A stronger employment package helps your association attract, retain and support quality on-site personnel.
On-Site Staffing & Employee Management
Your Employee. Our Employment Infrastructure.
The best communities are often supported by great people on the ground. Community Managers, General Managers, administrative personnel, maintenance teams, front desk staff and other on-site employees become the face of the association and an important part of the community.
But employing those people directly brings an entirely different set of responsibilities.
Gulf Coast Association Management provides an alternative. Your association retains the dedicated employee and the Board retains direction and control. Gulf Coast provides the employment infrastructure, professional support and resources behind them. It is not about taking control away from the Board. It is about giving the Board and its employees a stronger organization behind them.
Your community. Your employee. Your direction. Our support.
A True Partnership
Built Around Partnership With the Board
Every association is different, and so is every on-site staffing arrangement.
Our model is built around partnership.
The on-site employee remains dedicated to your community. The Board establishes expectations, priorities and objectives and continues to have a direct relationship with the individual serving the association.
Gulf Coast operates behind the employee, providing the infrastructure necessary to employ and support them effectively.
That includes payroll, benefits, insurance, human resources, compliance, professional development and access to an experienced management organization.
The Board does not lose control of its employee. It gains a partner to help support them.
This approach fits naturally with Gulf Coast’s broader philosophy of tailoring management services around the individual needs and goals of each community.
More Than an Employee
Your Employee. Our Employment Infrastructure.
One of the greatest advantages of this model has very little to do with payroll. When an association employs someone directly, that individual can easily become an island.
A Community Manager may be expected to handle resident concerns, vendors, Board requests, budgets, maintenance issues, emergencies and dozens of other challenges, often without another experienced professional sitting beside them.
Under the Gulf Coast model, your employee becomes part of a larger professional team.
They have colleagues to call.
They have experienced leadership to lean on.
They have people who have encountered similar situations at other communities.
They have access to training, continuing education, industry resources and professional conferences.
And they have opportunities to exchange ideas and best practices with other professionals working in association and resort management.
Behind Your On-Site Team
One Employee. An Entire Organization Behind Them
Your association may have one dedicated person on-site, but that person does not have to solve every problem alone.
Gulf Coast provides access to broader expertise and resources in areas such as:
Association and resort operations
Accounting and financial reporting
Maintenance and inspections
Human resources
Technology and systems
Customer service
Administrative support
Senior management and leadership
The value to the association is not simply another layer of management. It is greater depth, continuity and support for the person your Board relies upon every day.
Employees Receive
Attract Better People. Keep Better People
Finding a qualified employee is difficult. Replacing a good one can be even more disruptive. Compensation matters, but today’s employment relationship goes well beyond salary.
A stronger employment platform allows an association to offer candidates something that can be difficult to replicate independently: the benefits and professional opportunities of a larger organization while still working directly for an individual community.
Eligible Gulf Coast employees may have access to:
HEALTH INSURANCE
$250–$300
Monthly Employer Medical Contribution
Medical coverage with dental, vision and optional supplemental benefits.
RETIREMENT
Up to 4%
Safe Harbor Employer Match
Optional 401(k) / Roth participation with an employer match.
PROTECTION + TIME OFF
60%
Salary Long-Term Disability Coverage
Employer-provided long-term disability and life insurance, accrued PTO and seven observed holidays.
A competitive benefits package can strengthen recruiting and retention while providing employees with greater stability and support.
Professional Growth Matters Too
Institutional Knowledge That Extends Beyond One Person
Benefits are only one part of retaining talented people.
Employees want the opportunity to grow.
As part of Gulf Coast, your on-site employee can interact with fellow industry professionals, participate in ongoing training and education, attend relevant industry conferences and benefit from the experience of senior leadership.
That exposure matters.
A challenge encountered at your association may be new to one employee, but it may be something another Gulf Coast manager has already dealt with several times. Sharing that institutional knowledge creates better-supported employees and gives your community access to experience extending well beyond the individual assigned to the property.
When your employee gets better, your community benefits.
Individual
Continuity Beyond One Individual
A strong association should not become completely dependent on the institutional knowledge of one employee.
People take vacations. People get sick. Employees eventually retire or pursue other opportunities.
When an association employs someone completely independently, much of its operational knowledge can reside with that individual.
Integrating your on-site employee into the Gulf Coast organization helps create greater continuity.
Processes, systems, leadership relationships and organizational resources extend beyond a single person.
That does not eliminate the importance of your on-site employee. It protects the association by putting a stronger structure around them.
Control
The Board Retains
Control
This is an important distinction.
Your on-site employee reports to the Board and remains under the Board’s direction and control. For all practical purposes, they are your employee.
The Board continues to establish priorities, responsibilities and expectations for the position.
Gulf Coast provides the employment infrastructure behind them, including payroll, benefits, insurance, HR support and employment administration.
You retain control. We handle the employment administration.
Boards Value
Why Boards Value the Gulf Coast Model
The result is a stronger staffing platform for the people representing your community every day.
01
Competitive Recruiting
Offer candidates the advantages of joining an established organization while working directly for your community.
02
Better Retention
Competitive benefits, professional development, organizational support and career opportunities help create a stronger employment proposition.
03
Experienced Support
Your employee gains access to fellow managers, specialists and experienced Gulf Coast leadership when challenges arise.
04
Professional Development
Training, continuing education, industry conferences and collaboration help employees continue developing their skills.
05
Employment Consistency
Payroll, HR, benefits administration, insurance and compliance are supported
through an established employment infrastructure.
06
Greater Organizational Depth
Your community receives a dedicated on-site employee without being dependent solely upon the knowledge and resources of one individual.
07
Board Control
The Board continues to direct its employee while Gulf Coast provides the support structure behind them.
ASSOCIATION EXPENSE
What Does This Look Like as an Association Expense?
The cost of an employee is more than their salary.
For illustration, consider an employee earning a $70,000 annual base salary.
$70K
Base Salary
$22K
Estimated Costs
$92K
Total Association Expense
The additional employment cost represents the expenses and infrastructure required to properly employ, protect, benefit and support that individual.
ADDITIONAL EMPLOYMENT
What Makes Up the Additional Employment Cost?
Payroll Taxes
- Social Security
- Medicare
- Federal and Florida Unemployment
Insurance & Protection
- Workers’ Compensation
- Long-Term Disability
- Life Insurance
Employee Benefits
- Health Insurance Contribution
- 401(k) Match
- Bonus Program
- PTO & Paid Holidays
Employment Infrastructure
- Payroll Processing
- HR Support
- Benefits Administration
- Compliance
- Leadership and Administrative Oversight
Illustrative fully loaded cost. Estimated employment costs vary based on benefit elections, workers’ compensation classification, payroll taxes and other employment-related expenses.
Keep them
Already Have a Great Employee?
Changing management companies does not necessarily mean changing the people who already know your community.
Where appropriate, Gulf Coast can work with the Board to transition existing on-site personnel into the Gulf Coast employment structure.
The employee can continue serving the community and maintain their relationship with the Board, while gaining access to Gulf Coast’s benefits, professional resources, leadership and employment infrastructure.
For the Board, it can provide the best of both worlds: continuity of the people you trust with the additional support of a larger organization.
Build the Right Staffing Model for Your Community
There is no one-size-fits-all approach to association staffing.
Some communities need a full-time General Manager. Others require administrative support, maintenance personnel, front desk employees or a combination of positions.
Gulf Coast works with Boards to develop a staffing structure around the actual needs of the community.
Our objective is straightforward: Give the Board the people it needs. Give those employees the support they deserve. Give the community the benefit of an entire organization standing behind them.
Your Community. Your Employee. Your Direction. Our Support.
Talk to Gulf Coast Association Management about your community’s on-site staffing needs.
