Karen Arnold

31st March 2011, Cardiff

DELIVERING THE COACHING AND VOLUNTEERING

STRATEGY

HAVE YOU GOT THE RIGHT TOOLS?

Workshop Outcomes

• Review the National Coaching and Volunteering strategy 2010- 2016

• Recognise the key factors highlighted by the research• Identify the issues and challenges within the four

implementation areas of the strategy (recruit, train, deploy, retain)

• Discuss and develop ideas and solutions to drive the strategy forwards

• Identify the skills needed to work effectively within volunteer development

• Develop and action plan to actively develop and support volunteers

Volunteer RolesTrue/ False

• Horse Cooler • Chaperone• Bum Spotter• Pool Sheet collector• Screen Team Member• Windows Team Member

Volunteer RolesTrue!

• Horse Cooler – True, provide fast response horse cooling units around cross country course

• Chaperone – True, Escorts athletes from th field of play and controls/ manages entry and exit

• Bum Spotter – True, Used during PARA, ensures that the players buttocks remain seated

• Pool Sheet Collector – True, Collecting the pool sheets from each piste at the end of each fencing round

• Screen Team Member – True, provide privacy for injured horses

• Windows Team Member – True, technical specialist for Microsoft Windows

Strategy Aspirations

• Double the number of coaches and volunteers

• Coaches and volunteers qualified to a level appropriate for their role

• Every newly deployed coach is deployed

• Coaches and volunteers to be valued and have access to CPD

People usually ‘fall into’ coaching/volunteering• Recommendation: Sport

Wales’ activity to strengthen the coaching and volunteering base should be locally-focused, supporting clubs and centres to recruit and support more volunteers and coaches.

More volunteers and coaches…….

• So What???

• Why???

Uniting a Proud Sporting Nation

• Every child hooked on sport for life

• A nation of champions

• Everyones a winner

Volunteers – The Value

Vol role Time Hours/month Monthly valueJunior coach 12 hours/week (3

sessions)48 £480

Social sec 2 hours/week 8 £80

Secretary 2 hours/day 65 £650

Chair 1 hour/day 28 £280

Match ref 6 hours/weekend 24 £240

Junior org 6 hours/week 24 £240

Man Cttee 1 meeting/month x10

20 £200

Total 217 x12 =2604 per year

£2,170 x12 = £26,040 per year

Volunteers – The value

Volunteers don’t get paid, not because they are worthless, but because they are priceless.

Qualitative research: four routes into volunteering

Sports volunteering in Wales

Students Active parents

Looking for experience and development opportunities that come with ‘volunteering’ (usually coaching). The only type that proactively seeks out opportunities to volunteer/coach. A volunteer base or future workforce?

A parent whose child is involved in an activity, and is already on the sidelines. Gets involved because the club/class expresses a need.

Sport lovers Skilled volunteers Someone with a passion for their particular sport and has an existing involvement in a club/class. They get involved as they become older, can no longer participate/compete or have reached a certain level of expertise.

Someone with skills that the club needs (e.g. administration, accounting, driving). Usually hear about the club’s need through friends or family and respond to that need.

Source: Sports Volunteering in Wales research project.Base: all adults aged 15 and above in Wales

Uniting a Proud Sporting Nation

People usually ‘fall into’ volunteering

•Most don’t proactively seek opportunities, even when they are interested in volunteering

•Students are the only proactive “type”•Roped into’ supporting activities that

they already had some involvement in

•Opportunities arise within clubs/classes and existing social networks

•People are most likely to respond to a specific need expressed to them directly in their local community

Building local capacity• Recommendation: Sport Wales’ approach to

working with clubs and centres should build on the organic model, making it easier for people to ‘fall into’ volunteering. This should include support to:

– Identify their needs for coaches and volunteers– Develop a clear strategy for strengthening the

volunteer base– Define and describe (and break up) roles, skills

needed and time commitments more clearly– Build confidence in asking for help –materials to

support this?– Provide appropriate support for coaches and

volunteers, including developing local networks where wanted

– Build links with schools and other partner organisations

Implementation areas

• Recruit … for what?

• Train … for what?

• Deploy … for what?

• Retain … for what?

Strategy Aspirations& Local Implementation

• Double the number of coaches and volunteers• Coaches and volunteers qualified to a level appropriate

for their role• Every newly deployed coach is deployed• Coaches and volunteers to be valued and have access to

CPD

Issues and Challenges ………………

Strategy Aspirations& Local Implementation• Double the number of coaches and volunteers• Coaches and volunteers qualified to a level

appropriate for their role• Every newly deployed coach is deployed• Coaches and volunteers to be valued and have

access to CPD

Issues and Challenges Solutions

IdeasResources

VoluteerYes/ No?

Would you:• Use £75 worth of fuel• Drive for 12 hours (over

4 days)• Provide 18 hours

volunteer time (over 4 days)

If we provide:• Training• A T Shirt• A Lanyard • A Pin Badge• A Thank You

DELIVERING THE COACHING AND VOLUNTEERING STRATEGY

JUST ASK!!

And say THANK YOU!!