From time to time, we will update our stakeholders on progress being made in Sri Lankan refereeing. You are important partners, and we want you informed.
Background
After a comprehensive review of Sri Lankan refereeing in December 2014, the following structure was recommended;
• Recruitment & Retention – targetting schoolboys and ex-players
•Learning & Development – changing from an assessment mindset to a coaching and referee development mindset.
•High Performance – Identifying, promoting and developing referees for the international stage.
•Recruitment & Retention
Over 40% of our total referee database are aged 38+. 90% of our A & B Panel referees are aged 38+. 60% of these are aged 40+. Unless we recruit good young men into refereeing, we risk of have no referees within 5 years.
Only 20% of schoolboys go on to play rugby for clubs and many of our young men are lost to the game. Refereeing is an opportunity to keep them. It provides leadership and management skills, along with the chance to travel.
We have been to schools and spoken to boys about refereeing to stay involved in the game. We have also requested that school provide boys to referee. To date we have had little support from schools. We have visited with 9 schools and have only been introduced to 6 boys. Only 2 have taken up refereeing. Given the passion for the game in schools, the number of students who attend each school, along with the responsibility to help set the boys up for life after school AND that only 20% of schoolboys play rugby after school, this is extremely surprising, and disappointing. WE NEED YOUR HELP AND YOU WILL BENEFIT IN THE LONG TERM.
We have already, and will continue to, also recruit ex-players into refereeing and have already recruited 2 ex-national players.
Learning & Development
Each refereeing panel now has it’s own own coach. The coach is responsible for referee development. The coaches are headed by Dilroy Fernando. There has been an improvement in refereeing standard based on our new development focus as opposed to the negative assessment of performance.
Our next step is identifying talented referees in our B & C panels who can be promoted, creating depth and competition. We have created a Talent ID Panel, where we are fast-tracking the development of promising talent.
High Performance
Our goal is that Sri Lankan Referees are seen as the most reliable referees in Asia. This will be achieved if our structure is in place and is being supported. If we achieve this, Sri Lankan domestic rugby will benefit.
We are currently in the process of creating an ideal referee profile, which will allow us to select against a set of criteria. This will create clarity in selection, clarity for referees and the game of rugby will benefit.
Our High Performance programme will be based around a High Performance mindset. This will include, commitment to fitness, commitment to continual improvement and performance on the field. We will communicate more to you next month.
Summary
Refereeing is often an afterthought and easy to criticise. Often little resource is allocated to the development of referees. Referees, like players and coaches, make mistakes. It is our job to minimise these.
Resource has been allocated to refereeing, and our structure implimented, we have had local Sri Lankan referees referee the final of the club knock-out competition and the first leg of the Bradby, did well. We have seen improvement in attitude and performance, albeit people develop at different rates.
We ask for some patience from you all in the short terms as we will reap the rewards in the long term.
The standard of refereeing in Sri Lanka is improving. With your support we can achieve our goals.
