Conducting Coaching
Evaluations within
Education-based Athletics
Dr. David Hoch, CMAA
Director of Athletics - retired
April 27, 2012
MSADA Conference
Coaching Evaluations in
Education-based Athletics
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Education-based athletics
is a student-centered
philosophical concept
Involves educational, lifelong values & qualities
Winning is not ‘the only
or ultimate outcome!’
If winning isn’t Everything, what
Outcomes are more important?
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Life-long lessons: Perseverance,
teamwork, sportsmanship, etc.
Teachable moments; community
service
And coaches have direct contact
& impact with your athletes
Is this what you look for in
evaluations? Or is it
wins/loses?
What are the Goals or Philosophy of
your Program?
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What’s important to your
program? What type of coach do
you want?
Someone who buys into
Education-based Athletics
Qualities: Teacher, positive,
enthusiastic, encouraging, role
model …
This is what you evaluate
Or …is there a disconnect?
What about Winning?
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Coaches should plan, prepare & have
players strive to win
Winning based upon formula:
60-65% athletic ability
20-25% coaching
10-20% lack of injuries, realistic
schedule, weather & luck
Do you hire & evaluate for winning?
Or based upon Education-Based
Athletics?
Final word on Evaluating Coaches
based upon wins:
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Please read the NFHS
Report in the January 2011
issue of High School
Today, p. 1
Can’t find your copy, go
on-line:
http://www.nfhs.org/hstoday/
Part the Coach plays:
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Prepare athletes with sound
instruction – can evaluate this
Provide positive encouragement
– can evaluate this
Teach life-long values and skills
– can evaluate this
Promotes academics – can
evaluate this
Role model – can evaluate this
Important to Understand the Purpose
of the Evaluation Process
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It should not exist to only aid
in the termination of a coach
Detail an area which needs
improvement with specific
suggestions
Provide a blueprint for growth
& development
AND highlight positive
contributions – not wins!!!
Process vs. Instrument
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Evaluation form is merely the tool; often it is a
standardized document which you have to use
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Think Process: What is ultimately the goal
of the coaching evaluation?
What do you want to accomplish? Or … What
should you accomplish through the process?
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First Steps for Evaluations:
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Pre-season coaches’ meeting present
expectations; detailed agenda – copy
for accountability
Letter of Expectations for all coaches
– tailored & specific to your situation
Coaches’ Handbook, job description,
etc.
Specific written expectations for
‘challenging coaches;’ keep copy on
file
Explain Evaluation Process to
Coaches:
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Agenda item at pre-season coaches’
meeting
Thoroughly cover the purpose
Give rationale for a few of the items
on your form – give examples
Supply written examples if possible;
a matrix if you will
Goal – coaches understand & buy
into process. Not a threat!
During the Season
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Paper & pen in back pocket
Walk by/visit practice sessions
& games
Observe (like teacher’
observations) drill organization
Interaction with athletes
Is there ‘good activity?’
During the Season cont. …
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Look for positives; the
negatives will fall into your
lap
Make notes
Date & slip into seasonal
file
Memory will fade until you
write evaluation
Accountability and Documentation
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All coaches should be held
accountable; not a negative
concept
Documentation is a key
component
Especially important for a
challenging coach
Two types of problematic
coaches: Entrenched & High
Maintenance
Entrenched Coaches:
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May have winning seasons &
community support
Hasn’t changed or improved in
years
Status quo
Does not meet the needs of the
athletes & program
High Maintenance Coaches
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Relates poorly with athletes,
parents or other coaches
May be a disruptive force
Negligent with paperwork,
meetings & meeting deadlines
May be abusive with officials,
athletes …
Fails to follow policies &
procedures
Coach’s Checklist
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Quick & easy – write name &
date
Make photocopy for file!!!
Everyone occasionally forgets –
throw away at end of season
But for critical problems – you
have documentation
E-mail for Documentation
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To individuals – has time &
date
Distribution list – all coaches
Keep copy on file
Be careful of phrasing &
content – plan & proof read1st
Steps for your ‘Process:’
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All coaches do a self-evaluation; great
insight/start for conversation
Same form – may use “NA” where
appropriate
Head coaches evaluate assistants &
JV coach – same form
Extra information sheet: What have
you done for our athletes that I don’t
know about
Steps continued …
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As AD, read all forms – selfevaluation, by head coach
Review my notes from practices
& games
Combine into one final copy
On average – takes
approximately 2 hours per
coaching evaluation
Do you take Input from Athletes
and/or Parents?
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Philosophically, do you survey
athletes & parents?
A caution: Parental love
overrides logic & reason
Do athletes or parents have an
agenda or distorted perception?
Example of student evaluations
of college professors
Value of Narrative Section
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Fit recommended improvements for all
coaches in-between positive aspects
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Can’t give raises, but can praise!!!
Let coaches know you appreciate their
efforts
Use Extra Information Sheet!
Mention all the extra contributions or
accomplishments: completion of
coaching courses, help athletes with
college recruiting, …
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The Narrative & Challenging Coaches
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Be clear listing problems
Give specific recommendations
for improvements
Provide a time line for
improvements
Try to provide a common
ground incentive / goal:
Continuing in position
Remediation ideas
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Specific recommendations to help
coach improve
Required to take NFHS
Fundamentals of Coaching Course
Or … NFHS Engaging Effectively
with Parents Course & the free
Sportsmanship Course
Community College – Time
Management Course or Anger
Management
Shadow successful coach
To Meet or Not to Meet – that’s the
Question
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In past – scheduled 30 minute
meetings
With a coaching staff of 65 … do
the math
One coach suggested an
alternative – have followed it
since
Only meet if coach wants to meet;
or for the 2-3 which I ‘request’ a
meeting
Script for meeting with Challenging
Coach:
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Give copy to coach – keeps from
deviating from topics
IF coach raises new issues: “I’ll
make note of it & can discuss in
the future”
Script = preparation
Make notes on script & keep on
file!
Tips for Meetings with Difficult
Coaches:
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Focus on coach’s behavior /
problems & not personality
Calm & under control
Always remember purpose of
meeting
Involve 3rd party if needed
Rhetorical / Philosophical Question:
Do you evaluate differently for
positions impossible to fill?
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Some sports are next to
impossible finding coaches –
which in your area?
Are you as critical with these
positions?
If these coaches leave – what
do you do?
Use softer tone in evaluation?
At what point do you terminate?
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When health & safety of athletes may be
affected
When coach’s behavior affects the future of the
sport
When the image or reputation of the school /
athletic program are negatively affected
When you have exhausted every effort to help a
coach & there is no indication of attempts to
improve
Remember …
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Helping coaches to
develop and grow is our
responsibility
An evaluation process
provides the blueprint
Better coaches benefit
our athletes and
programs
If you have questions:
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E-mail:
[email protected]
Thank you and have a great
conference!