Level 3 NVQ in Sports Development ( )

Transcription

1 Level 3 NVQ in Sports Development ( ) Standards and assessment requirements 500/1438/9 October 2006 Version 1.0

2 About City & Guilds City & Guilds is the UK s leading provider of vocational qualifications, offering over 500 awards across a wide range of industries, and progressing from entry level to the highest levels of professional achievement. With over 8500 centres in 100 countries, City & Guilds is recognised by employers worldwide for providing qualifications that offer proof of the skills they need to get the job done. City & Guilds Group The City & Guilds Group includes ILM (the Institute of Leadership & Management) providing management qualifications, learning materials and membership services and NPTC (National Proficiency Tests Council) which offers land-based qualifications. City & Guilds also manages the Engineering Council Examinations on behalf of the Engineering Council. Equal opportunities City & Guilds fully supports the principle of equal opportunities and we are committed to satisfying this principle in all our activities and published material. A copy of our equal opportunities policy statement Access to assessment and qualifications is available on the City & Guilds website. Copyright The content of this document is, unless otherwise indicated, The City and Guilds of London Institute 2005 and may not be copied, reproduced or distributed without prior written consent. However, approved City & Guilds centres and learners studying for City & Guilds qualifications may photocopy this document free of charge and/or include a locked PDF version of it on centre intranets on the following conditions: centre staff may copy the material only for the purpose of teaching learners working towards a City & Guilds qualification, or for internal administration purposes learners may copy the material only for their own use when working towards a City & Guilds qualification the Standard Copying Conditions on the City & Guilds website. Please note: National Occupational Standards are not The City and Guilds of London Institute. Please check the conditions upon which they may be copied with the relevant Sector Skills Council. Publications City & Guilds publications are available on the City & Guilds website or from our Publications Sales department at the address below or by telephoning +44 (0) or faxing +44 (0) Every effort has been made to ensure that the information contained in this publication is true and correct at the time of going to press. However, City & Guilds products and services are subject to continuous development and improvement and the right is reserved to change products and services from time to time. City & Guilds cannot accept liability for loss or damage arising from the use of information in this publication. City & Guilds 1 Giltspur Street London EC1A 9DD T +44 (0) F +44 (0) enquiry@cityandguilds.com

3 Level 3 NVQ in Sports Development ( ) Standards and assessment requirements October 2006 Version 1.0

4 This page is intentionally blank Level 3 NVQ in Sports Development (4834) 2

5 Contents 1 Introduction 5 2 The Sector Skills Council and the National Occupational Standards 6 3 Candidate entry and progression 9 4 Centre resource requirements 10 5 Assessment method requirements 11 6 Roles and occupational expertise requirements 13 7 Recording assessment and evidence 15 8 The qualification structure and standards 16 9 About the standards The National Occupational Standards, unit evidence requirements, and sports development knowledge and understanding specification (A323) Manage your own resources and professional development (MSC A2) (A322) Provide leadership in your area of responsibility (MSC B6) (C27) Ensure the health, safety, welfare and security of customers and staff (A12) Contribute to change through implementing and reviewing strategy and policy (D210) Promote equality and diversity in sport and physical activity (D61) Facilitate community-based sport and physical activity (D62) Support the development of sport and physical activity in education (C33) Work with others to improve customer service (ICS Level 3, unit 3) (A319) Recruit, select and keep colleagues (MSC D3) (A324) Develop productive working relationships with colleagues (MSC D1) (A320) Allocate and monitor the progress and quality of work in your area of responsibility (MSC D6) (A321) Provide learning opportunities for colleagues (MSC D7) (A21) Support the efficient use of resources (A41) Manage information for action (B227) Contribute to evaluating, developing and promoting services (B229) Plan and organise services (A44) Manage a Project (MSC F1) (D211) Contribute to the prevention and management of abusive and aggressive behaviour (DANOS AB3 Skills for Health) (D212) Recognise indications of substance misuse and refer individuals to specialists (DANOS AA1 Skills for Health) (A211) Apply for external funding for sport and physical activity (A325) Lead and motivate volunteers (VSNTO D2) (A326) Involve, motivate and retain volunteers (VSNTO B2) 138 Appendix 1 Value Statements 144 Appendix 2 Key and Core skills mapping 146 Appendix 3 Management Standards Centre (MSC) Guidance Level 3 NVQ in Sports Development (4834)

6 This page is intentionally blank Level 3 NVQ in Sports Development (4834) 4

7 1 Introduction About this document This document provides details that centres and candidates will need in order to assess, verify and collect evidence for this NVQ qualification and includes: the requirements for occupational competence for all those involved in the assessment process the assessment methods and requirements the national occupational standards and unit evidence requirements progression routes. Other sources of essential information This document has been designed to be used with the City & Guilds NVQ Guide which is made up of: Centre guide containing information specifically for centres (EN ) Candidate guide containing information specifically for candidates (TS ) Recording forms containing a set of recording forms that centres and candidates to use for recording assessments and evidence. (TS ) Visit the City & Guilds website ( for the latest versions of these documents. There are also other City & Guilds documents which contain the latest information regarding the assessment of NVQs: Providing City & Guilds qualifications a guide to centre and qualification (scheme) approval Ensuring quality - containing updates on assessment and policy issues City & Guilds centre toolkit additional information on running City & Guilds qualifications is given in a CD-ROM, which links to the internet for access to the latest documents, reference materials and templates. Details of general regulations, registration and certification procedures, including fees, are included in the City & Guilds Directory of qualifications. This information appears on the online qualification administration service for City & Guilds approved centres, the Walled Garden, at If there are any differences between the N/SVQ Centre Guide or the N/SVQ Candidate Guide and this Standards and Assessment Requirements document, this document has the more up-todate information. 5 Level 3 NVQ in Sports Development (4834)

8 2 The Sector Skills Council and the National Occupational Standards Background to the National Occupational Standards (NOS) development The National Occupational Standards (NOS) were developed specifically to meet the needs of those working in supervisory or leadership roles in the Sports Development sector. SkillsActive have consulted with the National Association for Sports Development (NASD), Sport England, governing bodies, employers and educators to ensure that the NOS and this NVQ meet the needs of sports development staff working in different types of organisations and with different client types. They replace the previously available Level 3 NOS in Operations and Development Unit numbering Throughout this document, each unit is allocated two numbers. The first number, (101/A323) is that used by City & Guilds and is the number centres will need for City & Guilds administration purposes. The second number in the left column is the number allocated to the unit by SkillsActive (101/A323). A third number is included, for the units imported from other SSBs, which is the number which appears in brackets at the end of the title (MSC A2). Apprenticeship framework The Level 3 NVQ in Sports Development is part of the SkillsActive Apprenticeship Framework. Full details of the current framework and requirements are available from SkillsActive (contact details on page 6). Contacting the Standards Setting Bodies The Sector Skills Council (SSC) responsible for having developed the National Occupational Standards (NOS) on which this NVQ is based is: Name of SSC SkillsActive Address Castlewood House New Oxford Street London WC1A 1PX. Telephone Fax skills@skillsactive.com URL Level 3 NVQ in Sports Development (4834) 6

9 Imported units The following units in this N/SVQ have been imported from the National Occupational Standards (NOS) developed by other SSCs and Standards Setting Bodies (SSBs): Name of SSB Institute of Customer Service (ICS) Address Castle Court St Peter s Street Colchester Essex CO1 1EW Telephone Fax enquiries@icsmail.co.uk URL Unit: 104/C33 Work with others to improve customer service (ICS Level 3 Unit 3) Name of SSB Management Standards Centre (MSC) Address 3rd Floor Hayward's Place London EC1R 0EQ Telephone Fax management.standards@managers.org.uk URL Units: 101/A323 Manage your own resources and professional development (MSC A2) 102/A322 Provide leadership in your area of responsibility (MSC B6) 415/A319 Recruit, select and keep colleagues (MSC D3) 106/A324 Develop productive working relationships with colleagues (MSC D1) 417/A320 Allocate and monitor the progress of work in your area of responsibility (MSC D6) 416/A321 Provide learning opportunities for colleagues (MSC D7) 113/A41 Manage a project (MSC F1) Name of SSB Skills for Health Address 2nd Floor Goldsmith s House Broad Plain Bristol BS2 0JP Telephone Fax office@skillsforhealth.org.uk URL 7 Level 3 NVQ in Sports Development (4834)

10 Units: 117/D211 Contribute to the prevention and management of abusive and aggressive behaviour (DANOS AB3 Skills for Health) 118/D212 Recognise indications of substance misuse and refer individuals to specialists (DANOS AA1 Skills for Health) Name of SSB UK Workforce Hub (Voluntary and Community Sector) Address Regents Wharf 8 All Saints Street London N1 9RL Telephone Fax vsnto@ncvo-vol.org.uk Units: 120/A325 Lead and motivate volunteers (VSNTO D2) 121/A326 Involve, motivate and retain volunteers (VSNTO B2) Level 3 NVQ in Sports Development (4834) 8

11 3 Candidate entry and progression Candidate work role requirements This NVQ is for those working in a range of Sports Development roles typically at supervisory or first line manager level. The NVQ in Sports Development can be attained by staff working in a range of sports development roles within organisations such as local authorities, leisure centres, private gyms and sports clubs, schools and colleges, voluntary and community groups. Candidate entry requirements There is no prescribed recommended knowledge, attainment or experience needed to gain access to this qualification. It is recommended that potential candidates are initially assessed on entry, so that levels of literacy, numeracy, communication skills and sector understanding can be determined. This initial assessment should consider previous qualifications and practical experience. Otherwise, there are no formal entry requirements for candidates undertaking this qualification; however centres must ensure that candidates have the potential and opportunity to gain evidence for the qualification in the work place. Although not a requirement of entry, the Level 2 NVQ in Operational Services is excellent prior preparation for the Level 3 NVQ in Sports Development, as is the Level 2 NVQ in Activity Leadership. For funding purposes, centres are reminded that candidates should not be entered for a qualification of the same type, level and content as that of a qualification they already hold. Age restrictions This NVQ is not approved for the use of those who are under 16 years of age. Progression routes Candidates have several options for progression from the NVQ Level 3 in Sports Development. Some may complete the additional assessments for Key Skills and the technical certificate required for the SkillsActive Advanced Apprenticeship. Candidates, could progress to the Level 4 NVQ in Operations and Development, or to the City & Guilds Level 4 Higher Professional Diploma in Sport and Recreational Management. Alternatively, candidates may opt to progress to generic management qualifications, such as the NVQs in Management which are available from Levels 3 to 5, or to one of a range of shorter management Certificates and Diplomas offered by the Institute of Leadership and Management (ILM), such as the Level 3 Certificate in First Line Management. Further details of all Sport and Recreation and ILM qualifications are available on the City & Guilds website ( 9 Level 3 NVQ in Sports Development (4834)

12 4 Centre resource requirements In addition to the resources required for centre approval some NVQ schemes have requirements with which centres must comply: Time constraints It is estimated that a Level 3 qualification will be completed within three years from registration. Registration period Please check the Directory of qualifications for the latest information on length of registration and the last registration and certification dates. Where the period of access to assessment offered by a centre is less than the period covered by the candidates registration with City & Guilds, centres must ensure that this is understood by the candidates. Level 3 NVQ in Sports Development (4834) 10

13 5 Assessment method requirements This guidance is based on and amplifies the assessment strategy SkillsActive developed for the Level 3 NVQ in Sports Development. External quality control External quality control is provided by the usual City & Guilds external verification process which includes the use of the electronically scannable report form which is designed to provide an objective risk analysis of individual centre assessment and verification practice. SkillsActive, the Sector Skills Council for Active Learning and Leisure, holds an Awarding Body Forum which, as part of its remit, will consider standardisation and implementation issues identified via the external verification process. Imported units The following units have been imported from other qualifications. Candidates who have already achieved these units as part of another qualification do not have to repeat them, and may use them towards the NVQ in Sports Development. 101 (A323) Manage your own resources and professional development (MSC A2) 102 (A322) Provide leadership in your area of responsibility (MSC B6) 104 (C33) Work with others to improve customer service (ICS Level 3, unit 3) 415 (A319) Recruit, select and keep colleagues (MSC D3) 106 (A324) Develop productive working relationships with colleagues (MSC D1) 417 (A320) Allocate and monitor the progress and quality of work in your area of responsibility (MSC D6) 416 (A321) Provide learning opportunities for colleagues (MSC D7) 113 (A44) Manage a project (MSC F1) 117 (D211) Contribute to the prevention and management of abusive and aggressive behaviour (DANOS AB3 Skills for Health) 118 (D212) Recognise indications of substance misuse and refer individuals to specialists (DANOS A11, Skills for Health) 120 (A325) Lead and motivate volunteers (VSNTO D2) 121 (A326) Involve, motivate and retain volunteers (VSNTO B2) Accreditation of Prior Experience and Learning (APEL) Candidates should produce most of their evidence from activities in their workplace, to show they consistently meet the standards. In the case of some units, assessors and verifiers should take account of the fact that opportunities for the candidate to generate evidence will be rare and therefore it will be acceptable to use historical evidence produced before the candidate has actually registered for the NVQ. However, this evidence should not be drawn from more than two years before the particular unit is assessed and should be validated as being authentic. Performance evidence requirements The NVQ in Sports Development is not intended as a snapshot of the candidate s work, but rather a qualification that shows the candidate meets the standards consistently. It is expected that the candidate s evidence will show that they meet this standard on at least two occasions when the assessor is present and that evidence is also available to indicate the standard is met on occasions when the assessor is not present. These assessment occasions should be separated by a 11 Level 3 NVQ in Sports Development (4834)

14 reasonable period of time sufficient to infer consistent practice. SkillsActive recommend that these occasions are separated by at least two months. Usually evidence of candidate performance will be derived from assessor observation and/or testimony from an expert witness of the candidate carrying out work activities in the workplace. Detailed additional guidance (the Evidence Requirements), is provided on a unit basis for the use of this and other acceptable assessment methods. Whilst the NVQ is broken down into separate units, the work of the sports development candidate is not. This means that as the sports development candidate does their job they will generate evidence across a number of NVQ units. Using this evidence for all the units it relates to is part of Holistic Assessment. Many of these units cover inter-related responsibilities, for example, units 101/A323, 102/A322, 114/D210, 103/C27, and either 122/D61 or 123/D62, and much of the naturally occurring evidence for these is likely to come from observing the candidate going about their normal day-to-day activities in an active leisure environment. For this reason, it is strongly recommended that, if the candidate is attempting the whole NVQ that inter-related units are assessed together in a holistic manner. In other words, when assessor visits and meetings occur, the assessor is strongly advised not to consider evidence on separate occasions for each of these units, but to visit the sport development location, consider the candidate s work and identify how the evidence the candidate generates matches the requirements of all five of these units. Separate assessments for each of these units should only be necessary if the candidate is not attempting the whole of the NVQ or SVQ, but seeks unit accreditation only. If more than one unit is being attempted, opportunities should also be sought for a holistic approach. Knowledge evidence requirements A Sports Development knowledge and understanding Specification is provided for this NVQ (Section 10). In addition, detailed guidance on the assessment of knowledge and understanding is provided in the Evidence Requirements section of each unit. Simulation Simulation is allowed in some of the units in this qualification. The Evidence Requirements clearly state when simulation may be used in a unit. The overarching principle to be applied to units identified as suitable for simulation is that it should only be undertaken in a minority of cases where there is a high risk to the security or safety of the candidate, individuals, key people in their lives and others the opportunity to present evidence from work-based practice happens infrequently and therefore insisting that candidates wait for such an occurrence would be unreasonable or create blockages in the assessment system and might carry the risk of de-motivating candidates there would otherwise be a breach of confidentiality or privacy. Units imported from the Management Standard Centre (MSC) In addition to the general guidance above, centres should note that the evidence requirements for the MSC units are in a different format to the rest of the units in this Level 3 NVQ in Sports Development. The MSC has produced guidance on the evidence requirements for the units imported from the MSC standards. This guidance is at Appendix 3, and should be read in conjunction with the MSC units. Level 3 NVQ in Sports Development (4834) 12

15 6 Roles and occupational expertise requirements Assessors Assessors should: Hold the Assessor units A1/A2 (or the former D32/33) of the Employment National Training Organisation standards. New assessors should have a clear action plan for achieving unit A1/A2. An assessor or verifier who has gained certification must support assessment decisions by assessors who are still working towards certification. Provide evidence of recent experience and competence in the occupational area to the level of the qualification(s) they wish to assess. o Have worked in a relevant sports development context for two years full time or equivalent eg as a sports development manager or National Governing Body manager. o Hold an appropriate sport and recreation qualification (eg a N/SVQ at Level 3 or above) OR a related HND/ a related degree / a related qualification from the NQF at Level 3 or above or from the SCQF at Level 8 or above. Provide evidence of knowledge, understanding and application of the National Occupational Standards with the Assessment Specification. Provide evidence of knowledge, understanding and support of the relevant Sport and Recreation value statements and how they are applied in assessment. Demonstrate a commitment to uphold the integrity of the National Occupational Standards and prevent their misuse. Provide evidence of their ability to maintain occupational competence and to participate in assessor training initiatives for continuous professional development. Witnesses SkillsActive and City & Guilds recognise that for the assessment of workplace performance to be as natural and efficient as possible, the use of witness testimony should be encouraged, and has a crucial role in the collection of evidence. Witnesses must be fully briefed and clear about the purpose and use of the testimony. Any relationship between the witness and candidate should be declared and noted by the assessor and the external verifier/awarding body informed. Witnesses must be able to demonstrate that they have the necessary expertise in the relevant area and their testimony should: be specific to the activities or product give a brief description of the circumstances of the observation give a brief description of the background of the witness and the observed activity identify the aspects of competence demonstrated. The assessor should carefully note this information. 13 Level 3 NVQ in Sports Development (4834)

16 There are no specific occupational expertise requirements for witnesses. Witness testimony can provide evidence to establish consistency in a candidate s practice and/or to evidence events which are difficult to plan to observe. In order that the assessor may make an informed judgement about the contribution of the witness testimony to the overall evidence presented for a unit or qualification, a statement of the witness status should be included in the candidate s portfolio of evidence. This can be done by using the Witness Status list (form N/SVQ5) or including it as part of the witness testimony itself. The statement should indicate the relationship between the candidate and the witness and should enable the assessor, by defining the role that the witness has played in the gathering of evidence (ie as colleague, worker from another organisation) to judge the extent of the witness knowledge of the National Occupational Standards and understanding of the work roles involved. Please note: The use of witness testimony from relatives or those with whom the candidate has a significant personal relationship is not acceptable. Internal verifiers Internal verifiers should: Hold the Internal Verifier unit V1 (or the former D34) of the Employment National Training Organisation standards. It is also recommended that they should hold the Assessor units A1/A2 (or the former D32/D33). [New internal verifiers should have a clear action plan for achieving unit V1]. Provide evidence of recent experience in the occupational area. o Have worked in a relevant sports development context for two years full time or equivalent. (eg as a sports development manager or National Governing Body manager. o Hold an appropriate sport and recreation qualification (eg a N/SVQ at Level 3 or above) OR a related HND/ a related degree / a related qualification from the NQF at Level 3 or above or from the SCQF at Level 8 or above. Provide evidence of knowledge, understanding and application of the National Occupational Standards with the Assessment Specification. Provide evidence of knowledge, understanding and support of the relevant Sport and Recreation Values Statements. Demonstrate a commitment to uphold the integrity of the National Standards and prevent their misuse. Provide evidence of their ability to maintain occupational competence and to participate in IV/assessor training initiatives for continuous professional development. Continuous Professional Development requirements City & Guilds expects all those with formal roles in the assessment or verification process to participate in a minimum of two CPD activities per annum. This can be to update either vocational skills / knowledge or assessment/verification skills/knowledge. Level 3 NVQ in Sports Development (4834) 14

17 7 Recording assessment and evidence Recording forms to use City & Guilds has developed a set of recording forms including examples of completed forms, for new and existing centres to use as appropriate (see NVQ Guide for centres and candidates - Recording forms, available on the City & Guilds website). Although it is expected that new centres will use these forms, centres may devise or customise alternative forms, which must be approved for use by the external verifier, before they are used by NVQ candidates and assessors at the centre. City & Guilds also endorses the electronic recording systems Quick Step and Paper Free. Please note: The Level 3 NVQ in Sports Development uses different terminology from the generic recording forms. Differences in this qualification are as follows: performance criteria is what you must do range is what you must cover knowledge and understanding is what you must know and understand. Please also see the notes on different types of units in section 9 of this document. Amendable (MS Word) versions of the forms are available on the City & Guilds website. 15 Level 3 NVQ in Sports Development (4834)

18 8 The qualification structure and standards Qualification structure To gain the Level 3 NVQ in Sports Development, candidates must complete: all five mandatory units four optional units (at least one optional unit must be taken from Option Group 1; the rest may be taken from Option Group 1 or 2) and cover the Sports Development Knowledge Specification requirements. Mandatory units City & Guilds unit number SSC unit number 101 A323 Unit title Manage your own resources and professional development (MSC A2) 102 A322 Provide leadership in your area of responsibility (MSC B6) 103 C A12 Ensure the health, safety, welfare and security of customers and staff Contribute to change through implementing and reviewing strategy and policy 114 D210 Promote equality and diversity in sport and physical activity Option Group 1 City & Guilds unit number SSC unit number Unit title 122 D61 Facilitate community-based sport and physical activity 123 D62 Support the development of sport and physical activity in education Level 3 NVQ in Sports Development (4834) 16

19 Option Group 2 City & Guilds unit number SSC unit number 104 C33 Unit title Work with others to improve customer service (ICS Level 3, Unit 3), (MSC F8) 415 A319 Recruit, select and keep colleagues (MSC D3) 106 A A320 Develop productive working relationships with colleagues (MSC D1) Allocate and monitor the progress and quality of work in your area of responsibility (MSC D6) 416 A321 Provide learning opportunities for colleagues (MSC D7) 107 A21 Support the efficient use of resources 111 A41 Manage information for action 412 B227 Contribute to evaluating, developing and promoting services 112 B229 Plan and organise services 113 A44 Manage a project (MSC F1) 117 D D212 Contribute to the prevention and management of abusive and aggressive behaviour (DANOS AB3, Skills for Health) Recognise indications of substance misuse and refer individuals to specialists (DANOS AA1, Skills for Health) 119 A211 Apply for external funding for sport and physical activity 120 A325 Lead and motivate volunteers (VSNTO D2) 121 A326 Involve, motivate and retain volunteers (VSNTO B2) 17 Level 3 NVQ in Sports Development (4834)

20 9 About the standards Styles and formats of the units and evidence requirements The Level 3 NVQ in Sports Development contains several units which have been imported from other national occupational standards (NOS). As different standard setting bodies have used different methods to produce their NOS, there is some variation in the style, format and language used within the units within this qualification. The variations in the NOS in Section 10, are intentional. The units are reproduced here, in the format SkillsActive and the regulatory authorities have agreed for the purpose of this Level 3 NVQ in Sports Development. Although, there are minor variations in the formats and language used throughout the units, City & Guilds presents the units in a standard order in Section 10. The units are presented in the following order. Introductory rationale * Knowledge criteria - the what you must know and understand section * Performance criteria the what you must do section * Behaviour criteria (in the MSC units only) Range the what you must cover section Evidence requirements * Glossary of terms * common to all units. The evidence requirements are also presented in different formats. The evidence requirements for the MSC units only, are presented in tables. These should be read in conjunction with the guidance at Appendix 3. Value statements The SkillsActive Value Statement must be adhered to by assessors and candidates working towards the Level 3 NVQ in Sports Development. Please refer to Appendix 1 of this document. Availability of standards This Standards and Assessment Requirements document, which includes all of the units, evidence requirements and assessment guidance for this qualification, are downloadable from the City & Guilds website. ( Key and core skills Candidates completing this NVQ may also generate evidence towards the Key /Core Skills qualifications. SkillsActive have identified links between the NVQ and Key/Core Skills and details of this mapping are included at Appendix 2. Level 3 NVQ in Sports Development (4834) 18

21 10 The National Occupational Standards, unit evidence requirements, and sports development knowledge and understanding specification This section contains the units and evidence requirements for the Level 3 NVQ in Sports Development. The standards are presented in the following order: sports development knowledge and understanding specification mandatory units optional group 1 units optional group 2 units. This presentation means the units are not in a numerical order. 19 Level 3 NVQ in Sports Development (4834)

22 Sports Development knowledge and understanding specification This section contains the broad areas of knowledge and understanding that underpins Sports Development. To gain the NVQ, candidates must demonstrate their understanding of the areas covered by the specification. SkillsActive suggest that this knowledge is assessed with unit 122 (D61) or 123 (D62), which are dedicated Sports Development units. In addition to the Sports Development knowledge specification, candidates must also produce evidence to cover the what you must know and understand outcomes in each unit. 1 Structure of Sport in the UK Macro View o The structure and function of Govt departments and their relationship with Sports Councils. o The complex nature of key agencies and their relationship with each other (Sports Councils, CCPR, Youth Sport Trust, sports coach UK, British Olympic Committee, Sports Institutes). o Funding for sport (Exchequer, Sports Councils, Lottery, Sponsorship). Micro View o The structure and function of governing bodies & local authorities. o The local infrastructure and networking in sport. o Funding for sport (Local Government, Local Sports Councils, minor grants). 2 Sports development The history o The key interventions (or landmarks) that have impacted on the evolution of sports development (Wolfenden Report, the birth of the Sports Council, Action Sport, Compulsory Competitive Tendering, the birth of the National Coaching Foundation, the birth of Youth Sport Trust, National Lottery, Raising the Game, Sports Council re-structure, Best Value, the Government s Plan for Sport ). o The variety of definitions of sports development that have contributed to its complexity. o The models of sports development (the traditional sports development continuum, the modified continuum, the House of Sport). The purpose and outcomes o To initiate and manage a process of structural change in order to create pathways of opportunities for all individuals to achieve their potential through and in sport. Working in sports development o Relevant legislation (organisational, personal, employees, volunteers, participants). o The principles and processes of sports development in a variety of contexts (rural, urban, local authority, governing body, lone officer, part of a team, education, leisure). o The role of development professionals (generic, sport-specific, targeted). o Stakeholders (internal and external). o Planning for sports development (reflecting current practice). Level 3 NVQ in Sports Development (4834) 20

23 3 Sport and society The ways in which society affects sport and sport affects society. Social and sporting statistics (sports participation trends). The social and situational circumstances that affect participation (income, social class, social climate, social filters, opportunity). 4 Political dimensions The government agenda and policy o Modernising of the sporting landscape. o Equity issues (gender, ethnicity and disability). o Cross-cutting issues (health, education, crime prevention, social inclusion). o Evidence-based accountability. 5 Community development The importance of engaging the community. Developing the community through sport (achievement of other/wider policy objectives using sport as the medium). Developing sport in the community. Local community networks. 6 Club development The role of the club in local communities. The network within which the club operates. The ways in which clubs can be supported (capacity building, relevant training). 7 Facility development Facility audits and plans. Facilities specific to individual sports. How to influence facility development. Advising clubs on facilities and sources of funding. 8 Volunteer development The variety of roles undertaken by volunteers. The networks within which volunteers operate. The ways in which volunteers may be recruited, retained and developed. Managing volunteers (human resource motivation/reward). 9 Coach development Recruitment, retention and deployment of coaches. Management of coaches. Continuing professional development, uk coaching certificate and the range of appropriate courses. 10 Performance pathways The variety of performance pathways that exist at different levels and within different sports (local to national). The functional roles that individuals and organisations play in creating, developing and sustaining performance pathways. 21 Level 3 NVQ in Sports Development (4834)

24 11 Elite development Talent identification (systems and processes). Resources for the talented athlete (grants, equipment). Supporting the talented athlete (athlete, career, education). 12 Health and physical activity (well being) The meaning of health and physical activity in the context of sports development (i.e. Physical activity levels sufficient to achieve health benefits). Trends in physical activity levels and differences with age, gender and social class. The barriers to participation and the role of sports development professionals in the health and physical activity agenda. National targets (UK) to achieve a health benefit. Effective partnerships and grass roots development supported by national policies (UK dimension). The variety of intervention programmes designed to improve the health of the nation. Level 3 NVQ in Sports Development (4834) 22

25 101 (A323) Manage your own resources and professional development (MSC A2) Introduction This unit is about managing your personal resources (particularly knowledge, understanding, skills, experience and time) and your professional development in order to achieve your work objectives and your career and personal goals. You need to understand your work role and how it fits into the overall vision and objectives of the organisation whilst also understanding what is driving you in terms of your values and your career and wider personal aspirations. Identifying and addressing gaps in your skills and knowledge and understanding is an essential aspect of this unit. This unit is taken from the generic standards developed by the Management Standards Centre where it appears as unit A2. The unit is recommended for first line managers and others working at that level. What you must know and understand To be competent in this unit, you must know and understand the following: General knowledge and understanding K1 The principles which underpin professional development. K2 The importance of considering your values and career and personal goals and how to relate them to your job role and professional development. K3 How to evaluate the current requirements of a work role and how the requirements may evolve in the future. K4 How to set objectives which are SMART (Specific, Measurable, Achievable, Realistic and Time-bound). K5 How to identify development needs to address any identified gaps between the requirements of your work-role and your current knowledge, understanding and skills. K6 What an effective development plan should contain and the length of time that it should cover. K7 The range of different learning style(s) and how to identify the style(s) which work(s) best for you. K8 The type of development activities which can be undertaken to address identified gaps in your knowledge, understanding and skills. K9 How to identify whether/how development activities have contributed to your performance. K10 How to update work objectives and development plans in the light of performance, feedback received, any development activities undertaken and any wider changes. K11 How to monitor the quality of your work and your progress against requirements and plans. K12 How to evaluate your performance against the requirements of your work-role. K13 How to identify and use good sources of feedback on your performance. Sector specific knowledge and understanding K14 Industry/sector requirements for the development or maintenance of knowledge, skills and understanding and continuing professional development. Knowledge and understanding relevant to your organisation K15 The requirements of your work-role including the limits of your responsibilities. K16 The vision and objectives of your organisation. 23 Level 3 NVQ in Sports Development (4834)

26 K17 K18 K19 K20 K21 K22 K23 K24 K25 K26 Your own values and career and personal goals. Your personal work objectives. Your preferred learning style(s). Your current knowledge, understanding and skills. Identified gaps in your current knowledge, understanding and skills. Your personal development plan. Available development opportunities and resources in your organisation. Your organisation s policy and procedures in terms of personal development. Reporting lines in your organisation. Possible sources of feedback in your organisation. What you must do To meet the National Standard you must: 1. Evaluate, at appropriate intervals, the current and future requirements of your work-role taking account of the vision and objectives of your organisation. 2. Consider your values and your career and personal goals and identify information which is relevant to your work role and professional development. 3. Discuss and agree personal work objectives with those you report to and how you will measure progress. 4. Identify the learning styles which work best for you and ensure that you take these into account in identifying and undertaking development activities. 5. Identify any gaps between the current and future requirements of your work-role and your current knowledge, understanding and skills. 6. Discuss and agree, with those you report to, a development plan to address any identified gaps in your current knowledge, understanding and skills and support your own career and personal goals. 7. Undertake the activities identified in your development plan and evaluate their contribution to your performance. 8. Review and update your personal work objectives and development plan in the light of performance, any development activities undertaken and any wider changes. 9. Get regular and useful feedback on your performance from those who are in a good position to judge it and provide objective and valid feedback. 10. Ensure that your performance consistently meets or goes beyond agreed requirements. Behaviours You must show you are consistently: 1. Addressing multiple demands without losing focus or energy. 2. Recognising changes in circumstances promptly and adjusting plans and activities accordingly. 3. Prioritising objectives and planning work to make best use of time and resources. 4. Taking personal responsibility for making things happen. 5. Taking pride in delivering high quality work. 6. Showing an awareness of your own values, motivations and emotions. 7. Agreeing achievable objectives for yourself and giving a consistent and reliable performance. 8. Recognising your own strengths and limitations, playing to your strengths and using alternative strategies to minimise the impact of your limitations. 9. Making best use of available resources and proactively seeking new sources of support when necessary. 10. Reflecting regularly on your own experiences and using these to inform future action. Level 3 NVQ in Sports Development (4834) 24

27 Evidence requirements The evidence requirements for this unit are summarised in the following tables. The evidence requirements should be read in conjunction with the guidance in Appendix Level 3 NVQ in Sports Development (4834)

28 Outcomes O1 O2 O3 O4 O5 O6 Evidence of outcomes: possible examples of evidence Behaviours Knowledge and understanding General Industry specific Context specific Your evaluation of the current and future requirements of your work role, and your career and personal work objectives and your reflections on your values: job descriptions, records of appraisal or performance review meetings, work plans and objectives 2, 3, 4, 6, 7, 8 1, 2, 3, 5-1, 11 notes of conversations with managers and colleagues about their expectations 1, 2, 3, 5, 7, 8, 9 personal statement (reflections on your role and responsibilities, work objectives and values) 1, 2, 3, 5, 7, 8, 9 Assessment of your personal learning style and its implications: 1, 3, 5, 13-9, 12 2, 5, 7-1, 3, 4 reports from providers of assessment instrument 6, 8, 10 1, 7, 13-5 personal statement (reflection on implications of learning style for development activities) 6, 8, 9, 10 1, 7, 8-5, 9, 10 Assessment of your current knowledge, understanding and skills, and an analysis of how well these reflect the current and future requirements of your work role: qualification certificates and transcripts personality and skill inventory reports 8 1, 5 1 6, 7 records of appraisal or performance review meetings, and personal development plans and objectives 8 1, 5, 9, 10, 11, 12, 13 personal statement (reflections on the relationship between knowledge, understanding and skills and the requirements of your work role) 1 6, 7, 9, 10, 11, 12 8, 10 1, 5, 8, , 7, 9 witness statements from managers and other work colleagues 8, Level 3 NVQ in Sports Development (4834) 26

29 Outcomes O7 Evidence of outcomes: possible examples of evidence Behaviours Knowledge and understanding General Industry specific Evidence of having undertaken training and development activity to meet identified development needs and reflect preferred learning style: attendance certificates 9 1, 7, post-course evaluation reports that you have written 10 1, Context specific personal statement (reflections on your learning and application of your learning to your work role) 9, 10 1, 7, 8, Records of feedback (both formal and informal) you have received on your performance and achievement of your objectives: O8 O9 O10 records of appraisal or performance review meetings 4, 5, 7 1, 10, 12, 13-1, 3, 4, 8, 11, 12 s, memos, notes or other records of informal feedback from others on your performance 4, 5, 7 1, 13-1, 4, 11, 12 work schedules or plans, outputs of proprietary or self-designed time planner systems (paper or electronic) 1, 2, 3, 4, 7, 10 3, 4, 10, 11-1, 4 witness statements (comments on your work performance and achievement of objectives) 1, 2, 3, 4, 7, Level 3 NVQ in Sports Development (4834) 27

30 102 (A322) Provide leadership in your area of responsibility (MSC B6) Introduction The unit is about providing direction to people in a clearly and formally defined area or part of an organisation and motivating and supporting them to achieve the vision and objectives for the area. The area of responsibility may be, for example, a branch or department or functional area or an operating site within an organisation. This unit is taken from the generic standards developed by the Management Standards Centre where it appears as unit B6. The unit is recommended for first line managers and others operating at that level. What you must know and understand To be competent in this unit, you must know and understand the following: General knowledge and understanding K1 The fundamental differences between management and leadership. K2 How to create a compelling vision for an area of responsibility. K3 How to select and successfully apply different methods for communicating with people across an area of responsibility. K4 A range of different leadership styles and how to select and apply these to different situations and people. K5 How to get and make use of feedback from people on your leadership performance. K6 Types of difficulties and challenges that may arise, including conflict within the area, and ways of identifying and overcoming them. K7 The benefits of and how to create and maintain a culture which encourages and recognises creativity and innovation. K8 The importance of encouraging others to take the lead and ways in which this can be achieved. K9 How to empower people effectively. K10 How to select and successfully apply different methods for encouraging, motivating and supporting people and recognising achievement. Sector specific knowledge and understanding K11 Leadership styles common in sport and recreation. K12 Legal, regulatory and ethical requirements for leading people in sport and recreation. Knowledge and understanding relevant to your organisation K13 Your own values, motivations and emotions. K14 Your own strengths and limitations in the leadership role. K15 The strengths, limitations and potential of people that you lead. K16 Your own role, responsibilities and level of power. K17 The vision and objectives of the overall organisation. K18 The vision, objectives, culture and operational plans for your area of responsibility. K19 Types of support and advice that people are likely to need and how to respond to these. K20 Leadership styles used across the organisation. 28 Level 3 NVQ in Sports Development (4834)

31 What you must do To meet the national standard you must: 1 Create a vision of where your area is going and clearly and enthusiastically communicate it, together with supportive objectives and operational plans, to the people working within your area. 2 Ensure that people working within your area understand and can see how the vision, objectives and operational plans link to the vision and objectives of the overall organisation. 3 Steer your area successfully through difficulties and challenges, including conflict within the area. 4 Create and maintain a culture within your area which encourages and recognises creativity and innovation. 5 Develop a range of leadership styles and select and apply them to appropriate situations and people. 6 Communicate regularly, making effective use of a range of different communication methods, with all the people working within your area and show that you listen to what they say. 7 Give people in your area support and advice when they need it especially during periods of setback and change. 8 Motivate and support people in your area to achieve their work and development objectives and provide recognition when they are successful. 9 Empower people in your area to develop their own ways of working and take their own decisions within agreed boundaries. 10 Encourage people to give a lead in their own areas of expertise and show willingness to follow this lead. 11 Win, through your performance, the trust and support of people within your area for your leadership and get regular feedback on your performance. Behaviours You must show you are consistently: 1 Articulating a vision that generates excitement, enthusiasm and commitment. 2 Creating a sense of common purpose. 3 Taking personal responsibility for making things happen. 4 Making complex things simple for the benefit of others. 5 Encouraging and supporting others to take decisions autonomously. 6 Acting within the limits of your authority. 7 Making time available to support others. 8 Showing integrity, fairness and consistency in decision-making. 9 Seeking to understand people s needs and motivations. 10 Modelling behaviour that shows respect, helpfulness and co-operation. 11 Encouraging and supporting others to make the best use of their abilities. Level 3 NVQ in Sports Development (4834) 29