Presentation on theme: "Conducting Coaching Evaluations within Education-based Athletics"— Presentation transcript:
1 Conducting Coaching Evaluations within Education-based Athletics Dr. David Hoch, CMAADirector of Athletics - retiredApril 27, 2012MSADA Conference
2 Coaching Evaluations in Education-based Athletics Education-based athletics is a student-centered philosophical conceptInvolves educational, life-long values & qualitiesWinning is not ‘the only or ultimate outcome!’
3 If winning isn’t Everything, what Outcomes are more important? Life-long lessons: Perseverance, teamwork, sportsmanship, etc.Teachable moments; community serviceAnd coaches have direct contact & impact with your athletesIs this what you look for in evaluations? Or is it wins/loses?
4 What are the Goals or Philosophy of your Program? What’s important to your program? What type of coach do you want?Someone who buys into Education-based AthleticsQualities: Teacher, positive, enthusiastic, encouraging, role model …This is what you evaluateOr …is there a disconnect?
5 What about Winning?Coaches should plan, prepare & have players strive to winWinning based upon formula:60-65% athletic ability20-25% coaching10-20% lack of injuries, realistic schedule, weather & luckDo you hire & evaluate for winning? Or based upon Education-Based Athletics?
6 Final word on Evaluating Coaches based upon wins: Please read the NFHS Report in the January 2011 issue of High School Today, p. 1Can’t find your copy, go on-line:
7 Part the Coach plays:Prepare athletes with sound instruction – can evaluate thisProvide positive encouragement – can evaluate thisTeach life-long values and skills – can evaluate thisPromotes academics – can evaluate thisRole model – can evaluate this
8 Important to Understand the Purpose of the Evaluation Process It should not exist to only aid in the termination of a coachDetail an area which needs improvement with specific suggestionsProvide a blueprint for growth & developmentAND highlight positive contributions – not wins!!!
9 Process vs. InstrumentEvaluation form is merely the tool; often it is a standardized document which you have to useThink Process: What is ultimately the goal of the coaching evaluation?What do you want to accomplish? Or … What should you accomplish through the process?
10 First Steps for Evaluations: Pre-season coaches’ meeting present expectations; detailed agenda – copy for accountabilityLetter of Expectations for all coaches – tailored & specific to your situationCoaches’ Handbook, job description, etc.Specific written expectations for ‘challenging coaches;’ keep copy on file
11 Explain Evaluation Process to Coaches: Agenda item at pre-season coaches’ meetingThoroughly cover the purposeGive rationale for a few of the items on your form – give examplesSupply written examples if possible; a matrix if you willGoal – coaches understand & buy into process. Not a threat!
12 During the Season Paper & pen in back pocket Walk by/visit practice sessions & gamesObserve (like teacher’ observations) drill organizationInteraction with athletesIs there ‘good activity?’
13 During the Season cont. … Look for positives; the negatives will fall into your lapMake notesDate & slip into seasonal fileMemory will fade until you write evaluation
14 Accountability and Documentation All coaches should be held accountable; not a negative conceptDocumentation is a key componentEspecially important for a challenging coachTwo types of problematic coaches: Entrenched & High Maintenance
15 Entrenched Coaches: May have winning seasons & community support Hasn’t changed or improved in yearsStatus quoDoes not meet the needs of the athletes & program
16 High Maintenance Coaches Relates poorly with athletes, parents or other coachesMay be a disruptive forceNegligent with paperwork, meetings & meeting deadlinesMay be abusive with officials, athletes …Fails to follow policies & procedures
17 Coach’s Checklist Quick & easy – write name & date Make photocopy for file!!!Everyone occasionally forgets – throw away at end of seasonBut for critical problems – you have documentation
18 E-mail for Documentation To individuals – has time & dateDistribution list – all coachesKeep copy on fileBe careful of phrasing & content – plan & proof read1st
19 Steps for your ‘Process:’ All coaches do a self-evaluation; great insight/start for conversationSame form – may use “NA” where appropriateHead coaches evaluate assistants & JV coach – same formExtra information sheet: What have you done for our athletes that I don’t know about
20 Steps continued …As AD, read all forms – self-evaluation, by head coachReview my notes from practices & gamesCombine into one final copyOn average – takes approximately 2 hours per coaching evaluation
21 Do you take Input from Athletes and/or Parents? Philosophically, do you survey athletes & parents?A caution: Parental love overrides logic & reasonDo athletes or parents have an agenda or distorted perception?Example of student evaluations of college professors
22 Value of Narrative Section Fit recommended improvements for all coaches in-between positive aspectsCan’t give raises, but can praise!!!Let coaches know you appreciate their effortsUse Extra Information Sheet!Mention all the extra contributions or accomplishments: completion of coaching courses, help athletes with college recruiting, …
23 The Narrative & Challenging Coaches Be clear listing problemsGive specific recommendations for improvementsProvide a time line for improvementsTry to provide a common ground incentive / goal: Continuing in position
24 Remediation ideas Specific recommendations to help coach improve Required to take NFHS Fundamentals of Coaching CourseOr … NFHS Engaging Effectively with Parents Course & the free Sportsmanship CourseCommunity College – Time Management Course or Anger ManagementShadow successful coach
25 To Meet or Not to Meet – that’s the Question In past – scheduled 30 minute meetingsWith a coaching staff of 65 … do the mathOne coach suggested an alternative – have followed it sinceOnly meet if coach wants to meet; or for the 2-3 which I ‘request’ a meeting
26 Script for meeting with Challenging Coach: Give copy to coach – keeps from deviating from topicsIF coach raises new issues: “I’ll make note of it & can discuss in the future”Script = preparationMake notes on script & keep on file!
27 Tips for Meetings with Difficult Coaches: Focus on coach’s behavior / problems & not personalityCalm & under controlAlways remember purpose of meetingInvolve 3rd party if needed
28 Rhetorical / Philosophical Question: Do you evaluate differently for positions impossible to fill? Some sports are next to impossible finding coaches – which in your area?Are you as critical with these positions?If these coaches leave – what do you do?Use softer tone in evaluation?
29 At what point do you terminate? When health & safety of athletes may be affectedWhen coach’s behavior affects the future of the sportWhen the image or reputation of the school / athletic program are negatively affectedWhen you have exhausted every effort to help a coach & there is no indication of attempts to improve
30 Remember … Helping coaches to develop and grow is our responsibility An evaluation process provides the blueprintBetter coaches benefit our athletes and programs
31 If you have questions: E-mail: DavidHochretAD@gmail.com Thank you and have a great conference!