No Strings Badminton Coordinator

BADMINTON ENGLAND National Badminton Centre Milton Keynes MK8 9LA

Tel: 01908 268400 Fax: 01908 268412 [email protected] www.badmintonengland.co.uk

BADMINTON ENGLAND is the trading name for the Badminton Association of England Ltd. registered in England No. 1979158. A Company Limited by Guarantee

No Strings Badminton Coordinator Recruitment guidelines for franchise organisations ‘A highly motivated workforce championing No Strings Badminton and proud to be part of the programme’ These guidelines have been prepared to support franchise partners in the recruitment and selection of No Strings Badminton Coordinators. The information is based on best practice and lessons learned to date and it is intended to inform / supplement existing franchise partner recruitment processes. Contents 1. Overview of the No Strings Badminton programme 2. What makes a successful No Strings Badminton Coordinator? 3. The Development Pathway for a No Strings Badminton Coordinator 4. Recommended recruitment process including:

Sample interview questions

Sample practical task

Sample text for job advert 5. What does success look like for No Strings Badminton?

Case study – No Strings Badminton Stockton

6. Do you need a Coach or a Leader? 7. Incentives 8. What support is available from BADMINTON England?

Appendix 1 - Job Description and Person Specification Appendix 2 – BADMINTON England’s Equality and Diversity monitoring form Appendix 3 – BADMINTON England’s Equality and Diversity Policy Appendix 4 – BADMINTON England’s Code of Conduct




1. Overview

No Strings Badminton is all about Fun, Friends and Fitness. The programme aims to get more people

playing Badminton in informal, friendly and accessible environments. The players are the customers

and the customers are at the heart of programme. Every aspect of No Strings Badminton relates to

customer satisfaction and this includes everything from venues and branding to session format and

incentives. The success of the programme is based on customers having a positive experience and

wanting to return week after week. Pivotal to this positive experience is the staff that customers have

contact with throughout the process. This may include front of house / reception teams, duty managers,

recreation assistants and the critical role of the No Strings Badminton Coordinator.

It is the responsibility of the No Strings Badminton franchise partner to recruit appropriate individuals

into the coordinator roles. The importance of having the right individual with the right skills in this role

cannot be emphasised strongly enough. It is business critical.

2. What makes a successful No Strings Badminton Coordinator?

A number of specific skills and attributes have been identified (see Job Description and Person

Specification for full details). In essence the coordinator needs to be a friendly, outgoing and

enthusiastic individual with strong people, organisational and leadership skills. Coordinators need to

understand the No Strings Badminton concept, brand and processes and be able to work effectively

and empathetically with their customers. They need a foundation of basic Badminton knowledge but do

not need to be Badminton experts, players or coaches.

3. Development pathway for No Strings Badminton Coordinators

Recruitment

Conducted by franchise partner, following BADMINTON England guidelines

Induction

Part 1 – Employer / venue specific conducted by franchise partner

Part 2 – No Strings Badminton Induction conducted via resources provided by BADMINTON England

Ongoing support

Training needs analysis

Provision of further training (generic and No Strings Badminton specific)

Resources (e.g. DVDs, session materials)

Support (via mentors or online forums)

Appraisal and review process

4. Recommended recruitment process

All recruitment and selection should be completed using the Job Description and Person Specification

provided by BADMINTON England. Franchise partners may adapt these documents to adhere to their

own policies and procedures but the content (in particular the Person Specification) should be

honoured. Recruitment may happen internally (i.e. adding this role to an existing staff member’s duties)

or externally by bringing in a new staff member. In each case a suitable selection process should be

used. Areas to consider include:

Method of application, i.e. Application Form, CV or combination of both




Short-listing should be completed against the requirements of the Person Specification

Equality and diversity of applicants at each stage should be monitored in order to adhere to

BADMINTON England’s Equality & Diversity policy (see Appendix 2 for a sample form).

Ideally the person(s) short-listing should not see the Equality Monitoring forms of the

applicants, this process should be monitored separately

Risk assessment and completion of an Enhanced CRB check should the role dictate.

The coordinator role is a practical role. Therefore it is recommended that the selection process takes

the format of an interview (to test the knowledge requirements of the role) and a practical, on court

assessment to test the skills required.

Sample interview questions

1. How would you make people feel welcome at their first session?

2. What would you do to keep them coming back each week?

3. How would you deal with a player who is a lower standard or higher standard than the rest of the

group?

4. How would you ensure that any players with special needs or disabilities can join in and have a

positive experience?

5. What would you do if more people than you have court space for turn up to a session?

6. Can you give an example of when you have delivered a successful group sports or activity session /

programme? Why was it successful?

7. What are the key features of No Strings Badminton?

Sample practical task

Candidates run a mini No Strings Badminton session of 20-30 minutes, including:

An introduction

Allowing players to warm up

Coordinating some singles and doubles game play

Facilitating 2-3 rotations in the session

Closing the session If the replication of a No Strings Badminton session is not feasible then any similar practical task that tests the required skills is acceptable. It is also important to replicate the target audience in the practical task e.g. coordinating a session for children would not allow accurate assessment of the skills relating to adults. Sample text for No Strings Badminton Coordinator job advert (can be used in conjunction with logos provided by BADMINTON England and is only provided as a suggestion to supplement venue recruitment requirements) [Insert venue / franchise partner name] are recruiting for the exciting post of No Strings Badminton Coordinator. The successful candidate will need to have a relevant qualification and experience in delivering sports or activity sessions to groups of adults. You will have excellent communication and organisational skills and be able to demonstrate how to engage and motivate people through the No Strings Badminton programme. Knowledge of Badminton such as the basic rules and game play is important. You must be able to demonstrate strong group management skills and be able to deliver safe, fun sessions to groups of varying abilities. Most important of all the successful No Strings Badminton Co-ordinator is an enthusiastic and energetic individual who will keep people engaged in the programme and coming back week after week. Key tasks and responsibilities include:

Planning and preparing No Strings Badminton sessions

Delivering high quality, fun and customer focussed No Strings Badminton sessions

Facilitating safe and fun sessions by advising customers on basic hints and tips as appropriate. i.e. the rules, scoring, basic grips

Concluding and reviewing activities and sessions

Retaining and increasing customer numbers by maintaining a participant centred approach at all times.




No Strings Badminton is a fun and informal programme aimed at getting people back playing the game in a low pressure environment. It is a BADMINTON England programme delivered by franchise partners across the country. For more info visit http://www.nostringsbadminton.co.uk/ [Successful candidates will be required to complete an Enhanced Criminal Records Bureau check with satisfactory results before commencing employment].

5. What does success look like for No Strings Badminton?

Delivery of the programme so far has highlighted the critical role of the coordinators. The most

successful, lucrative sessions are run by coordinators that match the required skill set, recruited

specifically for the role. Practices to avoid include recruiting existing staff only on merit of their existing

role, without specifically testing their skills against the coordinator person specification e.g. a fitness

instructor, leisure attendant or even a coach is not necessarily the right person for the job.

Case Study – No Strings Badminton Stockton

Franchise Owner: Durham University

Facility: Eight court hall (opened August 2010)

Aim: Attract external users to the facilities

Franchise sold: September 2010

Advertising: Local workplaces and Newspapers

Session Launched: 19th October 2010

Details: Six courts and volunteer coordinator in place

Cost of franchise: £200 per annum

Total profit to date (end of February 2011): £972 approximately.

As a consequence of the session, five gym memberships have been sold for the facility.

“No Strings Badminton has provided us with a perfect vehicle to integrate University facilities, into the

local community. Starting only 12 weeks ago the initiative is proving so popular we have already

commissioned a second evening session. Providing you have the right session facilitator, then I would

unreservedly recommend the No Strings Badminton initiative to any sports/leisure facility” Albert

Potts, Assistant Director of Sport

The franchise is a complete success with regular numbers of 30+ and 92 people having attended at

least once.

- An extra session is now being planned for Thursdays 6pm – 8pm

- No further advertising took place, as session was full, so advertising campaign in run up for

extra session launched in March 2011

Reasons for success:

- Coordinator right for the job – bubbly, friendly, approachable

- Facility completely on board and utilise advertising with all staff briefed

- Franchise partner committed to the programme, and led on it, with Regional Officer

support

6. Do we need a Coach or Leader?

A key area to clarify is the difference between the role of a Leader and that of a Coach. The following broad principles will help to highlight the differences between the two roles: The role of the coach is to introduce and develop technical and tactical skills to improve playing

performance. The coach will provide technical and tactical instruction, demonstration and feedback and will deliver practices designed to develop technical/tactical skill e.g. technical drills. They will be responsible for setting a training plan.

http://www.nostringsbadminton.co.uk/




The role of the assistant coach is to assist a more experienced/qualified coach to introduce and develop technical and tactical skills. They will provide technical and tactical instruction, demonstration and feedback and may plan part of the training session, under supervision.

The role of the activity leader is to deliver activity (and game-based sessions that promote

participation and enjoyment of the sport. The experience and learning for the players takes place through playing the game/taking part in appropriate activities. They will be able to introduce the laws of the game and provide instructions to set up activities and games.

A leader is not expected to analyse technique and tactics, and provide feedback and would not

conduct technical practices that are designed to develop specific technical skills e.g. drills. They will normally only need to intervene if they are concerned that the activity is not safe or to change the activity/groups etc.

For the purposes of successful No Strings Badminton delivery, the role and associated skills of the

leader are more applicable than those of the coach.

7. Pay, benefits and incentives

BADMINTON England appreciates that each franchise will have its own pay structure.

Incentives to consider, for the Coordinator:

1. Basic hourly rate for coordinator role, plus an additional administration fee for reporting session

figures*

2. Basic hourly rate plus a commission / bonus for exceeding a certain number or participants at a

session**

3. Basic hourly rate plus a commission / bonus for exceeding a certain number or participants

retained over a series of sessions

4. Basic hourly rate plus a commission / bonus for introducing new participants

Examples:

* £X per hour for coordinator role, plus £X for administration of session figures = £XX total

session fee

** The national average is 12 participants per session. This benchmark figure could be used to

incentivise coordinators to attract new participants to the session

Incentives to consider, for the participants attending a certain number of sessions:

1. Discounted rate for booking a court or other facilities

2. Free drink in the café

3. Free or discounted swim

4. Free or discounted parking

5. Refer a friend incentives etc

8. What support is available from BADMINTON England?

In addition to the support detailed in the franchise partner pack, BADMINTON England can provide the

following in terms of coordinator recruitment and ongoing support.

Advertising of positions via appropriate networks and websites

Signposting of suitable candidates towards any vacancies

Representative to be involved in the interview / selection process (if requested by franchise

partner)

Interactive resource for the No Strings Badminton Induction

Training needs analysis survey for coordinators (via SkillsActive)

Provision of Badminton specific training e.g. Badminton Leader Awards

Badminton specific advice and guidance

Development of additional support mechanisms such as mentors, online forums and further

training.




APPENDIX 1 No Strings Badminton Coordinator Job Description

Title

No Strings Badminton Coordinator

Purpose

To coordinate and deliver the activities associated with running high quality, successful No Strings Badminton sessions.

Key Tasks and Responsibilities

1. Working with the venue, support the appropriate advertising of sessions using the

marketing resources provided 2. Plan and prepare for each No Strings Badminton session, utilising support

resources where appropriate 3. Ensure a safe and fun playing environment by adhering to all appropriate venue

policies and procedures e.g. Health and Safety, Risk Assessment 4. Meet and greet customers in a positive and welcoming manner and facilitate a

simple and efficient registration process 5. Lead and deliver high quality, fun and customer focussed No Strings Badminton

sessions, utilising support resources where appropriate and including: o Grouping players, being sensitive to ability o Rotating / mixing groups fairly o Running the session to time o Ensuring adequate playing and rest time for all

6. Facilitate safe and fun sessions by advising customers on basic hints and tips as

appropriate. i.e. the rules, scoring, basic grips 7. Conclude and review activities and sessions with partners as appropriate 8. Retain and increase customer numbers by maintaining a participant centred

approach at all times, giving a positive impression of yourself and the No Strings Badminton franchise partner

9. Contribute appropriately to the overall development, planning and ongoing

monitoring of the programme 10. Be aware of and actively promote any No String Badminton incentives and

promotions using the resources provided 11. Support equality and diversity of customers and facilitate participation of all abilities

and disabilities in No Strings Badminton sessions 12. Complete all requested administration, data collection and reporting tasks on

behalf of the franchise partner and BADMINTON England




13. Attend relevant induction and training as provided by the franchise partner or

BADMINTON England 14. Adhere to the BADMINTON England Code of Conduct* and the BADMINTON

England Equality and Diversity Policy* and be an Ambassador for the sport and the franchise partner at all times

15. Any other reasonable request appropriate to the level and role.

General information

Franchise partner to insert / delete as required e.g. Grade: Pay scale: Hours of work: Reports to: Type of contract: Location: Staff benefits: Franchise partner info: Successful candidates will be required to complete an Enhanced Criminal Records Bureau check with satisfactory results before commencing employment.

* These policy documents can be found as appendices in the No Strings Badminton Co-ordinator

Recruitment Guidelines..




APPENDIX 2 Equality and Diversity Monitoring Form Strictly Private & Confidential Statement of Intent

In accordance with BADMINTON England’s Equality & Diversity Policy your ability to do the job that you have applied for is the only selection criteria used

So that we can monitor our commitment within the recruitment process, from application through to appointment, you are requested to complete and return this Form. Please note that the questions relate to the Equality Act (to be implemented October 2010) and/or data that will be required by the 2011 Census

Your completed Form will be detached from your Application Form and will be stored separately; it will not be seen by any individual(s) involved in the recruitment and selection process. You may, if preferred, wish to submit your Form separately

All information will be treated in the strictest confidence and will only be used by the Human Resources Manager for statistical monitoring purposes only

Please place an ‘x’ in one box in each section

Thank you for your assistance in this matter

Name:

Job applied for:

Gender

Male Female Transgender Male Transgender Female

Prefer not to say

Marital or Same Sex Civil Partnership Status

Single Married Divorced

Same sex civil partnership Formerly in a same sex civil partnership now dissolved

Widowed Prefer not to say

Age Band

Under 25 25 – 34 35 – 44 45 – 54 55 – 64

65 and over Prefer not to say

Disability




The Disability Discrimination Act 1995 defines disability as ‘a physical or mental impairment’ which has a substantial and long term adverse affect on a person’s ability to carry out normal day to day activities’.

In accordance with the Act do you consider yourself to have a disability?

Yes No Prefer not to say

If Yes please provide details of your disability so that we can consider making reasonable adjustments to accommodate your needs

Sexual Orientation

Heterosexual Lesbian Gay Bisexual Transsexual

Prefer not to say

Religious Belief

No religion Christian (including Church of England, Catholic, Protestant and all other Christian denominations)

Buddhist Hindu Jewish Muslim Sikh

Any other religion, please state:

Prefer not to say

Ethnic Group

Choose ONE section from A to F and then tick ONE box to best describe your ethnic group or background

A White

English / Welsh / Scottish / Northern Irish / British Irish

Gypsy or Irish Traveller

Any other White background, please state:

B Mixed / Multiple Ethnic Groups

White and Black Caribbean White and Black African

White and Asian

Any other Mixed / Multiple Ethnic background, please state:

C Asian / Asian British

Indian Pakistani Bangladeshi Chinese




Any other Asian background, please state:

D Black / African / Caribbean / Black British

African Caribbean

Any other Black / African / Caribbean background, please state:

E Other Ethnic Group

Arab Any other Ethnic Group, please state:

F Prefer Not To Say

For the purposes of compliance with the Data Protection Act 1998 I hereby confirm that by completing this Form I give my consent to BADMINTON England for processing the data supplied on this form for the purposes of confidential equality & diversity monitoring & statistics

Signed: Date:




APPENDIX 3

Equality and Diversity Policy

Version No: Reason: Approved By: Approval Date: Review Date: Reviewer

1 Up-date The Board 15/12/10 15/12/11 The Board

1. Introduction 1.1 This policy reflects the provisions of the new Equality Act 2010 which became law on 1

st

October 2010. The Act harmonises, simplifies and replaces previous equalities legislation such as Race Relations Act 1976, Disability Discrimination Act 1995 etc, into one Act

1.2 The Act covers the same groups that were protected by previous equality legislation, extends some protections to characteristics that were not previously covered, and also strengthens particular aspects of equality law

1.3 BADMINTON England is committed to promoting equality of opportunity for all. We aim to create a working environment in which all individuals are able to make the best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit. BADMINTON England is committed to avoiding unlawful discrimination in all areas of its work and this policy is intended to assist the organisation, and all those connected with it, to put this commitment into practice

2. Summary 2.1 This policy applies to all employees, consultants, contractors etc connected with BADMINTON

England, who for the purposes of this policy are referred to as ‘individuals’ 2.2 Equality is about making sure people are treated fairly and given fair chances, it is not about

treating everyone in exactly the same way 2.3 Diversity is about recognising, valuing and managing difference and acknowledging that

individuals have different needs which can be met in different ways 2.4 The new Act covers the following nine protected characteristics:

Age

Disability

Gender reassignment

Marriage and civil partnership

Pregnancy and maternity

Race (including colour, nationality, ethnic/national origin)

Religion or belief (including no religion)

Sex (male / female)

Sexual orientation (bisexual, gay, lesbian, heterosexual) 3. Principles 3.1 Statement of Intent

BADMINTON England:

3.1.1 wishes to act as an exemplar for equality and diversity within its sphere of influence, in doing so it commits to promoting good equitable practice within the organisation and with partners

3.1.2 will ensure that responsibility and accountability for equality is placed at the most senior levels within the organisation, the Chief Executive has overall responsibility and




accountability for the effective implementation of this policy and the Board will monitor the effectiveness (see 3.3 Implementation)

3.1.3 will build equality and diversity into all aspects of its work. All reasonable steps will be taken to ensure that employees, consultants, contractors etc are committed to this policy (see 3.3 Implementation)

3.1.4 will ensure that no job applicant or employee receives less favourable treatment on the grounds of any protected characteristic (see 2.4)

3.1.5 will work to ensure that there will be open access to all those who wish to participate in the sport and that they are treated fairly

3.1.6 is committed to ensuring that all individuals are able to conduct their badminton related activities free from bullying and harassment and has implemented a policy for dealing with such matters (see Anti Bullying and Harassment Policy)

3.1.7 is committed to sports equality which is about:

fairness in sport, equality of access, recognising differences and taking steps to meet them

changing the culture and structure of sport to ensure it becomes equally accessible to all members of society

making sure all individuals can realise their talent and fulfil their potential

an individual’s responsibility to challenge discriminatory practice and promote inclusion

3.2 Discrimination Under the Act types of discrimination are classified as follows: 3.2.1 Direct Discrimination

Direct discrimination occurs when someone is treated less favourably than another person:

because of a protected characteristic (see 2.4) they have OR

because of a protected characteristic they are thought to have (see 3.2.4 Perception Discrimination)

because they associate with someone who has a protected characteristic (see 3.2.3 Discrimination by Association)

3.2.2 Indirect Discrimination Indirect discrimination can occur when there is a condition, rule or practice which applies to everyone but particularly disadvantages people who share a protected characteristic (see 2.4). Indirect discrimination can be justified if the action(s) undertaken are reasonable in order to achieve a legitimate aim

3.2.3 Discrimination by Association

Discrimination by association is direct discrimination against someone because they associate with another person who possesses a protected characteristic (see 2.4)

3.2.4 Perception Discrimination

Perception discrimination is direct discrimination against an individual because others think they possess a particular protected characteristic (see 2.4), even if they don’t actually possess it or if the perception was mistaken

3.2.5 Harassment

Harassment is defined as ‘unwanted conduct related to a relevant protected characteristic (see 2.4) which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual’




Harassment applies to all protected characteristics (see 2.4) except for pregnancy and maternity, marriage and civil partnership. It also covers harassment because of ‘perception’ (see 3.2.4) and ‘association’ (see 3.2.3)

It also includes the right for individuals to raise an issue that they find offensive even if it is not directed at them Harassment is further dealt with in the Anti Bullying and Harassment policy

3.2.6 Third Party Harassment

Third party harassment relates to actions carried out by non BADMINTON England individuals such as customers, clients, contractors etc. BADMINTON England will investigate any report or complaint of third party harassment and will take all reasonable steps to prevent if from happening again (see Anti Bullying and Harassment Policy)

3.2.7 Victimisation

Victimisation is defined when an employee is treated badly because they have made or supported a complaint/grievance about discrimination or harassment under the Equality Act, or are suspected of either making or supporting such a complaint/grievance An individual is not protected from victimisation if he/she acted maliciously, or made or supported an untrue complaint

3.3 Implementation – BADMINTON England’s Responsibilities 3.3.1 BADMINTON England will make available on its website a copy of this policy which outlines

that all individuals have responsibilities to respect, act in accordance with and thereby support and promote the spirit and intentions of this policy

3.3.2 BADMINTON England will ensure that this policy is an integral part of the recruitment, induction

and on-going training for all employees

3.3.3 BADMINTON England will assign the HR Manager to monitor staff recruitment and employment practices to ensure that they are non-discriminatory, one such method will be to monitor equality and diversity data collected at the recruitment stage and also on the workforce, in order to be in a position to make recommendations for any corrective or positive action (see 3.5.1)

3.3.4 BADMINTON England will consider making ‘reasonable adjustments’ in the provision of employment, goods and services, to overcome barriers caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alternation of physical features, and or any practice/process which may impede people with disabilities. Full consideration will be given to the request for reasonable adjustments which will be accommodated wherever possible, if BADMINTON England considers the adjustments to be unreasonable an explanation will be given and endeavours to find an alternative solution will be made. Someone is considered to be disabled if they have ‘a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day to day activities’. Employees who are disabled or become disabled during employment are encouraged to tell their line manager and/or HR Manager about their condition so that appropriate support can be provided. It maybe appropriate to consult with the employee’s medical adviser about possible adjustments

3.3.5 BADMINTON England will ensure that consultants, contractors, partners, agents, advisors etc are appointed fairly and equally in accordance with BADMINTON England’s Procurement Policy. Any such bodies will be directed to this policy on BADMINTON England’s website and will be required to demonstrate their commitment to the principles and practices of this policy

3.3.6 BADMINTON England will strive to achieve appropriate equality standards as guided by Sport England / UK Sport

3.3.7 BADMINTON England will assign the Strategic Management Team (SMT) to draw up and agree an Annual Action Plan within which specific roles, responsibilities and resources are allocated. Progress against the Action Plan will be regularly monitored by SMT and reported to the Board on an annual basis, together with publishing data within Annual Reports, employee communications etc




3.4 Implementation – Manager’s Responsibilities

3.4.1 All managers are required to set an appropriate standard of behaviour, lead by example and

ensure that those they manage adhere to this policy and promote BADMINTON England’s aims and objective with regarding to equality and diversity

3.5 Implementation - Individual’s Responsibilities 3.5.1 Individuals should not discriminate against or harass any other individual in the course of their

duties and are required to assist BADMINTON England to meet its commitment to this policy including the implementation requirements above at 3.3

3.5.2 Individuals can be held personally liable as well as BADMINTON England, or instead of, for any

act of unlawful discrimination. Individuals who commit serious acts of harassment may be guilty of a criminal offence as well as gross misconduct. There is no limit on compensation for unlawful discrimination

3.6 Positive Action 3.6.1 BADMINTON England may take positive action in the form of proportionate measures to

encourage or train people from under-represented groups to apply for jobs, overcome a perceived disadvantage or meet specific needs based on a protected characteristic

3.7 Breaches of This Policy

3.7.1 Acts of discrimination, harassment, bullying or victimisation are disciplinary offences and will be

investigated under the Disciplinary Procedure, if proven such acts may be considered as gross misconduct which could lead to summary dismissal. BADMINTON England takes a strict approach to serious breaches of this policy

3.7 Grievances 3.8.1 If employees wish to make a complaint about a breach of this policy they should follow the

Grievance Procedure. If their complaint is related to bulling and harassment employees are advised to read the Anti Bullying and Harassment policy for guidance/information prior to submitting a grievance

4. Read this Policy in Conjunction with:

Staff Handbook: Anti Bullying and Harassment Policy Recruitment Policy Grievance Procedure Disciplinary Procedure

Intranet (HR Section): None Health & Safety Manual: None




APPENDIX 4 Code of Ethics and Code of Conduct for Coaches

The BADMINTON England Code of Ethics describes the framework of ethical standards that coaches

should work within. The BADMINTON England Code of Conduct provides more specific information and

guidance in the implementation of the principles described in the Code of Ethics.

1. CODE OF ETHICS

The purpose of BADMINTON England's Code of Ethics is to establish standards for badminton coaches

and to inform and protect members of the public using their services.

Ethical standards comprise such values as integrity, responsibility, competence and confidentiality.

Members of BADMINTON England's Coaching Register in assenting to this Code, accept their

responsibilities to performers, colleagues, BADMINTON England and to society.

Standards are described in the following areas:

• Issues of Responsibility

• Issues of Competence

This Code of Ethics is a framework within which to work. It provides a series of ethical guidelines for

badminton coaches.

--------------------------------------------------------------------------------

1.1 Issues of Responsibility

Badminton Coaching is a deliberately undertaken responsibility and badminton coaches are required to

observe and upkeep the principles described in BADMINTON England's Code of Ethics.

1.1.1 Humanity

Coaches must respect the rights, dignity and worth of every human being and their ultimate right to self-

determination. Coaches must treat everyone fairly and equally, within the context of their activity,

regardless of sex, ethnic origin, religion or political persuasion.

1.1.2 Relationships

The good badminton coach will be concerned primarily with the well-being, health and future of the

individual performer and only secondarily with the optimisation of performance.

A key element in a coaching relationship is the development of independence. Performers must be

encouraged to accept responsibility for their own behaviour and performance in training, in competition,

and in their life in general.

Badminton coaches are responsible for setting and monitoring the boundaries between a working

relationship and friendship with their players. This is particularly important when the coach and player

are of opposite sex and/or when the player is a young person. The coach must realise that certain

situations or friendly actions could be misinterpreted, not only by the player but by outsiders and could

lead to allegations of sexual misconduct or impropriety.

The relationship between badminton coach and player relies heavily on mutual trust and respect. In

detail this means that the performer should be made aware of the coach's qualifications and experience

and must be given the opportunity to consent to or decline coaching from that person.

1.1.3 Commitment




Badminton coaches should clarify in advance with players and/or employers the number of sessions,

fees (if any) and method of payment. They should also explore with players and/or employers the

expectation of the outcome of coaching.

Badminton coaches have a responsibility to declare to their players and/or employers any other current

coaching commitments.

Badminton coaches should also find out if any prospective client is currently receiving guidance from

another teacher/coach. If so, that teacher/coach should be contacted to discuss the situation if this is

practically possible.

Badminton coaches who become aware of a conflict between their obligation to their players and their

obligation to their Governing Body or other organisation employing them must make explicitly clear the

nature of the conflict, and the loyalties and responsibilities involved, to all parties concerned.

1.1.4 Co-operation

Badminton coaches should communicate and co-operate with other sports and allied professions in the

best interests of their players. An example of such contact would be the seeking of educational and

career advice/counselling for young players whose training impinges upon the performance of their

studies.

Badminton coaches should communicate and co-operate with registered medical and ancillary

practitioners in the diagnosis, treatment and management of their players medical and psychological

conditions.

1.1.5 Advertising

Advertising by badminton coaches in respect of qualifications and/or services must be accurate.

Badminton coaches must not display any affiliation with an organisation in a manner that falsely implies

sponsorship or accreditation by that organisation.

1.1.6 Integrity

Badminton coaches must refrain from unfair criticism of fellow coaches

Badminton coaches must not encourage players to violate the rules of the sport and should actively

seek to discourage such action. Furthermore, coaches should encourage players to obey the spirit of

the rules.

Badminton coaches must not compromise their players by advocating measures which could be

deemed to constitute seeking to gain an unfair advantage. Coaches must never advocate the use of

proscribed drugs or other banned performance enhancing substances.

Badminton coaches must treat opponents and officials with due respect, both in victory and defeat and

should encourage their players to act in a similar manner.

Badminton coaches should undertake to discourage inappropriate behaviour from their players.

1.1.7 Confidentiality

Badminton coaches inevitably gather a great deal of personal information about players in the course of

a working relationship. Coach and player must reach agreement as to what is to be regarded as

confidential information i.e. not divulged to a third party without the express approval of the player.

1.1.8 Abuse of Privilege

The badminton coach is privileged, on occasion, to have contact with players and to travel and reside

with players in the course of coaching and competitive practice. A Coach must not attempt to exert

undue influence over the player in order to obtain personal benefit or reward.

1.1.9 Personal Standards




The badminton coach must consistently display high personal standards and project a favourable

image of their sport and of coaching.

Personal appearance is a matter of individual taste but the badminton coach should be dressed

appropriately for the activity to be undertaken and should present him/herself in a way that reflects well

upon the sport and BADMINTON England.

The badminton coach should never smoke when coaching.

Coaches should not drink alcohol so soon before coaching that the smell will still be on their breath

when working with players.

1.1.10 Safety

Badminton coaches have a responsibility to ensure the safety of the players with whom they work as far

as possible within the limits of their control.

All reasonable steps should be taken to establish a safe working environment.

The work done and the manner in which it is done should be in keeping with regular and approved

practice within badminton.

The activity being undertaken should be suitable for the age, experience and ability of the players.

The players should have been systematically prepared for the activity being undertaken and made

aware of their personal responsibilities in terms of safety.

The badminton coach should abide by BADMINTON England's safety guidelines.

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1.2 Issues of Competence

1.2.1 Areas of Practice

Badminton coaches shall confine themselves to practice in those areas of sport in which they have

been trained/educated, and which are recognised by BADMINTON England to be valid. Valid areas of

expertise are those directly concerned with badminton coaching. Training includes the accumulation of

knowledge and skills through both formal coach education courses and by experience at a level of

competence acceptable for independent coaching practice.

Badminton coaches should be able to recognise and accept when to refer players to other agencies.

1.2.2 Development and Self-Awareness

Badminton coaches are encouraged to regularly seek ways of increasing their professional

development and self-awareness.

Badminton coaches have a responsibility to themselves and their players to maintain their own

effectiveness, resilience and abilities, and to know when their personal resources are so depleted as to

make it necessary for them to seek help and/or withdraw from coaching, whether temporarily or

permanently.

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2. CODE OF CONDUCT

2.1 Introduction

This Code of Conduct is intended to provide more specific information and guidance in the

implementation of the principles embodies in the Code of Ethics.

Badminton coaches should welcome evaluation of their work by colleagues and be able to account to

players, employers, BADMINTON England and colleagues for their actions.




Badminton coaches shall adhere at all times to standards of personal and professional behaviour which

reflect credit on BADMINTON England and the whole process and practice of badminton coaching.

It is impossible to specify in precise terms all those actions which could be deemed to be prejudicial to

the practice of badminton coaching and the best interests of BADMINTON England. The following

provide an indication of the types of incident that are likely to be considered as breaches of this section

of the Code:

2.2 Public Criticism of Colleagues

Coaches should refrain from unfair criticism of fellow coaches of the BADMINTON England.

2.3 Misrepresentation

Coaches must ensure that they do not in any way misrepresent their qualifications, affiliations, or

professional competence. Misrepresentation will be regarded as a serious breach of this Code.

2.4 Commitment

When coaches enter into a commitment with an employer, with a team, or with an individual player, the

nature of that commitment should be specifically agreed.

2.5 Confidentiality

Coaches should not divulge confidential information relating to a player, as specified in 1.1.7 of the

Code of Ethics, to any third party unless with the express approval of the performer concerned.

2.6 Criminal Conviction

Any conviction of a badminton coach by a court of law is capable of reflecting adversely on the

profession and BADMINTON England.

Members should report any conviction to BADMINTON England at the earliest opportunity.

2.7 Personal Misconduct

Personal misconduct may still give rise to disciplinary action by BADMINTON England if such conduct

is deemed to be 'Misconduct' or 'Gross Misconduct', even if such misconduct does not give rise to

disciplinary proceedings by an employer or lead to conviction in a court of law.

Misconduct - Bad timekeeping; unreasonable or unexplained absence; lack of application; wilful

damage to property or equipment.

Gross Misconduct - Theft; Falsification of reports or accounts; breach of confidentiality; violence;

misuse of alcohol or drugs; dishonesty; indecency.

2.8 Complaints Procedure

Any individual or organisation wishing to make a complaint against a badminton coach within the

context of these Codes of Ethics and Conduct should in the first instance contact:

The Chief Executive

BADMINTON England

National Badminton Centre

Bradwell Road

Loughton Lodge

Milton Keynes

MK8 9LA

Tel: 01908268400

Fax: 01908268412

Email: [email protected]

mailto:[email protected]

Documents

No Strings Badminton Coordinator