Layout President Jannie Louw SeniorVice President Monte Engelbrecht CEO Riaan Vorster Financial Manager Gerrie Cloete Amateur Manager Mpho Matsaung Logan Namaqua ID: 561098
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Slide1Slide2
Union Management
Layout
President
– Jannie Louw
Senior-Vice President – Monte EngelbrechtCEO – Riaan VorsterFinancial Manager – Gerrie CloeteAmateur Manager – Mpho MatsaungLogan (Namaqua)Chairman – Gerhardus CloeteNamaqua District Municipality Chairman – Randall ManualJohn Taole Gaetsewe District Municipality Chairman – Adriaan LoubsherKhara Hais MunisipalityChairman – Lukas EsauFrancis BaardChairman – Johan MyburgPixley Ka Seme District Municipality Chairman – Mervin Coetzee
Coaches Association
Chairman - Louw van der Heever
Refs
Chairman – Kat Swanepoel
High Schools
Chairman – Danie Slabbert
Primary Schools
Chairman – Gerhard van Heerden Slide3
Objectives of Griquas
As outlined in the Constitution
OBJECTIVES
In
line with the agreements and policies set forth in the preamble of the Constitution further aims to:To promote rugby in the geographical areas of Griquas and in the Northern Cape.Establish good mutual relationships between players, rugby bodies, sponsors, rugby supporters and members of the public while cultivating Griquas.Raise funds in any legitimate manner and administer it in achieving the Union's objectives.Research or investigate directly or indirectly the interest of rugby within the Griquas Rugby Union. Slide4
Strategic Partners
o
f Griquas Rugby
Provincial Department of Sport Art and Culture
Griquas Rugby is an affiliated body of NC Department Sport Arts and CultureDevelopment projects are funded by NC DSAC Sports Councils on District levelAll Rugby Regions are affiliated and aligned to District Sport CouncilsCoaches, Administrators and Referee development projects are conducted with the respective Sport Councils as partners. Local Businesses/SponsorsProvide additional financial support for rugby activitiesSARUAffiliated member of SARUSlide5
Demographics
RefereesSlide6
Demographics
Referees ContinuedSlide7
Demographics
Referees ContinuedSlide8
Demographics
CoachesSlide9
Demographics
Coaches ContinuedSlide10
Demographics
Coaches ContinuedSlide11
Regions
Management and Clubs
Francis Baard
Chairman – Johan
MyburgLogan (Namaqua)Chairman – Gerhardus CloeteNamaqua District Municipality Chairman – Randall ManualKhara Hais MunisipalityChairman – Lukas EsauPixley Ka Seme District Municipality Chairman – Mervin CoetzeeJohn Taole Gaetsewe District Municipality Chairman – Adriaan Loubsher Slide12
Regions
Management and Clubs
Francis Baard
Clubs:
Kimberley Rugby Club – Predominantly WhiteHartswater – Predominantly WhiteHopetown – Predominantly WhiteDouglas – Predominantly WhiteUniversalsKoffiefonteinWarrentonCorrectional ServicesChristiana Logan (Namaqua)Clubs:TigersLionsUnitedLoeriesfonteinNieuwoudtville x2SutherlandWillistonNamaqua District Municipality Clubs:SpringbokNababeepSteinkopfPort NollothHondeklipbaaiGariesKlipfonteinTwee RivierePofadderDessert Daisies
Rangers
Gladiators
Thistles
Khara Hais Municipality
Clubs:
Dorp – Predominantly White
United
Kakamas – Predominantly White
Keimoes
Kalahari Askham
Pixley
Ka
Seme District Municipality
Clubs:
Prieska – Predominantly White
Riverton
De Aar
Van Wyksvlei
Victoria Wes
Richmond
Carnarvon
Brandvlei
John
Taole
Gaetsewe
District Municipality
Clubs:
Sishen – Predominantly White
Kuruman – Predominantly White
Postmasburg
Rebels – Predominantly White
Diggers – Predominantly White
Dingleton
Kalahari RebelsSlide13
Projects
GIRSlide14
Projects
GIR ContinuedSlide15
Projects
Women’s RugbySlide16
Projects
WR Coaches DevelopmentSlide17
BORDER RUGBY UNION PRESENTATION
17Slide18
BRU, an affiliate of SARU , promotes and administers the rugby football in the spirit of good sportsmanship in the Border – Kei region.
It governs the running of its affiliates competitions from Under 12 age group to Senior and Professional level.
BACKGROUND
18Slide19
RUGBY SHOULD BE PLAYED, ADMINISTERED AND PROMOTED ON A NON RACIAL; NON POLITICAL AND NON-SEXIST BASIS.
PREAMBLE
19Slide20
BRU Jurisdiction is around Border –Kei Region inclusive of 6 District Municipalities i.e. Alfred Nzo;
Amathole ; Buffalo City Metro; Chris Hani; Joe Gqabi
and OR Tambo in the Eastern Cape.
JURISDICTION & HEADQUARTERS
20Slide21
It is comprised of 365 affiliates comprised of
12 Super League Clubs ( 4 white & 8 Black)10 Premier League Clubs (Black)
34 First Division Clubs (Black)16 Sub-Unions (each consisting of 10 or more clubs) (Black)45 Women Clubs (Black)250 Rugby playing schools (registered)
MEMBERSHIP
21Slide22
Consist of 8 members, namely
Mr Pumlani Mkolo – PresidentMr Bongo Nontshinga – Deputy PresidentMr Craig Christian – Vice President
Mrs Engela Pretorius- Referees RepresentativeMr Katiso Mosioua – Schools Mr Zola Theo– Premier League Mr Fundisile Socam – Sub UnionsMr Mninawa Menjenjalo – Sub Unions
EXECUTIVE MEMBERS
22Slide23
Office staff – 12 (Black)
Male- 5Female-7
Ground staff 10 (Black) Males – 6 Females- 4
EMPLOYEES
23Slide24
Management- 10
Coloureds - 4 Whites – 1
Blacks- 5 Female – 1 Males – 9Players – 35
Coloureds – 1 Whites – 2 Blacks - 32
PROFESSIONAL TEAM (BORDER BULLDOGS)24Slide25
Management – 6
Male – 3 Female- 3 Coloureds
-1 White - 1
25Border Women teamSlide26
Management – 5
Males – 4 Female – 1 Coloureds
- 126
Border U/20Slide27
WP Transformation Audit
Moneeb LevySlide28
Leopards Rugby Executive Members
President: Adv . Andre May
Deputy President: Mr. Makwezi Best
Vice President Training &Education: Mr. Ondela KivaVice President Transformation: Mr. Akhona Kave
Vice President Club Rugby: Mr. Mervyn TaylorVice President Amateur Rugby: Mr. Christo MinnieVice President ,Rural Clubs: Mr. Johan BornmanVice President Development: Mr. Gerald McPhersonCEO: Mr. Andries De KockSlide29
Governance
Strong Governance
structures and processes in place.Constitution aligned to ensure 50% black representation.
Business Administration meets basic requirements but it needs to appoint more black people in middle and senior management.Financial system in place and functions well. However no long term sponsors and the need of a marketing strategy.
BEE rating currently at a Level 6. The union is currently being audited for an improved rating.Slide30
Transformation
School level
player base very strong.Get Into Rugby (Primary Schools) 6,800 new players in 50 schools across the Province.
52 Coaches trained and accredited.SARLA activated the Vuka
program where 24 High Schools with 64 teams in 3 categories (U/15, U/16 and U/17) with 1,056 boys and 352 girls given the opportunity to play rugbyTraining and Education: 480 Accredited coaches (60 black.)128 Referees(40 Black).Need to recruit and train more black coaches and referees (action plan in place for 2017).Slide31
Transformation(continue)
Team demographics
U/19: 18% Generic BlackU/21: 25% Generic Black
Senior Team: 17% Generic BlackAction plan via Vuka
Sizwe Trust to train school leavers in artisanships. (Will commence with 20 learners in 2017.)Funding being secured to provide scholarships for black players.Slide32
Transformation (continue)
Women’s Rugby: Participation
at School and community level.350 registered players .352 players that were introduced through the Vuka program will have a significant influence.
High Performance (well managed program).Elite squads for all age groups have more than 30% black representationGood working relationship with provincial government (3 HP Centers were provided at a cost of R8 mil) giving access to non-traditional and township schools for all sporting codesSlide33Slide34
SARU Requirement
Increase black participation in Vodacom Cup to 50% by 2019.
Increase black participation in Currie Cup to 50% by 2019
Increase black participation in Super Rugby to 45% by 2019
Increase black participation in Currie Cup U21 to 50% by 2019Increase black participation in Currie Cup U19 to 50% by 2019Increase black participation in Craven Weeks U18 to 50% by 2019Increase black participation in senior amateur competitions to 50% by 2019Increase black coaches and referees involved at provincial and national levelSlide35
Super Rugby 2016 Match Day
B = 62 = 16.84%
C = 75 = 20.38%
W = 231 = 62.77%Slide36
Super Rugby 2016 Starting
B = 38 = 15.83%
C = 65 = 27.08%
W = 137 = 57.08%Slide37Slide38Slide39
Currie Cup Qualifier 2016
B = 18 = 5.8%
C = 107 = 34.74%
W = 183 = 59.41%Slide40
Currie Cup Qualifier 2016
B = 16 = 7.61%
C = 72 = 34.28%
W = 122 = 58.09%Slide41Slide42Slide43Slide44Slide45
7s Kenya
Emerging – B=8%,C=52%,W=42%
7’s Kenya – B=8.33%,C=50%,W=41.66%
7’s Nelspruit – C=66.66%,W=33.33%Slide46Slide47Slide48Slide49
STAFFING 2016 Slide50
B-BBEE LevelsSlide51
SuppliersSlide52
THANK YOUSlide53
53
Getting Historically Disadvantaged club players into the professional teamsSlide54
54
The gap between amateur and professional ranks has widened substantially over the past 10 years
The pathway for club players into the unions top professional teams is hard
Given the team and physical nature of rugby, players have to be '
competive
' physically and technically
We have to preserve these players pride and dignity in a traditionally unwelcoming and unforgiving environment
The ProblemSlide55
55
Highly talented young player from Young Gardens in Paarl
Identified by Talent ID
Played WP u21 and
Vodacom
Cup
Travelled 3.30 hours daily to and from training, two taxis and a train
I estimate he spent close to R40 000
travelling
to and from training in his career at WP
Most affordable food -
gatsby
No longer plays competitive rugby
We are using this as an example to show that had he had more support he may well have played at a higher level
Case Study –
Chevandre
van
SchoorSlide56
56
One of the big hindrances in choosing amateur players is conditioning, in that they often work all day and have club
practise
in the evening,
Reality is that we are comparing two different arms of the sport if you look at the conditioning and time spent weekly between professionals and club players
To be immediately good enough is a fairy tale story. It takes time in the professional environment to get an amateur player to the professional level.
Garth April was the player of the Community Cup. It took 13 months at the Sharks before he made his Super Rugby debut.
According to his coach it's ‘due to conditioning (strength) and technical detail. There is no denying his talent.’
The GapSlide57
57
The Gap
Bodyweight and Height norms – Super Rugby/Main Currie Cup
Prop: 110-125kg / 1,8-1,9m
Hooker: 110kg / 1,8m
Lock: 115-120kg / 1.94 - 2m+
Loose forward: 100kg plus / 1,85-1,95
Scrum half: 75 -85kg / 1,7-1,8m
Inside Backs: 95-100kg / 1,8-1,95m
Outside Backs: 85-95kg / 1,8 -1,95m
Strength
1RM Bench Press: 1,5 bodyweight
1RM Squat: 2 X bodyweight
Aerobic Endurance Capacity is a non negotiable. Sub 5min Bronco Test
One has to look at the basic frame. We can rebuild it, but to be below the basic frame one has to be truly exceptional to make it.Slide58
58
The Gap
Professional rugby week:
Field work: 400 min
Technical work: 250 min – excluding homework and self analysis
Strength and Conditioning: 200 min – and that is for an already conditioned player. A non-pro would have to invest double that to achieve required level
And then there is nutrition – a player needing muscle mass would have to eat six times a day. WP provide two/three a week to pros.
The contracted player is on about 17 hours per week exc. Match day and recovery.
The club player is around 5/6hours
How can we close this gap?Slide59
59
The Imperative
To bring PD amateur players through into the professional ranks
To bring the professional teams closer to the amateur ranks by showing a clear pathway through
To provide more opportunities for emerging players
To ensure more representative WP teams in such a way that the professional teams stay winning teams
To create more opportunitiesSlide60
60
We propose a two prong approach:
Talent ID
programme
The IncubatorSlide61
61
1. The Talent ID
programnme
Stats this year show the progress
in the programme
.
Players are brought in before the club season for six weeks twice a week after hours. They are conditioned by HPC staff, given supplements and coached and then play a series of
friendlies
before the club season starts.
This includes playing the Currie Cup Qualifying team (CCQ) and some players from this
programme
playing for the CCQ team in
friendlies
(
eg
Ryan Olivier, Dale Wilson, Devon Williams,
Madeeg
Davids
).Slide62
62
Amateur players
who have played Currie Cup in 2016:
Tiny van
Wyk
, Wesley
Chetty
*, Ashley Wells, Cullen
Collopy
, Chris van
Zyl
, Dale Wilson*,
Beyers
de Villiers,
Kobus
van
Dyk
,
Janco
Venter,
Eital
Bredenkamp
,
Tertius
Daniller
, Damian Stevens*, Freddie Muller*, Scott van Breda,
Sibahle
Maxwane
*,
Berton
Klaassen
*, Tim Whitehead, Denis Cox*, JP Lewis*, Alvin Brand*, Devon Williams*,
21 amateur players of which 10 were players of
colour
Of the 10, 9 were making Currie Cup debuts
It takes time for players to adapt to this level so game time initially is in some cases limited whilst they are prepared properly so they can take advantage of the opportunitySlide63
63
2. The incubator
To expect these players to compete with ‘privileged’ professionals is unfair.
That Privilege is based on income (and thus transport and nutrition), Instituted and technical development, institutional knowledge and comfort.
We have to provide players with the talent the opportunity to transform themselves into professionals
One is not arguing why these players can't make it but what it takes to make it and how to help them achieve that . They need the right environment/infrastructure
To this end, our plan involves a rugby 'incubator'Slide64
64
DIET
Sleeping arrangement
Financial stress (families look to player)
Transport
Social environment (
eg
Manenberg
)
Access to conditioning facilities
This infrastructure
Slide65
65
“
We are building a house on sand”
The players are being identified through Talent ID and brought in and joining the CCQ squad. They are conditioned and prepped as best they can be on a part time basis.
They are provided with petrol vouchers (for those who have cars), supplements and lunches when at HPC (max two per week)
Upon this, we are hoping they can compete
In one way, are putting the cart before the horse. In a sense we must make sure the rugby is secondary.
When everything else is in place, then they can focus entirely on rugby
Obviously this applies only to the identified
young
players, we cannot help all financially
speakinglSlide66
66
We need the
“Incubator”
or
“Nursery”
Its not really an academy because it has nothing to do with rugby. It allows these players to compete,
levelling
the playing fields, so that they may focus on rugbySlide67
67
Building/house with house father/mother
Code of Conduct
Monitored/cooked food
Close to gym and access (
eg
SSISA)
Mentor
programme
– One Mentor, One Player
HPC transport secured
Home based life skills
programme
Family
assesment
Programme
manager
Apprentice/study
programme
Key elements of
the Incubator
MONITORED BY THE
DIRECTOR
OF RUGBYSlide68
68
We take a select few (eg 10) of the most promising amateur players.( One would suggest whilst still
mouldable
(<22years old?) following intense playing, capability and character assessments to assess their ‘ceiling’
Possibly they are housed with certain 'emerging' professionals) whose need we have seen.
These amateurs are given the same infrastructure and a small stipend to allow them not to have to work
They get a one to two year period of preparing as living as professionals
After this and
during,they
are continually assessed whether they can ‘make it’ into professional rugby
They work with the HPC’s junior (u21/CCQ) coaching & conditioning staff
The IncubatorSlide69
69
Jerome
Paarwater
had some success with these type of houses at Boland in 1995/1996
Players were housed in the “Jackie Abrahams Houses” and given food, accommodation and taught life skills
It was a measured disciplined environment
Four Springboks were produced from 12 players (33% conversion) –
Ashwin
Willemse
pictured above
Case StudySlide70
70
This provides a clear and EQUITABLE path for talented PD players into professional rugby
A clear conduit for club players
Young, ‘vulnerable’ newly contracted professionals could form part of the
programme
. This ensures talented young professionals of
colour
are not exploited and spat out but given the opportunity to
realise
their talent and set themselves up for life.
Puts WP ahead of all other unions
Will ensure greater talent retention
Secure a greater Return on Investment for WPRU
Still does not protect
vs
cheque
book raids from the North Slide71
71
The Player Identification
Through the Talent ID
programme
10 of the most talented club rugby players are identified.
Players should be under the age of 22/23 to allow maximum time for professional development
The division they are playing is not relevant – merely their talent, character and physical potential
The players must have a need
The selection of these players must be aligned with
Saru’s
and WP’s transformation imperatives.
We are unashamedly proud of giving underprivileged players an opportunity Slide72
72
The Player Assessment
These players are given both comprehensive physical and psychological tests before confirmation into the
programme
to ensure that they are well positioned to benefit from this
programme
.
Assessments will be done in connection with the S & C department of the HPC as well as the professional coaching arm.
Thereafter quarterly assessments take place to determine their continued involvement in the
programme
Regular one on ones with the player
Departmental technical feedback (
eg
defence
, breakdown)
Following initial
assesnents
player specific focus areas and work
ons
drawn upSlide73
73
The Player Assessment
Strength and Conditioning
S & C work ethic
Position specific skills
Skill level
Breakdown
Defence
Technical awareness
Coachability
Warrior Spirit
Province Man – contribution to team environment
Their
behaviour
in the house
Slide74
74
The Houses
Two houses housing 5 players each
Players may share rooms
Walking distance from the HPC
House Rules & Code of Conduct
HPC manager monitors the houses with HPC staff
We provide electricity and food
Slide75
75
The Houses
Rented by WP Rugby
Two houses housing 5 players each
Players may share rooms
Walking distance from the HPC
House Rules & Code of Conduct
HPC manager monitors the houses with HPC staff
We provide electricity and food and Pocket Money
The
programme
is run by the Talent ID officer who remains in overall charge
Slide76
76
Mentorship
Each players has a senior professional player as a mentor
They meet weekly outside of the HPC
Mentors lend a sympathetic ear as well as ensure induction into and adherence to the requirements of professional rugby
Then there is a professional coach allocated to a number of players
This coach oversees the player mentorship
He gathers feedback from the mentor and regularly meets with the player
Each player has a Strength and Conditioning mentor who monitors all the likes of body fat, diet, recovery etc
Slide77
77
Their Duties & Obligations
Pocket money paid so as they do not need other jobs to detract from rugby
programme
They can assist Union/HPC in spare time where needed – especially around clinics, schools coaching etc
They have to to be trained to and expected to act as professional rugby players
Adhere to HPC player Code of Conduct, House rules and should they break these or bring the Union into disrepute they can be asked to leave the house.
Slide78
78
Professional Squads
Fully integrated into Currie Cup Qualifier and u21 squads
If over 21 and ready, train with senior CC squad
Eligible for Emerging Squad; continue playing for clubs if not in a professional squad
They MUST get exposure in the Currie Cup qualifiers if the required standards are met.
.
Slide79
79
The Costs
.
Slide80
80
Thank You