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Insiderthe CGCOA

THE OFFICIAL PUBLICATION OF THE CALIFORNIA GOLF COURSE OWNERS ASSOCIATION VOLUME 8 • ISSUE 2 • SPRING 2014

INSIDE THIS ISSUE

Executive Director’s ReportCGCOA Active in Advocacy Efforts

The purpose of most trade associations is to serve as a watchdog and information hub for the industry it benefits, and a resource for the members of that industry. The ways in which that purpose is achieved are varied: educational and training offerings, member discount programs, informational emails and publications, marketing and business development assistance, advocacy, and more.In recent months, CGCOA has been

called upon to play an active part in the advocacy arena, working on behalf of individual courses, on a local level for a coalition of regional courses, and on a statewide level for the golf industry at large. In each instance, the association is addressing a different issue, each of which plays a significant role in the bottom lines of California’s golf courses.In mid-May, I learned through Otto

Kanny, CGCOA Board member and GM at River Ridge Golf Course, that the City of Moorpark was considering a 10% tax on golf rounds to help close the city’s annual budget shortfall of approximately $500,000. While the municipal course in this city with a population of just under 35,000 would have been exempt, the very unfair tax was poised to impact just one business in the city: Moorpark Country Club, a public course selling roughly 50,000 rounds per year and barely keeping its head above water.Besides the fact that the proposal was patently

unfair in that it singled out one business to carry the city’s financial burden, there was no nexis between golf’s impact on city services and a tax; the estimated revenue from the tax was vastly exaggerated when loss of sales tax revenues were included; and the proposal flew in the face of the city’s standing as a “Top 10 Business Friendly City.”Fortunately, the City Manager and City Council

recognized the errors in the ill-concocted proposal and rejected the concept before SCGA’s Craig Kessler and I spoke, but the issue underscores the importance of communication among golf industry stakeholders (thank you to Otto Kanny for alerting us to the matter), the value of alliances among the various industry groups, and the importance of remaining diligent in our defense of the golf industry on such important matters as taxation, which are prone to spread like wildfire if allowed to take hold in one locale.CGCOA has also taken a leadership role on

another matter of great importance to golf and

understandably garnering significant attention statewide: water stewardship.In February, a large group of Sacramento-

area golf course representatives met at Empire Ranch Golf Course in Folsom to discuss taking a proactive role in the water conservation discussion in the region. At a Regional Water Agency meeting the

following month, the group, including CGCOA staff, spoke to more than fifty assembled water agency representatives about the willingness of area courses to work with local authorities in a proactive, cooperative and fully transparent manner that will achieve appreciable water conservation goals while allowing the industry the flexibility necessary for proper maintenance of course conditions.Those water agency representatives in

attendance were very receptive to the coalition’s overtures, and it would appear that the foundation has been established for an effective golf industry partnership with Sacramento area water authorities. The coming months will determine just how effective that interaction will be, but we certainly hope to emulate the results achieved via similar working groups in Los Angeles, San Diego, and underway in the Coachella Valley.Finally, on a statewide level, CGCOA is involved

with allied industry groups on discussions

CGCOA Board and Staff at Cinnabar Hills Golf Club in San Jose L-R: Emmy Moore-Minister, Rod Metzler, Ron Zraick, David Kramer, Brad Shupe, Dawn Prebula, Steve Plummer, Marc Connerly

CGCOA ExecutiveDirector’s Report ............. 1

CGCOA 2014 Calendar .... 2

Internet Insight ................ 3

Educational Programs Thrive ............................ 3

Valley Crest andSquaw Creek ................... 4

CGCOA Sponsors .......... 5

Slow to Hire andDeliberate to Fire ......... 6

Affordable Golf Symposium ...................... 9

Western StatesReception ....................... 12

CGCDA SponsorProgram ....................... 14

CGCOA2215 21st Street

Sacramento, CA 95818

Phone: 916/456-0500

FAX: 916/456-7672

www.cgcoa.orgContinued

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2014 CGCOA Calendar of Events

Wednesday, July 23CGCOA Regional Meeting (Sacramento) location and time TBDMonday, August 112nd Annual CGCOA Benefit Golf Tournament, TPC Stonebrae (Hayward)Tuesday, August 26CGCOA Board meeting (Southern California), location and time TBDWednesday, August 27Southern California Educational Conference, location and time TBDWednesday, September 24CGCOA Regional Meeting (Central CA), location and time TBDWednesday, October 15CGCOA Annual Meeting/Board Elections (Northern California, Napa area), location and time TBDThursday, October 16CGCOA Board Meeting (Northern California, Napa area), location and time TBDWednesday, November 5CGCOA Regional Meeting (Bay Area), location and time TBD

surrounding an exemption from minimum wage laws for golf course marshals. The idea was brought forth by Ed Smilow of Golf Course Law in response to a similar exemption in the state of Oregon. While Oregon’s political climate is vastly different than that of California, Craig Kessler and I have discussed the concept and are strategizing ways that we may be able to sell a similar proposal under the dome at the state capitol.We are in the process of arranging a conference call among various

California golf industry stakeholders to discuss options, and hope to have a plan of attack in the near future.The CGCOA Board and staff will continue to work diligently on behalf of

the golf industry, and we encourage your input and questions regarding matters impacting your course or those in your region. We are here to help!

Wishing you an enjoyable and successful summer.

Marc Connerly, Executive Director

Advertise in a Future Issue of The CGCOA Insider

Full Page: $600/yr. or $200/quarterHalf Page: $450/yr. or $150/quarterQuarter Page: $300/yr. or $100/quarterBiz. Card: $150/yr. or $50/quarter

Contact Marc Connerly at info@golfcalifornia.org or(916) 456-0500 to place your advertisement.

CGCOA BOARD OF DIRECTORS AND STAFF

Executive BoardSteve Plummer, PresidentJeff Kiewel, Vice President

David Kramer, Secretary/Treasurer

DirectorsBill Aragona • Lee Harlow • Otto Kanny

George Kelley • Sam Koh • Michael LautenbachRod Metzler • Brad Shupe • Ron Zraick

Advisory BoardTom Addis • Doug Dahl • Z Gordon Davidson

Kevin Heaney • Bob Higgins • Ted Horton • Tom IsaakShaw Kobre • Emmy Moore-Minister • Dave Nelson

Dawn Prebula • Joe Priddy • Terry Selk • Ed SmilowHarvey Silverman • Shawn Smith

StaffMarc Connerly, Executive Director

Ilene Connerly, AdministratorJulie Cisneros, Events & Financials

Rebecca Keeley, Administrative Assistant

Continued from page 1

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Wogahn Provides Insight on The Internet EconomyDavid Wogahn, publisher of the Golf Yellow Pages, was an educational speaker for the California

Golf Course Owners Association (CGCOA) at a Regional Meeting in Ramona in early March. His insightful presentation focused on the topic of competing in the Internet economy. Wogahn candidly shared how developments in consumer technology are now headed to business services and what golf suppliers and courses owners can do to prepare for these changes and benefit from them, too.

According to Wogahn, AmazonSupply.com is gaining traction as a destination for businesses to save money and bypass traditional distributors. This is especially relevant because Amazon has three times the product search volume as Google.

If perchance you missed Wogahn’s informative seminar, you can contact him directly for a copy of his presentation. He can be reached at David@Sellbox.com. David Wogahn

Dawn Prebula of VGM Club assists attendees at the CGCOA Northern California Educational Conference at Cinnabar Hills Golf Club with improving their bottom line

Agronomy expert Bill Baker shares his insights with attendees at the

Northern California Educational Conference

CGCOA President Steve Plummer (Championship Golf Services) addresses attendees at the 2014 CGCOA Northern California Educational Conference

Harvey Silverman of Pellucid Corp. speaks about the state of the golf industry at the 2014 Northern California Educational Conference

Jill Arroyo of PG&E shares tips for saving energy and cutting costs at the Northern California Educational Conference at Cinnabar Hills

CGCOA Educational Programs ThrivingCGCOA has bolstered its offering of educational

programs with the addition of Regional Meetings and free webinars to the two annual education conferences and Annual Meeting.

In addition to David Wogahn (see above), CGCOA members and sponsors in 2014 have had the opportunity to learn about enhancing the customer experience, social media for golf courses, expense management, FootGolf, and more.

At the Northern California Educational Conference at Cinnabar Hills Golf Club in San Jose, five presenters educated attendees on the state of the golf industry, agronomic best practices, facility design techniques, maximizing food and beverage profits, and energy savings options. The conference will be repeated in Southern California on August 27 (location to be determined). Watch your email and cgcoa.org for details.

If you would like a copy of any of the powerpoint presentations, please email Marc Connerly at mconnerly@connerlyandassociates.com.

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Valley Crest Golf Partners with Resort at Squaw Creek

ValleyCrest Golf Maintenance recently announced a long-term agreement to provide comprehensive golf course and club grounds maintenance for Resort at Squaw Creek in Olympic Valley, California.

Surrounded by six majestic Sierra peaks, Resort at Squaw Creek’s 18-hole championship golf course sits serenely at the base of Olympic Valley near Lake Tahoe, California.

The links-style course is the culmination of 10 years of extensive planning and careful handling of the environment. Renowned golf course architect Robert Trent Jones, Jr. designed the course to preserve the unique beauty, natural wetlands and wildlife habitat of Olympic Valley. The spectacular result is a natural golf course that blends with its beautiful mountain surroundings.

ValleyCrest Golf Superintendent Jonathan Moulton will manage the maintenance operation with support from Dan McIntyre, CGCS, ValleyCrest Area Director, Northwest; Dr. Todd Bunnell, PhD., ValleyCrest Director of Agronomy; and the entire ValleyCrest Golf team.

“Resort at Squaw Creek is thrilled to welcome ValleyCrest as a long-term partner,” said Andre Priemer, Resort Manager for Resort at Squaw

Creek. “We believe ValleyCrest’s expertise in course management will allow us to continue the positive work we have done in the past, leading to our recognition as one of California’s most environmentally sound golf courses, as well as enable us to make progress on the areas of our golf course that need improvement. Additionally, a long-term partnership with a nationally recognized leader in golf course maintenance will mean consistent course conditions for our golfers year after year.”

“The entire ValleyCrest team is excited to be a part of Resort at Squaw Creek,” said Jeff Kiewel, Director Business Development - West, ValleyCrest Golf Maintenance and Vice President of CGCOA. “This exquisite golf course and resort is perfect to take full advantage of our experience, expertise and skills in maintaining world-class properties. We look forward to a long and successful partnership with the Resort.”

ValleyCrest Golf Maintenance, a division of ValleyCrest Companies, provides a full range of golf course maintenance and agronomic services to over 65 golf properties in 15 states across the country, including private clubs, resorts, municipal and daily-fee facilities. u

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www.target-specialty.com

CGCOA Appreciates the Generous Support of Our SponsorsGold Sponsor

Bronze Sponsors

www.greenwaygolf.com

www.valleycrest.combeals_mike@yahoo.com

www.golfinsuranceservices.com

Annual Sponsors

www.4flyers.com

www.golftranz.com

www.scpga.com

www.pellucidcorp.com

www.turfstar.com

www.underpar.com

www.vgmclub.com

The following in-kind sponsors have donated their services in support of CGCOA:

Emmy Moore-Minister

www.aa-equip.com

www.westcoastturf.com

www.courseco.com

www.justonegolf.com

www.tapinllc.com

www.cybergolf.comwww.zdavidson.com

www.golfcourselaw.com

www.wellsfargoleasing.com

www.clubcar.com

www.ioausa.com

www.williamspluspaddon.com

www.greenskeeper.org

www.play18.com

www.z-golf.com

www.championshipgolfservices.com

John K. Abendroth, PGAEnterprises

Energy Management Media Consulting650-692-6261 igolfswing@aol.com

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Slow To Hire And Deliberate To FireBy Edward L. Smilow, Esq., PGM

The two areas where I receive the most inquiries from golf course owners and operators are personal injuries on and off the golf course and employment related matters. This article addresses the fundamentals of employee relations, which gets many courses in trouble.

Because most golf courses do not operate with a human relations professional, assigning employment related matters to the accounting or controlling function, the basic art of successful staffing is not often incorporated into their practices. Successful hiring and firing is more than just filling out the right forms and having an employee manual. Indeed, it is an art of successfully dealing with people, and failure to appreciate it as such can lead to disastrous results and costly lawsuits.

Hiring the wrong employee is like a cancer. They adversely affect everyone around them and cause the most trouble when they leave. Therefore, it is important to go through the process of early detection and eliminate them in a thoughtful way.

Good hiring starts with good planning. Every job in your organization should not only have a job description, it should have a job analysis. A job description lists the tasks for the job while the job analysis sets forth the physical things that are done and the personality traits necessary to be successful. For example, one job assignment in the description of a shop assistant may be to work a cash register, while the job analysis is to stand behind the counter, use fingers three hours a day and maintain a sunny disposition regardless of who they are dealing with.

A waiter must know the menu and serve food, but also has to lift and carry so many pounds per times a day, walk so many miles in the process, stand on their feet so many hours a day, work as a team with the other staff members and have a personality that will sell food and take care of customers.

Some people may fit the description, but not fit the bill. As a result, in the hiring process, it is important to conduct a thorough interview, asking the prospective employee to describe their abilities and past experience doing the job and not just having knowledge of it. The employee should do most of the talking and the interviewer has to be a good listener and ask open ended questions that keeps the employee talking.

Secondly, backgrounds should always be checked for truthfulness. Reference checks, credit checks and criminal record checks should routinely be carried out for all positions, not so much to make subjective judgments as to their worthiness for employment, but to insure that what the potential employee has written on the employment application or said about themselves in a job interview is in fact true.

Social media can be reviewed prior to hire, which will usually reveal more about a person than any questions that can be asked in a personal interview. However, caution is the byword for use of social media in hiring

decisions when protected classifications such as sexual preferences, religion, marital status, political affiliation or past union affiliation are revealed which can later be claimed as discrimination in hiring.

Thirdly, during the hiring process, the company’s policies and practices should be thoroughly discussed with the employee. They must sign a statement indicating that they understand that the employer reserves the right to terminate the employment at any time for any reason with or without notice. The employee should be notified of their job responsibilities, the responsibility to keep accurate records of their time and that a failure to do so is considered a serious breach of policy. They should be informed of their work schedule and that rest breaks are authorized and provided for, that meal breaks are mandatory and that no overtime is authorized except if it is permitted in writing.

They must be informed what to do in case of an emergency or crime, who to complain to immediately if they are mistreated in any way and that immediate and effective action will be taken as all complaints are taken seriously. If a written handbook is used, a complete review should take place with a supervisor and a written acknowledgement of receipt obtained.

While there is no need for a formal probationary period, all employees should be trained and monitored until the employer is completely satisfied that the right hiring decision has been made. If the wrong decision has been made, it is best to terminate the employment quickly, indicating to the employee that it is just a bad fit. Like a bad marriage, do not expect the employee to change in time. They may learn new skills as they develop, but their basic nature in regards to doing work, getting along with fellow employees, the way they treat customers and how they generally feel about their employer and work in general will not change. If all they have in mind is watching the clock, earning a paycheck and fraternizing with their fellow employees, they are probably in the wrong business. You are looking for self-motivated individuals who will go out of their way to please your customers, their employers and not themselves.

During employment, accountability is the key. All employees, without exception, should be held responsible for their actions. All things received for the benefit of the employer must be accounted for. There must be a zero tolerance policy in place in regards to unacceptable conduct and the employer should expect complete adherence to the duty of loyalty. All conduct which adversely affects operations should immediately be dealt with and documented and acknowledged in writing. Sick time should be reserved for sick time unless a personal leave policy exists. Employees should be held accountable to communicate with their employer anything which might affect their ability to be at work and perform their job functions in a timely manner. A failure to communicate is the first sign of trouble and should be documented.

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Before any employee is terminated, the termination should be reviewed by an impartial third party. While it is true that an employee may be fired with or without cause at any time, post termination actions abound for the unwary. Disgruntled employees are always looking for some way to get back at their employers. Claims of discrimination, unfair treatment, workplace injuries, failure to accommodate, wage and hour violations, and other statutory violations tend to surface after, not before, employment is terminated. Therefore, a careful, unbiased review should be made prior to all actions being taken which could result in termination.

Although most employers see the termination process as a business decision, all employees take termination from employment personally, regardless of what they say at the time. While not required, it is highly recommended that a process be in place that treats every employee with respect. The process should forewarn an employee of a potential for termination, the opportunity for the employee to explain their side of the story, the opportunity for the employer to review alternatives or make sure that the reasons are fully documented and then a thorough review is made to make sure that all pay is ready for the employee when notice of termination is given.

An exit interview should be conducted which allows the employer to thank the employee for their service, to discuss any complaints and suggestions the employee has, to talk about the company’s reference policy, the company’s insurance policies, the report to the

Continued from page 6employment development department, to discuss any physical or medical issues they may have which may have affected their work, and to go over their final pay check before it is tendered to insure that the employee has no complaints as to the amount being tendered. At the end of the exit interview it is important to shake the employee’s hand, thank them for being candid with you and wish them well.

Severance pay should only be offered when the employee agrees to a full release of all potential claims in writing, and then only after the employee has been given the opportunity to have the matter reviewed by a lawyer. The amount of severance should be a reflection of employer appreciation and not based upon entitlement due to years of service.

Auditing your current employment practices with a seasoned attorney on a yearly basis should be part of your proactive scheme to recruit and maintain a successful team of motivated employees where expectations are well known, employees are held accountable and treated fairly, and poor employees are respectfully removed from the workforce. For more information and help, please feel free to reach out to edsmilow@golfcourselaw.com.

Ed Smilow holds a Bachelor of Science Degree in Industrial and Labor Relations from Cornell University and has practiced as an attorney in the field of Labor and Employment law for over 35 years. He also holds a degree in Professional Golf Management. u

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Symposium on Affordable GolfBy Bruce R. Williams, CGCS

There are only a handful of golf courses that have unlimited budgets and are not concerned about the bottom line and profitability. The other 99.9% are run as serious businesses and need to at least “break even” to survive in the current economy. At the recent Symposium on Affordable Golf (SOAG) created by golf course architect Richard Mandell, ASGCA, the discussions focused on a variety of topics and perspectives relating to affordable golf.

As a symposium panelist and participant I was joined by more than 100 individuals at the 2-day conference at Dairy Creek Golf Course, a San Luis Obispo County facility (San Luis Obispo, Calif.). Attendees included CGCOA members and other golf course owners, PGA & LPGA golf professionals, club managers, golf course superintendents, representatives from management companies and governmental agencies plus architects, builders and water & irrigation specialists.

The event even included a panel of golfers from the local community sharing their likes and concerns about the golf industry. At the end of the two-day program there were very few things relating to golf affordability and sustainability that were not presented or discussed.

WHAT IS AFFORDABLE?In an answer to this opening inquiry, I replied with a

definition that helped set the tone for the program: Affordable is providing a service or product where the consumer finds value. In the golf business, it would translate to: providing a golf course to the player at a price point in which he/she would feel good about their golf experience in relation to the dollars expended. Actually, there is no set dollar amount for “affordable” golf, for it is merely the perception of value received and is set in the acceptance of the stated price coupled with how many players feel strongly enough to fill the tee sheets.

If a golf course is priced too high for the perceived value then play will be sparse and the ability to meet income and expense budgets will fail and so begins the tailspin for a failing business enterprise. At times, golf courses price their rounds a bit too low and if demand is greater than you can handle it is appropriate to raise prices to a point where the perceived value is equal to price set.

At a public golf facility it is all about the rounds of golf. A typical business plan would include the required number of rounds necessary (at an average price point) to operate in the black. Good operators utilize flexible pricing to charge more during peak times such as weekends, holidays and Friday afternoons. Lesser fees are charged at non-peak times such as twilight hours.

Private golf clubs have other sources of revenue so filling tee sheets is not as important as providing an overall “quality experience” that warrants the appropriate initiation fee and also the monthly dues to cover the expenses. Add to that, the revenues from food and beverage, outside outings and such, and that business plan might look a little different than that of a public golf facility.

WHAT AFFECTS THE AFFORDABILITY OF GOLF?During the symposium there was quite a bit of discussion

and analysis on why golf has been on the decline in recent years. Many golf courses have closed due to the inability to attract and retain players while trying to sustain a business plan. The rising cost for water is also a serious factor.

Typically, golf is not an easy sport to learn. For most, it takes lessons, equipment, and it takes time. At the SOAG Dick Rugge, Former Technical Director of the USGA, shared statistical information which confirmed that the cost of clubs and balls has not gone up compared to inflation and actually there are a variety of golf club sets that can be purchased for under $300 and that includes all the clubs you need and a bag as well. We all know someone who feels compelled to buy a new $500 driver that will supposedly add another 10 yards off the tee.

However, even golfers who own the newest in equipment, are still facing one of the biggest challenges, that is, finding the 4-5 hours to actually play the game. Golfers are experiencing a major “time crunch” and have trouble balancing work and family commitments, little alone, finding time for golf.

The good news is, there are plenty of player development programs out there established by organizations like the PGA of America, and the World Golf Foundation (Golf 20/20), The First Tee and Get a Kid Hooked on Golf, to name a few. These programs encourage youth and families. Some savvy operators are utilizing their short game practice facilities while others have focus on their executive courses, and still others have built 6, 9, and 12-hole courses for those golfers that want to play and have limited time for the sport.

During the SOAG conference, River Oaks Golf Course served as a case study, a facility that only had enough land for 12 holes, yet operators maximized its use. They are able to facilitate training for school kids and also attract the 55+ crowd to the facility, which can be played in just a few hours rather than the normal 4-5. Throughout the SOAG conference we were constantly reminded on the importance of “being creative” (i.e. FootGolf)….so we can keep current customers happy while also attracting new players to the game. The days of “If we build it, they will come” philosophy will just not work anymore.

DISCUSSION ON THE FOLLY OF REPLICATING TOURNAMENT CONDITIONS

Event organizer Richard Mandell, asked me to serve on the SOAG panel entitled: The Folly of Replicating Tournament Conditions. I was fortunate to be joined by top industry consultants Ted Horton, CGCS, and Tim Moraghan, CEO of

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ASPIRE Golf. As we each delved into the subject matter, it was apparent we understood the topic well, and enjoyed sharing a behind-the-scenes view.

Each year when major tournaments are televised we find golfers start asking why we can’t look like Augusta National or any other course that hosts a major championship. Suffice it to say, (and as we discussed during the SOAG panel), it takes years of preparation, months of building a village on-and-around the golf course, stressing the turf to the max and utilizing resources 4-5 times what the average golf course typically does, and all of that, for four days of tournament golf on television.

Tens of thousands of spectators trample the site to see a golf course that could only be played by a handful of the world’s best players. And don’t forget, it takes months to bring the golf course back to its normal standards after hosting such an event. Golfers only see what is “inside the ropes” through the green-filtered lens of the TV camera. I repeat, “don’t try this at home”; it is the polar opposite of affordable golf.

ZERO WASTE GOLFHost Golf Course Superintendent Josh Heptig shared

best practices and what he and his staff have successfully implemented at Dairy Creek GC and throughout the San Luis Obispo County Golf System, with a committed goal of creating minimal waste.

As we know, waste can be created in many different areas at a golf facility. Most golf courses have food and beverage components and there are always leftovers, food spoils and scraps, etc. Heptig’s goal is to capture the waste stream and use the leftovers for composting and reutilize waste (that would go typically to a landfill) as a nutrition source for on- site planting and gardens.

At Dairy Creek GC all recyclable materials are captured on site, including aluminum cans, plastic bottles, equipment batteries, used oil and filters, scrap metal, wood chips from trees and stumps removed or pruned. Some of the items like wood chips are used on the course for mulch while others are collected and taken to recycling centers.

Not only is recycling the “right thing to do” to help the planet and the environment but it also provides enough revenue to make it worthwhile when properly conducted throughout the facility. Conference participants gleaned plenty through the highly informative Zero Waste on-site tour presented by Symposium Host & GCSACC President Josh Heptig,

HOW CAN WE MAKE GOLF COURSES MORE AFFORDABLE?

It was agreed upon that the greens are the most important feature on a golf course. Greens must be healthy, smooth and have consistent speed to attract golfers and bring customers back for future rounds. Very few golf courses should be built with highly undulating greens that will only add to the time required to be spent on the golf course.

Architects are very influential in designing and/or renovating golf courses that will attract the golf clientele that will help sustain the business plan for any facility. It

was agreed that the second greatest cost to maintain a golf course (beyond greens maintenance) is bunker maintenance. Therefore, the more bunkers the greater the cost. The steeper the faces and those bunkers requiring hand raking also results in greater costs. On the other hand, forward tees tend to attract younger golfers, lady golfers and senior golfers, who may need a shorter hole to enjoy the game thoroughly. Fewer bunkers and perhaps some strategic forward tees is a great combination for architects to consider in an effort to make golf courses more enjoyable, accessible and affordable.

Golf course superintendents can also play a key role in the affordability of golf, and a few items that should be considered are:• Greens with good pace but not lightning fast• Consistent bunkers rather than “near perfect”

bunkers that are not a penalty nor a real hazard• Fewer different heights of cut in that it takes less

machines to mow at green height, tee height, fairway height and rough……..too many courses utilize intermediate rough and different heights around the green collars as step cuts that require more machinery and more expense

• Utilizing smart irrigation systems, having the system designed properly and the use of preventive maintenance to keep a system in good working order for 20 years or more;

• A perfectly green golf course may be unrealistic for many properties so consider a more rustic look without wall-to-wall irrigation

Golf is a sport, but golf is a business too. Having a long-range plan to make your golf course affordable is the key to success. The price point will vary as will the strategies to be successful, but without “a plan” to grow, sustain and share the game with our next generation we will surely see more failures. With conferences like the Symposium on Affordable Golf we are able to collaborate and share best practices which will help us conserve resources, retain golfers and welcome new players to the game. Special thanks to the entire SOAG planning team for such a successful event.

To learn more about the 5th Annual Symposium on Affordable Golf please visit: http://www.symposiumonaffordablegolf.com/ where you can also participate in an important golf survey being conducted by Richard Mandell, Founder of the Symposium on Affordable Golf. You can also visit the symposium’s official FB page at: https://www.facebook.com/SymposiumOnAffordableGolf?ref=hl.

This article was written by Bruce R. Williams, CGCS, CEO of Bruce Williams Golf Consulting and Executive Director of the California Turfgrass and Landscape Foundation. He is also on the board of directors for the California Alliance for Golf. He travels around the globe lecturing on a variety of subjects specifically related to the turfgrass industry. Williams also provides management consulting services including operational and environmental audits. He can be reached at Bruce@williamsgolfconsulting.com u

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(L-R) Top irrigation consultant Mike Huck, Principal at Irrigation & Turfgrass Services, is joined by Bruce Williams, CGCS, Executive Director of the California Turf & Landscape Foundation. Both were presenters at the 5th Annual Symposium on Affordable Golf, where they shared their keen knowledge with attendees.

(L-R) CGCOA Secretary/Treasurer David Kramer of Los Serranos Country Club chats with panelist Tim Moraghan of ASPIRE Consulting at the 5th Annual Symposium on Affordable Golf in San Luis Obispo.

The Symposium on Affordable Golf at Dairy Creek Golf Course brought together CGCOA

members, sponsors and affiliates. (Front Row L-R) Joe Priddy, Ron Zraick, Ted

Horton; (Back Row L-R) Harvey Silverman, Marc Connerly, David Kramer, Craig Kessler

The 5th Annual Symposium on Affordable Golf brought together industry professionals from environmentally-conscious golf management companies and public agencies. (L-R) Kurtis Wolford (Empire Golf), Joel Clay (Golden State Golf Co.), Gary Ingram (CourseCo Inc.), Ted Horton (Valley Crest), Scott Bourgeois (American Golf Corp.), Abelardo Pacheco (Kemper Sports Management), and Michael Lautenbach (Southern California Municpal Golf Association)

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CGCOA Board Member Ron Zraick (Cinnabar Hills Golf Club) and Advisory

Board member Emmy Moore-Minister share a smile at the Golf Industry Show in

Orlando, FL

Ted Horton (Valley Crest) and golf course architect Jan Bel Jan enjoy a moment at the Western States Reception in Orlando

Dawn Prebula and Amy McClean-Ragsdale, both of VGM Club, at the registration table at the Western States Reception in Orlando, FL

(L-R) Dawn Prebula (VGM Club), Jan Bel Jan (golf course architect), Emmy Moore-Minister (Doctor’s Orders: Play Golf), and Debbie Waitkus (Golf For Cause) enjoy the camaraderie at the Western States Reception in Orlando.

Congratulations are extended to the Haggin Oaks Golf Complex management team, recipients of the 2013 CGCOA Golf Course of the Year award.

(L-R) CGCOA Executive Director Marc Connerly, NGCOA CEO Mike Hughes and CGCOA/NGCOA Board member Bill Aragona (Boulder Creek Golf Course) enjoy a moment at the Beach Boys-themed Western States Reception

Western States Reception

CGCOA Gold Sponsors

CGCOA Bronze Sponsors CGCOA Bronze Sponsors

Monday, August 11, 2014TPC Stonebrae

(Beautiful private venue with new clubhouse!)

222 Country Club Drive, Hayward, CA 94542Four-person scramble format

12:00pm Registration1:00pm Shot Gun Start

Sponsorship Opportunities Available

$160.00 Per Player$640 Per Foursome

Awards (1st, 2nd, 3rd, Hole In One, Longest Drive,Closest to the Pin, Putting Contest) & Raffle

Portion of proceeds benefit California Alliance for Golf

(CAG)

TITLE SPONSOR - SOLD – CLUB CARTitle Banner displayed throughout event, publicity on all advanced promotional material, Tee Sign, & 4

rounds of golf (optional tent on course)

DRINK STATION - $1,000Sign at Drink Stop on Course, & 2 rounds of golf (optional tent on course)

HOSPITALITY BAG - $800Bag with company name includes contents, Tee Sign, & 2 rounds of golf (optional tent on course)

GOLF CARTS - $750Name/Logo on each golf cart, Tee Sign, & 2 rounds of golf (optional tent on course)

HOLE-IN-ONE - $750Hole-in-One 10K & Vacation Sponsor, Tee Sign, & 1 round of golf (optional tent on course)

CLOSEST TO PIN - $300 Tee Sign – or - LONGEST DRIVE - $300 Tee Sign

AWARDS RECEPTION-$500 Acknowledgement & Sign During Awards & Host Hors d’ Oeuvres

Can’t participate? Consider sponsoring a Tee for only $250

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CGCOA Members Encouraged to Support CGCOA SponsorsCGCOA relies on the support of sponsorship revenues in order to produce educational offerings and events, coordinate golf industry advocacy efforts, offer member benefits, prepare the quarterly newsletter, maintain the CGCOA website, and more.

Member courses are encouraged to consider buying products and services from CGCOA sponsors when purchasing needs arise. CGCOA sponsors are typically leaders within their product and service categories, and all sponsors are vetted for professionalism and reputation prior to affiliating with CGCOA.

Please refer to the following list of sponsors for your needs:

Wells Fargo Equipment Finance (Equipment financing), Shawn Foy, (515) 210-5174IOA Risk Services (Insurance products, payroll processing), Daniel Caudill, (916) 692-7003Golf Insurance Services (Insurance products), Gary Sigel, (866) 729-3831Club Car (Golf carts), Eric Andrews, (951) 735-4675Championship Golf Services (Golf course management), Steve Plummer, (714) 734-2100Greenway Golf (Golf course management), George Kelley, (209) 664-6400Valley Crest Golf Course Maintenance (Golf course maintenance), Jeff Kiewel, (520) 425-0104Vision Renewable Group (Renewable energy products), (435) 703-8850Z-Golf (Food and beverage management), Bill Zaruka, (800) 246-2087John Abendroth (Energy conservation products and services), John Abendroth, (650) 692-6261CourseCo (Golf course management), Mike Sharp, (707) 763-0335Enlightened Marketing (Online sales and marketing), Reed Thompson, (650) 549-4532Flyers Energy (Bulk fuel delivery), Diane Cone, (530) 885-0401, Ext. 2073GolfTranz (Merchant card processing), Steve Fluke, (877) 202-8021Greenskeeper.org (Online golf community), Johnny Hakim, (805) 497-9323Just One (On-course video system and player incentives), David Wertz, (917) 435-5848Pellucid (Golf industry research and market studies), Harvey Silverman, (650) 362-3229Play 18 Solutions (Online direct tee time booking), Shannon Lanyi, (949) 351-6058SCPGA (Golf professionals, education, industry promotion), Tom Addis, (951) 845-4653Target Specialty Products (Agricultural supplies, equipment, products), Steve Mercuri, (310) 490-7983Turf Star (Toro products), Doug Dahl, (760) 597-6045UnderPar (Online golf course marketing), Greg Knuth, (888) 363-1693Stotz Equipment (John Deere equipment), Andy Means, (951) 377-1092VGM Club (Group buying club), Dawn Prebula, (866) 620-2774West Coast Turf (Sod and lawn products), Danielle, (760) 340-7301Williams + Paddon Architects + Planners (Golf Course Facility Architecture), Tracy Librea-Asunto, (916) 786-8178Cybergolf (Web site hosting), Dan Murnan, (425) 640-7170Z Davidson (Golf course realty and appraisals), Z Davidson, (750) 238-7120Golf Course Law (Golf course legal services), Ed Smilow, (714) 813-7228Emmy Moore-Minister (Public relations and marketing), Emmy Moore-Minister, (530) 666-6508

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