Task Force operations have come into their own in the last few years to provide continuity in hotel and resort operations. A task force contractor fills the void in staffing caused by never ending executive turnover or staffing voids created when a hotel or resort changes brands. As a ‘flag’ prepares to change, the outgoing company will move key staff to other chain locations. Also, employees privy to rumors may ‘jump ship’ due to impending changes creating openings in key operating departments. A task force partner can put fresh, unbiased perspective (fresh eyes) on an operation, provide quick fixes, and bring not only revenue suggestions but potential cost reduction ideas. In temp-to-hire situations, both sides have the chance to “date before they buy the ring” as a GM friend is fond of saying.

In the case of sales and marketing positions few hotels can afford a void in top line activity as it will quickly threaten the revenue stream and profitability of the operation. This is where a task force contractor can step in: typically a 1099-contractor is paid a flat rate on a weekly, monthly, or project basis. Benefits paid to a full time employee that can run an additional 30-40% of a base salary are typically included in the task force fee, so the owner pays a set amount and can budget accordingly. This fact combined with a potential tax deduction for hiring an outside contractor might also be appealing in the financial statement. The contractor typically takes meals in the employee cafeteria or the three-meal-a-day restaurant, may have laundry privileges and gets a paid trip home every 2-3 weeks. A contractor can be engaged in screening and hiring the replacement position or other key positions in the department. Most importantly, continuity is provided with close feedback to the owner, General Manager, or corporate staff.