Swimming & Aquatics Network Workshop for Sporta Members

‘Workforce: Recruitment, Development & Retention’

Wifi: PondsForge_PublicWIFI

Agenda

10.45am Welcome and Introduction

11.00am New professional standards for swimming teachers - CIMSPA

11.30am Workforce: recruitment

12.45pm Lunch and networking

1.30pm Workforce: development and retention

3.00pm Unanswered questions, queries and reflections

3.30pm Final conclusions and conference close

Introduction to Swim England and Institute of Swimming

colleagues

Jon GlennSwim England

New Professional Standards for Swimming Teachers

Ian DohertyHead of Member and Partner Services

Chartered Institute for the Management of Sport and Physical Activity

CIMSPA’s Vision

“Shaping a recognised and

respected sector everyone wants to

be part of”

CIMSPA’s Mission

Through our work, we will:

Allow individuals to realise their potential through having a clear route

into and through the sector

Provide employers access to the best people

Ensuring the availability of high-quality, relevant, learning and

development opportunities

Give the public increased confidence in the sector

Be the go to organisation for workforce policy

The UK’s first national sport and

activity strategy for 13 years.

It gave explicit government backing for

CIMSPA and our work to

professionalise our sector.

The strategy set out two specific “asks”

CIMSPA…

Sporting Future: A New Strategy for an Active Nation

“We need the leadership and

administration of sport to be fit-for-

purpose and able to deliver the outcomes

set out in this strategy. To do that, we

need to make sport an attractive career

option for the brightest and most able

individuals, regardless of background or

sporting ability. Individuals working in

sport need access to open and

transparent recruitment processes, with

clear career pathways and opportunities

to develop and progress throughout their

careers”.

HM Government, Sporting Future

The CIMSPA standards matrix

Employers

Awarding Organisations

Training Providers

HE/FE Institutions

Training

Qualifications

Degrees

CPD

Apprenticeships

Robust, inclusive governance

PROFESSIONAL

DEVELOPMENT BOARD*

AWARDING

ORGANISATIONS

FURTHER

EDUCATION

HIGHER

EDUCATION

TRAINING

PROVIDERSPLUS INPUT FROM

Sub-committees will develop

standards within the 5 areas of the

skills matrix

PROFESSIONAL

DEVELOPMENT

COMMITTEESLEISURE OPERATIONS

EXERCISE AND FITNESS

PERFORMANCE SPORT / SPORTS ADMIN

COMMUNITY SPORT

PHYSICAL ACTIVITY

ukactive

16 EMPLOYERS CIMSPA SPORT ENGLANDDCMS

UK Coaching

KNOWLEDGE & UNDERSTANDING • BEHAVIOURS • SKILLS

https://www.cimspa.co.uk/standards-directory

Swimming Teacher Professional Standard

Professional standards explained…

Professional standards for occupations, populations,

environments and technical specialisms.

Not to look at one standard in isolation.

A combination of standards can provide a solution to suit all

types of employer.

CIMSPA Standards Matrix

OCCUPATION e.g. Swimming Teacher

+ENVIRONMENT e.g. Primary School

+POPULATION e.g. Children

+TECHNICAL SPECIALISM e.g. Obesity

Deployment

standards

CIMSPA Career Map Example roles (not exhaustive)

Qualifications endorsed against the new professional standard

Swim England / ASA Awarding Body

Level 2 Swimming Teacher Qualification

STA Level 2 Certificate in Swimming

Teaching

Skills Development Partners

Deliver CIMSPA endorsed training / qualifications / CPD

Are independently quality assured by CIMSPA

Are preferred suppliers to CIMSPA employer partners

www.cimspa.co.uk/sdp

Employer Partners

Are in the driving seat for creating and reviewing professional standards

97 employers are now working with CIMSPA

Commit to seeking CIMSPA endorsed training from CIMSPA skills development partners

Are starting to require individuals to hold CIMSPA membership for certain job roles

www.cimspa.co.uk/employer

01509 226 474

info@cimspa.co.uk

IAN DOHERTY MCIMSPA

Head of Member and Partner Services

@IanD_CIMSPA

Aquatic Workforce

Recruitment &

Retention

Rebecca Cox and Steve Moore

• Removing barriers and myths

• Tackling diversity

• BAME

• Disability

• Teachers

• Nurses

• Students

• Parents

Raising the profile

• Face to face

• Blended

• Level 1 followed by 2

• Combined

Ways to Qualify

External already qualified• Consistent recruitment is tricky

• Consider profile of teacher when advertising

Internal team • Opportunity to increase working hours

• Reduces attrition

• Experienced or some knowledge

• Combined course

• Ready to teach poolside after 9/10day course

• Potentially 7 late summer

• Cost effective

Recruitment

Grow your own• Training with a job

• Offer payback schemes/commitment to hours

• Course type dependant on experience

• Encourages loyalty

• Diversity

• Level 1 and 2 face to face or blended

Apprenticeships • Assisted recruitment

• Not age restrictive

• Internal and external candidates

• Funded

• Mentor

• Benefits include

• Company culture

• Apprentice wage

• Internal and grow your own

• Level 1 and 2 face to face or blended

Recruitment

RecruitmentVolunteers

• 27% interested but only 11% engaged

• Link with schools and colleges

• Meets employment route objectives

• Builds a pipeline

• Blended level 1 – online element available for schools pre- 16yrs

Social Swimming and Swimming Trust • Level 1 face to face

• Level 2 face to face

• Partially funded

• Best suited to areas with deprivation (ST)

Career pathway

• 4,3,7.5

• 30,000

Return on investment

Group Discussion Task

In your groups select a method of recruitment that you would like to explore further and discuss.

Possible areas for discussion:

• How could you introduce this?

• What resources/support will you need?

• Who could lead?

• When could this be implemented?

• What would success look like?

Chesterfield Borough Council

Swimming Teacher Volunteer Pathway

1. Low numbers of Level 2 Swimming Teachers

2. Recruitment unsuccessful through usual channels

3. Teaching standards were low

4. Staff turnover was high

5. High number of cancelled classes

Challenges we faced

1. Partnership developed with Swim England and the IoS – Create a course

plan at site, utilise courses locally

2. Developed volunteer pathway

3. Trained selected current Level 2 staff to become mentors

4. Built connections to engage possible volunteers locally

Actions undertaken

1. Advertised for volunteers through local channels

2. Interviewed

3. Successful volunteers – Aquatic Helper course

4. Got assigned a mentor (L2 Swim Teacher)

5. Full induction, volunteer uniform and perks to other courses internally

How the programme ran

• Volunteer since November 2017

• Worked part time in a chip shop but

couldn’t get the money together to fund

her courses

• Learnt how children progress differently,

and gained knowledge of how to build

games into stages to keep the kids

engaged

• Programme has given her confidence in

delivery for her level 1 and level 2

teaching aquatics

• We are hopeful of her qualifying level 2

this August – one of our quickest turn

arounds but she has such potential !

Gracie’s Experience

• Setting expectations of volunteering

• Agreements with the volunteers once money had been invested

• Managing the volunteers

• Recruiting the volunteers once qualified

Challenges we had as an operator

• Interviewed, and found placement for 24 volunteers

• As a result of the programme, we have -

• 11 x Level 2 Swimming Teachers (7 appointed)

• 6 x Level 1 Swimming Assistants (2 appointed)

• 5 x volunteers awaiting to be assigned a course

• 2 leavers from the programme before any investment made

• Team moral is high and there is structure to the programme

Impact on the workforce!

• More children learning to swim

• Teachers getting help within their classes

• We are able to be more flexible in our delivery

• Standard of delivery is higher

• Volunteers ready for employment with experience and knowledge

of your programme

• No cancelled lessons!

Impact on the LTS programme

Mary Webster• Introduced to the programme in Summer 2016 whilst

taking part in a lifeguard course at the centre

• Swim teaching was always a secret ambition, but was

always unsure if she had the skills or confidence to

actually do it!

• The programme has helped her understand breaking

things down to the children ‘Painting a picture with words

for the children to understand’

• Whilst completing her level 2 she thinks this programme

was invaluable to her completing the course

• Modules on poolside was easier for her than others on

the course as she had the previous experience and

teaching practice!

• It gave her a solid foundation and a lot of confidence for

the delivery of classes

Thank you for your time

Any Questions?

Lunch and Networking

Slido

• Ask questions

• Take part in the interactive polls throughout the day

• Try one of the live polls now

Join in by visiting

www.slido.com

Password is #Sporta

Workforce: Development and Retention

Ian Wood and Steve Moore

Objectives

• Identify the different approaches to CPD and the opportunities available to teachers.

• Explore in-house training and development opportunities.

• Understand how the process of mentoring and observation can be used to develop and retain your teacher workforce.

• Discuss how you could implement a mentoring and observation process into your Trust.

Formal Development Opportunities

CIMSPA and ASA accredited CPDs offer excellent development opportunities – our challenge is to make them accessible, affordable and fit-for-purpose.

Options: • Formal face to face – share hosting, liaise with other operator needs, plan a comprehensive programme

• Online CPDS – big increase in take up, share ideas at meetings

• Masterclasses – longer & more practical. Nick Gillingham sessions

• Swimming Teacher Conference 2018 – first for many years. Opportunity for Tutors and Teachers to meet and network

• Updates 2017/18 – SEND, Improve Strokes, Working with swimmers with sensory and physical disabilities

• New topics 2018 – Poll open now! Let us know if you want to be involved in writing and piloting!

Some CPD’s that are relevant to all frameworks…

Workforce Development & Retention

CPD’s that are relevant to

all frameworks:

• Effective Communication &

Feedback

• Voice Protection and Projection

• Introduction to the stroke online

CPDs

• Improving strokes CPDs

• Integrating Swimmers with a

Physical & Sensory Impairment

into Mainstream Swimming

Lessons

• Integrating Autistic Children

into Mainstream Swimming

Lessons

• Teaching Aquatics to Children

with Educational difficulties

• Effective Sculling Techniques &

Development into the 4 Strokes

• Teaching in Deep Water

• Stroke and Skills Masterclasses

with Nick Gillingham

Informal Development Opportunities

• Events / Conferences / Workshops always popular – networking opportunities and change of environment

• In-house training – very cost effective and an opportunity to: Focus on key topic choices relevant to your organisation

Bring teachers together to share good practise, goals and outcomes for the year

Recognise teacher achievements - praise and reward!

• Swim England Workforce Support can help with presenter training if this is a concern or expertise doesn’t exist in-house

Informal Development Opportunities

Appraisals

*Chartered Institute of Personnel and Development

89% of participants in a recent CIPD survey said they found structured

appraisals ‘very valuable’ and ‘motivational’

83% agreed that performance appraisals, along with regular reviews

are critical to performance management

How can we help?

• Support in the design and implementation of an annual observation strategy

• Train key staff to run the programme

• Provide teacher observations and feedback, which can negate historical issues or reduce conflicts

Key points:

• Staff training for role

• More recently qualified

teachers can contribute

• The process needs

completing fully (PAP often

missed out)

Observation

and Mentoring

Group Discussion Task

Discuss how you could implement observation and mentoring into your trust.

Possible areas for discussion:

- How could you introduce this?

- What resources/support will you need?

- Who could lead?

- When could this be implemented?

- What would success look like?

A sense of belonging…

• Many swimming teachers work in a silo – come in, teach and leave

• Mechanisms need to be in place to involve them and make them feel ‘part of the team’

• Communication books in staffroom

• Regular meetings with line manager

• Full involvement in other centre activities i.e. training, social events etc.

• Understanding the ‘team’ and what makes them ‘tick’ is important – models such as BELBIN (team roles), TotalSDI (what drives behaviours) and John Adair leadership model

• All help……but please note other models do exist!

Retention is the key!

There is evidence from Staff surveys that all of the activities discussed

today will increase staff satisfaction

Engaged employees are 87% less

likely to leave their organisation than

the disengaged

WE DON’T WANT TO LOSE GOOD STAFF

What next?

Firstly……any questions?

If you would like support with any of the items you have seen,

please contact workforce@swimming.org and one of our team

will be in touch.

Now its time for your CPD ideas…

Slido.com #Sporta

Unanswered questions, queries and reflections

Steve Moore