Vaga Associates Leicester Leicestershire Rutland 16/08/04 Sporting Workforce Strategy Story Board

Vaga Associates Leicester Leicestershire Rutland 16/08/04 DesiredOutputs&Outcomes

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Brief Aim  Research & develop strategy with priorities for Future actions Resources Outputs  Current and future demands of coaching workforce community, school partnership, LAs & sports setting  Definition and understanding of employers network  Future priorities, actions and targets for partners

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Your Key Questions in May  What is my role and that of others?  How do we: Manage employers expectations of coaches? Plan for requirements 5+ years? Use evidence effectively/successfully? Ensure inclusively and equity? Sell the concept to funding partners? Overcome the barrier of ‘not another initiative’? Will the strategy be rolled out across Leics.? Build partnerships amongst the different agencies?

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Reconnecting in August What you want out of the Strategy  Clarity – all moving in one direction  Commitment – buy in from partners  To be in a position to maximise opportunity  A coordinated framework  Analysis of employers  Skills gap identified  Common tools relating to employment  A Braunstone Strategy that fits a wider LLR Strategy  A fully inclusive strategy  A practical strategy (to use not sit on shelf)  Resources – to progress and fill gaps  This group to be champions for the project

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Workforce Achievements Since May 2004  Successful Community Sports Coaches Bid (£410k total)  Successful European Social Fund Award (£180k)  Started to set up team of School Sports Coordinators and Primary Link Teachers  Coordinated a coach education course  Organised a football coach development course  Developing a mentoring scheme (rugby)  Employed someone  Made a contract worker permanent  Recruited volunteers

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Approach&Tools

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Workplace Settings  Schools – King Edward VII, Coalville  Community – Braunstone, Leicester  Borough Charnwood Hinckley & Bosworth  Sports Rugby Swimming

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Approach  You lead in the settings With our support (Vaga Assocs.)  We lead in ‘county analysis’(Vaga Assocs.) With your support  Considerations/options Individual or sample interviews Interactive workshops Analysis of existing information and questionnaires  Share and embed learning  All to champion the work

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Changes since May to be factored in  CSCS £410k scheme 5fte coaches 37 pt coaches 10 sports (multi and outdoor sports) 42 different partners/settings  European Social Fund Disability Project £180k project 40 coaches  Sports coach UK World Class Coaching Outcome based strategy Baseline research Coach recruitment plan Service Level Agreement to be negotiated  Case Study In2sports Ltd  Conference opportunity Under the remit of the ‘new’ Partnership

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Definitions Coach  Anyone who delivers or assists the delivery of a sporting, recreation or physical activity Level one  Able to assist the delivery of an activity; basic understanding of delivering an activity; enthusiastic, well-motivated and good role model Level two  Able to plan and deliver a programme/session; supervise level one coaches and work unsupervised

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Roles Coach 1 Coach 2 Coach 3 Coach 4 Competencies Technical Personal Managerial Other Knowledge Skill Mastery

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Employers Questions What…  Does it do?  Type and level of sport?  Recruitment and selection processes?  Management, development & retention practices?  Existing baseline data?  Difficulties and issues?  Aspirations / growth potentials?  Does success look like?  Support needs?

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Strategy ‘Strategy’ has many definitions. Mintzberg’s ideas are wider than most: a plan, some consistently intended course of action a pattern which emerges over time a position which provides for competitive advantage a perspective or abstraction which exists in the minds of people

Vaga Associates Leicester Leicestershire Rutland 16/08/04 InsightForesightPurpose/Values Evaluation Operating ModelCore processes Business Environment Climate - culture Customers Employee Capability Environment Resources Why are we here? What underpins our approach? Vision and Objectives Success Model Relationships Strategic initiatives Breakthroughs Milestone identification Principles and Policies Behavioural Standards Core competencies Finance, marketing, Admin, Engineering, Operations etc. Balanced Scorecard People dimensions Customers Leadership Strategic Framework

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Relationship Mapping  Identify the organisations in your network  Write a list of the organisations with who you interact and are key to your future success.  Plot the names on a relationship map. For example: What conclusions do you draw?  Are some relationships that are well established that will look after themselves for a while?  Are there some (large bubbles) you need to develop stronger relationships (long lines)?  Make a note of the relationships that need attention Organisation Length of this line indicates the closeness of the relationship – the shorter the line, the stronger the relationship Size of this bubble indicates the importance of that organisation in your future success – the bigger the circle, the more important they are You

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Conclusions from Relationship Maps Good Relationships  LAs  NGBs  Clubs Areas for Improvement  Education  Community sector  Commercial sector  Employment network Combined network = complementary picture

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Managing Change Key Components 1.Pressure for change 2.Clear shared vision 3.Capacity for change 4.Actionable first steps 5.Model the way 6.Reinforce and solidify change 7.Evaluate and improve Consequences (if component is missing) 1.Bottom of the box 2.Quick start - fizzes out 3.Anxiety, frustration 4.False starts 5.Cynicism & mistrust 6.Back to old ways 7.Stagnate

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Suggested Actions from August event Break Through Actions  Evidence of impact: Employment Economic impact Health  Common standards for Recruitment Deployment/employment  Careers advice for sports services  Professional and supported workforce Basic Actions  Complete assessment  Political impact Member/leader involvement  Enough people trained to meet increasing demand  Qualified coaches available when needed  Workforce development fits with facility and activity development  Communication, coordination and moving in one direction

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Route Map Training Event Shared Learning & Planning 1 x setting: Employers (Braunstone) 6 x settings: Employers &Employees Workforce Conference Shared Learning & Planning

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Achievements&Changes

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Achievements Support available  Interview questionnaire  Competency matrix Planning Meetings  Hinckley and Bosworth  King Edward VII  SAZ Employers list Employers map 30% sample interviewed Initial analysis

Vaga Associates Leicester Leicestershire Rutland 16/08/04 SAZ Employers

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Approach  Devise list from existing knowledge  Include post codes  Test out and refine interview questions  One to one interviews Some a few minutes over telephone Others an hour long interview All eager to talk – some first time contacts  Record response to standard format  Map employers and employees  Begin analysis

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Early Analysis  Workforce 40 for existing activities (pro-rota = 160 for Braunstone) From a few organisations (important relationships needed) Less than 50% from Braunstone area Approximately 50% paid and 50% volunteers  Where next? Most hadn’t thought about it until asked Those who had – had very detailed plans Majority looking to grow – 50% increase (up to 60)  Emerging themes No real surprises – now have quality research Recruitment mainly through word and mouth/contacts Limited skills development (with exceptions) Most constrained by funding Most have articulated practical aspirations All receptive to project/approach/involvement

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Value  Providing quality information  Engaging the workforce network Some for the first time Seeing it from different perspectives  Feel more ‘in control’ to be able to offer better service Anticipate needs Plan ahead Identify demand for courses, skills training & gaps Put those who want something with those who can deliver  Provide the basis of a directory  Increase awareness and credibility of SAZ

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Actions for the next phase (Aug-Sept)

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Agreed Actions See detailed action plan Employers  Compile list  Design & test questionnaires & explore need for self completion tool  Design & test competency matrix  Agree approach for each setting  Complete assessments in all settings Employees  Braunstone to help design support package and to pilot  Agree and undertake work in each setting Outstanding Matters  Data analysis  Countywide strategic fit with ‘big hitters’ Hold dates  28 th Sept – learning event  19 th Oct or 2 nd Nov - conference

Vaga Associates Leicester Leicestershire Rutland 16/08/04 Contact Details Noel Haines (LLR) Nikki Enoch