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PLAYER DEVELOPMENT PROGRAMMES

ACADEMY DEVELOPMENT PROGRAMMES 3

Contents

04 Introduction

05 Personal Transition Programme- The Transition- What is the programme aim?- Options after the Academy- Who is it for?- How we do it- What does the programme cover?- Programme Outline- Benefits for Academies

11 Professional Development Programme- Professional Development- Programme Overview- Who is it for?- What we do?- How does the programme work?- Programme Outline- Benefits for Academies

18 Monitoring and Evaluation- Reports to Academies- Child Protection and Safeguarding- Disclosure/Confidentiality- Parent/Carer Information- Equality and Diversity

19 Additional Services

20 Next Steps

21 Code of Conduct and Ethics

25 Pricing Policy

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IntroductionAcademies are the lifeblood of the professional game. It is within Academies that future professionals arenurtured and where the future hopes of a club lie. Football clubs provide considerable investment in supportingboys and young men, not only to be footballers, but also well-rounded individuals with a wide range of skillsand talents. Increasingly football clubs and academies are recognizing the benefits of personal and professionaldevelopment programmes in order to support footballers at critical points in their careers. Because thesecritical points arrive at different times for different people each person requires an individual programme ofsupport that will enable them to manage their transition from one period of their career to another and tosupport them in improving their performance as footballers, both on and off the pitch. Extratime offers thenecessary support for young footballers that provide the perfect accompaniment to their footballing skills andtalents in order to help academies support the young people within their organisations.

We provide 2 programmes to support day-to-day academy work. We provide a Personal Transition Programme(PTP) to support young footballers who are released from Academies and a Personal Development Programme(PDP) to support young footballers in learning and developing the personal skills and mindset required to bea successful professional footballer.

Personal Transition Programme

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The Transition Becoming a professional footballer is the dream of thousands of boys and young men. Playing professionalfootball can be the most rewarding of careers. Footballers get to play the sport they love and can receivesubstantial financial rewards and idolisation. Many embark on this path from a young age and young people,who begin this long journey having shown potential, demonstrated ability or displayed raw talent, are theninvited to join academies. They can be selected to represent their clubs from the age of seven or even youngerand become a part of the academy set-up. They and their families demonstrate enormous commitment foroften 10 or more years participating in training and playing matches, three or four times per week with otheryoung footballers who have become friends, and coaches who often become father figures and positive rolemodels for many young footballers within academies. For many years these footballers follow familiar patternsand routines and then suddenly it comes to an abrupt end when their club releases them. Many have neglectedtheir formal education in the belief that they will become professional footballers and be set up for life.

This huge change often results in a corresponding change in lifestyle for a young person and their family, andcoping with the disappointment and rejection often has a profound effect upon the young people involved.Often, they have to deal with a loss of identity as a footballer and a loss in confidence and self-esteem. Manystruggle to comprehend and deal with the changes and can suffer depression and other mental healthproblems and others become involved in crime and anti-social behaviour.

The Professional Footballers Association (PFA) estimates that, for every five players offered academyscholarships, only two will receive full-time contracts at the age of eighteen and only one will still be playingprofessionally by the time they’re twenty-one. Therefore, making a career, as a footballer is the exceptionrather than the rule, yet the overwhelming majority of players are ill-equipped with the skills and supportrequired to embark upon alternative careers.

One Premier League club’s Academy released over 40 footballers at all levels during season 2012-13. If thisfigure were to be extrapolated, professional football club’s academies, release approximately 3,500-4,000young people. That is 3,500-4,000 young people whose career plans have radically changed and require thepractical and emotional support to deal with their new circumstances. The PTP provides that support.

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Who is it for? This programme is designed to support young footballers who have been released from academies and enablethem to transfer to another academy or transition into E.T.E. The programme is designed to target 12-16 yearolds and in order to support early intervention we also have a programme which targets 8-12 year olds. Fordetails of our programmes for 8-12 year olds, please contact us, to discuss the support programme we havefor this group.

What is the programmes aim?The programme aims to complement support schemes already in place within academy structures and byworking closely with the academy Education and Welfare Officer, the programme provides a high impact,needs led, individualised support package that assists young people to gain a place at alternative footballacademy or move into education, training and employment (ETE). The programme will equip young peoplewith the skills, awareness, knowledge, motivation, confidence and other life skills to enable them to securecareers within football or in other areas. Each young player will be allocated a Transition Worker, who will beresponsible for leading young people through the programme and supporting them to progress.

How we do itDrawing upon a number of key disciplines including life coaching, youth work, careers advice, guidance andproject management, this is a unique client-centred and needs-led programme. Key elements of theprogramme have been used successfully with a diverse range of clients including corporate professionals,athletes and professional sports people, colleges, universities, schools and other educational settings in orderto enhance the career and personal development of a wide range of clients. We utilise over 25 years’experience of working with young people in a variety of settings including schools, training providers, youthoffending institutions, universities, workplaces and youth centres. This experience also includes the provisionof support for young people embarking upon careers as professional athletes.

We are highly experienced at quickly developing a rapport with young people in order to build a good,professional, working relationship. We employ tried and trusted interpersonal techniques and exercises toexplore and encourage the personal development of young footballers. Working with all aspects of theirtransition, we provide career coaching and support for lifestyle development, reclaiming academic endeavour,coping with disappointment and recognising achievements and the experiences of elite sports participation.

What options are there after the Academy?Each Transition Worker will explore a range of options with each young person. These options may include aplace at another academy or in football related careers e.g. coaching, physiotherapy, sports science.

There are a number of football coaching opportunities in schools, colleges and other areas, within the UK,Europe, North America and Australia as well as with UK football clubs. There are also opportunities inphysiotherapy, sports science and sports psychology and other areas which allow young people to pursuecareers within football.

There are also opportunities in a variety of careers as apprentices and to further their education in college oruniversity. There are also careers in construction, ICT and in a wide range of other careers and opportunities.

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What does the programme cover?There are a total of 12 one hour, one to one sessions with an individual client and one session is held perweek, although depending on the needs of the young person, a great deal of flexibility can be employed aroundthese sessions. All young people will be assigned an individual Transition Worker who will be responsible forsupporting the young person on the programme and who will be their key contact throughout. Each sessionwill end with the presentation of a practical and/or reflective exercise designed to enhance learning andunderstanding. Each session will be delivered either face-to-face within the young person’s own home or otherappropriate environment, and by telephone or via Skype. Clients will also be set tasks and exercises in orderto assist them to reflect, increase awareness and understanding, challenge negative attitudes or behavioursor take action to further their career or development.

Personal, Social and Educational DevelopmentUsing a range of interpersonal skills, this element of the programme helps young people deal with the varietyof emotions they may experience upon being released by their academy, including disappointment, anger,bitterness, guilt and loss. It will also develop confidence and self-esteem in the young person in order tosupport their decision making and career planning.

Practical SupportThe programme provides practical support for the young person to support their transition into the next stageof their career. We support the young person to enable them to attend trials at other academies and providesupport to those who wish to develop careers in football or other sports, both in the participation or coaching,and the support and administrative side. Similarly, support will be provided for young people in order tomanage their transition into non-sporting ETE. We will ensure that whilst fully supporting their primary goals,young people prepare for alternative careers, particularly where the young person wishes to continue with acareer in professional football.

We will assist the young person in liaising with schools, FE colleges, universities, employers, training providers,careers guidance and other support services as appropriate, to ensure they receive high quality support andguidance during an often important period of childhood and adolescent development. Each young person willreceive a detailed and individual Personal Transition Portfolio (PTP). This may include a CV, skills audit, keycontacts and careers advice and guidance information.

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Programme OutlineThe programme will enable young footballers at academies to be equipped with the range of skills and supportnecessary to manage the emotional impact of their release from the academy and allow successful transitionto an alternative academy or be supported into high quality employment, education and training opportunities.

OverviewThe programme is delivered in 3 distinct but interrelated phases.

ReceptionSessions 1 - 4

EPP ThroughputSessions 5 - 8

Transition ManagementSessions 9 - 12

PHASE SESSION INTENDED OUTCOMES

Reception

Session 1Introduction, rapport building,ground rules, ethics, parent/carer information.

Session 2Dealing with newcircumstances and change

Session 3Skills audit

Session 4Options and barriersto achievement

• Understand the key stage in their life and career and how the programme will support their decision making and empowerment.

• Enhanced skills in dealing with emotions and setbacks

• More understanding of change and the implications this can have

• Recognise the unique experiences, skills and abilities gathered through elite football participation.

• Greater awareness of personal strengths and weaknesses

• Greater confidence in self• Enhanced self-esteem and motivation• Recognise the key personal values, aspirations, skills and qualities and how they relate to short, medium and long term career plans.

Throughput

Session 5Researching options

Session 6Research analysis, mid-pointreview and parent/carer update

Session 7Personal Transition Portfolio(PTP) planning

Session 8Personal Transition Portfolioplanning (continued)

• Awareness of how to implement transferable skills in others areas

• Explore, understand and research educational and career options to support personal, educational and career goals.

• Enhanced decision making skills• Greater awareness of self and others• Understand the stages in the development of a Personal Transition Portfolio (SMART)

• Demonstrate an ability to reflect on career options and modify plans as appropriate

• Introduction to SMART planning

TransitionManagement

Session 9Implementation and makingkey contacts

Session 10Consolidation and accountability,Action Plan follows up

Session 11Review and evaluation,parent/carer update

Session 12Periodic follow up and review(to be agreed with youngperson e.g. 3, 6, 12 months)

• Understand how to liaise with key individuals and contacts in order to implement the PTP.

• Enhanced skills in responsibility and initiative • Demonstrate ability to reflect on overall experience of programme and provide feedback.

• Understand need to review and be held accountable for implementation of the PTP.

• Enhanced problem solving skills and techniques

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Personal Transition Portfolio (PTP)At the end of the programme, each young person will have developed a comprehensive Personal TransitionPortfolio (PTP). The PTP is a custom-made, individual plan of action to enable each young person to movesuccessfully from your academy to another academy or into an alternative career, education or trainingopportunity. The PTP will include the goals each young person wishes to attain, identifies the availableresources, includes a skills audit and/or CV and provides strategies to support the plan of action. The designof the PTP shall take into account that the young person, parent/carer, club or academy and Transition Workerhave a shared responsibility in the development and implementation of the PTP.

Benefits for AcademiesThe programme will manage all aspects of the young person’s transition into an alternative football academyand into ETE, allowing the Academy to concentrate on their core function, that of coaching and developingyoung footballers.

• The Transition Worker will take responsibility for fully liaising with and updating parents and carers as wellas liaising with relevant education, employment and training establishments. This is often a time consumingand difficult role but with Transition Workers keeping all relevant parties informed of developments, thiswill allow the Academy to concentrate on football and coaching.

• The support for young people will be of high quality and provide an individual and personalised programme, delivered by highly experienced and professional practitioners. There will also be on-going support beyond the end of the 12 week programme, where appropriate.

• The Academy will be able to satisfy parents and carers that their sons’ career, educational and personal development will be supported by the Academy in the event that he does not achieve a professional football career with the club, as an important part of the club’s wider duty of care.

• The Academy has a duty of care to be committed to the well-being and future development of youngfootballers and to take appropriate steps to support their transition. Point 182 of the EPPP guidance foracademies states, ‘Each Club which operates an Academy shall devise and implement a programme, tobe managed by its Head of Education and Welfare or other appropriate Official to assist its Academy Playersreleased from the Academy at completion of their Under 16, Under 17 or Under 18 year in circumstances where it appears they will not be joining another Club.’

• The programme will support and complement the range of existing Education and Welfare provision that takes place within academies and any other bodies.

• The programme works closely with the Academy Director and Academy Education and Welfare Officer to ensure that it operates in a complementary manner with all Academy policies and regulations.

Professional Development Programme

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Professional DevelopmentSigning their first professional contract is for many young footballers, the best day of their lives and a proudday for their family and friends. The hours of dedication and commitment that they have demonstrated haveproved to be worth it as they take the first steps towards fulfilling that lifetime dream of becoming a first teamregular, winning honours and representing their country. The reality however, will be very different for mostyoung footballers. The drop-out rate for young footballers is astonishing. The overwhelming majority will notmake it to the first team and will have dropped out of the professional game by the age of 21. The ProfessionalFootballers Association (PFA) estimates that, for every five players offered academy scholarships, only twowill receive full-time contracts at the age of eighteen and only one will still be playing professionally by thetime they’re twenty-one.

The high numbers of those who drop-out of the professional game, represent an acute waste of theconsiderable investment made by clubs and academies in young footballers. Training kit, boots and otherequipment, travel costs, trips to tournaments at home and abroad, medical support, diet and nutrition andhours of instruction, coaching and support by a variety of coaches for as much as 10 or more years, can allseem a waste, if a young footballer doesn’t make it as a first team regular or isn’t sold for a fee that accuratelyrepresents their footballing talents and abilities and the considerable investment that has been made in them.

This is one of the reasons that many clubs are questioning the cost-effectiveness of their academies and whysome are considering abandoning youth development altogether or developing limited youth developmentprogrammes. The key to developing young players is to ensure that as many Academy Trainees as possibleare of sufficient quality to justify the financial investment of an academy programme. The ProfessionalDevelopment Programme (PDP) provides a method of adding value to an academy’s football coachingprogramme in order to improve footballing performance and greatly improve the likelihood that footballers willbe of high enough quality to develop a successful career.

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Programme OverviewMany young footballers fail to reach their potential, not because they don’t have the talent, but because for avariety of reasons they lack the confidence, motivation, discipline and other qualities required to make themost of their ability. We work closely with young footballers on a one to one basis to provide support to ensurethat young footballers are adaptable, motivated, committed and well-rounded individuals who are able to meetthe challenges of life as a professional footballer.

The programme provides highly personalised, needs-led support that optimises the chance of a footballerprogressing to the first team or being sold on for a transfer fee that accurately reflects their talent, ability andthe investment by the club and academy itself. The programme focuses on developing a range of personalskills including motivation, self-confidence, positive attitude, enjoyment, focus, leadership, competitivepreparation and stress management in order to improve performance on the pitch and provide professionalismand responsible behaviour off it.

Who is it for?This programme is aimed at young people aged 16-21 and is designed to target young footballers in theprofessional development stage, as they try and establish and consolidate careers in the professional game.It is aimed at developing a range of behaviours and attitudes in order to improve their performance asprofessional footballers. These include but are not limited to the following.

• Instilling a competitive edge• Getting players to enjoy football again and gaining the motivation and desire to become

a professional footballer.• Developing the mindset to express themselves on the pitch.• Dealing with burnout• Dealing with attitudes during and after injuries/illness• Improving self-confidence• Increasing motivation• Helping to maximise potential• Helping to deal with off-field distractions and pressures

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How we do itDrawing upon a number of key disciplines including life coaching, youth work, mentoring, professionaldevelopment, careers guidance and project management, this is a unique client-centred and needs-ledprogramme. The programme does not provide psychological or therapeutic services and is not intended towork exclusively with young people who are seen as problematic or who display behavioural problems, ratherit is a programme aimed at a wide range of young footballers in order to improve their performance.

Key elements of the programme have been used successfully with a diverse range of clients includingcorporate professionals, athletes and professional sports people, colleges, universities, schools and othereducational settings in order to enhance the career and personal development of a wide range of clients. Weutilise over 25 years’ experience of working with people in a variety of settings including training providers,workplaces and youth centres. This experience also includes the provision of support for young peopleembarking upon careers as professional athletes and sportspersons.

We understand that development for young people including footballers, does not occur in a straight line orcontinuous upward trajectory. Young players develop at different times and at different rates and theirdevelopment as footballers is as much an emotional and mental issue as a technical and coaching one. Whatis often required, is to provide support that is based on the needs of each individual. By identifying the specificareas a player needs to develop, we can focus on developing those issues and find specific solutions basedon the players’ individual needs. Based on our knowledge and experience, this tried and tested programmeworks for the following reasons.

• Each young person is assigned a highly skilled, expertly trained Professional Development Worker, who will be responsible for leading the young person through the programme and providing the necessary tailor-made support

• The Professional Development Worker will quickly develop a rapport with young people in order to build a good, professional, working relationship and identify the issues that are of concern to them. They then employ tried and trusted interpersonal techniques and exercises to begin to address those issues.

• Because the main developmental issues have been identified and/or agreed by the young person rather than being imposed by the club, coach, family or any other outside agency, they are more likely to take responsibility and ownership and therefore have a greater chance of being successful in addressing them.

• We work on strategies and positive mindsets that will improve performance both on and off the field and identify simple, practical and achievable steps that fit in with the young persons’ own personal values, attitudes, lifestyles and responsibilities.

• We take a holistic approach to their development. By this we not only recognise them as professional footballers with responsibilities towards their clubs, their teammates and their careers, but we also recognise them as individuals and young people in their own right and that the two are critical parts of their overall identity and personal make-up. Because we recognise that it’s impossible to divorce the two aspects of their identity, the most effective way of improving their development and performance is to work with the whole individual.

• Each footballer will have a specific action plan which will be tailor made to meet their individual requirements. They will agree a set of actions, which will include technical and footballing issues they wish to develop, but will also include attitudes and behaviours they need to work on in order to improve performance.

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How does the programme work?Participating in a programme like this has huge benefits to young footballers, both professionally by improvingperformance, and personally by developing the right on and off-field attitudes and behaviours to ensure thateach footballer is a well-rounded, individual who displays the range of behaviours and attitudes, necessary tobecome a successful professional footballer.

For many young footballers, this requires considerable change in order to bring about the required impact onthe person and in their performance. To bring about this change can take time, although it is likely that clubswill see some effects on the young person within a relatively short period. In addition, whilst each young personresponds to the programme positively, each individual responds to different aspects of the programme indifferent ways and some may require more support than others. However, as a guide, each young person willreceive a programme that consists of 10 one hour, one to one sessions, which usually occur on a weekly basis,although some flexibility can be built into the programme, depending on the needs of the young person. Atthe end of each individual session each young person will be set tasks and exercises in order to assist themto reflect or take action that will improve their performance.

The Professional Development Programme Outline

AimTo deliver a programme of professional development for young players aged 16-21 in order to develop theappropriate behaviours, attitudes and personal skills to enable them to improve their performance asfootballers, impact upon their personal and professional relationships and maximise the chance to have amedium and long-term football career at their current club or at another professional football club.

Objectives• To provide personal support to improve performance on and off the pitch• To reduce levels of drop-out from professional football between 16-21• To protect the considerable investment placed in a young player by Academies and to maximise the

chances for them to progress to the 1st team or be sold to another professional club.

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AssessmentSessions 1 - 3

Professional AwarenessSessions 4 - 6

Performance FocusSessions 7 - 10

PHASE SESSION INTENDED OUTCOMES

Assessment

Session 1Introduction, rapport building,ground rules, ethics, benefits ofprogramme

Session 2Professional and PersonalValues, professionalachievements, building afootball career

Session 3Self-awareness, strengths andweakness recognition

• Programme introduction• Understanding the key stage in their life and career and how the programme will support their goals

• Recognise the key personal values, aspirations, skills and qualities and how they relate to short, medium and long term career plans.

• Recognising the kind of player they are (qualities, motivations, beliefs).

ProfessionalAwareness

Session 4Self limitations and barriers toachievement

Session 5Increasing confidence and self-esteem, mid-point review

Session 6Gaining a performancemindset

• Identifying and recognising barriers on performance, assessing personal and professional beliefs.

• Improving self-confidence on and off the pitch• Raising self-esteem

• Identifying personal skills, values, attitudes and behaviours required to improve performance.

PerformanceFocus

Session 7Identifying professionalexpectations and behaviours

Session 8Personal and team leadership,taking responsibility, managingsetbacks and disappointment

Session 9Lifestyle management, keyrelationships and contacts.

Session 10Planning for action, review andevaluation

• Prioritising your career, concentration, focus, motivation

• Developing professional attitudes.

• Identifying career goals and achievements.• Leadership skills

• Being a professional off the field• Building the right team around the player

• Implementing change• Putting plans into action• Reflection and accountability

Programme OutlineThe programme is delivered in 3 distinct but interrelated phases. The phases are designed to assess the stageof development the young person is at, to raise awareness of their strengths, weaknesses and barriers toimprovement and develop attitudes and behaviours that will impact upon their performance both on and offthe pitch.

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Personal Action PlanAt the end of the programme, each young person will have developed a comprehensive Action Plan. This planis a custom-made, individual plan of action to enable each young person to identify the key steps they haveagreed to take in order to improve their performance. The plan will include short, medium and long-termobjectives and include specific actions.

Benefits for Academies• The programme will concentrate on developing positive attitudes and behaviours of footballers whilst

allowing the Academy to concentrate on their core function, that of coaching the technical skills and tactical awareness required to develop outstanding young footballers.

• The support for young people will be of high quality and provide an individual and personalised programme, delivered by highly experienced and professional practitioners.

• The programme works closely with the Academy Director and Academy Education and Welfare Officer to ensure that it operates in a complementary manner with all Academy policies and regulations.

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Monitoring and EvaluationTo assess both the quality of delivery and the impact of the programme on young people, a comprehensivemonitoring and evaluation exercise will form an integral part of the programme. Monitoring data is collectedon each young person and evaluation exercises are undertaken to assess the impact of the programme onyoung people’s transition.

Reports to the AcademyAt the end of the programme the young person and the Academy will receive a report linked to the outcomesof the programme and of any issues that may arise throughout the duration of the course. Also included willbe information regarding individual goals or targets set by young people as well as any other findings whichmight be useful for the young person(s) or Academy.

Child Protection and SafeguardingWe view the well-being and safety of children and young people as being of paramount importance. In workingwith young people we carry out risk assessments, where appropriate, and manage our work with the interestsand safety of young people in mind. All workers are DBS (formerly CRB) checked and adhere to the highestprinciples of child protection and safety. Further information is included in our Code of Conduct and Ethics inthe Annex at the end of this document.

Disclosure/ConfidentialityWe respect the right of everybody including young people to confidentiality. Our relationship is built upon trustof young people and confidentiality is the bedrock of that relationship. We will encourage young people toshare aspects of the programme with a number of interested parties. This may include Academy staff,parents/carers, schools etc. The Transition Worker will maintain confidentiality unless the law requires thatinformation be disclosed. In these circumstances we will liaise closely with the Academy Education and WelfareOfficer or other appropriate Academy staff member. Further information is available in our Code of Conductand Ethics.

Parent/Carer InformationThe programme will include liaison with parents/carers on progress of their son’s where appropriate and toprovide updates and information. In the Transition Programme this will be managed by the young person’sTransition Worker.

Equality and DiversityExrtratime, actively promote and operate the best practice around equality and diversity. We provide aninclusive service that meets with the needs of each young person irrespective of race, ethnicity, sexuality,disability or religion and recognise the benefits and challenges of embracing diversity. To this end we activelymonitor each young person and use this information to ensure we provide the best possible service to allyoung people. Further information about equality and diversity is available in our Code of Conduct and Ethics.

InsuranceAs an employer, we hold private indemnity insurance and are fully compliant with relevant insurance legislation.More details are available on request.

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Additional Services As well as providing a wide range of services for young players, we also provide comprehensive, tailor-madesupport programmes for established professional footballers that will enable them to improve their performanceboth on and off the pitch. Our services ensure that footballers remain focused and committed to their careers,and we can maximise the likelihood that that the investment the club has made in them is rewarded. We alsowant to ensure that players become model professionals, not by preaching to them a list of do’s and don’ts,but by supporting them in developing their own values, beliefs and goals and then assisting them to takepractical steps to achieve their aims. The result is that players take responsibility for their careers both on and offthe field and take the necessary steps to get the most out of their career and maximize their undoubted talent.

We also provide services for coaches and managers in order to improve performance and deal with thepressures and expectations. These may be available in groups and/or individually.

We provide a no-nonsense, down-to-earth, highly confidential, non-judgmental, practical and tailor-madeservice for footballers and coaches at all stages of their careers. Please feel free to contact us if you requiremore details about the range of services on offer. Selected services from our range include the following.

Performance- Improve self-confidence- Improve motivation- Dealing with stress and pressure- Dealing with highs and lows- Discipline and negative attitudes- Dealing with new teams, coaches, playing cultures and styles

Personal- Managing Relationships successfully- Successful work/life balance- Better relationships with family, friends, spouses and partners- Managing money, time, social life successfully- Gaining control over your life and self

Transition- Managing career change and career end- Careers counselling and support- Coping successfully with injuries and illnesses- Returning to education- Successful long-term and future planning- Successful retirement planning

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Next StepsPlease feel free to contact Extratime in order to discuss your specific needs. We are happy to modify ourprogramme in order to meet the needs of your Academy or other professionals at your club. Details of ourpricing policy are available in Appendix 2 at the end of this brochure.

For further information contact:

Emy Onuora

E: info@extratime.org.uk

T: 07957 19 75 94

Our Code of Conduct and EthicsExtratime has developed a code of conduct and ethics that provideguiding principles for how our services to young people will bedelivered, how we work with and relate to young people; and whichgoverns the role and professionalpractice of Transition Workers.

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1. The nature and purpose of Transition Work1.1. The purpose of Transition Work is to facilitate and support young people’s growth by encouraging theirpersonal and social development and enabling them to have a voice, influence and place in their families andcommunities.

1.2. Transition Work is informed by a set of beliefs which include a commitment to equal opportunity, toyoung people as partners in learning and decision-making and to helping young people to develop their ownsets of values.

Extratime commits to:• Offer its services in places where young people can choose to participate.• Encourage young people to be critical in their responses to their own experience and to the world

around them.• Work with young people to help them make informed choices about their personal responsibilities and

future careers within their clubs, families and communities.• Work alongside school and college-based education to encourage young people to achieve and fulfill

their potential.• Work with other agencies and organisations to encourage them to be responsive to young people’s needs.

2. The importance of ethics in Transition Work2.1. Ethics in the context of professional practice is about;

• Developing the ability of practitioners to see the ethical dimensions of problems, to reflect on issues, to take difficult decisions and to be able to justify these decisions.

• Acting with integrity according to one’s responsibilities and duties (this may entail behaving in accordance with professional principles, guidelines or Academy rules and regulations).

2.2 The behaviour of everyone involved in Transition Work and associated services i.e. political andmanagerial leaders, managers, trustees, employees, volunteers and participants, must be of a standard thatensures;

• The effective delivery of services• Appropriate modelling behaviour to young people• Trust between workers and young people• Trust between academies, organisations, services and parents/carers and young people• A belief in the capacity of transition work to help young people themselves learn to make career and

educational decisions and take effective action.

3. Summary of the statement of principles of ethical conduct for transition work

Ethical principlesTransition Workers have a commitment to;1. Treat young people with respect, valuing each individual and avoiding negative discrimination.2. Respect and promote young people’s rights to make their own decisions and choices, unless the welfare

or legitimate interests of themselves or others are seriously threatened.3. Promote and ensure the welfare and safety of young people, while permitting them to learn through

undertaking challenging educational activities.4. Contribute towards the promotion of social justice for young people and in society generally, through

encouraging respect for difference and diversity and challenging discrimination.

Professional principlesTransition Workers have a commitment to;1. Recognise the boundaries between personal and professional life and be aware of the need to balance a

caring and supportive relationship with young people with appropriate professional distance.2. Recognise the need to be accountable to young people, their parents or guardians, colleagues, academies,

funders, wider society and others with a relevant interest in the work, and that these accountabilities may be in conflict.

3. Develop and maintain the required skills and competence to do the job.4. Where relevant, work for conditions in employing agencies where these principles are discussed, evaluated

and upheld.

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4 Statement of principles of ethical conduct for transition work

4.1. Ethical principles. Transition Workers have a commitment to:

4.1.1. Treat young people with respect

Practice principles include;• Valuing each young person and acting in a way that does not exploit or negatively discriminate against

certain young people on irrelevant grounds such as ‘race’, religion, gender, disability or sexual orientation.• Explaining the nature and limits of confidentiality and recognising that confidential information clearly

entrusted for one purpose should not be used for another purpose without the agreement of the young person, except where there is clear evidence of danger to the young person, worker, other persons or the community.

4.1.2. Respect and promote young people’s rights to make their own decisions and choices

Practice principles include;• Raising young people’s awareness of the range of decisions and choices open to them and offering

opportunities for discussion and debate on the implications of particular choices.• Offering learning opportunities for young people to develop their capacities and confidence in making

decisions and choices through working in partnership with Transition Workers in planning activities.• Respecting young people’s own choices and views, unless the welfare or legitimate interests of themselves

or other people are seriously threatened.

4.1.3. Promote and ensure the welfare and safety of young people

Practice principles include;• Taking responsibility for assessing risk and managing the safety of work and activities involving

young people.• Ensuring their own competence, and that of employees and volunteers for whom they are responsible, to

undertake areas of work and activities.• Warning the appropriate authority, and taking action, if there are thought to be risks or dangers attached

to the work.• Drawing to the attention of their academy or employer and, if this proves ineffective, bringing to the attention

of those in power or, finally, the appropriate agencies, ways in which activities or policies of academies or employers may be seriously harmful to the interests and safety of young people.

• Being aware of the need to strike a balance between avoiding unnecessary risk and permitting and encouraging young people to partake in challenging educational and social activities.

4.1.4. Contribute towards the promotion of social justice for young people

Practice principles include:• Promoting just and fair behaviour, and challenging discriminatory actions and attitudes on the part of young

people, colleagues and others.• Encouraging young people to respect and value difference and diversity, particularly in the context of a

multi-cultural society and sport.• Promoting the participation of all young people, and particularly those who have traditionally been

discriminated against, in transition work. • Encouraging young people and others to work together collectively on issues of common concern.

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4.2. Professional principles. Transition Workers have a commitment to:

4.2.1. Recognise the boundaries between personal and professional life

Practice principles include:• Recognising the tensions between developing supportive and caring relationships with young people and

the need to maintain an appropriate professional distance.• Taking care not to develop close personal relationships with the young people they are working with as

this may be against the law, exploitative or result in preferential treatment. • Not engaging in work-related activities for personal gain, or accepting gifts or favours from young people

or their families that may compromise the professional integrity of the work.• Taking care that behaviour outside work does not undermine the confidence of young people and the public

in transition work.

4.2.2. Recognise the need to be accountable to young people, their parents or guardians, academies,employers, funders, wider society and other people with a relevant interest in the work

Practice principles include;• Recognising that accountabilities to different groups may conflict and taking responsibility for seeking

appropriate advice and making decisions in cases of conflict.• Being open and honest in all dealings with young people, enabling them to access information to make

choices and decisions in relation to participation in transition work activities and in their lives generally.• Ensuring that actions as a Transition Worker are in accordance with the law.• Ensuring that resources under Transition Workers’ control are distributed fairly, according to criteria for

which Transition Workers are accountable, and that work undertaken is as effective as possible.• Reporting to the appropriate authority any suspicions relating to a young person being at risk of serious

harm or danger, particularly of sexual or physical abuse.• Actively seeking opportunities to collaborate with colleagues and professionals from other employers,

academies, agencies and organisations.

4.2.3. Develop and maintain the skills and competence required to do the job

Practice principles include;• Only undertaking work or taking on responsibilities for which workers have the necessary skills, knowledge

and support.• Seeking feedback from service users and colleagues on the quality of their work and constantly updating

skills and knowledge.• Recognising when new skills and knowledge are required and seeking relevant education and training.

4.2.4. Foster and engage in ethical debate in Transition Work

Practice principles include;• Developing awareness of Transition Workers’ own personal values and how these relate to the ethical

principles of transition work as stated in section 4.1• Re-examining these principles, engaging in reflection and discussion with colleagues and contributing to

the learning of and about the organisation where they work.• Developing awareness of the potential for conflict between personal and professional values, as well as

between the interests and rights of different individuals and between the ethical principles in this statement.• Recognising the importance of continuing reflection and debate and seeing this statement of ethical

principles as a working document which should be constantly under discussion.

4.2.5. Work for conditions in employing agencies where these principles are discussed, evaluated and upheld

Practice principles include;• Ensuring that colleagues, Academies and young people are aware of the statement of principles.• Being prepared to discuss difficult ethical issues in the light of these principles and contributing towards

interpreting and elaborating on the practice principles.• Being prepared to challenge colleagues or employing agencies whose actions or policies are contrary to

the principles in this statement.

Extratime Code of Conduct May 2014

PricingPolicy

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12 Week Personal Transition Programme

All prices include the following features:

• 12 in-depth hour long sessions

• Detailed transition portfolio for each young person

• Follow up 30 minute reviews at 3, 6 and 12 months

• Support for dealing with anger, disappointment etc.

• Player preparation for trials

• Support into another academy

• Liaison with parents, education providers, workplaces and training providers

• Progress reports on each young person provided for academies

• Final Report on outcomes for each young person

Bronze Packageup to 5 young people £1,800.00 per person

Silver Package6-11 young people £1,440.00 per person

Gold Package12 or more young people £1,200.00 per person

ACADEMY DEVELOPMENT PROGRAMMES 27

10 Week Professional Development Programme

The PDP is available as an individual programme or as a group programme which has the benefits of deliveringpart of the programme in groups, but ensures that each young person gets a tailor-made programme andindividual action plan.

Prices for both individual and group programmes include the following features;

• Individual Action Plan for each player

• Progress Reports to academy

• Final Report on outcomes

• 30 minute follow up review at 6 months

Additional Support Programmes

The prices listed above are for the specific programme and give an indication of our prices. If what is listeddoesn’t fit with your specific plans or ideas then please feel free to contact us and we will be happy to providea price that meets your specific requirements.

We are also able to meet the needs of first team squad professionals, coaches and managers both individuallyand in groups. Feel free to contact us to discuss your specific requirements.

Bronze Package4-7 young people6 Group sessions plus 5 individual sessions

£2,500.00 per person

Silver Package(8-11 young people)6 Group sessions plus 5 individual sessions

£2,200.00 per person

Gold Package12-20 young people6 Group sessions plus 5 individual sessions

£2,000.00 per person

Platinum PackageIndividual Programme £3,000.00 per person

timeextra9 Neilson RoadLiverpool L17 7BA

E: info@extratime.org.ukT: 07957 19 75 94

www.extratime.org.uk