AUSTIN, Texas — After welcoming more than 1,000 attendees and 100 exhibitors back to an in-person Dealer Week Conference and Expo last year, the Marine Retailers Association of the Americas (MRAA) is returning to Texas in 2022 to host its annual education event and celebrate MRAA’s 50th anniversary. MRAA announced today that the event is now accepting exhibitor registrations from all industry companies at dealerweek.com/exhibit.
“Last year we didn’t know what to expect with a return to an in-person event, but dealers and our industry partners were excited to reconnect and showed up in a big way,” said Allison Gruhn, MRAA’s Vice President of Business Development. “This year I’m not hearing any hesitation – the people I’ve spoken to are asking to commit to their space at the show now.”
Attendance at the 2021 event nearly matched pre-pandemic levels, despite the uncertainty that preceded it. This year there will be fewer barriers to attending, and MRAA expects an even bigger show.
“MRAA was founded in 1972, so we’re planning something special this year for our 50th Anniversary,” said Gruhn. “We’re looking forward to seeing everyone back in Texas, where MRAA was originally founded.”
Dealer Week will be hosted Dec. 5-8, at the Austin Convention Center.
Dealer Week offers an opportunity for manufacturers, suppliers and service providers to connect with the top dealerships in the marine industry, who attend for the event’s world-class education and abundant networking opportunities.
As in past years, Dealer Week exhibit booths will be assigned in the order they are reserved. To learn more about exhibiting, go to dealerweek.com/exhibit or contact Allison Gruhn at 763-333-2419.
About the Marine Retailers Association of the Americas At the Marine Retailers Association of the Americas, we believe that for the marine industry to thrive, the retail organizations that interact with the boaters in their community must thrive. With that in mind, MRAA works to create a strong and healthy boating industry by uniting those retailers, providing them with opportunities for improvement and growth, and representing them with a powerful voice. For more information, visit MRAA.com or contact us at 763-315-8043.
ST. PAUL, MINNESOTA, March, 25 2022 — Marine Retailers Association of the Americas President, Matt Gruhn, testified today in the Minnesota House Committee on Environment and Natural Resources Finance and Policy in support of legislation to create an Office of Outdoor Recreation.
HF 4356, introduced by Representatives Davnie, Hansen, Ecklund, Noor, Jordan, Sandstede and Vang, would move forward with recommendations from the Minnesota Outdoor Recreation Task Force and create Minnesota’s first Office of Outdoor Recreation. The office will be instrumental in strengthening Minnesota’s outdoor recreation economy, bolstering the workforce and creating more opportunities for residents and visitors. Outdoor recreation in Minnesota is a major economic driver, generating $8.4 billion, or 2.2 percent, of the state’s GDP and provides for nearly 11,000 jobs at almost 700 individual businesses. However, the most conducive method to continue growing this forceful sector is through improvements on the outdoor workforce and increased access to recreational opportunities.
“After serving as a member on the Minnesota Outdoor Recreation Task Force, which recommended the creation of an office, it is uplifting to see the introduction of HF 4356,” says Gruhn. “The sponsors of this bill deserve thanks for being champions of policy that will help grow and strengthen our state’s already robust outdoor recreation economy.”
Currently, 18 states have an office of outdoor recreation and have experienced massive improvements in their outdoor recreation economies. These offices are instrumental in developing the workforce, increasing access and providing more resources to both businesses and recreational enthusiasts. The work done by an OREC office will have compounding effects and not only benefit visitors and tourists but also residents of the state.
“The outdoor recreation economy — driven by recreational boating and fishing across 39 states and D.C. — has shown its resiliency and strong economic contributions across Minnesota, generating $8.4 billion in economic impact in 2020 alone, despite uncertainty and pandemic-related closures,” said Jill Sims, Great Lakes Region Policy and Engagement Manager, National Marine Manufacturers Association (NMMA). “As Minnesotans continue to explore the great outdoors and re-discover the joy of time spent on our waters, we encourage the legislature to establish an office of outdoor recreation to build upon the state’s storied outdoor legacy and commitment to leverage our natural resources.”
Friday, March 25, The House Committee on Environment and Natural Resources Finance and Policy HF4356 was laid over for possible inclusion in the Omnibus Bill. If you are interested in supporting HF4356, or have any questions, contact Chad Tokowicz, MRAA Government Relations Manager at Chad@mraa.com, or 978-569-5127.
About the Marine Retailers Association of the Americas At the Marine Retailers Association of the Americas, we believe that for the marine industry to thrive, the retail organizations that interact with the boaters in their community must thrive. With that in mind, MRAA works to create a strong and healthy boating industry by uniting those retailers, providing them with opportunities for improvement and growth, and representing them with a powerful voice. For more information, visit MRAA.com or contact us at 763-315-8043.
By Chad Tokowicz, MRAA Government Relations Manager and Wendy Mackie, Director of Workforce & Foundation
Although you may be consumed by repair cycle times, a lack of inventory, or one of the many other woes of owning a small business, advocacy is integral to creating a strong selling environment and keeping your dealership staffed. While the MRAA advocacy team leads the way in this fight, our best outcomes often result from our ability to connect you and your voice to the people making legislative and regulatory decisions. Advocacy can take place in many forms; you can do it locally and at a state and federal level. These engagements will help you get the resources you need, whether it is workforce, conservation, or facilitating a better business environment. Knowing the right decision maker, how to have a conversation with them and your ability to highlight the impact your business has on the local economy will only help you achieve your desired results.
As the needs in the marine workforce continue to grow so will the importance of advocacy, and your voice will be a key component to getting decision makers to listen.
Quite simply: When MRAA members talk, decision makers listen.
Advocacy is most effective when we can communicate our situation and our proposed solutions clearly. You have firsthand experience and information about the way the workforce crisis is affecting you and your industry colleagues in your area. That makes you the advocacy expert.
According to a recent report released by Ernsi Burning Glass, “The Demographic Drought, Bridging the Gap in our Labor Force,” we can expect the current worker shortage to continue for the next 20 years. The report highlights that the workforce recruitment challenges we are facing in the boating industry are being felt across our country and globally in every industry.
Knowing that the workforce issues you are feeling are commonplace does not ease the pain, but it should provide the impetus for our industry to be strategic and organized in our advocacy approach. The boating industry has a leg up on the competition — our network of regional, state and national marine trade associations is strong and in regular communication. We also have a workforce plan — Strategy 10+1: A Marine Industry Guide to Growing the Workforce. This document addresses current workforce challenges by outlining 10 specific strategies intended to cultivate a unified approach toward building our workforce. It can also be used as the basis for speaking with your elected officials.
To start, we recommend the following:
1. Know your State Representatives and Member of Congress. Us the following helpful tool to identify them in your area: Find Your Legislators.
2. Establish a relationship with your Representatives. Good jobs are always of interest to elected officials. Invite your representatives to tour your facility to shake hands with their constituents and see good jobs in action. If you are uncomfortable with this idea, contact MRAA and/or your state or regional marine trades association to assist in facilitating a relationship or event.
3. Read the “Marine Industry Guide to Growing the Workforce” This workforce plan is written like a roadmap for employers to begin taking matters into their own hands. Strategy No. 9, Advocate for Funding, will greatly help you prepare for conversations with your lawmakers. If you have questions, email Wendy Mackie.
4. Connect with your Regional Marine Trade Association. State and regional associations lobby at the state level. It is equally important to advocate for your local workforce needs. State agencies and locally elected officials will likely be able to address your issues in the shorter term. Partnering with your local association to advocate for the industry will add power and a collective voice to your message.
Many regional and state Marine Trade Associations manage or support workforce programs. Inquire about ways that you can get involved with existing efforts or discuss ways that you can start your own. Working with them can be integral to addressing your staffing concerns.
5. Complete MRAA Surveys and connect with MRAA staff. The MRAA will distribute surveys that help us get a better understanding of how the workforce situation is unfolding in your dealership and gather the timely and relevant data that brings power to advocacy at all levels. Without your input, there is no data. Also, anytime you connect with MRAA Staff be sure to mention any workforce problems you are experiencing. We compile that information and look for trends and examples to use in our efforts.
Imagine your dealership is fully staffed. Not only do you have enough people to do all of the work, but whenever you do have an opening, high-quality applications come flooding in, with the right candidates ready to start right away.
Okay, that might be wishful thinking. Especially in 2022. But it shouldn’t be too far off from your vision. We work in a fun industry. Our customers are enthusiasts, and we sell recreational vehicles that bring joy to people’s lives.
However, the workplace culture at some dealerships keeps them from turning this vision into reality. If an applicant comes into your dealership and feels unwelcome, will they want to return?
Ponder a minute about your culture and what it says to a potential employee. A few things to think about:
What is the vibe a candidate will get when they walk through your door? Are they greeted and welcomed? Or ignored? Will they see smiles or frowns among your staff?
What will they learn from your dealership while they wait for their interview? Will they overhear positive or negative conversations?
What will they notice about your facility? Is it bright, well-organized? Does it celebrate the boating lifestyle (even if you don’t have boats in stock)? Or is it run down, dirty and messy?
What will your staff say when the candidate asks the question, “What is the culture like here?”
These attributes go beyond pay and benefits to give talent a unique look into your business that can make a big impact on their acceptance of your job offer.
According to the U.S. Bureau of Labor Statistics, as of March 9, 2022, there were 11.3 million job openings in the country. We’ve all seen and heard the stories. Everyone — and we mean everyone — is hiring right now. As a result, job seekers have their pick of opportunities.
The best candidates want to work for a business with a strong culture that supports their employees’ work/life balance, wellbeing and professional growth. They seek a place where they know their voice will be heard, and they’ll have a chance to make a difference.
If you’re unsure about the culture within your dealership, survey your staff and ask. You’ll learn a lot about your team’s experience working for your dealership, which you can use in your recruiting efforts. In addition, you’ll probably improve that experience for your employees by showing them that you care and you want to listen.
There are many ways to go about surveying. Certified Dealers rely on MRAA to conduct their surveys and guide them through the process of applying the data to drive positive change. The program’s annual Employee Satisfaction Survey (ESS) process allows dealers to better understand how their employees feel about the customer relations, employee satisfaction, leadership, management and reputation of the business. This survey is completely anonymous, allowing employees to be honest about what’s it’s like to work at the dealership. It asks employees 32 ranking questions about their experience at work and offers them 3 open-ended questions to share their thoughts.
To learn more about Certification the program’s ESS process, reach out to Liz Keener at lizk@mraa.com.
It’s important for every business owner to truly understand the culture of their workplace and to improve upon it in order to attract the best new hires. Once you get a grasp on your culture and began to make meaningful change, you’ll be able to better recruit and retain the strongest performers.
As you ramp up your hiring efforts to prepare for the 2022 boating season, here are tips and resources MRAA have developed to help you answer some of the common questions you ask us:
How many people do I need to hire and in which roles?
With the changes in consumer shopping behavior and expectations, the limited availability of new boat inventory, the potential for a surge in service business related to the boats you sold last year, the rise in gas prices and inflation, and the conflict in the Ukraine, you may be wondering what demands will be placed on your team in 2022 and how to staff accordingly.
While MRAA doesn’t have a crystal ball, we do recommend you review your dealership organizational chart, or if you don’t have one, develop it. To help, here is the MRAA Mini-Guide to the Org Chart. You might also want to watch (or rewatch) the MRAA e-learning course, Too Much ____ + Not Enough _____ = Service Stress to learn about hiring for the expeditor and coordinator roles as an alternative to trying to find skilled, experienced marine technicians to hire.
Do you have a compensation range in mind for each of those roles that is competitive in today’s market?
If you’re not sure, look at job ads for similar positions in your local area. You also can review the results of MRAA’s 2017 Compensation Study, available here. Stay tuned for the results of MRAA’s 2022 Compensation Study, to be released in May 2022.
Have the job descriptions been updated for changes in your dealership?
That might include changes in your organizational chart, changes in your processes or changes in the results you expect this person to deliver. Learn about including key result areas (KRAs) in your job descriptions and other ways to improve them in our free guide, Job Descriptions that Amp Up Productivity. Download it here.
Have you created an advertisement to promote the job opening?
Experts in recruitment often encourage companies to stay away from copying the job description and using it as their job advertisement. Rather, they recommend telling a story about the opportunity to work for your dealership. Pick up more job advertisement tips in this recent blog.
Is the ad written to appeal to the candidate you aim to hire?
When you advertise a job, you’re trying to sell your ideal candidate on coming to work for your dealership. Imagine who that candidate is and what they may be seeking. In your ad, be honest and sincere about the key benefits of the job and your culture — and about the qualities and experience you’re looking for in an employee.
Where do you plan to post the ad?
Be sure to share it internally and externally. Your employees will often know people with similar interests and values. In fact, some dealerships even encourage those referrals with a cash reward if they’re hired and stay for a certain amount of time.
What interview questions will you ask candidates?
At MRAA, we develop a hiring team for each position, each of whom uses a different group of questions during the interview process. Many of those questions were influenced by books like: “Topgrading,” “Up Your Business,” and “The Ideal Team Player” and then customized for the position.
How will you make a final decision about who to hire?
In the MRAA course, “Attract and Retain Techs” by Valerie Ziebron, she recommends you know the answers you want to hear from the interview questions you ask. That way, you’ll be more likely to make decisions based on the candidate’s fit with dealership goals and expectations for the position rather than the candidate’s interview skills. The best candidates aren’t always the best at being interviewed. MRAA Silver and Gold Members can access this course — part of the recently launched Training N Tactics (TNT) Series — and its resource-packed workbook for free when they log into MRAATraining.com.
What will you do if you don’t find a qualified candidate for the role?
One alternative to filling an open position through a traditional job posting is apprenticeship. It is a strategy with proven results for many dealers and their apprentices. To learn more about success with this strategy, check out our Guide to Apprenticeship here.
If you do find a qualified candidate who accepts your offer, how will you prepare them for success?
Some dealerships have onboarding schedules that last several months, others only the first day or week. Regardless of where your business falls on that spectrum, a few fundamentals you may want to put into place include:
An Employee Handbook: If you don’t have one or want to improve yours, MRAA Members can check out our sample handbook for ideas, which includes more than 100 dealership policy templates. Learn more here.
An Onboarding Plan: During a Dealer Case Study at Dealer Week 2020, Alpin Haus shared several workforce best practices, including a handout with a Sample Boat Product Specialist Hiring Process, Training Process and Schedule. MRAA Silver and Gold Members can access the course by logging into MRAATraining.com.
Finding qualified candidates to fill your dealership’s open positions isn’t easy … especially right now. The labor shortage — not just in the recreational boating business, but in almost every industry — means that any decent candidate has their pick of jobs to choose from.
So, how do you set yourself apart and increase your chances of being selected as the employer of choice?
Well, for one, you can avoid these common recruiting and hiring mistakes.
1. A reactive approach to hiring: If you don’t begin thinking about how to attract potential job candidates until you have an open position in your dealership, you’re taking a reactive approach to hiring. By doing so, your ability to quickly and successfully fill that open position — and any jobs that become available in the future — is greatly reduced.
No matter how big or small your dealership is, as an employer, it is critical these days to take a pro-active approach to your workforce. In other words, you must always be recruiting.
Experts are forecasting that the factors causing this labor shortage aren’t going away any time soon. In addition, employees are changing jobs more frequently. Chances are, as a dealership owner or manager, you’ll need to dedicate more time and effort than you have in the past to successfully recruit and hire.
Those that develop strong recruiting and hiring processes will find themselves with a serious competitive advantage.
Here are a few ways you can be proactive:
Devote a section of your dealership website to information about you as an employer. Be sure to highlight the unique reasons your business is a great place to work, not just compared to other boat dealerships, but also to similar jobs in other industries, like car dealerships, restaurants, factories, hotels and resorts.
Create an employee referral program where your team is rewarded when their friends or family are successfully hired by the dealership.
Be on the look-out for people with the behaviors, values and skills you’re looking for when you’re out and about in your local community, and don’t hesitate to share your business card with them. Best Practice: Some dealership owners have developed special business cards specifically for the purposes of recruiting.
Form mutually beneficial relationships with local organizations, schools and programs that may be able to help you attract prospective employees.
2. Failing to identify who you’re trying to attract: Before you begin promoting an open position in your dealership, consider the qualities and abilities you’re looking for in a candidate for that specific position. Then, envision the person or people who might be a good fit. By doing so, you’ll be able to write and post your job advertisements to appeal to the specific candidates you’re looking for.
Want some examples? Register to attend MRAA’s free recruiting & hiring webinar on April 7th at noon eastern (or if you’re reading this after April 7th, log into MRAATraining.com to find and watch the recording). In it, we’ll identify how to identify who you’re trying to attract for three common dealership hiring scenarios and how to use this information to increase your chances of hiring success.
3. Excluding a valuable group or groups of candidates: If someone asked you whether you’d rather have one or two people apply for a position vs. 10 or 20, you’d probably say 10 or 20, right? After all, part of the reason we advertise for a job is to receive a pool of candidates from which we can select the best fit.
But despite this desire to attract as many candidates as possible, we often make the mistake of excluding or discouraging people we want to attract when we put together a job advertisement.
Some of this comes from a sense of idealism. If we could pick the perfect candidate, we’d like them to have exactly these skills or this many years of experience or that degree.
In reality, there are plenty of candidates who don’t fit in that box, but who do have what it takes to be successful in our open position.
For example, perhaps they didn’t graduate from a marine technician training program, but they do have proficiency working on snowblowers, farm equipment or military vehicles. Perhaps they don’t have experience in the marine industry as a service writer, but they do have excellent customer service skills and great attention to detail. Perhaps they don’t have a business degree, but they do have leadership experience and an understanding of small business finance from running their family’s furniture store.
Take the time to review a draft of your job advertisement with this in mind. How can you remove language or requirements that may limit the size of the pool of candidates you attract?
4. Focusing on the short-term instead of the long-term: We’ve all done it. There’s an opening in our company. Not having someone in that role is causing our team to feel stress, put in long hours and even take shortcuts in an attempt to get it all done.
So we rush through the interview process, roll the dice and hire someone to fill the job who doesn’t quite check all of our boxes or who we haven’t spent the time to be confident in. We tell ourselves: Someone is better than no-one. But are they?
Fast-forward a few days, weeks or months. Maybe they’re not arriving at work on time or communicating with their co-workers. Maybe they’re causing drama and frustration within your team. Or maybe they stop showing up to work altogether.
Suddenly, the “warm body” strategy doesn’t seem like such a good one. You’ve wasted time, effort and money on someone that could have been prevented if you had taken the time to find the right person at the start.
5. Confusing your job description with your job ad: When a position opens up at your dealership that you want to fill, the first thing on your “to do” list may be to write a job description for it. Or maybe you already have one in hand, in which case, you can review and update it.
Too many times, that job description is then copy and pasted into a job advertisement template, and checked off someone’s list.
While both the job description and the job advertisement are important, they serve different purposes, and to be successful, require a different approach.
When preparing your job advertisement, your goal should be “to attract great candidates, rather than merely list pertinent requirements and qualifications” according to BetterTeam.com.
Here are a few tips they suggest you consider when writing a job advertisement:
Use the job title to share the name of the position plus the top one to three things that you expect will make the job attractive to your target applicants;
The first paragraph to introduce the advertisement should hook the job seeker with three to five details that will make them want to read the rest of the posting.
Tell your company’s story in a way that emphasizes why people love to work there and the perks of the position. Tip: Ask your team to help you with this. They may have suggestions you wouldn’t think of.
Sell the job rather than focusing exclusively on requirements. Be sure to explain all the reasons why someone should apply. That may include your location, culture, lifestyle, hours, salary, benefits, flexibility … whatever makes your business and the position attractive.
Share your first draft with others to get their feedback on how to make it more effective, like you would with any marketing piece.
6. Overlooking your own team: Don’t forget to advertise the open position within your dealership. Not only might your employees have family or friends who are looking for work, but you may be surprised to find someone in a completely different role or department express interest. By training them for this new role, you may be able to boost their loyalty and value to your dealership, while gaining a proven performer in the role who fits your culture.
– National Boating Safety Experts Say the Pandemic Likely Created a Surge in Boater Education and an Unprecedented Shift to Virtual Training
ORLANDO, Fla. – March 16, 2022 – The Water Sports Foundation reports a major surge in boater education enrollment across the nation, marked by new online delivery trends. As the non-profit educational arm of the Water Sports Industry Association (WSIA), the Water Sports Foundation attributed the surge to record-setting growth in recreational boating activity and a 35% increase in first-time boat ownership in 2020, brought on by the COVID-19 pandemic. “We are pleased to report that demand for boater education is on the rise,” said Water Sports Foundation Executive Director Jim Emmons. “With 415,000 first-time boat buyers taking to the waterways and traditional classroom instruction temporarily stymied in 2020 and much of 2021 due to COVID mandates, there was initial concern that new boaters might not have access to critical boating safety education. However, an informal survey of several leading boating safety education providers conducted by the Water Sports Foundation has revealed a positive uptick in instructional enrollment along with emerging trends in online delivery methods.”
Dave Fuller, director of education for the U.S. Coast Guard Auxiliary’s Recreational Boating Safety Programs, oversees the organization’s robust national training program. It includes a mix of traditional, instructor-led classroom modules (which have resumed), along with live instructor-led virtual classes which were launched in the Spring of 2020 in direct response to the pandemic.
“The pandemic focused our attention on quickly providing the means for our local units to resume teaching boating safety during a time that classroom teaching was impossible,” said Fuller. “The need for education is ongoing and remains a critical factor in reducing accidents so boaters can make better decisions and enjoy safer time on the water.”
While live classroom training is back, the U.S. Coast Guard Auxiliary now offers a mix of both live and virtual training options, which Fuller expects will be “the new norm” going forward.
“The temporary approvals from NASBLA (National Association of State Boating Law Administrators) and the states to deliver education by virtual means will become a standard method of education delivery alongside classroom delivery,” Fuller said.
NASBLA is a national nonprofit 501(c)3 organization that develops public policy for recreational boating safety and represents the recreational boating authorities of all 50 states and U.S. territories. It provides a variety of resources including training, education standards and more, working through a national network of thousands of professional educators, law enforcement officers and volunteers which affect the lives of more than 76 million American boaters.
According to NASBLA Education Director Mark Chanski, the number of individuals earning boating certificates has been on an upward swing since the pandemic, which was initially problematic in states that required in-person boating education. In response to this dilemma, NASBLA’s executive board approved the use of virtual technology in April 2020 to deliver boating education for a 90- day period to flatten the curve. As the pandemic surged, that emergency authorization was extended on multiple occasions and is currently in effect through December 31, 2022, as new guidelines are proposed. To date, Chanksi says 31 states are allowing the use of virtual technology to deliver boating education to meet their requirements that lead to boating certification.
“During this time, it became clear that the use of virtual technology had many advantages and the NASBLA Executive Board authorized the development of permanent guidelines that will allow virtually taught boating education permanently,” Chanski said.
As a result, boaters today have greater access to boating safety education than ever before, live or virtual led sessions, to online recorded courses that cover the basics, to a plethora of published content available via blogs.
Chris Edmonston, president of the BoatU.S. Foundation, says his organization offers multiple boating safety programs, ranging from a free online basic boating course approved for most state education requirements, to more than a dozen online advanced courses and on-water boat handling courses. The organization leverages current technology to package and provide programming through multiple platforms.
Kalkomey Enterprises’ Rebecca Medeiros who oversees agency relations said her organization offers four NASBLA- and state-approved online courses which include state-specific boating safety information adhering to national standards, along with interactive courses found at ilearntoboat.com and a standard online course at boat-ed.com.
“Our courses are created with emphasis on student user experience, curriculum development, and engaging interactive elements supported by videos, animations, and more,” Medeiros said. “Our former text-based course with video and interactive elements has transformed into a fully interactive experience that positions students in the virtual driver’s seat, incorporating elements of gaming with rewards, consequences and motivational achievements.
“Students can cruise through a self-guided learning experience at the helm while experiencing everything from putting out an onboard fire to docking the boat under various wind conditions,” Medeiros added.
Besides the notable increase in course completions during Covid, Medeiros said the pandemic also provoked a swell of participation in online boating forums. Hot topics including paddlesports education, advanced hands-on training and mandatory boater requirements were among the most popular discussions in boating circles across the U.S., she said.
Beth Spilman, executive director of the American Canoe Association (ACA), says education and safety ranks #1 for products and services sought by her organization’s members who are part of a network of more than 500 local affiliated clubs and organizations. Members range from elite level racers and internally recognized instructors to novices and beginning paddlers.
“As has been noted in both participation studies and research and corresponding sales and purchasing habits during the recent COVID years, the public interest in outdoor recreation activities has spiked in recent years. Paddlesports are no exception, and the number of people purchasing paddling equipment has skyrocketed,” Spilman said.
“At this time, ACA conducts primarily in-person, experiential training and education,” she added. “We have begun hybrid and online programs within the past few years and have secured both federal and non-federal funding to expand our hybrid and online offerings in order to reach and serve more people with relevant, quality, and engaging paddlesports education and materials.”
NauticEd, a boating safety educator specializing in the sailing niche, has trained more than 100,000 sailors. NauticEd includes a series of online theory classes, coupled with an optional on-water, one-on-one training component taught by certified instructors. Director of Education Grant Headifen says online course sign-up rose significantly during the pandemic.
“People needed something to do and going online to learn made it simple to gain sailing theory knowledge while they waited to get back out on the water,” Headifen said. “Additionally, people have retrained themselves to work in a digital environment from home and so digital self-education has become the new norm. We provide easy and inexpensive access to the information which contributes to the overall trend. The easier the access, the more people will consume information.” For an abbreviated listing of boating safety and educational providers, visit the National Boating Safety Resource Center: Boating Safety Education – Water Sports Foundation
About The Water Sports Foundation Headquartered in Orlando, Florida, the Water Sports Foundation is the non-profit educational arm of the Water Sports Industry Association (WSIA.net). Since 2011, the WSF has received U.S. Coast Guard boating and paddling safety outreach funding through their non-profit grant program. The Sport Fish Restoration and Boating Trust Fund administered through Congressional action provides funding for the U.S. Coast Guard’s recreational boating safety initiatives. For more information contact the WSF at 407-719-8062 or visit www.watersportsfoundation.com
MINNEAPOLIS, March 16, 2022 — The Marine Retailers Association of the Americas announced today that Boatyard has joined the MRAA as a Partner Member and was named the official Service Efficiency sponsor for its Spotlight program in March. This month’s Spotlight delivers insights, strategies and best practices for boat dealers to employ in their efforts to get service customers back on the water faster. Boatyard helps dealers shorten their Repair Event Cycle Time (RECT) through their flagship product, the Boatyard customer communication platform. This platform works in conjunction with dealership management software to help dealers offer a modern customer experience for boat owners, all while reducing the amount of work required by their teams. Current customers of Boatyard save up to 8 hours of work a week by:
•Proactively communicating with customers through one-click messages and status updates •Directly sharing photos and videos of jobs from the Boatyard Pro field app •Centralizing an order timeline and internal notes to reduce errors •Automating reminders for digital quotes and invoices to help reduce accounts receivable •Collecting credit card information and document signatures up front through their robust online booking tool and custom mobile apps
“At Boatyard, we help our customers offer an incredible and personal experience for their boaters long after the sale has closed, particularly when it comes to service. It is equally important that we help service teams save time and cut the administrative backlog that is currently required just to keep their departments running,” said Katy Judge Fairman, Director of Business Development for Boatyard. “There could be no better partner for us than the team at MRAA, who work tirelessly to help improve results for service teams and to raise awareness of the incredible experiences our industry can provide.”
The MRAA Service Efficiency Spotlight program includes a comprehensive portal to help dealerships address the emerging topic of RECT, which in effect measures the amount of time that it takes for dealerships to complete service work. These cycle times have increased significantly since the onset of the pandemic, due in large part to the perfect storm of supply chain issues, lack of available technicians and a significant increase in demand and pressure on dealership service departments.
“The downside consequence of the significant growth our industry has experienced has certainly been the length of time it’s taking to get parts and get boats serviced and back on the water,” says Matt Gruhn, MRAA President. “This focus on helping dealers create more efficiencies, implement best practices and ultimately get customer boats serviced, we expect, will help dealers make more money in service, and we are so appreciative of Boatyard’s support of this important effort.”
The MRAA’s service department resources, which come to life through articles, blogs, templates, case studies and best practices, can be found at www.MRAA.com/ImproveRECT.
About the Marine Retailers Association of the Americas At the Marine Retailers Association of the Americas, we believe that for the marine industry to thrive, the retail organizations that interact with the boaters in their community must thrive. With that in mind, MRAA works to create a strong and healthy boating industry by uniting those retailers, providing them with opportunities for improvement and growth, and representing them with a powerful voice. For more information, visit MRAA.com or contact us at 763-315-8043.
About Boatyard Founded in 2015, Boatyard’s mission is to improve the experience of boat ownership through technology. Boatyard began as an on-demand consumer service engine, driving consumers to marine businesses while helping boaters navigate the murky waters of ownership, repairs, and maintenance. In 2021, Boatyard launched a brand-new version of their flagship product – an easy-to-use customer communication platform that transforms the boat service experience for boaters and service providers alike. Now, Boatyard continues to innovate and pushes the barriers of our industry to bring groundbreaking user experiences to boaters and businesses of all sizes. Boatyard’s customers range from small service businesses to multi-location retail operations, including MarineMax, Huck’s Marine and Resort, and Y Marina. More information on Boatyard can be found at www.boatyard.com/business.
Southold, NY, March 16, 2022 – The Sea Tow Foundation is now accepting nominations for membership in its national Boating Safety Advisory Council, with applications being accepted through April 19, 2022. New appointees will be chosen by the current council and executive committee, notified in mid May and serve a two-year term beginning June 1, 2022.
According to Sea Tow Foundation Executive Director Gail R. Kulp, the Boating Safety Advisory Council is currently comprised of 20 leaders representing all segments of the for-profit recreational boating industry. Council members attend bi-monthly teleconference meetings to consult on numerous boating safety topics, participate in a variety of boating safety initiatives and are actively engaged in producing and judging the annual National Boating Industry Safety Awards.
“The Sea Tow Foundation’s Boating Safety Advisory Council has contributed significantly to raising awareness of boating safety within the recreational boating industry,” said Kulp. “Having top boating industry leaders actively engaged in this council and in boating safety initiatives has no doubt boosted the overall awareness and the importance of boating safety throughout the industry.”
Nominees should be gainfully employed full-time in the for-profit segment of the recreational marine industry, working in leadership and/or decision-making roles within their organizations. Candidates should have full support of their organization, coupled with an expressed interest in boating safety.
“We are filling key slots for several members whose terms are expiring, all of whom have contributed greatly to our council efforts,” said Kulp. “We are particularly interested in replacing key areas of representation including sailing, paddling, water sports, marine media, retail, manufacturing and industry associations.”
Outgoing council members successfully completing their terms include David Connolly, Thomas H. Connolly and Sons, Inc.; Jim Emmons, Water Sports Foundation; Kevin Falvey, Boating Magazine; John Jost, consultant; Captain Keith Lake, MarineMax; Nic Thomas, Freedom Boat Club; Stephanie Vatalaro, RBFF; and Annamarie Worrell, Emerald Coast Marine Group.
Remaining members of the Sea Tow Foundation Boating Safety Advisory Council include Shannon Aronson, ABYC; Laura Barry, West Marine; TK Krumenacker, AAA Insurance; Captain Bob May, Bob’s No Wake Zone Boating Radio Show; Tyler Mehrl, Mercury Marine; Mark Pillsbury, Cruising World Magazine; Adam Quandt, Boating Industry magazine; Scott Rath, Uflex USA, Inc.; Angie Scott, The Woman Angler & Adventurer; Eric Shepard, retired; Chad Tokowicz, MRAA; and Leslie Zlotnick, Yamaha Watercraft Group. The council’s executive committee includes Kristen Frohnhoefer, Sea Tow Services International; Gail R. Kulp, Sea Tow Foundation; and Wanda Kenton Smith, Kenton Smith Marketing.
To nominate yourself or another individual for membership to the Sea Tow Foundation’s Boating Safety Advisory Council, please visit www.boatingsafety.com/page/stfbsac
Sea Tow Foundation With a vision of a world where boaters are safe and responsible, the Sea Tow Foundation – a 501(c)(3) nonprofit organization – was established in 2007 by Sea Tow Founder Capt. Joe Frohnhoefer. After his passing in 2015, Captain Joe’s legacy continues as the Foundation provides access to education, tools and resources in order to eliminate preventable boating-related accidents, injuries, and deaths. For more information on the Sea Tow Foundation and its programs, visit BoatingSafety.com.
ST. PAUL, MINNESOTA, March 16 — The Marine Retailers Association of the Americas applauds members of the Minnesota recreational boating industry for their support of a Minnesota Boater Educational Bill during a Senate Committee on Environment and Natural Resources Policy and Legacy Finance committee. Jeremy Wiczek, Sales Manager at Nisswa Marine., Gabriel Jabbour, Owner of Tonka Bay Marina, and Jill C. Sims, Manager of Great Lakes Policy and Engagement for the National Marine Manufacturers Association all testified in support of the bill.
SF 3392 will phase in mandatory boater education in Minnesota and set up educational requirements for boat rental operations. This carefully drafted bill included input from a large group of stakeholders ranging from boat dealers, manufacturers, rental operations, lake-property owners and members of the tourism sector, all of whom support this initiative. This bill is being introduced in response to a massive increase of boaters on Minnesota’s already crowded waters.
“With over 18 years of experience in the boating industry, I have seen firsthand the increase of boaters on Minnesota waters,” says Jeremy Wiczek, Sales Manager at Nisswa Marine. “Marine dealers stand behind SF 3392 and boater education, as it is a piece of common-sense legislation that will only improve the fabric of Minnesota’s boating community by putting safer operators on the water.”
Currently, there are more than 825,000 registered boats on Minnesota waters, making it second to Florida. Furthermore, boater sales skyrocketed during the COVID-19 pandemic, putting an unprecedented number of new boaters on the water and emphasizing the need for more boater education.
“While Minnesota boasts the second most registered boats in the country, where we are falling behind is in boater education and safety training,” says Jill C. Sims, Manager of Great Lakes Policy and Engagement, NMMA. “Of the top 10 boating states by registration, Minnesota is the only state that does not require boater education that extends beyond youth. The recreational boating industry has long championed proactive education measures and this move from the Minnesota legislature is a great step toward ensuring our boaters are safe on and near the water.”
Boater education in Minnesota is supported not only by the recreational boating and fishing industry, but also law enforcement and by conservation, environment and lake association organizations like the Minnesota Lakes and Rivers Advocate and MNCOLA. This bill will better align boating with other recreational products in Minnesota by creating an accessible education course for boaters while also tailoring the course to deliver key messages for Minnesota residents, like how to stop the spread of aquatic invasive species.
About the Marine Retailers Association of the Americas At the Marine Retailers Association of the Americas, we believe that for the marine industry to thrive, the retail organizations that interact with the boaters in their community must thrive. With that in mind, MRAA works to create a strong and healthy boating industry by uniting those retailers, providing them with opportunities for improvement and growth, and representing them with a powerful voice. For more information, visit MRAA.com or contact us at 763-315-8043.
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“Last year we didn’t know what to expect with a return to an in-person event, but dealers and our industry partners were excited to reconnect and showed up in a big way,” said Allison Gruhn, MRAA’s Vice President of Business Development. “This year I’m not hearing any hesitation – the people I’ve spoken to are asking to commit to their space at the show now.”
