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Nags Head raises lifeguard pay, approves budget amendment and seasonal staff housing plan
Summary
The board approved a modest lifeguard base pay increase and steeper progression incentives to retain returning staff, adopted a related budget amendment (including payroll taxes), and approved a policy and management agreement for seasonal staff housing to support recruitment.
The Nags Head Board of Commissioners voted Jan. 7 to raise ocean rescue lifeguard pay and to back the change with a budget amendment, and it approved a seasonal housing policy and management agreement to support recruitment and retention.
Ocean Rescue Captain Chad Moats told the board that staff recommends increasing the base lifeguard pay from $20.00 to $20.50 per hour, doubling the returning‑guard increment to $0.50 per year up to five years, and increasing the lifeguard‑to‑supervisor pay jump to $2.50. Moats said those adjustments reflect regional benchmarking and end‑of‑season feedback; he estimated the total cost at about $33,811 spread over two fiscal years, with a current fiscal year impact of about $10,369 (taxes additional).
Commissioners moved to approve the pay plan and then approved a related budget amendment; the budget motion was amended on the floor to include applicable payroll taxes. Both motions passed by voice vote.
Separately, the board addressed seasonal housing for ocean rescue staff. Town Manager Andy described a newly built duplex (two four‑bedroom units) operated for seasonal employees, proposed a board policy that would reserve the housing for town personnel, set rent at $500 per month with a four‑month minimum (utilities included), and outlined that tenants could stay longer depending on season and supervisor approval. The town will contract Harold and Associates, a local property management company, to administer leases and day‑to‑day operations (management fee ~12% of rents). The board adopted the policy and approved the property management agreement by voice vote.
The actions together are intended to strengthen recruitment and retention for seasonal public‑safety staff by improving compensation and offering affordable, managed housing close to work. Implementation steps noted in the meeting include posting the fee and pay changes to payroll and adding the housing rules and manager processes; Finance and Administration were assigned follow‑up tasks to finalize the budget amendment posting and contract execution.
What’s next: staff will implement the pay adjustments for the upcoming season, post the budget amendment, execute the management agreement, and return with any needed operational details.
