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Recreation Reception Jobs (NOW HIRING)

City of Plantation, FL

FACILITY WILL CALL

Plantation, FL · On-site

$15 - $25/hr

Continuous Description This is a non-exempt position, which is routine recreation work responsible for disseminating information to the public, reception control and attendant duties in the ...

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Recreation Reception information

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How much do recreation reception jobs pay per hour?

As of Sep 10, 2026, the average hourly pay for recreation reception in the United States is $17.26, according to ZipRecruiter salary data. Most workers in this role earn between $15.38 and $18.27 per hour, depending on experience, location, and employer.

What are popular job titles related to Recreation Reception jobs?

For Recreation Reception jobs, the most frequently searched job titles are:

Recreation Facilities Staff II - LA Kings Ice at Mammoth Lakes

CA • On-site

Town of Mammoth Lakes, CA
See more jobs at Town of Mammoth Lakes, CAexternal

$20.61 - $23.86/hr

Temporary

Re-posted 8 days ago

Key responsibilities

  • Provide operational support including ice resurfacing, reception, cashiering, and handling customer queries at the Mammoth Ice Rink.

  • Monitor and maintain facility safety, cleanliness, and security, and ensure patrons follow rules.

  • Assist with recreational activities, sports, games, and special events both virtual and in-person.

Job description

Salary: $20.61 - $23.86 Hourly
Location : Community Recreation Center, CA
Job Type: Limited-Term/Seasonal
Department: Parks and Recreation
Division: Recreation
Opening Date: 08/03/2026
Closing Date: 1/3/2027 11:59 PM Pacific
FLSA: Non-Exempt
Bargaining Unit: N/A
Description
Recreation Facilities Staff provide operational support to and are the front-line ambassadors of Town recreation facilities including the Mammoth Ice Rink.
Prior Zamboni experience is a plus.
SUPERVISION RECEIVED AND EXERCISED
Receives immediate supervision from the Site Coordinator(s), Assistant Site Coordinator(s), and Recreation Supervisors.
Examples of Duties
Duties include, but are not limited to:
  • Provide a safe and enjoyable environment for patrons.
  • Operational duties including ice resurfacing, reception, cashier, snack and beverage sales, answer phone calls, handle customer queries, act as rink attendant/guard.
  • Accept payment of fees; prepare and issue receipts; maintain records and files.
  • Monitor and maintain facility and restroom cleanliness, security, and safety.
  • Ensure patrons know and obey rules.
  • Lead and participate in various recreational activities such as sports and games.
  • Assist with special events, both virtual and in-person.

Typical Qualifications
Knowledge of:
  • Information on facility's summer camp programs and special events.
  • Rules and safety procedures at the particular facility.
  • Cash handling procedures.
  • Principles of effective customer service.
  • Occupational hazards and standard safety precautions.
Ability to:
  • Engage with the public and act as a positive role model for patrons.
  • Understand and carry out written and oral instructions.
  • Establish and maintain effective working relationships with those contacted in the course of work.
  • Provide a high level of customer service.
  • React with good judgment in an emergency situation and follow established procedures for handling patron or staff injuries.
  • Work an irregular schedule including evenings, weekends, and holidays.
  • Be present and available for work.
Experience and Training:
Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:
Education:
No education requirements.
Experience:
Some experience in recreational/child related activities, customer service, and cash handling is preferred. Prior understanding of Zamboni operation is preferred.
Licenses:
Possession of, or ability to obtain upon hire, a current Cardiopulmonary Resuscitation (CPR)/First Aid certificate is required. Must be able to pass an appropriate background check prior to the hire date.
Disclaimer
The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The Town reserves the right to revise or change classification duties and responsibilities as the need arises. The description does not constitute a written or implied contract of employment.
The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.
This at-will position is part-time, with no benefits other than those required by state and federal law. Either the employee or the Town may terminate employment at any time for any reason, with or without cause.
Part-time positions carry a maximum of 960 total paid hours per fiscal year and are not a guarantee of future employment with the Town of Mammoth Lakes.
All Employment is conditioned on the results of applicable pre-employment checks.
Compensation shown on this posting is the entire pay scale, in compliance with the California Equal Pay Act. However, please note that, "An employee will be appointed at the minimum rate for the class...Advancements in salary shall be based on a merit system...Step A (the minimum rate) will be the starting hiring rate...Employees shall be eligible for advancement to steps within the salary range upon satisfactory completion of an annual performance evaluation." (Town of Mammoth Lakes Personnel Rules, Articles 4.5, 4.7, and 4.8)
Since January 1, 2023, The California Equal Pay Act has required that, "an employer with 15 or more employees must include the pay scale for a position in any job posting. If an employer with 15 or more employees engages a third party to announce, post, publish, or otherwise make known a job posting it must provide the pay scale to the third party and the third party must include it within the job posting. The Labor Commissioner interprets this to mean that the pay scale must be included within the job posting if the position may ever be filled in California, either in-person or remotely." ()

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