CPRA Byline - Winter 2022

O F F I C I A L

P U B L I C AT I O N

O F

C O L O R A D O

HEALTHY

MIND & BODY

PA R K S

&

R E C R E AT I O N

A S S O C I AT I O N

cpra-web.org | Winter 2022

CPRA MEMBERS SHARE THEIR MEANINGFUL SELF-CARE LESSONS

ALSO INSIDE: • CPRA AWARDS • MAKING A PIVOT IN THORNTON • CASTLE ROCK SENIOR ACTIVITY CENTER • SWIM AT YOUR OWN RISK

NEW HEALTH & FITNESS OPPORTUNITIES AT CPRA AGENCIES

THE MATERIAL PLACEMENT GUYS SPECIALIZING IN PRECISE MATERIAL DELIVERY & PLACEMENT

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CONTACT MIKE FOR A QUOTE: • Mulch/Cedar Installation • Soil/Compost Installation • Engineered Wood Fiber • Playground Surfacing Refresh

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• Rock Slinging • Topsoil/Compost Placement • Median Material Placement • Damp & Perimeter Drain

New! 3-Payment Plan. Perfect for Parks, Beaches, and Trails.

CONTENTS 4 Member Spotlight: Bryan Gentilini

COLORADO PARKS & RECREATION ASSOCIATION PO BOX 1037 Wheat Ridge, CO 80034 [P] 303-231-0943 [F] 303-237-9750 cpra@cpra-web.org www.cpra-web.org

By Hannah Quaney

4 Industry Spotlight: BerryDunn

By Jason Genck

5 Member Updates 6-7

Agency News

Allison Kincaid Executive Director allisonk@cpra-web.org

8-13 2021 CPRA Awards 14-19 Caring for Mind & Body

By CPRA Members 20-21 Work Hard, Play Harder

By: Julie Hopko & John Workman 22-23 Meet Booster the Rooster

20

By Danielle Moore

26 Kindess Matters

By Patrick Hammer & Farrell Buller

28-36

40-41 Doing a Pivot in Thornton

By Jessie Romito

Rachel Hungerbuhler Professional Development Program Coordinator rachelh@cpra-web.org Jillian Strogis Membership & Communications Coordinator jillians@cpra-web.org

New Fitness Opportunities Come to CPRA Agencies

38-39 Loving the Second Half

of Life: Castle Rock Senior

Activity Center

By Stacey Fahrenbruch

Ashley Perillo Professional Development Program Manager ashleyp@cpra-web.org

29

42-43 Dress and Personal Appearance Policies

By Allison C. Ulmer & Bart W. Miller 44-45 Swim at Your Own Risk

By Barb Kloberdanz 46-47 Dog Park Design & Operations

By John Sarver

UPCOMING BYLINE DEADLINES Spring 2022 Issue Content/Ad Deadline: March 31, 2022 | Mails: May 2022 Summer 2022 Issue Content/Ad Deadline: June 30, 2022 | Mails: August 2022 Fall 2022 Issue Content/Ad Deadline: September 9, 2022 | Mails: October 2022

Learn more about advertising at www.bit.ly/CPRA2022.

ADVERTISER INDEX

A to Z Recreation – AtoZRecreation.com . . . . . . . . . . . . . . . . . . . . . . . . . .24-25 Advanced Exercise – advancedexercise.com. . . . . . . . . . . . . . . . . . . . . . 29, BC Broyhill – broyhill.com . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . IFC CEM Sales & Service – cemsales.com . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

Colorado Byline is the official member magazine of CPRA, Colorado Parks & Recreation Association. CPRA is a dynamic, proactive organization that creates healthy residents and livable communities by promoting excellence in parks and recreation.

2021-22 CPRA BOARD OF DIRECTORS PRESIDENT Hillary Roemersberger Apex Park & Recreation District hillaryr@apexprd.org PRESIDENT-ELECT Clay Shuck City and County of Broomfield cshuck@broomfield.org SECRETARY/TREASURER Sean VonRoenn ERBM Recreation and Park District seanv@ERBMrec.com AT-LARGE Chad Redin City of Commerce City credin@c3gov.com

2021-22 CPRA ADVISORY COUNCIL AAPS Amy Hodge Eaton Parks & Recreation District amyhodge@eaprd.com AQUATICS Bryan Gentilini Town of Parker bgentilini@parkeronline.org CARA Nicole Reeves Widefield Parks & Recreation District reevesn@wsd3.org DIRECTORS Janna Hansen Town of Crested Butte jhansen@crestedbutte-co.gov FACILITY MANAGEMENT Shaun Jones South Suburban Parks & Recreation District sjones@ssprd.org FITNESS Michelle Stout Apex Parks & Recreation District michelles@apexprd.org PARKS Ryan Jensen City and County of Broomfield rjensen@broomfield.org PLAaY Kelly Rathbun City of Loveland kelly.rathbun@cityofloveland.org TRSC Kristina Cripe Developmental Disabilities Resource Center kristina.cripe@ddrcco.com

BYLINE, ONLINE & EMAIL ADVERTISING: Todd Pernsteiner, Publisher Pernsteiner Creative Group 952-841-1111 todd@pernsteiner.com www.pernsteiner.comw

AT-LARGE Mark Snow, CPRE, CTRS City of Colorado Springs mark.snow@coloradosprings.gov AT-LARGE Kit Newland City of Lakewood kitnew@lakewood.org AT-LARGE Susie Anderson Wheat Ridge Parks & Recreation sanderson@ci.wheatridge.co.us

GO DIGITAL View this issue online at cpra-web.org/page/byline.

Keep up on all things CPRA via Facebook, Twitter and LinkedIn.

Delta Timber – deltatimber.com . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Discount Playground Supply – discountplaygroundsupply.com . . . . . . . . 27 FCI Constructors, Inc. – fciol.com. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 FieldTurf - fieldturf.com . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Ground Solutions / Bedrock Slingers – groundsolutionsco.com. . . . . . . IFC Gyms for Dogs – GymsForDogs.com . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20-21 iZone Imaging – izoneimaging.com . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Lively Tours and Talks - livelytoursandtalks.com. . . . . . . . . . . . . . . . . . . . . . . . 39 OLC - olcdesigns.com. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35 Pilot Rock - pilotrock.com. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 Pinkard Construction - pinkardcc.com. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35

Colorado Byline is the quarterly publication of Colorado Parks & Recreation Association (CPRA) and is provided as a benefit to members. Submit your article to www. cpra-web.org/page/bylinearticlesub under publication resources. Submissions are edited and published as space allows. Letters to the editor, suggestions, comments and encouragement are welcome. Expressed opinions and statements in this publication do not necessarily represent the opinions of the CPRA board of directors or its membership.

Mission: Promote the parks and recreation profession and its growth throughout the State of Colorado.

Vision: A dynamic, proactive organization that creates healthy residents and livable communities by promoting excellence in parks and recreation.

Colorado Byline | Winter 2022 • 3

MEMBER SPOTLIGHT

Meet Bryan Gentilini, NREMT, AqP, CPRP

By Hannah Quaney, AqP, Recreation Coordinator II – Aquatics, Town of Parker

Bryan Gentilini has been with the Town of Parker for nearly 4 years, and was recently promoted from Aquatics Supervisor to the Recreation Manager of Facility Operations. Previously, Bryan was the Aquatics Director for New Albany Parks and Recreation in New Albany, IN. In his time in Parker, he has maintained numerous certifications, most notably his Aquatics Professional (AqP) designation, his Nationally Registered EMT (NREMT) and most recently his CPRP. He is very active in Aquatics and Parks and Recreation associations both nationally and locally, holding positions in the Aquatics Sections of CPRA, the Association of Aquatics Professionals, and a member of the Wisconsin Parks and Recreation Aquatics Section Board. Through his love for education and personal growth, he has set the stage

for those around him and many others within the state of Colorado to have access to educational opportunities. Parker was named as a local site for the Red Cross Lifeguard and Water Safety Instructor Training Certification in 2019 and will soon host the Instructor Development Course for Starguard Elite.

Early this year, Bryan spearheaded the inaugural CPRA Aquatics Symposium, that offered sessions regarding risk management, drowning prevention, and swimming lessons, to name a few. As the Aquatics Section Chair, Bryan continues to lead Colorado quatics into the future through training, education and support. Bryan is not only an asset to the Town of Parker and the aquatics community within Colorado, but to the aquatics and recreation profession as a whole.

INDUSTRY SPOTLIGHT

BerryDunn & GreenPlay Merge

By Jason Genck, Senior Consultant, Government Consulting Group, BerryDunn

We are excited to share that BerryDunn and GreenPlay have merged, expanding the capabilities of BerryDunn’s Parks, Recreation, Libraries Practice and Local Government Practice Group.

tainable ideas have transformed how parks, recreation, and libraries deliver services through decades of dedicated leadership, collaboration, education, research, and consulting.

The merger brings together two powerhouse teams, whose innovative and sus-

GreenPlay’s entrepreneurial spirit, growth mindset, and dedication to sustainable

ideas are a perfect complement to BerryDunn’s existing Parks, Recreation, Libraries Practice. Our combined expertise better positions us to lead both small and largescale projects for individuals, organizations, and communities throughout the US. We provide clients with unparalleled expertise and access to BerryDunn’s full suite of financial, assurance, government and business consulting, public safety, health and wellness, equity and IT services.

We work tirelessly to help our clients build and maintain capacity, forging lifetime relationships with them based on our sense of care and responsiveness to their needs. We help drive our clients’ continuous improvement and long-term vision for success.

4 • Colorado Byline | Winter 2022

Our consulting include strategic About 87% of services Aurora’s population planning, master planning, pricing and of 388,000 lives within 10 minutes cost recovery studies, feasibility studies, and operational assessments. of a public park and the median To learn more about these and other serprice forvisit a home is $428K. vices, berrydunn.com/parks-libraries.

Meanwhile, Aurora boasts 8,000 acres of open space, 91 miles of trails, 113 parks, and 3 reservoirs.

KEEPING UP

Remembering Lauri Dannemiller By: Hillary Roemersberger, CPRP, AFO, Director of Recreation Services, Apex Park and Recreation District

Center, Secrest Recreation Center, and the Apex Tennis Center. Also included in the bond projects were upgrading Lutz Sports Complex and Long Lake Ranch and improving the Apex Center and adding a Splash Pad. She later led the rebrand of the district creating a new logo, redesigned website, and the transition to not one but two new registration software systems. She supported the District and their partners to move forward with the Meyers Pool replacement project and helped rebuild or Lauri Dannemiller build several new parks.

In her six years, Lauri Her leadership during grew the Apex district and worked hard the COVID crisis was nothing short to expand programming, facilities, and of incredible, always remaining calm staff. At the very beginning of her tenure, and sorting through legal public health she was tasked with passing a 25-millionrequirements while still managing to dollar bond and was successful. She went create opportunities for our community on to manage the development of the and staff to stay emotionally, socially, bond projects and was responsible for and physically healthy. She was always the building of the Fitzmorris Recreation dedicated to staff at all levels and created It is with a sad and very heavy heart that Apex Park and Recreation District announces the passing of our fearless leader, Lauri Dannemiller. Lauri was the Executive Director of Apex for over six years and lost her battle against cancer this week. Her bravery and strength as she valiantly fought this disease was unprecedented, and she worked and supported the Apex community until the very end. She was the definition of a fighter, and her legacy will live on in our community forever.

an internal Special Projects Team to give employees opportunities for professional development and growth. Her priority was always to make Team Apex the best it could be.

Lauri was a quiet leader, preferring to be behind the scenes. It always brought her joy to see her staff own the spotlight and celebrate their successes. Her passion for the communities she served was obvious and she was dedicated to creating a pipeline of new leaders and growing the field of parks and recreation whenever possible. She was always thinking creatively and outside the box, encouraging innovation and service at every opportunity. Our community is healthier and more vibrant because of her service and leadership, and we will miss her terribly.

Donations may be made to The Denver Hospice, or the Foundation for Women’s Cancer, 230 W. Monroe St. Suite 710, Chicago IL, 60606, foundationforwomenscancer.org, in Lauri’s memory.

Lauri was a quiet leader, preferring to be behind the scenes. It always brought her joy to see her staff own the spotlight and celebrate their successes.

Doug Romig Becomes New Thornton Parks, Recreation, and Community Programs Director By: City of Thornton

Doug Romig joined the Thornton Parks, Recreation, and Community Programs (TPRCP) team in December 2021 as Parks, Recreation and Community Programs Director. Doug comes from Des Moines, Iowa with 30 years of experience in Housing, Conservation, Parks, Recreation, and Community Development.

For the last six years, Doug served as Deputy Director for Polk County Conservation restoring

Iowa landscapes to pre-settlement ecosystems (prairie, wetlands and woodlands) along with passive recreation, environmental education and special events. He is excited to live, work, and play in Thornton, and to continue to enhance the Thornton tradition of high quality and abundant Parks, Recreation and Communitybased programming and services.

Colorado Byline | Winter 2022 • 5

AGENCY NEWS

Repurposed Facility Addresses Homelesness By: Rupa Venkatesh and Amanda Peterson, CPRP, City of Northglenn

are available to those who are working or participating in an educational or job training program during the day.

These individuals can use the facility as a safe space to sleep throughout the entire four-month period, allowing the opportunity to continue working, while also accessing resources through CRU, Adams County outreach workers, and DRM, with the goal of finding permanent housing by spring.

The City of Northglenn recently opened a brand new, 87,770 square foot recreation center, senior center and theatre. This new facility replaced the city’s original recreation center, which opened in 1975. Although we have big plans for redevelopment of the site in the future, the move left the former recreation building temporarily vacant.

The old building no longer met the community’s recreation needs, but it is still structurally sound, safe and warm.

The city’s newly-formed Crisis Response Unit (CRU), led by Assiscitant to the City Manager Rupa Venkatesh and Program Manager Jessica Hulse, has been working closely with our parks staff and our police department to address the impacts that homelessness has had on our parks and public spaces. Without housing or other long-term resources available, CRU had a very difficult time providing support to our residents who are experiencing homelessness. To address this concern – one that nearly every community in the region is facing – the city partnered with the Denver Rescue Mission (DRM) to repurpose the old facility as temporary housing.

After just a few months of work to create partnerships, seek funding, adopt an emergency service resolution, conduct community outreach, address fire code needs, develop a service model, and gain Council buy-in, the temporary winter

6 • Colorado Byline | Winter 2022

housing program opened on December 15, 2021.

The facility will operate from 7 p.m. until 7 a.m. from December 2021 through March 2022 with a capacity of 25 people experiencing homelessness (PEH).

The program is operated utilizing the expertise of DRM and funded entirely by Adams County. The former gymnasium has been divided into men’s and women’s areas, the locker rooms provide showers and lockers to keep belongings, and the weight room has been converted into a community dining area. With generous community support, meals are prepared off-site and brought in ready to heat and serve. Twenty of the 25 spots

The remaining five slots are reserved for the Northglenn Police Department as a drop-off location should they encounter anyone unhoused in the middle of the night when other shelters are closed for intake. DRM will determine if it is an appropriate place for them to stay for the night and CRU will assess their qualifications to either enter the program or find them more appropriate shelter for the next night.

One resident recently stated, “I love seeing Northglenn taking initiative to provide equity to those who need it most. Makes me feel so proud to live here.” We’re proud of this effort, and hope that this program is a model that can be expanded throughout the region.

If you would like to learn more about how we used an abandoned building to help fill a need for temporary housing, please contact Rupa at rvenkatesh@ northglenn.org.

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2021 CPRA AWARDS

The Colorado Parks & Recreation Association Awards Program is designed to recognize and celebrate the individuals and organizations that contribute to the success and value of parks and recreation in the state of Colorado. Designed to bring attention to its recipients, the awards program highlights the successes of association members and community champions. The sharing of new and creative programs is an additional benefit of involvement in the awards program.

Excellence in parks and recreation is visible in many places. We encourage you to take notice of the parks and recreation programs, professionals and community champions that deserve recognition by nominating them for an award!

Section Awards

AAPS: Zach Roth City of Commerce City

AQUATICS: Phil Henry City of Boulder

CARA: Amanda Aburt City of Brighton

CARA LEGACY: Reed Davis City of Aurora

FITNESS: David Wimmer City of Fort Collins

SAVE THE DATE! The next award nomination deadline is July 15, 2022. Information can be found on the CPRA website under the

PARKS: Kyle Sylvester City of Brighton

8 • Colorado Byline | Winter 2022

PLAaY: Julie Adkins (third from left) City of Golden

TRSC: Sarah Braun City of Colorado Springs

President’s Awards

Zach Venn, City of Commerce City and Beth June, City of Wheat Ridge

Errin Koon Town of Parker

CPRA Staff – Rachel Hungerbuhler, Ashley Perillo, and Allison Kincaid, Jillian Strogis (not pictured)

A President’s Award was also given to Ireland Stapleton Pryor & Pascoe, PC (not pictured).

Columbine Awards Divided into three subcategories, Columbine awards are designed to highlight best practices and creative ideas in: Design - may include new or renovated park and recreation facility design projects

•

Innovation - may include marketing ideas, technology advances, communication, ‘green’ practices, partnerships, or operations

•

Programming - may include any program or initiative that is create, fresh, and new

S E C T I O N F O U R: R E C O M M E N D AT I O N S

COLUMBINE AWARD – DESIGN, NEW FACILITY: City of Northglenn Recreation Center, Senior Center, and Theatre The City of Northglenn identified a need to either renovate or replace our aging recreation center over 20 years ago. Due to financial constraints, as well as other concerns from the community, many years went by. During this time there were several failed ballot initiatives, lots of deferred maintenance, and mandated renovations to address fire and building code violations.

As time passed, more young families moved into the community - many of whom were not familiar with the past failed efforts to build a new recreation center. These residents – and our appointed and elected officials – began to ask why they didn’t have the modern recreation facilities that our neighboring communities are able to offer. As the economy continued to

New Northglenn Recreation Center, Senior Center, and Theatre

Colorado Byline | Winter 2022 • 9

City of Northglenn | Civic Center Master Plan

•

center, senior center and theatre to be included in the redevelopment of the civic campus. facility features the same colors, but in more subtle hues.

COLUMBINE AWARD – DESIGN, NEW PARK: Thornton Archery Range In a city of 145,000 residents, during a pandemic shutdown, you would not think four young girls could come up with an idea to build an ADA accessible archery range, navigate through the bureaucracy associated with a city of that size, and then see their idea come to fruition in just six months.

You’d be wrong though.

Northglenn staff (l to r): Justin Perdue, Amanda Peterson, and Michael Stricker improve, local businesses grew and thrived - all contributing to greater financial stability for the city. With this shift, plans for a new recreation center, senior center and theatre became a reality. Bike Park adds another key component to that designation.

The city took on a tremendous effort to develop a master plan for the entire civic campus, including the existing recreation center, city hall and the surrounding property.

With significant public input, the city took a risk to look at the property in a whole new way. During this process it became clear that there was a desire for a new recreation

Last summer, four young members of Girls Scout Troop #62511, Abigail Boehmler, Eden Lucas-Eraquam, Samantha Gemaehlich, and Aleaha Schauppner decided for their Silver Award Project, they would like to see an archery range built in Thornton that would be free of charge for the public to use and would be accessible to all regardless of their abilities.

They first contacted Thornton City Council member Adam Matkowsky with the idea and said they were willing to solicit lumber donations and build twelve target holders and six bow stands for the project. Councilmember Matkowsky asked Parks, Recreation & Community Programs Director, Seve Ghose to look into this to see if it was possible. Mr. Ghose loved the idea and assembled a team of staff from the department and the project was off and running in August 2020.

Recreation Center Senior Center Theatre

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Thornton Archery Range The first step was deciding how many lanes to construct and what type of target holders and bow stands would be used. The girl scout troop did research both online and by visiting other ranges and came up with the recommendation to build six lanes with two targets each. Distances would be 10, 20, 30, 40, 50, 60, and 100 meters. One target would be at 70 meters as that is the official Olympic distance for the longbow competition. Parks staff then selected a site at Spratt Lake (100th and McKay) and began grading a large plot. A priority from the start was to make the range welcoming to archers from the disabled community, so staff from the Streets Department brought in roto-millings (recycled, ground-up asphalt) to help make a suitable surface for wheelchairs.

The girls secured lumber donations from Alpine Lumber and got to work building the frames that would hold the archery targets and the stands that would hold the bows when archers are retrieving their arrows. They also researched rules for the range and a sign was ordered. Parks and Recreation staff plotted out exactly where the targets and firing line markers would be and secured these into the ground. The targets were ordered and placed in the hangers and the range was ready for business by December. Future plans for the site include a pavilion, trees, split rail fence, and picnic benches.

Thornton staff (l to r): Rod Salazar, Mike Coulter, and Becky Post COLUMBINE AWARD – INNOVATION: TRPR Playbook, Thompson Rivers Parks and Recreation District COVID exposed cracks in the way institutional knowledge was shared in our organization. Processes that may be second nature to some team members are out of this world concepts for others. Do you know how to reset a tripped breaker?

Probably. Do most 20-year-old facility attendants? Probably not. Situations that could be quickly resolved by popping your head in a teammate’s office became more difficult when many team members were working from home. We realized we needed an efficient way to share all district knowledge, from the trivial to our big picture plans. No one wants to read a boring paper employee handbook. We wanted to create a fun and interactive way for our employees to have all the information about TRPR at their fingertips. We have created “How To” videos on operational procedures throughout our facilities (now even toddlers can reset breakers). Staff can easily access these videos on the TRPR playbook website, or through QR codes we have placed at the appropriate locations. Have a question on vacation time or health insurance, the playbook has you

For their efforts, the girl scouts and their parents were selected as the Thornton Parks, Recreation & Community Programs 2020 Volunteer Team of the Year. The city staff from parks, recreation, streets, and the water resources divisions were also honored as the Thornton Parks, Recreation & Community Programs 2020 Team of the Year. The project was a great example of members of the local community working together with staff from multiple divisions within the city to produce a great amenity open for all to use.

Thompson River’s TRPR Playbook Colorado Byline | Winter 2022 • 11

How did you inform, engage and communicate with partners, stakeholders staff, or policy makers about this project? Describe any use of non-traditional fiscal or community resources, i.e. grants, sponsorships, foundations, volunteers, etc.

In May of 2021 the district held an all-employee shin dig with food and swag. District admin presented the new playbook, walked staff through how to use it and explained it’s significance and roll in the growth of staff as well as the positive effect it will have on our guests.

The playbook is set as the homepage on all shared computers and time is set aside at in-services and staff meetings to discuss its use and input on updates. While the playbook was useful from day one its importance and content has grown significantly as staff uses it and provided feedback.

Thompson Rivers staff: Katie Rummel and Clint Dudley covered. Want to know who to call when the pool pump goes down or an umpire doesn’t show up? Yep, that’s in there too.

Our board of directors provided insight on content and implementation during the development stages and attended the employee training. The boards presence really drove home the importance of the playbook to the staff.

All written District policies and operational contacts are in the playbook.

COLUMBINE AWARD – PROGRAMMING: Pride Night at Cecrest Apex Park and Recreation Pride Night is exclusive to teens in the LGBTQ+ community. The event provides a space for teens to feel supported and safe while having access to a variety of recreation and social activities.

Since the opening of the Secrest Recreation Center, one of the primary purposes of the facility has been to activate the Teen Center and find creative ways to engage this hard-toreach demographic. With this goal in mind, staff created Teen Take Over – a monthly special event that provides recreational opportunities for teens ages 11-17. While the Teen Take Overs had been successful, staff was still receiving feedback from the community that we were not quite engaging teens entirely. Most notably, teens in the LBGTQ+ community still did not feel there was a space for them to feel welcomed and safe.

Our Youth/Teen Coordinator was contacted by a former Day Camp parent who shared that her teenager was in the process of transitioning. The parent expressed concerns that there were not many resources in Arvada or

12 • Colorado Byline | Summer 2020

neighboring communities for her teen to participate in recreational opportunities; noting that the closest resource was over an hour away. Recognizing that her teen probably wasn’t the only one facing similar barriers, staff connected with One Colorado, the state’s leading advocacy organization for LBGTQ Coloradans and their families to address bullying in Colorado schools based on a student’s

actual or perceived sexual orientation or gender identity as well as several LBGTQ alliances within the Jefferson County School District. After many meetings, roundtables, and trainings, the first Pride Night at the Secrest Recreation Center was launched.

Apex staff (l to r): Hillary Roemersberger, Melinda Roy, Dana Bammerlin, Vee Duran, Julie Hines, Michelle Stout, Jaclynn Alvarez, Laina Doyle, and Tehra Porterfield

Michelle Stout

Professional Service Awards Professional Service Awards are for CPRA professional members only.

The Fellow and Outstanding New Professional awards honor individuals who exemplify leadership, inspiration, and noteworthly constributions to the profession.

OUTSTANDING NEW PROFESSIONAL: Michelle Stout, Apex Park and Recreation District Michelle first began her career in Parks and Recreation as a Fitness and Active Adult Coordinator for Eaton Park and Recreation Department, and it did not take long for her to make an impact.

From formulating procedures for a new recreation center, to implementing new programs, services, and special events, Michelle greeted the position with a positive attitude and great enthusiasm.

In 2019 Michelle was offered a position with Apex Park and Recreation District where she immediately made a splash.

Under her leadership, fitness programs including personal training and aqua fitness thrived. She also created several new special event opportunities and has helped grow senior fitness programming despite our Community Recreation Center being closed throughout COVID. Michelle is a leader among her colleagues and peers. She has served on various committees within Apex

Peggy Boccard including our Team Culture Committee and serves in various leadership roles within CPRA including Chairing the Fitness Section as well as serving as the Secretary/Treasurer of AAPS. Michelle regularly facilitates team bonding activities with her staff and colleagues and leads her team with passion and enthusiasm. If someone in another division needs support, she’s one of the first to offer assistance and she always takes the time to develop her new staff offering guidance and constant communication and check-ins.

FELLOW: Peggy Boccard, Retired Recreation Manager Peggy has contributed to various projects, partnerships, and development of professionals in the state. As a Colorado native she has knowledge and appreciation of the benefits and healthy lifestyle parks, and recreation provides. She has assisted with the design, renovation and opening of facilities such as the Ridge Recreation Center, Carmody Playground, Clements Community Center and Glennon Heights Pool just to name a few. She has utilized her strategic and empathic approach to secure partnerships resulting in productive and positive outcomes for both public and private agencies as well as the community and staff.

Kate Cooke

Community Champion The Parks and Recreation Community Champion award recognizes an individual or organization within a community who is a true parks and recreation champion.

PARKS AND RECREATION COMMUNITY CHAMPION: Kate Cooke, Localworks Kate has been the Executive Director of Localworks for about two years, but l td really like to recognize the entire organization and their collaborative spirite The organization consists of three employees (and many volunteers): Kate Cooke, Carolyn Doran & Jenny Snell.

The City of Wheat Ridge is incredibly lucky to have Localworks in our community, making such a positive impact each and every day, I truly don’t know how they do it all with just three employees, but Kate, Jenny & Carolyn are some of the most amazing, motivated, community-focused women you’ll ever meet! What I’ve mentioned in the application is just a portion of the phenomenal work they do. It is so refreshing to work with a team who is always willing to find a way to say “yes” if it means that the community will be just a little bit better. Localworks is our Community Champion!

Congratulations to all award recipients!

Colorado Byline | Winter 2022 • 13

CARING FOR

MIND & BODY

CPRA MEMBERS SHARE MEANINGFUL SELF-CARE LESSONS FOR A SUCCESSFUL WORK-LIFE BALANCE

14 • Colorado Byline | Winter 2022

In December 2021, we sent an anonymous survey to CPRA members asking them to share the most meaningful self-care lessons they learned in the last year and a half. We also asked the one thing they wish their manager/ employer did to help with morale. We received multiple responses which we are sharing here. Thank you to everyone who supplied feedback!

What is the most meaningful selfcare lesson you have learned in the last year?

Prioritize work-life balance.

Get enough sleep.

Enjoy the small moments.

Focus on what I can and cannot control.

To not take work problems and stressors home at the end of the day.

It’s important to show yourself compassion and thank yourself for showing up everyday.

I actually put myself first and said no when my employer wanted me to move into an assignment that wasn’t safe and they couldn’t tell me how they would keep me safe during COVID. I had been exposed to COVID among coworkers twice in a 7 day period, and then again 3 weeks later.

Enjoy what you are in at the moment, everything else can wait.

What are some steps that you might take, or have already taken, to help with the mental health of your colleagues either in your Agency or in your CPRA network?

Deliberate acts of kindness. Creation of social events with positive themes.

Seeking out fringe individuals and spending time with them.

Encourage mental health days and open communication about how people are feeling.

We have become very candid with each other about how we are feeling and often check in with each other to make sure we are doing ok. On days we aren’t feeling strong, we ask for help and on our better days, we reach out and offer assistance to each other.

Truly asking how people are doing and listening to their responses. Referring them to our free employee counseling program if applicable.

Try to be a voice of possibility and positivity. Allow for flexible schedules, provided adequate sick/vacation/ comp time as needed. Keep everyone employed. Tell our story far and wide with colleagues around the state regarding what our experience is with keeping things open and free from unnecessary restrictions.

Retreats, staff appreciation, lunches, etc. Virtual check-ins. Increased mental health support and care. Flexible scheduling with remote work.

Setting up one-on-one “stay” interviews with high potential employees to express gratitude and learn more about them personally.

Promoting a sense of teamwork and an atmosphere of support. Encourage others to take time off and get away from time to time.

Encourage people to take personal time mid-day to work out, go for a walk, attend a group fitness class, etc.

Flexibility in work schedules and allowing staff to work from home when possible.

Listen and be supportive in the ways that I can.

Encourage people to take part and participate in what we do - walk the talk with recreation activities and getting out into our favorite places.

Allow flexible work schedules and do little things like birthday treats.

Being available to talk.

More personal weekly check-ins with staff .

I set up regular team-building activities such as pickleball tournaments to bring some levity.

We offer an employee assistance program (EAP) for all staff with free counseling and I am very vocal with my staff about my mental health struggles.

Just trying to normalize the struggle I think it is important to recognize the hard times and it is okay to acknowledge that sometimes things just aren’t great. Demonstrating that we’re in this together, hopefully with a sense of humor, helps me and is better than sugar coating everything. Also I encourage my staff to focus on the items that are truly high priority and it is okay to let some of the other things go for now.

Patience and asking a lot of questions; check ins. Sometimes it is hard to see you are in it. But someone from the outside can see it and probe to see if there is anything, as an employer, that can be done to help.

In my agency - we have more time to decompress & check in with each other in our regular staff meetings. In my network - more text threads, more sharing stories, more regular daily support.

Offering exercise classes, breaks, no questions asked about taking time when needed (within reason).

Within the agency, I have spent more time with personnel assisting them so they don’t feel like they are in all of alone. Given mental health days off without question.

Texting is virtually ubiquitous. And easy! A quick note to say hello can mean a lot, even if it is close-ended.

Don’t overthink it. Tell someone you’re thinking of them and hope that they are having an awesome day.

Checking in regularly with teammates, asking about their day/trip/weekend plans/etc., offering encouragement and/ or invitations to do things together outside of work.

Learning to listen better and know when to tell someone to take some time or when they need to talk. Just really being present and open.

Colorado Byline | Winter 2022 • 15

they don’t check in. This has created mistrust on multiple levels; people are leaving left and right and those of us still here are being asked to constantly save their asses. We were moved around so much during COVID in our professional lives and had so many personal adjustments to make, we’re simply exhausted with no more bandwidth to take on more.

I would like to be able to go back to rewarding employees with bonuses for work that goes above and beyond. Many employees are deserving but due to budget constraints, the organization has not allowed bonuses for these last couple of years.

More words of encouragement and signs of appreciation from upper administration.

Extra opportunities to earn PTO and recognizing that mental health days count as sick leave

Provide Mental Health days or more wellness perks for employees.

Being honest sooner rather than hearing it through the grapevine. Recognition more often.

We have a great morale right now so just keeping up the team building and free snacks. That has been a HUGE hit with staff.

Tell us one or two things (or more!) that you wish your manager and/ or Agency would do to help with employee morale.

Honestly, I feel that our City has done an awesome job with compensation and holiday bonuses to say how much they appreciate us.

Allow for more flexibility around hiring ranges, not offering the base salary.

Hold all employees accountable to the same regard.

“Be more transparent and actually communicate with us. WAY too much time passes before we hear from leadership--they don’t provide info and

More communication from executive leadership, especially on how and what is going on related to employee morale.

Allow staff to work from home full time.

More generous vacation policy.

Improved manager support on a regular basis; informal staff activities/events .

Stay positive, support, notice a change in your employee and reach out to them.

Teleworking schedules on a case by case basis and up to the direct supervisor in order to remain competitive with the private sector.

“Convert more part time salary to full time entry-level positions to support greater flexibility for full time supervisor level staff.

The pandemic has staying power.

I wish City Hall would do more to consult with Departments that operate outside of the traditional M-F 9-5 schedule when setting operations requirements and responding to public health orders.

Recognizing that things are difficult and showing genuine appreciation for the hard work staff are doing and that they continue to show up.

Promote a health and wellness program for employees.

Encourage (not just say) work life balance.

VACATION

16 • Colorado Byline | Winter 2022

My agency is flexible with work times, flexible with working at home.

Encourages us to be mindful of our role in helping others and ourselves.

Check in with employees about how they are doing.

Show more interest in the employees at all levels, not just in City Hall. Answer emails, texts and phone calls in a timely manner. Without communication you feel you don’t matter.

Face time is wildly critical, especially during the isolation of a pandemic.

Making a visit to check in in person is more crucial than ever. It’s far more impactful to see body language, facial expressions, tone, and even a hug or high-five in person. Just engaging in friendly conversation, face-to-face, can mean a lot to a staff member.

Face-to-face check-ins with staff that are not seen on a regular basis, personalized emails for the different workgroups, implementing silly/fun challenges to keep us all connected, hosting virtual luncheons across the department .

Tell us about something your manager and/or agency does to help with employee morale that you really like and why.

Monthly all-staff meetings where all Town employees (there are only 50 of us) get together over breakfast. Each department takes turns hosting by preparing a meal and coordinating an activity. Sometimes we just share updates, sometimes there is a training, and sometimes we do something fun like kickball. Getting together as a group face to face for a fun activity is a really great way to build team spirit and morale.

Team gatherings. We started doing some happy hours after work that are fun!

Once a month or so we have all staff meetings where they recognize the employee of the month, employees have the chance to win fun giveaways, and they provide us with a lunch that we can then choose to eat with friends in different departments that we may not see as often.

Verbal recognition when a job is well done.

Bonuses for every staff member including variables working average of 20 per week.

At the end of the day say “go home” the project you are working on will be here tomorrow.

Overall support provided for various initiatives.

Being funny. Not all my managers over the years were or gave a crap to be.

This one is and comes off much more friendly and open. Less “out to get me” responses from staff.

Actively listens.

They threw a few bucks at us from federal funds because we worked in spaces with other people during the pandemic while they got to work from home.

appropriate workplace safety/risk management measures.

Our organization is allowing a lot of flexibility for work/life balance, understanding that each employee’s situation is different and most are facing challenges that make a normal work schedule more difficult.

Acknowledging the hard work and dedication of the team.

Team building often. We work in recreation and it needs to be fun!

Especially for lifeguards who can have a very stressful day. While we maintain high training standards and in-service practices, we keep it light and fun the rest of the time. We often have snacks and candy around for staff. In addition to this we try to have one team building opportunity a month. Last month we went for a team Disco Skate (costumes and all) which was a huge hit! When I look at the big picture, our current starting lifeguard pay is $4 LESS than Target and we still have enough staff to operate normally and I attribute it mainly to our team building and positive work environment.

Full staff team webinars. Puts all staff on the same page with getting information.

Honesty and transparency are so important during difficult times. Small thank you’s and gifts are also nice little boosts of recognition.

We have an upper manager that tries to stay super positive and always recognize staff in front of other staff.

Makes you feel good.

My agency put a lot of work into increasing salaries - especially for lower level positions - to make us more competitive and retain quality staff.

Gave a Christmas bonus this year.

Commitment to communication and honesty. Virtual check-ins to keep everyone engaged.

Implemented a new wellness benefit.

Provides competitive wages and benefits, communicates frequently with all staff regarding decisions and planning (weekly emails, annual all employee meetings), prioritizes

Honesty and transparency are so important during difficult times.

Small thank you’s and gifts are also nice little boosts of recognition.

Colorado Byline | Winter 2022 • 17

Tell us about something that you don’t like very much and why.

There is a culture of condescension and snarkiness from upper administration.

This isolates people and makes people feel anxious. It is dismissed as lighthearted teasing but does damage just the same.

Additional responsibilities beyond job description with limited or no compensation Complaining without solutions.

Unreasonable patrons. They don’t appreciate the dramatic efforts taken to remain open.

Transparency has improved tremendously, but there have still been organizational changes that did not include staff and have been the focus point of disgruntlement.

Brushes issues under the rug that eventually build into bigger problems.

Upper management was overheard saying we are acting ungrateful while they got to work from home and our schedules were shifted every 4-6 weeks.

They are so out of touch.

In our partisan culture, it can be draining to hear everyone’s opinions on vaccines, mandates, testing, masks, etc. It’d be nice to have guidance for employees on what they should and should not say in the workplace.

So over the vaccine and mask discussion. Wish everyone would be compliant with the rules at whatever facility they are at and if the don’t like it they can go another place or choose not to go.

The top tier leaders seem to always make the decisions even though it impacts those below them. Listening more to those lower on the totem pole.

This is a hard one, my manager is so pro team building, mental health and solutions oriented that nothing comes to mind.

I’ve received an occasional email that just says ‘Keep up the good work!’

This feels cold, impersonal, and even disingenuous.

When leadership focuses on how big our annual budget is or major capital projects and forgets to recognize the people and/or the day to day effort that ensures the organization is a success.

I don’t like how slow vacation time is accrued. As a first year full-time employee, its really hard to take more than a couple consecutive days off at the rate at which we accrue time off. I also don’t like the fact that hourly full-time employees are required to work 40 hours per week even when there is nothing to do. Sure, working 30 hours we would make less money, but we would spend less time being bored and have some time when it’s not busy to focus on our lives outside of work. This would make for better work/life balance in the slower months.

Have been completely frustrated that our area of local government which values efficiency and is dependent upon cost recovery and constant provision of services has been dictated to by an agenda driven public health sector that does not follow data when recommending restrictive measures, and policy makers who are unwilling to acknowledge the unintended consequences of failed policy implementation...ie. mental health impacts, drug use, economic, etc. etc.

Our public users are not frustrated with COVID they are frustrated with failed restrictions and paternalistic government.

Very little acknowledgement of the need and importance of self-care for the employees of the organization.

Having to report to the office and wear masks....I’m just over it all and enjoyed working from home

I have experienced A LOT of loss in my area over the last 20 months. It has been devastating on me. But my supervisor couldn’t see that. My supervisor wanted me firing on all circuits, when I was falling apart. That was not understood or supported.

A municipal operation is so diverse from public safety, to parks and rec, to public works and Finance, etc. We have a tendency to feel siloed even in the “before times”. After two years of remote work (for some), no in-person city-wide meetings and other pandemic related impacts on how we work, my agency feels more siloed than ever. Breaking down those barriers is a constant struggle. Finding ways to connect and work together and not against each other is imperative and hard.

Our department is very spread out throughout the city, and those staff that do not work near the main operations buildings are left out of opportunities to build relationships with managers, and feel as if we are just left to do our work without knowing how it contributes to the goals of our department. It is difficult to keep a positive attitude when you feel that management does not understand or actually appreciate what you do.

Sending out a mass email with ‘good job everyone’ isn’t inspiring or motivating. signs of appreciation from upper administration.

Love where I work!

I have experienced A LOT of loss in my area over the last 20 months. It has been devastating on me. But my supervisor couldn’t see that. My supervisor wanted me firing on all circuits, when I was falling apart. That was not understood or supported.

18 • Colorado Byline | Winter 2022

In thinking about the last few years, what single experience would you say rises to the top when thinking about teamwork and caring for each other as colleagues in the parks & recreation industry?

Monthly Director’s Section COVID calls Just spending time and team building to get to know one another.

COVID, coming together to make plans to keep P&R going even while being faced with something no one has ever had to deal with.

COVID! Our team came together in a tremendous way to help each other through an incredibly challenging time.

Our staff experienced furloughs and that meant a reduced service level, but not to the staffing level. So staff, including the top dogs, had to be out mowing, and doing maintenance activities. Brought us all together for a while. Not sure that’ feeling is still prevalent or not.

Hosting vaccines clinics at our community center.

People within the industry are always looking out for each other, lifting each other up and looking for ways to help others expand opportunities.

How fast everyone jumps to cover a shift outside of their normal job duties when another member/sector of the Rec Department needs help.

Monthly COVID calls to remind ourselves that we are not alone with the constant change and associated challenges .

Our agency was able to keep all staff FT and PT employed at full wages throughout the pandemic even during the initial shutdowns. Cross training and collaboration of staff duties was extremely heart warming and morale building.

Weekly director calls during the early part of the pandemic were extremely meaningful and helpful for the connection and the support.

Section meetings and/or conference :) I really appreciated all the connections that CPRA provided.

I was able to “vent” my sadness to a group of people that understood...because they were experiencing the same sense of loss.

I have a network and I’m super grateful for that network.

Colleagues that will always respond to a question about how they are achieving something. Colleagues that will always send an appropriately kind or funny gif that hits just right.

Colleagues that will drop everything just to listen and affirm that something sucks. CPRA is the reason that I’ve built that network and I’m grateful that CPRA is here to support younger professionals that don’t have that network yet - but will because of their involvement.

On a big picture scale - I’d say the Women in Parks and Recreation group on FB has been a huge support for women leaders in the field, lots of support, lots of empathy, idea sharing and encourage...as well as a ton of humor, which goes along way when we are met with so many challenges day to day.

We really came together as a city during covid in 2020. We worked together to make sure everyone was as safe as possible and even called each other if we didn’t see others. This happened between departments not just Parks and Rec A colleague initiated a ‘Thank You’ train. We sent thank you/ thinking-of-you hand-written notes to other professionals in the field. It was a shot in the arm to know someone was thinking of you and wishing for the best for you!

CPRA did a great job with the regular webinars and helping us navigate all things COVID. I felt very supported during this time and that I was not in it all alone.

Early during the shutdowns in 2020, my teammates rallied together to create virtual dances for the participants in our program. Our team took steps beyond the dances to create silly and fun virtual videos, greetings, dress up themes, etc. The minutes, and usually hours, spent as a team brainstorming ways to keep up the morale of our participants and their families was so therapeutic for us, staff, as well. We needed laughter, silliness, and camaraderie, too.

Our recreation department really came together over COVID. We have had so much cross department collaboration which didn’t happened as much previously. The results we’ve seen have been incredible and we have achieved so much with less staff and resources. It changed the way we operate and I look forward to what this collaboration can bring in the coming year.

When colleagues step in to help cover front line shifts in areas outside of their responsibility. We’ve had several staff at all levels help cover maintenance, front desk and child care programs to keep operations going while short staffed.

Honesty, covering for each other to allow for flexible scheduling, the availability of new technology to make virtual work easier.

Colorado Byline | Winter 2022 • 19

< Jeffrey Hulett jumps from an airplane

JUMP IN! HEALTHY COMMUNITIES BEGIN WITH HEALTHY AGENCIES

Jeffrey Hulett competes > in the World 24 Hour Time Trial Championship

20 • Colorado Byline | Winter 2022

WORK HARD, PLAY HARDER By: Julie Hopko, Sports Coordinator & John Workman, Facilities Supervisor, City of Brighton

Jeffrey Hulett is the Assistant Director of Recreation Services for the City of Brighton and you could say he’s pretty ULTRA. Outside of his duties at Jeffrey Hulett the recreation center, Jeffrey has completed some of the world’s toughest competitions.

Few others ever reach his caliber and he is showing no signs of slowing down. One thing Jeffrey constantly demonstrates to our staff is the importance of work life balance and he lives this to the fullest.

Suffice it to say that we do not spend our down time the same way. Like many of my coworkers and friends, I look forward to the weekend. Hopefully I get a hike in, a trip to a brewery, and some relaxing time with family and friends. I usually accomplish that, and feel pretty good about myself if I manage to complete any household chores. Not Jeffrey.

and sharp shooting. He has run 100 mile mountain runs and gets together annually with friends for a self-guided triathlon through the Rocky Mountains.

He has made the backcountry his home, and of course, he always picks the farthest hut-to-hut trips.

Recently Jeffrey did a very incredible thing. In early October he left town for a trip to Borrego Springs, California with one of his sons for an adventure.

This little adventure just so happened to be the World 24 Hour Time Trial Championship; a cycling race where you ride as many miles as possible within 24 hours. You could say that his accumulative life experience and training paid off as he claimed the world champion title for his age group.

Not only did he win his division, but he beat the 2nd place finisher by 54 miles,

riding 380 miles (16 mph average) on a road bike. I don’t even like driving that far! It takes incredible stamina and a strong mindset to stay on a bike for 24 hours. That alone is a huge accomplishment.

At the Brighton Recreation Center, we are very proud of Jeffrey and always look forward to hearing about his next adventure. Sometimes working in recreation leads to many late hours/ early mornings. Jeffrey reminds us about the importance of getting the job done and then getting outside and living life.

Although you don’t need to be as extreme as Jeffrey, it’s important to put yourself out there and try new things.

You never know when you just might get a world record. And if you don’t, that’s okay too.

Ask him on Monday how his weekend was. He probably went out for a quick 4 hour bike ride, jumped from a plane or hot air balloon, or did a hike and fly with his paraglider. This is every weekend. He may even manage to visit a brewery between excursions.

On weekends Jeffrey spends his time training for the next big race and has completed several bucket list items for the adventurous, as well as picked up entertaining hobbies. He swam the English Channel and was the 944th person to do so, swimming from England to France. He has raced in Paris, paraglided in Croatia, and soared along the California coastline. Similar to a scene in a James Bond movie, he also has dabbled in a biathlon where you combine cross-country skiing Jeffrey’s English Channel swim (top) and route (bottom)

Colorado Byline | Winter 2022 • 21

MEET BOOSTER THE ROOSTER By: Danielle Moore, Marketing Specialist, City of Wheat Ridge Parks & Recreation

In February 2021, the Wheat Ridge Parks & Recreation team debuted an official mascot: Booster the Rooster! Booster was inspired by a strong desire to boost morale, both for team members and the community.

You might be wondering, “why a rooster?!” Wheat Ridge has a strong agricultural history and is home to the Farmers (Wheat Ridge High School’s official mascott). Even the Wheat Ridge Recreation Center was designed to resemble the historical red barn that remains on site featuring a chanticleer (rooster) perched on top.

22 • Colorado Byline | Winter 2022

The Booster Club, comprised of six team members, is the driving force behind the morale-boosting. Booster Club members meet monthly to ideate ways to provide little pick-me-ups for team members. These pick-me-ups include team member highlights, Booster visits, monthly events or “boosts” including treats delivered to facilities, virtual (and hopefully soon in-person) socials and more! All team members, including variable employees are invited to take part in Booster Club’s events.

Booster Club was formed just before the pandemic hit, with the first Booster Club

Booster made his first appearance in January 2021 during the monthlong ‘Park It!’ campaign.

event being “Let’s Play Games” in January of 2020. The team set up pickleball, cornhole, spike ball and GaGa ball for all team members to take a break and play together.

Booster didn’t get to make his first appearance until January 2021 during the month-long ‘Park It!’ campaign.

People were so excited to meet Booster at the Greenbelt and Anderson Park! They took photos with him and loved the encouragement and praise of getting outside and enjoying our parks. Booster loves to take laps around the Rec Center, visit youth camps, and even attend council meetings to spread his joy!

The Wheat Ridge Parks & Recreation Booster Club was able to provide brighter moments for team members and the community during trying times. They look forward to being able to continue on with their work in 2022!

You might be wondering, “why a rooster?!” Wheat Ridge has a strong agricultural history and is home to the Farmers (Wheat Ridge High School’s official mascott).

Colorado Byline | Winter 2022 • 23

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KINDNESS MATTERS By: Patrick Hammer, Director of Parks & Recreation, Town of Erie and Farrell Buller, Leadership Coach & Financial Sustainability Consultant, 110%

There is a really amazing quote that has been floating around for a while that gently nudges us to embrace a practice or stance of kindness. Maybe you have seen it or possibly even used it over the last few years. “In a world where you can be anything, be kind.” This is a quote, simple in delivery yet profound in meaning. The quote also provides a subtle hint of duality. You could read this as reminder to act kindly towards others, and you could flip the emphasis in the wording to remind others to be kind to you. As stated by Albert Schweitzer, “Constant kindness can accomplish as much as the sun making ice melt.

Kindness causes misunderstandings, mistrust, and hostility to evaporate.”(1) Now, ask yourself what the quote would imply if it was completely rephrased to read “In a world where I can be anything, I will be kind to myself?” The use of “I” shifts the ownership inward and turns the statement into a proclamation. Often our first instinct is to position kindness towards another and shortchange the importance of being kind to ourselves.

We are not downplaying the importance of outward kindness. If fact, we should all step up our game as much as possible. However, we are often seeing our professional peers not creating a regiment of being kind to themselves.

Farrell Buller (left) and Patrick Hammer (right)

As you begin the year, we encourage you to begin to include habits daily that demonstrate kindness towards yourself. While there are a myriad of opportunities, perhaps one that is simple in execution and profound in impact is going outside for a walk.(2) We are asking you to take a challenge of a 10-minute rejuvenation walk every day.

Additionally, commit to completing this activity by yourself and setting the

intention of practicing kindness. We’d love to hear how this impacts your life over the next 30, 90, 180 days. Obviously, we won’t know what you will see, hear, smell or feel…but you will, and we are excited for you to find out!

Resources: (1) Why Kindness Is So Important Lisa Shamblen, LLC (2) Google, Benefits of Walking outdoors.

Colorado Byline Magazine Connects CPRA Professionals and Suppliers

Spring Issue Topics:

To see previous Byline issues, scan the QR code at right or visit www.cpra-web.org/page/ Publications

• Going Green

• Industry Trends - playgrounds, technology, facilities, turf and grounds, recreation programs Deadline: March 31, 2022 Ask about special section sponsorships and advertising!

Park and Recreation Supplier Partners: Interested in reaching CPRA members? Contact Todd Pernsteiner to learn about value-added packages at todd@pernsteiner.com or (952) 841-1111.

26 • Colorado Byline | Winter 2022

Highlight Your Agency!

SHARE YOUR STORY IN A 2022 ISSUE OF CPRA’S COLORADO BYLINE

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Spring Issue — Main theme: Industry Trends Secondary theme: Going Green

It’s time to plan ahead for the coming 2022 editions of our Colorado Byline magazine and we want to feature YOU.

Content deadline: April 5, 2022 • New Programs, Products, Services & Idea Exchange • Ideas for Concessions, Park Maintenance & Athletics • Going Green – Energy Savings, Green Construction, Landscaping • Solar Opportunities and Electric Vehicle Charging • Spring Parks Workshop follow-up

We have opportunities to get featured in Byline and add being published in your state professional magazine to your resume!

Summer Issue —

E: ALSO INSID

WINNERS AWARD SCOUT TROUP MEMBER LOCAL GIRL • 2020 CPRA ERS WITH VOLUNTEERS ON PARTN RETAINING • THORT ITING & NETWORK FOR RECRU OUTREACH • 6 TIPS STREET SOLUTIONS COUNTY OFFERS • ADAMS YOUTH CORPS • MILE HIGH

• MEE T YOU R CPR • MEA A BOA N(IN RD PUBLIC GFUL) TWE LAN DS EDIT ETS: • NIG HT OF ION COLORA THE STA TO SHO DO YOU RS GIV ES TH WCA SE TAL A CHANCE • HOW ENTS PARKS PRO FESSION AND REC CHA MPION ALS CAN REATION OUT FOR BE DOO R PAR COLORA A TNERSH DO’S IP

NS PROCLAMATIO RATES STATE COMMUNITY • CPRA CELEB ATION AS AND RECRE G THE PUBLIC • PARKS ENTERTAININ ING AND • ENGAG COVID TIMES DURING PLAN WITH A • A MAN S ARE GREAT • GRANT THE WILD OF • CALL

CPRA Members:

For reference, CPRA members can view past issues of Byline on www.cpra-web.org.

Have something to share? There are multiple ways you to do so: 1. Get Included in the NEW Keeping Up Section – Keeping Up is a regular feature to highlight CPRA agency and member updates. This is a great place to submit articles about a special event, project, staff update, or retirement. Articles can be as short as one sentence or up to 300 words and can include a photo.

2. Submit Feature Articles – We welcome article submissions from CPRA agencies about topics relevant to our mission. Articles should be between 250-500 words and include 3-4 high-resolution photos.

3. Send Article Leads/Ideas – If you don’t have the bandwidth to submit an article but have an idea about an article that would fit one of our issue topics, please share it with us! Send us a brief explanation of the article and who to contact. We will do the leg-work to research and write the article for you.

How to submit: Send your article or article topic, photos, and any other information to Jillian Strogis at jillians@cpra-web.org. If you have questions, call (720) 588-0943.

Main theme: Leadership Development Secondary themes: Staffing; Continuing Education Content deadline: July 8, 2022 • Annual Conference Preview • Leadership Development and Mentorship Programs • Starting a New/Second Career in Parks & Recreation • Members to Watch – Up-and-Coming Students and New Professionals • Growing Your Career - Continuing Education Opportunities • Views from a Park Bench – Advice from Seasoned and Retired Professionals • Creative Ways to Entice and Keep Employees

Fall Issue — Main theme: Facility Design & Usage Secondary theme: Alternative Revenue Streams Content deadline: September 15, 2022 • Post-COVID Design Trends & Products • Inclusive & Accessible Recreation & Parks • Unique Uses of Existing Facilities • Modified & Adapted Spaces • Alternative Revenue Streams – Grants, Memorials, Sponsorship, Bequests, Merchandise

Interested in promoting your business?

Byline magazine, online, email and event sponsorships and advertising are available. Contact Todd Pernsteiner at todd@pernsteiner.com or (952) 841-1111 to discuss exposure opportunities.

Colorado Byline | Winter 2022 • 27

Creating HAPPY, Healthy Communities NEW FITNESS OPPORTUNITIES ACROSS COLORADO

28 • Colorado Byline | Winter 2022

APEX Recovery Therapy By:Jaclynn Alvarez, CPRP, Assistant Recreation Manager, Apex Park and Recreation District

Apex Park and Recreation District is now offering a new wellness recovery service utilizing Normatec Compression Therapy. Normatec Compression Therapy is a type of recovery therapy utilizing leg wraps that move air pressure to massage the limbs.

Originally, Normatec was created to as a medical device to aid in chronic swelling, but its therapeutic effects can be applied for athletic recovery purposes as well. Normatec has multiple benefits including loosening muscles, aiding in faster recovery, increasing circulation, decreasing inflammation, and relieving minor pain and aches. Apex is cross marketing Normatec Therapy to athletes within our programs, personal training/Pilates clients, physical therapy members, patrons rehabilitating from injuries, and general fitness patrons. Apex can utilize Normatec Compression Therapy

at any location as it’s easy to move the equipment between facilities. Apex plans to bring the therapy equipment to various pop-up events, farmers markets, and other sporting events to generate extra awareness, education, interest, and revenue.

These two services are funded by a donation from the estate of Melvin Shiramizu, a gentleman who recently passed away and left a sum of money to the District for fitness operations of the Apex Center. He had a condition called multiple system atrophy and used to visit the Apex Center frequently. The fitness, yoga, exercise, and physical therapy staff all treated him so exceptionally that it made a monumental impact on his quality of life and well-being despite

the condition. The staff always took the time to warmly welcome him and roll out his exercise mat every time he visited. We are proud to be able to honor his memory and his gift by providing these services to our fitness community at Apex.

In the Zone By:Jaclynn Alvarez, CPRP, Assistant Recreation Manager, Apex Park and Recreation District

Apex Park and Recreation District is piloting a new heart rate zone fitness program, “In the Zone,” at the Fitzmorris Recreation Center beginning March 2022. Apex will be offering zone-based small group fitness classes and training sessions in the weight room and group fitness studio. By utilizing a training method called “Zone Based Training,” effort levels are put into separate and organized zones to improve cardiorespiratory endurance, burn fat, build muscle, and improve overall fitness levels.

These workouts are designed to keep participants in certain “zones” for better fitness results during and after workouts. During classes or training sessions, members will utilize heart rate monitor bands and our OnBeat system to display their heart rate on our screens in the weight room or the fitness studio. This allows our instructors and trainers to create a quality workout that is catered to the individual, creating a unique fitness experience for our members specifically designed to help them reach their fitness goals.

Colorado Byline | Winter 2022 • 29

Carbon Valley Outdoor Fitness Project By: Suzi Shankweiler, Fitness and Wellness Coordinator, Carbon Valley Parks and Recreation District

The Carbon Valley Parks and Recreation District (CVPRD) serves the towns of Firestone, Frederick, and Dacono. In 1983 the population of the district was estimated 10,000 residents. In 2021 the estimated population grew to 35,000 making it one of the fastest growing areas in the state. Even with the district’s booming growth, the area still offers that small town feel.

CVPRD’s Fitness and Wellness division’s mission and purpose is to positively impact our community and surrounding areas by providing the highest quality experience with safe, effective and fun fitness programming through: • Enhancing

the quality of life in our community by offering a variety of health, fitness and wellness services.

• Creating

a healthier, happier and positive community atmosphere.

• Challenge

and continually support members to achieve the highest level of sustainable fitness

With the challenges of growth comes the opportunity to expand and offer more creative workout areas. In October of 2021 we opened our new Outdoor Fitness Area. This area has proven successful in offering a space for additional weight training, athletic and cardiovascular training along with providing another area for group fitness classes.

For more information contact CVPRD at 303-833-3660 or visit our website at www.cvprd.com

30 • Colorado Byline | Winter 2022

Carbon Valley Parks and Recreation District’s Fitness and Wellness division’s mission and purpose is to positively impact our community and surrounding areas by providing the highest quality experience with safe, effective and fun fitness programming.

DESIGNING FITNESS SOLUTIONS INSIDE & OUT

For fitness solutions that fit any space, indoors or outdoors, call on the fitness experts at Advanced Exercise. 303.996.0048

advancedexercise.com

Colorado Byline | Winter 2022 • 31

Photos: City of Lakewood

LAKEWOOD OPENS NEW OUTDOOR FITNESS COURT

®

The City of Lakewood officially opened its second National Fitness Campaign Fitness Court® and multipurpose sport court outside of the Green Mountain Recreation Center with a launch party on August 18, 2021.

resistant sports flooring. The system is suitable for users aged 14 and over.

The event provided residents an opportunity to check out this free outdoor fitness option and included music, giveaways and free demos.

Designed to help users get a fullbody workout in as little as seven minutes a day, the court offers seven different fitness stations.

Each station allows users to modify their experience, choosing their own level of difficulty for each exercise.

The Court features a bodyweight circuit-training system on shock-

The court also offers outdoor fitness classes, including the quick-moving

FreeMotion in LAKEWOOD®

Lakewood’s Fitness and Wellness Coordinator, Camille Ferrandino, demonstrates some of the new FreeMotion exercise equipment at Carmody Recreation Center in a YouTube video at www.Lakewood.org/Carmody.

32 • Colorado Byline | Winter 2022

The City of Lakewood recently introduced new fitness equipment at their Carmody Recreation Center. The innovative FreeMotion Fitness equipment is based on the concept of functional fitness, to strengthen the body’s natural movements and balance for health and longevity. Equipment is adjustable to precisely fit each individual’s strength needs and is accessible to accommodate all users.

The Lakewood fitness team offers residents free demonstrations of the fitness equipment daily.

For more information, visit Lakewood.org/Carmody.

Designed to help users get a full-body workout in as little as seven minutes a day, the court offers seven different fitness stations.

PULSE circuit training interval class that challenges cardiovascular endurance, muscular strength, agility and stability. PULSE is open to all fitness levels and suitable for ages 14 and older.

“The addition of outdoor fitness opportunities came up as strongly desired by our community during our Imagine Lakewood! master planning public engagement process in 2017. Since that time, we’ve added outdoor fitness areas in three of our community parks including Carmody, Addenbrooke and Green Mountain Recreation Center,” said Kit Newland, Director of Community Resources at City of Lakewood. “We’ve found the National Fitness Campaign to be a great partner and we love their product!”

Green Mountain Recreation Center’s new free outdoor Fitness Court was made possible from a $25,000 grant from the Colorado Parks and Recreation Association (CPRA) and the National Fitness Campaign, a consulting firm that partners with cities, schools, corporations and design firms to fund and build outdoor Fitness Courts.

It’s Back!

CPRA Parks Spring Workshop & Tradeshow

Thursday, April 7, 2022

Island Grove Regional Park, Greeley Parks Spring Workshop Schedule 7:30 - 8:45 a.m............. Check-in with coffee & donuts in the exhibit hall 8:45 - 10 a.m................ Educational Sessions 10 - 11 a.m................... Exhibit Hall 11 a.m. - 12:15 p.m...... Educational Sessions 12:15 - 2 p.m................ Lunch and Door Prize Giveaways Registration fee includes 0.2 CEUs and lunch.

Vendor booth spaces and sponsorship options are available.

Visit www.cpra-web.org for more information.

Colorado Byline | Winter 2022 • 33

taking FITNESS to NEW HEIGHTS in thorNton By: Lisa Wilson, Deputy Communications Director, City of Thornton

The City of Thornton anxiously awaits the opening of their renovated Margaret W. Carpenter Recreation Center pool and locker room facilities.

The $13.1M investment updates and improves the pool programming space and provides an accessible pipe galley for maintenance and repairs.

The facility’s pools, sauna, steam room, family locker room and associated equipment have been replaced with state-of-theart aquatic environments and amenities. The Universal Locker Room expansion will better

serve families and individuals with special needs, increasing accessibility for all.

The 11,837 square foot facility will include: • a new six-lane lap pool with an accessible ADA ramp and a climbing wall, • a wave pool with a lazy river and bubble pit, • an activity pool with zerodepth entry, play structure, geysers, and sprays, • a water slide, • a 20-person therapeutic hydrojet spa, • and an adjacent party room.

The $13.1M investment updates and improves the pool programming space and provides an accessible pipe galley for maintenance and repairs.

34 • Colorado Byline | Winter 2022

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The new pool includes a retractable NinjaCross™ system which enables users at all fitness levels to progress in a safe and supportive environment.

Thornton’s new pool also includes a retractable NinjaCross™ fitness system which enables users of all fitness levels to progress in a safe and supportive environment. The system will also challenge athletic competitors in an exciting spectator environment.

The recreation center has remained open to the public throughout construction. To ensure guest/staff safety and minimize impacts to daily operation, the city, architect Ohlson Lavoie Corporation (OLC), and consruction contractor Pinkard Construction, have implemented special safety and operational protocols.

“We are thrilled to be remodeling an exciting aquatic environment for the people of Thornton,” said Robert (Bob) McDonald, senior principal at OLC. “Not only will they experience the latest in aquatic play, instruction and exercise but we will also be providing a muchneeded Universal Locker Room expansion to better serve the needs of families and those with special needs.”

Construction is expected to complete in February 2022.

An opening date has not been determined at this time due to ongoing training and a staffing shortage.

The Universal Locker Room expansion will better serve families and individuals with special needs, increasing accessibility for all.

36 • Colorado Byline | Winter 2022

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Loving Life

in the Second Half

Castle Rock Senior Activity Center

By: Stacey Fahrenbruch, Project/Event Coordinator, Castle Rock Senior Activity Center

Rooted in the Town of Castle Rock and Douglas County for 50 years, The Castle Rock Senior Activity Center (CRSAC) continues to thrive with their 1,000+ active membership. Their mission is to make life more fulfilling, create community for seniors and engage them in programs and services for “Loving Life in the Second Half”. They meet both online and in-person, serving people ages 50+ providing diverse programming ranging from adrenaline producing “bucket list” trips to the more sedate bridge league groups and everything in between. In addition to this, they’re committed to Castle Rock community events such as Ducky Derby, Shop Extravaganza and ArtFest.

It all began in 1971 as founders set their vision in motion with a meeting at the Peoples’ Natural Gas Company in the Blue Flame Room. Through the years they’ve hosted their programs in several locations downtown including the “City Hotel”, the “Old Depot”, and their current location at 2323 Woodlands Blvd next to

38 • Colorado Byline | Winter 2022

the Castle Rock Community Recreation Center.

Wellness is a priority at CRSAC. As the COVID-19 pandemic hit, they’ve supported every effort including opening their doors as a COVID Vaccine Clinic in the Spring of 2021 (much like they did in 1976 acting as a Swine Flu Vaccine Clinic at that time).

People come for activities, to socialize, for community involvement, to stay active in sports and exercise, to get involved with special interest groups and ultimately finding a great sense of belonging.

Their transportation department utilizes 65 volunteer drivers providing shuttle rides for seniors throughout Castle Rock for medical appointments, errands, activities and more. They serve 350+ riders per month with their 7 cars/vans and 3 busses. They are very active delivering meals weekly through the Meals on Wheels Program meeting the needs of hundreds.

For “at risk” seniors that aren’t as mobile as they used to be, care packages, grocery shopping and delivery of all items is provided. The Center provides about 8,000 rides a year (2500+ in medical alone) accumulating over 8000 volunteer hours.

The “Meals On Wheels” Program partners with Volunteers of America (a nutrition program for seniors) which meets the needs of hundreds per month.

During the initial pandemic year, hot and boxed frozen meals were served curbside. This past year over 4800 meals were served in the dining room with close to 12,000 meals delivered to homebound seniors in Douglas County alone. An average of 50 clients receive “Meals on Wheels” weekly.

The backbone of CRSAC is their volunteer network. Volunteers have logged in over 27,000 hours served which is a testament of their love for their peers and population.

Through-out the past 50 years with great leadership, volunteers and

HISTORY PROGRAMS AT YOUR LOCATION teamwork, this nonprofit organization truly thrives, they work and they play “loving life in their second half” with as many that will join in!

This past summer, over 250 people came out to Phillip S. Miller Park (MAC Center) as CRSAC celebrated their 50th Anniversary. The event was warm not only by the summer temps, but the warmth of the golden moments and special memories shared warmed the hearts of all. The crowd enjoyed some great music by Shelvis and the Roustabouts; then onto a Proclamation honoring the 50 years of service presented by Castle Rock Mayor Jason Gray. The Center also received the inaugural “Non-Profit of the Year” Award presented

by Pam Ridler, President of the Castle Rock Chamber of Commerce. Lifetime and Honorary Membership Awards were also presented by CRSAC to specific individuals that have served tirelessly for years.

CRSAC is truly an awesome place to serve and get involved for those over age 50. If you, a family member or a friend are looking for a place to “belong”, be sure to connect with CRSAC to embrace new friends and adventures in 2022.

For more information, go to https://www. castlerockseniorcenter.org or reach out to the Center at 303-688-9498 and get involved in 2022!

You and your group will be entertained while discovering the ordinary people from the past who lived extraordinary lives.

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Each tour has a mix of sightseeing, historic tales and trivia, short walks/hikes to scenic views plus the opportunity for the group to become immersed into the wilderness, wildlife, and wonder of Rocky Mountain National Park.

(970) 531-1211 livelytoursandtalks.com Colorado Byline | Winter 2022 • 39

t o DOING A Piv

Thornton REACHES THEIR ACTIVE AGING POPULATION DURING THE PANDEMIC

By: Jessie Romito, Active Adult Program Manager, City of Thornton

Pivot….Pivvvvot….PIVVVVVOT! It’s a safe bet the creators of the TV show Friends never envisioned that scene (or word) being so relevant 22 years later.

“The Active Aging industry has felt the effects of COVID-19 and the need to pivot like all industries. The level of creativity, sensitivity, and responsiveness required from the staff working with active agers bore the creation of innovative ways to serve during the unknown.” says Thornton Active Adult Program Manager Jessie Romito.

At the Active Adult Center in Thornton, Colorado, the tiny staff team of 13 faced

40 • Colorado Byline | Winter 2022

a unique challenge of opening a brandnew facility during a pandemic. “We can COVID Pivot” became the team motto and with a passion and dedication to maintaining services even from a distance, ideas on how to engage and connect through food while still staying safe, turned into reality.

A curbside lunch program was born from that passion. The team utilized the new facility design to implement a three day per week drive-up meal program allowing patrons to register for healthy and nutritious meals in advance, and drive-thru to pick them up. “But more

importantly, this program also offered a brief time to safely interact with others and share a smile,” says Romito. “For patrons who have been coming inside for meals at the Active Adult Center for decades, transitioning to curbside meals wasn’t easy.” A new process and eating without friends didn’t initially sound appealing, but the small and mighty team of staff and volunteers made it a positive experience. From holiday designed bags to a Santa and holiday lights and inflatables for the Christmas lunch celebration, the staff helped the program develop its own pizzazz. The program ran like clockwork, and from September 2020 to July 2021,

patrons made the daily drive to see the staff, get a hot meal and feel like they were still able to be a part of something bigger than themselves. Serving an average of 400 meals per week over three days the team viewed this “COVID Pivot” as one of their biggest successes, and rightfully so. In the blink of an eye they created an entirely new reservation process, meal

serving process, and trained volunteers on reservation check-in and parking lot safety.

Beginning in July of 2021, the team made the decision to slowly begin the transition back to inside meals and can you believe it, there was some resistance! “Patrons had really grown to enjoy the curbside program and were hesitant to pivot back

to the old ways,” says Romito. “They have since pivoted and have been thrilled to be back in the company of lifelong friends, devouring delicious meals together.” Staff and patrons alike saw how adaptable humans can be, and we all learned that sometimes trying new things isn’t as scary as we talk ourselves into thinking they are.

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Colorado Byline | Winter 2022 • 41

Dress and Personal Appearance Policies:

The Do’s and Don’ts

By Allison C. Ulmer & Bart W. Miller, Collins Cole Flynn Winn & Ulmer, PLLC

Although it is the middle of winter, warmer weather will be here before we know it, and with warmer weather comes flip-flops, shorts and questions about dress and personal appearance policies. This can be a tricky area for employers to navigate, as it is impossible to establish “bright line” rules regarding dress and appearance that can be enforced in all cases, all the time. Clear, neutral, reasonable policies that are consistently applied – but with accommodations made when necessary – will help employers stay out of legal hot water. This article provides an overview of the “do’s and don’ts” when preparing and implementing dress and personal appearance policies.

Policy Basics There is no legal requirement to have a dress and personal appearance policy, but many employers find it beneficial to have such a policy to create a professional image for the employer, to make it easier for employees to be identified, or for safety reasons.

Dress and personal appearance policies can address topics such as clothing, shoes, tattoos, jewelry, piercings, facial hair, and hairstyles. They should

42 • Colorado Byline | Winter 2022

be written in clear language with objective standards and examples so that the employer’s expectations and needs are clearly communicated to employees. Avoid subjective terms that are not defined, such as “professional appearance,” “business attire,” and “appropriate length.” Undefined, these terms tend to be subject to multiple interpretations. If you want to prohibit flip-flops, then say so!

When preparing a policy, you may want to consider seeking input from employees. This can create employee buy-in, which is crucial for compliance, and boost employee morale. You should work with your legal counsel to craft a policy that meets your business needs in a manner that complies with the law. Problems typically arise when an employee desires to express his or her personality or beliefs in a manner that conflicts with the dress and personal appearance policy.

Legal Considerations Title VII of the Civil Rights Act of 1964 (Title VII) Title VII is a Federal law that applies to employers with at least fifteen

employees. It prohibits discrimination against an applicant or employee because of that person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or over), disability, or genetic information. These are known as “protected classes.” In order to satisfy Title VII, dress and personal appearance policies must be neutral, and they must not have a disproportionately negative impact on employees of a protected class, unless the policy is job-related and necessary to the operation of the business.

This means a dress and personal appearance policy cannot differentiate between employees or treat some employees less favorably because of their “protected class.” For example, a policy that allows jeans and t-shirts on Casual Fridays but prohibits ethnic dress would discriminate on the basis of national origin, unless the policy is job-related and necessary to the operation of the business. Note, however, that courts have upheld policies that differentiate between men and women when they do not impose an unequal burden on either sex (for example, prohibiting visible piercings except pierced ears for women). We

Dress and personal appearance policy cannot differentiate between employees or treat some employees less favorably because of their “protected class.”

generally caution employers against adopting policies that impose different standards on men and women unless they are truly necessary, as such policies are vulnerable to legal challenge.

Be aware that employers must make exceptions to their dress and personal appearance policies to allow employees to follow their sincerely held religious dress and grooming practices, unless doing so would pose an undue hardship on the operation of the business. An undue hardship could be based on workplace safety, security, or health concerns. For example, a policy that prohibits employees from wearing anything on their heads could interfere with an employee’s religious practices. In that event, the policy would need to be modified for the affected employee, unless it would result in an undue hardship for the employer. Whenever an employer is aware that a religious accommodation is needed, the employee and the manager should engage in an interactive process to identify accommodations that are acceptable to the employee and do not impose an undue hardship on

the employer. This is a case-by-case determination. Managers should be trained to recognize this issue and handle it appropriately.

The penalties for violating Title VII are steep. They include the employee’s lost earnings (back pay and front pay); the employee’s attorney’s fees; and damages for the employee’s future economic loss, emotional distress, pain and suffering, inconvenience, mental anguish, and loss of enjoyment of life of the employee (these are capped at $50,000 - $300,000 depending on the size of the employer).

Government entities do not have immunity for Title VII violations under the Colorado Governmental Immunity Act, because Title VII is a Federal law.

Americans with Disabilities Act (ADA) Similar to religious accommodations under Title VII, if an employee requests an accommodation to the dress and personal appearance policy because of a disability, the employer must make an exception to accommodate the employee, unless it would result in an undue hardship.

Colorado AntiDiscrimination Act While it does not add much by way of substantive requirements, the Colorado Anti-Discrimination Act permits “reasonable” dress codes as long as they are applied consistently.

Take-Aways Dress and personal appearance policies are not a “one size fits all” type of policy. To avoid legal trouble, remember the following: • Consider

whether you need to regulate dress and personal appearance; these policies are not required.

• Make

sure your policies are in writing and are reasonable, neutral, and clearly stated.

• Enforce

your policies consistently.

• Engage

in an interactive process when an accommodation is needed for a particular employee.

• Policies

that are “job-related and necessary to the operation of the business” provide the best defense to discrimination claims.

Colorado Byline | Winter 2022 • 43

SWIM AT YOUR OWN

RISK!

By: Barb Kloberdanz, CPRP, Recreation Supervisor Aquatics, Wheat Ridge Parks & Recreation

“Swim at your own risk.” Is this the direction we are moving with the current lifeguard shortages? For commercial facilities, this is not an option.

Why is there a lifeguard shortage? We have said it is pay, recruitment issues, age demographics, and so forth, but have we dialed into the real problems facing this position? We all know we are asking more and more of a group of employees who may or may not have the capacity to deal with this job’s demands, burnout, and boredom. The shortages are more complex than just pay or recruitment.

Yes, some of the issues that have amplified the situation are the overall labor shortages and COVID-19.

The aquatics industry faced these issues for several years before the pandemic. We were all able to manage our way through the problem by implementing effective marketing strategies, increasing pay, offering free training, creative recruiting, and retaining team members. However, many of these strategies are no longer effective in acquiring and retaining lifeguards. So, we are faced with closing facilities, canceling programs, limiting admission, and closing amenities that make our facilities “fun.”

First, we need to ensure we offer a “living wage.” This step may help change the narrative of lifeguarding as a job for

steenagers. Lifeguards are first responders, maybe we should pay and treat them accordingly. According to Indeed.com, in Colorado, the average lifeguard makes $13.73 an hour, and the average first responder makes $17.86 an hour part-time and $40,568 for full-time.

While this salary is still hard to ensure a living wage in Colorado, it would be a start to help with recruitment issues.

When examining this issue, the entire case of cost recovery and demand for service needs to be a part of the equation.

Compensation Comparisons* Lifeguard:

$13.73/hour First responder:

$17.86/hour (part-time)

$40,568/year (full-time)

*Averages according to indeed.com

44 • Colorado Byline | Winter 2022

Second, we must be creative when recruiting lifeguards. While offering bonuses and end-of-season incentives are effective, it is also imperative to target the right demographic. Going to local EMT and CNA, programs may be beneficial. Many first responders look for side hustles while they are off duty.

Why not try to get them attracted to lifeguarding?

employment and you benefit from having them on your team.

The solution to this current issue is multifaceted, and it will need to be solved accordingly. All potential problems and resolutions are too complex to be covered in one article; however, it is time to get the conversation front and center.

Third, we need to focus on retention.

The cost of turnover in this position can be detrimental to your bottom line. This turnover comes with a conservative average expense of $1,280.00 per guard. Retention of this demographic can be tricky. Consider creating a written retention plan to help identify the “what” and the “why.” This document will assist with consistent and successful implementation.

Train your leadership team on the basic tenets of this program and the expectation it encompasses. A host of retention strategies can be implemented to ensure employees benefit from your

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Colorado ColoradoByline Byline| |Winter Winter2022 2022• •45 45

Dog Park Design & Operations Benefits for You, Your Community & Your Best Friend

By John Sarver, Designer, Gyms For Dogs™

Off-leash dog parks are growing faster than any other type of park in America’s largest cities.

Why? Because Americans love their pets, and dog parks make a great addition to any open public space. In fact, many people demand nearly the same amenities in their communities for their furry family members as they do for their children.

For dogs, these fun areas provide safe spaces to run, play, exercise and socialize. For pet owners, these destinations encourage them to get outside, be active and interact with other pet owners. For communities, hotels, resorts and public spaces, dog parks are a cherished amenity that allows people to spend more quality time with their best friends – even when traveling.

For anyone who is contemplating adding a dog park for public or private use, it’s important to remember that there are several maintenance, health and safety measures to put in place before opening the gate for common use.

Safety First When managing a dog park, know that the safety of the space is affected by these factors: location, size and design, the posting and enforcement of the necessary rules, daily maintenance, regular cleaning and inspection of the park and its elements. The larger the park the more maintenance and the more daily attention is required, so make sure you have the ability to service your park size.

The park should be located in a dry area that has an even balance of shade and sunlight, while staying a safe distance

from retention ponds and still water, where insects and mosquitos can thrive. If there are any low, swampy areas within the park, resolve those immediately. Also, keep the grass groomed, especially along the fence line. It is best to use a minimum 5’ tall fence along the perimeter for large dogs (35 lbs. or more) or an all-dog size park and at least 4’ tall for smaller dogs (35 lbs. and under) – and provide a leash-up gate area that allows the main entrance to close before the secondary park entrance gate opens.

Keep the front entrance area of the park free & clear of furnishings and place benches out in the park so park visitors are out in the park. This will help keep the entrance area more open and allow park users and their dogs to enter and exit the park without being too crowded.

The complete perimeter of the fence should be inspected on a regular basis for any holes or areas that dogs could get out. If there are any gaps at the bottom of the fence greater than 3.5”,

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For communities, hotels, resorts and public spaces, dog parks are a cherished amenity that allows people to spend more quality time with their best friends – even when traveling.

they should be resolved immediately.

It is also good to have separate park areas for small dogs versus big dogs, or even separate areas for solo dogs or even a designated area as a potty area in an effort to get the dogs to go to the bathroom prior to entering the play area.

If you have artificial turf, it should be properly cleaned regularly using a pet friendly anti-bacterial cleaner. The park and its elements should be inspected and cleaned with waste disposed of before opening each morning. Perform an inspection walk-through during the course of the day and at the close of each evening to ensure your standards of cleanliness are maintained.

diligent pet waste management system.

Set an expectation goal for your park visitors with signage such as “Please pick up your pet’s waste completely and promptly.” We recommend using the 15-second rule, as that is all the time it takes to pick up waste to eliminate spreading germs, worms and bacteria.

You can help make this easier for your guests by providing an adequate number of pet waste stations in all areas of the park. Make sure you let park users know the importance of picking up and that this is strictly enforced or they are not welcome in the park.

The Inside Scoop

The park should be closed during inclement weather or unique circumstances that may create undue If you have any questions or would risk, such as flooding in certain areas or like to learn more about the process for WASH TUBS FUN PRODUCTS AGILITY ITEMS slickDOG icy conditions.

Also, keep spaces developing a dog park for your space, and equipment dry and clean to help visit www.GymsForDogs.com, email eliminate fungus or bacterial growth. sales@gymsfordogs.com, or call Should you need to use cleaners and 800-931-1562. disinfectants, make sure they are pet friendly.

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