The Tennis Business Discussion Forum Archive
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Compensation plans are a part of the puzzle. Ahead of compensation plans for
almost any tennis or full service facility are: philosphy, mission, goal
projected/actual P&L Statement, employee handbook, job descriptions, etc.
Assuming you have all of these in writing, you have a starting point for
developing an overall compensation plan. Lacking the above, compensation
plans usually are a helter skelter, hodge podge which changes frequently
based on local area wind direction, barometric pressure and staff sock color.
No one in the tennis field has yet devised or patented a pure, unequivocal,
unequalled, proven, fair to all parties compensation plan. Part of the answer
lies in the differences in facilities, ownership needs and wants, etc.
Many current owners of tennis facilities and tennis/athletic clubs are now
transitioning from old "pure" %ages of lessons and a salary based on D/R (i.e.
pro/manager, head pro, asst. pro,etc) to smaller %age of lesson income and/or
hourly lesson rates based on numbers of people in a lesson plus a salary plus
bonuses for " off court " D/R.
Vincent, I am a 30 year USPTA Member, 40 plus year USTA member, TIA Volunteer
who may possibly be of some help to you. Feel free to call me or email me.
For better tennis and more new tennis players,
USPTA # 459
USTA # 1110609
Worldwide Intelligent Tennis Services ( WITS )
" In tennis as in life you must keep your wits about you !"
20220 13th ave nw
Shoreline, Wa 98177 - 2124
Phone: (206) 542-2850
p.s. My wife and I will be at the USPTA National Convention in Phoenix,
Arizona from 9/26 - 9/30. I can be reached at the USPTA National Convention
Registration desk at : uspta_at_sprynet.com or through the hotel, THE POINTE
HILTON on South MTN @ www.pointehilton.com
Received on Fri Sep 22 2000 - 15:49:16 CDT