, I saw some grass that appeared dry to me and then was told that armyworms caused the problem.
   
   But, what do I know? I'm just a wannabe AIT.

   
   
   
   From this superintendent's point of view - you having knowledge of what is being sprayed, what the budget is, or what the procedures are for ordering, or how to turn on the irrigation system does little to help me or the organization. The things that you are referring to as "grooming" are not necessarily skills that a long term 2nd assistant would need to have to bring value to the organization. It doesn't matter if you can figure out what to spray, because that's my job anyway.
   
   On the other hand, supervising guys doing the "dirty work" is something that can possibly add great value. You want to know what the budget is? It all goes to labor - if you want to be of help go and make sure that is being spent, supervising the weedeating crew is a good way to do that. Own it. Live it and breathe it. Figure out every little in and out of it. Figure out how to get the most productivity out of each job.
   
   having "a feel for what needs to be done on a regular basis" doesn't help me either. Do you know it cold? can you make the right scheduling decisions every time? This is my reputation and livelihood on the line, so just know that I'm not handing it off to you until I'm sure you can do it.
   
   Supervising the guys doing the weedeating here results in them moving about twice as fast, and thats a big deal to me, that's valuable to me.
   
   If they missed a spot on #2 I would send them back too, and I would be !%@*x& at whoever should have seen that before I did. For every 1 thing that you have to focus on, I have 20. I would have sent them back because its their job, not mine, not because its beneath me or something like that, but because they need to do their job, and do it right, and me not sending them back doesn't help that occur.
   
   To be blunt - your post describes someone who doesn't get it. Listen to what your superintendent is asking you to do, stop worrying about what you think is the best way to run the golf course. After 11 long months in the business you most likely have no idea how to do your bosses' job, and are just a "wannabe AIT". Someone who knows how to do your job is telling you how to do it. Be wise enough to listen.

   
   
   When I have more time, I will go into more thought and detai, but I couldnt disagree with many of these comments more. Protecting the club operations is one thing, not informing someone that you consider your "reight hand person," is another thing.
   We try our best to inform the Assistants of 90% of what is going on-the when, where and why. I am loyal to the club, but if I were to get in an accident tomorrow, the golf course still needs to open and function for our membership and they dont expect any hiccups in the operation. The Assistants have to know a majority of the operation, especially what is bein sprayer/applied and why, not to mention timing. It also gives Assistants a feeling that they are involved and a bigger part of the operation, other than making sure an extra hole gets trimmed. Make your assistants feel valued and you will get more out of them daily and long term.
   Not keeping your Assistants in the loop makes you sound insecure. They dont need the keys to the kingdom the first day, but members see Assistants and talk with them, too. Id rather have my Assistants know the right answers than make something up OR not have the answer, which shows lack of communication to the membership.

   
   
   
   
3. Christian Pekarek

   

   0 posts
   
   11/2/2014 6:11 PM

   Everyone has a different management style but if you want to be successful, you need to focus on making the organization successful. I think the best way to have a successful organization is to work hard to develop every staff member. I try to share as much knowledge as I can with everyone on the crew. I learned most of what I know from the previous 3 superintendents. If my 3 previous bosses didn't share their knowledge, I wouldn't be a superintendent today. We opened our course in 1967 and have always promoted assistants from the existing crew. I tell my staff all the time I want to help them learn more so they can get a better job somewhere else.
   
   I have always thought the notion that an assistant had to earn their stripes by busting their butt was a crock. The more you show your staff you're committed to their development and long-term success, the more motivated and productive they will be.

   
   
   
   
4. Smith Kerry L

   
   11/3/2014 4:11 PM

   Teach them all you know and also learn from them as well. If they take your job you got complacent somewhere along the line. JMO, but what do I know. I'm a little put out that people with half our skill set are making twice what we make down here. A guy left here 2 years ago and was a so-so employee at best and makes about 200,000.00 a year now. Love what I do but we need to remember we are a pretty dang talented bunch and keep in mind that someone needs our skill set out there. If I figure out how to convince them I will let you all know!

   
   
   
   
5. Ronald Conard

   

   4 posts
   
   11/4/2014 8:11 AM

   Paul E Dowaschinski said: I appreciate your reply. "It doesn't matter if you can figure out what to spray, because that's my job anyway."
   
   It seems as if you are the type of person I wouldn't want to work for either.
   
   I'm an educated person who was lied to. I was told I was hired to be trained to do certain things now find myself in a rut. So, I will leave this course at the end of the year and see what happens.
   
   I'm not sure about your course, but where I work I had to buy my own rake. We have 3 guys taking care of the bunkers on 36 holes and have asked for new rakes a few times. Supposedly "corporate" hasn't approved them or a new sand pro etc...
   
   I could type more, but some things are better left unsaid.

   
   
   Somewhere in the middle is your answer Paul. James makes some good points as do you. If you bring the attitude that you will do whatever it takes for the organization and also keep the desire to be groomed and expand you skill set, then in the end, you've approached the business with the best intentions of all parties in mind. You will have been true to both your needs and also to the employers. These are the individuals that eventually end up where they want to be and if they don't, they gave it an honest effort. That's all life has to offer us.
   
   Another point needs to be made. I would hazard to guess the vast majority of superintendents do not set the pay scale for the assistants. I never have had that opportunity. We can go to bat but there is a limit and it is usually set by people that don't have the foggiest what it takes to do our job.

   
   
   
   
6. James Smith

   

   112 posts
   
   11/5/2014 8:11 AM

   Ronald Conard, CGCS said:

   Paul E Dowaschinski said: I appreciate your reply. "It doesn't matter if you can figure out what to spray, because that's my job anyway."
   
   It seems as if you are the type of person I wouldn't want to work for either.
   
   I'm an educated person who was lied to. I was told I was hired to be trained to do certain things now find myself in a rut. So, I will leave this course at the end of the year and see what happens.
   
   I'm not sure about your course, but where I work I had to buy my own rake. We have 3 guys taking care of the bunkers on 36 holes and have asked for new rakes a few times. Supposedly "corporate" hasn't approved them or a new sand pro etc...
   
   I could type more, but some things are better left unsaid.

   
   
   Somewhere in the middle is your answer Paul. James makes some good points as do you. If you bring the attitude that you will do whatever it takes for the organization and also keep the desire to be groomed and expand you skill set, then in the end, you've approached the business with the best intentions of all parties in mind. You will have been true to both your needs and also to the employers. These are the individuals that eventually end up where they want to be and if they don't, they gave it an honest effort. That's all life has to offer us.
   
   Another point needs to be made. I would hazard to guess the vast majority of superintendents do not set the pay scale for the assistants. I never have had that opportunity. We can go to bat but there is a limit and it is usually set by people that don't have the foggiest what it takes to do our job.

   
   Capt, I couldn't of said it better myself!
   The only reasons I can think of for not telling your assistant what you are spraying and why is either you are threatened by job security, or you do not trust him placing chemicals in your tank!
   I will do any job on my course and train my guys to do the same. I constantly tell them I will train them to become great employees if they are willing to work at it. My goal for them is to learn how to work as a team and be self reliant when working. I will teach them every skill they are capable of learning and hopefully they can take everything I have taught them and go out and get a much better paying job since our company has its limits. when I have had assistants I trained them to become a superintendent with my goal of them getting a job elsewhere as soon as they feel they are ready. I warn them not to just sit and wait for my position because it may not open up for another 20 years. Strive to get better! learn everything you can and teach everyone around you so they can also get better! then let life sort it all out!
   Managing a crew is an important part of our job and especially an assistants position. Labor is our highest budgeted department and needs to be used proberly and not wasted! Yes I could pull that weed instead of telling the other guy that was supposed to do it, but what lesson gets learned from that! if it was member guest week I would just take a pic and pull it and let them know about it later but any other time I would make them go back and fix it since it was their duty. By not making them fix their mistake you teach them that poor work is acceptable and if I teach my Assistant that poor work is acceptable when he does get to be a superintendent he will not be their long and that would reflect back on myself for setting him up for failure.
   
   One thing all Assistant needs to remember above everything else! when the Superintendent leaves the course for what ever reason, be it vacation, sick time, or just out to play a round of golf, we are trusting you to continue to keep up the course. This trust is earned and most think of it in the wrong context. I hear from time to time that an assistant is upset because the Superintendent is not around (because they have to do more work I guess) and mouth off about it. As an assistant you have just been given the keys to our most valuable prize. A chance to be responsible and more importantly a chance to run the whole operation. It is up to you to take advantage of these chances because they do not come around too often and they are the biggest tool you have when aplying for a superintendents position. By running the show you get the experience that very few gets a chance at. It makes you more confident in your abilities! so why catch an attitude because the boss is not around, heck I was happy and grateful for all of the golf rounds my Superintendent played while I worked for him. I knew what I was doing when I applied for the top position at my present club! because I was put in the position to do it. I protected his back and worked harder for him just because I knew that while he was there I still followed orders and was second in charge. Never once did I complain about his absence, but I have heard many assistants do just that. First you earn out trust, then we may give you the keys and trust you completely while we get some much needed time away!

   
   
   
   
7. Steve Nelson

   

   0 posts
   
   11/5/2014 11:11 AM

   Well I think all of this goes back to some of the discussion on page 1. If all you need is someone to run the weedy crew etc, you want a Foreman and there's nothing wrong with that. If it's advertised as an Assistant Superintendent position, I believe the Super has a responsibility to mentor the Asst.

   
   
   
   
8. Anthony Nysse

   

   1 posts
   
   11/20/2014 8:11 AM

   Anthony Nysse said:

   James Schmid said:

   Paul E Dowaschinski said: Interesting article in this months GCM magazine. It can be read on this website or follow the link -
   
   http://www.gcsaa.org/gcm-magazine/2014/ ... their-turf
   
   Obviously, a reason Superintendents have a problem finding Assistants is because there are fewer prospective employees. With that being said, wouldn't the law of Supply & Demand result in a higher salary for Assistants?
   
   Furthermore, what about people, like myself, who made mid-life career changes? I previously mentioned the Turfnet article about older people who don't necessarily want to become the Superintendent. Personally, I would be happy working for a Superintendent/club which sees my potential and grooms me to be the 2nd Assistant. I've only been working in the industry for 11 months, but have a feel what needs to be done on a regular basis and have performed my share of the dirty work.
   
   In my opinion, leading a weed eating crew isn't grooming. Being told what chemicals are being used and why, how to turn on/off the irrigation system and budgets/ordering is grooming. I'm sure someone out there is thinking - you have to earn that. Kind of like the indentured servant comment above.
   
   What I find funny about some of the "old school" leaders is that they hand a new person a weed eater and tell them to clean-up the lagoon banks or edge the bunkers on 18 holes. They then complain that certain spots on the 2nd hole were missed. Perhaps, instead of driving from the 2nd hole to tell the crew on the 16th hole to go back to the 2nd, they could have simply pulled the weeds themselves?
   
   However, I realize that Superintendents are not only there to manage the crew, their #1 priority, in my opinion, is to see things that most people don't and then diagnosing the problem. I admit, I saw some grass that appeared dry to me and then was told that armyworms caused the problem.
   
   But, what do I know? I'm just a wannabe AIT.

   
   
   
   From this superintendent's point of view - you having knowledge of what is being sprayed, what the budget is, or what the procedures are for ordering, or how to turn on the irrigation system does little to help me or the organization. The things that you are referring to as "grooming" are not necessarily skills that a long term 2nd assistant would need to have to bring value to the organization. It doesn't matter if you can figure out what to spray, because that's my job anyway.
   
   On the other hand, supervising guys doing the "dirty work" is something that can possibly add great value. You want to know what the budget is? It all goes to labor - if you want to be of help go and make sure that is being spent, supervising the weedeating crew is a good way to do that. Own it. Live it and breathe it. Figure out every little in and out of it. Figure out how to get the most productivity out of each job.
   
   having "a feel for what needs to be done on a regular basis" doesn't help me either. Do you know it cold? can you make the right scheduling decisions every time? This is my reputation and livelihood on the line, so just know that I'm not handing it off to you until I'm sure you can do it.
   
   Supervising the guys doing the weedeating here results in them moving about twice as fast, and thats a big deal to me, that's valuable to me.
   
   If they missed a spot on #2 I would send them back too, and I would be !%@*x& at whoever should have seen that before I did. For every 1 thing that you have to focus on, I have 20. I would have sent them back because its their job, not mine, not because its beneath me or something like that, but because they need to do their job, and do it right, and me not sending them back doesn't help that occur.
   
   To be blunt - your post describes someone who doesn't get it. Listen to what your superintendent is asking you to do, stop worrying about what you think is the best way to run the golf course. After 11 long months in the business you most likely have no idea how to do your bosses' job, and are just a "wannabe AIT". Someone who knows how to do your job is telling you how to do it. Be wise enough to listen.

   
   
   When I have more time, I will go into more thought and detail, but I couldnt disagree with many of these comments more. Protecting the club operations is one thing, not informing someone that you consider your "reight hand person," is another thing.
   We try our best to inform the Assistants of 90% of what is going on-the when, where and why. I am loyal to the club, but if I were to get in an accident tomorrow, the golf course still needs to open and function for our membership and they dont expect any hiccups in the operation. The Assistants have to know a majority of the operation, especially what is bein sprayer/applied and why, not to mention timing. It also gives Assistants a feeling that they are involved and a bigger part of the operation, other than making sure an extra hole gets trimmed. Make your assistants feel valued and you will get more out of them daily and long term.
   Not keeping your Assistants in the loop makes you sound insecure. They dont need the keys to the kingdom the first day, but members see Assistants and talk with them, too. Id rather have my Assistants know the right answers than make something up OR not have the answer, which shows lack of communication to the membership.

   
   
   
   
9. Curtis Nickerson

   

   0 posts
   
   11/20/2014 9:11 AM

   It seems this topic has zigged and zagged all over the map. It started about pay and now has turned into roles and responsibilities...
   Now that we are talking about roles and responsibilities I have an entirely different view than most... I include all my assistance's in everything I do, from budget and agronomic planning, department head meetings to meetings with the membership. I require them to take an active role in green committee meetings and when we meet with the owners. I require them to run the crew and and set up daily assignments based on the AGREED, "by committee" agronomic plan (a plan we all had input on). I am only one person and a golf course is only as good as its team and supporting staff. I train and mentor my assistants and involve them in every aspect, in case I have an emergency and cant make it to work we don't miss a beat, or worse and can never return... Could this potential cost me my job because they as so well prepared? Maybe, but if I'm worried about that then I have other issues to contend with. I try to add value to my club every day by doing things that no one else does or wants to do, and to get involved in every way possible! I want to be the person they call when the toilet backs up, a tennis net breaks, or the shirt folding board is lost...I want to be known as the one that "gets it done". And by doing such I feel I have secured my status and position at my club. And I can only do this with the best possible, well informed, and involved assistants and crew.

   
   
   
   
10. Andy Jorgensen

    

    1 posts
    
    11/20/2014 2:11 PM

    Curtis Nickerson said: It seems this topic has zigged and zagged all over the map. It started about pay and now has turned into roles and responsibilities...
    Now that we are talking about roles and responsibilities I have an entirely different view than most... I include all my assistance's in everything I do, from budget and agronomic planning, department head meetings to meetings with the membership. I require them to take an active role in green committee meetings and when we meet with the owners. I require them to run the crew and and set up daily assignments based on the AGREED, "by committee" agronomic plan (a plan we all had input on). I am only one person and a golf course is only as good as its team and supporting staff. I train and mentor my assistants and involve them in every aspect, in case I have an emergency and cant make it to work we don't miss a beat, or worse and can never return... Could this potential cost me my job because they as so well prepared? Maybe, but if I'm worried about that then I have other issues to contend with. I try to add value to my club every day by doing things that no one else does or wants to do, and to get involved in every way possible! I want to be the person they call when the toilet backs up, a tennis net breaks, or the shirt folding board is lost...I want to be known as the one that "gets it done". And by doing such I feel I have secured my status and position at my club. And I can only do this with the best possible, well informed, and involved assistants and crew.

    
    
    
    Same here. Couldn't have said it better.

    
    
    
    
11. Paul Dowaschinski

    

    1 posts
    
    11/21/2014 9:11 AM

    Interesting article on Turfnet today -
    
    http://www.turfnet.com/page/news.html/_ ... g-101-r413

    
    
    
    
12. Steven Huffstutler

    

    11 posts
    
    12/3/2014 1:12 PM

    Curtis Nickerson said: It seems this topic has zigged and zagged all over the map. It started about pay and now has turned into roles and responsibilities...
    Now that we are talking about roles and responsibilities I have an entirely different view than most... I include all my assistance's in everything I do, from budget and agronomic planning, department head meetings to meetings with the membership. I require them to take an active role in green committee meetings and when we meet with the owners. I require them to run the crew and and set up daily assignments based on the AGREED, "by committee" agronomic plan (a plan we all had input on). I am only one person and a golf course is only as good as its team and supporting staff. I train and mentor my assistants and involve them in every aspect, in case I have an emergency and cant make it to work we don't miss a beat, or worse and can never return... Could this potential cost me my job because they as so well prepared? Maybe, but if I'm worried about that then I have other issues to contend with. I try to add value to my club every day by doing things that no one else does or wants to do, and to get involved in every way possible! I want to be the person they call when the toilet backs up, a tennis net breaks, or the shirt folding board is lost...I want to be known as the one that "gets it done". And by doing such I feel I have secured my status and position at my club. And I can only do this with the best possible, well informed, and involved assistants and crew.

    
    
    
    Not me. I prefer the power crazed micro manager model myself.
    
    Steve

    
    
    
    
13. Stephen Okula

    

    3 posts
    
    12/4/2014 5:12 PM

    I am of the lazy superintendent's persuasion. I tell my assistants when they start that I want to teach them how to do my job so I won't have to work at all. It works for both of us. My last six first assistants at this club (plus 2 second assistants) have all gone on to GCS jobs within three years.

    
    
    
    
14. Timothy Walker

    

    0 posts
    
    12/4/2014 6:12 PM

    That must be the FRENCH model...haha just kidding Steve.

    
    
    
    
15. Stephen Okula

    

    3 posts
    
    12/5/2014 12:12 AM

    Timothy Walker, CGCS said: That must be the FRENCH model...haha just kidding Steve.

    
    
    I wish it were a French model. They can be pretty hot, you know.

    
    
    
    
16. O'Donnell John J

    
    12/5/2014 10:12 AM

    Hey Tim.... I noticed a lot of postings for an assistants position at leewood. Has it been really difficult to find a candidate this time of year?

    
    
    
    
17. Timothy Walker

    

    0 posts
    
    12/6/2014 10:12 AM

    I like the way you think Steve.
    
    John, yes very few candidates.

    
    
    
    
18. Melvin Waldron

    

    43 posts
    
    12/9/2014 3:12 PM

    Timothy Walker, CGCS said: I like the way you think Steve.
    
    John, yes very few candidates.

    
    
    Which Steve are you talking about Okula or Jr.?
    
    I kind of prefer both myself, I try to do as little work as possible yet micro manage the heck out of them.
    
    By the way my model would not have to be French.
    
    Mel

    
    Melvin H. Waldron III, CGCS, Horton Smith Golf Course, City of Springfield/Greene County MO
    
    
19. Timothy Walker

    

    0 posts
    
    12/9/2014 9:12 PM

    Okula

    
    
    
    
20. R. Scott Woodhead

    

    0 posts
    
    4/29/2015 11:04 AM

    POSTED ANONYMOUSLY ON BEHALF OF A MEMBER:
    
    I am the only Assistant at a high-end public facility and I am on salary. This is my 7th year on a golf course and my second year as an assistant. Every year before me at this club has had two assistants and this is the first year there is just one, myself. I am looking to learn more about being a superintendent but I have all ready been tied up with 70 work weeks and have no time to manage or train guys. I am getting a little worried because it's only april and I know the hours will only increase. I work 12 days then have 2 days off and up until this year I have been working these hours but I have been more of a laborer. Now I work a ton of hours and still have to perform mentally and physically to accomplish everything correctly. I am 23 and feeling lost a little bit because I am doing everything I can but I am losing it. I am drained and I am still a laborer. Does anyone have any recommendations for how to coupe with long hours and maybe different types of schedules that would allow maybe only a 12 day streak of working once a month or something. I enjoy working on the golf course more than anything, I spent 4 years at Michigan State learning, I don't want to lose interest in what I have put so much time into before it's too late.
    
    I know everyone out there works long hours and whatever, but when the hours start adding up, I make less than some of the hourly crew members. I need some reassurance that sticking with it and pushing through for a couple of years will put me in the right spot.
    
    Thank you!
    
    R. Scott Woodhead, CAE, CGCS Retired
    Director - Member Relations

    
    
    
    
21. Bryan Taylor

    

    0 posts
    
    4/29/2015 12:04 PM

    I would find a new facility with a superintendent that will treat you fairly. There are so many clubs looking for a solid assistant right now. No one should have to work that many hours.
    
    Life is too short- look around so you don't have to be a slave to the job.
    
    Bryan Taylor

    
    
    
    
22. O'Donnell John J

    
    4/29/2015 4:04 PM

    As an assistant in a golf market that the "70 Hour work week" is demanded by supers. I would also say leave. I have began to notice more and more assistants positions, and courses struggling to fill those positions. Not to beat a dead horse but its because of two things 1. Hours worked 2. low pay. I have chosen to work for a national management company at a public course. Im making close to the same if not more then some 1st assistants in the area,and Im only expected to work 50-55 hours during burner days and weeks. Until private clubs start changing the culture of long days and low pay they will continue to struggle. Management companies may have some downsides, but they usually promote very quickly from within, have great job security, and a great support structure. So really consider moving on.

    
    
    
    
23. Wally Dowe

    

    0 posts
    
    4/29/2015 5:04 PM

    Is this job/position going to help get you to where you eventually want to be? If your answer is no, then you need to move on. If your answer is yes, then you need to ask yourself if you will be able (mentally and physically) to stick it out.
    
    I worked the 12 on and 2 off - 70 plus hours per week as an Assistant and it gets old. By day 10,11 or 12 you are mentally & physically tired and are not performing at a high level. Your first day off you sleep / lay around all day. So you get 2 days out of a month that you actually might feel like doing something.
    
    We are fortunate at our facility to have enough supervisory staff that (1) Assistant works Sunday - Thursday each week and the other Assistant works Tuesday - Saturday each week. There may be the occasional week that they will have to work 6 days one week but they always get at least one day off every week and most of the time two days off each week.
    
    You will have to do some soul searching and be truthful with yourself. This industry can get very frustrating for Assistants looking for career growth but if you find the right facility and mentors and are willing to learn and work hard there are opportunities.
    
    Wally Dowe
    Ventana Canyon
    Tucson, AZ

    
    
    
    
24. Christopher Thuer

    

    101 posts
    
    4/29/2015 6:04 PM

    There is absolutely no reason for a superintendent to work their staff that much, anywhere.

    
    Chris Thuer, CGCS, Bear Slide Golf Club, Cicero, IN
    
    
25. Andy Jorgensen

    

    1 posts
    
    4/29/2015 7:04 PM

    Christopher Thuer, CGCS said: There is absolutely no reason for a superintendent to work their staff that much, anywhere.

    
    
    Couldn't agree more.

    
    
    
    
26. Peter Bowman

    

    11 posts
    
    4/29/2015 9:04 PM

    R. Scott Woodhead said: POSTED ANONYMOUSLY ON BEHALF OF A MEMBER:
    
    I am the only Assistant at a high-end public facility and I am on salary. This is my 7th year on a golf course and my second year as an assistant. Every year before me at this club has had two assistants and this is the first year there is just one, myself. I am looking to learn more about being a superintendent but I have all ready been tied up with 70 work weeks and have no time to manage or train guys. I am getting a little worried because it's only april and I know the hours will only increase. I work 12 days then have 2 days off and up until this year I have been working these hours but I have been more of a laborer. Now I work a ton of hours and still have to perform mentally and physically to accomplish everything correctly. I am 23 and feeling lost a little bit because I am doing everything I can but I am losing it. I am drained and I am still a laborer. Does anyone have any recommendations for how to coupe with long hours and maybe different types of schedules that would allow maybe only a 12 day streak of working once a month or something. I enjoy working on the golf course more than anything, I spent 4 years at Michigan State learning, I don't want to lose interest in what I have put so much time into before it's too late.
    
    I know everyone out there works long hours and whatever, but when the hours start adding up, I make less than some of the hourly crew members. I need some reassurance that sticking with it and pushing through for a couple of years will put me in the right spot.
    
    Thank you!
    
    R. Scott Woodhead, CAE, CGCS Retired
    Director - Member Relations

    
    
    I guess that's sort of anonymous. Wouldn't take too much to figure it out.

    
    
    
    
27. Anthony Nysse

    

    1 posts
    
    4/30/2015 5:04 AM

    Time to start looking and finding happiness.

    
    
    
    
28. Tyler Broderick

    

    2 posts
    
    4/30/2015 9:04 AM

    Time to get gone. There are plenty of jobs that will be rewarding and career advancing that don't require those kind of hours.
    
    I'll never forget an interview I had with few years ago when I was looking for an assistant job after graduating school. The guy interviewing me was a regional agronomist that was in his mid forties. We talked for a while and I asked him how he got to where he was. He proceeded to tell me his story and career path, which was very impressive. He had been at some top courses and worked his way up nicely. Then he said that he was ready to start having kids. I was floored! This guy was 45ish and just now having kids! Dude was gonna be retired when his kids graduated high school and probably gonna miss a good portion of grand kids life cause he'll be dead.
    
    I made a decision right there to reevaluate my job search criteria. I never wanted to work like he had worked. I already had two kids at that point and was unwilling to sacrifice being around for more money. I ended up taking an assistant position for 30k salary at a public course. Now I have 4 kids and am a superintendent at another public course and my salary is healthy and in line with the market.
    
    There are times when long days are necessary, but those days need to be balanced out by some shorter ones. I've never heard of anyone on their death bed wishing that they had earned more money or achieved more professionally. No, I am not at the top course in the state, but I get to be proud of the work I do and be home in time to coach soccer.

    
    
    
    
29. Melvin Waldron

    

    43 posts
    
    5/2/2015 1:05 PM

    Love all the replies about life is important. I can attest to that, I know I'm working for below market value, try to do my best for our golfers, but also enjoy some great benefits.
    
    It has been an interesting year as our only boy has gone through his senior year, and for any of my Facebook or Twitter friends know we have had a blast with his (our) band activities. I was able to attend every activity except for a football game (actually I didn't mind that as I spent some great times with superintendent friends, GCSAA friends and Bayer with the PHA) and would have missed a competition that got snowed out, due to a surgery.
    
    After being off a month from the surgery, I was still able to go to Worlds in Dayton for probably the most exciting trip in our 4 years, getting to chaperone even. All the while our staff at home finished aeration on our second 9. Kudos to them, and we don't have assistants or formen, they knew the drill and with luck (equipment and weather) got it done.
    
    This week I spent 5 days on chemo, still went to work when I could (found out I did to much of that too, but it was my fault, employers super supportive, employees getting stuff done, just was enjoying being involved with work as well). But though this whole process of the last 3 months has shown me, (although I had learned some of it before), to enjoy work one needs to enjoy life, I wouldn't trade especially these last 4 years for anything, certainly not more money which would be nice as all these activities aren't cheap, but these are memories that are greater than anything. Of course all this comes from being closer to the end of my career and I can say when I started I remember thinking more about a career goal than life. What I have learned is I don't have to constantly be at work, they will get stuff done, especially if trained well, they can make decisions that I might not always agree with when something out of the ordinary comes up, but that is a teachable moment. Of course our margin for error is greater than some.
    
    Sorry for the long post, much good advice from others, just wanted to point out how there are crazy turns in life and try to enjoy it.
    
    For me prognosis great, me and Lance Armstrong I have one thing in common I think. I'm blessed and lucky hoping the best for this person and anyone else having to make those choices.
    
    Mel

    
    Melvin H. Waldron III, CGCS, Horton Smith Golf Course, City of Springfield/Greene County MO
    
    
30. Sean Hoolehan

    

    0 posts
    
    5/3/2015 11:05 AM

    John J O'Donnell said: As an assistant in a golf market that the "70 Hour work week" is demanded by supers. I would also say leave. I have began to notice more and more assistants positions, and courses struggling to fill those positions. Not to beat a dead horse but its because of two things 1. Hours worked 2. low pay. I have chosen to work for a national management company at a public course. Im making close to the same if not more then some 1st assistants in the area,and Im only expected to work 50-55 hours during burner days and weeks. Until private clubs start changing the culture of long days and low pay they will continue to struggle. Management companies may have some downsides, but they usually promote very quickly from within, have great job security, and a great support structure. So really consider moving on.

    
    
    
    John, Great insight! Too many of us lean on "Plan B" as in "Be there all the time". A lot of it is insecurity, I doubt most of the clubs/courses really expect us to be there 60+ hours a week without "exceptional" compensation. Some people are simply wired to always be doing something. I know a lot of Supt's who worked 40 hours at the course and 40 hours doing side work, burn out is inevitable though.
    
    My personal view is that working a Assistant who is salary 70+hrs a week is abusive. Hell anything over 45 hrs on a regular basis without some flex time to balance is not right. Sure somebody may do it to get ahead, but there are very few Supt's these days who have the kind of juice to move your career "ahead 2 spaces". Unfortunately there is not shortage of employers who [u">think[/u"> they have the juice.