Mammoth lays off 60-75 year-round employees

Skiace

Member
I didn't see this on the front page, but may have missed it.

http://thesheetnews.com/archives/12749
http://unofficialnetworks.com/pink-slip ... ate-79827/
The Sheet":mkscd446 said:
As the winds howled on the morning of Feb. 29, between 60 and 75 permanent, year-round employees of Mammoth Mountain Ski Area were laid off.

While Mammoth Mountain had yet to issue a statement at the time of this post, The Sheet had already received calls from now-former MMSA employees confirming this mass layoff.

Talk of a layoff had been looming around the Town of Mammoth Lakes for a few weeks, and last week, MMSA CEO Rusty Gregory told The Sheet that MMSA’s revenue for the fiscal year was 24% below what was budgeted. Skier visits are off 35%.

Budgeted numbers for FY ‘11-’12 were slightly above FY ‘10-’11 actuals.

“I am watching the trend closely this week, and I will be doing a lot of thinking over the weekend,” Gregory stated in the Feb. 25 issue of The Sheet.

Prior to the layoffs on Feb. 29, MMSA had cut wages for salaried employees 10% across the board. Gregory took a 15% cut.

Seasonals had already been cranked down to few/no hours. Year-round hourlies had been fortunate to get 20-22 hours/week.

More to come as this story develops.
Emphasis mine, I find the bolded line shocking. Were Rusty et all really so naive as to make that projection, when last season was the largest snowfall season in MMSA history??
 
Some people are slow learners. When Starwood bought Mammoth they based projections upon the 2004-05 and 2005-06 seasons. Both were over 500 inches with July 4 closings and the former season opened October 22 and had full coverage by the end of the month with a record 82 inches for the month. As we found out the hard way this season, early season snowfall is what matters most to revenue.
 
But Rusty specifically has been around awhile. I would have expected him to have learned that lesson long ago.
 
Rusty has been around awhile but Starwood had not when they financed their 2006 top-of-the-market purchase with debt. In this link http://www.sierrawave.net/10665/mmsa-ceo-responds/ , Rusty notes that there was $35 million a year in debt service. Fortunately Rusty was proactive and got that refinanced during one of the good years or else this debacle would have happened sooner or been much more severe.

I've been reading year end Kottke reports for awhile, and as noted during the discussion of the 2008-09 economic crisis skier visits are much more sensitive to snow than to the economy. The Kottke Report summarizes skier visits by region.
For 13 years Northeast skier visits are 53% correlated to snowfall.
For 13 years Rockies skier visits are 60% correlated to snowfall.
For 11 years California skier visits are 61% correlated to snowfall.
For 11 years Pacific Northwest skier visits are 82% correlated to snowfall.
Washington/Oregon ski areas have a higher proportion of local vs. destination visitors. Locals can more easily time their trips for when there is more snow.

This week I obtained Mammoth skier visit history going back into the 1960's.

I correlated the skier visits since 1976 with several variables:
77% with my index of weekly snow conditions
60% with season snowfall
67% with snowfall before Jan. 1
38% with snowfall after Jan. 1
-8% with January California unemployment rate

I started with 1976 because:
1) I have the unemployment figures since then
2) Mammoth must have had major development/demographic growth in the 1970's. 1968-69 visits were only 357K
while 1987-78 were 1.156 million. The latter number is not that far off good years in the past 3 decades. Similarly the low skier numbers from bad seasons in 1975-76 and 1976-77 are not that different from 1986-87 and 1990-91. So starting the data comparison in 1976 seems reasonable.

Conclusions are what I expected from reading regional-based Kottke reports. The 60% season snowfall correlation is right in line with what Kottke has for California in aggregate over the past 11 seasons. The 67% vs. pre-January 1 fits with Rusty's opinion that many people's opinions are set by what happens early in the season and it's hard to change that impression later on. I have been charting week by week snow conditions, which provides a more refined rating for each season than total snowfall and has the highest correlation with skier visits. In my chart a bad early season week with minimal terrain open will get little or no credit, while a late season warm and dry week will get more credit if most/all of the mountain is open with spring conditions though not the full credit it would get if it were majority powder/packed powder conditions. So it does make sense that bad early seasons should hit visitation harder than bad late seasons.

The very low absolute correlation of -8% (we would expect negative, but if there were much sensitivity it would be -50% or -60%) with the California unemployment rate is not surprising in that it's almost impossible to pick out national recessions in Kottke's U.S. total skier visit data. Nonetheless 2010 and 2011 are the highest CA unemployment figures since 1976 and 2005 and 2006 were among the lowest. All 4 of these were strong seasons and the latter two seasons are 16% lower in skier visits than the former two.

A linear regression shows that Mammoth skier visits can be 61% explained by my conditions index plus early season snowfall. Also including the California unemployment rate raises the r-squared from 61% to 68%.

Good snow seasons followed by drought seasons are more dramatic in declining skier visits. From 1985-86 to 1986-87 visits fell 51% with CA unemployment being 6.7% in 1986 and 6.4% in 1987. From 2005-06 to 2006-07 skier visits declined 31% with CA unemployment being 5.0% in 2006 and 4.9% in 2007. So in both cases the economy was the same and the big hit due entirely in my opinion to snow. The 2007 decline was less than in 1987 due to 1) Mammoth's snowmaking (which did not exist in 1987) being quite effective during a dry but frigid January 2007, and 2) December 2006 had 56 inches snowfall while December 1986 had none.

Pre-January 1 droughts are occasional recurring events in the Sierra. 1976-77 and 1986-87 had no recorded snow at all before New Year's. The 19 inches in 1980-81 was the same as this year. In addition Mammoth had 25 inches in 1999-2000, 34 inches in 1990-91 and 36 inches in 1989-90. No surprise my records show Mammoth being less than half open on January 1 in these same seasons, about 1/6 of the total.

2006-07 doesn't even make the list above and visits dropped 31% below the prior season. So the 36% drop in skier visits quoted by Rusty in February from the strong year in 2010-11 to 2011-12 is entirely predictable in my opinion. Furthermore the past 43 years' snow history shows that the probability of such an event is on the order of 15%. Should a business take on enough debt that there is a 15% chance each year (which means a 56% chance it will happen at least once over a 5-year period) that the weather (completely out of that business' control) could put that business in violation of its loan covenants and/or force drastic layoffs of key personnel?

There may be tax or other reasons that Starwood wants Mammoth to be highly leveraged. If that is true, Starwood should be willing to kick in some $ in the bad years as I'm sure it takes dividends out in the good years.
 
Tony Crocker":1c8nnna1 said:
Should a business take on enough debt that there is a 15% chance each year (which means a 56% chance it will happen at least once over a 5-year period) that the weather (completely out of that business' control) could put that business in violation of its loan covenants and/or force drastic layoffs of key personnel?
Sounds like standard operating procedure for large businesses these days. Maybe they feel the investment in human capital isn't important, and figure the economy is still soft enough they can replace any personnel when demand returns.
 
While loyalty is nice, let's look at it from Mammoth's perspective. The people they let go probably weren't the most talented workers in the entire world (which isn't to say they weren't good at their jobs and loyal to the company, but they probably aren't the brilliant MIT Ph.Ds going to Google and Goldman). For the most part, Mammoth's positions don't require advanced degrees, and if trained properly, there is a large number of workers who can perform the jobs. Then consider that Mammoth is a highly desirable location to work for part of our workforce. It will be easy to replace personnel when demand returns. People no longer stay with the same employer their whole life now; that's just not how it works.
 
Staley":3axzdiux said:
While loyalty is nice, let's look at it from Mammoth's perspective. The people they let go probably weren't the most talented workers in the entire world (which isn't to say they weren't good at their jobs and loyal to the company, but they probably aren't the brilliant MIT Ph.Ds going to Google and Goldman). For the most part, Mammoth's positions don't require advanced degrees, and if trained properly, there is a large number of workers who can perform the jobs. Then consider that Mammoth is a highly desirable location to work for part of our workforce. It will be easy to replace personnel when demand returns. People no longer stay with the same employer their whole life now; that's just not how it works.
They were year round employees, which mean they weren't people bumping chairs, directing traffic, flipping burgers, manning cash registers, or even driving snowcats. Non-seasonal positions at a ski resort are precisely the kind that aren't as easily replaceable. Training new employees costs money too.
 
Rusty said they needed to save $500,000/month, so that's $6 million a year. Divide that by the 75 employees fired and you get an annual total compensation (not salary) of $80,000 per employee. Not really low-paying jobs, but definitely not high-paying either. Not what the "top talent" is making so long as it isn't their very first job out of college. Since the average tenure of these employees at MMSA was 10 years, it's fair to assume they didn't fit the first job out of college mold. However, I believe that $80,000 is actually higher than the average total compensation of the full-time employees they fired. Employers have to pay a 4.2% payroll tax for Social Security and Medicare, plus a small (less than $1,000 per employee) unemployment tax based on payroll. Therefore, we can basically assume MMSA was was saving an extra 5% of the compensation of employees they fired. Using that, it lowers the average total compensation of workers cut to around $76,000. Then there's other savings that may or may not be realized. Perhaps MMSA could lower their various forms of insurance due to the decreased work force, for example. Since the target of $500,000/month savings was set, these types of additional savings only mean the average total compensation of the fired employees could be lower.

This is somewhat counteracted by the fact that Mammoth is paying insurance benefits for up to 18 months for the fired employees, depending on tenure. Obviously I'm just guessing on the exact numbers here; I don't have all the data and I'm probably forgetting something.

If someone at MMSA had truly unique, essential skills, they probably weren't one of the people fired.

There are definitely some costs to training new workers, but Mammoth intends to hire back many of these same workers next season. Also, there are so many experienced workers seeking jobs right now that businesses can often hire people who already basically know how to do the job and may even be overqualified. Plus, they may be able to hire them at lower salaries since they do not have long tenures at MMSA.

Am I an evil enough econ major? :-D
 
Staley,

For the US the typical 'burden' rates are in the 25-30% range at most companies. aka taxes & benefits are an additional 25-30% above cash compensation (salary + bonus). It's not absolute and obviously would vary greatly at a company like MMSA for year round vs seasonal employees, etc... But it's a decent rule of thumb to use for an 'average' full time employee at an 'average' company.

You're looking objectively at the situation for absolute economic value, but also without any thought to the human factor. Humans rarely look at literal objective data only. Human behavior will always trip up decisions made in a vacuum like that. The power and good will of having NOT laid anyone off could have been far greater to MMSA in the future if done correctly, etc... There are always many ways to skin the cat and pure economic thought processes while very important are not always the correct answer in a human world (and this coming from a former engineer!). Just food for thought.
 
EMSC":236h9ddk said:
The power and good will of having NOT laid anyone off could have been far greater to MMSA in the future if done correctly, etc...

How would MMSA have benefited by not laying anyone off? I'm playing devils advocate here but unfortunately goodwill doesn't keep your lender from taking back the ski area (their collateral for the loan presumably). Let's be honest, what percentage of people that visit Mammoth even know about the layoffs and of that number how many really would spend less at the ski are because of it? Cold way of looking at it but it's life, at the end of the day Rusty has to pay the bills or everyone could loose their jobs when a new owner steps in. I have no doubt that a lot (clearly not all) of the people who were laid off could easily be replaced by someone out of work who would die for their job or those people would collect unemployment for a few months and then be rehired in the following winter.
 
I'm inclined to believe Rusty when he says that the lenders would have been making the decisions how to cut expenses by March 15 if he hadn't acted first. We don't really know the details of who is essential as a permanent employee. Logically a permanent employee is someone who needs to be there during the months when there is no skiing, and if that is true presumably that person is also needed during months when the skiing is bad. So it follows that permanent staff should be supportable during low revenue seasons (about 1/6 of them per past snow history) and that the seasonal staff is what should fluctuate based upon short term demand. It may be that Mammoth had too much permanent vs. seasonal staff, but I'm inclined to believe the problem is too high a debt load combined with a denial of demonstrated past history that early season droughts will slash revenue 30+% below baseline projections.
 
socal":23cl08rd said:
EMSC":23cl08rd said:
The power and good will of having NOT laid anyone off could have been far greater to MMSA in the future if done correctly, etc...

How would MMSA have benefited by not laying anyone off? I'm playing devils advocate here but unfortunately goodwill doesn't keep your lender from taking back the ski area (their collateral for the loan presumably). Let's be honest, what percentage of people that visit Mammoth even know about the layoffs and of that number how many really would spend less at the ski are because of it? Cold way of looking at it but it's life, at the end of the day Rusty has to pay the bills or everyone could loose their jobs when a new owner steps in. I have no doubt that a lot (clearly not all) of the people who were laid off could easily be replaced by someone out of work who would die for their job or those people would collect unemployment for a few months and then be rehired in the following winter.

Surely you don't think Starwood Capital is going to go bankrupt over a few hundred $K? If so, then it's the CEO, CFO and COO that needed to be shown the door.

As Tony points out, if these positions were permanent roles in the MMSA organization and magically now not needed at all then perhaps Rusty himself or some high level department heads need to be let go for allowing the organization to have grown far bigger than necessary and having wasted much money over many years and wasted efforts on unimportant things to the business. Were this group of laid off employees sitting around doing nothing all year?

There are many ways that staff can be temporarily re-purposed or as others leave on their own accord retraining occurs or etc... Simply stating that tons of folks would love to work for MMSA someday does not really cut it. If so, then the prevailing wage for those positions should be extremely low at best. E.G. I'd love to be in Rusty's role at MMSA and will do it for cheaper than Rusty is being paid. How come Starwood hasn't brought me in to Rusty's role yet? Hypothetically how many technical personnel are there willing to move to MMSA that know lift construction and maintenance inside and out for example... especially knowing that the next not-awesome snow year that comes along MMSA is going to let you go at a moments notice? Etc... (obviously I don't know what roles were eliminated, but just hypothetically speaking).

Simple economics is important don't get me wrong, but companies and the 'leaders' in them are all too willing to go rather far down that path of ignoring all human effects of all decisions such as laying off people like it's the equivalent of throwing a dirty tissue away - easily done and soon forgotten attitude. Let's not kid ourselves, the only financial worry likely at Starwood is hitting budgeted profitability targets that have been massaged slightly for Wall Street. MMSA is only a small part of Starwood. So at best it's a game of hitting wall street numbers and bonus targets for top management.

I haven't heard of any yet, but even Vail Inc which has a history of being ruthless in personnel moves hasn't had mass layoffs yet in this horrible season.

So to some degree I'm playing devils advocate on the opposite side of you (I actually do corporate finance for my day job). It just seems either mostly unnecessary maneuvering (if the employees were actually in productive roles) or related to previously bloated staffing decisions made by Rusty and his team.
 
EMSC":1fveylf6 said:
As Tony points out, if these positions were permanent roles in the MMSA organization and magically now not needed at all then perhaps Rusty himself or some high level department heads need to be let go for allowing the organization to have grown far bigger than necessary and having wasted much money over many years and wasted efforts on unimportant things to the business. Were this group of laid off employees sitting around doing nothing all year?

There's a decent chance of that. We know day-to-day operations have not been affected at all, and Mammoth is currently in the midst of what seems to be their most aggressive and widespread ad campaign ever. Who knows what's going on behind the scenes (i.e. do they now need to hire outside IT or accounting help?), but Rusty has achieved his goal of cutting salary without reducing the customer experience.

By most accounts, Rusty is a really personable, nice guy who cares deeply about his employees. I could definitely see him holding off on letting long-time employees go until a bad snow year hit and he was forced to do so en masse. Of course, that doesn't remove any blame from him.
 
EMSC":26pt5po7 said:
There are many ways that staff can be temporarily re-purposed or as others leave on their own accord retraining occurs or etc...
We know that Mammoth does that. Seasonal staff is always done 3rd or 4th week in April when Canyon/Eagle and most of the lifts (though in good years only 40% of terrain) is closed. Yet on busy spring weekends management (occasionally including Rusty) will staff the additional lifts needed to handle the crowds, something certain other areas :stir: seem unwilling to do.
EMSC":26pt5po7 said:
Let's not kid ourselves, the only financial worry likely at Starwood is hitting budgeted profitability targets that have been massaged slightly for Wall Street. MMSA is only a small part of Starwood.
Yes, that's why I put a good share of blame with Starwood. They are willing to let this small part default on a loan when revenue is slashed by variable weather? When they bought Mammoth they could have seen the same historical snow/skier visit data from 1985-86 to 1986-87 that I saw for example and known full well that it would likely happen again on their watch.
EMSC":26pt5po7 said:
I haven't heard of any yet, but even Vail Inc which has a history of being ruthless in personnel moves hasn't had mass layoffs yet in this horrible season.
Vail actually bragged that as of December 31 they had seen no revenue decline vs. the prior outstanding season as of that point. Presumably that changed to some degree as the season wore on. But Vail has all these destination visitors like johnnash who bought passes and booked their trips way in advance of the season. Only with very forceful argument did I convince him to relocate one and slightly modify the other two planned trips to VR ski resorts this season. Most of these advance bookers probably stuck with their plans in their entirety despite the horrid conditions for most of the season.

Mammoth's clientele was 95% SoCal drive-up when Intrawest came in in 1998 and it's still close to 90%. Drive-up skiers can be more flexible about where they go. Last year I had 25 days at Mammoth and this year the count will probably be 7. Smart investors should know what they are buying, and the evidence in Mammoth's case was quite plain to see IMHO.
 
Well the sad fact is the drop in skier visits is definintely the primary factor in decrease in skier visits, but another issue that needs to be looked at is ticket prices. At $92 a day, Mammoth is simply becoming unaffordable for the average person to ski there. Drive six hours, pay top dollar for lodging and then plop on another $180 for a lift ticket, and its just sours people. I belong to a ski club, and we work really hard to keep our trip prices really low (we don't include the lift ticket), but even then, the over priced lift tickets make it un-affordable. There was a time not too long ago when every weekend there would be 10 - 15 busses in the parking lot every weekend, now if there is 7 - 10, its surprising.
 
Petester":38hvyaet said:
Well the sad fact is the drop in skier visits is definintely the primary factor in decrease in skier visits
Do you have any numbers to back such a bold statement? :wink:
 
While I'm sure Petester meant the drop in snowfall, the jury is out on the issue of ticket prices. There have been numerous threads on the Mammoth Forum on this topic. While day ticket prices have inflated rapidly, the max price really applies only during peak holidays. A 2 day rate of $89/day vs. $97 applies to non-holiday weekends. But of course the frequent Mammoth skiers have the $659 MVP. Before Intrawest a Mammoth season pass cost something like 30x the day ticket price. Mammoth like many areas is practicing market segmentation, charging top $ to occasional skiers who demonstrate price insensitivity by skiing holidays. Remember the holiday crowd is paying top $ for lodging too. The most price sensitive skiers with the MVP are getting a much better deal now than in the "good old days."
Petester":t8fupqcp said:
There was a time not too long ago when every weekend there would be 10 - 15 buses in the parking lot every weekend, now if there is 7 - 10, its surprising.
In the late 1970's it would be at least 100 buses. SoCal demographics have changed a lot since then.
 
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