Conducting Coaching Evaluations within Education-based Athletics Dr. David Hoch, CMAA Director of...

Conducting Coaching Evaluations within

Education-based Athletics

Dr. David Hoch, CMAADirector of Athletics - retired

April 27, 2012MSADA Conference

Coaching Evaluations in Education-based Athletics Education-based athletics

is a student-centered philosophical concept

Involves educational, life-long values & qualities

Winning is not ‘the only or ultimate outcome!’

If winning isn’t Everything, what Outcomes are more important? Life-long lessons: Perseverance,

teamwork, sportsmanship, etc. Teachable moments;

community service And coaches have direct contact

& impact with your athletes Is this what you look for in

evaluations? Or is it wins/loses?

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 Athletics

Qualities: Teacher, positive, enthusiastic, encouraging, role model …

This is what you evaluate Or …is there a disconnect?

What about Winning? Coaches should plan, prepare & have

players strive to win Winning based upon formula: 60-65% athletic ability 20-25% coaching 10-20% lack of injuries, realistic

schedule, weather & luck Do you hire & evaluate for winning?

Or based upon Education-Based Athletics?

Final word on Evaluating Coaches based upon wins: Please read the NFHS

Report in the January 2011 issue of High School Today, p. 1

Can’t find your copy, go on-line: http://www.nfhs.org/hstoday/

Part the Coach plays: Prepare athletes with sound

instruction – can evaluate this Provide positive encouragement

– can evaluate this Teach life-long values and skills

– can evaluate this Promotes academics – can

evaluate this Role model – can evaluate this

Important to Understand the Purpose of the Evaluation Process It should not exist to only aid

in the termination of a coach Detail an area which needs

improvement with specific suggestions

Provide a blueprint for growth & development

AND highlight positive contributions – not wins!!!

Process vs. Instrument Evaluation form is merely the tool; often it is a

standardized document which you have to use

Think Process: What is ultimately the goal of the coaching evaluation?

What do you want to accomplish? Or … What should you accomplish through the process?

First Steps for Evaluations: Pre-season coaches’ meeting present

expectations; detailed agenda – copy for accountability

Letter of Expectations for all coaches – tailored & specific to your situation

Coaches’ Handbook, job description, etc.

Specific written expectations for ‘challenging coaches;’ keep copy on file

Explain Evaluation Process to Coaches: Agenda item at pre-season coaches’

meeting Thoroughly cover the purpose Give rationale for a few of the items

on your form – give examples Supply written examples if possible;

a matrix if you will Goal – coaches understand & buy

into process. Not a threat!

During the Season Paper & pen in back pocket Walk by/visit practice sessions

& games Observe (like teacher’

observations) drill organization Interaction with athletes Is there ‘good activity?’

During the Season cont. … Look for positives; the

negatives will fall into your lap

Make notes Date & slip into seasonal

file Memory will fade until you

write evaluation

Accountability and Documentation All coaches should be held

accountable; not a negative concept

Documentation is a key component

Especially important for a challenging coach

Two types of problematic coaches: Entrenched & High Maintenance

Entrenched Coaches: May have winning seasons &

community support Hasn’t changed or improved in

years Status quo Does not meet the needs of the

athletes & program

High Maintenance Coaches Relates poorly with athletes,

parents or other coaches May be a disruptive force Negligent with paperwork,

meetings & meeting deadlines May be abusive with officials,

athletes … Fails to follow policies &

procedures

Coach’s Checklist Quick & easy – write name &

date Make photocopy for file!!! Everyone occasionally forgets –

throw away at end of season But for critical problems – you

have documentation

E-mail for Documentation To individuals – has time &

date Distribution list – all coaches Keep copy on file Be careful of phrasing &

content – plan & proof read1st

Steps for your ‘Process:’ All coaches do a self-evaluation; great

insight/start for conversation Same form – may use “NA” where

appropriate Head coaches evaluate assistants &

JV coach – same form Extra information sheet: What have

you done for our athletes that I don’t know about

Steps continued … As AD, read all forms – self-

evaluation, by head coach Review my notes from practices

& games Combine into one final copy On average – takes

approximately 2 hours per coaching evaluation

Do you take Input from Athletes and/or Parents? Philosophically, do you survey

athletes & parents? A caution: Parental love

overrides logic & reason Do athletes or parents have an

agenda or distorted perception? Example of student evaluations

of college professors

Value of Narrative Section Fit recommended improvements for all

coaches in-between positive aspects Can’t give raises, but can praise!!! Let coaches know you appreciate their

efforts Use Extra Information Sheet! Mention all the extra contributions or

accomplishments: completion of coaching courses, help athletes with college recruiting, …

The Narrative & Challenging Coaches Be clear listing problems Give specific

recommendations for improvements

Provide a time line for improvements

Try to provide a common ground incentive / goal: Continuing in position

Remediation ideas Specific recommendations to help

coach improve Required to take NFHS Fundamentals

of Coaching Course Or … NFHS Engaging Effectively

with Parents Course & the free Sportsmanship Course

Community College – Time Management Course or Anger Management

Shadow successful coach

To Meet or Not to Meet – that’s the Question In past – scheduled 30 minute

meetings With a coaching staff of 65 … do

the math One coach suggested an

alternative – have followed it since

Only meet if coach wants to meet; or for the 2-3 which I ‘request’ a meeting

Script for meeting with Challenging Coach: Give copy to coach – keeps from

deviating from topics IF coach raises new issues: “I’ll

make note of it & can discuss in the future”

Script = preparation Make notes on script & keep on

file!

Tips for Meetings with Difficult Coaches: Focus on coach’s behavior /

problems & not personality Calm & under control Always remember purpose of

meeting Involve 3rd party if needed

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?

At what point do you terminate? When health & safety of athletes may be affected When coach’s behavior affects the future of the

sport When the image or reputation of the school /

athletic program are negatively affected When you have exhausted every effort to help a

coach & there is no indication of attempts to improve

Remember … Helping coaches to

develop and grow is our responsibility

An evaluation process provides the blueprint

Better coaches benefit our athletes and programs

If you have questions: E-mail:DavidHochretAD@gmail.com

Thank you and have a great conference!