Salary : $73,569.60 - $91,956.80 Annually
Location : 8020 80th St. S., Cottage Grove, MN 55016, MN
Job Type: Full Time
Job Number:
Department: Parks & Recreation
Division: Recreation
Opening Date: 07/20/2026
Closing Date: 8/3/2026 3:00 PM Central

Job Summary
This is an exempt position under the direct supervision of the Parks and Recreation Services Manager. This professional position is responsible for the development, organization, promotion, and delivery of recreational opportunities for the city that leads to a more active, healthy and social community. The Recreation Department provides recreational activities, events, camps, and clinics that make Cottage Grove a great place to live, work and play.

Essential Job Functions

1. Assist with developing and implementing essential services and programs for the department; including sports leagues, community events, warming houses, educational lessons, non-school day programs, and sports camps/clinics.
2. Lead the coordination of facility and field reservations in conjunction with the school district, area athletic associations and other local organizations.
3. Customer service; provide information and assistance on the phone, through email and in person.
4. Assist with public relations for both the Recreation department and Ice Arena as set forth by department staff and the Communications Manager.
5. Coordinate the "Adopt a Park" and other volunteer programs which promote the betterment of parks and recreation facilities, programs and events in the community.
6. Coordinate the pickleball programming including the club, leagues, lessons and tournaments.
7. Perform all other necessary duties as apparent or assigned.

Minimum Requirements

1. Bachelor's degree in Parks and Recreation, Facility/Sport Management, Community Education, Elementary Education, or related field.
2. Two years of related experience.
3. Knowledge of computers and Microsoft Office Suite.
4. Valid driver's license.

Knowledge, Skills, and Abilities

1. Ability to communicate effectively, both orally and in writing, with residents, city staff and the public.
2. Ability to work in an office environment and with a team balancing several special projects.
3. Considerable ability to use creativity and sound judgment to resolve differences and respond to challenges.

This is a summary of City benefits, all employees should consult the Non-Represented Pay Plan and/or personnel policy for the exact language pertaining to pay and benefits.

MN Public Employees Retirement Association (PERA)
All members contribute 6.5% of their gross pay into their PERA retirement account on a pretax basis. The City also contributes 7.5% of an employee's gross pay to PERA, which PERA uses to fund the state run defined benefit pension plan.

For those employees in the Police and Fire plan, members contribute 11.3% of their gross pay into their PERA retirement account on a pretax basis. The City also contributes 16.95% of an employee's gross pay to PERA, which PERA uses to fund the state run defined benefit pension plan.

Deferred Compensation 457 Plan
Employees also have the option of participating in a deferred compensation plan. All monies that go into this plan are on a pretax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $24,500/year which translates into $942.30 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $8,000 per year.

Roth 457 Plan
Employees also have the option of participating in a Roth 457 plan. All monies that go into this plan are on an after-tax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $24,500/year which translates into $942.30 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $8,000 per year.

Roth IRA
Employees also have the option of participating in a Roth IRA plan. All monies that go into this plan are on an after-tax basis. The minimum an employee must contribute is $10.00 per pay period and the maximum is $7,500/year which translates into $288.46 per pay period. If the employee is over 50 there is also a catch-up provision where an employee can contribute an additional $1,000 per year. There are income limits that must be met to qualify.

Minnesota State Retirement System Health Care Savings Plan (HCSP)
For employees in pay grades X01-X02 of the Non-represented Pay Plan and the City Administrator, they will contribute 2% of their annual salary.

For employees in pay grades 7-23 of the Non-represented Pay Plan, they will contribute 1% of their annual salary.

Long-term Disability
Employees may purchase a long-term disability policy to cover 60% of their pay. Coverage for long-term disability starts on the 91st day of injury or illness. The benefits received under LTD are currently not subject to income taxes, the premium is taxed instead.

Short-term Disability
After an employee has passed probation the City self funds a short-term disability plan. This coverage starts on the 21st day of an injury or illness and may cover up to 90 days.

Health Insurance
All new full-time employees must take at least single medical coverage.

The EMPLOYER contributions for 2026 will be as follows:

2026 Monthly Premium
Passport Premium Employer Employee
Single $571.04 $571.04 $0.00
Single + 1 $1,199.18 $839.43 $359.75
Single + Children $1,084.92 $759.44 $325.48
Family $1,598.89 $1,119.22 $479.67

HSA Passport Plan
Employee- 100% of premium
Employee + One- 70% of premium
Employee + Children- 70% of premium
Family- 70% of premium

The Passport plan has a, $4,500- employee and $9,000- all others, deductible. However, the employee will be responsible for, $2,500- employee and $5,000- all others, of the deductible amount. The remainder will be covered by the employer through a HRA. Of the $2,500/$5,000 amount the employer will contribute $1,400/$2,800 in to the employee's HSA, on a matching basis. The employer contribution amount is provided on a matching basis of 2 (two) employer dollars for every 1 (one) dollar contributed by the employee, up to the annual employer maximum. The employer HSA contributions will be made in two equal payments, the first pay dates in January and July. Both plans will have an imbedded deductible. There is an 80/20 payment arrangement once the deductible is met, whereby the insurance company pays 80 percent and the employee/employer pay the other 20 percent, up to an out of pocket maximum. The out of pocket maximums are, $5,800- employee and $11,600- all others. If the employee/employer experience out of pocket costs, the employer will cover up to the $1,300- employee and up to the $2,600- all others.

Dental Insurance
The City offers dental insurance at no cost to the employee as long as they are on the City's health insurance. For single plus one the premium is $55.65 per month. For family coverage the premium is $99.88 per month.

Vision Insurance
The City offers vision insurance (glasses and/or contacts) at no cost to the employee. For single plus spouse the premium is $5.02 per month. For single plus children the premium is $5.58 per month. For family coverage the premium is $10.83 per month.

Life Insurance
The City pays for term life insurance at one times an employee's base annual salary. For example if an employee's base annual salary was $33,737.60, the City would pay for $34,000 worth of life insurance. Employees also have the option of purchasing supplemental life insurance for themselves and their dependents as an out-of-pocket cost, up to $200,000 for the employee, $100,000 for his/her spouse and either $5,000 or $10,000 for children.

NCPERS Life Insurance (PERA Life)
This is an optional life insurance plan that costs $16.00 per month. It is a group term life and accidental death & dismemberment plan for employees. It also has group term life for the employee's spouse and eligible dependents.

Workers Compensation Insurance
All employees are covered by workers compensation insurance.

Injury on Duty
If an employee is injured on the job the City will supplement whatever the injured employee is paid by workers compensation up to base pay, up to 90 days.

Annual Leave
In lieu of vacation and sick pay the City has Annual Leave which can be used for either purpose.
Employees with 0 to 4 years City employment accrue 6.15 hours per pay period.
Employees with 5 to 9 years City employment accrue 7.07 hours per pay period.
Employees with 10 to 14 years City employment accrue 8.00 hours per pay period.
Employees with 15 to 19 years City employment accrue 9.23 hours per pay period.
Employees with 20+ years City employment accrue 9.84 hours per pay period.
No employee may carry over more than 280 hours of Annual Leave from one year to the next. If any employee's balance is above 280 those hours are forfeited.

Holidays
All employees who work the full year get 12 paid holidays and 1 paid floating holiday.

Bereavement Leave
Each eligible employee may request up to three (3) shifts of bereavement leave in the event of a death in the immediate family. Immediate family is defined as: spouse, parent (including stepparent or legal guardian), child (including stepchild/foster child), sibling (including stepsibling), grandparent, grandchild, parent-in-law, brother/sister-in-law, and son/daughter-in-law.

Health FSA
Employee may put up to $2,750 in to an account on a pre-tax basis to pay for eligible medical and dental expenses.

*For those that contribute to a HSA, the Health FSA is limited to eligible vision and dental expenses.

Dependent Care FSA
Employee may put up to $7,500 in to an account on a pre-tax basis to pay for eligible dependent care expenses.
01

Do you have a Bachelor's degree in Parks and Recreation, Facility/Sport Management, Community Education, Elementary Education, or related field?

• Yes
• No

02

Do you have two or more years of related experience?

• Yes
• No

03

Are you a Veteran, or the surviving spouse of a deceased Veteran, that has been issued a DD214 form?

• Yes
• No

04

Are you a disabled Veteran as determined by the United States Veterans Administration? Or, are you the spouse of a disabled Veteran who because of the disability is unable to qualify for this position?

• Yes
• No

05

Describe the setting in which you gained the minimum of two years' experience working in recreation or a related field.
06

In the context of organizing adult sports tournaments, how would you go about promoting and managing these events? What strategies do you employ to attract participants and ensure the success of the tournaments?
07

Can you share your experience in planning and executing Non School Day Programming and Summer Camps? How do you approach these activities to ensure a positive customer experience?
08

You will be supervising teenagers/young adult staff that may have diverse needs and expectations. How do you create and maintain a positive and inclusive work environment for seasonal staff?
09

What is the coolest "recreation" event you have been a part of?
Required Question