NPUA Umpire Coaching Strategy 2010

VISION

“By 2013 Hockey across England will have a world leading umpire coaching system, which will deliver active, skilled and appropriately qualified umpire coaches to every stage of our umpire pathways”

PERFORMANCE UMPIRING PLAN

 “Ensure that umpires, umpire coaches and umpires managers are given the best opportunity to maximise their potential” PUP  The NPUA coaching strategy looks at the big picture for:  Our Level 3 Coaches, Coach Candidates, and Coach Assessors

WHY IS IT IMPORTANT?

 Our objective as NPUA is to be one of the leading umpiring associations in the world.

 We believe that our work on coaching can be pioneering – further enhancing the reputation of NPUA internationally  Thus improving your chances on the international stage – as well as those of our umpires

BACKGROUND Why do we need to change?…..

    Recognise that approach has not always met the needs of umpires and umpire coaches Delivery sometimes patchy Quality of coaching not consistently reviewed UK Sport identifying need for framework around awards for coaching of officials

   

THE STRATEGY Overall Objectives

A system that develops coaches at national programme level – matching the needs of the umpire to the most suitable type of coach An umpire development pathway that values coaching as the primary route to improved performance Recognition that not all coaches are all able to coach effectively at all levels But that progression is vitally important at all levels

Overall Objectives – cont’d

  A desire to offer development and progression to all To recognise the international opportunities that have emerged through opening up of the FIH Umpire Managing criteria and to ensure that there is a fair means of selecting those who should progress to that level, ensuring that they are best prepared for the role.

WHERE WE ARE NOW

     Coaching sometimes perceived as poor relation to assessment Progression structures not clearly defined Existing panels not operating effectively Coach assessment focussed on candidates with little ongoing assessment of active coaches Coaches not feeling valued by umpires and NPUA – given in part due to failure to deliver on past promises

ON THE POSITIVE SIDE We have:

     A firm commitment to coaching at Exec Level and in NPUA strategy Delivered our first coaching conference A coaching DVD resource available Established links into EHB plans for coach development – with some really far reaching coaching ideas A committed and enthusiastic group of coaches who we want to utilise and develop

WHAT HAVE WE DONE SO FAR?

     Separate coach strategy day in January 2010 – 6 people discuss and brainstorm Sandy writes strategy document and delivers to NPUA Exec - June 2010 Strategic Working Group established July 2010 comprising Liz Pelling, Sandy Richards and Martin Twist Further refinement with input from Anne Baker (EHB Coach Manager) NPUA Conference – your turn to input

NEW APPROACH

    We have developed a new system that recognises everyone's skills Given the levels of resource available, we want to change emphasis from a fully administered solution to something more self-administered and self-delivered And in the spirit of this, we need more self reflection and evaluation – honesty is key You help us determine where you are in your development and what you need to maintain and enhance your skills

SELF-HELP CONCEPT

 Becoming well established amongst umpires  We want to enable a similar structure for umpire coaches  With centrally developed resources and support mechanisms  But where delivery is owned and accessed by the coaches themselves

HOW WILL THIS WORK IN PRACTICE?

 Coaching strategy led by a small group to concentrate on new development  Strategy delivery and operational aspects to be led by a different group. We will be recruiting to that group in the near future  In the interim, John Litchfield will lead operational aspects

THE OTHER BIG CHANGE:

 A move from current panels to a new matrix approach to coach development which recognises and values different areas of expertise  Supported by detailed draft criteria for progression between different levels

THE MATRIX PRINCIPLE

 Recognise different types of coaches  Help us to be more thorough in coach evaluation  Identifies successes, strengths and areas for development  Targets where coaches will be most effective

Coach

Joe Bloggs

High Performance Talent & Performance Development Youth

Example

Starter

X

Expert

X

Elite

X

IDENTIFIED SKILL SETS

For each type of coach:  Role and Descriptor  Skills and Experience required – Essential and Desirable  Qualifications and Training required – Essential and Desirable  Coaching Environment

PLACEMENT & PROGRESSION

 Self-assessment  Independent assessment  Demonstration of identified criteria Understanding that:  We will never be perfect - not everyone will reach the elite stages  We will have to choose which umpire coaches we invest in

ACTIVITY

Groups to discuss each coach skill set Do you agree with the criteria?

Should any be added?

Should any be developed further?

Feedback notes go to the strategic working group Top line observations shared with meeting 15 minutes

GROUPS

Development

Colin Barthorpe Paul Box-Grainger Sarah Bush Jackie Gibbs Hamish Jamson Rajiv Khanna

High Performance

Geoff Blakeman Dawn Bonner Allan Holliwell Andy Mair Margaret McLoughlin Val Sassall

Youth

Alan Budd Sue Howard Tony Kelleher David Lane Nick Lockhart Sandy Richards

Talent & Performance

Julia Gill Dawn Henning Louise Knipe John Litchfield Terry Norwood Liz Pelling Jo Pennycook

FEEDBACK

 Top-line feedback  5 minutes per group

TIMELINE – Year 1

     SWG updates skill sets and distributes by end October 2010 with completion guidelines End December 2010 – All coaches to complete matrix – honest self evaluation SWG focus on coach assessor element (assessors identified) End May 2010 – coaches progress skill sets Candidates need to make themselves available to coach

TIMELINE - Year 2

 Assessors complete IAAPS training by December 2011  Trained assessors come on line   Assessments start February 2012 Advancement of coaches based on competence based skills  Ongoing coach self evaluation and development with SWG

QUESTIONS AND CHALLENGES

     Funding?

How much would a coach / candidate expect to pay?

How much time are they prepared to give to training?

Resources – Regional office support Be aware – ‘Licensing to practise in an environment’ is coming

QUESTIONS ?