RECRUITMENT

1. Introduction * EssentiallyEffective Leadership & Management* Schools + Coaches = Success* The Kelly Sports Model

2. RECRUITMENT * A key task to success. * An ongoing challenge * The coaches you recruit deliver your product to your customers & clientele.

3. How/Where/When? • Current Coaches • Local Sporting Clubs • Internet – Seek.com.au, Sportspeople.com.au • Uni Websites – VU, Deakin, Melbourne, Monash, Latrobe, ACU • Uni Notice boards • Uni Sports Clubs ie: Monash Volleyball Club • TAFES Colleges – Holmesglen, Chisholm, NMIT • You must sell the fact that you have something educational to offer their students. Ongoing relationships that benefit both parties are essential. • Good examples: Garry Biber in Tasmania, • Be careful not to double up. Use the personalised Coach Summaries and Adverts • Sourcing coaches in ongoing project. Focus for next term are the weeks from 7-10 of the current term. • This allows time for effective Interviewing, Training and Induction of new coaches in lead up to following term.

4. COACH SELECTION * Always follow the systems. * Be consistent in this process. * Know the coach profile. * Demonstrate your professionalism.

5. CONSISTENTLY FOLLOW THE SYSTEM. • Upon receiving a resume read it carefully noting the applicants background and sporting/coaching history. • Email or post Coach summary outlining KS. • Follow interview guidelines and complete interviews in a professional manner & environment. • Inform applicants immediately or the next day of your interest in having them attend a clinic. Send Interview response letters to those who are unsuccessful. Involve them fully in the clinic. See what skills immediately stand out as valuable and make note of the areas where they require improvement.

6. COACH INDUCTION* Practicallypreparing your coaches for success.* Setting clear expectations. * Creating a positive Kelly Sports Experience.

7. Involve them fully in their first clinic. See what skills immediately stand out as valuable and make note of the areas where they require improvement. • Organize Training Sessions • Hands on demonstration & practice of the delivery. Must be delivered professionally to a high standard so that expectations are set. • Key content of Training & Induction • Emphasise script • Grooming • Professionalism. • Dealing with young children, parents and schools. • Administration Systems • Teaching Points • Clinic Structure • Child Management and Behaviour • Enthusiasm • Theatre

8. ONGOING MANAGEMENT * Know your coaching team. * Proactive strategy to manage poor performance and ineffectiveness. * Maintaining high standards.

9. Have a thorough and up to date coach database. • Document any coach concerns or poor performance. • Don’t rely too heavily on 2 or 3 coaches. • Hard but Fair - Once Inducted don’t tolerate unreliable coaches. Set the expectations early and strictly adhere to them. • Know your roster and ensure all unavailabilities are recorded early. • Enforce all systems covered during training – No grey areas involving the KS Script. • Visit Clinics to appraise and encourage. Complete Observation reports to give to coaches at Fortnightly meetings. Keep copies in their files. • Organise your schedule carefully to allow this. E.g. Swap coaches if required but minimize interruptions to your schedule.

10. FORTNIGHTLY MEETING • Your mechanism for Quality control. • Coach Accountability. • Mutual Respect – Manager/Coach relationship. • Effective Management Strategy.

11. Why the Fortnightly Meeting is Vital! • Buildinga team environment. • Do your coaches know each other? • Swap and stock take of equipment. • Ensure all equipment is ready for next coach • All balls are clean & pumped up. • Congratulate where appropriate. • Provide group based feedback. • Let coaches share their negatives and positives – offer solutions. • Give out coaches pays. • Set coaching goals for the following fortnight. • E.g. This fortnights theme is Enthusiasm or more positive interaction with the kids etc.

12. RETENTION * EXTENDING THE LIFE OF A COACH

13. Provide a supportive workplace. Reward good performance and provide regular feedback to all staff. • Reward staff with extra work such as in school, birthday parties, etc. • Create you own newsletter – perhaps once or twice a term. • Give opportunities for coaches to communicate and share experiences both good and bad. • Know your staff – be aware when someone may be unsettled. • Build a personal relationship with the Coach – take an interest in them. Act as their Work Placement supervisor. • Earn their respect by being professional in all your dealings with them. • Accept that coaches will move on but through positive and effective management disruption can be minimized.

14. INCENTIVES * Rewarding Excellent performance. * Reward is not only about $$$$

15. Offer extra work – if necessary share them with another manager. • Increase their pay rate – use the scale. Ensure any increase is for performance, gaining qualifications such as First Aid, Level 1. • Have Coach Awards at your Fortnightly, Team meetings. Publicly acknowledge good performance. Highlight specific incidents. • Offer Work Placement experience.

16. KELLY SPORTS HR MANAGEMENT * Build the Bubble.

17. GOALS Ongoing access to the best available coaches. Through implementation of our HR Systems be recognised as the “Employer of Choice” of sports coaches. To build a team of coaches who are able to deliver all Kelly Sports Programs and ensure the ongoing growth of your business.