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PLAYER DEVELOPMENT PROGRAMMES
ACADEMY DEVELOPMENT PROGRAMMES
Contents 04
Introduction
05
Personal Transition Programme - The Transition - What is the programme aim? - Options after the Academy - Who is it for? - How we do it - What does the programme cover? - Programme Outline - Benefits for Academies
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Professional Development Programme - Professional Development - Programme Overview - Who is it for? - What we do? - How does the programme work? - Programme Outline - Benefits for Academies
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Monitoring and Evaluation - Reports to Academies - Child Protection and Safeguarding - Disclosure/Confidentiality - Parent/Carer Information - Equality and Diversity
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Additional Services
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Next Steps
21
Code of Conduct and Ethics
25
Pricing Policy
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Introduction
Academies are the lifeblood of the professional game. It is within Academies that future professionals are nurtured and where the future hopes of a club lie. Football clubs provide considerable investment in supporting boys and young men, not only to be footballers, but also well-rounded individuals with a wide range of skills and talents. Increasingly football clubs and academies are recognizing the benefits of personal and professional development programmes in order to support footballers at critical points in their careers. Because these critical points arrive at different times for different people each person requires an individual programme of support that will enable them to manage their transition from one period of their career to another and to support them in improving their performance as footballers, both on and off the pitch. Extratime offers the necessary support for young footballers that provide the perfect accompaniment to their footballing skills and talents in order to help academies support the young people within their organisations. We provide 2 programmes to support day-to-day academy work. We provide a Personal Transition Programme (PTP) to support young footballers who are released from Academies and a Personal Development Programme (PDP) to support young footballers in learning and developing the personal skills and mindset required to be a successful professional footballer.
Personal Transition Programme
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The Transition
Becoming a professional footballer is the dream of thousands of boys and young men. Playing professional football can be the most rewarding of careers. Footballers get to play the sport they love and can receive substantial financial rewards and idolisation. Many embark on this path from a young age and young people, who begin this long journey having shown potential, demonstrated ability or displayed raw talent, are then invited to join academies. They can be selected to represent their clubs from the age of seven or even younger and become a part of the academy set-up. They and their families demonstrate enormous commitment for often 10 or more years participating in training and playing matches, three or four times per week with other young footballers who have become friends, and coaches who often become father figures and positive role models for many young footballers within academies. For many years these footballers follow familiar patterns and routines and then suddenly it comes to an abrupt end when their club releases them. Many have neglected their formal education in the belief that they will become professional footballers and be set up for life. This huge change often results in a corresponding change in lifestyle for a young person and their family, and coping with the disappointment and rejection often has a profound effect upon the young people involved. Often, they have to deal with a loss of identity as a footballer and a loss in confidence and self-esteem. Many struggle to comprehend and deal with the changes and can suffer depression and other mental health problems and others become involved in crime and anti-social behaviour. The Professional Footballers Association (PFA) estimates that, for every five players offered academy scholarships, only two will receive full-time contracts at the age of eighteen and only one will still be playing professionally by the time they’re twenty-one. Therefore, making a career, as a footballer is the exception rather than the rule, yet the overwhelming majority of players are ill-equipped with the skills and support required to embark upon alternative careers. One Premier League club’s Academy released over 40 footballers at all levels during season 2012-13. If this figure were to be extrapolated, professional football club’s academies, release approximately 3,500-4,000 young people. That is 3,500-4,000 young people whose career plans have radically changed and require the practical and emotional support to deal with their new circumstances. The PTP provides that support.
ACADEMY DEVELOPMENT PROGRAMMES
Who is it for?
This programme is designed to support young footballers who have been released from academies and enable them to transfer to another academy or transition into E.T.E. The programme is designed to target 12-16 year olds and in order to support early intervention we also have a programme which targets 8-12 year olds. For details of our programmes for 8-12 year olds, please contact us, to discuss the support programme we have for this group.
What is the programmes aim?
The programme aims to complement support schemes already in place within academy structures and by working closely with the academy Education and Welfare Officer, the programme provides a high impact, needs led, individualised support package that assists young people to gain a place at alternative football academy or move into education, training and employment (ETE). The programme will equip young people with the skills, awareness, knowledge, motivation, confidence and other life skills to enable them to secure careers within football or in other areas. Each young player will be allocated a Transition Worker, who will be responsible for leading young people through the programme and supporting them to progress.
How we do it
Drawing upon a number of key disciplines including life coaching, youth work, careers advice, guidance and project management, this is a unique client-centred and needs-led programme. Key elements of the programme have been used successfully with a diverse range of clients including corporate professionals, athletes and professional sports people, colleges, universities, schools and other educational settings in order to enhance the career and personal development of a wide range of clients. We utilise over 25 years’ experience of working with young people in a variety of settings including schools, training providers, youth offending institutions, universities, workplaces and youth centres. This experience also includes the provision of support for young people embarking upon careers as professional athletes. We are highly experienced at quickly developing a rapport with young people in order to build a good, professional, working relationship. We employ tried and trusted interpersonal techniques and exercises to explore and encourage the personal development of young footballers. Working with all aspects of their transition, we provide career coaching and support for lifestyle development, reclaiming academic endeavour, coping with disappointment and recognising achievements and the experiences of elite sports participation.
What options are there after the Academy?
Each Transition Worker will explore a range of options with each young person. These options may include a place at another academy or in football related careers e.g. coaching, physiotherapy, sports science. There are a number of football coaching opportunities in schools, colleges and other areas, within the UK, Europe, North America and Australia as well as with UK football clubs. There are also opportunities in physiotherapy, sports science and sports psychology and other areas which allow young people to pursue careers within football. There are also opportunities in a variety of careers as apprentices and to further their education in college or university. There are also careers in construction, ICT and in a wide range of other careers and opportunities.
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What does the programme cover?
There are a total of 12 one hour, one to one sessions with an individual client and one session is held per week, although depending on the needs of the young person, a great deal of flexibility can be employed around these sessions. All young people will be assigned an individual Transition Worker who will be responsible for supporting the young person on the programme and who will be their key contact throughout. Each session will end with the presentation of a practical and/or reflective exercise designed to enhance learning and understanding. Each session will be delivered either face-to-face within the young person’s own home or other appropriate environment, and by telephone or via Skype. Clients will also be set tasks and exercises in order to assist them to reflect, increase awareness and understanding, challenge negative attitudes or behaviours or take action to further their career or development.
Personal, Social and Educational Development
Using a range of interpersonal skills, this element of the programme helps young people deal with the variety of emotions they may experience upon being released by their academy, including disappointment, anger, bitterness, guilt and loss. It will also develop confidence and self-esteem in the young person in order to support their decision making and career planning.
Practical Support
The programme provides practical support for the young person to support their transition into the next stage of their career. We support the young person to enable them to attend trials at other academies and provide support to those who wish to develop careers in football or other sports, both in the participation or coaching, and the support and administrative side. Similarly, support will be provided for young people in order to manage their transition into non-sporting ETE. We will ensure that whilst fully supporting their primary goals, young people prepare for alternative careers, particularly where the young person wishes to continue with a career in professional football. We will assist the young person in liaising with schools, FE colleges, universities, employers, training providers, careers guidance and other support services as appropriate, to ensure they receive high quality support and guidance during an often important period of childhood and adolescent development. Each young person will receive a detailed and individual Personal Transition Portfolio (PTP). This may include a CV, skills audit, key contacts and careers advice and guidance information.
ACADEMY DEVELOPMENT PROGRAMMES
Programme Outline
The programme will enable young footballers at academies to be equipped with the range of skills and support necessary to manage the emotional impact of their release from the academy and allow successful transition to an alternative academy or be supported into high quality employment, education and training opportunities.
Overview
The programme is delivered in 3 distinct but interrelated phases. Reception Sessions 1 - 4 PHASE
Reception
EPP Throughput Sessions 5 - 8 SESSION
Session 1 Introduction, rapport building, ground rules, ethics, parent/carer information. Session 2 Dealing with new circumstances and change Session 3 Skills audit
Session 4 Options and barriers to achievement Session 5 Researching options
Throughput
Session 6 Research analysis, mid-point review and parent/carer update Session 7 Personal Transition Portfolio (PTP) planning
Session 8 Personal Transition Portfolio planning (continued) Session 9 Implementation and making key contacts
Transition Management
Session 10 Consolidation and accountability, Action Plan follows up
Session 11 Review and evaluation, parent/carer update
Session 12 Periodic follow up and review (to be agreed with young person e.g. 3, 6, 12 months)
Transition Management Sessions 9 - 12 INTENDED OUTCOMES
• Understand the key stage in their life and career and how the programme will support their decision making and empowerment. • Enhanced skills in dealing with emotions and setbacks • More understanding of change and the implications this can have • Recognise the unique experiences, skills and abilities gathered through elite football participation. • Greater awareness of personal strengths and weaknesses • Greater confidence in self • Enhanced self-esteem and motivation • Recognise the key personal values, aspirations, skills and qualities and how they relate to short, medium and long term career plans. • Awareness of how to implement transferable skills in others areas • Explore, understand and research educational and career options to support personal, educational and career goals. • Enhanced decision making skills • Greater awareness of self and others • Understand the stages in the development of a Personal Transition Portfolio (SMART) • Demonstrate an ability to reflect on career options and modify plans as appropriate • Introduction to SMART planning
• Understand how to liaise with key individuals and contacts in order to implement the PTP. • Enhanced skills in responsibility and initiative • Demonstrate ability to reflect on overall experience of programme and provide feedback. • Understand need to review and be held accountable for implementation of the PTP. • Enhanced problem solving skills and techniques
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Personal Transition Portfolio (PTP)
At the end of the programme, each young person will have developed a comprehensive Personal Transition Portfolio (PTP). The PTP is a custom-made, individual plan of action to enable each young person to move successfully from your academy to another academy or into an alternative career, education or training opportunity. The PTP will include the goals each young person wishes to attain, identifies the available resources, includes a skills audit and/or CV and provides strategies to support the plan of action. The design of the PTP shall take into account that the young person, parent/carer, club or academy and Transition Worker have a shared responsibility in the development and implementation of the PTP.
Benefits for Academies
The programme will manage all aspects of the young person’s transition into an alternative football academy and into ETE, allowing the Academy to concentrate on their core function, that of coaching and developing young footballers. • The Transition Worker will take responsibility for fully liaising with and updating parents and carers as well as liaising with relevant education, employment and training establishments. This is often a time consuming and difficult role but with Transition Workers keeping all relevant parties informed of developments, this will allow the Academy to concentrate on football and coaching. • The support for young people will be of high quality and provide an individual and personalised programme, delivered by highly experienced and professional practitioners. There will also be on-going support beyond the end of the 12 week programme, where appropriate. • The Academy will be able to satisfy parents and carers that their sons’ career, educational and personal development will be supported by the Academy in the event that he does not achieve a professional football career with the club, as an important part of the club’s wider duty of care. • The Academy has a duty of care to be committed to the well-being and future development of young footballers and to take appropriate steps to support their transition. Point 182 of the EPPP guidance for academies states, ‘Each Club which operates an Academy shall devise and implement a programme, to be managed by its Head of Education and Welfare or other appropriate Official to assist its Academy Players released from the Academy at completion of their Under 16, Under 17 or Under 18 year in circumstances where it appears they will not be joining another Club.’ • The programme will support and complement the range of existing Education and Welfare provision that takes place within academies and any other bodies. • The programme works closely with the Academy Director and Academy Education and Welfare Officer to ensure that it operates in a complementary manner with all Academy policies and regulations.
Professional Development Programme
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Professional Development
Signing their first professional contract is for many young footballers, the best day of their lives and a proud day for their family and friends. The hours of dedication and commitment that they have demonstrated have proved to be worth it as they take the first steps towards fulfilling that lifetime dream of becoming a first team regular, winning honours and representing their country. The reality however, will be very different for most young footballers. The drop-out rate for young footballers is astonishing. The overwhelming majority will not make it to the first team and will have dropped out of the professional game by the age of 21. The Professional Footballers Association (PFA) estimates that, for every five players offered academy scholarships, only two will receive full-time contracts at the age of eighteen and only one will still be playing professionally by the time they’re twenty-one. The high numbers of those who drop-out of the professional game, represent an acute waste of the considerable investment made by clubs and academies in young footballers. Training kit, boots and other equipment, travel costs, trips to tournaments at home and abroad, medical support, diet and nutrition and hours of instruction, coaching and support by a variety of coaches for as much as 10 or more years, can all seem a waste, if a young footballer doesn’t make it as a first team regular or isn’t sold for a fee that accurately represents their footballing talents and abilities and the considerable investment that has been made in them. This is one of the reasons that many clubs are questioning the cost-effectiveness of their academies and why some are considering abandoning youth development altogether or developing limited youth development programmes. The key to developing young players is to ensure that as many Academy Trainees as possible are of sufficient quality to justify the financial investment of an academy programme. The Professional Development Programme (PDP) provides a method of adding value to an academy’s football coaching programme in order to improve footballing performance and greatly improve the likelihood that footballers will be of high enough quality to develop a successful career.
ACADEMY DEVELOPMENT PROGRAMMES
Programme Overview
Many young footballers fail to reach their potential, not because they don’t have the talent, but because for a variety of reasons they lack the confidence, motivation, discipline and other qualities required to make the most of their ability. We work closely with young footballers on a one to one basis to provide support to ensure that young footballers are adaptable, motivated, committed and well-rounded individuals who are able to meet the challenges of life as a professional footballer. The programme provides highly personalised, needs-led support that optimises the chance of a footballer progressing to the first team or being sold on for a transfer fee that accurately reflects their talent, ability and the investment by the club and academy itself. The programme focuses on developing a range of personal skills including motivation, self-confidence, positive attitude, enjoyment, focus, leadership, competitive preparation and stress management in order to improve performance on the pitch and provide professionalism and responsible behaviour off it.
Who is it for?
This programme is aimed at young people aged 16-21 and is designed to target young footballers in the professional development stage, as they try and establish and consolidate careers in the professional game. It is aimed at developing a range of behaviours and attitudes in order to improve their performance as professional footballers. These include but are not limited to the following. • Instilling a competitive edge • Getting players to enjoy football again and gaining the motivation and desire to become a professional footballer. • Developing the mindset to express themselves on the pitch. • Dealing with burnout • Dealing with attitudes during and after injuries/illness • Improving self-confidence • Increasing motivation • Helping to maximise potential • Helping to deal with off-field distractions and pressures
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How we do it
Drawing upon a number of key disciplines including life coaching, youth work, mentoring, professional development, careers guidance and project management, this is a unique client-centred and needs-led programme. The programme does not provide psychological or therapeutic services and is not intended to work exclusively with young people who are seen as problematic or who display behavioural problems, rather it is a programme aimed at a wide range of young footballers in order to improve their performance. Key elements of the programme have been used successfully with a diverse range of clients including corporate professionals, athletes and professional sports people, colleges, universities, schools and other educational settings in order to enhance the career and personal development of a wide range of clients. We utilise over 25 years’ experience of working with people in a variety of settings including training providers, workplaces and youth centres. This experience also includes the provision of support for young people embarking upon careers as professional athletes and sportspersons. We understand that development for young people including footballers, does not occur in a straight line or continuous upward trajectory. Young players develop at different times and at different rates and their development as footballers is as much an emotional and mental issue as a technical and coaching one. What is often required, is to provide support that is based on the needs of each individual. By identifying the specific areas a player needs to develop, we can focus on developing those issues and find specific solutions based on the players’ individual needs. Based on our knowledge and experience, this tried and tested programme works for the following reasons. • Each young person is assigned a highly skilled, expertly trained Professional Development Worker, who will be responsible for leading the young person through the programme and providing the necessary tailormade support • The Professional Development Worker will quickly develop a rapport with young people in order to build a good, professional, working relationship and identify the issues that are of concern to them. They then employ tried and trusted interpersonal techniques and exercises to begin to address those issues. • Because the main developmental issues have been identified and/or agreed by the young person rather than being imposed by the club, coach, family or any other outside agency, they are more likely to take responsibility and ownership and therefore have a greater chance of being successful in addressing them. • We work on strategies and positive mindsets that will improve performance both on and off the field and identify simple, practical and achievable steps that fit in with the young persons’ own personal values, attitudes, lifestyles and responsibilities. • We take a holistic approach to their development. By this we not only recognise them as professional footballers with responsibilities towards their clubs, their teammates and their careers, but we also recognise them as individuals and young people in their own right and that the two are critical parts of their overall identity and personal make-up. Because we recognise that it’s impossible to divorce the two aspects of their identity, the most effective way of improving their development and performance is to work with the whole individual. • Each footballer will have a specific action plan which will be tailor made to meet their individual requirements. They will agree a set of actions, which will include technical and footballing issues they wish to develop, but will also include attitudes and behaviours they need to work on in order to improve performance.
ACADEMY DEVELOPMENT PROGRAMMES
How does the programme work?
Participating in a programme like this has huge benefits to young footballers, both professionally by improving performance, and personally by developing the right on and off-field attitudes and behaviours to ensure that each footballer is a well-rounded, individual who displays the range of behaviours and attitudes, necessary to become a successful professional footballer. For many young footballers, this requires considerable change in order to bring about the required impact on the person and in their performance. To bring about this change can take time, although it is likely that clubs will see some effects on the young person within a relatively short period. In addition, whilst each young person responds to the programme positively, each individual responds to different aspects of the programme in different ways and some may require more support than others. However, as a guide, each young person will receive a programme that consists of 10 one hour, one to one sessions, which usually occur on a weekly basis, although some flexibility can be built into the programme, depending on the needs of the young person. At the end of each individual session each young person will be set tasks and exercises in order to assist them to reflect or take action that will improve their performance.
The Professional Development Programme Outline Aim
To deliver a programme of professional development for young players aged 16-21 in order to develop the appropriate behaviours, attitudes and personal skills to enable them to improve their performance as footballers, impact upon their personal and professional relationships and maximise the chance to have a medium and long-term football career at their current club or at another professional football club.
Objectives
• To provide personal support to improve performance on and off the pitch • To reduce levels of drop-out from professional football between 16-21 • To protect the considerable investment placed in a young player by Academies and to maximise the chances for them to progress to the 1st team or be sold to another professional club.
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Programme Outline
The programme is delivered in 3 distinct but interrelated phases. The phases are designed to assess the stage of development the young person is at, to raise awareness of their strengths, weaknesses and barriers to improvement and develop attitudes and behaviours that will impact upon their performance both on and off the pitch. Assessment Sessions 1 - 3 PHASE
Assessment
Professional Awareness Sessions 4 - 6 SESSION
Session 1 Introduction, rapport building, ground rules, ethics, benefits of programme Session 2 Professional and Personal Values, professional achievements, building a football career
• Programme introduction • Understanding the key stage in their life and career and how the programme will support their goals • Recognise the key personal values, aspirations, skills and qualities and how they relate to short, medium and long term career plans. • Recognising the kind of player they are (qualities, motivations, beliefs).
Session 5 Increasing confidence and self-esteem, mid-point review
• Improving self-confidence on and off the pitch • Raising self-esteem
Session 6 Gaining a performance mindset
Session 7 Identifying professional expectations and behaviours
Performance Focus
INTENDED OUTCOMES
Session 3 Self-awareness, strengths and weakness recognition
Session 4 Self limitations and barriers to achievement Professional Awareness
Performance Focus Sessions 7 - 10
Session 8 Personal and team leadership, taking responsibility, managing setbacks and disappointment
Session 9 Lifestyle management, key relationships and contacts.
Session 10 Planning for action, review and evaluation
• Identifying and recognising barriers on performance, assessing personal and professional beliefs.
• Identifying personal skills, values, attitudes and behaviours required to improve performance. • Prioritising your career, concentration, focus, motivation • Developing professional attitudes. • Identifying career goals and achievements. • Leadership skills • Being a professional off the field • Building the right team around the player • Implementing change • Putting plans into action • Reflection and accountability
ACADEMY DEVELOPMENT PROGRAMMES
Personal Action Plan
At the end of the programme, each young person will have developed a comprehensive Action Plan. This plan is a custom-made, individual plan of action to enable each young person to identify the key steps they have agreed to take in order to improve their performance. The plan will include short, medium and long-term objectives and include specific actions.
Benefits for Academies
• The programme will concentrate on developing positive attitudes and behaviours of footballers whilst allowing the Academy to concentrate on their core function, that of coaching the technical skills and tactical awareness required to develop outstanding young footballers. • The support for young people will be of high quality and provide an individual and personalised programme, delivered by highly experienced and professional practitioners. • The programme works closely with the Academy Director and Academy Education and Welfare Officer to ensure that it operates in a complementary manner with all Academy policies and regulations.
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Monitoring and Evaluation
To assess both the quality of delivery and the impact of the programme on young people, a comprehensive monitoring and evaluation exercise will form an integral part of the programme. Monitoring data is collected on each young person and evaluation exercises are undertaken to assess the impact of the programme on young people’s transition.
Reports to the Academy
At the end of the programme the young person and the Academy will receive a report linked to the outcomes of the programme and of any issues that may arise throughout the duration of the course. Also included will be information regarding individual goals or targets set by young people as well as any other findings which might be useful for the young person(s) or Academy.
Child Protection and Safeguarding
We view the well-being and safety of children and young people as being of paramount importance. In working with young people we carry out risk assessments, where appropriate, and manage our work with the interests and safety of young people in mind. All workers are DBS (formerly CRB) checked and adhere to the highest principles of child protection and safety. Further information is included in our Code of Conduct and Ethics in the Annex at the end of this document.
Disclosure/Confidentiality
We respect the right of everybody including young people to confidentiality. Our relationship is built upon trust of young people and confidentiality is the bedrock of that relationship. We will encourage young people to share aspects of the programme with a number of interested parties. This may include Academy staff, parents/carers, schools etc. The Transition Worker will maintain confidentiality unless the law requires that information be disclosed. In these circumstances we will liaise closely with the Academy Education and Welfare Officer or other appropriate Academy staff member. Further information is available in our Code of Conduct and Ethics.
Parent/Carer Information
The programme will include liaison with parents/carers on progress of their son’s where appropriate and to provide updates and information. In the Transition Programme this will be managed by the young person’s Transition Worker.
Equality and Diversity
Exrtratime, actively promote and operate the best practice around equality and diversity. We provide an inclusive service that meets with the needs of each young person irrespective of race, ethnicity, sexuality, disability or religion and recognise the benefits and challenges of embracing diversity. To this end we actively monitor each young person and use this information to ensure we provide the best possible service to all young people. Further information about equality and diversity is available in our Code of Conduct and Ethics.
Insurance
As an employer, we hold private indemnity insurance and are fully compliant with relevant insurance legislation. More details are available on request.
ACADEMY DEVELOPMENT PROGRAMMES
Additional Services
As well as providing a wide range of services for young players, we also provide comprehensive, tailor-made support programmes for established professional footballers that will enable them to improve their performance both on and off the pitch. Our services ensure that footballers remain focused and committed to their careers, and we can maximise the likelihood that that the investment the club has made in them is rewarded. We also want to ensure that players become model professionals, not by preaching to them a list of do’s and don’ts, but by supporting them in developing their own values, beliefs and goals and then assisting them to take practical steps to achieve their aims. The result is that players take responsibility for their careers both on and off the field and take the necessary steps to get the most out of their career and maximize their undoubted talent. We also provide services for coaches and managers in order to improve performance and deal with the pressures and expectations. These may be available in groups and/or individually. We provide a no-nonsense, down-to-earth, highly confidential, non-judgmental, practical and tailor-made service for footballers and coaches at all stages of their careers. Please feel free to contact us if you require more details about the range of services on offer. Selected services from our range include the following.
Performance -
Improve self-confidence Improve motivation Dealing with stress and pressure Dealing with highs and lows Discipline and negative attitudes Dealing with new teams, coaches, playing cultures and styles
Personal -
Managing Relationships successfully Successful work/life balance Better relationships with family, friends, spouses and partners Managing money, time, social life successfully Gaining control over your life and self
Transition -
Managing career change and career end Careers counselling and support Coping successfully with injuries and illnesses Returning to education Successful long-term and future planning Successful retirement planning
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Next Steps
Please feel free to contact Extratime in order to discuss your specific needs. We are happy to modify our programme in order to meet the needs of your Academy or other professionals at your club. Details of our pricing policy are available in Appendix 2 at the end of this brochure. For further information contact:
Emy Onuora E: info@extratime.org.uk T: 07957 19 75 94
Our Code of Conduct and Ethics Extratime has developed a code of conduct and ethics that provide guiding principles for how our services to young people will be delivered, how we work with and relate to young people; and which governs the role and professional practice of Transition Workers.
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The nature and purpose of Transition Work 1. 1.1. The purpose of Transition Work is to facilitate and support young people’s growth by encouraging their personal and social development and enabling them to have a voice, influence and place in their families and communities. 1.2. Transition Work is informed by a set of beliefs which include a commitment to equal opportunity, to young people as partners in learning and decision-making and to helping young people to develop their own sets of values. Extratime commits to: • Offer its services in places where young people can choose to participate. • Encourage young people to be critical in their responses to their own experience and to the world around them. • Work with young people to help them make informed choices about their personal responsibilities and future careers within their clubs, families and communities. • Work alongside school and college-based education to encourage young people to achieve and fulfill their potential. • Work with other agencies and organisations to encourage them to be responsive to young people’s needs. 2. The importance of ethics in Transition Work 2.1. Ethics in the context of professional practice is about; • Developing the ability of practitioners to see the ethical dimensions of problems, to reflect on issues, to take difficult decisions and to be able to justify these decisions. • Acting with integrity according to one’s responsibilities and duties (this may entail behaving in accordance with professional principles, guidelines or Academy rules and regulations). 2.2 The behaviour of everyone involved in Transition Work and associated services i.e. political and managerial leaders, managers, trustees, employees, volunteers and participants, must be of a standard that ensures; • The effective delivery of services • Appropriate modelling behaviour to young people • Trust between workers and young people • Trust between academies, organisations, services and parents/carers and young people • A belief in the capacity of transition work to help young people themselves learn to make career and educational decisions and take effective action. 3. Summary of the statement of principles of ethical conduct for transition work Ethical principles Transition Workers have a commitment to; 1. Treat young people with respect, valuing each individual and avoiding negative discrimination. 2. Respect and promote young people’s rights to make their own decisions and choices, unless the welfare or legitimate interests of themselves or others are seriously threatened. 3. Promote and ensure the welfare and safety of young people, while permitting them to learn through undertaking challenging educational activities. 4. Contribute towards the promotion of social justice for young people and in society generally, through encouraging respect for difference and diversity and challenging discrimination. Professional principles Transition Workers have a commitment to; 1. Recognise the boundaries between personal and professional life and be aware of the need to balance a caring and supportive relationship with young people with appropriate professional distance. 2. Recognise the need to be accountable to young people, their parents or guardians, colleagues, academies, funders, wider society and others with a relevant interest in the work, and that these accountabilities may be in conflict. 3. Develop and maintain the required skills and competence to do the job. 4. Where relevant, work for conditions in employing agencies where these principles are discussed, evaluated and upheld.
ACADEMY DEVELOPMENT PROGRAMMES
4 Statement of principles of ethical conduct for transition work 4.1. Ethical principles. Transition Workers have a commitment to: 4.1.1. Treat young people with respect Practice principles include; • Valuing each young person and acting in a way that does not exploit or negatively discriminate against certain young people on irrelevant grounds such as ‘race’, religion, gender, disability or sexual orientation. • Explaining the nature and limits of confidentiality and recognising that confidential information clearly entrusted for one purpose should not be used for another purpose without the agreement of the young person, except where there is clear evidence of danger to the young person, worker, other persons or the community. 4.1.2. Respect and promote young people’s rights to make their own decisions and choices Practice principles include; • Raising young people’s awareness of the range of decisions and choices open to them and offering opportunities for discussion and debate on the implications of particular choices. • Offering learning opportunities for young people to develop their capacities and confidence in making decisions and choices through working in partnership with Transition Workers in planning activities. • Respecting young people’s own choices and views, unless the welfare or legitimate interests of themselves or other people are seriously threatened. 4.1.3. Promote and ensure the welfare and safety of young people Practice principles include; • Taking responsibility for assessing risk and managing the safety of work and activities involving young people. • Ensuring their own competence, and that of employees and volunteers for whom they are responsible, to undertake areas of work and activities. • Warning the appropriate authority, and taking action, if there are thought to be risks or dangers attached to the work. • Drawing to the attention of their academy or employer and, if this proves ineffective, bringing to the attention of those in power or, finally, the appropriate agencies, ways in which activities or policies of academies or employers may be seriously harmful to the interests and safety of young people. • Being aware of the need to strike a balance between avoiding unnecessary risk and permitting and encouraging young people to partake in challenging educational and social activities. 4.1.4. Contribute towards the promotion of social justice for young people Practice principles include: • Promoting just and fair behaviour, and challenging discriminatory actions and attitudes on the part of young people, colleagues and others. • Encouraging young people to respect and value difference and diversity, particularly in the context of a multi-cultural society and sport. • Promoting the participation of all young people, and particularly those who have traditionally been discriminated against, in transition work. • Encouraging young people and others to work together collectively on issues of common concern.
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4.2. Professional principles. Transition Workers have a commitment to: 4.2.1. Recognise the boundaries between personal and professional life Practice principles include: • Recognising the tensions between developing supportive and caring relationships with young people and the need to maintain an appropriate professional distance. • Taking care not to develop close personal relationships with the young people they are working with as this may be against the law, exploitative or result in preferential treatment. • Not engaging in work-related activities for personal gain, or accepting gifts or favours from young people or their families that may compromise the professional integrity of the work. • Taking care that behaviour outside work does not undermine the confidence of young people and the public in transition work. 4.2.2. Recognise the need to be accountable to young people, their parents or guardians, academies, employers, funders, wider society and other people with a relevant interest in the work Practice principles include; • Recognising that accountabilities to different groups may conflict and taking responsibility for seeking appropriate advice and making decisions in cases of conflict. • Being open and honest in all dealings with young people, enabling them to access information to make choices and decisions in relation to participation in transition work activities and in their lives generally. • Ensuring that actions as a Transition Worker are in accordance with the law. • Ensuring that resources under Transition Workers’ control are distributed fairly, according to criteria for which Transition Workers are accountable, and that work undertaken is as effective as possible. • Reporting to the appropriate authority any suspicions relating to a young person being at risk of serious harm or danger, particularly of sexual or physical abuse. • Actively seeking opportunities to collaborate with colleagues and professionals from other employers, academies, agencies and organisations. 4.2.3. Develop and maintain the skills and competence required to do the job Practice principles include; • Only undertaking work or taking on responsibilities for which workers have the necessary skills, knowledge and support. • Seeking feedback from service users and colleagues on the quality of their work and constantly updating skills and knowledge. • Recognising when new skills and knowledge are required and seeking relevant education and training. 4.2.4. Foster and engage in ethical debate in Transition Work Practice principles include; • Developing awareness of Transition Workers’ own personal values and how these relate to the ethical principles of transition work as stated in section 4.1 • Re-examining these principles, engaging in reflection and discussion with colleagues and contributing to the learning of and about the organisation where they work. • Developing awareness of the potential for conflict between personal and professional values, as well as between the interests and rights of different individuals and between the ethical principles in this statement. • Recognising the importance of continuing reflection and debate and seeing this statement of ethical principles as a working document which should be constantly under discussion. 4.2.5. Work for conditions in employing agencies where these principles are discussed, evaluated and upheld Practice principles include; • Ensuring that colleagues, Academies and young people are aware of the statement of principles. • Being prepared to discuss difficult ethical issues in the light of these principles and contributing towards interpreting and elaborating on the practice principles. • Being prepared to challenge colleagues or employing agencies whose actions or policies are contrary to the principles in this statement. Extratime Code of Conduct May 2014
Pricing Policy
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12 Week Personal Transition Programme All prices include the following features: • 12 in-depth hour long sessions • Detailed transition portfolio for each young person • Follow up 30 minute reviews at 3, 6 and 12 months • Support for dealing with anger, disappointment etc. • Player preparation for trials • Support into another academy • Liaison with parents, education providers, workplaces and training providers • Progress reports on each young person provided for academies • Final Report on outcomes for each young person
Bronze Package
£1,800.00 per person
Silver Package
£1,440.00 per person
Gold Package
£1,200.00 per person
up to 5 young people
6-11 young people
12 or more young people
ACADEMY DEVELOPMENT PROGRAMMES
10 Week Professional Development Programme The PDP is available as an individual programme or as a group programme which has the benefits of delivering part of the programme in groups, but ensures that each young person gets a tailor-made programme and individual action plan. Prices for both individual and group programmes include the following features; • Individual Action Plan for each player • Progress Reports to academy • Final Report on outcomes • 30 minute follow up review at 6 months
Bronze Package 4-7 young people
6 Group sessions plus 5 individual sessions
Silver Package
(8-11 young people)
6 Group sessions plus 5 individual sessions
Gold Package
£2,500.00 per person
£2,200.00 per person
12-20 young people
£2,000.00 per person
Platinum Package
£3,000.00 per person
6 Group sessions plus 5 individual sessions
Individual Programme
Additional Support Programmes The prices listed above are for the specific programme and give an indication of our prices. If what is listed doesn’t fit with your specific plans or ideas then please feel free to contact us and we will be happy to provide a price that meets your specific requirements. We are also able to meet the needs of first team squad professionals, coaches and managers both individually and in groups. Feel free to contact us to discuss your specific requirements.
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9 Neilson Road Liverpool L17 7BA E: info@extratime.org.uk T: 07957 19 75 94
www.extratime.org.uk