Umpires are crucial to game behaviors

 A neutral umpire, trained to manage the rules of the game and the behaviors that go with a high velocity contact sport is integral to ensuring that appropriate behavioral standards are maintained in games.

 A significant advantage the EFL has over other competitions is that it provides field umpires for all fixtured matches, at all levels of the competition.

 The best umpires are properly prepared, physically, mentally and in their knowledge of the application of the rules.

 The EFL supports this by providing a strong and diligent investigation and tribunal system.

2009 EFL Initiatives

•Rookie squad introduced. A group of six umpires received extra coaching and guidance in 2009. This was overseen by a member of the leadership group •Introduction of skills training for certain umpires on Monday nights to improve on areas requiring development •Umpire match reviews, group exercises, guest speakers and leaders taking some sessions.

•A weekly newsletter produced on the umpires page of the EFL website for the benefit of umpires who can’t make training.

•Umpires were rewarded for performance and training efforts to enhance enthusiasm for development and encourages more umpires to attend training.

•A focus in coaching on communication skills and positioning on the ground. •The promotion of young umpires into senior football to fast track their development (umpires include O’Toole 16 yrs Murfett, 17 yrs Owen 23yrs, Grasso 20 yrs , Brereton 17 yrs, Phillips 16 yrs, McIIroy 20 yrs, Hardisty 18 yrs, Rose 17 yrs, Want 16 yrs and Hunter 19 yrs) •The development of a highly motivated younger umpires group (Bolton , Browne, Langmaid, Faoro, Lingard, Clark, Mills and Thorne)

Umpiring numbers in 2009

 The EFL is currently made up of 460 individuals that umpire games  Of these,  163 umpire senior matches  280 umpire junior matches  64 boundary umpire  66 goal umpire

More than just the numbers

 Whilst maintaining adequate levels of umpires remains a priority, since 2008 the league increased its development efforts  Introduced more coaching, both at training and on match days.

 Increased performance feedback to umpires.

 Conducted personal reviews with individual umpires to ascertain aspirations and ambitions.

 Implemented back office changes in the management of appointments .

 Established talent identification program for younger umpires.

High numbers of younger umpires

30

 The EFL provides a complete pathway to umpiring. By far the largest number of EFL umpires are under 20 years of age.

17 13 12 12 17 167 58

14-20 20-25 25-30 30-35 35-40 40-45 45-50 50+

Age Profile of EFL field umpires



2009 Organisational structure Whilst the structure appears to be sound staff are all engaged on a part time basis limiting our capacity to deliver the ideal umpiring program.

Umpire Operations Manager Head Of umpiring 4 X observers Boar d secretary Field Coach 5 X senior umpires as mentors Boundary Coach assistant Goal Coach Fitness Coach Junior coach Appointment Manager 4 X observers

EFL can escalate development plans

 In 2009 four out of 13 umpires introduced to the VFL squad came from the EFL  Another three are considered to be ready for 2010  Whilst the EFL efforts of a part time staff to date have been admirable, the rate at which umpires are developing, can be escalated by adopting a more aggressive, planned and better resourced approach  The EFL is planning to appoint a full time Head of Coaching responsible for development and implementation of the EFL Next Generation Umpiring strategy.

Segmentation



Ideally umpires receive training programs defined by each their own individual characteristics.

Physical attributes Age and Experience Personal Attributes Aspirations

Balanced Umpire Development

A more comprehensive integrated and balanced program is required that is tailored for umpires moving through development phases • Leadership • Goal setting • Running capacity • Running style • Speed • Stamina Mental Physical • Conflict Management • Post match • Presentation skills Communications Game Management • Positioning • Rules • Decision Making • Match Planning

Development pathway

The EFL integrated junior and senior competitions provides the ideal development pathway for aspiring umpires .

Introduction • Juniors Under 9 t0 11 Skill development • Under 12’s - 14 • Under 15’s 16’s and 18’s • Level 1 accreditation Talent program • EFL talent squad • Talent program •AFL mates program •Sports development trainees Senior squads • Elite • VFL Panel • Veterans • Level 2 accreditation

Umpiring plan

There five key elements of the umpiring plan Gain Operational Efficiencies Broader Recruitment Key Initiatives Managed Induction Program Extended Coaching and Evaluation Increased Resourcing

Action Plans

Strategy

Broaden the recruitment processes to provide a deeper talent pool

Action

Visit athletic, cricket, triathlon and swimming clubs. Contact tafe and universities to attend open days to promote umpiring Visit secondary schools in the Eastern Suburbs to speak with students Phone former umpires from previous years and look at recruitment of former players which will involve speaking with clubs. Conduct an introductory night for potential under 18 and senior umpires Entice umpires from the VFL to EFL. Conduct a welcome night at HQ outlining what we do at the EFL with umpiring, our future direction and outline why it is the premier competition in Australia. EFL senior umpires also attend to welcome Extend the EFL involvement in the Ringwood Umpiring Academy Set up another academy at one of the below schools who run the basic umpiring course Visit schools, conducting the basic umpiring course (The Knox School, Rowville Secondary College, Mooroolbark College, Forest Hill College, Billanook College, Aquinas College and Ringwood Secondary College) during the year to continue recruitment throughout the season Develop marketing programs to attract umpires. Conduct an information night/s with a female umpire and former player/now umpire to attend to speak. With Leader News on running preseason articles and advertising Attend VWFL clubs and speak about the opportunities with umpiring in the EFL. Women play football on Sundays so huge potential here to start them in the under 18 competition. Take Eliza Broadbent and Holly Anderson as advocates.

“Come and try” day for students to take up junior umpiring. Run skill drills and have AFL umpires attend. This will give us an opportunity to “sell” the personal development, physical and financial benefits of umpiring

Timelines

November to March February and March December and January November to December March November to December March to July Jan and February March March/April

Action Plan

Strategy

Develop a planned introduction to umpiring for all new umpires to ensure the early experiences in umpiring are positive

Action

Develop initiation programs for new umpires (senior and junior). Establish a “welcome pack” that includes a drink bottle, training singlet, coaching DVD Manual etc Focus, preseason, on skills rather than fitness in early stages.

Develop a regular feedback process for each new umpire we gain

Timelines

February to May February and March Ongoing from April to season end February and March Train and allocate mentors for new umpires Improve evaluation and assessment to better monitor performance and to ensure umpires are focused on key areas for improvement Increase analysis of feedback and observations (from observers and via club feedback forms) to assist with more individualized development plans. Conduct mid season reviews with senior and up and coming field umpires to enhance their growth and development for the second half of the season and leading into finals. April to August June Increase team of observers and integrate junior and senior processes Conduct midyear and end of season reviews with all umpire coaches and support staff March June Conduct end of season reviews for umpires and coaching staff October Review the weekend’s events in detail on a Monday (umpire phone calls, reports, club phone calls, support staff phone calls) April to September

Action Plan

Strategy

Establish resources to support development objectives Establish revenue opportunities for EFL umpiring that off set overheads

Action Timelines

Introduce coaching DVD’s and game analysis of EFL matches on during the season for weekly coaching sessions Work closely with the AFLVIC Umpiring Development Dept and also with the AFL umpiring coaching staff to coordinate umpire visits to AFL training and also discuss coaching innovations used at AFL level Review finals DVD’s and cut footage to use for the 2010 season for coaching sessions. This is a proven coaching tool at AFL/VFL level and the most productive way of coaching umpires as it is visual Provide more specific information/coaching to umpires that don’t generally train but umpire the lower divisions and junior grades. This will involve them attending several coaching sessions (1 x preseason, 2 in season) during the season with coaching staff Liaise with umpires’ coaches on areas to improve their disciplines. Meet on a regular basis to ensure communication lines are open April to August ongoing November April to August February to August Provide umpires at chargeable rate for mid week competitions such as school competitions , Youth Girls.

Attain funding for umpire development initiatives from AFL as a contribution to the documentation and establishment of trial programs able to be implemented January October

Action Plan

Strategy

Establish a defined talent development program tailored to individual needs

Action Timelines

Establish a junior umpiring academy. Identify young umpires in the juniors and conduct a weekly coaching session each Wednesday (approx 4:30 – 5:30) before training. Provdie an increased focus on the conduct of practical skill drills for junior umpires Appoint a new leadership group for the 2010 season to support the development of more umpires in presenting and personal development skills Establish a “summer school” for approx 12 umpires. This will involve fitness and skills coaching to fast track up and coming umpires to be ready fill the void of younger umpires in divisions 2 and 3 for the 2010 season. Progress these to division in 2nd half o season Identify a panel of junior umpires with potential to join the senior group and provide them with extra coaching (via leadership group member/skills coach) Increase focus on developing the junior umpiring group with coaching and skills to narrow the gap between juniors and the progression to our senior group.

Bring forward umpire accreditation programs to pre season and first four rounds of matches.

March April and ongoing November Jan and Feb February to Augusts March to August March to April Develop physical training programs that suit the specific requirements of all umpires Conduct a “preseason” training camp for coaching staff and senior umpires.

Conduct preseason key skill day at Waverley preseason for all umpires(organise AFL umpires, skills and lectures) November to December November February/March

Action Plan

Strategy

Improve the efficiency of umpire administration and effectiveness of club support

Action

Develop programs and rosters for umpires to attend club training throughout the season, to improve club/umpire relations. Assign an umpire for the season to a club that shows interest in the program. This umpire can attend several club training nights at the coach’s request.

Provide accessibility for umpires, umpires coaches and clubs to have contact with director of umpiring during the week for match reviews Review and establish improved control of practice matches requirements for umpires Develop web site and football record articles that will interest the EFL supporter Use the EFL website to promote umpiring by having regular articles on umpiring. Prepare full job descriptions for all umpire support staff Provide the CEO and board with a “monthly umpiring report” including coaching conducted, promotions, focus areas etc

Timelines

March March ongoing January April to August Ongoing October November to October