NPUA Umpire Coaching Strategy 2010

1. NPUA Umpire Coaching Strategy 2010

2. 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”

3. 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

4. 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

5. BACKGROUNDWhy 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

6. THE STRATEGYOverall 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

7. 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.

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. Example

17. 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

18. 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

19. 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

20. GROUPS

21. FEEDBACK • Top-line feedback • 5 minutes per group

22. 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

23. 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

24. 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

25. QUESTIONS ?