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USTA Officials’ USTA Officials’ Inclusion CouncilInclusion CouncilInclusion Council Inclusion Council MeetingMeetingMeetingMeeting
Summary NotesSummary NotesyyNovember 16, 2010November 16, 2010
2009/10 D&I Progress2009/10 D&I Progress1. We re-defined “diversity” and added “inclusion”.2 The Board approved the new D&I Statement2. The Board approved the new D&I Statement.3. Created the “D.I.L.T” Diversity Inclusion Leadership Team4. Trained all National Staff.5. Tied D&I to the performance and compensation metrics for
National Staff (D&I Scorecard)6. Held National and Section Diversity Summits.y7. Established key strategic partnerships.8. Implemented an improved supplier diversity system.9 “Roone R le” implemented9. “Rooney Rule” implemented10. Revenue model in place 11. Breaking the Barriers
2010 in review• Assisted with new design of recruitment brochure
• Converted provisional exam and recruitment brochure to pSpanish w/FAC sections to follow
• Suggestion and comment boxes at various events around the countryy
• Uploaded to USTA web‐site
• NASO Summit and Official Committee meeting with OIC representationrepresentation
• More American officials involved in the 2010 US Open
• Separate locker rooms for officials at the 2010 US Open
R i b h 2010 US O• Recruitment booth set up 2010 US Open
• First ever meet during 2010 US Open Official’s and Pro Circuits departments to help stage ACLOTP
• First ever meet with governing bodies of Tennis to formalize an exchange program
Emerging success factorsEmerging success factorsEmerging success factorsEmerging success factorsFocus critical areas on:
CommunicationRecruitment, Development and RetentionCulture and environment
Implement a co-leadership model on each area aboveDevelop clarity required on each focus areas:Develop clarity required on each focus areas:
Specific goalsProfessional and Grassroots/Sectional and National focusFocused and measurable action plansp
Build on leadership of core leaders AND other passionate team membersAlign and reengage members on requirements, role clarity and expectationsImplement short term focus on process enhancementRealign operating structureLeverage internal talents, passion and capabilities and DbyDReemphasize vision and missionRecognize EVERYBODY IS VERY VERY BUSY
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Recognize EVERYBODY IS VERY, VERY BUSYProvide process for re-enlisting/exit with dignity process
REVIEW OF POTENTIAL ROLES AND REVIEW OF POTENTIAL ROLES AND RESPONSIBILITIESRESPONSIBILITIES
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Officials Inclusion Committee Membership
OIC members have multiple dimensions of diversityOIC members have multiple dimensions of diversity
OrganizationalPrimary Section
Professional
Tenure
Gender
Grass RootsEthnicity
RaceRace
Physical Abilities
Sexual Orientation
©2010 Global Novations, LLC
Committee Member Requirements
Flexibility in their schedules to make meetings and
Committee Member Requirements
conference calls (3 physical meetings and a minimum of 4 to 6 conf. calls)
Commitment to the cause (believes in D&I)
Willingness to take riskWillingness to take risk
Openly speak your thoughts and ideas
Organizational Support
Active participation and contributor on OIC and OIC sub-teams
Roles and ResponsibilitiesExecutive Sponsor
P id l d hi d d ith N ti l BOD’Provide leadership and advocacy with National BOD’s, National Executive Staff, Varies Committees and Section Leadership.p
Secure the necessary resources for the OIC to function (i e budget consultants etc)(i.e., budget, consultants, etc)
To support the work of the OIC by coaching, facilitating d ti h t th USTA E tiand presenting when necessary to the USTA Executive
Leadership.
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Support the team / team leader(s) as needed.
Roles and ResponsibilitiesTeam Leader(s)
Provide leadership and advocacy with Officials DeptProvide leadership and advocacy with Officials Dept., National Executive Staff, Officials Committee, Section Leadership and Executive Sponsor.
Coordinate meeting calendar, schedules, agendas, travel logistics, etc.travel logistics, etc.
Work with consultants, trainers, and speakers as neededneeded.
Lead the OIC processes (i.e. conference calls, sub-
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teams, communications, presentations, etc)
Roles and ResponsibilitiesSub-Committee Chair(s)
Provide leadership and advocacy with Officials Dept NationalProvide leadership and advocacy with Officials Dept., National Executive Staff, Officials Committee, Section Leadership, Team Leader and Tournament Directors.
Coordinate and lead conferences calls for committee members.
Att d ll tiAttend all meetings.
Develop processes to effectively communicate to required (OIC t l d OIC ll d thpersons (OIC team leader, OIC colleagues, and others as
required)
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Organize and lead the committee work processes to achieve goals and objectives.
Roles and ResponsibilitiesS b C itt M bSub-Committee Members
Provide leadership and advocacy with Officials Dept., N ti l E ti St ff Offi i l C itt S tiNational Executive Staff, Officials Committee, Section Leadership and Tournament Directors.
Participate by attending and being active in meetings and on conference calls.
Offer constructive feedback and solutions to problems and opportunities.
Contribute to the mission of the OIC and sub-committees.
13©2010 Global Novations, LLCProactive communication and accountable for the work
Executive SponsorKevin
InternKris
Team LeaderTony
Recruit, Develop, Advance Culture & Environment Communication
Co-ChairRicardo
Co- ChairEric
Co-ChairGloria
Co- ChairAddy
Co-ChairVerne
p
Co- ChairCarol
Sub-committee MembersJohn Wong
Antoinio ZaualblancoJeremy Dabbeekeh
Ricardo Durham
Sub-committee MembersMohan
Peter ChewDonna BaileyJamey Davis
Sub-committee MembersTony Dennis
Anthony MonteroBarbara Petito
Kim Kilgore
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REFINEMENT OF PROJECT PLANSREFINEMENT OF PROJECT PLANSREFINEMENT OF PROJECT PLANSREFINEMENT OF PROJECT PLANS
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Subcommittee focusSubcommittee focusSubcommittee focusSubcommittee focus
Re/define sub-committee mission statementEstablish 3-4 clear and measureable goalsReview all data and previous plans, strategies and dataD l f d t t iDevelop focused strategies
Recruit, advance and developProfessional and GrassrootsProfessional and Grassroots
Culture and environmentSectional and National
CommunicationsInternal and External
Establish measures and accountability
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Establish measures and accountability
Project DevelopmentProject Developmentj pj pRecruit, develop, and retain traditionally under-represented groups
Strategies Plans Timing OwnerPerformance Indicators –Quantitative
Performance Indicators –Qualitative
Creation of All accredited Program Promotion: Official -Under-represented -Reach out to
Accelerated Chair and Line Officiating Training Program (ACLOTP)T (10)
Universities 11/8/2010 s Dept. groups should reflect at least 33% of all applicants
-Number of participants that will be ready to attend
women and under-represented groups
-Increase positive perception by customers &
Application Deadline:2/1/2011Historically Black
Colleges S l ti D dliTen (10) participants will be chosen
ywhite badge school (will have comparative data for following years)
-How many participants are still
&community
-Increase associate awareness of inclusion principles
Colleges Selection Deadline:2/18/2011
Hispanic/Latino Colleges Program and Line
Training start date:5/24/2011
Officials Dept. Junior colleges
participants are still involved in officiating (measure every year)
-Percentage who continue to go
5/24/2011Hilton Head Island, SC
s eptand John Wong
Communicate through USTA Section ED’s, Women’s 10k Chair further than white badge
Diversity rep’s, sectional chair of officials and website.
start date:05/30/2011
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Project DevelopmentProject Development
P f P f
Recruit, develop, and retain traditionally under-represented groups
Strategies Plans Timing OwnerPerformance Indicators –Quantitative
Performance Indicators –Qualitative
Education and professional
Create a written blueprint for published guidelines
3rd Quarter 2010 for
Addy (survey)
-Percentage of retained officials
- Surveys
professional development for all officials
for published guidelines for different career paths (consistent for all sections)
2010 for surveys
(survey) retained officials over 3 year period
-Number taking provisional test on-line
-Percent passing i i l t t
If training program is not available in your section, direct towards other provisional test
first timedirect towards other sections
Develop an inclusive grassroots mentoring program
Successful inclusive representatives become mentors in 3-5 years
On-line provisional training i l di t t (USTAincluding test (USTA website)
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Project DevelopmentProject Development
Strategies Plans Timing OwnerPerformance Indicators –
Performance Indicators –
Organizational representation and communication
g gQuantitative Qualitative
Resolving national & grassroots committee
1. Web Based Comm.a. Newsletterb. Nucula (One way)c. Hyperlink (online Q&A)
Nov/ Dec 2010
Peter / Carol
challenges through: communication & representation
c. Hyperlink (online Q&A)d. Bi-lingual communication.
2. Re-certification schoolsa. OIC – based information
-(Nat’l, Sect’l, Dist.)
2011 Eric
-Vision, mission, etc.b. Bilingual provisional tests are being worked on by our bilingual teachers: Antonio Zavala-Blanco and Ricardo Nunez-Bentz in particular. They will also work on translating the R it t B h i t S i h
Antonio Zavala-Blanco and Ricardo Nunez-
Recruitment Brochure into Spanishc. Random grassroots feedback on test questions before national distribution
Bentz
3. Suggestion Boxes Oct 2010
Melissa M ha.At tournaments where OIC members
are present b.At re-certification schools
2010 Mohan
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Project DevelopmentProject DevelopmentOrganizational representation and communication
Performance PerformanceStrategies Plans Timing Owner
Performance Indicators –Quantitative
Performance Indicators –Qualitative
Resolving national & grassroots
4. Representation on boardsa. OIC member on national officials
Oct 2010 through
Donna
& grassroots committee challenges through: communication &
committee with voting rightsb. Sectional chairs of officials (or proxy) at sectional board mtgs. with voice.
2011
5 Lack of uniformity within officiating Nov 2010 Carolcommunication & representation(Continued)
5. Lack of uniformity within officiating. Guidelines for uniformity are going to be tough, but Carol is starting with dress standards with Lois. Carol may need to set up some sort of web page to disseminate information as we all are. In the
Nov 2010 Carol
officials’ page we might want to consider setting up a rover/referee/grassroots section to help disseminate information, etc.
a. Create guidelines for uniformity to be available to grassroots officials
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via the USTA websiteb. Organization of officials within
sections
Project DevelopmentProject Developmentj pj pOrganizational representation and communication
Strategies Plans Timing OwnerPerformance Indicators –Quantitative
Performance Indicators –Qualitative
Resolving national & t
6. Internal Comm. - OICa. Skype –b. E-mail –c. Phone
Anthony Montero and
& grassroots committee challenges through: communication & representation
a. Skype b. E mail c. Phone conferencing –d. Webcam –e. Need a secretary for OIC minutes –f. method of relating information to absent members –g. Pre-planned meeting schedule h. By-laws in future (for OIC)
Antonio Zavala-Bianco
representation(Continued)
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Project DevelopmentProject DevelopmentOrganizational representation and communication
Performance PerformanceStrategies Plans Timing Owner
Performance Indicators –Quantitative
Performance Indicators –Qualitative
Organizational Representation
1. Improving Communication- (pro grassroots)Representation
and Communication
2. Coordination of national office, officials’ committee, and sect’l/ dist chairs3. Communicate results
4. Newsletter/ Nucula- Hyperlink on USTA website- Diversity section of certification school- OIC responsibility to disseminate info
Tony /Julio
- Suggestion box / word of mouth / type of box- Communicate mission/vision statements to appropriate committee chairs
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