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Union Management - PowerPoint Presentation

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Union Management - PPT Presentation

Layout President Jannie Louw SeniorVice President Monte Engelbrecht CEO Riaan Vorster Financial Manager Gerrie Cloete Amateur Manager Mpho Matsaung Logan Namaqua ID: 561098

rugby players professional black players rugby black professional player clubs cup chairman district hpc programme talent predominantly club currie

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Slide1
Slide2

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 codesSlide33
Slide34

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%Slide37
Slide38
Slide39

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%Slide41
Slide42
Slide43
Slide44
Slide45

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%Slide46
Slide47
Slide48
Slide49

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