How to Make Your Adolescent Lifeguards...

How to Make Your Adolescents Professionals

© 2015 Shawn P. DeRosa All Rights Reserved. 1

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How to Make Your Adolescent Lifeguards

Professionals

Shawn P. DeRosa, J.D. Pennsylvania State University Director of Aquatics and Safety Officer

for Campus Recreation

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The Problem

!  It’s easier said then done

!  Your “professional rescuers” can obtain their

certifications before getting their drivers licenses.

!  “Empowering” your lifeguards to make sound

decisions and exercise good judgment may be

impossible with some.

!  Most lifeguards are NOT adults



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…and for many, it’s a first job!

!  In many cases, you will be their first “official” employer

!  Teenagers don’t know what behaviors to expect from co-workers

!  They don’t know how to behave at work because in many cases no one has told them

!  They don’t understand how their actions can have an adverse effect on their employers

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Question

! At what age does adolescence end? ! A. 18 ! B. 21 ! C. 25 ! D. Retirement



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What’s Magical about AGE 25?

!  It’s all in the science! !  The frontal cortex of the brain does not fully maturate

until age 25. !  During adolescence the brain “prunes” or strengthens

brain pathways

!  Nerve cells develop myelin, an insulating layer, which helps cells communicate

!  The brain centers for judgment and decision making are the last two centers to form.

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Based on the stage of brain development, adolescents are

!  MORE likely to: !  act on impulse !  misread or misinterpret social cues and

emotions !  get into accidents of all kinds !  get involved in fights !  engage in dangerous or risky behavior



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Based on the stage of brain development, adolescents are

!  LESS likely to: !  think before they act !  pause to consider the potential consequences

of their actions !  modify their dangerous or inappropriate

behaviors

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So what does this mean?

!  If you better understand how an adolescent thinks, you can better anticipate and manage behavior

!  This understanding allows you to change YOUR approach by thinking ahead to how you can provide the structure adolescents need to thrive. !  Clearly define expectations (policies, evaluation

standards, etc.)



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Professional Lifeguards

!  Reliable, Mature, Courteous, Consistent !  Help prevent drowning, accidents, injuries !  Enforce rules/regulations !  Respond appropriately to emergencies !  Rescue and resuscitate victims in a timely and

efficient manor !  DO NOT let secondary duties encroach on

PRIMARY duties.

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Image is Everything

!  Mandate a good looking, clean and maybe even creative lifeguard uniform !  Be certain to follow your state/local health code or

apply for a variance

!  Rescue Ready Posture, ALWAYS! !  Rescue Tube is worn and never used as a footrest

!  Use the 5 Minute Scanning Strategy

Look Alert. Stay Alert. No One Goes Home In A Box.



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Question #2

!  What does being “rescue ready” mean? A. Being at your station and having rescue equipment

available for use.

B. Being prepared to perform a rescue at any time.

C. Being in uniform, wearing your rescue tube and being properly stationed.

D. Maintaining rescue skill proficiency

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“Steal” Ideas

!  Incorporate the BEST from ALL training agencies! Consider, e.g.:

!  ARC: Skills, LG Mgmt, Aquatic Examiner Program

!  YMCA: Mark & Float Non-swimmers

!  E&A: Zone Defense; Internal Audits

!  NASCO: “Victims don’t go to victim school, expect the unexpected”; 4-4-7 A victim about 7 years and 4’ tall drowns in 4’ of water

!  StarGuard: Risk Mgmt; Annual recertification ~ skills deteriorate!



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Career Advancement

!  Create a pyramid of lifeguarding levels leading toward a supervisory position !  Junior Lifeguard (volunteer) !  Lifeguards !  Head Lifeguards !  Lifeguard Instructors !  Deck / Shift Supervisors !  Aquatic Coordinators !  Assistant Aquatic Director !  Aquatic Director

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Career Advancement

!  How do you select your leaders, e.g. head guards?

!  Do you offer resume-building workshops for staff ? Do you help them explain how the skills learned as a lifeguard apply in other disciplines?

!  Can you assign tasks based upon interest levels?

!  Engaged employees are more productive.



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Mentorship

!  Always try to schedule inexperienced staff with more experienced staff !  “Shadow Guard” (PSU’s “Guard-Along”)

!  “Vigilance Voice”

!  Encourage more experienced staff to share their knowledge with the “rookie” guards !  Avoid telling the new guards what to do but instead

why it should be done differently

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Mentorship

!  As supervisors, we must mentor our professional staff as well

!  Remember, many of them are “adolescents” and they may not have much “professional” work experience or may not have had supervisors who provided appropriate coaching

!  Ongoing feedback is essential when coaching staff



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Training & Projects

!  Offer additional training to build resumes and keep things interesting/challenging for staff (Emergency Oxygen, BBP, First Responder, EMT, PPM+, CPO, AFO, SCUBA, etc.)

!  Produce lifeguard projects (videos, newsletters, posters, safety signs, etc.) !  Allow staff to generate the ideas and solutions

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Customer Service

!  Teach new employees how to interact with the public.

!  Have your lifeguards “Meet and Greet” your guests. !  “Recreational hosting”

!  Visit other facilities with your staff



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In-Service Training

!  In-Service – In-Service – In-service! !  Allow guards to help identify training needs

and develop curriculum to meet identified needs

!  Minimum 4 hours per month

!  Emphasize scenario–based EAP response over skill– based training

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Internal / External Audits

!  Internal Audits !  “Dummy Drops”

!  “Red Ball Drills”

!  Peer Audits !  First Aid / CPR

!  External Audits !  Bring in a consultant to “secret shop” your

staff



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Discuss Current Events

!  Utilize current aquatic events across the world to generate a discussion about the “lessons learned” from the story !  Google Alerts

!  Yahoo Groups

!  Facebook Fan Pages (e.g. DeRosaAquatics) http://health.groups.yahoo.com/group/LifesavingNews/

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Facebook.com

/derosaaquatics



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More Tips

!  Treat your adolescent guards as adults !  Set and define clear behavioral (performance)

expectations !  Hold staff to your expectations. No slackers!

!  Explain problems (including the why) and help staff generate workable solutions !  Implement their solutions

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Put It In Writing

!  Use “Agreements” to your advantage !  Cell Phone / Electronic

Device Agreement

!  Code of Conduct !  Performance Expectations

!  Dating Policies?

The Pennsylvania State University Phone: (814) 865-1433 McCoy Natatorium Fax: (814) 865-3728 University Park, PA 16802 www.athletics.psu.edu/rec/nat

An Equal Opportunity University

Electronic*Device*Policy*

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Zero Tolerance Policy for Lifeguards: Lifeguards found with an electronic device at any time during their shift, will be immediately terminated, no questions asked. Lifeguards are in a public safety role and cannot effectively scan their zones or remain focused on their jobs when cell phones or other electronic devices are in use. This includes at all times you are on payroll, including during non-surveillance rotations. No Electronic Device Policy for Customer Service Representatives: Effective customer service requires devoting one’s full attention to the customer. This is not possible when engrossed in email, texting, surfing the web, etc. CSR’s found using any electronic device during their shift are in violation of our no electronic device policy. This will result in discipline leading up to and including termination. If you have an urgent matter that requires your attention, please speak with the supervisor on duty BEFORE using any electronic device. Reports from customers that staff members are using their cell phones will be taken very seriously. Substantiated complaints may result in discipline up to and including termination of employment. I understand that any violation of this Cell Phone Policy will result in discipline as described above, which may include termination of my employment. Print Name Signature Date



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Sample No Cell Phone Policy

Zero Tolerance Policy for Lifeguards: Lifeguards found with an electronic device at any time during their shift, will be immediately terminated, no questions asked. Lifeguards are in a public safety role and cannot effectively scan their zones or remain focused on their jobs when cell phones or other electronic devices are in use. This includes at all times you are on payroll, including during non-surveillance rotations.

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Code of Conduct

!  I will remain “rescue ready” at all times I am in a surveillance rotation

!  I will always wear my rescue tube with the strap positioned appropriately

!  I will remain vigilant and proactively scan my zone at all times while on surveillance duty

!  I will constantly perform the Five Minute Scanning Strategy while on duty, remembering change my posture (sit, stand and/stroll), position (to see everyone in my zone), pattern of scanning, and counting the patrons in my zone every five minutes

!  I will perform no duties other than scanning my zone and managing behavior while on a surveillance rotation



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Performance Expectations

Evaluation Criteria

Examples of Behaviors That

Exceed Standards

Examples of Behaviors That Meet Standards

Examples of Behaviors That

Are Below Standards

Attendance and Punctuality

Consistently present and in full uniform five (5) minutes prior to the start of shift. Exemplary attendance; by example discourages others from absences. Helps cover last-minute shift openings.

Frequently present five (5) minutes prior to the start of shift. Almost always in uniform. Usually reports to duty on-time. Not excessively absent. Occasionally helps cover last minute or undesirable shifts.

Seldom in full uniform and prepared to work five (5) minutes prior to the start of shift. Frequently reports late to duty. Excessive absences.

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Uniform Expectations

!  Staff must be in the proper uniform; no exceptions.

!  Business casual does not mean jeans and an “untucked” shirt.

!  When customers ask to see a manager, they expect to see someone in business attire, or at least a uniform of some sort.

!  Not everyone understands that this is “the norm” …“dressing up” may be new to them.



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Performance Reviews

!  Redistribute performance criteria and ask lifeguards to evaluate themselves

!  If they rate themselves as anything other than “exceeds expectations” ask them to write down specific steps on how they can improve their performance

!  Involve head lifeguards in review process, such as by including them in a peer review process

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Respect & Accountability

!  Treat all staff with respect.

!  Lead by example.

!  Hold staff accountable and ask them to hold each other accountable.



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Thank you

Shawn P. DeRosa, J.D. DeRosa Aquatic Consulting [email protected]

Pennsylvania State University McCoy Natatorium /DeRosaAquatics

@DeRosaAquatics

How to Make Your Adolescent Lifeguards...

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