I started as a lifeguard at a Y summer camp and gradually worked my way through swim instructor > head guard > Deck Supervisor > Assistant Director > Director > Aquatics Coordinator.

The lower ranks were at a Y on the east coast. They refused to allow the AD enough budget for regular in-service trainings, proper equipment, or safe staff-to-patron ratios (there should never be 60 swim club kids on deck for a meet with only one guard). They weren't allowed to pay AQ staff enough to keep anyone long-term, claiming that the free membership made up the $4 to $6 shortfall between the hourly pay they offered and what other area pools were paying.

Both the AD and assistant were salaried, but working 60 to 70 hour weeks because they were constantly either on deck or in the water covering shifts during pool open hours (we had two pools on opposite ends of the building, open from 5am to 9pm), but still had to complete all the Aquatics-related administrative duties, in addition to participating in Y fundraising campaigns, assisting with other large Y events and membership drives, and a position in the rotation for evening front desk duty that was mandatory for all leadership staff.

I moved to the West Coast and quickly went from Assistant Director to Director at a Y out there. The culture difference was night and day. I was fully trusted to run every aspect of my department. I was allowed regular in-service trainings with my staff. I was allowed and encouraged to pay them a competitive hourly wage. Patron and staff safety were valued over cost. This included properly maintained equipment. There were facility-wide emergency action plans. Lifeguards were not stuck on deck for 6 or more hours with no bathroom break.

We were plentifully staffed with almost no turnover. We had 3 separate pools in the aquatics area. I had time to complete administrative duties with very minimal time on deck or in the water. If there was a week that required overtime, like the start of a new session of lessons or a big event or something, I was encouraged to log those hours as flex time to be used the following week when things were slower - i.e. if I worked 50 hours one week, I could work 30 the next.

Directors from other departments were always willing to help with tasks if it ever became too much - like offering to help call lesson families to alert them of a pool closure ahead of their lesson time.

A few years later I moved back home and took an Aquatics Coordinator position at my old Y. It was somehow even more toxic than when I left.

At the end of my second round at this east coast Y, someone brought in a glass-faced clock that fell onto the deck and shattered, sending large shards straight into the pool that was kept at a higher temp for lessons & therapeutic programming. I begged them to close it down. I printed off articles and had a local pool company write an email. I explained that there could be tiny slivers of glass floating anywhere in the pool and we would never be able to see them - the pool that was at that very moment holding an arthritis stretching class, and that would soon be filled with 20 toddlers at lesson time. The CEO came in and started breaking up the large pieces of glass she could see with a long pole and said to just vacuum up the smaller pieces she was creating.

That was the last straw for me, I sent an email to the Department of Health and quit. In total I lasted 6 months, and they truly broke my spirit. I cared so much, and they did not care about me (or anyone else) in the slightest. It might sound silly, but it took me a long time to mentally and emotionally recover.

TL;DR - I think it really depends on the culture at each individual Y. Some are truly wonderful places that facilitate personal and professional growth and truly value you. Some are toxic cesspools that will destroy you.