Annual Performance Plan

For the Period

1st October 2017 - 30th September 2018

Introduction

There are currently 18 ECB funded county academies. The purpose of the county academy system is to develop players capable of performing at 1st class and International level. Academy programmes are holistic in their approach and deliver a balance of technical, tactical, physical, mental, leadership and lifestyle aspects.

Established in 2003, the Kent Cricket Academygives talented young cricketers an opportunity to benefit from professional training and education whilst still at school or college. The Academy aims to develop home grown players and prepare them for a future in the professional game.

Counties are accountable for the delivery of their programme, in line with the ECB strategic Performance Review. The ECB have a long term plan which promotes the development of a world leading Academy System. We aim to deliver an environment that promotes excellence, nurtures talent and systematically converts this talent into professional players capable of playing first team cricket at the club, which develops them. The ECB must promote technical excellence and ensure financial viability now and in the future.

Strategy 2011+

Joe Denly, Lydia Greenway, Adam Ball, Daniel Bell-Drummond, Alex Blake, Sam Billings, Tamsin Beaumont, Matthew Coles, Natasha Farrant, Sam Northeast ,Adam Riley and Zak Crawleyare just a few of our graduates. The rise in players’ salaries and the increase in value of young players signalled a further need for the Club to support the Academy’s pursuit of excellence going forwards.“Rising to the Next Level” set out the strategic direction for the Kent Cricket Academy back in 2011 to move to those higher levels of performance.

Vision

To be recognised as the benchmark Academy for developing “first class quality” cricketers in England.

Objectives

To create a learning environment which enables players with potential to develop their individual skills and techniques to the highest possible standard.

To identify and develop players capable of winning matches for Kent and England at senior level.

Values of Cricket

Each and every person connected to the game of cricket is its custodian. The game should be kept free from any element that will compromise its rich tradition or put at risk its values and standards. The spirit and culture of the game built over many centuries should be respected and nurtured.

Values of Human Performance

A total commitment to teamwork will create the best result for all. Honesty, equity and integrity are imperative for optimum performance. Effort should be recognised, ability developed and initiative encouraged.

Strategies

Player Improvement

  • Provide each player with their own individually tailored development programme.
  • Provide dedicated coaches with leading technical advice and improvement strategies.
  • Provide high quality sports science and medical support.
  • Provide high quality training, skill development and practice procedures.
  • Provide a high quality player and welfare structure that incorporates a “total life” approach.
  • Optimise the use of available technology.

Talent Identification and Selection

  • Develop and implement talent identification programmes.
  • Review talent selection programmes.
  • Formalise recruitment and retention strategies ensuring high quality selection processes.
  • Develop a selection philosophy.
  • Regularly review selection performance.

Cricket Programmes

  • Provide each player with a competitive programme of matches which challenges the individual but reflects a balance between preparation, competition and rest.
  • Investigate ways of utilizing the expertise, knowledge and motivational skills of past and present players.
  • Recognise the critical role that university, school and club cricket plays in the development of Academy players.
  • Support the development of Women’s County Cricket.
  • Maintain the highest level of discipline both on and off the field of play.

Operations and Administration

  • Develop a plan to improve operational efficiency and effectiveness.
  • Ensure that the annual budget and operational plans are linked to the Strategic Plan.
  • Maintain our level of resources in accordance with ECB audit policy.
  • Identify commercial opportunities outside ECB revenues.

Facilities

  • Provide high quality venues and facilities to deliver the programme.

Performance Measures

  • The Kent Cricket Academy is increasingly recognised as the leading example of developing quality first class cricketers in England.
  • Successfully complete ECB Academy Performance Review
  • Each year a minimum of one Academy scholar achieves selection in England programmes.
  • Each year a minimum of two Academy scholars achieve selection in Regional programmes.
  • Number of past Academy scholars who have represented Kent at senior level.
  • There is a full communication of this Strategic Plan amongst all stakeholders.
  • Widespread “buy in” to the philosophy of “home grown” Kent players is achieved.
  • Continuity of coaches and persons involved.
  • Effectiveness of the coaching approach.
  • All coaches accredited to the appropriate national level.
  • Establish links with various organisations to develop an efficient and effective scouting system for talent identification.
  • Each year remain within budgets aligned with the Academy Strategic Plan.

Objectives for the Forthcoming Year

Outcome Goals:Key targets for 1st October 2017- 30th September 2018

  • The Kent Cricket Academy is increasingly recognised as the leading example of developing quality first class cricketers in England.
  • Deliver an Academy programme which develops all aspects of a player’s development Physical, Technical, Tactical, Mentaland Lifestyle.
  • Successfully complete the ECB Academy Performance Review.

Performance Goals:Key targets for 1st October 2017- 30th September 2018

  • Effectiveness of the coaching approach.
  • To successfully detect, select, confirm and develop talent.
  • Widespread “buy in” to the philosophy of “home grown” Kent players is achieved.
  • A minimum of one Academy scholar achieve selection in National programmes.
  • A minimum of two Academy scholars achieve selection in Regional programmes.

Target No. of Academy Players selected for Representative Squads / Actual No. of Academy Players selected for Representative
County Contract / 0 / 1
EDP U19 / 0 / 1
EDP U17 / 0
EDP U17 Invitational / 0
Regional U17 / 2 / 3
Regional U15 / 2 / 4
England Women / 0
England Women
National Academy / 0 / 0
EDP Women U19 / 0 / 1

Process Goals:Key targets for 1stOctober 2017 - 30th September 2018

  • Continuity of coaches and persons involved.
  • All coaches accredited to the appropriate national level.
  • Establish links with various organisations to develop an efficient and effective scouting system for talent identification.
  • Monitor the players involved and a review of the process we use.
  • Each year remain within budgets aligned with the Academy Strategic Plan.
  • Feedback from players, parents, coaches and relevant stakeholders.
  • Internal and External review of process i.e. ECB Academy Performance Review.

Academy Roll of Honour

Since the establishment of the Kent Cricket Academy in 2003 the following Kent youth products have made their debuts for Kent senior teams.

NameFirst ClassList “A”Twenty 20

Joe Denly200420042004

Simon Cusden20042004

Lydia Greenway2004

Joanna Watts20042005

Paul Dixey20052007

James Iles20062007

Alex Blake200820072010

Sam Northeast200720072010

Tom Parsons2007

James Goodman20102007

Tamsin Beaumont20072008

Matthew Coles200920092010

Warren Lee2009

Adam Ball201120102011

Chris Piesley20102011

Adam Riley201120112012

Daniel Bell-Drummond201120112013

Sam Billings201120112011

Ivan Thomas201220142015

Deanna Cooper20082011

Alice Davidson-Richards20102010

Fabian Cowdrey201420132013

Natasha Farrant20122013

Grace Gibbs20132012

Ryan Davies20152015

Hugh Bernard20162017

Oliver Robinson2017

Zak Crawley20172017

Since the establishment of the Kent Cricket Academy in 2003 the following Kent youth products have made their debuts for England senior teams.

NameTestOne DayTwenty 20

Lydia Greenway 200320032004

Joanna Watts2005

Joe Denly20092009

Tamsin Beaumont201320092009

Natasha Farrant20132013

Sam Billings20152015

1

Management Structure

1

Staff

JASON WEAVER: High Performance Director

  • D.O.B11/8/68
  • PostcodeCT4 5DA
  • Has been in current role since May 2016
  • Level 4 coach
  • Previously employed by ECB as coach education manager
  • previously employed by Kent Cricket Board as High Performance Manager
  • full time employment contract with Kent CCC

ROZ FRANKLIN:Administrator

  • D.O.B10/01/54
  • PostcodeCT16 2EX
  • Has been in current role since the Academy was established in 2003.
  • A member of ATT.
  • Full time employment contract with Kent CCC.

MATTHEW WALKER:Head Coach

  • D.O.B02/01/74
  • PostcodeCT5 3RH
  • Has been in current role since 2014.
  • ECB Level 4 Coach.
  • Previously employed by Essex CCC as a player and assistant first team coach.
  • 1993-2011 Kent CCC Player.
  • Full time employment contract with Kent CCC.

MIN PATEL:2nd X1 coach

  • D.O.B07/07/70
  • Has been in current role since 2016
  • ECB level 3 coach
  • previously self employed as cricket coach and specialist spin bowling coach
  • Kent CCC player
  • Full time employment contract with Kent CCC

MARK EALHAMfast bowling coach

  • D.O.B27/08/69
  • has been in current role since 2011
  • ECB level 3 coach
  • Kent CCC player
  • self employed cricket coach and fast bowling coach

ADAM TAYLOR:Strength & Conditioning Coach

  • D.O.B18/12/1987
  • PostcodeTN23 5FN
  • Has been in current role since 2015.
  • Masters degree in Strength and Conditioning.
  • Previously employed as an intern with Leicestershire C.C.C and Warwickshire C.C.C
  • Full time employment contract with Kent CCC.

NIMMO REID:Physiotherapist

  • D.O.B25/06/71
  • PostcodeCT5 3RJ
  • Has been in current role since 2013.
  • 2006-2013 Kent CCC 1st XI Physiotherapist
  • BSc (Hons) Physiotherapy
  • Full time employment contract with Kent CCC

TOM JONES:Personal Development & Welfare Manager

SION THOMAS:Psychologist

  • D.O.B12/05/1968
  • PostcodeEN1 2HH
  • Has been in current role since the Academy was established in 2003.
  • BASES Accredited Sports Psychologist Pg. Cert (Couns).
  • BSc Sports Science, MSc Sports Science.
  • Presently working with England Badminton, Table Tennis and Netball.
  • Part time self-employed consultant.

BILL FILBY :AASE Assessor

DAVID NASH:Child Welfare Officer

  • D.O.B05.02.46
  • PostcodeCT4 5AZ
  • Has been in current role since 2011.
  • Has attended ECB Safe Hands Club Welfare Officer Refresher Workshop in 2013.
  • Teaching diploma (Cert Ed), BEd in Geography.
  • Previously employed by Kent Cricket Board as County Welfare Officer.
  • Part time self-employed consultant.

1

Player Pathway

Selection

The purpose of this document is to outline the systematic and structured method of selecting players onto the Kent Cricket Academy. This is to ensure that those players selected are the players most likely to develop into first class quality cricketers capable of winning matches for Kent and England.

Principles:

The following principles should apply to the selection of players onto the Kent Cricket Academy.

  • Clear distinction between processes for Kent Cricket Academy selection and selection of Kent Performance Squads.
  • Kent Cricket Academy selection based on ‘demonstrated potential’ to develop into a first class quality player over the next 5 to 8 years.
  • Selection onto the Kent Cricket Academy is intended to be highly selective and challenging in order to encourage players to strive very hard to get into, and, remain in the programme thus driving up standards of practice, preparation and performance across junior cricket in Kent.
  • Players will be deselected from the Kent Cricket Academy if they fail to achieve their continued inclusion criteria and following a performance review with the High Performance Director. De-selections will be made in August annually.
  • No fixed limit on the number of players in each year’s cohort. Normally no more than 12 players will be selected into any year’s cohort. On occasion the number may be greater or lower.

Selectors:

Selectors: Jason Weaver, Matt Walker, Min Patel, Mark Dekker, Neil Taylor

Scouts / Information Providers: County Performance Squad Head Coaches, ECB National Lead Skill Coaches, ECB Regional Performance Managers.

Criteria:

The following criteria will be considered by the selectors when selecting players for the Kent Cricket Academy:

  • Scouting Reports
  • Performance Statistics
  • Selectors’ gut feel
  • Injury status and risk
  • Physical condition

Players will be ranked according to scouting reports, performance statistics and selectors’ gut feel separately and in combination.

As well as the High Performance Director undertaking visits and observations himself, he will also appoint ‘scouts’ to work with him in observing and gathering information on players, listed either on the long or short lists.

The scouts are information providers, not decision makes – they do not select squads or players for programmes but will be responsible for providing the High Performance Director and selectors with information which will enable them to make effective decisions.

In identifying potential, ‘form’ can be misleading and this systematic process should prevent both good and poor form being misinterpreted for potential. Whilst, performance data will play a large role in indicating potential, selection onto the programme should not be seen simply as a reward for recent performance, but as an indicator of potential future performance.

Coach’s ‘gut feel’ for potential will continue to play a role within selection, but it is hoped that this process will help gather evidence to support such intuition and will allow for improved cross-checking and validation.

Proposed Annual Timetable:

  • Establishment of long list -May
  • List of players to be observed during the domestic season established.
  • Information gathered to include general comments on strengths, areas to improve and future potential.
  • Historical performance data.
  • Scout Viewing 1-May to June
  • High Performance Director and his nominated scouts to observe players in County Performance Squad, Club or School Cricket.
  • Further information to be gathered from County Performance Squad Coaches.
  • Information gathered to include general comments and rating as above, plus comments and rating on Ability (skills, fielding, physical), Attitude (mental game, personal qualities) and Performance success.
  • Establishment of short list-End of June
  • Short list of players to be observed during the second half of the season to be established.
  • Previously non-identified players can be added at this stage.
  • Scout Viewing 2-July to August
  • High Performance Director and his nominated scouts to observe targeted players in County Performance Squad or Club Cricket.
  • Further information to be gathered from County Performance Squad Coaches.
  • Information gathered to include comments and rating as above, plus more detailed comments and performance success.
  • Final Selection-Start of September
  • Provisional final squad of players selected.
  • Previously non-identified players can be added at this stage.
  • Scholarship offer letters distributed.
  • Induction-start of November
  • Welcome meeting for both players and parents looking to provide information to help support the player’s transition onto the Kent Cricket Academy.
  • Assessment Module-October to December
  • Complete a rigorous series of assessments to establish the basis for the individually tailored development programme.
  • Previously non-identified players can be added at this stage.
  • Preparation Module- January to April
  • Provide a comprehensive preparation programme to ensure each player has the best opportunity to succeed in the performance module.
  • Previously non-identified players can be added at this stage.
  • Performance Module-May to September
  • Agree, coordinate and monitor an individual performance programme for each player where they have the opportunity to realise potential at the appropriate level.
  • Future Planning-End of September
  • A final assessment of the Academy players is made.
  • Recommendations are made to the selectors as to the future involvement of the players on the Academy Programme.
  • The player and his/her parents are informed of the assessment and recommendations.

Induction Process

Exit Process

Identifying and Developing Talented Players - What are we looking for in our players?

The table’s below represent a summary of the “STAR” qualities that we look for AND are seeking to develop in our best players. The list of “STAR” qualities is designed to give coaches, players, parents and scouts an idea of what we are looking for in our best players.

The first table lists some general qualities that we believe our best players should possess on entry into a programme AND after the programme is completed. The tables that follow describe each skill set and the characteristics attached to each skill.

The “STAR” qualities cover skills, temperament, ambition and results as these make up the complete package for identifying talented players. In addition to these characteristics, we will always encourage players to respect the game at all times. We do not want to give the impression that we are looking for clones and we seek to provide guidelines rather than being overly prescriptive.It will be rare for players to possess all of these qualities at the start but the purpose of the Academy programme is to develop these qualities but in order to select players for the programme; the potential to have these qualities will be what we are looking for in our best players as well as whether they already possess some of them.

1

Professional Staff Players / Academy Scholars
Age 16 - 19 / Academy Scholars
Age 13 - 15
General / Multi skilled in batting, bowling, fielding or wicket keeping with two of these skills seen as specialist strengths.
Entertaining.
Tactically aware.
Able to play long and short versions of the game.
Able to handle pressure.
Excellent concentration.
Aggressive but controlled, positive and patient when necessary.
Creative, innovative, has flair and the ability to improvise.
Able to handle success & failure.
Massive self-belief.
Contribute to the energy of the squad/team.
Team player.
Personally responsible, disciplined and self-aware.
Has an excellent and proven work ethic.
Holistic in their approach.
Understanding and respect for the traditions of the game.
Athletic and have speciality in the field.
Fit and flexible for the role. / Multi skilled in batting, bowling, fielding or wicket keeping with two of these skills seen as specialist strengths.
Capable of being match winners at county level.
Concentration – able to switch on to be mentally prepared each ball.
Stays calm under pressure .
Learnability – keen to be challenged in training and pick things up quickly – able to understand how to apply technique and transfer it into game situations.
Self-belief – positive mind set and demonstrates presence on the field.