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Job positions at fitness facilities

This is an excerpt from Fitness Facility Management by Steven A. Trotter & Chris Stevenson.

Recruiting top talent is challenging and essential for a fitness facility management team. First, you need to determine the types of positions you need and their purpose within the organization.

One of the critical parts of talent management is understanding the key differences between an employee and an independent contractor. An employee can be full-time or part-time, has a job description written by the employer, and is provided with documentation that sets clear expectations and key performance indicators (KPIs), defining how and when the employee will be evaluated. The employer is responsible for providing the employee with the tools and resources to perform the job duties safely, effectively, and successfully. It is also the employer’s responsibility to provide training, development, and continuing education for employees; many employers see advantages to providing financial support to employees for maintaining required certifications. Salary, wages, and bonus structure may be negotiated but are ultimately determined by the employer. The fitness facility employee is traditionally provided with a uniform and work schedule set by management and paid in an ongoing manner, such as bi-weekly or monthly. Social Security, federal income tax, and other mandatory taxes are deducted from an employee’s paycheck. Many U.S. states also withhold state income taxes. Employers should cover their employees under the organization’s liability and umbrella insurance policies. Although not always mandatory, some employers provide employees with benefits such as health insurance, complimentary fitness center membership, and retirement contributions. A classic example of a fitness facility employee is a membership sales associate who works a set schedule with an hourly wage and receives a commission based on sales.

In comparison, an independent contractor typically provides temporary or short-term skilled services. The independent contractor is responsible for the tools and resources to perform the services safely, effectively, and successfully. An independent contractor is responsible for maintaining any certifications or licenses and is solely responsible for their own training, development, and continuing education. One of the most significant differences between an employee and an independent contractor is the pay. Independent contractors determine their own compensation and work schedule and do not wear a fitness facility’s uniform. The independent contractor is typically only paid once services are rendered. It is also the responsibility of the independent contractor to carry their own insurance policies. They should consult a tax advisor familiar with local, state, and federal law regarding financial planning.

Although the independent contractor makes most decisions, an engagement letter should be developed, outlining the details of the arrangement, including the responsibilities of both parties, and signed by both the independent contractor and a representative of the fitness facility. A classic example of an independent contractor is a certified personal trainer who pays a fitness facility a rental fee in exchange for selling and providing training services to clients and members.

The number and types of positions available at a fitness facility vary depending on the facility size, membership base, services provided, hours of operation, budget, and any local or state require­ments. Pay structure and job type often vary based on whether a fitness facility is private, commercial, corporate, community-based, university, or state or federal government. Table 5.1 illustrates specific positions you may find in a fitness facility.

More Excerpts From Fitness Facility Management

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