NEW!!!! CP pay change

Check this out, CP is gonna be short on help this year.

http://toledoblade.com/apps/pbcs.dll/article?AID=/20070103/NEWS24/701030436/-1/NEWS

Hey TTR, check this out, theres already a thread about this!!!!!

http://www.pointbuzz.com/cpplace.aspx?mode=thread&TopicID=20154

Well, here's my optomistic look on things.

Kid "A" is just looking for a job for the summer and is more concerned about making money than doing a good job. Now he'll go to McDonald's or some other place rather than reapplying at Cedar Point.

Kid "B" is enthusiastic about working at Cedar Point regardless of the pay. Now he is able to get the job because kid "A" isn't there any more.

Any American kid who wants to work at Cedar Point and can at least fill out the application is likely to get hired. The problem is, there aren't enough American kids who WANT to work at Cedar Point...thus the BUNAC program.

But, again, look at the other thread to see that Cedar Point does, in fact, pay above the minimum wage.

You didn't ask the Canadian kids. ;)

I'd likely put myself in Jason's "Kid B" category. Some employees look dejected no matter what, while others are having a blast. All what you make of it, I guess.

I tend to agree with the speculation that CP has to make some changes to stay in line with the local job market. There is some evidence of this on their website, as well as information posted by past employees who have received correspondence that their positions will receive higher pay rates this year. While some references to 2006 base pay remain on the CP website, the link to the "Pay" page from the Jobs>Perks & Benefits Page has vanished. Also, when you go to former the location of that page, http://www.cedarpoint.com/public/jobs/benefits/pay.cfm, pay scale information has been removed. Additionally, when you go to Jobs > Auditions > Pay Rates, rates for '07 are not listed, simply a note that rates have not been finalized. I know personally, if changes aren’t made, the trip from New York State to work there is no more attractive than staying here and working for Mickey Dees at NYS’s new minimum wage at $7.15. (A bit of hyperbole but I figured I’d toss it in for good measure. Lol) My guess is as good as any but I figured I’d contribute my $.02. *** Edited 1/5/2007 4:23:50 PM UTC by ComndrCody***

Jason Hammond said:
Well, here's my optimistic look on things.

Kid "A" is just looking for a job for the summer and is more concerned about making money than doing a good job. Now he'll go to McDonald's or some other place rather than reapplying at Cedar Point.

Kid "B" is enthusiastic about working at Cedar Point regardless of the pay. Now he is able to get the job because kid "A" isn't there any more.

There will be a few, but having talked to some of my friends I'm afraid a lot of the hardcore B people have said they wont come back for the old wage.

And the B people would always have gotten the job (besides the fact that there are so many openings). The B group is what they want and A is what they get.

CP hasn't made an announcement on what they're going to pay yet.. None of you know what they're going to do. So really, stop complaining until you know what's really going on.

Besides.. Yes, you could go work for minimum wage at McDonalds, have your life suck because you're spending 30-40 hours a week in a McDonalds kitchen, and probably not make as much money as you would at CP even if they do pay below minimum because you're gonna be working 20-30 less hours a week there than you would a CP (at a job you actually enjoy).

Well said Andrea!

http://www.cedarpoint.com/public/jobs/general/faq.cfm#faq_101

$6.25 plus $1.00 bouns is what I made in 04

AndreaA1015 said:
CP hasn't made an announcement on what they're going to pay yet..

Except the letter that was sent out by Matt Ozoskey stating the the base rate is $6.85 for 2007.

I used to try and determine how much i would make at an $8 per hour job (what i could find in the cleveland area) working about 35 hrs a week (what i found to be about the maximum that most employers will work you) and compair this to working for 6.25 - 6.55 for about 60 hrs per week ( the amount i could get at cp) and i found that it was always beneficial to work at cp. you would have to almost work 2 jobs (because no business in their right mind will pay somebody over time if they can avoid it) about 25 hrs a week at 8 per hour to make the same money. they will still get people to work there because of the number of hours you can get there.

The problem isnt in the pay it is in the people they get due to their restrictive schedualing and requirements to work weekends. If they went back to the old system where the employees were primarily college students (specifically in rides) and they worked out more of a system where kids that lived up to 3 hrs away didnt have to work every weekend. the problem would improve. but currently they seem to look down on college students in how they hire and how they promote based on weekend availability. the quality of employee isnt going down because of the pay as much as its going down due to the quality of employee that can be hired for the long term availability that they require.

An idea that somebody gave me since I wrote this post is that they could very easily run a shuttle bus to and from OSU, BG and maybe a Michigan School with some flyers that would say earn 200 bucks a weekend. I just always hated the drive to and from cp on the weekends even just back to cleveland at 9:30 at night on a sunday. *** Edited 1/6/2007 6:45:45 AM UTC by MF_BDogg***

I agree with you about how it seemed more and more that they were looking down on college students due to their short availability dates.

Fortunately, it seemed like they might have realized how dumb this was last year as I know of a few people who were in leadership that worked NO weekends.

I certainly understand that they need to try to keep the place staffed through the weekends, but I think keeping good people out of leadership because of short dates is shortsighted.

The shuttle bus is also an interesting idea. I think the drive (especially home un Sunday night or Monday AM) is what most college people hate about weekends.

BTW: $6.25 plus $1 per hour bonus is what I made in '01 and I think it was the rate in 2000 as well. For their own sake (ie I don't want to see only the scum of the earth working there) I hope they at least come up to the Ohio minimum of $6.85. *** Edited 1/9/2007 1:57:50 AM UTC by MDOmnis***

http://www.cedarpoint.com/public/jobs/benefits/

* $6.85 per hour base rate - most positions
* $6.15 per hour base rate - returning minor employees under 16
* $5.65 per hour base rate - first year minor employees under 16
* Wait staff positions include tips
* Even higher pay for leadership positions

Bonus

Fullfill the terms of your Employment Agreement and earn an extra 50 cents per hour for every hour worked during the bonus period (February 26, 2007 - October 28, 2007).

(Bonuses are paid to employees after they have fulfilled their Employment Agreements.)

So ten cents more then the old plan. It will be interesting to see what they pay leadership, if it will stay the same amount or not.

So in other words, those who don't complete their contract get a $0.60 raise and those who do get a $0.10 raise.

This is less motivation for employees that don't want to finish their contract to stay.

99er, from what I've heard, Supervisors got a 50 cent raise, but also went to the 50 cent bonus, so they essentially remained flat.

Wow, I think they made a mistake with cutting back on the bonuses. That was the biggest incentive to keep people from quitting mid-season, but if you are looking at losing a $500 check instead of a $250 check in July, I think people would be much more willing to give up $250 than they would be to give up $500.

I love how they had to give returning minors a raise just to keep them even with what they were earning last year. New minors this year make even less than they did last year.

I'm still contemplating coming back for another season, but after seeing this, I'm leaning toward applying to be a server rather than going back in merchandise or park operations. Its hard to justify working for $7.35/hr. when even some campus jobs pay $7.50-8.00/hr. and they work around your schedule.

I thought a $0.60 raise over what I made in 2005 was decent, but $0.10 is hard to swallow. Any word on if TL's also get the $0.50 raise that supervisors are getting?

"So in other words, those who don't complete their contract get a $0.60 raise and those who do get a $0.10 raise."

I can't complain, I got a .60 cent raise.