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CEO's ReportWelcome to 2016! I trust you behaved yourself last week and have enjoyed a nice slate of football games this week. This year will be a big one for the PGA of America as we celebrate our Centennial. Look for the promotions to start during the PGA Merchandise Show later this month. The Golf Channel will be dedicating segments each week to the role that PGA Professionals play in delivering this great game to the player. Look for ways to capitalize on this initiative to have your employer recognize YOUR importance to the facility. The 2016 tournament schedule is complete and on the website. Please work our outstanding championships into your schedule and make plans to attend our Spring and Fall Meetings. Our meetings have taken on a more informative and interactive format and we are planning to continue that theme in 2016. The Special Awards Committee just completed their work for the 2015 Section Special Awards. Both the Chapter and Section Committees have gone the extra mile to identify the most deserving candidates. The candidates developed by the Chapters were outstanding making the evaluation process that much more difficult. With this process, the recommendations headed to the Board incorporate our very best professionals in each category. Look for a press release after the January 5 Board Meeting and notification of the winners by President Tunstill. Congratulations to all the Chapter winners, you are a very impressive group of PGA Professionals. January 4-5 marks our annual Business Planning and Winter Board Meeting at Columbia Edgewater Country Club. We have a packed agenda preparing for 2016 and beyond. We lead off with the development of the Section’s Strategic Plan. Patterned after the new National initiative you will see a plan that is aligned with the National strategy but not identical to that document. The goal is to provide a "big picture" document to keep us moving in a consistent direction as we go through the year and beyond. The PGA Financial Assistance Scholarship application is now available. Open to children and grandchildren of PGA members, these scholarships help incoming college freshmen as well as existing college students with much needed funding for their education. Simply go to PGA.org and information is on the home page before you log in. We fielded 119 PGA Junior League Golf teams in 2015 and interest is high for 2016. Please take a look at this exciting program and how it can benefit you and your facility. Information on forming a team, joining a league and how much fun your juniors (and you) will have can be found at www.pgajrleaguegolf.com . While the National Championship gets a lot of play, the real benefits are right at your club with your juniors and their parents. Take a look and talk to your neighbor….they might be looking at forming a team as well. The PGA of America purchased this product and is ramping up support and improvements for 2016. Finally, I’ll be headed to Orlando soon and the PGA Merchandise Show. After two days of meetings with my fellow Executive’s it’s time to hit the Show floor and visit with our sponsors. Your thank you letters and emails go a long way in making my job much easier. Please take a few minutes over the next couple of weeks and reach out to our sponsors with your expression of appreciation for their support. An email is great, even if to your local reps who simply forward these on to their Sales Managers. A thank you on site is appreciated, but an email or letter is something tangible the boss can see and really makes renewals much easier. Thank you for your help! Let’s make 2016 a great year for all 1,200 PGA Professionals in the Section. Your commitment to Playing the Game, Teaching the Game and Promoting the Game is a great place to start. Compete in a Section Major, take your members to a pro-am, carve out time to help your customers with their game, run a Junior Golf Clinic and tell the story about how you and your fellow PGA Professionals are thee vital link to the game of golf. Now, think Sunshine! Jeff Ellison, PGA |
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2016 Tournament Preview
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Holk's Highlights
Gary Davis grew up playing golf at Prineville G&CC in Prineville, OR with Brian Whitcomb. After graduating from college in 1987, he played for two years on various mini tours and attempted PGA Tour School before accepting a job as the Associate Golf Professional at Sherwood CC in Thousand Oaks, CA. In 1995, he took a position at Widgi Creek GC in Bend, OR, in order to be closer to family. Three years later, an opportunity arose to work for Brian Whitcomb at Lost Tracks GC and The 500 Club in Phoenix, AZ. "I truly valued my time working for Brian, not only because he inspired me to be a golf professional, but for all he taught me about every aspect of the golf business and most of all what he taught me about myself," said Gary. In 2005, Gary returned to Oregon - and to the private country club setting that he enjoys the most - at Shadow Hills CC. Here, Gary became very well-liked among his membership, and known by his peers in the PGA as someone who truly and wonderfully connects with his members. If you would like to nominate someone for Holk's Highlights, please e-mail mcannon@pgahq.com. Brought to you by Grant Holcomb and:  |
Gary DavisNominated by: Jerry Mowlds and Brian Sackett Hometown: Originally Prineville, OR - currently Junction City, OR Facility: Shadow Hills CC - Junction City, OR University: Graduated from California Lutheran University in 1987, played collegiate golf. PGA Member Since: 1987 We asked Gary to share his tips for connecting with customers:
We asked Gary Davis to tell us a little bit about what his golf operation is like at Shadow Shills, and what makes it so amazing: "I think that, first and foremost, I understand what makes my members happy. By knowing what makes my members happy, I am able to connect with them and provide guidance to my staff on how to take care of members' needs. "I try and motivate my team every day. You don't get much done unless people are motivated. The way I have found to be successful at that is by understanding and addressing the individual needs and concerns of my staff. "Successful golf operations managers have to surround themselves with highly skilled, capable employees with great customer service skills. That is what I have done. Oh, and we smile a lot!" |
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Hiring Passionate EmployeesCurrently, employers tend to hire the most highly skilled or experienced employees they can afford. Often, those job candidates who are passionate are overlooked. However, passion fosters progress and reaching goals. If an employee truly enjoys their job, they will naturally work harder at it and improve. Many people in the golf industry have chosen it because of their passion for the game. However, does that translate to being a stellar employee? It is essential to know if the candidate is merely passionate about playing the game or will be passionate about achieving the results that you want. Every hiring manager should expect their new hires to be passionate – meaning energized, enthusiastic, hard-working, and motivated. They need to determine what the candidate is passionate about, and if that passion is consistent with the job. Passion to achieve results should be far more important than passion for the game. We have all witnessed people who are not passionate about their jobs. This is easily recognizable in service positions. We’ve all had an experience where customer service was spending more time chatting with fellow employees than being attentive to customers. On the flipside, think about PGA Tour players. We all know that the game is really challenging and can be a lot of fun. Sure, they're playing a game that looks like a dream job. However, we also know the time they put into it every day. It takes tons of practice, playing and good coaching. A lot of work is required to be the best, and the players put themselves through it because they love their jobs. Passionate employees are the same; they get up and keep trying until they get it right because they enjoy getting it done, making it happen. Passionate employees do not see obstacles as burdens, but rather as interesting problems to solve on the path toward achieving goals. That's why passion is a vital asset to every employee, even more important than experience may be. How do you spot passion in a potential hire? Ask the right questions- When you bring someone in for an interview, it is essential to inquire about more than their accomplishments. Always ask why they performed the task in the first place. Look for the truth within the background. If a candidate relays that their accomplishment made them proud, ask why. Why are they so passionate about that? You want to discover whether or not this candidate is the kind of person who wants something enough and cares about it enough, to continue to persevere through difficulties to reach the facility's goals. Listen closely- Listen to tone of their voice as much to their words. Do you sense excitement, optimism, a willingness to be of service and to reach facility goals? Look at body language- During interviews, watch body language. If they sit up straighter, their eyes light up, and they look like they're recounting the story of their first hole-in-one, that is passion. While skill and experience count, they should not be the dominant standard when looking for a new hire. It is important to remember that passion can actually play a greater role in predicting and prompting success in your best employees. Carol Pence, PGA | PGA Employment Consultant | CPence@pgahq.com
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Celebrating a PGA Concept for All of Us: PGA JLGMonte Koch, PGA | Player Development Regional Manager | mkoch@pgahq.com As the PGA of America enters our centennial year of 2016, I hope that you join me as a PGA Professional to celebrate our history. That is just the beginning, as our story is now. You and I are the PGA Professionals carrying the badge, the letters and the brand behind our names. Besides the anniversary, I am celebrating because we finally have a concept that is workable, doable and deliverable at any golf facility in our Section. This concept is called PGA Junior League Golf (PGA JLG). It’s true and I am writing this first as a PGA Professional, secondly as a PGA staffer. Don’t believe me? Then read the stories of some of our peers. To tell these success stories, I’ll lay them out by 1) facility type and 2) number of teams. Public FacilitiesOne Team: Polson Bay GC (1st Year) – Cameron Milton, PGA Milton decided JLG would “definitely happen” at Polson Bay and in the WMC, even if it meant commuting for 90 minutes to Missoula. In the first year, JLG had 14 kids and solid revenues. It has created a positive vibe in town with civic leaders, business leaders and parents. Milton was able to land a major grant for his entire junior program from his JLG success story. Two Teams: Foster Links GC (2nd Year) – Warren Orr, PGA Orr has no range or practice facility, yet he has started fulfilling his vision for bringing golf to kids in one of the “most diverse high school in the country.” JLG is a key part of his plan, and it’s already helped his vision for a competitive, inclusive “junior pathway” at Foster GL start moving. It’s also given him valuable “cred” amongst senior municipal parks leadership. Two Teams: Lake Oswego GC (3rd Year) – Tom Mueller, PGA Mueller sees JLG as a way to bring kids, families together at the public golf course – as a revenue generating amenity within the town’s resources. Lake Oswego GC had 26 participants between the regular season and fall season and generated $5,165 in directly related revenue. JLG is the centerpiece of a full menu of kids programming at the course and is intertwined in a Youth on Course program, Junior Golf Nights (glow balls, movie and more), tournaments and a Kid’s Day Open House. Private Facilities – MetropolitanOne Team: Seattle GC (1st Year) – Kristen Allard, PGA Allard, with full support from head professional Doug Doxsie, PGA, brought JLG to a metropolitan club that many thought would not have enough interest in the program. In the first year, JLG had a team of 12 kids, with several more showing interest as the program developed. Not only was JLG a success, but it helped grow private lesson income and increase junior rounds on slow afternoons. Doxsie said of Allard, “she created a buzz our club needs, a reason for families to join and participate.” Two Teams: Riverside CC (1st Year) – Nicole Ward, PGA & Chris Gonzales, PGA Ward and Gonzales launched JLG at Riverside CC with two teams. Previously, Gonzales had been part of launching JLG at Tualatin CC with Sean Fredrickson. Together, Ward and Gonzales proved JLG is a concept that works when you work with parents to bring what they want to their kids. “Parents are talking about it with other members…and they’re talking about what we’re doing for the good of the club,” said Gonzales. Four Teams: Tacoma C&GC (3rd Year) – Sara Griffin, PGA & Chris Griffin, PGA Sara started with 1 team, then 2 teams. In year 3, she and Chris decided to go for 4 so they could have their own league. Even though they missed out on visits to other facilities, having their own league with 4 teams was easier for the Griffins. Along with other family-centric concepts she delivers, Sara can take credit for five new family memberships at TCGC sold in 2015 and a minimum of $7k in food and beverage from JLG and PGA Sports Academy alone. Over the next 10 years, those new memberships could be worth $450k in dues alone. Wow! |
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Pros on the MoveMichelle Parish | Tournament & Membership Assistant Employment Changes
Classification Changes
New Apprentices
Newly Elected Members
Transfers INTO of the Section
Transfers OUT of the Section
New Quarter Century Club Members
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Who Cares About Long Term Care in 2016?Blake Parrish | BP Financial Associates | blake@bpfinancialassoc.com “I know I’m getting better at golf because I’m hitting fewer spectators” -Gerald R. Ford I wrote about this issue in 2014, and have updated for 2016 as it continues to be relevant. With 10,000 people in the United States entering full retirement age every day for the next eighteen years, long term care (LTC) is one of the things we should consider as we age. Nobody knows when healthcare related issues will surface – and they can be quite costly. Just take a look at my home state of Oregon, with recently approved rate increases for 2016. Washington, Idaho, and Montana are right in line with these outrageous numbers. Medicare does not cover LTC and you would have to spend down all of your assets below $2,000 to be eligible for Medicaid. Many States offer some kind of long-term care partnership that allows you to keep some assets while still being eligible for Medicaid without spending them down completely. But you must apply and be covered. And, while Medicaid is a useful safety-net-program, a person who is covered isn’t guaranteed to receive timely or quality care. Consider what retirees said in a recent Healthcare Research Survey across 2500 participants, asking what they would have done differently regarding planning for healthcare costs in retirement:
The average stay in a facility is 2 ½ years with a median price tag of $85,000 here in the Pacific Northwest. The father of a close friend of mine spent the last eight years in a facility. Luckily they could afford it. Even if you’re currently young and healthy, nearly 1 in 5 adults provided unpaid care for someone over 50 years of age in the past twelve months. A survey by Caring.com revealed that approximately 33% of family caregivers devote more than 30 hours a week to caregiving, spend $10,000/yr. of their own money in the process, and nearly 50% spend $5,000 out-of-pocket per year trying to keep family members out of expensive long-term care facilities. But it’s not just the money. Roughly 40% of the caregivers surveyed are working full time, part time, or are self-employed. Of those who are working, 60% say their duties have had a negative impact on their jobs and 17% say they have had to miss a significant amount of work because of caregiving duties. To qualify for most LTC benefits, people must demonstrate a need for assistance with two of six activities of daily living – bathing, dressing and eating, for example. Be careful when selecting a policy….depending on the specific LTC policy, insurers may pay out benefits on a reimbursement or indemnity basis. This is important because reimbursement generally does not allow payment for expenses incurred by family caregivers. Indemnity offers a cash benefit, if policyholders meet eligibility criteria, meaning they are receiving a particular type of care as defined by the contract (a check is sent and can be used however the caregiver wishes). Traditional LTC is approximately three to four times cheaper than other vehicles, according to regular cost analysis published in the Journal of Financial Planning. If you’re buying a product doing double duty, like life insurance and LTC insurance, we should all know the cost has already been calculated into the price (Hybrid). In fact, a combination of life insurance, liquidity, and long term care may be exactly what you want. These are typically sold through a lump-sum premium and have a return-of-premium liquidity feature built in if an investor surrenders the policy and hasn’t used any of the benefits. The policy owner could cancel or have buyers’ remorse and get the cash value back without penalty, depending on the contract. The one important thing given up is the opportunity cost of investing that money elsewhere. Here is a nice flyer example by Lyn Rowe. For those of us who have aging parents, now is an appropriate time to have an adult conversation. How do they plan to maintain their dignity and independence in their later years? Do they plan to downsize the house in order to free up money for medical expenses? Are you part of that plan? Please feel free to contact us with your questions about investing and retirement planning. We do not sell insurance products, which allow us to give unbiased advice to clients when figuring out the best plan forward.
Blake Parrish Certified Financial Planner Boardof Standards Inc. owns the certification marks CFP®, CERTIFIED FINANCIAL PLANNER™, CFP® (with plaque design) and CFP® (with flame design) in the U.S., which it awards to individuals who successfully complete CFP Board’s initial and ongoing certification requirements.” |
