hp audit program

AUDIT SCHEDULE – HIGH PERFORMANCE PLAN DRAFT 1 – September 06

AUDIT SCHEDULE (DRAFT 1 September 19, 2006)

For

IRFU High Performance Plan2006/07 – 2011/12 Season

Compiled byIRFU High Performance ManagerSteve Anderson

High Performance MANAGER Steve Anderson 1


IRFU High Performance Program Guide 2006/07 – 2011/12

Audit Program – Why and How?

The IRFU now have several operational plans namely the High Performance Plan, National Skill Generic Program, National Tracking System. To ensure these plans are functional and active an ‘Audit Schedule’ will become a significant component to the overall high performance operation. Regular audits and review of our programs must be accepted as a component of these operations to qualify, quantify and regulate our work practices. Without this regulation during the implementation process significant error and inconsistency will occur between interpretation and delivery particularly at a ‘generic level’ of the player’s development. It is the intention of the Audit program to ensure that all generic principles of high performance and associated plans are devolved to the provinces in a manner that encourages fluidity within the confines of the high performance planning concepts and applications.

The Audit Schedule and relevant references to the High Performance Plan are included at the back of the document. Audit Templates and relevant procedures are to be documented using this template. It should be noted that this a draft only of the Audit Schedule for the High Performance Plan – a similar review process and schedule will be released in due course.

Process and Description:

1. The Audit process is quite simply a check on how and why we do our business and how can we continually improve our working environment to ensure excellence is guaranteed for our elite rugby athletes. Below I have outlined ‘how and why’ we can improve our HP program through a close monitoring process of our business – ‘audit processes. Central to this schedule are the following guidelines:

2. All provincial academies must conduct regular ‘in-house’ reviews and will undertake audits bi-annually that will be supervised by the HPU and nominated national team personnel. For the purpose of this exercise current national and HP staff have been provided Portfolio’s that cover a range of disciplines as outlined in the Skill Generic Program. Implementation of this program will be monitored though out our national teams, provincial academy structures and schools programs.

3. Regular internal reviews are to be conducted by academies / provinces to ensure programs and processes are accomplished in accordance with established guidelines (E.g. Skills Generic Plan which will be managed by a separate Review Schedule as distinct form the following Audit outline for the High Performance Plan)

4. The responsibility for the ‘corrective action’ rests with the relevant operator within the academy, provincial coaching structure etc as derived by the internal review or audit.

5. Corrective action will include action taken to preclude recurrence through formal ‘in-house’ or external training sourced by the HPU


AUDIT SCHEDULE – HIGH PERFORMANCE PLAN DRAFT 1 – September 066. High Performance Manager or HP Coordinator (Auditor) should ensure that the follow-up is complete

and if necessary, clarification/training is provided to prevent reoccurrence.

7. The Audit may decide the corrective action as “work in progress” or to be resolved at a later date, but that does not absolve the High Performance Unit, HP Coordinator, and Academy Manager etc of the responsibility of continuing to follow-up until the discrepancy is corrected.

8. The key to successful implementation of IRFU HP concepts and initiatives is to continually follow-up, monitor, review, assess, etc. Reviewing, reporting and documenting the findings of the reviews and audits are essential components to correcting and refining HP principles.

9. To service the Skills Generic Plan internal training by the HPU will commence this program whereby national staff (HP Coordinators) are exposed to both the HP programs and their roles as coordinators. This process will again be devolved throughout our provincial operators and national underage coaches etc. The High Performance Manager will provide suitable training initiatives that accommodate these functions of the Audit and Review process.

10. The National Tracking System will track and chart ‘audit’ problems as documented by the HP Coordinators ensuring follow-up audits are completed and eventually closed out. This will provide a readily accessible means of determining where an audit status might be at any given time.

AUDIT PROGRAM CHECKLIST

The below outline/ checklist provides a quick reference check through various questions on the Audit process and the process should function.

AUDIT PROGRAM QUESTIONS?

Is a schedule established to ensure all work centers (E.g. Provincial Academy, National under Age Team, HP Plan, and Skill Generic Program etc) and programs are audited within established time frames? The schedule is to be published on the IRFU Website and hold prominent position in the High Performance Plan, Skill Generic Plan Academy Plan etc and be accessible to all national coordinators via national tracking system?

Does the HP Plan provide a listing of audited programs and the HP Coordinator / monitors etc to be checked?

Are internal audits conducted when a suspected deficiency exists in a specific work center, program etc?

Are audit files maintained for one year (Including corrective actions, follow-up notations, and accompanying comments?)?

Does HPU conduct provincial, academy etc audits at designated intervals to evaluate the over all quality of each provincial performance? Does HPU conduct Program audits annually?

Does HPU conduct and document follow-ups to ensure that the relevant Auditee has taken corrective action on all discrepancies noted during audits?

Does the HP Manager review/analyze audit reports and provide appropriate direction to provincial managers, programs, plans etc?

Are audits routed through the chain of command in a timely manner? Are corrective actions complete or are they left hanging?



1. Purpose

The purpose of internal auditing is to ensure that the IRFU High Performance programs are operating correctly and effectively, by performing planned and documented checks, designed to ensure that:

The Tracking System, monitoring procedures and documentation adequately meets the needs of the HP Plan and the demands of our selected high performance players

The Skills Generic Plan and it’s contents are practical, understood and implemented in a professional and methodical manner

The training of employees is adequate to allow them to do their tasks and that continuous up-skilling of HP personnel is both relevant and consistent within the confines of the HP program.

The purpose of (internal) audits is not to search for the guilty, or to find fault with individuals' performance. The system is being audited - not the individual.

The HP Coordinators (nominated auditor) must be suitably qualified and monitored in their duties and must approach this important task with the seriousness it deserves. As an extension of the Audit process external consultants will be utilised to perform ‘3rd’ Party checks (Refer Audit and Review Schedule) on all operational elements of the High Performance Plan and the review of the Skills Generic plan.

Internal audits will be used as a tool to continually assess the effectiveness of the HP Plan, its contents and most importantly the delivery process.

This procedure defines the way in which the High Performance Unit will perform internal auditing of the HP program including the processes involved with player performance of the ‘Talent Select’ squad provided by the national schools program; player performance of the ‘Academy Select’ squad as identified by the HPU; performance of the ‘High Performance Select’ squad players as identified by the national coach and HPU; and associated delivery elements and personnel.

This process will generally be performed against the requirements of Skill Generic Plan, IRFU High Performance Plan and its associated objectives, programs and tasks. All functions, personnel, delivery components, tracking, planning etc shall be audited as an initiative of high performance to achieve consistency and focus to producing elite players.

2. AUDIT SCOPE (what will be audited)

Plans:High Performance PlanNational Skills Generic Plan

High Performance MANAGER Steve Anderson

SJA Process of HP Internal Auditing Draft1 12/09/06

4

AUDIT SCHEDULE – HIGH PERFORMANCE PLAN DRAFT 1 – September 06Provincial Academy PlansNational Tracking SystemNational under Age Team Coaching PlanNational under Age Team Operational Plans

Personnel: (to be audited)

High Performance ManagerNational Academy CoachNational Performance AnalystNational Program ManagerNational Schools Development ManagerNational under Age Team Coaches HP Coordinators (Backs Coordinator; Forwards Coordinator; Kicking Coordinator; Defence Coordinator; Fitness Coordinator; National Skills etc)Provincial Academy Manager’s (4)Provincial Elite Development OfficersProvincial Team Coaches

Structures:IRFU Centre of Excellence (UCD)Provincial Academy Structures

3. PROCESS

Audit planning – scheduling, dates, components, elements etc Audit preparation – initial notification by HP Coordinator and elements for auditing Auditing – actual process as performed by nominated HP Coordinators Writing of the audit report – findings from audit as prepared by HP Coordinator and HP Manager Follow-up actions – schedule outlining Corrective Actions Quality records concerning audits – all records of Audits to held on site at HPU Centre

4. REPORTS

HP documents as generated by the Tracking System HP Coordinators report Audit planning and findings of Provincial Academy Reports on player performances Audit ‘Feedback Reports’ from HP personnel including Academy, National Age Grade Coaches etc. Audit report by HP Manager to be distibuted to all relevant ‘stakeholders’ Specific documents (External Audit Reports) as required / requested by High Performance Manager

5. APPLICATION

The High Performance Manager or nominated representative (E.g. National Academy Coach) is responsible for ensuring that the internal audit program takes place; allocation and appropriate training for HP Coordinators is scheduled and for preparing the internal audit schedule.


AUDIT SCHEDULE – HIGH PERFORMANCE PLAN DRAFT 1 – September 06 Audit planning consists of preparing the internal audit schedule authorised by the High Performance

Manager. The schedule should cover all aspects of the High Performance Plan, Skills Generic Plan and the

National Tracking System and be performed at regular intervals, although particular activities may be audited more frequently depending on their importance. (E.g. Academy coaching staff and the delivery of the Skills Generic plan)

The National Age Grade program is to be audited in conjunction with current ‘National Team Review Document’ as piloted in season 2005/06.

The schedule should leave room (time) for unscheduled audits in response to:

Anticipated problem areas Actual problems Requests from Management Unforeseen changes in circumstances.

The schedule should define for each audit:

The auditor (E.g. Coordinator) The Auditee (I.e. Player, Academy Coach, Skill Generic reference etc) The date (at the planning stage the month for the audit will be sufficient: as the time approaches the

auditor will set a firm date with the Auditee).

The auditor (HP Coordinator) will prepare for each audit as follows:

By reading through previous audit reports covering the same area (in order that previous problem areas can be examined in more detail, or that areas previously unexamined can be looked at more closely)

By familiarising himself with the requirements of HP Plan, Skill Generic Plan etc By contacting the Auditee, Academy Manager, Coach etc and confirming the date/time for the audit By preparing an audit checklist in collaboration with Auditee and HP Coordinator By consulting on all aspects with the HP Manager

During the audit, the HP Coordinator will:

Collect objective information concerning the subject being monitored Avoid confrontational situations and arguments Makes notes to aid the writing of the audit report Collect documentary evidence of conformity or nonconformity (E.g. match edits; video evidence of

player performance at training etc) Note where, how and why current procedures could be improved Keep the Auditee informed as to the progress of the audit and any findings.

As soon as practical after the audit, the HP Coordinator will prepare an audit report, which details the findings of the audit on the standard template – (reports or assessments derived from the Skills Generic program shall be managed by the National Performance Analyst). The Example below outlines the process of collating findings for the report using the ‘Skill Generic Plan’ as the reference document. The nominated HP


AUDIT SCHEDULE – HIGH PERFORMANCE PLAN DRAFT 1 – September 06Coordinator is to check the Auditee (E.g. Academy Manager) on the delivery of the elements outlined in the Skill Generic plan. In this case the HPU is looking for compliance and understanding of content and delivery.

The Audit Report (Sample Only) should use an easily identifiable ‘rating’ such as listed below:

Acceptable: satisfies the requirements of the delivery and content of the Skill Generic task Major: fails to satisfy the requirements or procedures as outlined in the Skill Generic Plan Minor: satisfies the requirements of the Skill Generic Plan but fails to satisfy the IRFU’s own internal

standards, procedures, manual, etc. Observation: an area of weakness that could be improved.

Note: Currently provincial recording formats particularly in areas of skill assessment are not consistent with High Performance Templates. At present (09/06) several forums have been conducted to gain a consistent approach to delivering the components of the Skill Generic Plan. Further, current provincial templates are systems that rate the skills of the player where the assessor, based on a numerical rating of performance, determines assessment rating. HP Templates of assessment are ‘qualitative’ assessments with corrective statements provided by the HP Coordinator. It is envisaged that standard templates are to be in use and established over the course of the various auditing and review programs.

Notations:

Records the good points as well as the bad Makes constructive suggestions where possible Records only factual evidence (not hearsay) Clearly identifies the areas where corrective actions are required, and who is responsible for carrying

them out Contains the names of the auditor, Auditee, observers etc Location of the audit Date of the audit Is signed off by all parties as being a true and accurate representation of the facts.

The HP Manager and the auditor are responsible for checking that follow-up actions take place. The Corrective Actions Requests and are to be presented in formatted action plan.

If an Auditee persistently fails to carry out the assigned follow-up actions, the auditor must inform the High Performance Manager or nominated person who will take steps to ensure that the follow-up action take place.

As the follow-up actions are completed the auditor will record them by up-issuing the original audit report. Once all follow-up actions have been completed, the auditor will sign off the audit report as complete.

Copies of completed audits are to be stored on the National Tracking System and have the following important functions identified:

Demonstrating that the audit system exists, is functioning and effective Allowing analysis of types of problems and identifying the most common problems so that preventive

actions can be taken


AUDIT SCHEDULE – HIGH PERFORMANCE PLAN DRAFT 1 – September 06 Analysing response and correction times Allowing the auditor to prepare for audits by reviewing the past reports for that area or function Providing valuable summary for use in IRFU / HP Management Reviews of the High Performance Plan,

Skills Generic plan etc.

Audit Schedule Outline: Table of contents High Performance Plan DraftNumber Section PageDraft 4 HIGH PERFORMANCE PLAN (September 13, 2006)

1.1. National Selection Protocols 5 2.0 Functions 7 .1 Elite Talent Identification

.2 Provision of Specialist Coaches

.3 Up-Skilling / Professional Development

.4 Provision of Suitable Competition

.5 Performance Monitoring

3.0 Core Concepts 8.1 Integrated Performance Pathway.2 Controlled Fast- Tracking of Players.3 Individualised Programs.4 Integrated Adoption of National Skills Based Principles.5 Consistent Monitoring of Player Progress 9

4.0 High Performance Facilitation 9.1 National Coaching Support.2 Sport Science Support.3 Medical Support.4 Review of National Programs.5 Implementation of World Class Standards 10.6 Performance Based Assessments.7 High Performance Selection Protocols.8 National Tracking System.9 Formal Communication Process

5.0 High Performance / Provincial Academy Integration 11.1 Focus.2 Identified players.3 HP Select 12.4 Academy Select.5 National Age Selected players.6 Monitoring.7 National Templates.8 Screening.9 Selection Criteria


AUDIT SCHEDULE – HIGH PERFORMANCE PLAN DRAFT 1 – September 06.10 Partnerships.11 Rugby Fitness.12 Development Tour

6.0 High Performance Objectives 13.1 Produce Talented Players.2 Top 5 World Under Age Ranking.3 Under Age Player Development

7.0 Provincial A Team Competition 14.1 Competition structure.2 Schedules.3 Programming .4 Academy Player participation

8.0 National 20’s Program 14.1 Review Process.2 Program Manager.3 National camp approach.4 Refined Screening Processes - Academy.5 Inter Provincial Program (Under 20).6 Selection Protocols

9.0 National Schools Program 16.1 Suitable Coaching Resources.2 Meeting format.3 Calendar.4 Forums.5 Screening.6 Skills Camp.7 Core Concepts.8 Competition.9 Academy Coach

10.0 National Sevens Program 18.1 Appointment.2 Selection .3 National Under Age selection.4 Exiles.5 Academy / Development players.6 Tournaments.7 HP Select.8 Specialists

11.0 Provincial Academy Program 18


AUDIT SCHEDULE – HIGH PERFORMANCE PLAN DRAFT 1 – September 06.1 Talent Identification 19.2 Monitoring.3 Profiling.4 Positional Coaching.5 Match Scheduling.6 Rugby Fitness Integration.7 Selection Process.8 Forum.9 Competition structure

12.0 Sub Academy 21.1 Talent Select 22.2 Coaching.3 Contact.4 Content.5 Tracking.6 Season Plan.7 Player Development.8 Implementation.9 Review

.10 Generic

13.0 Athletic Career Education Program 22.1 Appointment of ACEO 23

.2 Provincial Appointments ACEO.3 Academy Manager / ACEO.4 Committee.5 Post Rugby pursuits

14.0 High Performance Schedule 26.1 Overlay Principles (National Templates) 27.2 Rugby / Fitness Integration 27.3 Planning – System Review etc 28.4 Performance Monitors 28.5 Performance Analysis 29



High Performance Plan – Audit Process – Element 1: Selection Protocols (Page 5)

Scope: Selection Protocols

1.0 To Service the national team with elite skill based players identified through unique talent identification processes to service our immediate international fixture program and for the WC 2007 (P5)

Description of requirement

1.1. Have potential players been recorded and classified using the High Performance Player Status?1.2. Have provinces been formally notified of selected players?1.3. Have Succession and Positional Planning initiatives been considered when selecting squads?

Audit procedures [Provide a brief description of the audit procedures carried out to audit these item of the scope]

Findings [Provide a brief description of the audit finding. Auditor may include a summary of the process/ figures audited and whether any material misstatement were identified]

Corrective Action [Provide corrective actions to be undertaken]HP CoordinatorDate ConductedRating(Minor; Major; Acceptable)

High Performance Plan – Audit Process – Element 2: Functions (Page7)



Scope: ‘Functions’

2.0 To provide the National Teams with a skilled players


2.1. Are Elite Talent Identification processes formalise, documented and recognised nationally?2.2. Are the national resources in the way of Provision of Specialist Coaches and personnel active in the national system?2.3. Are regular Up-Skilling sessions for selected and identified players being provided by the HPU?2.4. Are competitions and match participation ‘suitable’ for HP standards and initiatives?2.5 Have HP identified players been provided with regular performance monitoring and regulated feedback?

Audit proceduresFindings

Corrective ActionsHP CoordinatorDate ConductedRating (Minor; Major; Acceptable)

High Performance Plan – Audit Process – Element 3: Core Concepts (Page 8)



Scope: ‘Core Concepts’ 3.0 To provide the National Teams with a skilled playersDescription of requirement

3.1. Is there an established and recognised ‘Integrated Performance Pathway’ for provincial and nationally selected players?3.2. Are elite players being exposed to ‘Controlled Fast-Tracking’ and what evidence is occurring to support this element?3.3. Are ‘Individualised Programs’ operating with selected HP players? How many HP players have HPU programs that are functional?3.4. Are the generic principles integrated, adopted throughout the provinces? Is the National Skills Generic Plan integrated with provincial academies and such?3.5 How is the ‘Consistent Monitoring of Player Progress’ being conducted and recorded? Is this information fed back to provinces? How?


Corrective ActionsHP CoordinatorDate ConductedRating(Minor; Major; Acceptable)



High Performance Plan – Audit Process – Element 4: HP Facilitation (Page 9)

Scope: ‘Core Concepts’

4.0 To provide the National Teams with a skilled players


4.1. Are national coaches (including HP Coordinators) providing suitable time and support into the HP player’s program (access)? How is this operational and tracked?4.2. Is there adequate Sport Science Support offered to the HP player in addition to that being offered by academy or province? Is this information able to be retrieved at the IRFU or HPU?4.3 What Medical Support outside of provincial resources is being provided to our elite players? How is this information and support sourced and record? Is this information stored on a national data- base?4.4. Is there a ’Review of National Programs’ that is both consistent and transparent to provincial bodies etc? Are templates for this review available to provincial bodies? (Coaching and Operations; Skills Generic etc)4.5. Are bench marks operational? Are these systems of World Class Standards recognised across all disciplines? (I.e. Sport Science; Rugby; Coaching etc) Are these standards that are set via national forums?4.6. Are national screening and generic programs in place that enables ‘Performance Based Assessments’. How these generic programs are update to ensure consistency?4.7. Are there formalise ‘High Performance Selection Protocols’ in operation? Is there documented evidence of operation and utilisation?4.8. Is the ‘National Tracking System’ contained in one unit – I.e. Medical; Sport Science; Rugby etc4.9. Is there a ‘Formal Communication Process’ in operation to ensure selected players and there relevant coaches are updated on the player’s progress?





High Performance Plan – Audit Process – Element 5: HP Integration (Page 11)

Scope: HP / Academy integration

5.0 To refine our monitoring and tracking processes for talented players in the Talent Select; Academy Select and HP Select squads


5.1 Have the 3 Layers of selected players been identified and are players, provinces and the provincial Director of Rugby informed of their progress?5.2 Have the Academy Managers (national) cooperated in selection and management of this process within their province?5.3 Has the integration been effective with cooperation and integration with the provincial Director of Rugby?5.4 Are selected players in the Academy Select squads being in-serviced in their academies and clubs by Academy and HP personnel?5.5 HP and Academy personnel are to work closely with HP identified players while in the national under age program – is this process occurring and contacts enough to service the HP programs?5.6 HP / Academy staff are to work closely with schools selected players via relevant schools teachers – is this occurring and at what intervals?5.7 Are national templates and generic evident in the coaching of schools talent players?5.8 Are HP personnel involved with the screening of academy players within the province? Is there evidence to support selection process?5.9 Are there consistent selection protocols in operation between academy and HP programs? Is this a formally accepted protocol?5.10 Is there regular meetings occurring on the progress of player assessments etc at provincial and national levels with schools personnel and ‘bodies’?5.11 Are national and world-class fitness templates operational throughout our academy structures? How often are these applied and how often are they updated? Are their Rugby-Fitness oriented activities programmed? Are staffs delivering programs suitably qualified to deliver these programs?5.12 Development Tours – are these programs in place? Has there been a ‘purpose’ signed off with this program?5.13 Is the provincial ‘A’ team program catering for our academy players in selection and performance? Has the program provided the necessary match time?





HP Audit Process – Element 6: HP Objectives (Page 13)

Scope: Objectives 2006-2012

a) To produce talented players for our professional ranksb) To rank in the top 5 of all national age grade competitionsc) To produce 50% age grade conversation to professional contracts


6.1 Have all components of thee Genesis Report of 2003 been reviewed? Is there documented evidence of this review? What were are key findings?

6.2 Has the performance of the ‘age grade’ teams improved with regards to ‘winning’ and world rankings? Have competition formats altered since inception of the HP Plan – I.e. Are the HP selected players being managed within their provinces to ensure competitions are suitable and challenging? (Individual player evaluations should support this statement)

6.3 At conclusion of season 2007/08 – assess numbers of players who have participated in the national under age program who have gained professional contracts. Assess reasons behind ‘failure’ to achieve this mark?





HP Audit Process – Element 7.0: HP Support Mechanisms (Page 14)

Scope: (T1) Provincial ‘A’ Team Competition

7.0 Provide our Academy players with top-flight competition.


7.1 Is there a program format that consists of all Irish Provinces, Celtic Nations, French or English ‘A’ or Academy teams scheduled and calendared? If not what are the reasons?7.2 Does competition have 10 fixtures on a home any away basis?7.3 Does the scheduling and timing of these fixtures accommodate the domestic and international calendars?7.4 Is Academy players regularly competing in these matches as was originally designed? 6 Academy players were to be selected if available to play in each match – is this occurring and if not what are the reasons?





HP Audit Process – Element 8.0: HP National 20’s Program (Page 14)

Scope: (T2) National 20’s program

8.0 Provide an international platform for the player’s preparation and progression into top flight rugby


8.1 Review process is to be formalised, recorded and document at the close of each tournament on the National Review Template and submitted to the Appointments Board and RGC – is this occurring?8.2 Has the National HP Program Manager been appointed? Does he have a Job Remit that is functional and representative of his position?8.3 Is the format for the National CAMP approach in place? Is the camp process 2 by 5 day with matches included? 8.4 Screening Process – are inter-provincial matches suitable for screening our players? I.e. Does the current program suit a smooth transition into national selection? 8.5 Have the ‘A’ team matches replaced the inter-provincial under 20 series? Or has the calendar been adjusted to suit the Under 20 screening process (I.e. moved closer to dates to camps the international calendar of the under 20’s)8.6 Selection Protocols – Have talented individuals identified by the HPU promoted to stronger competitions within the IRFU? Have players been identified for the process and been held back or made to participate in under age programs? If so what were the reasons behind this issues?




HIGH PERFORMANCE UNIT AUDIT SCHEDULE – DRAFT 1 September 06

HP Audit Process – Element 9.0: HP National 19’s Program (Page 16)

Hgh Perforamance Manager – Steve Anderson 19



9.0 Provide the national management with a suitable screening program for talent identification.

Description of requirement 9.1 Have calendared coaching forums been provided for the teachers / coaches?

9.2 Have suitable links been established between Schools Committee and HPU? I.e. Regular meeting and forums

9.3 Are season calendars between IRFU / Schools events and programs been designed and have been a collaboration between both bodies? What process of communication is currently being used and is this process working?

9.4 Review – has there been a review constructed between HPU representatives and Schools committee to discuss season problems and issues in preparation for coming season?

9.5 Has access to identify HP players increased in comparison to previous season? If not why and what actions have been discussed to improve this issue?

9.6 Have Skills Development Camps been conducted by HP personnel in various ‘portfolio’ remits?

9.7 Have reports been feedback to schools personnel from HP tracking system on TALENT select PLAYERS? How regular is this occurring and is there suitable response / feedback from the schools?

9.8 Have schools players identified via HP tracking methods etc been challenged to player high standards of competitions? What are the results of this request?

9.9 Have the schools recognised the need for the HP tracking program and the associated feedback / content?





HP Audit Process – Element 10.0: HP National Sevens Program (Page 17)


10.0 To support and maximise the skill set of our elite players.


10.1 Has appointed of fulltime sevens coach occurred as part of the HP plan?

10.2 Have predominated Academy players been selected for this squad?

10.3 Have national under age players been selected or considered for this program? If not why?

10.4 Is there current HP exile players selected in the squad? If not why?

10.5. Is the bulk of selected squad members ‘under-age’ players?

10.6 A minimum of 4 tournaments has been nominated – has this occurred? If not why?

10.7 Has a core of players remained with squad throughout competition? If not why?



HP Audit Process – Element 11.0: HP Provincial Academy Program (Page 18)



Scope: (T5) Provincial Academy

11.0 Provide HP support to our talented players in areas of specialist and positional coaching, sport science, conditioning etc creating a competitive and challenging environment.


11.1 Have talent and selection processes been governed by Succession Planning?11. 2 Fitness, Nutrition, testing etc – have fitness, nutrition and rugby assessment etc been a collaborative approach? Is all information recorded on the NATIONAL TRACKING SYSTEM and accessible to provinces where applicable?11.3 Medical and psychological profiling – are all academy and HPU selected players profiles recorded at the HP Centre of Excellence (UCD)11.4 Positional Coaching – are our academy personnel utilising HP resources with their players (specialist coaching)? Are there records of HPU personnel on file and are these records identifying what areas are being coached and corrected?11.5 Competitive Match Scheduling – Are lists maintained of each provincial / HP selected player on actual competitions played and relevant time on the pitch? Are these files accessible to the HPU?11.6 Rugby Fitness Coach – has the Fitness coach been appointed? If not why?11.7 Templates for selection – Are consistent templates for Academy and HP selection being used? Are these documents and are these protocols provincial and national operational?11.8 Positional COACHES – Is an accepted list of specialist coaches being utilised throughout the provinces and with HP players? Are there up skilling programs being conducted by the HP unit and Academies/11.9 Challenging Competition – what changes have been made to competition format to cater for out talented youth? Have any development tour etc been added to current program?



HP Audit Process – Element 12.0: HP Sub-Academy Program (Page 21)



Scope: (T6) Sub Academy

12.0 To resource and prepare our talented youth through regular contact to introduce, assess and monitor positional and generic skills.


12.1 Talent select – have selected players been officially notified by the HPU via national schools committee? Are the EDO’s and Academy Managers aware Of HP process?12.2 Is the existing relationship and organised format positive and one that enables coaching contact with the payer from HP / Academy personnel? 12.3 Is the schools coach accessible and receptive to ideas of HP? Record of contact with schools coaches etc should include ‘sample’ statements and suggestions to improve relationship and access to the player?12.4 Has regular ‘scheduled’ testing by the HPU / Centre of Excellence been conducted and has the contact been sufficient?12.5 Has the information gather by the HP / Academy personnel been stored on site at Centre of Excellence (HPU) Tracking System?12.6 Has a season plan / Map been generated on these players in collaboration with he schools?12.7 Are these Maps stored at HPU12.8 Have plans been accepted and monitored thorough out season?12.9 How often are these season plans updated and reviewed? By whom? Where is this information stored?12.10 How has the introduction of the Skills Generic Plan received? Have all areas been monitored and assessed?





HP Audit Process – Element 13.0: HP Career Education Program (Page 21)

Scope: (T7) Career Education

13.0 Provide education and career advice to players to ensure there is an educated transition by the individual from professional rugby to the community.


13.1 Hs there been ACE officer appointed? If not why?

13.2 Has this concept been driven to the provinces?

13.3 Academy Managers are to work this area in conjunction with ACE officer?

13.4 Are Branch Managements consulting with NATIONAL ACE appointment (HPU)? If not what measures are in place to cater for up dating the HP ACE officer’s knowledge of the player?

13.5 Is there a committee in place to monitor all action s of career education processes?

13.6 Is there a list drafted of players in the Academies and at the professional end of the game who need assistance?




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