Post on 26-Jan-2022
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