Shelia Finney said: As highlighted in this thread, GCSAA currently doesn't require a salary amount or range. This change took place in 2015. This approach was put in place to increase the number of job opportunities posted overall, as well as appeal to high-end courses who would have opted to list jobs on competitor sites that did not require salaries to be disclosed. I love the conversation that this has spurred amongst the membership, we need your input and thoughts. We actually already had this on our radar to evaluate this business rule to determine what changes we may want to implement in 2017. So excellent timing guys!
Please be sure to fill out the Compensation and Benefits Survey as we may use it in plans moving forward with the job board. The data you provide us will help us make recommendations to employers.
Shelia Finney
GCSAA Sr Director, Member Services
Shelia,
Recently a GCSAA member applied for a listed position that by all appearances should have been a top paying club in their area. During the interview he was asked what his present compensation was and to his dismay found that the club was not willing to pay what he already made. The member inquired prior to the interview and was told "pay was commensurate with experience". Of course he could have been more specific when asking. These "Pay Commensurate with.." allow employers to troll for the cheapest option without a commitment to actually pay the going salary. (I know that there is nothing to make a employer pay what they advertise.)
Certainly more job opportunities posted would be a goal, but a better goal would be better job opportunities. Certainly no other website can boast nor leverage the number of potential qualified applicants that GCSAA [u">should[/u"> be able to. The competitor sites leverage their exclusive network which is made up of members willing to pay more money to participate in a more exclusive club of Superintendents and their perceived status in the industry.
Perhaps GCSAA should engage these perceived high end jobs when they see them appear on rival websites. The perfect individual to do this would be GCSAA Field Staff who know the local network/chapters and salary statistics and could become a valuable resource to employers seeking help.
GCSAA has moved out of a more direct career assistance program and to a third party service with a member discount (there are literally thousands of these providers). Perhaps GCSAA should consider a more regional (based on Field Staff Region) approach to career assistance services.
Don't be so sensitive to the "High End" membership/clubs. This represents about 10% of the members (or less with the addition of the technician classification). These members have already figured it out and many of them used GCSAA resources to get where they are. Focus on the resources members need to get them there. The reality is and always has been that the majority of high end jobs rarely make any website/employment board. It is the networks members belong to that helps them the most.