1. “Bowls Participation-the Changing Landscape”
“Developing People”
November 2016
Graham Huckstep

7. The Workforce Crisis of 2030
Key messages:
There will be a labour shortage
Technology will replace a lot of jobs
Highly skilled people will be sought after
Workforce planning will be critical
Source: Rainer Strack

8. Deloitte’s Global Human Capital Top Trends 2016
Organisational Design
Leadership
Culture
Workforce Management

9. Demographics*
By 2050 twenty two percent of the worlds population will be over 60
In NZ by late 2020’s population of 65+ will surpass one million (550,000 in 2009)
By 2031, 31% of workforce will be 65+ (currently 20%)
* Statistics NZ

10. 2010: 62,0000 employed in the Sector
The Berle Report:
2010: 62,0000 employed in the Sector
2026: Projected workforce requirements -72,000
We will need additional replacements
55,000

11. Volunteering in Sport and Recreation*
1 million adults (28.6%) volunteer in sport and recreation* (up almost 3% from )
Most common volunteer roles over the last 12 months:
Coach/trainer/teacher/instructor
Parent helper
Referee / judge/official / umpire
*2013/14 Active New Zealand Survey

12. Why do sport volunteers stop volunteering?
Scarcity of time
Work commitments
Family take priority
*GEMBA Volunteering Insights Report November 2015

13. Incentives* to encourage future Volunteering in Sport and Recreation
More training
Better club support
More support from parents
*GEMBA Volunteering Insights Report November 2015

14. 2016 Sport and Recreation Paid Workforce Survey: Key Findings
Top 5 benefits working in the sector
Opportunity to work in area of personal interest
People I can have as colleagues
Opportunity to learn and develop
The fit with my lifestyle
The culture of organisations in the sector

15. Limited opportunities to progress Lack of resources to do my job
2016 Sport and Recreation Paid Workforce Survey: Key Findings continued
Top five challenges of working in the Sector:
Poor salary
Long working hours
Limited opportunities to progress
Lack of resources to do my job
Lack of job security.

18. a network of skilled people delivering to and supporting participants.
Workforce Planning:
The Outcome will be:
a network of skilled people delivering to and supporting participants.

19. Sport NZ Workforce Planning Framework

20. ROLES AROUND THE PARTICIPANT
NSO GM
NSO Manager
NSO CEO
HP Director
HP Coaching director
NSO Board Chair
RST Operations Manager
RST Operations Manager
Head Coach
HPSNZ
RST GM
CS Advisor
CS Team leader
Technical Coach
RST CEO
CS Manager
Sports Development manager
Active families manager
NSO Manager
P2P Regional Coordinator
P2P Manager
Facilities consultant
Wider Family
National community coach manager
Wider Family
Regional coach dev manager
PE Mentor
President
Club Chairman
Club Dev Manager
Participation manager
Young People Manager
Volunteers
Friend
Official
Treasurer
Curriculum Advisor
Carer
Official
Umpire Dev Manager
Umpire Coach
HOD PE
Guardian
Club Committee
TA Advisor
School support staff
Peers
Curriculum Advisor
Primary Activator
Primary Activator
Guardian
Parent
President
Community Leader
Programme Coordinator
Club Dev Manager
Teacher
Carer
Com Sport advisor
PE Mentor
Personal
Trainer
RST
Advisor
Head
Teacher
Captain
NATIONAL
REGIONAL
Regional Sports director
PARTICIPANT
Parent
Planning Manager
REGIONAL
LOCAL
Head Teacher
LOCAL
NATIONAL
Sec Director
of sport
Reg Sports Director
Groomers
Classroom Assistant
Treasurer
Recreation
Guides
Teacher
PARTICIPANT
Captain
Coach
Programme instructors
Cleaners
Facilities manager
Sports Provider
Green prescription manager
Sports Coordinator
Sports Coordinator
Coach
Childcare
Community Leader
Event Coordinators
Fundraiser
Sports Provider
PSR Policy
PENZ
Junior Sports Coordinator
Parent Helper
Programme manager
TA Advisor
Lift
Operator
Volunteer Manager
Officials
Private Provider
PSR Planner
Booking
Coordinator
Volunteer Manager
District Coordinator
Admin manager
Centre
manager
Snow School
Instructors
Ground person
Private Provider
Reg Sports Director
Kaiwhakarite
Volunteer
Coordinator
Events Manager
Maintenance staff
Snow
Safety operator
Insights
Consultant
Receptionist
Project
Manager
Operations manager
Kaiwhakahaere
Park Ranger
Kaiwhakahaere
Sexton
Parks
Labourer
Proximity to the participant
Mowing
operator
Playgrounds officer
Lifeguards
Sports Field manager
Health & Safety Manager
Health & Safety Manager
Kaiwhakarite
Workforce
Consultant
Guest Services
Climbing
Instructors
Space & Places consultant
Greenkeeper
Marina Officer
Duty Manager
Retail,
Rentals, Food
& Beverage
Mountain
Instructors
Insights consultant
Hunting
Guide
Fishing
Guide
Childcare

21. Community Sport : Critical Roles (from a Sport NZ perspective)
Chair
Chief Executive
Young People Manager
Community Sport Manager / Director
National Spaces & Places Planner

22. Community Sport : Critical Roles (from a Sport NZ perspective)
Regional Sports Director
Community Sport Advisor
Coach Mentor / Master Trainer
Coach developer
PE Mentor

23. Community Sport : Critical Roles (from a regional perspective)
Officials
Instructor /Coach/ Coach Developer/ Master Trainer
PE Teacher / PE Mentor
Event Manager
Club Development Officer/ Club Managers/ Volunteer Manager/ Sport Capability Advisors

24. Community Sport : Critical Roles (from a regional perspective)
Game Developer / Competitions Officer and Delivery / Volunteer Manager /
Facility Officer / Manager/ Aquatics Leader / Spaces & Places Consultant / Asset Planner
Regional Sports Director
Chief Executive
Chair

25. In the Bowling Community – What are the critical roles. (National
In the Bowling Community – What are the critical roles? (National? / Regional? / Local?
……………………..
…………………….

26. Your Workforce Environment
Considering those critical roles you identified, and with regard to attracting, recruiting, supporting, developing, rewarding and retaining people in those roles:
What are the issues /solutions?

27. A Workforce Plan Template

28. *Community Sport- Focussing on:
“We will:
enhance our targeted partners’ and providers’ understanding of their future workforce needs and take a proactive and coordinated approach to workforce planning and development
identify critical roles within the Community Sport System; these critical roles will be better defined; robust recruitment and selection processes will be embedded across the system
support partners to develop an environment to attract, recruit and retain high quality people
implement opportunities for development and connectivity for those in critical Community Sport roles at local, regional and national levels.”
* CS Strategy

29. Community Sport Focussing on:
Individual Professional Development:
Building people capability of those individuals in critical roles
With a particular skills focus on:
Leadership
Influencing
Innovation
Collaboration
Governance
Applying “Locally led delivery”
Insights Capability
Facilities Planning Capability

30. Questions