Resources

Western Sydney
Two Blues Junior
Rugby Union

 

  

 

 

Representative regulations

 

 

 

 

 

Issuing Authority

Two Blues Juniors Board

Western Sydney Two Blues Junior Rugby Union

Issuing Authority Date: 01 Feb 23

 

 

Original Date of Issue:01 Feb 23

 

Sponsor:

Western Sydney Two Blues Junior Rugby Union

 

Publication Management

 

This publication is managed and maintained by the Western Sydney Two Blues Junior Rugby Union Board. This publication will be reviewed annually and inspected by the secretary for compliance with the District constitution. The review will be recorded in the publication compliance and inspection record.

 

This publication is issued by the president of the district in accordance with his powers granted under the constitution.

 

Intellectual Property Protection

 

Copyright © 2018 by Western Sydney Two Blues Junior Rugby Union

All rights reserved. This publication or any portion thereof may not be reproduced or used in any manner whatsoever without the express written permission of the publisher except for the intended use.

 

Publication Improvement

 

Improvements or modifications to this publication are to be submitted to the Western Sydney Two Blues Junior Rugby Union through the Board secretary in either written or electronic form

 

If incorporated the amendment certificate will be updated to reflect the publications current status.

 

Publication Compliance and Inspection Record

 

This table is used to track yearly inspections on the publication.

Name	Sign	Date
Tim Shand	TS	28th February 2023

 

Amendment Certificate and Version Control

 

This table shows the current amendment status (AL) of the publication as well as a brief summary of any changes.

 

AL	Date of Issue	Date of Incorporation	Description	Name	Sign
0	10 Jun 18	10 Jun 18	Initial Issue
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15

List of associated publications

 

Australian Rugby Code of Conduct

Safety Policy and Participation Policy

ARU Safety Policy;

ARU Participation Policy

ARU Concussion Policy.

2017 Australian Rugby Disciplinary Rules

ARU Anti-Doping Code;

ARU Member Protection Policy;

ARU Medical Policy

ARU Illicit Drugs Policy

ARU Sport Supplement Policy

Laws of the Game

Insurance Scheme

World Rugby Lightning Safety Guidelines

World Rugby Heat Guidelines

Blood Policy

Smart Rugby Policy

Serious Injury Protocol/ Report

ARU Medical & Safety Recommendations

SJRU: Competition Rules

 

Table of Contents

Type chapter title (level 1) 1

Type chapter title (level 2) 2

Type chapter title (level 3) 3

Type chapter title (level 1) 4

Type chapter title (level 2) 5

Type chapter title (level 3) 6

 

 

1.                       Applicability

1.1.                 This publication applies to all Western Sydney Two Blues Junior Rugby Union (TBJRU) Clubs. This includes;

 

1.1.1.           Players

1.1.2.           Coaches

1.1.3.           Managers

1.1.4.           Selectors

1.1.5.           Volunteers

1.2.                 Definitions

1.2.1.           In this publication unless the contrary intention appears:

1.2.1.1.     “Association” means Two Blues Junior Rugby Union Incorporated.

1.2.1.2.     “Board” means the body consisting of the Directors.

1.2.1.3.     “Club” means a Junior Rugby Union club which is a Member, or is otherwise affiliated with the Association.

1.2.1.4.     “Commitment” means the agreement made under the Letter of Offer.

1.2.1.5.     “Delegate” means the person(s) appointed from time to time to act for and on behalf of a Club and to represent the Club.

1.2.1.6.     “Director” means a member of the Board and includes any person acting in that capacity from time to time appointed in accordance with this Constitution but does not include the Executive Director.

1.2.1.7.     “District” means the geographical area for which the Association is responsible and as recognised by the SSO

1.2.1.8.     “Executive Director” means the Executive Director of the Association for the time being appointed under this Constitution.  Where the Association does not have an Executive Director, the Association secretary or Public Officer will, subject to confirmation by the Board, assume the functions of the Executive Director under this Constitution.

1.2.1.9.     “Electronic Game Management System” means the RU system used for member and competition management. Rugby Link is the current system employed.

1.2.1.10. “Financial year” means the year ending on the next 30 June following incorporation and thereafter a period of 12 months commencing on 1 July and ending on 30 June each year.

1.2.1.11. “Individual Member” means a registered, financial member of a Club or a natural person who is otherwise recognised by the Association as an Individual Member.

1.2.1.12. “Intellectual Property” means all rights subsisting in copyright, business names, names, trademarks (or signs), logos, designs, equipment including computer software, images (including photographs, videos or films) or service marks relating to the Association or any activity of or conducted, promoted or administered by the Association in the Region.

1.2.1.13. “IAW” means In Accordance With

1.2.1.14. “Member” means a member for the time being of the Association under the constitution.

1.2.1.15. “NSO”, means the National Sporting Body being Rugby Australia

1.2.1.16. “NSWRU”, means New South Wales Rugby Union

1.2.1.17. “Register” means a register of Members kept and maintained in accordance with the constitution

1.2.1.18. “Regulations” means any Regulations made by the Board under the constitution.

1.2.1.19. “RU” means Rugby Australia

1.2.1.20. “Seal” means the common seal of the Association (if any).

1.2.1.21. “Special Resolution” means a special resolution defined in the Act.

1.2.1.22. ‘SSO’ means the State Sporting Organisation being Sydney Junior Rugby Union.

 

1.3.                 Interpretation

1.3.1.           In these regulations

1.3.1.1.     a reference to a function includes a reference to a power, authority and duty

1.3.1.2.     a reference to the exercise of a function includes, where the function is a power, authority or duty, a reference to the exercise of the power or authority of the performance of the duty;

1.3.1.3.     words importing the singular include the plural and vice versa;

1.3.1.4.     words importing any gender include the other genders;

1.3.1.5.     references to persons include corporations and bodies politic;

1.3.1.6.     references to a person include the legal personal representatives, successors and permitted assigns of that person;

1.3.1.7.     a reference to a statute, ordinance, code or other law includes regulations and other statutory instruments under it and consolidations, amendments, re-enactments or replacements of any of them (whether of the same or any legislative authority having jurisdiction); and

1.3.1.8.     a reference to "writing" shall unless the contrary intention appears, be construed as including references to printing, lithography, photography and other modes of representing or reproducing words in a visible form, including messages sent by electronic mail.

1.3.1.9.     The words “must” and “shall” indicate a mandatory requirement. Whilst the words “should “and “may” indicate best practice that whenever possible should be followed.

1.4.                 Severance

1.4.1.           If any provision of these Regulations or any phrase contained in it is invalid or unenforceable, the phrase or provision is to be read down if possible, so as to be valid and enforceable, and otherwise shall be severed to the extent of the invalidity or unenforceability, without affecting the remaining provisions of these Regulations

2.                       Eligibility

2.1.                 In order to participate in the Associations representative program, members must be,

2.1.1.1.     Registered to a club for the current of the playing season.

2.1.2.           Members applying for a Player position must meet the following prior to selection and for the duration of the pathway program,

2.1.2.1.     Members must meet the requires set by the SSO for participation in the pathway program.

2.1.2.2.     Members must also attend 60% of pathway training programs and trial matches.

 

2.1.3.           Members applying for a Coaching position must meet the following prior to selection and for the duration of the pathway program,

2.1.3.1.     Current Working with Children’s Check (U18’s and over)

2.1.3.2.     Hold a current Smart Rugby Accreditation

2.1.3.3.     Hold a current Level 1 Coaching (U10 – U15) or

2.1.3.4.     Hold a current Level 2 Coaching (U16 – U18)

2.1.3.5.     Current season Coach Ready program

2.1.4.           Members applying for a Management Role must meet the following prior to selection and for the duration of the pathway program,

2.1.4.1.     Current Working with Children’s Check (U18’s and over)

2.1.4.2.     Hold a current Smart Rugby Accreditation

2.1.4.3.     Rugby Xplorer Team Manager Program

 

2.1.5.           Members applying for a Selectors Role must meet the following prior to selection and for the duration of the pathway program,

2.1.5.1.     Current Working with Children’s Check (U18’s and over)

2.1.5.2.     Hold a current Smart Rugby Accreditation

2.1.5.3.     Hold a current Level 1 Coaching (U10 – U15) or

2.1.5.4.     Hold a current Level 2 Coaching (U16 – U18)

2.1.6.           Current season Coach Ready program

2.1.7.           Current World Rugby Functional Role Analysis

2.1.8.           Current World Rugby Key Factor Analysis

2.1.9.           The above requirements maybe waived from time to time by the appointed association coordinator responsible for the pathway program after consideration by the board.

3.                       Discipline

 

3.1.                 The Association applies the NSO’s Code of Conduct and Disciplinary Rules for all members of the pathway program.

4.                       Subscriptions and Fees

4.1.                 Representative Levy

4.1.1.           Each member selected to a team must pay a player levy of $270 - Revised annually. 

4.1.2.           Players who fail to pay the levy in Full prior to the competition commencement will not be permitted to participate in the event.

4.1.3.           Payment methods consist of,

4.1.3.1.     Upfront via the approved app

4.1.3.2.     Payment plan via the approved app

4.1.3.3.     Deferred payment via the association with regular payment, defaulting on two or more scheduled payments will result in cancellation of selection.

5.      Selections

5.1.                 The Association supports an open and fair process for the selection. Selection will be based on clear criteria that are communicated with all players prior to representative’s season commencing.

5.2.                 The aim of selections is to select the best possible representatives for each particular competition. Our selection allows the athletes fair and full opportunity to display their worthiness for selection and then also ultimately gives them the best possible opportunity to fulfil the aims of the organisation at the competition. Selection is a difficult process, with many contributing factors, interests and emotions involved. If the selection process is clearly and widely understood, seen to be fair,

5.3.                 Members who believe that they have been unjustly delt may appeal their concerns with the National Sports Tribunal (https://www.nationalsportstribunal.gov.au/)

5.4.                 Obligations of the Association

5.4.1.           The association has obligations to ensure that the selections are made with natural justice procedures,

5.4.1.1.     The opportunity to be heard — in selection terms, this translates into the opportunity for an athlete to meet published selection criteria. This means criteria must be made available to athletes in enough time for them to meet all criteria. This requirement may also impose an obligation on sports to ensure selection criteria are capable of being met by all appropriate athletes and are not unreasonable.

5.4.1.2.     No bias — selectors must bring no bias to the selection decision. This includes actual or perceived bias.

5.4.1.3.     Decisions should be made taking account of relevant considerations and ignoring irrelevant ones.

5.4.1.4.     Decisions must not be unreasonable — Any selection decision that is so unreasonable that no reasonable person could have exercised their power to decide in that way should, and will, be open to successful appeal. For example, the use of selectors’ discretion to select an athlete with obviously no chance of success at the relevant event, ahead of another athlete who has a good chance of such success, where the stated selection philosophy is solely to win medals at the event, is likely to be seen as an unreasonable exercise of that discretion.

5.4.1.5.     Decisions must not be made under direction — Where a selection decision involves the exercise of discretion, selectors must not act under the direction or influence of any other person.

5.4.1.6.     Decisions must be made under proper authority — Selection decisions must be made in accordance with the published selection policy.

5.4.1.7.     Decisions must be made in good faith — Good faith embodies the concept of selectors acting with honesty, good intentions and a conviction as to the correctness of the decisions they make.

5.5.                 Appointment of Selectors

5.5.1.           The most critical people in the selection process (besides the athletes) are the selectors. They are the people that must properly follow and/or implement the selection policy and selection criteria. They must also bring special skills to bear in any exercise of discretion in order to select the best team possible in accordance with the selection philosophy.

5.5.2.           The pathway coordinators will appoint selectors by invitation only. The following qualities should be sought in voting selectors:

 

5.5.3.           Knowledge — of the athletes applying for selection and of the demands and high performance characteristics of the sport.

5.5.4.           Respect for the policy — a selector should demonstrate respect for the selection philosophy and the policy put in place to achieve its goals in the performance of their responsibilities.

5.5.5.           Fairness — a selector should ensure that each athlete applying for selection is considered appropriately. They should act without bias and in a way that does not give rise to a perception of bias. They should be proactive and thorough in disclosing any interests that could conflict, or appear to conflict, with the selection decision. A selector should not accept gifts of any kind where this could be reasonably perceived to compromise their impartiality.

5.5.6.           Independence — a selector should perform their selection responsibilities independently and free from influence external to the selection process.

 

5.5.7.           Respect for persons — a selector should be patient, dignified and courteous to other panel members, athletes, coaches, officials and others with whom they deal. Selectors should endeavour to understand and be sensitive to the needs of individual athletes being considered for selection.

5.5.8.           Diligence and efficiency — a selector should be diligent in undertaking their selection responsibilities, and take reasonable steps to maintain and enhance their knowledge, skills and personal qualities necessary to the selection process.

5.5.9.           Integrity — selectors should act honestly and truthfully in the performance of their selection responsibilities. They should not use their position as selectors to improperly obtain, or seek to obtain, benefits, preferential treatment or advantage for themselves or anyone else. They should behave at all times in a way that maintains the integrity and good reputation of the selection panel.

5.5.10.       Accountability and transparency — selectors are accountable for decisions and actions taken and, notwithstanding any confidentiality obligations, should be as open as possible about their decisions and actions taken in the performance of their selection responsibilities.

5.6.                 Announcement of selected members,

5.6.1.           The association via the pathway coordinators will announce selected members for positions by the following key milestones;

5.6.2.           Shortlisting of members (Player positions only) – Players maybe shortlisted which will be announced via the association’s communications platform.

5.6.3.           Advising Members of Offer of selection – Members selected for a position will be provided a formal offer to take up their selected position, Members may choose to not accept their offer.

5.6.4.           Formal Announcement of Selection – Once all offers have been accepted a formal announcement via the association’s communications platform.

 

5.6.5.           Handling Enquiries – the association will handle all enquires regarding selected members and their roles within the association.

 

5.7.                 Selection Criteria

5.7.1.            The selectors shall identify members for selection to the team based on ensuring a mixture of talent, with particular regard to a members demonstrated ability.

5.7.1.1.     for teamwork and team cohesion for the overall success of the team.

5.7.1.2.     attendance at competition, training and club / team events (commitment)

5.7.1.3.     good sportsmanship (values)

5.7.1.4.     abiding by our club’s Code of Behaviour on and off the field (behaviour).

5.7.2.           Member may be precluded from selection if there is a concern about their ability to compete safely or if their participation poses a risk to others.

5.7.3.           Extenuating circumstances

5.7.3.1.     In considering the performances of athletes at events, trials, training camps or other attendances required under these criteria, the respective selection committee may, at their discretion, give weight to extenuating circumstances.

5.7.3.2.     For the purposes of clause 5.7.3.1 above, extenuating circumstances means an inability to compete, attend training camps or perform at an optimum level arising from:

5.7.3.2.1.                  injury or illness

5.7.3.2.2.                  travel delays

5.7.3.2.3.                  equipment failure

5.7.3.2.4.                  bereavement or personal misfortune, and/or

5.7.3.2.5.                  any other factors reasonably considered by the pathway coordinator to constitute extenuating circumstances.

5.7.3.3.     Members unable to compete at events, trials, training camps or other attendances required under these criteria must advise the pathway director in writing of this fact and the reasons thereof as soon as practicable after the extenuating circumstances arise.

5.7.3.4.     In the case of injury or illness, members will be required to undergo a medical examination by a doctor.

5.7.3.5.     A decision in each case of extenuating circumstances will be made by the respective selection committee on an individual basis.

 

5.7.4.           Selection Process
 

5.7.4.1.     Members will be informed in writing of the dates, location and criteria for team selection.

5.7.4.2.     Members must agree and sign the application declaration (appendix 1) and return to the association on selection day.

5.7.4.3.     Selectors will be appointed by the board via an instrument and be responsible for selection decisions.

 

Western Sydney Two Blues Juniour Rugby Union

 

Application Declaration

 

Our commitment

Our club supports an open and fair process for the selection of teams. Selection will be based on clear criteria that are communicated with all players prior to the season commencing.

What we will do

Criteria

The selectors shall identify members for selection to the team based on ensuring a mixture of talent, with particular regard to a member’s demonstrated ability for

 

·         Teamwork and team cohesion for the overall success of the team.

·         Attendance at competition, training and club / team events (commitment)

·         Good sportsmanship (values)

·         Abiding by our Code of Behaviour on and off the field (behaviour).

Members may be precluded from selection if there is a concern about their ability to compete safely or if their participation poses a risk to others. Selection decisions will be based mainly on performance; however they will also consider:

Process

Members will be informed in writing of the dates, location and criteria for team selection.

Members must agree and sign the application declaration and return to the association on selection day.

Selectors will be appointed by the board via an instrument and be responsible for selection decisions.

 

What we ask you to do:

Selection committee

Ensure players are informed about and understand the selection criteria and processes.

Make fair and unbiased decisions based on the selection criteria.

Players

Make yourself familiar with the selection criteria and clarify any concerns with the association prior to trials.

Talk with the pathway coordinator about any concerns and seek feedback about how to improve your performance.

 I, ______________________ have read and understood the policy and will abide by it as a member of Two Blues Junior District.

Signature: 

Date: 

If under 18 years of age, parent/guardian:

Signature:

Date: 

 

Role Description – Coach

Job Purpose: Coaches are responsible for planning, organising and delivering an appropriate range of skills based activities and programmes for individuals and teams. The Two Blues Coach is a pillar in which our association is formed.

Job Responsibilities:

Safety and Health of Participants

• Place the safety and welfare of the participants above all else.

• Be aware of and support the sport’s injury management plans and return to play guidelines.

Coaching excellence

• Help each person (athlete, official, etc) to reach their potential.  Respect the talent, developmental stage and goals of each person and encourage them with positive and constructive feedback.

• Encourage and support opportunities for people to learn appropriate behaviours and skills.

• Support opportunities for participation in all aspects of the sport.

• Treat each participant as an individual.

• Obtain appropriate qualifications and keep up-to-date with the latest coaching practices and the principles of growth and development of participants.

Honour the sport

• Act within the rules and spirit of your sport.

• Promote fair play over winning at any cost.

• Respect the decisions of officials, coaches and administrators.

• Show respect and courtesy to all involved with the sport.

• Display responsible behaviour in relation to alcohol and other drugs.

Integrity

• Act with integrity and objectivity, and accept responsibility for your decisions and actions.

• Ensure your decisions and actions contribute to a harassment-free environment.

• Wherever practical, avoid unaccompanied and unobserved one-on-one activity (when in a supervisory capacity or where a power imbalance exists) with people under the age of 18.

• Ensure that any physical contact with another person is appropriate to the situation and necessary for the person's skill development.

• Be honest and do not allow your qualifications or coaching experience to be misrepresented.

• Never advocate or condone the use of illicit drugs or other banned performance enhancing substances or methods.

• Never participate in or advocate practices that involve match fixing.

Respect

• Respect the rights and worth of every person, regardless of their age, race, gender, ability, cultural background, sexuality or religion.

• Do not tolerate abusive, bullying or threatening behaviour.

People Management:

Internally Accountable to Pathway Coordinator

External: No direct reports but responsible for developing and managing external professional relationships.

JOB HOLDER CAPABILITIES

Qualifications and Experience -Mandatory

• Current Working with Children’s Check (U18’s and over)

• Hold a current Smart Rugby Accreditation

• Hold a current Level 1 Coaching (U10 – U15) or

• Hold a current Level 2 Coaching (U16 – U18)

• Current season Coach Ready program 

Knowledge and Skills

• Strong understanding and working knowledge of the association constitution, rules, by-laws, policies and procedures. 

• Strong communication and interpersonal skills

• Well-developed decision-making skills.

• Experience with planning

• Dedicated club person and good role model when representing the club.

By signing this I acknowledge Two Blues Juniors Coaches are encouraged to work to high standards and adopt recognised best practice where possible. In addition to their own standards of practice, all association officials should be aware of and adopt Two Blues Junior policies. 

I am familiar with Two Blues Juniors standards of practice named above and will adopt these in my work. I accept the responsibilities outlined in the position description. I have read and understood the policy and will abide by it as a member of Two Blues Juniors Rugby Union.

__________________________ ____________________________

Name: Name: 

Coach Pathway Director

Date: 

Role Description – Team Manager

Job Purpose Team Managers have an extremely important role ensuring the successful management of the team and welfare of the athletes in their care.  Regardless of the team you are managing, the responsibilities and duties are similar. The Team Manager’s duties, however, become more extensive when managing team’s interstate or overseas.

Job Responsibilities

Safety and Health of Participants

• Place the safety and welfare of the participants above all else.

• Be aware of and support the sport’s injury management plans and return to play guidelines.

• Welfare of all team members and officials during team training and from the time of team departure until the return of the team

Honour the sport

• Act within the rules and spirit of your sport.

• Promote fair play over winning at any cost.

• Respect the decisions of officials, coaches and administrators.

• Show respect and courtesy to all involved with the sport.

• Display responsible behaviour in relation to alcohol and other drugs.

Integrity

• Act with integrity and objectivity, and accept responsibility for your decisions and actions.

• Ensure your decisions and actions contribute to a harassment-free environment.

• Wherever practical, avoid unaccompanied and unobserved one-on-one activity (when in a supervisory capacity or where a power imbalance exists) with people under the age of 18.

• Ensure that any physical contact with another person is appropriate to the situation and necessary for the person's skill development.

• Be honest and do not allow your qualifications or coaching experience to be misrepresented.

• Never advocate or condone the use of illicit drugs or other banned performance enhancing substances or methods.

• Never participate in or advocate practices that involve match fixing.

Respect

• Respect the rights and worth of every person, regardless of their age, race, gender, ability, cultural background, sexuality or religion.

• Do not tolerate abusive, bullying or threatening behaviour.

• Administration and management of the team

• Ensure uniforms and equipment including first aid equipment are available for training and competitions

• Providing training and tour information (e.g. travel, accommodation and competition/function details i.e. contact numbers, addresses and functions)

• Collection of completed – player dispensation forms & medical forms

• Co-ordinating any team photographs

• Assisting with uniform sizing

• Attending training sessions

• Assisting with team fundraising

• Attending and assisting with the organisation of team functions

• Liaising with all team members, coaches and officials to ensure the needs of athletes are met and team members, coaches and officials are appropriately dressed, disciplined and informed of schedules, especially for training, competition and official functions

• Acting as liaison officer between the organising committee of the event, the coach and the team

• Mediating any problems that may arise amongst athletes, coaches, officials and supporters

• Ensuring all welfare and safety requirements for the team are meet

• Liaising with an appropriate person regarding any athlete’s inappropriate behaviour, misconduct, injuries or illness

• Ensuring all equipment (including drink bottles) is ready for use

• Acting as a spokesperson for the team at official functions, receptions, press conferences unless advised otherwise

• Returning all equipment

 

People Management

Internally Accountable to pathway director

External: No direct reports but responsible for developing and managing external professional relationships.

JOB HOLDER CAPABILITIES

Qualifications and Experience -Mandatory

• This position requires a clearance/s to work with children which is an essential component of this role and therefore to continuing employment.

• Smart Rugby – prior to season commencement.

• Rugby Xplorer Team Manager Program – prior to season commencement.

• Member Protection and Inclusion – prior to season commencement.

Knowledge and Skills

• Strong understanding and working knowledge of the club constitution, rules, by-laws, policies and procedures. 

• Strong communication and interpersonal skills

• Well-developed decision-making skills.

• Experience with planning

• Dedicated club person and good role model when representing the club.

By signing this I acknowledge Two Blues Juniors members are encouraged to work to high standards and adopt recognised best practice where possible. In addition to their own standards of practice, all club officials should be aware of and adopt Two Blues Juniors association policies. 

I am familiar with Two Blues Juniors standards of practice named above and will adopt these in my work. I accept the responsibilities outlined in the position description. I have read and understood the policy and will abide by it as a member of Two Blues Juniors Rugby Union.

__________________________ ____________________________

Name: Name: 

Team Manger Pathway Director

Date: 

Role Description – Player

Job Purpose

Job Responsibilities: Safety and Health of Participants

• Place the safety and welfare above all else.

Honour the sport

• Act within the rules and spirit of your sport.

• Promote fair play over winning at any cost.

• Respect the decisions of officials, coaches and administrators.

• Show respect and courtesy to all involved with the sport.

• Display responsible behaviour in relation.

Integrity

• Act with integrity and objectivity and accept responsibility for your decisions and actions.

• Ensure that any physical contact with another person is appropriate to the situation.

• Be honest.

• Never advocate or condone the use of illicit drugs or other banned performance enhancing substances or methods.

• Never participate in or advocate practices that involve match fixing.

Respect

• Respect the rights and worth of every person, regardless of their age, race, gender, ability, cultural background, sexuality or religion.

• Attending training sessions

• Assisting with team fundraising

• Attending of team functions

• Ensuring all equipment (including drink bottles) is ready for use

By signing this I acknowledge Two Blues Juniors members are encouraged to work to high standards and adopt recognised best practice where possible. In addition to their own standards of practice, all club officials should be aware of and adopt Two Blues Juniors association policies. 

I am familiar with Two Blues Juniors standards of practice named above and will adopt these in my work. I accept the responsibilities outlined in the position description. I have read and understood the policy and will abide by it as a member of Two Blues Juniors Rugby Union.

__________________________ ____________________________

Name: Name: 

Team Manger Pathway Director

Date: