1 Coaching Strategy
This component considers the degree to which an organisations coaching strategy is outcome focused and meets the requirements of player pathway's relevant to the organisation.
Organisations are asked to consider the clarity of their player pathways, the human and financial resources requirements of their strategy and the interrelationship of the strategy elements. Organisations are also encouraged to establish appropriate review processes to ensure that strategies remain current.
2 Research
It is vital that organisations establish appropriate research systems which are able to provide the information necessary to enable evidence based decision-making and provide a systematic approach to the strategic and operational planning.
3 Recruitment
Focuses on an organisations recruitment strategy. It is vital that an organisations can clearly identify its recruitment needs and show planning for coach succession.
The achievement of an effective recruitment strategy should also identify appropriate partnership arrangements that enhance the recruitment, marketing and development of coaches and the achievement of the strategy.
4 Employment and Deployment
Addresses the various elements involved in the employment and deployment of coaches. Whether setting overall policies or directly employing/deploying coaches it is vital that organisations clearly understand their role and when and to who they refer to in each element of this component.
5 Qualification Development, Education, CPD and Licence
This area is concerned with the main components of education and training, students, and to ensure that coaches have the opportunity to enjoy the benefits of quality training programmes and CPD. Also ensuring that the right coaches' education and applied practice is regulated through a licence scheme.
6 Coaching Practice
This area concentrates on the environment in which coaching interactions take place. It reinforces the need for coaches who are fit for purpose and to ensure that coaches and players are appropriately matched in terms of skills, experience and knowledge and also appropriate coach : player ratios. It also considers if coaching practice is conducted in a safe environment.
7 Value and Retention
It is harder to recruit coaches than it is to retain those that an organization has. How to value and retain current coaches requires a clear policy that addresses all the aspects of this component.
The provision of the elements identified here may be the responsibility of the central organization or may be provided through partnerships.
8 Infrastructure
The outcome focused nature of the WHACKS requires organisations to understand and assess their capacity to provide/access appropriate IT, human and physical resources and processes/systems to underpin its achievement.
The identification of development/support needs in this component may define future growth priorities for the organisation.
