CHESTER FOOTBALL CLUB FIRST TEAM MANAGER QUALIFYING AND SELECTION CRITERIA APRIL 2016

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1 CHESTER FOOTBALL CLUB FIRST TEAM MANAGER QUALIFYING AND SELECTION CRITERIA APRIL 2016 Chester FC: Our Mission Statement: A financially sustainable community-focused football club, playing at the highest possible level in the English Pyramid

2 Background: Since its birth in 2010 Chester Football Club has enjoyed 3 consecutive championships and promotions and now competes in the Vanarama National League. Our long-term aim is to secure promotion for the Club back to the Football League. As a supporter-owned Club, we dare to be different in our approach and place our obligations to our members and our legacy to the continuation of football in the City of Chester and the surrounding areas as paramount The next phase of the development of the football club is an opportunity to reinforce the values that are vital and a prerequisite for a supporter-owned club. Potential candidates will be required to commit to all the values as indicated in the Mission Statement above, whilst recognising the significant differences that working in a supporter co-operative entails. At interview, candidates will be required to demonstrate their understanding of our model; their plans to improve existing functions and their long term buy-in to the ethos and values of the Club. Such key criteria need to be reinforced to give candidates the opportunity to show how they would respond to the challenges and opportunities that exist in a Club that is, for the most part, run and governed by volunteers and as a service to the community of Chester and the surrounding areas of West Cheshire and Deeside. Short-listed candidates will be required to demonstrate their compliance and experience in the following areas: 1) Football Management 2) Working with and managing people and budgets 3) Inclusive approach to the objectives of the club, including regular management reports to the elected board representatives 4) Embracing the ethos and principles of a supporter owned co-operative 5) Development of a Youth Academy system in conjunction with the elected Board and the Academy Head Coach, that is inclusive to all and which encompasses the existing Youth Academy, whist developing the project further to include the possibility of educational scholarships. 6) Active community focus to include the existing Community Trust; Schools; Colleges; Charities, the Club Chaplain and local and health authorities and other key stakeholders. 7) Respect: to set standards and lead by example and be a beacon of good practice by showing respect to all employees; volunteers; supporters ;sponsors; match-day officials etc.

3 Football Management: Managing a football club in a supporter owned cooperative presents a unique opportunity. It is completely different to working in an environment where a football manager is measured purely on results. Whilst progress on the pitch is clearly a key and important criterion, this will be measured alongside all the other Manager s set key objectives. In essence, this will mean that success on the pitch will not be seen as the sole criteria in the measurement of the Manager s success and our aim is for a programme of sustained and continuous improvement year on year. At interview, candidates will be asked to discuss their experience and successes as a manager, or coach, and how they would develop a support team around them that would complement their role as football manager. Working with people and managing budgets: The successful candidate will have experience in working with people in both a football and general management environment and be able to provide evidence to demonstrate this. The manager will be required to work with and adhere to the playing budget agreed by the Board. Any variations from the agreed budget can only be with the approval of the Board. The manager will carry personal responsibility for this and budget management will be a key performance criterion. Candidates will be asked to demonstrate how they would comply with this requirement and of their experience in budget management. An inclusive approach to management of the club and reporting arrangements: It is critical in any business environment that management have immediate awareness of the current state of the business and where the core business is football, regular updates are essential. The football manager will not be expected to work alone and will be supported. They will work with members of the Operational Board to ensure the clarity of purpose and such inclusive working will prevent undue stress and misunderstandings. The football manager will have staff who will report to them, particularly playing staff, coaches etc., however other roles will form part of the support structure that will need a cooperative approach, such as our full time employees and army of volunteers. A successful and inclusive relationship with the Chief Executive Officer; the General Manager; administration and finance staff; Safety Officer; Board Members etc is essential and the successful candidate will be measured against these relationship development criteria. The Football Manager will be required to provide an update to the Operational Board on a fortnightly basis and, as required, to attend at Board meetings on request.

4 At interview, candidates will be asked to confirm their agreement to the above and include any ideas or suggestions they may have to develop the reporting processes. Embracing the ethos and principles of a supporter-owned club: As previously described, working in a supporter-owned environment is, by definition, significantly different to other football club ownership models The club is owned by the fans and is run for the enjoyment and benefit of the communities we serve. Sustainability is our key operational priority. Our aim is to run the Club on the basis of fairness; financial prudence and integrity. We work with Supporters Direct, the umbrella organisation for supporter owned clubs, and we seek to provide a non-discriminatory environment of total inclusiveness and transparency. The successful candidate will be asked to demonstrate their understanding of our ownership model and an enthusiastic approach to embracing our ethos. Youth Development: In the last five years the development of youth football has taken place through the hard work and exceptional commitment of willing and very able volunteers. All age groups from mini soccer to under 18 s have been catered for and the professional approach has seen much success with some players promoted to the first team squad There is now a significant opportunity to revisit the Strategy for Youth Development at Chester Football Club; to review partnership possibilities with local educational establishments to develop educational scholarships. This would promote the club as an integral and valuable community partner in the development and wellbeing of young people within the area. This would be key to the development of the principles of inclusiveness and the furthering of our community objectives. Any new initiatives must, as part of the overall football strategy, include a commitment by the football manager to work with the existing Academy Head Coach and volunteers in an inclusive and open manner to further the aims of development of players from within the club, whilst adding value to the Community as a whole. At interview, candidates will be asked to discuss their ideas, suggestions and experience in the area of Youth Development. Community Focus: A unique point of difference with a supporter-owned football club is the priority it attaches to the community that it serves. By definition, the club has to be seen as an extension of the local community. We have the opportunity to further develop this potential and whilst the strategic plans for Youth development will form an important part of the work in this area, other areas for enhancement are equally important, particularly in relation to participation in sport and promoting healthy living.

5 At interview, candidates will be asked to demonstrate an understanding of the Club s community programme and how they would support and contribute to this. Respect: Our aim is to foster an environment where everyone at Chester Football Club is treated with the utmost respect and consideration. As a club, we could not survive without our Volunteers, whose roles span from stadium cleaning and maintenance to boardroom responsibilities. It cannot be over emphasised that volunteers are a precious resource who offer their time, skills and energy for sheer love of the club. We cannot value them highly enough. As a figurehead, the football manager and their playing and backroom staff have to be seen as models in terms of their behaviour towards all those who contribute to the Club, in whatever capacity. The Football Manager will be seen as a barometer of how we treat people. They are our public face and have a vital and significant responsibility to behave with respect and dignity at all times. The successful candidate will demonstrate the ability to promote and maintain player discipline and a poor record of discipline, through cautions and sending s-off will be seen as a failure to provide the standards that our club demands. Our expectations extend towards opposition players and match officials. At interview, candidates will be asked to demonstrate their experience in providing the means and the will to develop such an ethos of respect.