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In the Youth Sports Department, staff performance management is a collaborative and supportive process designed to help you succeed in your role. You can expect regular feedback and coaching from your manager to clarify expectations, identify areas for improvement, and celebrate successes. If issues arise, they will be addressed promptly through open communication, beginning with coaching and, if necessary, progressing to more formal steps like verbal warnings. Our goal is to ensure that you have the resources, guidance, and support needed to thrive in your position, while also maintaining a fair and consistent approach to managing performance across the team.
Program Audit
Program Audit
CARD Baller Staff Recognition
CARD Baller Staff Recognition
Quarterly Staff Dinners
Quarterly Staff Dinners
To celebrate our amazing staff, and the positive impact they have on the community, we host quarterly optional/non-paid dinners, "CARD Youth Sports Pays for Youth Dinner." Below is an example of an invitation that would be sent out:
Buddy the Ref Award (Basketball Season)
Buddy the Ref Award (Basketball Season)
Employee of the Quarter (Quarterly)
Employee of the Quarter (Quarterly)
This award aims to recognize employees who have contributed significantly to leadership, teamwork, quality of programming, participant impact, and spreading a love of the game to CARD’s Youth Sports Department.
Quarterly = Employee of the Quarter (blue sweatshirt or other clothes item)
CARD Baller Plaque (3 Years)
CARD Baller Plaque (3 Years)
Once you have worked in the CARD Youth Sports Department for 3 years, you will be recognized with your name on the CARD Baller plaque in the Field House.
3 years = CARD Baller (sports ball of their main sport)
CARD All-Star (4 Years)
CARD All-Star (4 Years)
After 4 years of dedication to the CARD Youth Sports Department, the staff is designated a CARD All-Star. Staff will be awarded a duffle bag to signfy their dedication, excellence, and long-term impact on the team and programs.
4 years = CARD All-Star (Duffle Bag)
Coach and Verbal Warnings
Coach and Verbal Warnings
Coaching is an opportunity to engage the employee in an interactive conversation to identify performance or behavior gaps and discuss how to correct them. In essence, coaching is for clarification and education. Coaching outcomes could include additional training, resources, mentoring, or reviewing policies and standards to reinforce expectations. A verbal warning would typically be the next step in addressing issues after coaching. However, if behavior needs to stop immediately, such as harassment or illegal conduct, or if the employee was previously coached and received a verbal warning, but no change is seen, you should document through a Corrective Action Plan or engage in the discipline process.
Corrective Action Plan
Corrective Action Plan
A Corrective Action Plan (CAP) is a documented improvement plan given to the employee. The CAP should include all of the following:
The details of the violation or behavioral issue and site-specific examples. Include dates, who, what, where, why, and how. Include the policy violation, if applicable.
Behavior observed, be sure to avoid opinions or generalizations.
An action plan to correct the behavior, along with restated expectations.
All warnings or CAPs must conclude with the following closing statement: “In the event, there are any further incidences related to your performance or any violation of CARD policy, you may be subject to disciplinary action up to and including termination.
Not Asked Back Next Season
Not Asked Back Next Season
Staff are hired seasonally and reserves the right to not ask a staff back after the current season is completed.
Termination
Termination
Depending on the scenario related to staff performance or any violation of CARD policy, staff may be subject to disciplinary action up to and including termination.
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