employers

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Managing Coaches: Understanding 'employers‘ responsibilities’ Slide 1

Session outline • Presentation (20mins) • Tools/ guidance to support (15mins) • Open Q & A (15mins)

Slide 2

Coach Manager PRIDDR Process Planning Strategic and operational

Retention Ongoing development and relationship building

Recruitment of sports coaches

Deployment of sports coaches to deliver

Induction of sports coaches

Development (for deployment)

Slide 3

General comments No a simple answers Information is factual - In the main it is clear... - Based on Case Law (some grey areas) - HMRC inspectors provide case by case guidance

So what are the decision options you have? We are not HMRC or employment lawyers!!! But......!

Slide 4

Have you reflected on? What is your understanding of What coaching is? What coaches do? Who they can contribute to participants achieving their goals?

Slide 4

Planning:

CDM

Qualifications and standards Be aware of: • UKCC qualification endorsement • Minimum Standards for Deployment • Needs of the participant and the program

Slide 5

MSD +

Qual D

Planning:

Workforce Auditing • Available support resources • Coaching Workforce Auditing • Key issues are: • Know the current workforce • Be aware of supply v demand • Identify recruitment options & partners

• Data Fields Paper (recommendations) • What are your join up strategic plans? • Research available: • Sport Coaching in the UK III • Coaching Tracking Survey

Slide 6

Planning:

Know the type of Coach you need?

Slide 7

Planning:

Which markets are you servicing? 1. BUCS competition squads 2. University wider competition population

1. 2. 3. 4. 5.

Slide 7

3. University wider recreation population 4. Wider community clubs / performance athletes 5. Wider community introductory programmes

Guided

Decision #1:

Recruitment options Demand for coaches (what are your participants’ needs?)

Supply of coaches (what coaches have you already got?)

Audit and identify the gaps

Recruitment options 1. current coach 2. inactive coach 3. new coach

Slide 8

Coaches

Decision #2:

Employment v Deployment • Two options: • Employment (Contract of Service) • Deployment (Contract for Service)

Employer/Deployer

Deployer

Deployer

1

2

Employer

Employee

V

Employee

Activity 1 Activity 1

Slide 9

Activity 2

Activity 1

Activity 1

Decision #3:

Getting the balance right • Contract for... Contract of...

Service

• Be aware of the choices to be made and the impact they have • What is important to you? To your organisation? • Which option is best for you?

Responsibility

Control

Liability

Slide 10

Employment considerations General Employed coach: advantages outweigh the disadvantages: - Advantages include control over how services are delivered, what standards and expectations are set. - Disadvantages include responsible for support, management and development of employees, - Possible provision of staff benefits and CPD opportunities.

Self-employed coach: May be more flexible: - Advantage where not enough work to justify a permanent post. - Disadvantage of reduced control and fewer opportunities to influence how services are delivered. - Engaged to undertake a specific task/service - Deciding what is to be done and how it is to be achieved

Slide 11

Decisions #4:

Nature of the Contract for or of service Contract Of... Relates to a person in employment On the payroll Has employment rights Provided a statement of employment within two months of starting Works under the terms and conditions of their contract

Slide 12

Contract For... Relates to a person who is self-employed and who provides a service Not on payroll but rewarded for completing the service No entitlement to employment rights provided to employees Registered as Selfemployed is not an indicator

Spectrum of employment

Slide 13

Consider this...

Part time employment? Important...! Same statutory employment rights as other employees No minimum hours to qualify for employment rights Receive the same rights of pay as full-time employees Not excluded from training Holiday entitlement pro rata Access to career break schemes, contractual and parental leave etc Not be treated less favourably when workers are selected for redundancy

Slide 14

Consider this...

Self-employed / Deployed 3rd party Important.... A defined task/service What standards/expectations your want Details of when, where, duration etc are discussed Agreement over equipment Able to hire others to do the work or at their expense. Flexibility on where, when and how to do the work (unless agreed) Paid an agreed fixed price & they retain a profit and cover any loss.

Slide 15

Consider this...

Self-employed / Deployed 3rd party Important.... Self-employment is not a status for life! - A worker may work for the same organisation on two different jobs - One may be classified as self-employment and another as employment

Paying your own NI and Tax is not evidence of Selfemployment Worker must register (HMRC) if they’re self-employed

Slide 16

However... Pay.... What kind of service are you wanting to provide? Payments to coaches... Research indicates... Average

Range

All Coaches

£16.32

£1-£80

Part-time coaches

£16.02

£1 - £80

Full-time coaches

£19.17

£15 –£25

Sport coaching in the UK III, sports coach UK (2011)

Slide 17

However... Retention Coaches leaving the industry - 69% leave for Personal reasons (family, work, education etc) - 34% leave for system reasons (lack of support or opportunities)

Of which

Reasons for leaving Lack of support

9%

38%

53%

Lack of opportunity others

Coaching Tracking Survey Year III, sports coach UK (2011)

Slide 18

SO.... • What is the nature of the workforce that you want to have? • If coaches worked with money... Would they be:

• Cashiers on the tills? • A Bank advisor giving information on set products? • Financial advisor tailoring packages to meet your needs?

• Think of a ‘profession’ you admire? • Would your coaches fit in with this profile?

Slide 19

Tools and Guidance

Slide 20

Tools and guidance • HMRC FAQ papers

• Providing guidance on general questions

• Paper 1: Sept 2010

• focused on employment v self-employment

• Paper 2: April 2011

• Send questions to sports coach UK • Employment v Volunteers

Slide 21

Employment Status Tool http://www.hmrc.gov.uk/calcs/esi.htm

• HMRC web based tool • For use by employers • Filled in by the line-manager of the coach (Supported by HR/Personnel)

Slide 22

ESI from HMRC • Introductory page • Links to guidance ‘help’ pages • Series of questions • Leading to an answer that provides an indication of a workers employment status

Slide 23

Questions to establish employer status • Questions provide drop down options • Supporting guidance notes are available • Provides a view on employment or selfemployment status

24

Open Questions

Slide 25

Employment considerations General: Contract of employment Principal statement including your ‘s and your employer’s names job title (brief job description) Date you employment began Rate of pay and when you’re paid Hours of work Holiday entitlement When your employment will end (if not permanent)

Slide 4

Location of work sick pay arrangements notice periods disciplinary and grievance procedures information any collective agreements affecting your employment terms or conditions Pensions and pension schemes

Employment considerations General: Self-employed Personal service (choice of who does the work) No mutuality of obligation Right of control over what is done, how, when and where Right of substitution and engagement of helpers Provision of main items of equipment Financial risk, opportunity to profit with a fixed price set Addressing any unsatisfactory work in their time and expense Length of engagement Part and parcel of the organisation No access to employee-type benefits Right to terminate contract

Slide 4

Employment considerations General: 'fixed-term' What 'fixed-term' means the two conditions must apply you must have an employment contract with the business you work for your employment contract must be ‘fixed-term’, - meaning it must end on a particular date, after a certain event or on completion of a task

You have rights including - pay and conditions - same or equivalent benefits package - access to occupational (company) pension scheme (except perhaps where the fixed-term contract is for less than two years) - informed of permanent employment opportunities - protection against redundancy or dismissal

Slide 4

Employment considerations General: Casual or irregular workers Occasionally undertake work for a particular organisation but no obligation to offer or take on the work is implied (free choice) Accepting work, the contract describes the relationship as -

Casual - treat the same as a part-time worker freelance - Used with consultants undertaking a project for you zero hours - No set hours defined. Must be available for work

Sign the company's standard terms and conditions Expected to perform the work yourself The company will, -

Slide 56

Directly supervision/controls your work Deducts tax and National Insurance contributions Provides any tools, equipment or materials needed to undertake the work

Coach Development Model

Slide 57

Back

MSD Additional Training Back

Slide 33

Recruitment Options... Current coach

• Training needs • Career aspirations • Capacity & knock on effect

Recruitment options 1. A current coach 2. An inactive coach 3. Or a new coach

Inactive coach

• Recruitment & Induction • Employment options • Deployment considerations

New coach

• Recruitment • Employment options • Deployment considerations

Slide 14

Employment considerations General: Level of qualification What level of qualification are you looking for? UKCC Level 1 – Assisting in the delivery of planned sessions UKCC Level 2 – Planning and delivery of a series (4) sessions

UKCC Level 3 – Planning annual programmes (seasonal) UKCC Level 4 – Long term (4 year programme) planning

Slide 56

Back

Role of coaches within guided sport

Slide 56

Back

Delivery of guided hours by coaches

Slide 56