The personnel requirements of a resource-based recreation function within a statutory authority are examined. A staffing structure is recommended, and the demands of the primary function of the authority for water supply and water quality acknowledged. The Human Resource Function approach is used to profile the desired recreation staff, and the pre-employment training needs are identified. An action plan for induction and post-employment training is formulated, leading to a strategy for retention of employees by providing motivation for those within the recreation function. The implications for the authority of such an programme are explored.