National Umpire Pathway Review Final Report & Recommendations January 2013 Review conducted by David Levens Glenlyon Consulting

Transcription

1 National Umpire Pathway Review Final Report & Recommendations January 2013 Review conducted by David Levens Glenlyon Consulting Netball Umpiring Pathway Review Report NA Response 0

2 CONTENTS 1. Executive Summary Summary of Recommendations & Netball Australia s Response The Umpire Pathway State League Level Netball Umpiring National Level (High Performance) Umpiring Support for the National Pathway National and International Interface Capacity Building Umpire Resources National Umpire Pathway Review Report Methodology The Umpire Pathway Community Level Netball Umpiring - where it all begins! Learning Environment Accreditation Badges Badge Testing Game Day Environment State League Level Netball Umpiring National Level (High Performance) Umpiring Support for the National Umpire Pathway Capacity Building Umpire Resources Conclusion Netball Umpiring Pathway Review Report NA Response 1

3 1. EXECUTIVE SUMMARY Netball Australia engaged Glenlyon Consulting to conduct a National Umpire Pathway Review. The aims of the review were to: Articulate netball s aspirations for umpire development and performance (domestic, national and international), Review the current umpire pathway and benchmark it against our aspirations to identify the gaps, barriers and major opportunities for improving the umpire pathway, Redefine the brand of umpiring in Australia, Define the desired cultural norms and behaviours associated with umpiring. The review included interviews with all national pool umpires, interviews with senior umpiring personnel both nationally and at State level (MO s), forums in each State/Territory, interviews with many local netball association representatives across the nation, interviews with team coaching personnel and contact with international umpiring personnel. Key themes explored included: The Umpire Pathway High Performance Umpiring Umpire Structure and Organisation Capacity Building Umpire Development Game Day Environment Umpire Resources The major findings indicate that there is a need for change in many areas of umpiring. It is important that the development of umpires and umpiring development more broadly keeps abreast with the ongoing evolution of the game. The review has uncovered a strong thirst for change, not for change s sake but to modernise the way things are done and to strengthen the support for umpires and umpiring across the country. This report recommends NA take a more strategic approach to umpire development: 1. improving the culture of netball umpiring 2. focussing on a more inclusive approach through building capacity in netball umpiring with an off court pathway 3. addressing the game day environment for umpires; and 4. developing resources that can be used to improve umpiring at all levels. If nothing happens following this review, nothing will change and a great opportunity will be lost. Netball Umpiring Pathway Review Report NA Response 2

4 2. SUMMARY OF RECOMMENDATIONS & NETBALL AUSTRALIA S RESPONSE 2.1 The Umpire Pathway Community Level Netball Umpiring - where it all begins! Develop and implement a national junior umpire program which is non-accredited. That development occurs in consultation with the MO s (many of whom have programs in place). Review current Level 1 content to ensure that content is not duplicated in new junior program. Many of the MO programs include the same content as Level 1. Undertake research as to what is the best approach for junior umpires. As such Level 1 course will not go on online in March 2013 as previously advised. Courses should be delivered face to face until otherwise notified Accreditation Include content about the game/game sense in Level 1 and Level 2 umpire accreditation which could be presented by a netball team coach or player. Include mentoring, coaching, testing and facilitating in content for Level 2/B badge. Assessment as optional. Include presenting skills as part of the A badge content. Assessment as optional. Develop on-line content for off court roles. All course content to be reviewed Badges C and B Badges are awarded to umpires who have demonstrated their competence in under age and community open age games respectively. NA believes this is already the case as assessment is competency based. Identifies need to provide more detailed information around what games are suitable for testing for each badge level. Netball Umpiring Pathway Review Report NA Response 3

5 2.1.4 Testing Formal testing panels for C & B Badges are replaced by qualified testers assessing umpires over a number of games so that when an umpire has demonstrated their ability to perform to the required standard (meet performance criteria) over a minimum of three games, they are then awarded their badge level. Support recommendation in principle. Support specific tester qualification rather than testers being badge based. Need to investigate barriers around testing over multiple weeks, especially in regional/rural Updating (Re-endorsement) Updating should take place every four years regardless of badge level. The updating should take place via observation of the umpire performing to the standard expected at the respective badge level. If an umpire is still performing at the level expected of any given badge level, then they would warrant updating. Support recommendation in principle. Support updating every four years not six. Need to develop guidelines around how observation of performance is managed to ensure it does not put additional pressure on volunteer personnel. Agree that updating should only apply to on court umpires Game Environment NA develop and trial a Game Day Environment program (related to inappropriate behaviour towards umpire) with the respective MO in a designated number of associations across the nation. The Game day Environment program seeks to garner buy-in from all stakeholders so that a strong sense of ownership is arrived at to assist with local monitoring of behaviour. NA considers adopting the Coloured Shirt Program on a national level. Coloured shirt program to be linked with junior program. 2.2 State League Level Netball Umpiring NA works with MO s to improve the umpiring environment (in particular related to culture) and support at this level. Netball Umpiring Pathway Review Report NA Response 4

6 2.3 National Level (High Performance) Umpiring The National Pool of umpires is abolished and that specific squads be selected for competition/events and serviced accordingly. Specific squads will be selected for ANZ Championship, ANL, 21/Nationals, 17&19/U Nationals and Schoolgirls. Selection criteria and process to be developed ANZ Championships NA, NNZ and TTNL personnel work to establish one umpire squad (ANZC Squad) for the ANZ competition by Trial post-game meetings involving the two captains, two umpires and two coaches within thirty minutes of the completion of the game with an independent facilitator. The purpose of the meeting is to discuss the game and seek to create a better rapport between umpires and teams, and a greater understanding of each other s role. Further discussions regarding post-game meetings need to be had with coaches, players and umpires match day may not be the most suitable time and may detract from the objective of building rapport and understanding. ANZ Championship umpires making themselves available to attend training would also assist with building rapport and understanding with coaches and players in a non-competitive environment Australian ANZ Squad While the ANZ Championship squad is shared, NA establishes a national contracted squad consisting of nine umpires. Netball Umpiring Pathway Review Report NA Response 5

7 2.3.3 High Performance Culture A high performance culture is developed in netball umpiring, with input from umpires and the Umpire High Performance Coaching Panel, which is based on some key values including honesty, integrity and inclusiveness. A pre-season meeting be conducted for the national squad and emerging umpires to set out expectations, some professional development and an opportunity for the group to bond. A range of support services be available for national squad and emerging umpires, including dietician, strength and conditioning and sports psychologist. Umpire nomenclature (similar to athlete nomenclature) to be developed outlining services to be provided for each squad Performance Review & Assessment National panel umpires and emerging umpires have mid season and end of season meetings/contact with NA Umpire Development Manager where performance to date/future is discussed. NA establishes a web based umpire performance recording system. Link with national workforce performance management system. Training to be provided to coaching panel to deliver conduct reviews appropriately. Investigate use of Visual Coaching Pro (VCP) system for umpire monitoring Fitness A national fitness benchmark/s is developed for the national and emerging squads. Identified area for further research to establish benchmarks for umpire specific fitness requirements to be linked with nomenclature. Ensure that any research is linked to current international fitness research and established benchmarks. 2.4 Support for the National Pathway National Focus Umpiring to become a key component of the business of Netball Australia and the Member Organisations. NA to conduct an audit of current umpire plans, resourcing and investment in umpiring nationally to establish baseline level at which to commence strategic and operational planning with MO s. Netball Umpiring Pathway Review Report NA Response 6

8 2.4.2 High Performance Umpire Coaching NA replace the existing Grading & Endorsement Panel with a High Performance Umpire Coaching Panel (HPUCP) reporting to the National Umpire Manager, which has a clear role statement and adheres to a culture which includes: regular communication with national squad members open and honest communication about performance assessments written assessment for each umpires performance provision of vision for use in coaching and performance review transparency in all decisions of the Panel performance based allocations provision of opportunities for emerging umpires Within five years, NA appoints an Umpire Coach to work in high performance umpiring and liaise with the MO s about umpiring techniques and coaching practices to support the umpires on the pathway. NA to develop terms of reference for HPUCP including reporting lines and key deliverables in relation to ANZ Championship Squad. Further work to be undertaken in relation to coaching and management of other national squads to ensure that NA is developing a pool of personnel to work within the system Stakeholder Consultation NA replaces the Strategic Umpire Committee with a group representative of each MO to focus on umpiring development and strategic issues. NA consider the involvement of someone with extensive netball experience (coach/athlete) or officiating experience to become involved with the sport to support umpiring development from grass roots to high performance. There may also be an opportunity to involve the person in the strategic thinking and planning of umpiring into the future. Support recommendation in principle. Need to build the capacity of MO staff so that they are able to lead and drive the national system at the state/territory level. Link to workforce development strategy. Support the formation of a think tank group to explore the future of umpire development. This group would include stakeholders for all aspects of netball as well as people from outside the sport. 2.5 National and International Interface NA advocates to INF the development of clear policies/procedures about allocations of umpires to international events. Netball Umpiring Pathway Review Report NA Response 7

9 2.6 Capacity Building Develop and implement an off court pathway for coaches/mentors, testers and presenters from grassroots to the national level. The pathway should offer accreditation (similar to team coaches) and be supported by appropriate resources e.g. presenter manual. Specific performance criteria be developed for each of the roles and for the different levels, e.g. three levels community, state and national level, with the MO responsible for the community and state levels in collaboration with the NA Provide opportunities for coaches/mentors through a scholarship program to attend state and national championships to work at that level to further their coaching/mentoring skills and experience, and ultimately build capacity in the umpiring area. Utilise Recognition of Current Competencies (RCC) & Recognition of Prior Learning (RPL) to accredit existing personnel who meet the performance criteria of the respective roles. 2.7 Umpire Resources NA undertake a needs survey to identify umpire coaching and development resource priorities. Once identified, undertake the development of umpire resources in consultation with MO s and make them available on the national website. Netball Umpiring Pathway Review Report NA Response 8

10 3. NATIONAL UMPIRE PATHWAY REVIEW REPORT Netball umpiring in Australia has performed well over many years at both national and international levels. Australian umpires have regularly been ranked high in international umpiring circles. In terms of umpiring measures, that is one indicator. This achievement has occurred within a system that has arguably led the netball world. The health of umpiring at the association, state and national levels include other measures. There is a strong and consistent call for change within umpiring in Netball at all levels. This report focuses on the umpire pathway from entry level to national and international levels. Throughout the extensive consultation undertaken in this review, a number of recurring elements within the umpire pathway and umpiring environment were constantly raised. These included: Exclusivity the badge level is the key determinant as to what people were considered able to do and allowed to do in off court support roles, Communication a lack of honesty and transparency, particularly at national and some state levels, A culture of umpires not being prepared to voice their opinions for fear of retribution, Lack of opportunities for umpires to advance vertically along the pathway, Lack of resources to assist with the coaching and development of umpires, Lack of promotion of umpiring, particularly at the national and state levels, Little recognition of people s skills, talents and abilities brought to umpiring from other life experiences, Lack of focus and investment by netball in Australia (NA and MO s) in umpire development. The focus of this report is to discuss improvements that can be made to umpiring in Australia, to ensure it is able to enhance umpires experiences on the umpire pathway. Also important is the development and recognition of people who are willing to become involved with assisting and supporting umpiring into the future. 3.1 METHODOLOGY This report contains the findings of the consultations and national survey undertaken by Glenlyon Consulting on behalf of NA on the umpire pathway and related areas. The report highlights contributions made by 85 umpire and netball stakeholders nationally including: Member Organisation (MO) staff Grading & Endorsement Panel National Pool Umpires Strategic Umpire Committee Local umpire co-ordinators High Performance Coaches and Players In addition, 14 forums were conducted in both metropolitan and regional locations and 503 people completed the online national umpire pathway survey. Netball Umpiring Pathway Review Report NA Response 9

11 3.2 The Umpire Pathway There is an established pathway for umpires (contained in the National Umpire Development Framework revised 2012) from entry level through to the national and international level. The pathway for umpires is reasonably clear. However, during the consultations many people suggested that the pathway needs to be presented in a much clearer manner to assist a broader range of people to understand it. On this pathway, umpires undertake education and training to support their development and progression as an umpire. The pathway has as its central focus the attainment of a national Badge C, B, A and AA - although many umpires continue to umpire without a badge (36.2% from the online survey). All Australian (AA) umpires have the opportunity to gain their international badge, the International Umpire Award (IUA). A number of key components of the umpire pathway exist. They include: Level 1 Course (pre requisite for a C and B badge), Level 2 Course (pre requisite for an A badge), Rules in Action (pre requisite for an A badge), Participation in workshops, Mentoring, Umpire practice, Attending umpire development programs, Undertaking self-reflection/analysis, Theory examinations - Section 1 (online) and Section 2, Practical tests. 3.3 Community Level Netball Umpiring - where it all begins! It is at the community level that the majority of netball is played, from juniors to open age senior netball. The provision of umpires to games varies, from teams providing umpires, which is most common, to independent umpires servicing netball associations, particularly at senior grades. Umpires generally commence umpiring local games. They are encouraged to take on umpiring because their team needs to provide an umpire or, as was regularly said, no one else will do it. It can be a daunting task for a young inexperienced person. Support and training for the new umpire is critical and influences their attitude towards umpiring. A constant theme raised during the consultations was the need to support young umpires who are commencing their umpiring. Many of the MO s and/or local associations conduct a junior umpire program because they believe there is a gap currently between commencing umpiring, and until umpires receive a C badge. Some MO s and local associations conduct a coloured shirt program as part of the junior umpire program. This program, which is utilised by many other sports, supports new/inexperienced umpires. In the program, participants wear a coloured shirt/vest which identifies them as a new (learning) umpire. In addition they are supported with a mentor who attends their games and provides valuable support to them on game day. A number of associations indicated that they had trouble providing mentors for new umpires. Often that was because they had a lack of badged umpires who were able to undertake the role. Many people reported that NA had indicated that they were not allowed to conduct a junior umpire program, as it is against NA policy. It was widely reported that the programs were having a significant impact in terms of Netball Umpiring Pathway Review Report NA Response 10

12 developing young umpires and providing support for them early in their umpiring careers. There is strong support across the nation for a national program for junior umpires; many mentioned that there was once a junior program. Recommendation: Develop and implement a national junior umpire program which is non-accredited and that development occurs in consultation with the MO s. 3.4 Learning Environment The training and development of umpires at the local level is an important responsibility of the local club/association. The task is usually allocated to an Umpire s Coach/Co-ordinator/Convenor. That person has a significant impact on the learning environment and hence, it is an important appointment. The quality of the learning environment impacts directly on the umpire s experience and can also influence the number of umpires attracted to and involved with the sport. It is important for the appointing body to be clear on what is expected of the person. A brief but clear role description with selection criteria can greatly assist that situation. Equally important, is identifying what skills/knowledge/experience the person will require to undertake the role. A focus on who is best qualified for the role, as against who is available, is an important approach. Often, organisations make an appointment of the wrong person, preferring to have somebody in the role, and then experience the fallout from such a decision. Training for the person is crucial. Because a person has umpired at a high level, doesn t automatically qualify them to be an Umpire Coach/Co-ordinator who is responsible for the learning and development of others. The Umpire Coach/Co-ordinator requires a different skill set to an on court umpire. The approach and style of the Umpire Coach/Co-ordinator in the learning environment will impact on the enjoyment of the umpire. An approach which is positive, supportive, engaging for the learner and inclusive of different learning styles is more likely to appeal to umpires and encourage them to remain. Often the coaching of umpires focuses too heavily on the rules. While they are very important, the development of relationships with others involved in the game, and the management of the game, are key elements of umpiring. Providing opportunities for umpires to develop skills in the management of people and different situations can contribute to umpires enjoying their role, and players and others enjoying the game. 3.5 Accreditation Accreditation is an important aspect of netball umpiring. There are two national levels of umpire accreditation Level 1 and Level 2. The Level 1 and Level 2 credential are prerequisites for the C, B and A badge. As indicated earlier, there was an on-line survey available for umpires to undertake as part of the umpire pathway review. Netball Umpiring Pathway Review Report NA Response 11

13 Respondents were asked to rate the various components of the netball umpire accreditation program based on their experience. Responses were as follows: 84% rated the current manuals as good or very good 86.2% rated the content which is covered as good or very good 78.7% rated training/coaching sessions you attended as part of your accreditation as good or very good 80.2% rated the the assessment you undertook for your accreditation as good or very good 84.1% rated the Rules in Action as good or very good 80.1% rated the Umpiring Exam as good or very good The responses indicate that there is a high level of satisfaction with the various components of the netball umpire accreditation program. Respondents were asked to rate various elements of the netball umpire accreditation program based on their participation. There was general satisfaction with the theory component of umpire accreditation indicated in the recent survey. In response to the survey question, As part of your participation in Netball Umpiring Accreditation, should there be more or less of the following elements? 251 respondents indicated that the theory was about right (70.9%). However, 66.8% were seeking more or much more Practical work, 72.7% were seeking more or much more Feedback on umpiring performances, 69.8% were seeking more or much more One on one coaching and 69.9% were seeking more or much more Time with a mentor. While the results of the survey question may not surprise, it does point to an area which, if developed, could greatly assist umpiring building capacity within netball umpiring so that more people are developed and skilled to support umpires. Many rural and regional people commented that they would like to see umpiring programs offered closer, rather than the impost of having to travel to a state capital to undertake programs. The on-line Level 1 will provide opportunities for the more remote people to access information without having to travel to larger centres. During the consultation, many people raised a concern that the on-line program could take away from the need to experience the face to face sessions that people felt are so important in gaining knowledge through the sharing of experiences. Local clubs and associations could undertake discussion sessions to ensure that much valued face to face interaction continues to be a part of umpire education and training. Currently netball team coaches are exposed to umpiring information/content whilst undertaking their coach accreditation. It was suggested during the consultation that umpires should be exposed to the playing side of the game when undertaking umpire accreditation. This addition could assist umpires having a broader knowledge of the game, and hence in a practical sense, a greater feel for the game and contribute to their overall approach to managing games. Netball Umpiring Pathway Review Report NA Response 12

14 Recommendations: Include content about game sense in umpire accreditation which could be presented by a netball team coach. Include mentoring, coaching, testing and facilitating in content for Level 2/B badge. Assessment as optional. Include presenting skills as part of the A badge content. Assessment as optional. Develop on-line content for off court roles. 3.6 Badges There is a widespread view that there is an undue emphasis placed on the attainment of badges. Of the 503 people who undertook the on-line survey, 36.5% indicated that they did not have a badge and 34.1% had a C badge, with 19.9% having a B badge and 7.7% an A badge. There is a significant focus on umpires achieving higher badge levels (vertical progression). A focus on education, training and development of umpires which includes lateral progression, particularly at local association level, could open up more opportunities for umpires. The point was made often that umpires had limited opportunities to progress to higher level badges, i.e. B badges in many rural settings, and particularly A badges at state level. In many settings, once a higher level badge is attained, it doesn t equate to an umpire regularly umpiring at the standard commensurate with their badge. Many people commented that once they achieved the higher level badge (after having gone away to umpire in another competition), they would go back to umpiring at their competition. Further, the level of the badge determines the person s status and standing in netball umpiring and indicates what they are permitted to do in an off court role. Way too much prestige placed in badges association umpiring personnel Players couldn t care less what badge an umpire has association personnel Historically, on-court achievements, and the formal recognition of that via a badge, remain with the person for life. It breeds an environment of exclusivity. Badge level does not necessarily equate to what a person is capable of in an off court role, - the badge is achieved for on court umpiring. It makes no sense for an umpire s badge level to dictate what they can do in off court roles, as they require different skills. People who hold a badge for life do not necessarily represent contemporary umpiring. It was reported during the consultations that many umpires who hold a badge have not been endorsed for many years, but are still referred to, or promote themselves as, a certain badged level umpire. Why? They are no longer umpiring and it was reported that many are not up to date with rules/game changes. It is great that they are making a contribution to umpiring. Maybe they should be recognised for what they do in their current role as a coach/mentor, tester or presenter. There was some discussion during the consultations as to what is the standard for the respective badges. An often refrain was that a certain game would not be of the standard for a C or B badge. It was generally agreed that an A badge was for State League level. There will always be differences in standards of games within and between competitions. A guide could be that badges be aligned with certain levels of netball. i.e.: a C badge for community under age netball e.g. under 16 s, a B badge for open age community netball. Netball Umpiring Pathway Review Report NA Response 13

15 Recommendation: C and B Badges are awarded to umpires who have demonstrated their competence in under age and community open age games respectively. 3.7 Badge Testing Process The testing of umpires was a constant issue raised during the consultation. Many associations commented that they had trouble forming testing panels. Others mentioned the logistics of co-ordinating people coming in to the association and matching that with availability of umpires for testing. The process can negatively impact on the umpires experience and, in a number of examples cited, hinders an umpire progressing along the pathway. Of concern was that people mentioned that many umpires find the testing process very stressful. It is seen as their one chance in the season to achieve their badge. Others commented that, particularly for a C badge, having three people on the sideline watching a relatively new umpire for what people refer to as an entry level badge is overkill. A common response from many was that it is unfair for umpires who fail (no such word in competency based training and assessment) to have to wait until the following season to attempt their badge again. Currently umpires are tested for their umpiring badge by a testing panel (of three people) who watch the umpire perform in a game meeting certain performance criteria. The required composition of the testing panel varies dependent on the badge level being tested. In recent times, the requirements for a C Badge panel changed, which was widely welcomed. The requirement that a person who has been umpiring at any badge level for two years is qualified to test and be part of a testing panel, bears no resemblance to the person s skills to test. Expecting testers to act as cadets on a testing panel for 1 or 2 games can be an important aspect of the development of testers. It can assist the person to gain skills and experience in testing, provided those testing, model appropriately. The testing process is fundamentally flawed. It requires certain badge level umpires to be part of a panel to assess umpires based on their badge level, not necessarily on their skills in assessing umpiring performances. Their badge level confirms what panel members were able to do on court. The other aspect which is flawed is the notion that umpires will be assessed in one game. It is not fair and does not provide evidence of an umpire performing at a consistent minimum standard over a number of performances to demonstrate a range of competencies. There needs to be more flexibility, particularly at the association level, built over time, to assist associations to develop and utilise people who have the skills in the testing role. As mentioned previously, it can be a daunting experience for an umpire being tested for a Badge. In the majority of associations, umpires are being observed on several occasions prior to testing. They receive feedback areas well-handled and areas to work on. This is part of their ongoing education and training. It results in the umpire demonstrating a range of skills (competencies) and attributes for the particular badge level over a period of time e.g. a number of games in a season. Too many examples were reported whereby umpires did well in their testing game and were not being able to umpire to that level in subsequent games, or the reverse, not do well in their testing game and failing to get their badge, but being able to umpire to the required standards in subsequent games. The other key point in this area is that umpires should not be restricted on the requirement that they can only test for a particular badge level once during a calendar year. Netball Umpiring Pathway Review Report NA Response 14

16 Recommendation: That formal testing panels for C & B Badges be replaced by qualified testers assessing umpires over an extended period of time, so that when an umpire has demonstrated their ability to perform to the required standard (meet performance criteria) over a minimum of three games, they are then awarded their badge level Updating (Re-endorsement) It is important for umpires, badged or not, to be up to date with the latest rules and protocols. Players and others associated with netball expect umpires to have a good knowledge of the rules. Currently, re-endorsement takes place every six years. That is too long. Much can change in that time. Updating is part of the on-going education and training of umpires. If umpires are still performing at the level expected of any given badge level at the end of the four year period, then they would warrant updating. 39.7% of respondents in the survey indicated that they had held their current accreditation for more than five years. 62.4% of respondents indicated that they had not undertaken any updating since obtaining their current accreditation. Recommendation: Updating should take place every four years, regardless of badge level. The updating should take place via observation of the umpire performing to the standard expected at the respective badge level. 3.8 Game Day Environment There is significant concern about the quality of the game day environment for umpires, not to mention other participants in the game. It is an issue which MO s and local associations in particular concede is having an impact on umpire recruitment and retention. Abuse and poor behaviour from the sidelines is an issue identified in netball. This presents a significant deterrent to umpires, particularly younger umpires, enjoying their umpiring experience and continuing with umpiring. Ugly parents deters umpires away from umpiring Umpire Academy Coach We lose a lot of umpires through abuse local association member A range of approaches are currently undertaken to impact on the issue, from Coloured Shirt Program, identified adults monitoring the courts, and umpires undertaking specific training to equip them to better handle the environment. A key determinant as to whether umpires remain in or leave umpiring is the health of the local netball association the culture. NA has a responsibility to ensure that the competitive environment includes behaviours that are conducive to attracting and strengthening participation at all levels. The development and implementation of policies and procedures that impact on the competitive environment is a responsibility of netball at all levels. There is much to be gained by involving all stakeholders in that development. This can increase the local ownership and commitment to enhancing the local netball environment in particular. Strong leadership is required at all levels of netball to minimise the abuse of umpires and deal appropriately with offenders. Netball Umpiring Pathway Review Report NA Response 15

17 Recommendations: NA develop and trial a Game Day Environment program with the respective MO s in a designated number of associations across the nation. The program seeks to garner buy-in from all stakeholders, so that a strong sense of ownership is developed to assist with local monitoring of behaviour. Netball Australia considers adopting the Coloured Shirt Program on a national level. 3.9 State League Level Netball Umpiring Further education and training occurs for identified umpires at State League level, including the opportunity to be tested for an A badge. The same concern applies at this level as above qualification of testing panels and assessment of umpire s performances. A key issue for NA and MO s is that a number of State League umpires and support personnel expressed a range of concerns at this level. These concerns included: Lack of communication Lack of transparency Lack of consistent feedback Reduced opportunities Increased emphasis and focus on younger umpires Lack of education and training activities Recommendation: Netball Australia works with MO s to improve the umpiring environment and support at this level National Level (High Performance) Umpiring The pinnacle of umpiring at the national level is the achievement of an AA Badge and being allocated to an ANZ Championship game ANZ Championships Netball Australia has produced many very good umpires over many years. Competition arrangements and formats have changed over recent years, in particular with the introduction of ANZ Championships. This has resulted in fewer opportunities for Australian umpires to officiate in a very high standard level of competition, as the umpire allocations are currently shared with New Zealand. The level of competition requires the best umpires, regardless of postcode, to be available for allocation to the ANZ competition. The best should umpire the best, one pool would be ideal G&E member Both countries have differing views as to the quality and deservedness of those currently in both national pools/squads. While that is understandable, it does not put the appropriate attention on providing the best umpires to the best competition. (Ideally that squad would comprise the best umpires in Australia and New Zealand, but that is not likely any time soon, although it should be a goal for the sport as mentioned earlier). Netball Umpiring Pathway Review Report NA Response 16

18 Recommendation: Netball Australia, Netball New Zealand and TTNL personnel work to establish one umpire squad (TTNL Squad) for the ANZ competition by Netball Australia National Umpires Pool Currently there are sixteen umpires (AA & IUA) who are listed in the National Pool of umpires. The National Pool umpires are allocated to a range of games and events including; ANZ Championships, Australian National League (ANL), National Under 21 s, and international tournaments. Of the sixteen listed, eight receive a full contract, the remainder a Reserve contract. Full contracted umpires officiate on court at ANZ Championship games, with Reserve contract umpires filling the reserve umpire role at those games. The consultation revealed a concerning level of discontent within the national pool of umpires. It is not uncommon for a number of umpires at the top level who are not getting a game to be unhappy with their lot. Even taking this view (authors) into account, there appears to be a problem with umpiring at the national level that needs addressing. The concerns were similar to those raised at State League level, pointing to an issue with the umpire culture at the upper levels of umpiring. It must be said that a few umpires in the National Pool were very supportive of the current system. A number of umpires, not the majority, were very critical of the level and style of communication, particularly from the umpire leadership. Of great concern were the repeated references from the majority umpires, to an environment where umpires were fearful of the repercussions if they questioned anything about umpiring. There was a strong thread of keeping your mouth shut if you wanted to remain/progress in umpiring, not an element conducive to an environment for learning, improvement and growth. Umpires commented that there had been no group meeting for some time, no one on one sessions with the umpire leadership to discuss performances (other than after a game/tournament) and progress to date, no written feedback (other than a KPI requested by an umpire) for reference and limited access to and use of vision to assist with performance review and umpire development. The review considered the size of the national pool of contracted umpires in the context of supply and demand. The major demand for umpires is from the pool for ANZ Championship games, including reserve umpires. There appears to be a very clear delineation between those on a full contract and the others in the National Pool. In short, there are too many in the National Pool. There is no need for sixteen as the majority do not get a game on court at ANZ Championship level. For an AA umpire (or IUA) who is part of the National Pool, there should be clear expectations that need to be set, commensurate with the national level of umpiring and managed by the umpire leadership. There is an expectant attitude within the national pool National Pool umpire Not everyone gets a go and can understand frustrations of being a good umpire and not getting a game National Pool umpire Level of support has been great National Pool umpire Recommendation: The national pool is abolished and that specific squads be selected for competition/events and serviced accordingly. Netball Umpiring Pathway Review Report NA Response 17

19 Australian ANZ Squad It is critical that the best umpires are servicing ANZ Championship games, so to that end, a squad of nine umpires should be established to service ANZ Championship games. Nine umpires would allow for injury and unavailability. How that squad is formed is open to discussion. One option could be that all umpires in the existing pool who wish to be part of the squad are invited to nominate. During 2013, nominated umpires could be assessed and graded for the Australian ANZ Squad to service the ANZ Championship in Recommendations: While the ANZ Championship squad is shared (with New Zealand), Netball Australia establish a national contracted squad consisting of 9 umpires to service the ANZ Championships. Squads are selected for all other National Competitions/Events Emerging Umpires Squad It is essential that there is a small identified squad of umpires progressing along the pathway to the high performance area. Umpires in this squad would participate in programs and activities and would need to demonstrate a commitment to high performance umpiring. Opportunities need to be developed for umpires in this squad to be allocated to ANL and Under 21 s. Where deserving, umpires from this group (suggest up to two) could be appointed to ANZ Championship matches (suggest two) to assess their suitability and readiness to take the next step to the ANZ Championship level. NA should participate in the Australian Sports Commission s National Officiating Scholarship Program as part of the ongoing development of emerging umpires. Feedback from previous scholarship holders indicated that they found the experience very worthwhile and their involvement contributed to their development as a netball umpire High Performance Culture It is important that a high performance culture exists in netball umpiring. There were mixed responses during the consultation, including personnel currently involved with the national pool, as to whether a high performance culture currently exists. There is scope for much to be done in this area. There is a high level of dissatisfaction within the national pool, particularly with a few members. While that is not altogether surprising as opportunities are limited, the majority of members raised significant concerns during the review. There is a perceived lack of honesty and a lack of transparency of decision making by the Grading and Endorsement Panel which has led to a lack of confidence. It was reported that there is very little communication from the National Director of Umpiring (on behalf of Grading & Endorsement Panel) with members of the national pool who are not part of the full contract group, thus adding to their angst and disaffection. Regularly mentioned was the let down experienced by umpires following their participation at a national carnival. While the coaching at the carnivals was positively acknowledged, the lack of follow up and interest shown in umpires was a huge disappointment for so many. Transparency of G&E needs addressing State League coaching personnel Umpires need to increase their professionalism, they segregate themselves, couldn t get umpires to training, we can learn from each other ANZ coaching personnel Could not get a more professional group best in the world, the time and energy they put in existing G&E member Netball Umpiring Pathway Review Report NA Response 18

20 Not a high performance culture when you have to be careful what you say National Pool umpire Been a closed shop for many, many years, it is not inclusive enough MO personnel There is a feeling of you either sink or swim at the national level, there is a lack of preparation for umpires at the national level National Pool umpire Recommendations: A high performance culture is developed in netball umpiring, with input from umpires and the Umpire High Performance Facilitator/Coaching Panel, which is based on some key values including honesty, integrity and inclusiveness. A pre season meeting be conducted for the national squad and emerging umpires to set out expectations, some professional development and an opportunity for the group to bond. A range of support services be available for national squad and emerging umpires. These services include dietician, strength and conditioning and sports psychologist Performance Review & Assessment A review of umpire performances is fundamental to improving performances. At ANZ Championship level, teams collect vision of their games as a tool to assist with performance review and improvement. That tool should be available for umpires and the High Performance Umpire Coaching Panel immediately after the game. In discussions with coaches at ANZ level, they indicated that they would be willing to assist umpiring with vision from their games. Umpires currently receive verbal feedback immediately following their games. That provides the umpire with something to work on and reinforces aspects well handled. It does not provide a formal reference for the umpire and the Umpire High Performance Facilitator/Coaching Panel. Currently, umpires receive their ranking at the end of the year in the form of a letter, hardly professional or an approach of a high performance culture. It needs to be an expectation of umpires at this level that they will be given the opportunity to sit down and discuss their umpiring performances at mid season and end of season/year, and be advised of their position or otherwise in relation to the national squad. Recommendations: National panel umpires and emerging umpires have mid season and end of season meetings/contact where performance to date/future is discussed. Netball Australia establishes a web based umpire performance recording system Fitness Currently there is no fitness benchmark for members of the national pool. Some benchmark/s which relate to high performance umpiring should be a reasonable expectation for Netball. The elements of that benchmark/s require investigation and should not overshadow the important aspect of the umpire s role in decision making and managing a game. A fitness guide from NA would be good National Pool umpire Recommendation: A national fitness benchmark/s is developed for the national and emerging squads. Netball Umpiring Pathway Review Report NA Response 19

21 3.11 Support for the National Umpire Pathway National Focus Umpiring is a critical aspect of the game at all levels. The quality of umpiring impacts on the quality of the experience for players, coaches, umpires and spectators, and hence impacts on the tone of the game and ultimately the enjoyment for all participants. An umpiring department which is embedded in the organisation s business, is more likely to contribute to umpiring being considered in a range of organisational operations and being included in the sport. Currently, it appears umpiring stands separate to, and sits apart from, the national body. Many umpiring people interviewed, including members of the current Grading & Endorsement Panel, talk in terms of a them (Netball Australia) and us (umpiring). This is not healthy for the sport and can impede the development of umpiring across all levels of the sport. Netball Australia needs to ensure umpiring is managed, promoted and treated as a key component of the business. Until umpiring becomes everyone s business, the development and improved status of umpiring will be diminished. There is very little information or profile of umpiring on the NA and MO websites, an indicator of the importance of umpiring, or at least, a perception that could be conveyed. All MO s but for one (NT), have at least one staff member who works on umpiring, including acting as the delivery arm of NA umpiring programs. It was not apparent that there was any national co-ordination of umpiring from NA. Further, it was reported that there was a lack of regular communication from NA about umpiring. Regular teleconferences could be used as a cost effective means of building some sense of collegiality in the umpiring area. Recommendation: Umpiring to become a key component of the business of Netball Australia and the Member Organisations. Netball Umpiring Pathway Review Report NA Response 20

22 High Performance Umpire Coaching The existing Grading & Endorsement Panel has lost the confidence of many of the national pool umpires and umpiring people more broadly not necessarily for what they do, but more particularly how they do it. Further, the composition of a group undertaking this role or one similar must be free of any conflict or potential conflict of interest. Arguably, it is a conflict of interest for current on-court umpires may be members of the Grading and Endorsement Panel (not from all members of the national pool, but with the majority). Other people involved with netball umpiring nationally expressed a similar concern. Recommendation: Netball Australia replace the existing Grading & Endorsement Panel with a High Performance Umpire Facilitator/Coaching Panel (HPUCP) reporting to the National Umpire Manager, which has a clear role statement and adheres to a culture which includes: o o o o o o o regular communication with national squad members open and honest communication about performance assessments written assessment for each umpires performance provision of vision for use in coaching and performance review transparency in all decisions of the Panel performance based allocations provision of opportunities for emerging umpires With the projected evolution of the game and the role umpiring needs to play, it is envisaged that an umpire coach would be a key resource for the national body in the future and something that Netball Australia should be planning for. That person would work with the national squad and emerging squad umpires and support the work of the MO s in the coaching and development of their talented umpires. Recommendation: Within five years Netball Australia appoint an Umpire Coach to work in high performance umpiring and liaise with the MO s about umpiring techniques and coaching practices to support the umpires on the pathway. Regular communication and contact is required from the national office to the MO s. The MO s need a stronger buy-in to national umpiring, particularly the strategic direction of umpiring and umpiring development. A regular newsletter could assist with the dissemination of umpiring information and strengthen the umpiring network nationally. There is a disconnect between NA and MO s G&E member A development reference group consisting of representatives from MO s should be formed to address umpiring development issues. The group should meet regularly. Netball Umpiring Pathway Review Report NA Response 21