HomeMy Public PortalAbout2024-11 Selecting KB Soccer, Inc., for the Village's Youth Soccer ProgramRESOLUTION NO. 2024-11
A RE SOLUTION OF THE VILLAGE COUNCIL OF THE
VILLAGE OF KE Y BISCAYNE, FLORIDA, SELECTING KB
SOCCER, INC. FOR THE VILLAGE'S YOUTH SOCCER
PROGRA M; PROVIDING FOR AUTHORIZATION; AND
PROVIDING FOR AN EFFECTIVE DATE.
WHERE AS, on September 28, 2023, the Village of Key Biscayne (the "Village") issued
Request for Proposals No. 2023-15 (the "RFP") for management of the Village's youth soccer
program (the "Services"); and
W HERE AS, the Village received five (5) sealed proposals by the RFP submission
deadline; and
WHERE AS, in December 2023, an Evaluation Committee appointed by the Village
Manager ranked KB Soccer, Inc. (the "Contractor") as the highest ranked firm; and
W HERE AS, the Village Council desires to select the Contractor to provide the Services
and authorize the Village Manager to negotiate and execute an agreement with the Contractor
consistent with the Contractor's proposal attached hereto as Exhibit "A"; and
WHERE AS, the Village Council finds that this Resolution is in the best interest and
welfare of the residents of the Village.
NOW, THERE FORE , BE IT RE SOLVED BY THE VILLAGE COUNCIL OF THE
VILLAGE OF KEY BISCAYNE, FLORIDA, AS FOLLOWS:
Section 1. Recitals. That each of the above-stated recitals are hereby adopted,
confirmed, and incorporated herein.
Section 2.
Services.
Section 3.
Selection. That the Village Council hereby selects the Contractor for the
Authorization. That the Village Council hereby authorizes the Village
Manager to negotiate and execute an agreement with the Contractor, consistent with the proposal
a tt a c h e d h e r e t o a s E x h ib it "A ," s u bj e c t to th e a p p ro v a l o f th e V ill a g e A tt o rn e y a s to fo rm , c o n te n t,
an d le g a l s u ffi c ie n c y . If an agreement cannot be reached with the Contractor, the Village Manager
is authorized to negotiate and execute an agreement with the next highest ranked firm(s), in order
of ranking, until an agreement in the best interest of the Village is reached.
Section 4.
adoption.
Effective Date. That this Resolution shall be effective immediately upon
PASSED and ADOPTED this 13th day of February , 2024.
JOE I. RASCO, MAYOR
ATTEST:
~o~b\-(o~ JOCE YNB.KH
VILLAGE CLERK
APPROVED AS TO FORM AND LEGAL SUFFICIENCY: "---t1QR'K
~J~
WEISS SEROTA HELFMAN COLE & BIERMAN, P.L.
VILLAGE ATTORNEY
Page 2 of2
EXHIBIT A
VILLAGE OF
KEY BISCAYNE
RFP # 2023-15 Questions
&
Addendum 1
SUBMITTED: OCTOBER 31, 2023
Proposer: KB Soccer, Inc.
T A B A
R E P R E S E N T A T IO N S A N D C E R T IF IC A T IO N S
K B S O C C E R , IN C .
Youth Soccer Program - RFP II 2023-15
FORM 2
ADD EN DUM ACKNOW LEDGEM ENT
Solicitation Title:
YOUTH SOCCER PROGRAM
Solicitation No.:
RFP # 2023-15
Listed below are the dates of issue for each Addendum received in connection with this Solicitation:
Addendum No. I Datedll!./o/-Z :3
Addendum No. Dated
Addendum No. Dated
Addendum No. Dated
Addendum No. Dated
Addendum No. Dated
Addendum No. Dated
Addendum No. Dated
Addendum No. Dated
Addendum No. Dated
Addendum No. Dated
D No Addendum issued for this
Solicitation
Firm's Name: KB j()Q:;a r, RP'
Authorized Representative's Name: /r}tl.[WID i<a a)oe.....
Title: Fl-esfj;f,2n f ,;/' £X{J Q,,1,/ttl/2 j);'f{J::?/D r
Email: mradioe !s! 6 CJ ma,~ J. (,D rYl
,J
Phone Numbe,:~ (/)ti!f? - Ibo~
Aut ho nzed Signature: ~ ~ ~ c:::c=-;,t ....... 2
26
Y o u t h S o c c e r P r o g r a m - R F P # 2023-15
FORM 3A
CERTIFICATE OF AUTHORITY
(If Corporation)
I HEREBY CERTIFY that a meeting of the [circle one] Board of Directors/~ of _
K8 5occor J fa:
r (
--------._a ~usi~_ss existing under the laws of the State of F}uNC/ {>{
"Entity") held on W-/c;f12.r I tj-1-1-1 '20 2..S, the following resolution was
(the
duly
passed and adopted:
"RESOLVED, that, ~m~··~l(l_'fu~~~· o~·-&~fl~·~dt~·'/(_~(1~~-' -~· as
/)iu'l)(?/ of the Entity, be and is hereby authorized to
execute this Proposal dated t):?joWr ,/ ?(1--?, 20_;2S on
behalf of the Entity and submit this Proposal to the Village of Key
Biscayne, and this Entity and the execution of this Certificate of Authority,
attested to by the Secretary of the Corporation, and with the Entity's Seal
affixed, will be the official act and deed of this Entity."
I FURTHER CERTIFY that said resolution is now in full force and effect.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the Entity
this --~~7 __ day of_--=tA:.i.-=:..u..i....;:_u~=---~~=,.-,, 20~ _] . ,·
President: ~---ce?~
Print Name: J?la1cr2ID Jba/oe.
Secretary: _
Print Name: ------------
(Seal) S
v_._ - (ljJfL
Notary Publlc ~ d
State of Florida
Comm# HH314795
Exp ires 11/4/2026
27
Y o u t h S o c c e r P r o g r a m - R F P II 2023-15
FORM 3B
CERTIFICATE OF AUTHORITY
(if Individual)
1, !Y;----'-_a!._(C...,__)e-=-_,/'-o_·_~--=..,z""'d.c..::;;..,(._· ' .... c..:Q_,,,=-- ( "Affia nt") being first duly sworn, de poses and says:
1. I am the Ou1:1a ,.,-,--
[Select and print as applicable: Owner/Partner/Officer/Representative/Agent] of: _
--~t<~fs_So_~O_()_.o_· r-+-, =;t;~·_'/'J_&_. doing
business as I( g TS OCl?Of; ~ the
Contractor that has submitted the attached Proposal.
2. I am fully informed respecting the preparation and contents of the attached Proposal and all of
the pertinent circumstances respecting such Proposal.
3. I am authorized to execute the Proposal dated Oo/t?bCJ/ 2? fl,_ , and submit
this Proposal to the Village of Key Biscayne, and the execution of this Certificate of Authority,
attested to by a Notary Public,, will be the official act and deed of this attestation.
In~
Witness #2 Print Name:t'.tttN... y; j'{\e (\ e~
State of Florm • Jl I
County of -1J!/..!_ aJZ,IM, ~
On this :; 7 day of w~ , 20,22_, before me the undersigned,
personally appeared _f./__.,a..i......_,ce,:;._I D--'-"--~-l~a-x~cJI------' na me(s) is/a re
subscribed to the within instrument, and he/she/they ackno
Witness my hand and official seal:
ACKNOWLEDGMENT
Notary lie (Print, Stamp, or Type as Commissioned)
8,ersonally known to me; or I j r (\ n
__ /_Produced identification (Type of Identification: g",!hv-.'J,._ '-J.Jµ .. .'HA- &c..~)·
___ Did take an oath; or VerOnlca Molina
Did not take an oath ® Notary Public
State of Florida
"': ,; Comm# HH314795
,, Expires 11/4/2026
28
Y o u th So c ce r P ro g ra m - R F P # 2023-15
1.
FORM4
PROPOSER'S STATEMENT OF ORGANIZATION
Full Name of Proposer: . -0 ,
ffjanyjo ciu.s 6,._'c7t:JJcec-
2. Principal Business Address, Pho_ne and Email Address: . ft~ 9{gf ~°fl)?/J !)n~~ m1ariu FL
3. Ppj'ci~I Co.n nµt ct Person(s):
JO-ha Job I Pa-lli eta . Luocd,wo
4. Form of Proposer ( orporati ~ Partnership, Joint Venture, Other):
C'-Cbr <'O. ···on
A. If a orporation, in what stjlte incprporated: ---L.....v:.D"'-n-'-"'=4----------
B. Date Incorporated: __.,....,,~'-+-/-=;~'3,...,....,./-+Ji_-'Z~O.....,,,../.Z.,_· -""'="~--=-----------
C. Federal ID Number (EIN) .ftr=O lfJ !f57J'
D. If a joint Venture or Partnership, date of Agreement: _
E. Name and address of all partners (state whether general or limited
partnership): _
F. If other than a corporation or partnership describe, organization and name of
principals. _
5. Provide names of principals or officers as appropriate and provide proof of the ability of the
individuals so named to legally bind proposer. nit ~ ·. , e ·.
:f i)/Jver2 f:
Name
O}a~<2(0 sadictz,. SDhasvb
I i
6.
7.
Indicate the number of years' proposer has had current continual su,5essful experience
performing work of a similar scope relevant to this RFP Agreement. / 3 l/(?0/'S'
l/
List all entities participating in this Agreement (including subcontractors if applicable):
~ , Address _jille , . ;\. . ,
~• aJ!liif!tb l!/!tt/l!f!llf £~
D. j
8. Outline
A.
B.
C.
29 5
Y o u t h S o c c e r P r o g r a m - R F P II 2023-1S
D.
9. County or municipal business tax receipt number (attach copies):
County: NJ/-
Municipal: __ £---...+l/+-----------------------
10. Have you ever failed to complete any work awarded to you?
Yes No.){._ If yes, attach a separate sheet of explanation.
11. Within the last five years, has any officer or partner of your organization ever been an officer
or partner of another organization that failed to complete an Agreement?
Yes__ No_½__ If yes, attach a separate sheet of explanation.
12. Within the last five years, have you ever had a performance, payment or bid bond called?
Yes__ No _X_ If yes, attach a separate sheet of explanation.
13. Have you, any officer or partner of your organization, or the organization been involved in
any litigation or arbitxion against the Village?
Yes__ No If yes, attach a separate sheet of explanation.
14. Within the last five years, have you, any officer or partner of your organization, or the
organization or parent company or its subsidiaries been involved in any litigation or
arbitration against ax other Florida public entity?
Yes__ No If yes, attach a separate sheet of explanation.
15. Within the last five years, have you, any officer or partner of your organization, or the
organization or parent company or its subsidiaries been involved in any litigation or
arbitration against a)(private entity for an amount greater than $100,000?
Yes__ No If yes, attach a separate sheet of explanation.
16. Has your organization or any of its partners, officers, or key personnel, or its subsidiaries or
parent company bee~fharged or indicted for any criminal activity within the last five years?
Yes__ No _x_ If yes, attach a separate sheet of explanation.
17. Has your organization or any of its partners, officers, or key personnel, or its subsidiaries or
parent company been convicted and/or fined for any criminal activity within the last five
years?
Yes No 'i_ If yes, attach a separate sheet of explanation.
18. Within the last five years, have you, any officer or partner of your organization, or the
organization been investigated by any local, state, or federal law enforcement agency,
criminal justice agency or inspector general office?
Yes__ No L If yes, attach a separate sheet of explanation.
19. Within the last five years, have you, any officer or partner of your organization, or the
organization communicated with any local, slc1le, ur leder al law euforcement agency,
criminal justice agency or inspector general office relating to goods or services provided or
performed for any goxrnmental entity?
Yes__ No If yes, attach a separate sheet of explanation.
30
Youth Soccer Pro gram - RFP # 2023-15
20. Within the last five years, have there been any reports or audits relating to you, any office or
partner of your organization, or the organization issued by any local, state, or federal law
enforcement agency, criminal justice agency or inspector general office.
Yes__ No £ If yes, attach a separate sheet of explanation.
21. Within the last five years, have you, any officer or partner of your organization, or the organization
failed to disclose or made misrepresentations to any governmental entity regarding conflicts
of interest or potential or apparent conflicts of interest.
Yes_ No$_ If yes, attach a separate sheet of explanation.
22. Have you made a site visit? ---'--X-'--_ Yes, No
23. How soon after the award can you begin work? _T mo1d1Q, t-eJy Days. ~
24. List ny licenses, permits or certifications, etc., you hold for performing this type of work:
25. How did you hear about the RFP? Indicate if it was via the Village's website, internet search,
DemandStar, newspapers, email, etc. The Village of Key Biscayne is \ways _l_ooking for ways to
improve its services. ·-- Q •1 ? _, _ O '
-
J?:o1oe/ D @c/1{-W
Print Name
Title Date
STATE OF f )dJ... .fl I. )
COUNTY OF Yl,fi~ ~ ) f.01 / /
The foregoing instrument was acknowledged before me this~ day of _._u .... _cA-O-'--_/),lA... __ , 20E
by ~elo .. t.rJZi);;.,.._ as _
(Name af person acknowledging) (Title)
for _
(Company name) /
Personally known to me or has pro~ed Identification_//' __ ,. t tvpe of identification
pro duced fk o/~ ---;;(l,,,._ ~-
HERE)ver0n 1ca Moina ~ Notary Public
State of Florlda
Comm# HH31479 5
Exp ire s 11 /4/2 026
SIGNAT
~~c~ fl/4Jn_
PRINT, TY PE/STAMP NAME OF NOTARY
31 1
Youth Soccer Program - RFP # 2023-15
FORM 5
CLIENT REFERENCES
PRINT CLEARLY
REFERENCE #1
Name of Company: .L.e?aC/lle lfff s .
Reference Contact Name, (/ , hp;( fY/a,,,q///
ContactTitle: {!.u5fowx;,> jC.{(Yc1vSS '7170-,n ?lc1er
ContactTelephone: tlZ CZ- !/42 CJ- 5v9D --.J
Contact Email: :rr7cvnc ,: !1° @ le"' '1t2c.· scon
Contract Start Date: ---I'~__,_____ Contract End Date: /I/ /1:J- ..:........:..,l~L---------
REFERENCE #2
Name of Company: kOb.ed Klt/tlS' - >?JOKJr l!Jc/Pr
Reference Contac~ame: f!vobt?l f: I<..! (/dJS'
ContactTitle: )i)(O{)r lDCkel'"' -r:e~/17 &zottr!JJ7(',i/J r
l'J.Q.t:.- //J -,a 5--a/1 'J I Contact Telephone: ! :.:> -- '-V (_,,, 1- Iv c..--
Contact Email: 1D (21-kJ@ c)(I?CJr, O K,0, , (V/YJ
Contract Start Date: A// 11 Contract End Date: )-/ 1/J -----,<----------
REFERENCE #3
Name of Company:._~;];~,'/2~- 1Jl~?1~-~-"-'-'-/_,_.{/G~r-=-tr1i__,._(--=-a-'--'--~---")/2,=~e.___2-"""127-,k"'---/e=-·--'--l'J-'-"'C"'-":c?----='-, -----
,;:;:_-;,-J_,,.,_ A,,,,/~ r 7
Reference Contact Name: ~ It s; l1J QJ , /J7 J>
Contact Title: Pl7!15-/ o/a...rJ I
Contact Telephone: :!JD.5., S:f '2 - C/3J2,
Contact Email: h, cp~':(icc @@/ Cl"u1?7
Contract Start Date:
1 /J /ft Contract End Date: __ N__,,_0'f--,,,__- _
I
32
Youth Soccer Program - RFP # 2023-15
REFERENCE #4
Name of Company: l/~0,~·~i,{,-..acS~+~-~~--"'-4-t:-"'',., _
Reference Contact Name: _ _____,S=-
1
_h-'-'c"'-1rJ-i"'-, ....... o-'-'L.a_L-"----Dp-F--Q---"--tl-"'L""-- _
Contact Title: __ \-"--/-+-P ........ ,__.__Qi)_Clt¼:<....e...!..,~?_._+_'Le~a=oo"--=-. _,_t -, -----
Contact Telephone: 205 )(p 5 ]5l/lJ, h1·, 305--'l05"-Cf11o
Contact Email: s. I o.p_o ~~ Q, -tnA-, st-. Co(Y)
Contract Start Date: N"),q Contract End Date: ----'-N-+/_A-_;__ _
7 I
REFER ENCE #5
Name of Company: ,Sc_; ccor Com lnCb?1d
Reference Contact Na~e: {J,e,'()«rf R illr,---:
Contact Title: 0uJn U((
Contact Telephone: (f 5 /' J '-1{_, - {;, 6 "f 7
Contact Email: Qcv.
33
Y o u t h S o c c e r P ro g r a m - R F P II 2023-15
FORM 6A
SIN G LE EX ECUTIO N AFFIDAV ITS
THIS FORM MUST BE SIGNED AND SWORN TO IN THE PRESENCE OF A NOTARY PUBLIC
OR OTHER OFFICIAL AUTHORIZED TO ADMINISTER OATHS.
THIS FORM COMBINES SEVERAL AFFIDAVIT STATEMENTS TO BE SWORN TO BY THE PROPOSER OR
BIDDER AND NOTARIZED BELOW. IN THE EVENT THE PROPOSER OR BIDDER CANNOT SWEAR TO ANY
OF THESE AFFIDAVIT STATEMENTS, THE PROPOSER OR BIDDER IS DEEMED TO BE NON-RESPONSIBLE
AND IS NOT ELIGIBLE TO SUBMIT A PROPOSAL/BID.
THESE SINGLE EXECUTION AFFIDAVITS ARE SUBMITTED TO THE VILLAGE OF KEY BISCAYNE AND ARE
STATEMENTS MADE: YYJ ~! ,() i .
By: U f 0(C0:,..Q_ !:5.fJ_{ /(~
For (Name of Proposing or Bidding Entity): Kl3 5oCQ.(/{ J/J C .
I ~
Whose business address is: 7D Bot.; H.flq/1{s 't;d ue, Jtn,i' {MUI R,__. 3:s '33
I ,J I
And (if applicable) its Federal Employer Identification Number (FEIN) is: L/la ~ Dq I g57g
(if the entity does not have an FEIN, include the Social Security Number of the individual signing this sworn
statement SS#: -------------------~
Americans with Disabilities Act Compliance Affidavit
The above-named firm, corporation or organization is in compliance with and agrees to continue to
comply with, and assure that any subcontractor, or third-party contractor under this project complies with
all applicable requirements of the laws listed below including, but not limited to, those provisions
pertaining to employment, provision of programs and services, transportation, communications, access
to facilities, renovations, and new construction.
• The American with Disabilities Act of 1990 (ADA), Pub. L. 101-336, 104 Stat 327, 42 USC
1210112213 and 47 USC Sections 225 and 661 including Title I, Employment; Title II, Public
Services; Title Ill, Public Accommodations and Services Operated by Private entities; Title IV,
Telecommunications; and Title V, Miscellaneous Provisions.
• The Florida Americans with Disabilities Accessibility Implementation Act of 1993, Section 553.501-
553.513, Florida Statutes:
• The Rehabilitation Act of 1973, 229 USC Section 794;
• The Federal Transit Act, as amended 49 USC Section 1612;
• The Fair Housing Act as amended 42 USC Section 3601-3631.
M0
Proposer Initials
34 ID
Youth Soccer Program - RFP # 2023-15
Public Entity Crimes Affidavit
I understand that a "public entity crime" as defined in Paragraph 287.133{1)(g), Florida Statutes, means a
violation of any state or federal law by a person with respect to and directly related to the transaction of
business with any public entity or with an agency or political subdivision of any other state or of the United
States, including but not limited to, any bid or contract for goods or services to be provided to any public
entity or an agency or political subdivision of any other state or of the United States and involving
antitrust, fraud, theft, bribery, collusion, racketeering, conspiracy, or material misrepresentations.
I understand that "convicted" or "conviction" as defined in Paragraph 287.133(1){b), Florida Statutes,
means a finding of guilt or a conviction of a public entity crime, with or without an adjudication of guilt,
in any federal or state trial court of record relating to charges brought by indictment or information after
July 1, 1989, as a result of a jury verdict, non-jury trial, or entry of a plea of guilty or nolo contendere.
I understand that an "affiliate" as defined in Paragraph 287.133(1)(a), Florida Statutes, means:
1. A predecessor or successor of a person convicted of a public entity crime; or
2. An entity under the control of any natural person who is active in the management of the entity and
who has been convicted of a public entity crime. The term "affiliate" includes those officers, directors,
executives, partners, shareholders, employees, members, and agents who are active in the management
of an affiliate. The ownership by one person of shares constituting a controlling interest in another person,
or a pooling of equipment or income among persons when not for fair market value under an arm's length
agreement, shall be a prima facie case that one person controls another person. A person who knowingly
enters into a joint venture with a person who has been convicted of c.1 public entity crime in Florida during
the preceding 36 months shall be considered an affiliate.
I understand that a "person" as defined in Paragraph 287.133(1)(e), Florida Statutes, means any natural
person or entity organized under the laws of any state or of the United States with the legal power to
enter into a binding contract and which bids or applies to bid on contracts for the provision of goods or
services let by a public entity, or which otherwise transacts or applies to transact business with a public
entity. The term "person" includes those officers, directors, executives, and partners, shareholders,
employees, members, and agents who are active in management of an entity.
Based on information and belief, the statement, which I have marked below, is true in relations to the
entity submitting this sworn statement.
(INDICATE WHICH STATEMENT APPLIES.)
}4' Neither the entity submitting this sworn statement, nor any of its officers, directors, executives,
partners, shareholders, employees, members, or agents who are active in the management of the
entity, nor any affiliate of the entity has been charged with ad convicted of a public entity crime
subsequent to July 1, 1989.
[ ] The entity submitting this sworn statement, or one or more of its officers, directors, executives
partners, shareholders, employees, members, or agents who are active in the management of the entity,
or an affiliate of the entity has been charged with and convicted of a public entity crime subsequent to
July 1, 1989.
35
11
Y o u t h S o c c e r P r o g r a m - R F P # 2023-15
[ ] The entity submitting this sworn statement, or one or more of its officers, directors, executives,
partners, shareholders, employees, members, or agents who are active in the management of the entity,
or an affiliate of the entity has been charged with and convicted of a public entity crime subsequent to
July 1, 1989. However, there has been a subsequent proceeding before a Hearing Officer of the State of
Florida, Division of Administrative Hearings and the final Order entered by the Hearing Officer determined
that it was not in the public interest to place the entity submitting this sworn statement on the convicted
vendor list (attach a copy of the fin a I order).
I understand that the submission of this form to the contracting officer for the public entity identified in
paragraph 1 above is for that public entity only and that this form is valid through December 31 of the
calendar year in which it is filed. I also understand that I am required to inform the public entity prior to
entering into a contract in excess of the threshold amount provided in Section 287.017, Florida Statutes
for category two of any change in the information contained in this form.
Proposer Initials
N o Co n fl ict o f Intere st o r Co n ting e nt Fe e A ffi d a vit
Proposer warrants that neither it nor any principal, employee, agent, representative nor family member
has paid or will pay any fee or consideration that is contingent on the award or execution of a contract
arising out of this solicitation. Proposer also warrants that neither it nor any principal, employee, agent,
representative nor family member has procured or attempted to procure this contract in violation of any
of the provisions of the Miami-Dade County conflict of interest or code of ethics ordinances. Further,
Proposer acknowledges that any violation of these warrants will result in the termination of the contract
and forfeiture of funds paid or to be paid to the Proposer should the Proposer be selected for the
performance of this contract.
Proposer Initials
Business En tity A ffi da v it
Proposer hereby recognizes and certifies that no elected official, hoard member, or employee of the
Village of Key Biscayne (the" Village") shall have a financial interest directly or indirectly in this transaction
or any compensation to be paid under or through this transaction, and further, that no Village employee,
nor any elected or appointed officer (including Village board members) of the Village, nor any spouse,
parent or child of such employee or elected or appointed officer of the Village, may be a partner, officer,
director or proprietor of Proposer or Vendor, and further, that no such Village employee or elected or
appointed officer, or the spouse, parent or child of any of them, alone or in combination, may have a
material interest in the Vendor or Proposer. Material interest means direct or indirect ownership of more
than 5% of the total assets or capital stock of the Proposer. Any exception to these above-described
restrictions must be expressly provided by applicable law or ordinance and be confirmed in writing by
Village. Further, Proposer recognizes that with respect to this transaction or bid, if any Proposer violates
or is a party to a violation of the ethics ordinances or rules of the Village, the provisions of Miami-Dade
36
\ 1-
Y o u th So c ce r P ro g ram - RFP It 2023-15
County Code Section 2-11.1, as applicable to Village, or the provisions of Chapter 112, part Ill, Fla. Stat.,
the Code of Ethics for Public Officers and Employees, such Proposer may be disqualified from furnishing
the goods or services for which the bid or proposal is submitted and may be further disqualified from
submitting any future bids or proposals for goods or services to Village.
vvrv
Proposer Initials
Anti-Collusion Affidavit
1. Proposer/Bidder has personal knowledge of the matters set forth in its Proposal/Bid and is fully
informed respecting the preparation and contents of the attached Proposal/Bid and all pertinent
circumstances respecting the Proposal/Bid;
2. The Proposal/Bid is genuine and is not a collusive or sham Proposal/Bid; and
3. Neither the Proposer/Bidder nor any of its officers, partners, owners, agents, representatives,
employees, or parties in interest, including Affiant, has in any way colluded, conspired, connived, or
agreed, directly or indirectly with any other Proposer/Bidder, firm, or person to submit a collusive or
sham Proposal/Bid, or has in any manner, directly or indirectly, sought by agreement or collusion or
communication or conference with any other Proposer/Bidder, firm, or person to fix the price or
prices in the attached Proposal/Bid or of any other Proposer/Bidder, or to fix any overhead, profit, or
cost element of the Proposal/Bid price or the Proposal/Bid price of any other Proposer/Bidder, or to
secure through any collusion, conspiracy, connivance or unlawful agreement any advantage against
the Village of Key Biscayne or any person interested in the proposed Contract.
Proposer Initials
Scrutinized Company Certification
1. Proposer certifies that it and its subcontractors are not on the Scrutinized Companies that Boycott
Israel List. Pursuant to Section 287.135, F.S., the Village may immediately terminate the Agreement
that may result from this 1TB at its sole option if the Proposer or its subcontractors are found to have
submitted a false certification; or if the Proposer, or its subcontractors are placed on the Scrutinized
Companies that Boycott Israel List or is engaged in the boycott of Israel during the term of the
Agreement.
2. If the Agreement that may result from this 1TB is for more than one million dollars, the Proposer
certifies that it and its subcontractors are also not on the Scrutinized Companies with Activities in
Sudan, Scrutinized Companies with Activities in the Iran Petroleum Energy Sector List, or engaged with
business operations in Cuba or Syria as identified in Section 287 .135, F .S. pursuant to Section 287 .135,
F.S., the Village may immediately terminate the Agreement that may result from this 1TB at its sole
option if the Proposer, its affiliates, or its subcontractors are found to have submitted a false
certification; or if the Proposer, its affiliates, or its subcontractors are placed on the Scrutinized
Companies with Activities in Sudan List, or Scrutinized Companies with Activities in the Iran Petroleum
Energy Sector List, or engaged with business operations in Cuba or Syria during the term of the
Agreement.
37 \3
Y o u t h S o c c e r P ro g r a m - R F P # 2023-15
3. The Proposer agrees to observe the above requirements for applicable subcontracts entered into for
the performance of work under the Agreement that may result from this 1TB. As provided in
Subsection 287.135(8), F.S., if federal law ceases to authorize the above-stated contracting
prohibitions then they shall become inoperative.
Vv"-V
Proposer Initials
Acknowledgment. Warranty. and Acceptance
1. CONTRACTOR warrants that it is willing and able to comply with all applicable state of Florida laws,
rules and regulations.
2. CONTRACTOR warrants that it has read, understands, and is willing to comply with all requirements
of RFP # 2023-15 YOUTH SOCCER PROGRAM and any addendum/addenda related thereto.
3. CONTRACTOR warrants that it will not delegate or subcontract its responsibilities under an agreement
without the prior written permission of the Village Council or Village Manager, as applicable.
4. CONTRACTOR warrants that all information provided by it in connection with this Proposal is true and
accurate.
~\iv
Proposer Initials
Truth in Negotiation Certification
The CONTRACTOR hereby certifies, covenants, and warrants that wage rates and other factual unit costs
supporting the compensation for this project's agreement are accurate, complete, and current at the time
of contracting.
The CONTRACTOR further agrees that the original agreement price and any additions thereto shall be
adjusted to exclude any significant sums by which the Village determines the agreement price was
increased due to inaccurate, incomplete, or noncurrent wage rates and other factual unit costs. All such
agreement adjustments shall be made within (1) year following the end of the contract. For purposes of
this certificate, the end of the agreement shall be deemed to be the date of the final billing or acceptance
of the work by the Village, whichever is later.
VVtT,V
Respondent Initials
Sworn Signature of Proposing Entity Representative and Notarization
for all above Affidavits follows on the next page
38 \4
Y o u th So c c e r P ro g ra m - R F P # 2023-15
In the presence of, ~. ··
~~
Print Name: Michv.cd (!,iJ(lljd, Print Name: /JJ{JtCQ/2; &dtca , .
Title: B:/'€,.,5} cl Or7I----
Witness #2 Print Name:"'°"°" j f M(;l\t. "L
ACKNOWLEDGMENT
State of Florida
County of-:rfµ·~ ~url..
On this 91 day of {/)e,k~ , 20?,J before me the undersigned,
personally appeared ::)'j-1-,~~-~-J.-.-GZ-~c..~~-~---
subscribed to the within instrument, and he/she/they acknowledge that he/she/they executed it.
. whose name(s) is/are
Witness my hand and official seal:
Notary Public (Print, Stamp, or Type as Commissioned)
___ Personally known to me; or
~oduced identification (Type of Identification:
___ Did take an oath; or
___ Did not take an oath
j:l,cL Jfl ,<,- L
•~=u=-- - State of Florida
Comm# HH314795
Expires 11/4/2026
39
Youth Soccer Program - RFP # 2023-15
FORM 6B
INDEPENDENCE AFFIFAVIT
The undersigned individual, being duly sworn, deposes and says that:
I am m arcefp tad ( C,u.,,--
has submitted the attached proposal;
of \<'.'..'6:, Soc co, tac. I the proposer that
I
I hereby certify to the best of my knowledge that neither I nor any of those persons residing in my
household have or have had during the past five years, any relationships (professional, financial,
familial or otherwise) with the VILLAGE (or any of its districts), its elected or appointed officials, its
employees or agents, or any member or alternate member of the Selection Committee.
A "relationship" for the purpose of this affidavit shall include but not be limited to
employer/employee, consultant, contractor, subcontractor, associate, officer, partnership, joint
venture, ownership greater than one percent, landlord/tenant, or creditor/debtor, gift donor/recipient
(in excess of $100.00), past or on-going personal relationships, or joint involvement with
charitable/voluntary activities. Relationship includes having a prior or current contract with the
VILLAGE.
Except as set forth below, I hereby certify to the best of my knowledge that neither I nor any of those
persons residing in my household have received any promise of compensation, remuneration, gift,
discount, or other gratuity in exchange for my proposal.
I understand and agree that I shall give the VILLAGE written notice of any other relationships (as
defined above) that I enter into with the VILLAGE (or any of its districts), its elected or appointed
officials, its employees or agents, or any member or alternate member of the Selection Committee
during the period of the Agreement.
I set forth below any exceptions to the aforementioned (if none, write "None"):
40
Youth Soccer Program - RFP # 2023-15
Signature {Blue ink only)
Print Name
Title
STATE OF j>_ b.'J t>-- n )
COUNTY OFO--j,u ,~ ~l~
Date
nowledged before me this ____j_1_ day of !Va
111..J,.;~. as ---------------
~ ,20_,
(Name af person acknowledging) (Title)
for _
(Company name) /
Personally known to me __ or has produced Identification_/ __ , h tvpe of identification
produced finw /~ Jik,,,_ ~ .~/ /J..
(NOTARY SEAL HERE) ------,'f-+-------'_,,___? _
SIGNAUREOFNOTARYPUBLIC re:~•c- ~ !.-~~
PRINT, TYPE/STAMP NAME OF NOTARY
veron ica Moina
Notarv Public
state of Florida
eomm# HH314795
E Expires 11/4/2026
41 i7
Youth Soccer Program - RFP # 2023-15
FORM 6C
N O N -C O L LU SIO N A FF ID A V IT
The undersigned individual, being duly sworn, deposes and says that:
He/She is Wloccv-lo '2o&.'j c.-Q....,, of K& s DC'(:{? r ::Cn Q,. I 1.
proposer that has submitted the attached proposal;
2. He/She is fully informed respecting the preparation and contents of the attached proposal and of
all pertinent circumstances respecting such proposal;
3. Such proposal is genuine and is not a collusive or sham proposal;
4. Neither said proposer nor any of its officers, partners, owners, agents, representatives,
employees, or parties in interest, including this affiant, has in any way colluded, connived, or
agreed, directly or indirectly, with any other proposer, firm or person to submit a collusive or
sham proposal in connection with the Agreement for which the attached proposal has been
submitted or to refrain from proposing in connection with the Agreement, or has in any manner,
directly or indirectly, sought by agreement of collusion or communication of conference with any
other proper, firm, or person to fix the price or prices in the attached proposal, or of any other
proposer, or to fix any overhead, profit or cost element of the proposal or the response of any
other proposer, or to secure through any collusion, connivance, or unlawful agreement any
advantage against the Village of Key Biscayne, Florida, or any person interested in the Agreement;
and
5. The response to the attached RFP is fair and proper and is not tainted by any collusion,
conspiracy, connivance, or unlawful agreement on the part of the proposer or any of its agents,
representatives, owners, employees, or parties in interest, including this affiant.
42
Yo u th So cce r Pro g ram - R FP # 2023-15
~~~~~,.I~
Signature (Blue ink only)
Print Name
fJ---r?5,d.Or?·-f-- t)a,0 6.er ,;;.-;, 2023
Title Date I
STATE OF f ~cJ.... )
COUNTY OF Yf/ia.u-· '1[)tt.i.) fl} I I
The foregoing instrumentxvas acknowledged before me this ~7 day of .,.'11/cJv/4, , 20_2.,3
by VV/r,U,ee k, .i~o. J,.; _ as 7
(Name of person acknowledging) (Title)
for ----------------
(Company name) /
Personally known to me __ or has produced Identification__, type of identification
produced fL,•L .J.!J,._J,.,.. J? __,
(NOTARY SEAL HERE)
Ver6n lca Molina
•
Notal"{ Public
state of Florida
Comm# HH314795
E Exp ires 11/4/2026
SIGNATURE OF NOTARY PUBLIC
~HA'c,:;._
PRINT, TYPE/STAMP NAME 0
43 /q
Youth Soccer Program - RFP # 2023-15
FORM 7
DRUG FREE WORKPLACE
The undersigned proposer in accordance with Chapter 287.087, Florida Statutes, hereby certifies that
(Name of proposer)
1. Publish a statement notifying employees that the unlawful manufacturing, distribution,
dispensing, possession, or use of a controlled substance is prohibited in the workplace and
specifying the actions that will be taken against employees for violations of such prohibition.
2. Inform employees about the dangers of drug abuse in the workplace, the business's policy of
maintaining a drug-free workplace, any available drug counseling, rehabilitation, and employee
assistance programs, and the penalties that may be imposed upon employees for drug abuse
violations.
3. Give each employee engaged in providing the contractual services described in the RFP
document a copy of the statement specified in subsection (1).
4. In the statement specified in subsection (1), notify the employee that, as a condition of working
on the contractual services described in the RFP or the Agreement, the employee will abide by
the terms of the statement and will notify the employer of any conviction of, or plea of guilty or
nolo contendere to, any violation of Chapter 893 or of any controlled substance law of the United
States or any state, for a violation occurring in the workplace no later than five (5) days after such
conviction.
5. Impose a sanction on or require the satisfactory participation in a drug abuse assistance or
rehabilitation program if such is available in the employee's community, by any employee who
is so convicted.
6. Make a good faith effort to continue to maintain a drug-free workplace through implementation
of this section.
7. As the person authorized to sign the statement, I certify that this firm complies fully with the
above requirements.
44 20
Yo uth Soccer Pro gram - RFP # 2023-15
Signature (Blue ink only)
Print Name
Title
STATE OF j) tu_,J,._ )
COUNTY OF~iCU.U.:, ~)
The forego~n,g instrume~ckt)owledged before me this :J7 day of
by H~ •f<> ~4.al,.r<>- as _
Date
,202_?
(Name of person acknowledging) (Title)
(NOTARY SEAL HERE)
Veronica Mollna
•
Notary Public
State of Florida
Comm# HH314795
E Expires ll/4/2026
,,
PRINT, TYPE/STAMP NAME OF NOTARY
45
Youth Soccer Program - RFP # 2023-15
FO RM 8
CERTIFICATION TO ACCURACY OF PROPOSAL
The pro poser, by executing this fo rm , hereby certifies and att ests that all fo rm s, affidavits and
docum e nts related thereto that it has enclosed in the pro posal in support of its proposal are true
and accurate. Failure by the pro poser to attest to the truth and accuracy of such fo rm s, affi davits
and do cum e nts shall result in the proposal being deem ed non-responsive and such pro posal w ill
not be considered.
By subm itting a pro posal to do the w ork, the proposer certifies that a careful review of the RFP
and the A greem ent has taken place and that the pro poser is fully info rm ed and understands the
requirem ents of the RFP and the Agreem ent and the quality and quantity of service to be
perfo rm ed.
The und ersigned in dividu al, being duly sw orn , deposes and says that:
1. H e/She is /1jarc~efv eacf /(J() of
the pro poser that has subm itt ed the att ached proposal;
2. H e/She is fully info rm ed respecting the preparation and co ntents of the attached pro posal and of
all fo rm s, affi d avits and docum ents subm itted in support of such pro posal;
3. A ll fo rm s, affi davits and docum ents subm itted in support of this pro posal and included in this
pro posal are true and accurate;
4. N o info rm atio n that should have been included in such fo rm s, affi davits and docum ents has been
om itted; and
5. N o info rm atio n that is included in such fo rm s, affi davits or docum ents is fa lse or misleading.
STATE O F ft-u 'J~ _ ,// )
CO UNTY O Y/f,a-v .. ~(l,.A ) t/4
The fo rego ing instrum e~ac~now ledged befo re me this ,7 day of------~ 202J'
by /.I rH·t ,c,,(o do f<fu:J..•c,,e...... as -----------------
(Name of person acknowledging) (Title)
fo r ------------------
(Company name) _..,,...-----
Perso nally know n to m e __ or has pro duced Identification--~-'+ tvpe of identification
prod uced p 'J,. __ J/J-W<-'= J'u.,.___,
(NOTARC)YSEALHER E} VerOnlca MoBna
Notary Public
State of Florida
Comm# HH314795
e, Explres 11/4/2026
SIGNATUR OF NOTARY PUBLIC
~l~~.
PRINT, TYPE/STAMP NAME OF NOTARY
46
Youth Soccer Program - RFP II 2023-15
FORM 9
SCRUTINIZED COMPANIES
The undersigned proposer in accordance with Section 287.135, Florida Statutes, hereby certifies that:
Proposer is not participating in a boycott of Israel;
Proposer is not on the Scrutinized Companies with Activities in Sudan List or the Scrutinized
Companies with Activities in the Iran Petroleum Energy Sector List;
Proposer does not have business operations in Cuba or Syria.
Signatur Blueink only) ,,.
__/!J_a;a:efo K$ cA// ct?
Print Name
(t-es1de,r1 f'
Title
STATE OF <{~d.... /) )
co u NTY O ~ -~; 4~ ri,JJ},)~) If) I 11
The =::!oing instrumiw~cknowledged before me this !;) 7 day of ~ , 20 B
by _!J{j..a.v"e b L~ .. J,,.·,-. as _
{Name of person acknowledging) (Title)
Date
for _
(Company name) /
Personally know o me __ or has produced Identification __ , type of identification
produced----7+=~-=-t>.. ----""='J/)""--'---'---,..-'------~-----"----'---u.-.---=--=---- ~'/ I}
(NOTARYS.A RE) - - . ',rf;:_;,
SIGNATUEOFNOTARY PUBLIC
Di s Notary Public /;;!o r ~
o = State of Florida I
' 'I,' Comm#HH31479S JIOnr~~ y1,·~ o; '
Expires 11/4/2026 PRINT, TYPE/STAMP NAME OF NOTARY
47
Youth Soccer Program - RFP # 2023-15
FORM 10
PU BLI C ENT ITY CRIM ES
Sworn Statement Under §287.133(3)(a), Florida Statutes
(This form must be signed in the presence of a notary public or other officer authorized to administer
oaths.)
1. This sworn statement is submitted with Bid, Proposal or contract No. f. V23 •' 15
whose business address is:
2. This sworn statement is submitted by:_~Kc......c..a't_3~!'>~>'-"-t-la..._r~7o~·~r__,,f-{ _kf~~cO~.!, _
(name of entity submitting sworn statement)
70 aar u,:ms. /)Doe,
Federal Identification Number (FEIN) is:
Social Security Number:
(if applicable)
(if the entity has no FEIN, include the Social Security Number of the individual signing this sworn
statement)
3. My name is:
(print mime of individual signing this document)
and my relationship to the entity is:_ .... tJ'-''t'-lJ.--'-''/fJ,....,O.""', Y,__ _
4. I understand that a "public entity crime" as defined in §287 .133(1)(g), Florida Statutes means a
violation of any state or federal law by a person with respect to and directly related to the
transaction of business with any public entity or with an agency or political subdivision of any
other state or with the United states, including, but not limited to, any bid or contract for goods
or services to be provided to any public entity or an agency or political subdivision of any other
state or of the United States and involving antitrust, fraud, theft, bribery, collusion,
racketeering, conspiracy, or material misrepresentation.
5. I understand that a "convicted" or "conviction" as defined in §287.133(1)(b), Florida Statutes,
means a finding of guilt of a conviction of a public entity crime, with or without an adjudication
of guilt, in any federal or state trial court of record relating to charges brought by indictment
or information after July 1, 1989, as a result of a jury verdict, non-jury trial, or entry of a plea of
guilty or nolo contendere.
6. I understand that an "affiliate" as defined in §287.133(1)(a), Florida Statutes means:
(a) A predecessor or successor of a person or a corporation convicted of a public
entity crime; or
48
Youth Soccer Program - RFP # 2023-15
(b) An entity under the control of any natural person who is active in the
management of the entity and who has been convicted of a public entity crime. The
term "affiliate" includes those officers, directors, executives, partners, share
holders, employees, members, and agents who are active in the management of an
affiliate. The ownership by one person of shares constituting a controlling interest
in another person, or a pooling of equipment or income among persons when not for
fair market value under an arm's length agreement, shall be a prima-facie case that
one person controls another person. A person who knowingly enters into a joint
venture with a person who has been convicted of a public entity crime in Florida
during the preceding 36 months shall be considered an affiliate.
7. I understand that a "person" as defined in §287.133(1)(e), Florida Statutes, means any natural
person or entity organized under the laws of any state or of the United States with the legal
power to enter into a binding contract and which binds or applies to bids on contracts for the
provision of goods or services let by a public entity, or which otherwise transacts or applies
to transact business with a public entity. The term "person" includes those officers, directors,
executives, partners, shareholders, employees, members, and agents who are active in
management of an entity.
8. Based on the information and belief, the statement that I have marked below is true in relation
to the entity submitting this sworn statement. (Please indicate which statement applies)
a. LNeither the entity submitting the sworn statement, nor any officers, directors,
executives, partners, shareholders, employees, members or agents who are active in
management of the entity nor any affiliate of the entity have been charged with and
convicted of a public entity crime subsequent to July 1, 1989.
b. __ The entity submitting this sworn statement, or one or more of the officers,
directors, executives, partners, shareholders, employees, members or agents who
are active in management of the entity, or an affiliate of the entity has been charged
with and convicted of a public entity crime subsequent to July 1, 1989 and (Please
indicate which additional statement applies)
1) __ There has been a proceeding concerning the conviction before a
hearing officer of the State of Florida, Division of Administrative Hearings.
The final order entered by the hearing officer did not place the person or
affiliate on the convicted vendor list. (Please attach a copy of the final
order)
2) __ The person or affiliate was placed on the convicted list. There has been
a subsequent proceeding before a hearing officer of the State of Florida,
Division of Administrative Hearings. The final order entered by the hearing
officer determined that it was in the public interest to remove the person or
affiliate from the convicted vendor list. (Please attach a copy of the final
order)
49 25
Youth Soccer Program - RFP II 2023-15
3) __ The person or affiliate has not been placed on the convicted vendor list.
(Please describe any action taken by or pending with the Department of
, ~Genml Services)
/_ - --==::;;,.--::__.,,. ---=-2 .,...-• ---- ~ ---~~~
Signature {Blue ink only)
Print Name
Title
STATE OF /_h,Ju- 117 )
COUNTY OF ,v/;A~·\,)J/1t,(.) ,/)
The foregoing instrument w~nowledged before me this ./) 7 day of (//t/2/4_ , 20~
by "!ld~e{o fc Ka..J..•ue... as _
(Name of person acknowledging)
Date
(Title)
for .
(Company name) ~
Personally known to me __ or has produced Identification __ , type of identification
produced iku:J~ ~al'(,,... Jc~ · ~
V ,
{NOTARY SEAL HER 6q er0n 1ca MoBna
S Notary Public SIGNAT EOFOTARYPusuc
State of Florida / ~ t W/ /
Comm#HH314795 1/urJ,i,lc,-.., lf/1//11 fi. .
Exp ires 11/4/2026 PRINT, TYPE/STAMP NAME OF NOTARY
so
Youth Soccer Program - RFP # 2023-15
FORM 11
DISPUTE DISCLOSURE
Answer the following questions by placing an "X" after "Yes" or "No". If you answer "Yes", please
explain in the space provided, or on a separate sheet attached to this form.
1. Has your firm or any of its officers, received a reprimand of any nature or been suspended by the
Department of Professional Regulations or any other regulatory agency or professional associations within
the last five (5) years?
YES NO X
2. Has your firm, or any member of your firm, been declared in default, terminated or removed from a
contract or job related to the services your firm provides in the regular course of business within the last
five (5) years?
YES NO _'I~--
3. Has your firm had against it or filed any requests for equitable adjustment, contract claims, Bid protests,
or litigation in the past five (5) years that is related to the services your firm provides in the regular course
of business?
YES---- NO __ X __
If yes, state the nature of the request for equitable adjustment, contract claim, litigation, or protest, and
state a brief description of the case, the outcome or status of the suit and the monetary amounts of
extended co ntract time involved.
I hereby certify that all statements made are true and agree and understand that any misstatement or
misrepresentation of falsification of facts shall be cause for forfeiture of rights for further consideration
of this Bid for the Village of Key Biscayne.
Firm: 1<e Socccqri Q """5
Authorized Signature: --:::S&>~~~&c..,,-"""'
Print or Type Name: f/1arce!lu &d/(!fL_
Title: Pras•;l/an f, '{ f3)<tr?U fi 011 H/'c:tJ/ar
Date: V6'icher ;)4 ;?025
51
Y o u t h S o c c e r P r o g r a m - R F P # 2023-15
FO RM 12
FO RM 13
FO R M 14
FO RM 15
FO RM 16
INSURA NCE AND LICENSE CERTIFICATES
VILLAGE OF KEY BISCAYNE
BIDDER'S REPRESENTATION
YOUTH SOCCER PROGRAM
Proposal of __ ~K~3~3=--·D~a"--'c'--)C:,"-'?/'--,·r...--M""'-'-IJ~G-=-;--'-, _
)
(Name)
(Address)
to furnish all materials, equipment, and labor and to perform all work in accordance with the
Contract Documents for:
YOUTH SOCCER PROGRAM
("THE PROJECT")
TO: Village of Key Biscayne
Attn: Village Clerk
88 West McIntyre Street, Suite 220
Key Biscayne, Florida 33149
The undersigned, as Bidder, hereby declares that the only person or persons interested in the Bid, as
principal or principals, is or are named herein and that no other person than herein mentioned has
any interests in the Bid or the Contract to which the Work pertains; that this Bid is made without
connection or arrangement with any other person, company, or parties making Bids or Proposals and
that the Bid is in all respects fair and made in good faith without collusion or fraud.
The Bidder further declares that he or she has examined the geographic location and sites of the
Work; that he has made sufficient investigations to fully satisfy himself that such sites are suitable for
this Work; and he assumes full responsibility therefore; that he has examined the specifications for
the Work and from his own experience or from professional advice that the specifications are
sufficient for the Work to be done and he has examined the other Contract Documents relating
thereto, including the Instructions to Bidders, the Contract, Bid, Detailed Scope of
Work/Specifications, Qualification Statement, Public Entity Crime Form, and Insurance requirements
52
Y o u t h S o c c e r P ro g r a m - R F P # 2 0 2 3 -1 5
and he has read all addenda prior to the opening of Bids, and that he has satisfied himself fully,
relative to all matters and conditions with respect to the Work to which this Bid pertains.
The Bidder proposes and agrees, if this Bid is accepted, to timely execute the Contract with the Village
in the form attached and to furnish all necessary materials, all equipment, all necessary machinery,
tools, apparatus, means of transportation, and labor necessary to complete the Work specified in
the Bid and the Contract, and called for by the drawings and specifications and in the manner
specified and to timely submit all required bonds and insurance certificates.
NOTE: THIS SCHEDULE OF BID ITEMS IS MERELY ILLUSTRATIVE OF THE MINIMUM AMOUNT/QUANTITY
OF WORK TO BE PERFORMED UNDER THE CONTRACT. IN THE CASE OF ANY CONFLICT BETWEEN THIS
SCHEDULE OF BID ITEMS AND THE DETAILED SPECIFICATIONS, THE DETAILED SPECIFICATIONS WILL
PREVAIL.
The Bidder further proposes and agrees to comply in all respects with the time limits for commencement
and completion of the Work as stated in the Contract.
The Bidder agrees to execute the Contract and furnish the executed Contract, all required bonds,
insurance certificates, and other required information to Village within ten (10} ten calendar days after
written notice of the Award of Contract. Failure on the part of the Bidder to timely comply with this
provision shall give Village all rights and remedies set forth in the Instructions to Bidders.
The undersigned agrees to accept as full compensation therefore the total of the lump sum prices and
extended unit prices items named in the following schedule. It is understood that the unit prices
quoted or established for a particular item are to be used for computing the amount to be paid to the
Contractor, based on the Work actually performed as determined by the Contract and the Village.
However, in utilizing the schedule, the Bidder agrees that in no event shall compensation paid to the
Bidder under the Contract exceed the dollar amount of the Bidder's Bid amount, as set forth in the
attached Bid.
It is intended that all Work to be performed under this Bid shall commence approximately thirty
(30) days after Contract execution.
In no event shall Village be obligated to pay for Work not performed or materials not furnished. Bidder's
~//J Certificate of Competency No._~~ ...........
1
,,_cj___,__ _
j/LJ Bidder's Occupational License No. /~7 _
-2- '
By: ~~~b
Signature of Authorized Agent
[SEAL]
53 z.ct
Y o u t h S o c c e r P ro g r a m - R F P # 2 0 2 3 -1 5
E-VERIFY AFFID AVIT
In accordance with Section 448.095, Florida Statutes, the Village requires all contractors doing business
w ith the Village to register with and use the E-Verify system to verify the work authorization status of all
new ly hired em ployees. The Village w ill not enter into a co ntract unless each party to the contract
registers with and uses the E-Verify system .
The contracting entity must provide of its proof of enrollment in E-Verify. For instructions on how to
pro vide pro of of the contracting entity's participation/enro llment in E-Verify, please visit:
https://w w w .e-verify.gov/fa q/how -do-i-pro vide-pro of-of-my-participationenrollment-in-e-verify
By signing below , the contracting entity acknowledges that it has read Section 448.095, Florida Statutes
and w ill com ply with the E-Verify requirem ents imposed by it, including but not limited to obtaining E
Verify affi davits from subco ntractors.
rrrn proof of enrollment in E-Verify has been attached to this Affidavit.
In the pr
W itness #2 Print Nam e: ~
W itness #1 Print Nam e: --+----'-"---~?zai---=.:..;.~.:........;:;-_':fi.f!_.l Print Name: IZ,are~o &clrce.
Title: ij(lS'/c/r;?Of:
, I Entity Name: KB ,Scaor --~.
jiltJ_ GDptLf-L ~ ' 7
ACKNOWLEDGMENT
State off~ ,
County of, ~ ~(:____
The fo regoing instrum ent was acknow ledged befo re me by means of ~physical pres1nce o: ! on line
notarization, this 3? day of CC-: 'tO /o er , 20.i._z by q_A-cce.(o k'A d.~· ~
(nam e of person) ~e.Bal de Jlt C: (type of au ority) for KB sbc.a:?r i- NC.
___ (nam e of party on behalf of whom instrument is executed). ·
~ally know n to me; or
KARIM AMIN
Notary Public, State of Florida
Commission# HH 362237
My comm. expires April 1, 2027 ___ Produced identification (Type of ldentification: __;!!!!!!!!!!O!!III_..._ __,
___ Did take an oath; or
___ Did not take an oath
63
:?,o
Youth Soccer Program - RFP II 2023-15
EXH IB IT B
VILLAGE OF KEY BISCAYNE
YOUTH SOCCER PROGRAM
PROPOSAL REGISTRATION FEE SCHEDULE
The rates specified below shall be in effect for the entire term of the Agreement, including any renewal 1
or extension term(s), unless otherwise expressly stated below. Contractor shall charge participants the
following registration fees, which shall include Contractor's profit margin and cover all overhead including,
but not limited to, the co st of all labor, equipment, kits, supervision, maintenance, fuel, delivery costs,
travel time, per diem, and any other miscellaneous expenses. No other fees than those shown below will
be charged to participants.
KEY BISCAYNE RESIDENT BASE RATES: (.t"vt:,£L0€$ j1(:t1J 1.,,,tgu3t2 .Pee)
Pee Wee League:
Regular (Fall) Season $ f7 37 S-0 per participant
Spring Season $ tr~ 7 57) per participant
Summer Camp $ / ZS: per participant
Recreational League:
Regular (Fall) Season s '?b2,. ::;u per participant
$ 7/v2. SU per participant
$ /57).00 per participant
Competitive League: 5J/) '35 ;7 /i I J
Female League $ 9-5~; per participant t'\a/e:s t~/7/.e, ue_ .f-01~1.1t.le
$20'65 - . . -bcu--/1 'r: ,., Male League ~~ per participant /
?5'BO
NON-RESIDENT RATES: (::i:::"ci olO es I o %, L,( <Jc,y I ke)
Pee Wee League: fl-
Regular (Fall) Season $ M'f/ per participant
Spring Season $ f/11 per participant
s_#-'--if;_1/;,-'-- __ per participant
Spring Season
Summer Camp
Summer Camp
Recreational League: 911/: Regular (Fall) Season $
I
Spring Season $ Pit/
Summer Camp $ /80
Competitive League: ~ii-
Female League $ !?J ~&
Male League Z5D S f,03b
-+----per participant
~ per participant
'-"'- per participant
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65 31
Youth Soccer Program - RFP II 2023-15
TOTAL PROJECTED FEES:
A D D IT IO N A L PR O G R A M M IN G :
Include any additional programming not included in Attachment rs and their associated registration
fees below.
Participant Base Rates:
$
$
$
B ID D ER 'S A FF ID A V IT
The undersigned Proposer has carefully examined the Bidding Documents and the site of the proposed
services. The Bidder is familiar with the nature and extent of the service and any local conditions or criteria
dictated in the RFP .
The undersigned Proposer agrees to do all the scope called for by the RFP Documents. Proposer further
agrees that payments will be made based on actual services placed and accepted.
The undersigned Proposer agrees to furnish all materials, equipment, and labor and to perform all services
in accordance with the Contract Documents for: Youth Soccer Program located in VILLAGE OF KEY
BISCAYNE, FLORIDA.
Company Name: __ bl ....... ' =g;__Ji __ a_0_r_· -----------------
Proposer's Name: __ jL.-''J_,_4=a-=-,!.,_[C.="Q"'"''-'-/,......,(}'-----'--"/2"""'a,'""'~kJ,.,,..'fuc.:...l_.___u-=--v,t"'-l _
Proposer's Email: ---+-P_l??-=--5::..,;1-=·a't---=t2=-/'J~t_e,___@__,_t,_o;:::__c::_~_e_?c1_·_c._-.>//_, -=-li__,,,0'--'frJ__:..,_,<. _ I .
Proposer's Title: --~~,-'-l~....::-:?=-')·~·--=-<='-"1'-'/'-·:;;,_,~'--------:;;,---.-----------
Proposer's Signature: --~--=------,;,-:;-~--~~""'----=;,,.. "i"'-::"'=' :::;=,4 ""';,""'.-;:;..- -._~___..~::i~==-r-c.=--:7+' ---------
66
E X H IB IT B
2 0 2 4 -2 5 K B S C FEE SCHEDULE
KB "' Non-
Resident KB Non- Resident
Season Fee +10% Resident Cost/ Cost/ ., Resident Fee+Use Cost/ Cost/ 2023-24 $ %
Program/Gender Age (Months) Dates Days Use Fee Fee Month Session Fee Fee Month Session Fee Change Change
Competitive*
8/1/24-
Boys & Girls 7-9 10 5/31/25 M-F $2,085 $1,895 $208 $12.63 $2,274 $2,501 $227 $14.58 $1,850 $45.00 102,4%
10- 8/1/24-
Boys & Girls 11 10 5/31/25 M-F $2,200 $2,000 $220 $1333 $2,400 $2,640 $240 $1538 $1,950 $SO.OD 102.6%
12- 8/1/24-
Boys & Girls 17 10 5/31/25 M-F $2,365 $2,150 $237 $14.33 $2,580 $2,838 $258 $16.54 $2,100 $SO.DO 102.4%
12- 8/1/24-
Boys Sunshine Academy League 17 10 5/31/25 M-F $2,530 $2,300 $253 $15.33 $2,760 $3,03,6 $276 $17.69 $2,250 $SO.OD 102.2%
Pre-Competitive (Boys & Girls)*
8/1/24-
Boys & Girls 8-16 9 5/31/25 Tu/Th/F $1,525 $1,385 $153 $9.23 $1,662 $1,828 $166 $13.85 $1,350 $35.00 102.6%
JR Academy (Boys & Girls)*
12- 8/21/24-
Boys & Girls 16 9 5/31/25 Tu/Th $1,525 $1,385 $153 $12.71 . $1,662 $1,828 $166 $13.85 $1,350 $35.00 102.6%
Intramural/Pre-Academy (Boys & Girls)*
8/21/24-
Boys & Girls 5-11 9 5/31/25 Tu/Th $1,525 $1,385 $153 $12.71 $1,662 $1,828 $183 $15.25 $1,350 $35.00 102.6%
Pee Wee
8/1/24- • •"Iii - ~
;
Co-Ed 3-4 9 10/31/25 M/W $425 $385 $142 $15.74 ' ' $375 $10.00 102.7% •
11/1/24-
. ,. '
1.,. ~tA ,.'
Co-Ed 3-4 9 2/15/25 M/W $425 $385 $142 $15.74 - ...,,.
$375 $10.00 102.7% J ··-:i ri:at
2/22/25 - ,. "' l· .f ••
•·1
' ' " - f• i, I'.
Co-Ed 3-4 9 5/27/25 M/W $425 $385 $142 $15.74 . - $375 $10.00 102.7% . -
* Uniforms not included. Purchased separately at www.soccerlocker.com.
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TA BB
EXECUTIV E SU M M A RY
KB SO CCER, INC.
T A B L E O F C O N T E N T S
Executive Summary
Deliverables, Tasks, Activities, Etc.
Exceptions
7t?
EXECUTIVE SUM M ARY
KBSC is a youth soccer club with a rich history in Key Biscayne. Founded in 1971, it has served the KB
community as source of unity and pride, bringing together parents, players, coaches, and staff with a
passion for soccer and providing children a safe place to enjoy the sport through an organized club
environment. In 2010, our group was awarded the important task of operating the program for the Village
of Key Biscayne. From that day forward, we have been guided by our mission statement:
TO PROVIDE THE HIGHEST QUALITY SOCCER PROGRAMS THAT IGNITE EACH CHILD'S PASSION FOR SOCCER
AND HELP THEM DEVELOP THEIR SKILLS TO THEIR FULLEST POTENTIAL WHILE PROVIDING A SAFE, WELL
ORGANIZED ENVIRONMENT TO TEACH THE VALUES OF DISCIPLINE, TEAMWORK, SPORTSMANSHIP, AND
GENERAL WELLNESS.
Under the leadership of KB Soccer, Inc. management team, we have been operating the Key Biscayne Soccer
Club (KBSC) for the Village of Key Biscayne, adhering to a clear strategic plan that has made KBSC one of the
top clubs in South Florida. We have participated and won 3 consecutive bids, demonstrating to the
community and leaders that we are highly qualified to deliver the scope of work. Our team has prior
collegiate and professional soccer experience, coupled with years of sports management experience.
During this period, we have managed the growth from 220 players to 1,000 registered players, adapting our
management organization and structure accordingly to deliver (4) age-specific programs.
• Peewee program, ages 3-4 (60 spaces)
• Pre-Academy Intramural program, ages 5-11 (340 spaces).
• JR Academy program, ages 12-16 (60 spaces).
• Competitive program ages 7-18 (540 spaces).
Today, we are proud to have 200 registered girls across all programs, representing 20% of participation.
In 2012, we formed a new company, KB Soccer, Inc. (KBSI), for the sole purpose of managing the soccer club.
Although a C-Corp, we operate the enterprise with a non-profit mentality. We perform a zero-based budget
process every year, keeping our operational costs low. We remain one of the most affordable club
programs in South Florida. With each subsequent awarded bid, we have reevaluated our progress and
pushed our management team to identify areas of improvement. We have raised the standard in every
aspect of our operation that we can control:
• Coaching: all Competitive coaches are required to have a minimum USSF D License or equivalency
for all programs.
• Administration: a seasoned team, and each member has more than 15 years of experience working
for various clubs in Miami.
• Uniforms: we work with Soccer Locker to provide a quality Nike uniform kit at the lowest cost to our
members. We do not mark-up our uniform kit for any program, holding the Competitive kit average
price under $200, and $45 for our Recreational kit.
• Equipment: we use top quality goals, balls, and training materials to match our high-performance.
• Budget Management: we have an impeccable credit record with all our vendors, staff, and coaches,
never missing a single payment. Even during the COVID-19 pandemic, when we were stressed to
the limit with an unprecedented situation, we kept the program running and never interrupted our
service. Our books are open to the community, and no one has ever questioned our transparency.
In 2020, we implemented a training and game model based on a hybrid of the USSF Academy methodology
and the TOVO Institute (FC Barcelona Academy). All coaches are required to follow our training model with
weekly plans and progress reports to our directors. We designed our training to emulate other academy
clubs. We have elevated the Boy's program to the point that we are frequently invited to play against MLS
Next Academy teams.
Our business philosophy is clear, be the best without being motivated by the profit incentive. The results
have been extraordinary, while creating great value to our residents. We will not deviate from this
objective. Our goal is to keep KBSC among the top clubs in Miami-Dade County, creating development
pathways for our players at all skill levels, from recreational beginners to elite players that seek transitioning
to the top academy clubs or to play at the collegiate level.
We maintain strict enforcement of the FYSA rules, translating into the lowest number of player or parent
incident reports (4). Last season was a record low. An exceptional rate for a club of this size. We rarely
need to involve the Village staff to resolve issues. We are acutely aware of the demanding KB community
needs and resolve problems quickly and efficiently. We have members of our executive team and directors
that are KB residents or lived on KB for many years. We are acutely aware of the nuances of the KB island,
and this gives a tremendous competitive advantage. We are delighted to participate again in the RFP
process and confident to demonstrate again that we are the best choice to deliver excellence for this
community.
Going forward, the KBSI management team is ready to keep reaching higher, using the best training
methods and a strategic approach to achieve the highest level of success across all programs, while
delivering great value. Our track reco rd demonstrates we are on the best path towards success. We are
extremely qualified to continue operating the club for 5 more years. Our Competitive program is at the
highest level, without operating as "academy." Our Recreational programs are taught by very qualified
coaches and co ntinues to produce wonderful players that create the foundation for our Competitive
program. If we are lucky enough to build more athletic fields, we will be ready to apply for an Academy
program and retain the top players in our community. KB is deserving of this accomplishment. Everyone in
our ecosystem has contributed to help us reach this level of achievement. No change is necessary. Let us
continue to do the good work for Key Biscayne.
KB Soccer, Inc.
DELIVERABLES, TASKS, ACTIVITIES, ETC.
If we refer to the scope of work in the RFP, we have met each aspect of the deliverables with excellent
results. We have enjoyed 14 years to develop a streamline process with the Village of Key Biscayne staff and
it works seamlessly. Let us highlight the key deliverables/tasks.
Practice Field Schedule
Each year we meet with Village staff in March/April and submit a training field allocation schedule for the
following year. We are respectful of all the other programs (Rugby, Baseball, Flag Football, Track & Field,
Field Hockey) that share in the use of our athletic fields. We have mastered the scheduling and cooperate
with other sports, depending on the number of registered players at any given hour, so we can all optimize
the field space.
Players Practice Sessions
According to the field allocation schedule, our Directors and Coaches prepare the fields daily from 4:00pm -
9:30pm. Goals, cones, balls, and other training equipment is set-up for each session. Each coach is expected
to arrive 15-20 minutes before practice and set-up their area.
Each coach will follow the training plan outlined in our Club Training Model and each week outlines the
training plan with the Director. It is a progressive and remedial plan to address the development milestones
that are expected and to address any weaknesses that should be corrected before moving on to other areas
of development.
Independent of the field player sessions, we have two Goalkeeper Trainers on staff to schedule daily training
sessions with all goalkeepers. They are expected to train two time per week, in addition to their time with
there respective teams. This is an exclusive service for the goalies.
Player Evaluations & Tryouts
We conduct internal evaluations of all players in April prior to May tryouts each year to preselect 90% of our
team rosters in advance. With the use of an on line app, TEAM GENIUS, we evaluate each player and provide
a report to the parents as they monitor their child's development progress. The evaluations support the
decisions made by our coaches and directors for the roster selections. Open Tryouts are conducted only for
new players, non-resident players and players seeking to move up to another competitive team. This
process is quick and efficient and reduces the number that participate. Moreover, it does not put undue
pressure on our players and allows the club to continue the practice schedules with minimal interruption.
Player Registration
We use an online registration, e-commerce, and CRM platform, LEAGUEAPPS, that enables us to capture the
registration information and bill all players in the system. We can monitor proof of residency, generate 1
reports, collect payments, and communicate via email or text messages to all our members. Through the
software solution we ensure that all waivers read, and parents comply with the non-resident fees and
provide proof of residency. We generate reports to make sure we adhere to the 70/30 registration rule of
the VKB. Plus, we have the CRM tools to notify members when they fail to meet any of the information
requirements or fall delinquent with payments.
Once our players have registered in the club, we transfer the information to our Registrar/Head
Administrator that manages club player registrations with the various leagues and cups. He serves as the
club Registrar to ensure all Florida Youth Soccer Association rules are met, including:
• Annual State Affiliation
• Coaches Safesport online seminar
• Coaches and Staff Background Checks
• Verify team rosters
• Confirm team registrations in all leagues and cups
• Generate Player Passes and Gamecards for home and away games
• Annual team calendars
• Report all away game calendar to coordinate referee fee payments to all coaches on a weekly basis
Game Schedule
Through an online scheduling platform, SKEDDA, we schedule all home games in real time and share
schedules with our coaches, directors and staff to meet the weekly deadlines and ensure that we optimize
the field space on the Village Green and at MAST Academy every week. This process takes place over 32
weeks.
Assignor/Field Marshal (Site Director)
We have a designated person and manager to oversee both field sites (Village Green and MAST Academy).
They ensure that the fields are setup according to FYSA standards with cones, tents, sponsor boards, field
lines, goals, nets, and corner flags. In addition, as the Assignor, he reserves the referees for each game and
pays them according to the league fee structure that applies. Also, we provide all referees a Key Biscayne
stipend of $10 per day to cover their toll fees and beverages. Site Director has First Aid kit and renews their
CPR training certificate each year.
We are prepared to deliver all tasks and meet all the operational requirements to ensure a well-run club.
EXCEPTIONS
No exceptions noted for this RFP.
T A B C
Q U A L IF IC A T IO N S A N D E X P E R IE N C E
K B SO C C E R , IN C .
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QUALIFICATION OF FIRM
KB Soccer, Inc., as stated earlier in our Executive Summary, was founded exclusively to manage the KBSC
youth program. Our company has always remained in good standing financially, and if you check with our
Business References (LeagueApps, Team Genius, Soccer Locker, and Soccer Command), you will find that we
have excellent relationships. We have been managing the KBSC program for 14 years and our goal has been
to be the best. We hire top personnel. As the incumbent operator for the Village of Key Biscayne, our team
brings together a veteran group of seasoned, diverse professionals with complementary skill sets in their
respective areas to achieve our organizational goals. Leaders with experience, respect, and expertise to
improve operations, and manage our club more efficiently and professionally. We have tried to build a
culture of unity and family, where everyone works hard and supports each other. We have integrated our
culture with the Village Parks & Recreation team and every week our practice sessions and games are
managed better.
QUALIFICATION OF STAFF
Our Executive team has 20 and 15 years of direct experience respectively, operating KBSC and managing
sport organizations at the professional level. Moreover, Marcelo and Sofia live or have lived on Key Biscayne
for 20+ years. Thus, we are uniquely qualified in understanding the demands, challenges and issues
impacting the KB community.
Our Administration team (Norberto, Pedro and Yvonne) each have over 20 years of experience working for
other clubs and KBSC in similar roles. Our bookkeeper, Narelle Castro, manages collections, invoicing and
delivers monthly financial statements to ensure nothing falls through the cracks.
Our directors each have 10 or more years of experience in similar roles and over 15+ years coaching, and/or
teaching in similar roles for other clubs in Europe or in Latin America. We have provided in each core team
members (KB Soccer staff) bios and resumes outlining the exceptional backgrounds of our team. With each
year, they learn and refine their management skills to become better directors.
INDUSTRY KNOWLEDGE AND EXPERIENCE
Collectively, our team has a plethora of experience and more than qualified to perform our duties. As you
will see later in Bios/ Resume section, all our directors come with international and national experience at
other top clubs. Jimm and Juan played more than 15 years at professional clubs. In addition, Raul, our new
addition, brings 20 years of experience as coach and Technical director at some of the top academies in
Spain. Their expertise is outstanding. Over the last 4 years, we have excelled in every deliverable and
maintain a high-quality program.
Our coaches are motivated and push themselves and perform their duties every day. We select coaches
with passion and come each day to practice because they enjoy being with children. We encourage all our
directors and coaches to participate in continuing education and take the corresponding licenses to learn
the best methods offered by the US Soccer Federation and EUFA. We provide an annual incentive subsidy
for tuition/course fee reimbursement.
With each award cycle, we have retained top coaches and staff and changed the culture. It is important that
all KB Soccer staff and coaches feel that they are part of a family and can support each other. We have
modified our hiring practices at all levels, seeking talent with a minimum 5 years of experience as coaches or
directors. Today, our Competitive and Recreational have never been stronger.
Our Technical Director, Jimmy Aspri Ila, and Director of Coaching, Raul Esco in, bring a senior level of
experience. As you can see from their CVs, they are leaders and started working together this year. We are
extremely confident in their abilities to continue to improve every aspect of player and coaching
development.
Our Recreational Director, Juan Acosta, was a prior resident of Key Biscayne and has been managing
Recreational programs for almost 20 years with 3 different operators on Key Biscayne. He blends his
experience as an ex-professional player from Uruguay with the joy of teaching to make our program fun and
effective for our young children. He has an eye for developing fundamentally, well-rounded players, most of
which graduate into our Competitive program.
As club enrollment has grown to 1,000 children, our team has been aligned from day one focusing on
development and creating competitive programs for players to enjoy at all skill levels. We have built a safe
environment where kids can play, learn, and acquire a respect for the sport. Winning is a by-product of
creating the ideal conditions for our kids to thrive at their individual pace.
For a summary of our key team member roles and responsibilities, refer to Exhibit E - Job Descriptions.
How we interact with the Village staff can be illustrated in the Organizational Chart, see Exhibit C -
Organizational Chart. Our teams are fully integrated with the Village Parks & Recreation staff to make sure
we deliver on all operational details each week. We have people in new roles, like Norberto Diaz, our Club
Registrar and Pedro Vilallonga, taking the lead on the home game scheduling. Based on the years of
experience in similar roles, the process has been better than ever. If you speak to Todd, David, or Alfred,
they can attest to the improved operations.
SERVICE TEAM AND RESUME
Organizational Chart is provided in Exhibit C. However, we list below all the key members of our team that
will provide specific services to lead our management team.
Executive (2)
• Marcelo Radice, President & Executive Director
• Sofia Sohl, VP & Head of Brand, Digital & Social Marketing and Uniform Fulfillment
Administration (4)
• Norberto Diaz, Registrar & Player Registration
• Pedro Vilallonga, Scheduling, Site Director I and Referee Assignor (hired by the Village of Key
Biscayne)
• Yvonne Vilallonga, Site Manager I (hired by the Village of Key Biscayne)
• Narelle Castro, Bookkeeping & Financial Manager
Directors (3)
• Jimmy Asprilla, Technical Director (Competitive & JR Academy) & Director of Coaching (U13-U19)
• Raul Esco in, Director of Coaching (Competitive: U8-U12)
• Juan Acosta, Director of Coaching (Recreational & Pee Wee)
Coaching Staff (26)
• Competitive: 19 Coaches with a minimum USSF D License certification. Most of our coaches have
the C License certification, and senior coaches have the A or B certification or FIFA or EUFA
equivalency.
• Recreational: 7 coaches, all completed the USSF D License certification.
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JOB DESCRIPTIONS AND RESUMES
TECHNICAL DIRECTOR (TD) - Jimmy Asprilla
REPORTS TO: EXECUTIVE DIRECTOR
SUMMARY
The ideal candidate will have a passion and enthusiasm for working with soccer youth, staff and
coaches. The candidate will thrive in a community club environment and demonstrate a commitment to
continuous program improvement. The Technical Director is responsible for "What" the coaches' coach.
The position creates, develops, runs, and optimizes KBSC's Player Development Program to ensure that
we develop outstanding players.
The position is responsible for developing technical, tactical, physiological, and psychological age specific
player benchmarks; designing age and moment specific training activities; developing a training program
for each team; and monitoring game reports in case adjustments to the training program are merited.
The Technical Director monitors individual player progress together with the individual coaches and will
meet periodically with age specific Head Coaches to evaluate player movement decisions and player
selection on each team. The position assists the Board with the development of KBSC's Game Model,
and the position is restricted from performing similar duties for other clubs or organizations without
prior written approval from the Club's BOD.
ESSENTIAL DUTIES & RESPONSIBILITIES
• Create & direct the Player Development Manual across all club programs
• Assist Board in developing KBSC Player Development Manual
• Liaise with club staff, coaches and act as the chief spokesperson for the club on club-level
technical development matters with the parents
• An ability to think and plan strategically, and effectively link technical planning with broader
Club goals and strategic intent
• Strong communications skills and an ability to convey technical planning to non-technical Club
stakeholders, including the parents of players
• Ensure that the established Club style of play is implemented into both recreation and
competitive programming, and coaches are mentored on supporting and promoting a
possession style of play
• Evaluate current Academy programs and Player Development initiatives and make
recommendations for improvements based on the Club's short and long-range goals and
objectives
• Lead and establish effective player selection process during tryouts and periodic in-season
player evaluations for all age groups.
• Monitor individual player development (games and practice)
• Manage day to day issues with Team Managers and parents regarding player performance
inquiries
•
•
•
•
Must attend Monday through Friday on the field for a minimum of two training sessions per day
I
Attend cup, tournament and league games on weekends
•
•
•
•
•
•
•
Establish technical training and participate in annual Summer Camp programs
Be actively involved in regional or national coaching networks or professional coaching
organizations
Establish local communication ties with local MLS Academy scouts and Academy coaches to
create a pathway for top KB players
Create age & moment specific training activity library and coordinate practice and game
videotaping for coaching instruction
Provide the BOD with monthly technical reports for inclusion in monthly management reporting
Develop Team specific training curriculum with Head Coaches and ensure weekly/monthly
execution of training plans
Host annual Parent Orientation Night at conclusion of tryouts
Long Term Player Development and create a culture for learning. You are a people person that
works well in a team-oriented environment
Develop and supervise training schedules for each team
ADMINISTRATIVE DUTIES
• Attend all league meetings
• Attend monthly KBSC Staff meetings
• Maintain positive relationships and open communication with BOD, coaching staff, team
managers, parents, players, and community at large
• Provide quarterly written evaluations to parents and players
• Seek corporate and other donors/sponsors for club
RESUME -Jimmy Asprilla
E: jimmyasprilla@gmail.com / 786-660-4914
Jimmy was born and raised in Cali, Colombia. During his youth and through 2012, he played
professionally in Colombia for various clubs. Playing for the Colombian National team from 1997-2000.
He moved to Miami, FL after retiring from his professional career in 2013.
Coaching Experience
2020 - Present
2016 - 2019
2014 - 2015
2013 - 2014
2010 - 2012
Technical Director, Key Biscayne Soccer Club
Key Biscayne Soccer Club - Soccer Coach
SOS Community Services, Kendall Soccer Park - Soccer Coach
Kendall Soccer Coalition - Soccer Coach
Santa Ana Sport Club, Cali, Colombia - Soccer Coach
Professional Soccer Player
1999 Atletico Huila, Colombia
1999 Once Caldas, Colombia
2000 Deportivo Cali
2001 Sport Boys, Peru
2001- 2002 Estudiantes de Merida, Venezuela
2002 - 2005 Deportivo Cali, Colombia
2005 - 2007 Once Caldas, Colombia
2007 Atletico Bucaramanga, Colombia
2008 Once Caldas, Colombia
2008 Millonarios, Colombia
2009 - 2010 Deportivo Pasto, Colombia
2011 America de Cali, Colombia
2011- 2012 Cucuta Deportivo, Colombia
Certificates
International Congress of Sports Applied Sciences, Santiago de Cali, Colombia (November 2014)
Sports Monitor Diploma, Santiago de Cali (November 2012)
Soccer Arbitration Seminar, Santiago de Cali, Colombia (May 2008)
Attendance and participation in the first grassroots and strategy seminar on March 1, 2008
International Sports Training Seminar, Del Valle University (November 2005)
International Seminar on the Future of Colombian Football, Santiago de Cali, Colombia (June 2004)
Seminar on Sports Medicine and Rehabilitation, Santiago de Cali University (May 2004)
i1
DIRECTOR OF COACHING (DOC)- COMPETITIVE & RECREATIONAL - Raul Escoin
REPORTS TO: TECHNICAL DIRECTOR
SUMMARY
A successful soccer club cannot develop good players without first developing great coaches. The
Director of Coaching shall be one of the primary "faces of the club" and be responsible for creating,
developing, leading, and optimizing KBSC's Coaching Development Program to ensure we develop
outstanding coaches; lead efforts to achieve the growth and development of the student-athletes of the
club; and strive to provide coaches with the necessary tools to develop players technically and tactically.
The DOC must haves:
• A strong soccer background and technical expertise to lead KBSC's coaching staff.
• The DOC is responsible for building on the KBSC's base of existing players and establishing the
club "culture".
• The DOC should be able to resolve conflict in a professional manner.
• The DOC must possess strong written and oral communication skills.
• The position assists the President and HSO with the identification, hiring and assignment of
coaching candidates.
• The DOC shall evaluate teaching skills and assign coaches based on the right fit with specific age
groups: U-8 to U-19; matching the player age and level to the qualities of the coach, as well as
helping the coach become better in the most important areas required for success in the age
group.
The position is responsible for supporting coaches with tools to help their professional development,
designing individualized education plans, as well as the management and evaluation of the coaches. The
position will focus one "How" our coaches' coach. The DOC is restricted from performing similar duties
for other clubs or organizations without prior written approval from the Club's BOD.
ESSENTIAL DUTIES & RESPONSIBILITIES
• Lead in the Coaching Development Manual for KBSC Competitive program and lead coaching
development through licensing, courses, seminars, etc.
• Design and implement coaching education program, utilizing blend of classroom (curriculum)
and field sessions (application) that allows for evaluation and feedback. Meet with coaches
monthly.
• Collaborate with BOD and VSO in developing KBSC Coaching Methodology and Philosophy,
establishing a clear practice and game model, ensuring that all coaches adhere to it across all
age groups.
• Recruit, perform background checks, and select top talent or coaches that fill gaps for the club in
specific areas.
• DOC needs to assign coaches to the right age group based on their strengths and the demands
of the age group. There are very different personal and teaching skills required, and very
different areas of fo cus for player development, from U-8 to U-14 to U-19. Matching the player 1
age and level to the qualities of the coach, as well as helping the coach become better in the
most im portant areas required fo r success in the age group, is critical.
• Guide, develop and periodically evaluate coaching staff.
• M anage day to day coach operations & handle all coach inquiries.
o Pre-appro ve and recommend league, cup, and tournament schedule
o Responsible fo r all co ach inquiries pertaining to game schedule
o Reco m m end and execute field training schedules
• Responsible fo r w orking with VSO and appro priate club authorities to develop Summer Camp
pro gram .
• Host annual Parent Orientation Night at the beginning of the season.
• Appro ve and recom m end cup and tourn ament schedules to VSO, based on the needs of
individual team s; and assist teams with choosing appropriate tournaments and playing leagues.
• Collaborate with Technical Director to establish effective player selection process during tryouts
fo r all age groups.
• Identify, evaluate, and perfo rm backgro und checks on all coaching candidates.
• During training sessions: must be present Monday through Friday on the field for a minimum of
two training sessions per day.
• Attend tourn am ent and league games on weekends to evaluate coaches and assist in sco uting
opportunities.
Responsible fo r league, cup and tourn ament schedules and field co ordination with other sports
pro gram s.
ADMINISTRATIVE DUTIES
• Attend all mandatory league meetings and lead meetings, monthly coaches' meetings, when
necessary
• O rganize monthly KBSC Staff meetings.
• Liaise with league and tourn ament directors to assist team managers and coaches with logistics,
co ordinating payments and calendars.
• M aintain positive relationships and open co mmunication with BOD, HSO, coaching staff, team
managers, parents, players, and community at large.
• Provide sem i-annual written evaluations to coaching staff.
• Assist in the development and recommendation of annual coaching compensation budget.
• Recom m end hiring and termination of coaching staff, subject to VSO and BOD approval.
R E S U M E - R a u l E s co in
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DIRECTOR OF COACHING (RECREATIONAL & PEEWEE) - Juan Acosta
SUMMARY
Administrative
• Hire, guide and evaluate all hired coaches by the club for our recreational U3 - U12 teams.
• Train and monitor the team coaches and help them plan and implement practice sessions.
• Organize monthly meetings with coaches.
• Evaluate and develop players for elite U8 and U9 travel teams.
• Manage the running of Camps (Summer, Winter, and Spring).
• Oversee programs schedules and coordinate with Marcom the release of information on a
timely basis.
• Attend and Supervise weekend home matches.
• Hold training sessions for teams when needed.
• Design and administer a continuing education program for the team coaches.
• Design the playing format for the in-house recreational programs, specifying the number of
players on the field, the duration of games, the number of games, the size of fields, etc.
• Design the training priorities for each age group and level.
• Organize supplementary skill clinics and camps for the players.
Reports
• Prepare monthly coaching fee reports to coordinate the prompt payment to the coaches,
including any payment adjustments due for overtime, missed sessions, travel expenses, etc.
• Meet with BOD on monthly basis.
• Enforce FYSA and SAPP Code of Conduct for coaches, players and parents.
• Develop and supervise master practice schedule for all recreational teams.
• Schedule time for periodic parent meetings to address ongoing player or coaching issues.
• On-Field
• Identify the most talented players in the club and liaison with Technical Director to recommend
players for Competitive program.
• Supervise weekly practices, including evaluate and monitor coaches to improve effective
practice sessions.
Ju an A co sta
E: jua n pichiso ccer@ y ahoo .co m / P: 786-406-0215
Juan was born in Montevideo, Uruguay. He studied through high school and played professionally in
Uruguay for 22 years. He moved to Miami, FL in 2005 and joined KBSC as a coach for the Boys teams.
Program was bidded out to AC Milan and he left the club to work with Soccer Stars at the K8 School and at
the Carrollton School. He returned in 2010 and took over as the DOC of Recreational program.
Coaching Experience
2010-2023
2008-2009
2005-2007
2002
2000-2001
1999
1998
Director of Coaching, Key Biscayne Soccer Club
Soccer Stars, Key Biscayne
Coach, Key Biscayne Soccer Club
Assistant Technical Director, Club Progreso -1st Division
Assistant Technical Director, Club Rentistas - pt Division
Coach, Liga Universitaria, Montevideo, Uruguay
Coach, Club Huracan Buceo, Youth Division, Montevideo, Uruguay
Professional Player Experience (Montevideo, Uruguay)
1996 Club Cerrito, 2nd Division
1993-1995 Sportive Italiano, 2nd Division
1990-1993 Club Fenix, 1st Division
1989-1990 Club Sudamerica, 2nd Division
1986-1989 Club Rentistas, 1st Division
1982-1986
1978-1982
1976-1978
1974-1976
Club Cerrito
Club Basanez
Club Cabrera
Youth Team, Club Huracan Buceo
EXECUTIVE DIRECTOR - Marcelo Radice
SUMMARY
The Executive Director oversees the day-to-day operations of the club, ensuring that the overall
management is being performed to the highest standards and according to club policy. This position
serves as a liaison between the Club and pertinent external entities and ensures that the Club is
following the company by-laws.
ESSENTIAL DUTIES AND RESPONSIBILITIES
• Annually, create and execute strategic plan for soccer operations for the Club with input from
the Director of Coaching, Technical Director, Administration, Village staff, Coaches and Board
Members.
o Measure programming success; create new development programs as needed.
o Forecast any foreseeable issues, changes or needs.
• Oversee and evaluate field operations and training for all teams.
• Supervise club Directors and review their performance on an annual basis.
• Develop, execute, and evaluate all Club programs with assistance from the Directors.
• Manage all space rental or field use agreements.
• Manage budgeting and payroll for the Club.
• Work with Directors to support the recruiting and hiring of quality coaches.
o Measure coaches' performance through Coach survey, observation, and input from
other Directors.
o Review performance evaluations with Directors.
o Review compliance with codes of conduct and required player evaluations.
o Review and inspect that all coaches are properly licensed to coach at the level that they
are assigned.
• Foster and manage relationships with soccer leagues.
• Manage staff/director meetings.
o Approve the final practice field allocation, practice schedules.
o Approve league, cup, and tournament calendars.
o Facilitate meetings to address disciplinary issues or to discuss training expectations with
parents.
• Attend applicable league sponsored events or annual meetings on behalf of the Club.
• Serve as a liaison between Club, parents, and coaches to reconcile conflicts.
• Update the Board of Directors at Quarterly meetings on the status of Club operations.
Technology Management
• Manage Demosphere website design, maintenance and content
• Secure and assign domain names
• Manage Email Service provider (Constant Contact) and deployment of emails
• Database Management
Adm inistrative
• Prim ary contact source regarding technical support queries related to the website, registrations, etc.
• M onthly Reports
o Coordinate with to manage registration and team rosters monthly.
o Generate monthly registration reports and update player records.
• Assist Directors to confirm registrations, schedules, and collections of payments.
• Prim ary contact source regarding general queries regarding the soccer program.
• Liaison with VKB staff, YAAB, Village Council members and other government authorities.
• Lead the Disciplinary Comm ittee, review ing disciplinary cases regarding player, coaches, and parent
conduct; enfo rce the compliance with SAPP.
M arketing M anagement:
• Identify the best RO I to advertise and pro mote travel, intramural and Pee Wee programs.
• Negotiate Sponsorship opportunities with brands that wish to engage the KB community.
• M anage placem ent of advertising in the appropriate multimedia channels to promote soccer
pro gram and recruit children to the program.
• Pro duce pre-season flyers, newspaper ads to promote program.
Com m unications
• Editor and co pywriter fo r all electro nic/digital and print communications that are sent via e-mail
from our website to our database members.
• Public relations stories and co py to pro mote to the local media co ntacts.
• Collaborate with DOC to create a eM arketing calendar to notify club members of upcoming events,
tourn am ents, gam es, general soccer info rmation, team results, etc.
Q U A LI FIC A T IO N S
Experience: This position requires a minimum of 5-year experience as Executive Director of a Soccer
Club, Coaching and playing experience, high level knowledge of the rules and regulations of all youth
leagues and rules of the gam e.
• Proven ability to manage a large organization.
• Ability to multi-task in a fast-paced environment.
• Stro ng written and verbal com m unication skills.
• Excellent interpersonal skills and spokesperson for the Club.
• Excellent problem-solving skills.
• Stro ng organizational and co nfli ct resolution skills.
• Stro ng leader and motivator to build a culture of collaboration, teamwork, and accountability.
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RESUME - Marcelo Radice
E: mradice88@gmail.com / P: 305-608-6046
Marcelo Radice was born and Buenos Aires, Argentina and raised in a soccer family in Bethesda, Maryland.
Marcelo played his freshman year at American University, reaching the NCAA Quarterfinals. He finished
playing two more years at the University of Maryland. Between his freshman and sophomore years, he
played for 2nd Division Bundesliga team, Gottingen 05. He was a youth coach in Maryland/DC and Miami
areas and managed a soccer specialty sporting goods store while attending college.
In 1996 , he moved to Key Biscayne with his wife and two children. He spent 18 years on the island and in
2007-08, he was appointed Soccer Commissioner and participated as a board member and soccer
commissioner for Girl's Soccer in the KB Athletic Club.
Professionally, Marcelo has been a marketing & sales executive for leading multinational companies:
L'Oreal, MasterCard International, Occidental Hotels & Resorts, University of Miami, Traffic Sports, and Van
Wager Sports & Entertainment. In 2011 , he was awarded the South Florida Business Leader of the Year by
Business Leader Magazine in Biotechnology. In 2013, he became Director and head of commercial
department for Traffic Sports USA, promoting the CONCACAF and CONMEBOL soccer tournaments to
co rporate sponsors. In 2020, he joined FIU as General Manager of Sponsorship and Multimedia Sales.
Currently, he is the President of KB Soccer, Inc., managing the KBSC program for the Village of Key Biscayne.
Soccer Experience
2010-23 KBSC Board Member, President and founding member of KB Soccer, Inc.
2008-9 Asst. Coach Girl's Soccer - Tropical Park Blaze (U12 & U13)
2008 Girls Soccer Commissioner and KBAC Board Member
2007 KB Athletic Club Board Member
1991-2 Asst. Soccer Coach, Columbus High School
Player Experience
1981-84 Varsity Soccer - University of Maryland, College Park, MD
1980 Played for Gottingen OS (2nd Division Bundesliga), Gottingen, Germany
1980 Varsity soccer - American University, Washington, DC (NCAA Quarterfinalists)
1976-79 Senior Captain, Walt Whitman High School, State Finalists; All-Met and All-County selection
1977 -79 Maryland All-State team selection and Middle Atlantic All-Regional team
Education
1998 - Executive Leadership
1995 - Business of Bank Cards
1988 - M.B.A., Management
1984 - B.S., Zoology
Northwestern University
Oklahoma University
University of Miami
University of Maryland
D IR ECT O R O F BR A N D IN G , M EDIA & UNIFO RM FULFILLM ENT - Sofia Sohl
SU M M A R Y
• Ensure that club bra nding is being used pro perly and to the standards set for forth by the club.
• Com m unity manager of media content and posts across IG, X and Facebook. Manage Face book and
social media netw orks to generate content, stories and blog posts to engage the KBSC community.
• Manage the unifo rm orders and fulfillment to all players, coaches, and staff.
• Liaise with unifo rm vendor to promote merchandising and incremental revenue for the club.
• Manage all sign age and brand logos fo r the sponsors:
o Tents
o Backdrops
o Flags
o Team logo presence
o W ebsite/em ail blasts
• Manage the organizational aspects of special events and Closing Ceremony, including hiring of
vendors (AV, music, fo od & beverage), staging and negotiations with venue.
• Manage the photo library from daily feeds from all teams.
• Coordinate fundraising events, food truck or concession sales to generate incremental revenue.
RESUME - Sofia Blomqvist Sohl
E: sofiabsohl@gmail.com / P: 305-582-3196
Sofia was born and raised in Stockholm, Sweden and lived, studied, and worked in Stockholm, London, Paris,
New York, Rome, and Milan. In 1997, she moved to Key Biscayne with her husband and son and remains a
resident. She participated as Team Manager in the soccer program and is currently a board member and
Founder of KB, Soccer, Inc., managing the KBSC program for the Village of Key Biscayne.
Soccer Experience
2010-2023 Key Biscayne Soccer Club Owner, Board Member and Director of Brand & Media
Two members of her family were professional soccer players in Sweden first division and members of the
Swedish National Team.
Professional Experience
2001-Present Owner; "Fia Stockholm LLC" Design & Branding
2008 "Abu Dhabi International Film Festival", Industry Office and events
2005 "Miami International Film Festival" Sponsorship Coordinator & Jury
2000-2002
Education
1994
1992
1989
1989
1986
1986
"Red Cross"; Disaster Services
Nordic Languages, University of Milan
B.A. Arts & Humanities, University of Stockholm,
Rudbecksskolan High School, Stockholm, Sweden
Retail and Buyers Academy, Stockholm Sweden
Dante Alighieri, Rome, Italy
Franco Nordic, Paris, France
Athletics
Downhill Skier in High School and University teams
Equestrian, High School
Ballet, High school
H E A D O F A D M IN IS TR A T IO N / R E G IS T R A R - N o r b e rt o D ia z
S U M M A R Y
Administrative
• Collaborate with League, Cup and Tournament Directors to confirm schedule dates and registration
with the appropriate age groups
• Manage GOTSPORT platform and manage all aspects of coaches background checks, Safesport
seminars
• Work with Coaches to upload team rosters, player passes and guest player movement
• Generate weekly game cards and reports to the leagues
• Generate weekly Away Game calendar to allocate referee fees
RESUME - Norberto Diaz
E: norbydz@gmail.com / M: 786-999-5294
Soccer Registrar & GotSport Management Experience
June 2023 - Current Key Biscayne SC-Administrator & Registrar
2007 -2023 Juventus Academy - Registrar
2018 - 2020 Breakers SC Miami - Registrar
2017 - 2020 Stricker Soccer Club - Registrar
2005 - 2018 Real Madrid Academy- Operations Director, Registrar, & Assignor
2004 - 2023 Coral Estates SC - Registrar
• ~
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The collective team identified on page 12 will operate under a weekly cycle over a 36-week period,
scheduling games, planning and printing game cards, confirming referee pool, arrange field setup, distri~ute
referee fees, submit signed game reports. In addition, our teams will conduct the following meetings to
ensure delivery.
Weekly Game Day Prep Meeting
• Scheduling on Skedda
• Player Passes
• Guest Players
• Referee assignments
• Game Cards
Weekly Directors Call
• Review Game Calendar and schedule game coverage
• Player and Coaches Updates
Monthly Executive & Staff Call/Meeting
• Review operations, problem-solve and test flow of information.
Bi-Monthly Meeting - Coaches, Directors, and Staff (if necessary)
• Open agenda to table issues, challenges, tournament, and cup dates, etc.
• Film study
Quarterly Board Meetings (Board members only)
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PER SO N N EL PLA N
O R G A N IZA TIO N A L C H A R T - SEE EX H IB IT C
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As our O rganizational Chart illustrates, the club has many mem bers dedicated to the enterprise. The Village
staff is represented in Green, and the KB Soccer team is shown in Dark Blue. KB Soccer's team reports to our
Board of Directors. The job descriptions fo r the key directors, executives and adm inistrators were provided
in the prior pages. There is one entity in light blue that represents the Field Marshall and Refe ree Assignor.
This ro le is m anaged by Pedro Vilallonga and his spouse, Yvonne. They are not em ployed by KB Soccer.
There is a separate co ntract with the Village of Key Biscayne. All of the positions in our Organizational Chart
have been explained under TAB C - Qualifications.
W e have business a fram ew ork w ith clear objectives to ensure that the managem ent of the club is executed
seam lessly, separating the adm inistrative support ro les from the field duties where teaching and
developm ent take place. To m aintain efficiency, KB Soccer will im plement tight co ntro ls over accounting,
m arketing, finance, and operations. More im portantly, to maintain our fees am ong the lowest in Miam i
Dade County, we start w ith a ZER O -BASED budget planning each year, factoring salaries and wages, league
and cup fees, insurance, referee fees and gam e day operations, adm inistrative overhead, and equipment.
W e use a sports softw are solution, LeagueApps, to autom ate and track revenue and manage our website
hosting. W e receive 99% of our paym ents online. W e use the GotSoccer platfo rm fo r player/team /league
registrations and player passes; and w e use em ail marketing solutions, Constant Contact and LeagueApps to
manage our CRM , m arketing, and com m unications. To deliver our player evaluations, we use Team Genius
app, enabling us to push out a report directly to the parents to monitor player pro gress.
W e transfer our successful business practices and core com petencies to achieve a budget neutral business
enterprise. W e retain a bookkeeper to ensure that we are adhering to GAAP, and an accounting firm to
review our financials sem i-annually.
To keep the operations moving effectively, there we perfo rm weekly m eetings am ong the scheduling and
assignor with field operations staff from the Village to prep fo r each week of gam es.
Their will be a general staff call or m eeting taking place every month to review tasks, responsibilities and
pro blem solve any challenges facing the club.
The Directors are expected to meet every tw o months with their co aches to review training methods, and
address any issues regarding playing schedules.
EMPLOYEE HANDBOOK
O ur hiring practices are done extrem e care. W e are very particular about open positions. They rarely
happen, but w hen w e have an opening, we have a high bar. W e seek. W hen we onboard an em ployee, we
pro vide them w ith the Em ployee Handbook (See attachm ent - Em ployee Handbook). It w as created fo r all
em ployees to read and sign. It explains all the issues regarding expectations, work hours, and discusses
potential co nflicts of interest.
TRAINING MODEL
W e have attached our com prehensive training model, which will be executed by each co ach and monitored
lo (
by our Directors. It is a comprehensive, age-specific model to simulate game-like situations in the practice
pitch. It has been instrumental in highlighting our technical superiority among other teams in South Florida.
CLUB PROGRAMS
For the past 14 years we have been managing four age-specific (4) programs, matching up the skills of our
children according to their level of development. Here are the program highlights:
Competitive Program
Our program is designed for boys and girls ages 7-18 that exhibit talent and commitment to participate in
competitive leagues in South Florida and across the state. All teams are trained by licensed coaches, and
they compete in one of 3 skill levels: Elite (Highest), Blue (Mid) and White (Lowest). The programs lasts 10
months, from August to May and it is split into the Fall/Winter season and Spring season. All players tryout
and are evaluated by a pool of coaches and directors. They are invited to play on a certain team based on
their skill level. However, we will regularly move players up or down within an age group, based on many
factors, including commitment, injuries, and players leaving a team.
All teams will be registered in the skill-appropriate league based on tryouts which assess their skill level.
We participate in five (5) leagues ranked below according to the level of competition (1- Highest and 5 -
Lowest):
1. FYSA Sunshine Academy Club League or Sunshine League
2. Florida State Premier League (FSPL)
3. EDP (3 Divisions)
4. SFUYSA (2 Divisions)
5. Miami Dade League
Those that develop quickly will be invited to "play-up" as a guest player and/or participate in practices or
scrimmages so they can be exposed to the more competitive levels and prepare for league and tournament
competition. Travel will be required on most weekends during the season. The Competitive Travel Program
requires a personal and financial commitment from the player and parent(s). All players understand that
s/he is committing to full season and ready to participate at all team functions, including official practices,
league games, cup games and tournaments. Many league games require travel in the tri-county area. The
Sunshine and FSPL leagues play teams across the state and require overnight stay when they play away.
Most of the tournaments are schedule during holiday weekends.
The annual fees are broken down in the following manner:
Proposed Registration Fees: $300 (Deposit), plus the season fee, which all players have the option to pay
in one lump sum or in monthly payment plan. All registrants will have to
provide a proof of residency and they will register on line according to their
status as Resident or Non-Resident. Non-Residents will be charged a
surcharge of 20%. All players will be charged an additional 10% Facilities
Practices:
W here:
W hen:
Use Fee that will be collected and distributed to the Village of Key Biscayne.
The Unifo rm Kit is sold separately thro ugh our online retailer, Soccer Locker.
M onday - Friday (frequency based on level)
Village Green, St. Agnes, K-8 School & MAST Academ y
August- M ay
JR. Academy
A pro gram created exclusively fo r boys and girls ages 12-16. Designed fo r the developm ent of players at the
less advanced or beginner levels that are not ready fo r Com petitive pro gram but would like to develop their
skills further as a steppingstone to play at that level or sim ply want to play under the superv ision of licensed
co aches and not make the com m itm ent to travel w ith the Com petitive pro gram . W e fo cus on basic soccer
skills and know ledge of the gam e but em phasize self-esteem and em otional well-being as well. This pro gram
creates a bridge betw een the Recreational and Com petitive Travel program s. The pro gram fo llows the same
calendar as Com petitive Pro gram above. How ever, they will practice 2 or 3 tim es per week. They do not play
in leagues. How ever, if the players are interested, we may schedule them in local tourn am ents.
The JR. Academ y Pro gram goals:
1) A stress-fr ee atm osphere to expose players to the gam e, em phasizing skill development, in a
com petitive enviro nm ent that enco urages players to flourish while fo cusing on skill development; an
em phasis on quality and long-term benefits rather than short-term gain in an age-appropriate
developm ent pro cess;
2) An educational atm osphere fo r players and parents concern ing club values.
W hile the Academ y functions in a com petitive atm osphere, com petition is not the fo rem ost objective. W e
urge our coaches and parents to give each player continuous support based upon each individual player's
needs.
Tw o Sessions per season:
Practices:
W here:
August- M ay
Tuesday & Thursday
St. Agnes School or MAST Academ y
Recreational (Intramural) Pre-Academy
This pro gram is created fo r boys and girls ages 5-11. The pro gram fo cuses on developing age-appro priate
technical and tactical abilities of the participants in an enviro nm ent that w ill instill sportsmanship and the
im port ance of "team ." Team s will practice tw ice a week and play gam es on Saturday m orn ings in a 7v.7 or
9v.9 fo rm at. The pro gram has specific rules about equal opportunity which mandate minim um playing time
fo r all players during the gam es. Typically, age gro ups are merged to ensure that we have enough players per
team . The team s are gro uped as U6/U7, U8/U9.
Two Sessions per season:
Practices:
Gam es:
Novem ber - February & March - May
Tuesday and Thursday
Friday
Where: Village Green North
Peewee
This program offers soccer to boys and girls ages 3-4. The Pee-Wee Program is designed to introduce
children to organized soccer and improve age appropriate technical and tactical abilities of the participants
in an environment that will foster an appreciation and enjoyment of the game while focusing on fun and
coordination. Teams will practice twice a week.
3 Sessions per season:
Practices:
August - November
November- February
February- May
Monday & Wednesday at Village Green North
NEW PROGRAMS
1. Co-Ed Teen Time
We would like to consider a time (once a week) to encourage exercise, wellness, friendships, and teen
unity. We are proposing to offer older teenagers, ages 15-18, field space and time to participate in
soccer. As teenagers experience the escalating pressures of adolescence, we want to provide them with
an outlet to escape and interact with their peers in a fun, pressure-free environment and forget about
the worries and the daily grind. We are proposing to make one of our fields available one evening a
week and/or organize evening indoor soccer time in the Community Center.
Propose no registration fees if we can find a sponsor or fund raise or apply for a grant to fund the
coaches time.
2. College ID Camp
Invite select local college coaches from the Dade or Broward area for a one or two-day camp at MAST
Academy. The purpose of this event will be to showcase our UlS-Ul 7 players and expose their skills to
local coaches. This is the first step in the recruiting process. As our program excels and more talented
players develop, we want them to have the opportunity to speak with coaches and learn more about
playing soccer at the college level. This camp provides an avenue for them to jump start their future
dreams and compete for athletic scholarships.
Registration Fees and Dates: TBD
3. KBSC Scholarship Program (Community Service)
2 - High School Seniors (1- Boy/ 1- Girl) will be awarded a scholarship to help with their college
expenses. The amount is TBD and will depend on fund raising or a special sponsor who would like to
step up. We will explore this with the Key Biscayne Community Foundation and develop the selection
criteria and judges that will review applicants and make the award.
S P E C IA L E V E N T S
K B S C T o w n H a ll s
W e plan to schedule periodic meetings w ith the parents/players and intro duce discussion topics with
featured guest speakers to talk about fitness and preventative medicine, training techniques, concussions
and first aid adm inistration, player developm ent, and college recruiting.
Viewing Parties
Also, we want to make the soccer excitem ent co ntagious by hosting viewing parties at the Rec Center or
Village Green and watch som e of the best cham pionship live events, like:
• Cham pions League Final (M ay)
• 2024 - Olym pic M atches (August)
• Copa Am erica 2024 Matches (Sum mer)
• lnterM iam i CF Night - TB D
Winter Holiday Event (December) & Closing Ceremony (May)
At the end of each pro gram sem ester, we will organize a party with fo od and beverages to reco gnize the
players and parents' part icipation. Cert ificates and aw ards will be distributed, and everyone can join in the
celebration of a successful season.
WHY KB Soccer?
As the current managem ent com pany, we have witnessed unprecedented success of KBSC over the past 4
seasons. Due to excellent collaboration w ith the Village staff and the com m unity, we have been able to
manage the gro w th and build an extrem ely successful club. The rebuilding was a pro duct of a highly
co m petent organizational team of adm inistrators, directors, coaches, and team managers. The
organizational structure is in place to sustain our level of success while reassessing what we can do to
continue creating a better club that w ill thrive fo r many years. Let's highlight some of our key
accom plishm ents:
• Established a hiring process to retain top quality directors and co aches (USSF A-D Licenses or
Equivalency), providing continuing education to ensure effective training techniques/methodologies
to im pro ve player perfo rmance.
• Developed com prehensive training plan and player evaluation pro gram to monitor development
acro ss all age gro ups, including player evaluation software to provide periodic player assessments to
parents to track player progress.
• In 2021, aft er tw o years in US Club national association, KBSC was offered the Boy's ECNL Academy
program in reco gnition of our outstanding club perfo rmance. Unfo rtunately, due to the lack of field
space, we had to decline the opportunity.
• In 2022 , KBSC we accepted an invitation to join the lnterM iam i CF Partnership Pro gram, enabling
our club to participate in IM CF show case tourn aments, friendly academy scrimmages, co aching
sem inars, and player try outs during the soccer season.
• In 2023, in recognition of KBSC's high performance level, the Boys U13-U19 Elite teams were invited
to be one of 10 clubs in South & Central Florida to participate in the Florida Youth Soccer Association
Academy Club League.
• In 2023, Boys Ull/U12 Elite participate in the Florida Academy League, playing among MLS or ECNL
Academy teams.
• More than 40 players have graduated and played soccer at the collegiate level.
• More than 70 players have graduated to play in the MLS Next academies with Kendall Rush Soccer,
Westin FC and lnterMiami CF.
• Pre-season impressive rankings for our Boys U12 - U19 Elite teams rankings:
o U12: #4 in FL/ #11 nationally
o U13: #1 in FL/ #3 nationally
o U14: #1 in FL/ #4 nationally
o U16: #13 in FL/ #63 nationally
o Ul 7: #8 in FL/ #32 nationally
CONTACT INFORMATION
For follow-up questions, please direct emails or calls to:
Marcelo Radice
President & Executive Director
70 Bay Heights Drive
Miami, FL 33133
P: 305-608-6046
E: president@kbsoccer.com
KBSC
EMPLOYEE & CONTRACTOR
HANDBOOK
I. INTRODUCTION
It is with great pleasure that we welcome you to Key Biscayne Soccer Club. Our close working
relationship within our staff, employees and contractors is critical to the success of our club. The
following handbook is designed to help you understand our policies, procedures, and benefits.
Our club was founded in 1971 with the primary purpose of providing the Key Biscayne community
organized soccer programing. Today, KBSC offers 4 recreational and competitive programs at 4
soccer facilities.
A. MISSION STATEMENT
KBSC is committed to sportsmanship, hard work, and encourages all participants to
enjoy playing soccer at all levels and reach their maximum potential.
To provide the highest level of instruction and facilities for the soccer programs.
To promote the social and athletic interactions of our members through soccer.
To inspire and assist our players to achieve at the highest levels in soccer and
academics.
To produce soccer players of all levels and provide a pathway for the more talented
players to compete at the high school, collegiate and professional levels.
To encourage participation by all players, regardless of age, gender, race, ethnicity,
culture, religion, sexual orientation, gender expression, mental or physical ability,
socio-economic status or any other status protected by federal law.
To promote a culture of sharing and community outreach.
B. ABOUT THIS HANDBOOK
This Handbook has been prepared to help acquaint the KBSC staff and coaches and to provide
a general summary of our personnel policies, procedures, and benefits. While it is not all
inclusive, it is important that you read it carefully and learn its contents. The Handbook is
intended to serve as a useful reference throughout your employment with KBSC, but please
note that this handbook is not intended to, nor does it, constitute or create the terms of any
employment contract or any other legally enforceable obligations. KBSC adheres to a policy
of employment "at-will," which means that both you and KRSC are free to terminate the
relationship at any time, with or without cause or reason.
This Handbook takes precedence over all memorandums and oral descriptions of our personnel
policies, practices, and procedures. Except for the voluntary at-will employment policy, the
guidelines contained in this Handbook are subject to modification, amendment or revocation
in the sole discretion of KBSC, and any time and without advance notice. We intend our
personnel policies to be applied with flexibility and discretion. Exceptions may be granted in
unusual circumstances when the staff member or coach's interests will be served and those of
KBSC will not be damaged, but exceptions should be recognized as such and do not establish
any right or privilege to KBSC. The Executive Director/President is the only staff member
authorized to grant exceptions. If you have any questions or concerns about anything contained
in the handbook, please contact the Executive Director.
II. EMPLOYMENT POLICIES
A. EQUAL EMPLOYMENT and INDEPENDENT CONTRACTUAL OPPORTUNITY
POLICY
We provide equal employment opportunities to all staff members and independent contractual
opportunities in employment practices, including, but not limited to, recruiting, selection,
hiring, promotion, transfer, termination, leaves of absence, training and compensation without
regard to race, religion, color, creed, sex, sexual orientation, political belief, national origin,
ancestry, citizenship status, age, veteran status, uniform-service member status, marital status,
pregnancy, genetic predisposition or carrier status, disability or any other protected class or
status, in accordance with applicable federal, state and local laws. If a staff member or coach
is currently disabled or becomes disabled during his/her employment and, as a result, is unable
to perform any of the essential functions of the staff member or coach's job, the staff member
or coach should tell the Executive Director so that KBSC can consider reasonable
accommodations that may be provided to the staff member or coach. This self-identification
process is voluntary and confidential. All information that the staff member or coach chooses
to provide to KBSC regarding the staff member or coach's medical condition will be held in
confidence and will not be disclosed to anyone without the staff member or coach's permission,
except when required by law, necessitated by business demands and/or to ensure the safety of
the workplace. KBSC reserves the right to request supporting documentation from a treating
physician for any requested accommodation. All staff members or coaches are responsible for
possessing an in-depth knowledge and understanding of KBSC's Equal Employment
Opportunity policy. Additionally, the Executive Director, managers and coaches are expected
to apply this knowledge on an active and continuous basis, and they will be held accountable
for their conduct in this regard. Failure to fulfill any of these responsibilities will not be
tolerated and may result in disciplinary action, up to and including termination of employment.
If KBSC determines that there has been a violation of this policy, it will take appropriate
disciplinary action against the offending party, which may include counseling, warnings,
suspension, and termination, though not necessarily in that order. Staff members or coaches
who report violations of this policy in good faith, and staff members or coaches who cooperate
with investigations into alleged violations, will not be subject to retaliation. For any question
regarding this policy, please contact the Executive Director.
B. SEXUAL HARASSMENT POLICY
KBSC is committed to providing a work environment in which all individuals are treated
with respect and dignity. Everyone has the right to work in a professional atmosphere that
prohibits discriminatory practices, including harassment. Therefore, KBSC expects that all
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK
in t e ra c t io n a m o n g p e r s o n s in th e w o r k p la c e a n d in a n y w o r k -r e la te d se tt in g o u ts id e th e
w o r k p la c e , s u c h a s d ur in g b u s in e s s m e e tin g s a n d trip s , an d b u s in e s s -re la te d so c ia l e v e n ts ,
w ill b e fr e e o f b ia s , p r ej u d ic e , a n d h a ra s s m e n t. K B S C w ill n o t to le ra te h a ra s s m e n t o f sta ff
m e m b e r s o r c o a c h e s in a n y fo r m . S u c h c o n d u c t w ill re s u lt in d is c ip li n a ry a c tio n , u p to a n d
in cl u d in g te r m in a tio n o f e m p lo y m e n t. H a ra s s m e n t is d e fi n e d a s v e rb a l o r p h y s ic a l c o n d u c t
th a t d e ni g ra te s o r s h o w s h o s tility o r a v e r s io n to w a r d an in d iv id u a l b e c a u s e o f h e r/h is ra c e ,
r e li g io n , c o lo r , c r e e d , s e x , s e x u a l o r ie n ta tio n , n a tio n a l o r ig in , a n c e s try , c itiz e n s h ip sta tu s ,
a g e , u n ifo r m -s e r v ic e m e m b e r s ta tu s , m a r ita l s ta tu s , p r e g n an c y , g e n e tic p re d is p o s itio n o r
c a rr ie r s t a t u s , d is a b ili ty o r a n y o th e r cl a s s o r s ta tu s p ro te c te d b y a p p lic a b le fe d e ra l, sta te ,
a n d lo c a l la w s . S e x u a l h a ra s s m e n t c o n s titu te s d is c r im in a tio n a n d is ill e g a l un d e r fe d e ra l,
s t a t e , a n d lo c a l la w s . S e x u a l h a ra s s m e n t is d e fi n e d u n d e r th e E q u a l E m p lo y m e n t
O p p o rt u n it y C o m m is s io n ("E E O C "). G u id e lin e s , a s u n w e lc o m e se x u a l a d v a n c e s , re q u e s ts
fo r s e x u a l fa v o r s a n d o th e r v e r b a l o r p h y s ic a l c o n d u c t o f a se x u a l n a tur e w h e n : (1 )
s u b m is s io n o f s u c h c o n d u c t is m a d e e ith e r e x p lic itl y o r im p lici tl y a te rm o r c o n d itio n o f a n
in d iv id u a l 's e m p lo y m e n t ; (2 ) s u b m is s io n to o r reje c tio n o f s u c h c o n d u c t is u s e d a s th e b a s is
fo r e m p lo y m e n t d e c is io n s a ffe c tin g s u c h in d iv id u a l; o r (3 ) s u c h c o n d u c t h a s th e p u rp o s e
a n d e ffe c t o f u nr e a s o n a b ly in te r fe r in g w ith a n in d iv id u a l's w o rk p e r fo rm a n c e o r c re a tin g
a n in tim id a t in g , h o s tile o r o ffe n s iv e w o r k in g e n v iro nm e n t. K B S C 's p ro h ib itio n o f se x u a l
a n d o t h e r fo r m s o f h a ra s s m e n t in cl u d e s n o t o n ly c o n d u c t w h ic h h a s b e e n d e fi n e d a s
u n la wfu l b y th e E E O C an d th e c o u r ts b u t g o e s b e y o n d le g a l d e fi n itio n s a n d in cl u d e s a n y
b e h a v io r th a t is r e a s o n a b ly li k e ly to c r e a te a h o s tile , in tim id a tin g o r o ffe n s iv e w o rk
e n v iro nm e n t fo r o t h e r s . S e x u a l h a ra s s m e n t m a y in cl u d e e x p lic it se x u a l p ro p o s itio n s ,
s u g g e s t iv e o r p e r s is te n t c o mm e n ts o f a s e x u a l n a tur e , th e d is p la y o f o b s c e n e o r se x u a ll y
o r ie n t e d m a t e r ia l, s e x u a ll y o r ie n te d k id d in g o r te a s in g , o r jo k e s a b o u t g e n d e r-s p e c ifi c
t ra it s , fo u l o r o b s c e n e lan g u a g e o r g e s tur e s a n d p h y s ic a l c o n ta c t su c h a s p a ttin g , p in c h in g
o r b ru s h in g a g a in s t a n o th e r p e r s o n 's b o d y , a n d an y s im ila r b e h a v io r w h ic h is u n w e lc o m e
o r o ffe n s iv e . T h is p o li c y a p p lie s to a ll a p p lic a n ts a n d s ta ff m e m b e r s o r c o a c h e s (in cl u d in g
te m p o r ary s ta ff m e m b e r s o r c o a c h e s ), an d p ro h ib its h a ra s s m e n t, d is c rim in atio n an d
r e t a li a t io n b y a n y fe ll o w s t a ff m e m b e r o r c o a c h o r b y s o m e o n e n o t d ire c tly c o n n e c te d to
K B S C (e .g ., a n o u ts id e v e n d o r o r g u e s t). K B S C s tro n g ly ur g e s in d iv id u a ls to re p o rt a ll
in c id e n t s o f d is c r im in a tio n , h a ra s s m e n t, o r re ta lia tio n , re g a r d le s s o f th e o ffe n d e r's id e n tity
o r p o s it io n . S ta ff m e m b e r s o r c o a c h e s w h o b e lie v e th e y h a v e e x p e r ie n c e d c o n d u c t th a t is
c o n t ra r y to th is p o lic y o r w h o h a v e c o n c e rn s a b o u t s u c h m a tt e r s sh o u ld m a k e a c o m p la in t
to th e ir m a n a g e r , th e E x e c u tiv e D ir e c to r , o r th e P r e s id e n t o f th e B o ar d a s so o n a s th e
c o n d u c t o c c u r s . E a c h s ta ff m e m b e r o r c o a c h h a s a re s p o n s ib ility to m a in ta in a w o rk p la c e
fr e e o f h a ra s s m e n t o r in tim id a tio n . A n y s ta ff m e m b e r o r c o a c h w h o b e c o m e s a w a re
(d ir e c t ly o r in d ir e c tly ) o f p o s s ib le u n la wfu l h ar a s s m e n t m u s t p ro m p tl y a d v ic e th e
E x e c u tiv e D ir e c to r o r th e P r e s id e n t o r C h a ir o f th e B o a rd , w h o w ill h a n d le th e m a tt e r in a
tim e ly m a nn e r. K B S C p ro h ib its re ta lia tio n a g a in s t a n y in d iv id u a l w h o re p o rt s
d is c r im in a t io n o r h a r a s s m e n t o r p a r tic ip a te s in a n in v e s tig a tio n o f su c h re p o rt s . R e ta li a tio n
a g a in s t a n in d iv id u a l fo r re p o rt in g h a ra s s m e n t o r d is c r im in a tio n o r fo r p a rt ic ip a tin g in a n
in v e s t ig a tio n o f s u c h a cl a im is a s e r io u s v io la tio n o f th is p o lic y a n d , lik e sta ff m e m b e rs o r
c o a c h e s w h o h a ra s s o r d is c r im in a te , in d iv id u a ls w h o ret a lia te w ill b e su bje c t to d is c ip lin ar y
a c t io n , u p to a n d in cl u d in g te rm in a tio n o f e m p lo y m e n t. A ll c o m p la in ts w ill b e p ro m p tl y
in v e s t ig a te d b y th e E x e c u tiv e D ir e c to r o r th e P r e s id e n t o r C h a ir o f th e B o a rd o r a n y d u ly
a u th o r iz e d a g e n t. G o o d fa it h e ffo rt s w ill b e m a d e to c o n d u c t in v e s tig a tio n s w ith d u e re g a rd
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK
for confidentiality to ensure - to the extent possible - the privacy of the complainant and
the accused. To the extent required, appropriate remedial action will be taken, up to and
including the termination of employment. Staff members or coaches who have experienced
conduct they believe is contrary to this policy have an obligation to take advantage of this
complaint procedure in a timely fashion.
C. WHISTLEBLOWER POLICY
KBSC requires its board members, staff members and coaches to observe high standards
of business and personal ethics, as such personal ethics relate to the club, in the conduct of
their duties and responsibilities. All staff members, coaches, and representatives of KBSC
must practice honesty and integrity in fulfilling their responsibilities and comply with all
applicable laws and regulations. The matters which should be reported under this policy
include suspected fraud, theft, embezzlement, accounting or auditing irregularities, bribery,
kickbacks, misuse of school assets, or suspected regulatory, compliance or ethics-related
issues, concerns, or violations. Reporting Responsibility It is the responsibility of all board
members, staff members and coaches to report in good faith violations or suspected
violations of high business and personal ethical standards, as such personal ethics relate to
the organization, and/or applicable legal requirements ("Violation" or "Violations") in
accordance with this Whistleblower Policy. No Retaliation. No board member, staff
member or coach who in good faith reports a Violation shall suffer harassment, retaliation,
or adverse employment consequence because of such a report. A staff member or coach
who retaliates against someone who has reported a Violation in good faith is subject to
discipline up to and including termination of employment. This Whistleblower Policy is
intended to encourage and enable staff members, coaches and others to raise serious
concerns within KBSC prior to seeking resolution outside of the club. Notwithstanding
anything contained herein to the contrary, this Whistleblower Policy is not an employment
contract and does not modify the employment relationship between KBSC and its staff
members and coaches, nor does it change the fact that staff members and coaches of KBSC
are staff members and coaches at will. Nothing contained herein provides any board
member, staff member or coach of KBSC with any additional rights or causes of action,
other than those provided by Section 1107 of the Sarbanes-Oxley Act of 2002. Reporting
Violations Questions, concerns, suggestions, or complaints regarding the ethical and legal
standards noted above should be addressed directly to Executive Director. Upon receipt of
an alleged Violation, an investigation will be conducted.
1. Investigations: The Executive Director and/or the Chair or President of the Board may
delegate the responsibility to investigate a reported Violation, whether relating to
accounting or auditing matters or otherwise, to one or more staff members or coaches
of KBSC, or to any other individual, including persons not employed by the club,
selected by the Board; provided that the Executive Director and/or Chair or President
of the Board may not delegate such responsibility to a staff member, coach or other
individual who is the subject of the reported Violation or in a manner that would
compromise either the identity of a staff member or coach who reported the Violation
anonymously or the confidentiality of the complaint or resulting investigation.
Notwithstanding anything herein to the contrary, the scope, manner, and parameters of
any investigation of a reported Violation shall be determined by the arranged
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK l \D
c o m m itt e e in its so le d is c re tio n an d K B S C an d its sta ff m em b ers an d co ach es w ill
c o o p e ra te a s n e c e s sa ry in c o nn e c tio n w ith an y su c h in v e stig a tio n . A ctin g in G o o d F aith
A n y o n e fi lin g a c o m p la in t co n c e rn in g a V io la tio n m u st act in g o o d fa ith an d hav e
re a s o n a b le g ro u n d s fo r b e lie v in g th e in fo rm a tio n d iscl o se d m a y in d ica te a v io latio n o f
su c h stan d a rd s . An y a ll e g a tio n s th a t p ro v e n o t to b e su b stan tia ted an d w h ich p ro v e to
h a v e b e e n m a d e m a lic io u s ly o r kn o w in g ly fa lse w ill b e v ie w ed as a se rio u s d iscip li n ary
o ffe n se . C o n fi d e n tia lity in m a k in g a co m p la in t o r su b m issio n , a sta ff m em b er or co a ch
m a y re q u e s t th a t su c h c o m p la in a n t b e tre a te d in a co n fi d e n tia l m aim er (in cl u d in g th at
K B S C ta k e re a s o n a b le ste p s to en s u re th a t th e id e n tity o f th e sta ff m em b e r o r co a ch
m a k in g th e c o m p la in t re m a in s a n o n y m o u s), rep o rt in g a V io latio n to id e n tify h im o r
h e r se lf so a s to fa c ilitate a n y re s u ltin g in v e stig a tio n . S ta ff m em b e rs or co ach es m ay,
h o w e v e r, su b m it co m p la in ts o n an a n o n y m o u s b a sis. R e p o rt s o f V io latio n s w ill b e kept
c o n fi d e n tia l to th e e x te n t p o s s ib le , co n siste n t w ith th e n e e d to co n d u ct an ad eq u ate
in v e s tig a tio n . H a n d li n g o f R e p o rt e d V io la tio n s T h e E x e cu tiv e D ir ecto r an d/or
P r e s id e n t o r C h a ir o f th e B o a rd w ill n o tify th e se n d er an d ack n o w led g e receip t o f th e
re p o rt e d v io la tio n o r su s p e c te d v io la tio n w ith in fi v e b u sin e ss d ay s, bu t on ly to th e
e x te n t th e se n d e r's id e n tity is d is cl o se d o r a retu rn ad d re ss is p ro v id ed . A ll rep o rt s w ill
b e p ro m p tly in v e s tig ate d ; th e sc o p e o f a n y su ch in v e stig a tio n b e in g w ith in th e so le
d is c r e tio n o f th e d e s ig n a te d co mm ittee , a n d ap p ro p ria te co rrectiv e actio n w ill b e tak en
if w a rra n te d b y th e in v e s tig a tio n .
D . IM M IG RA TI O N RE F O RM A N D C O N T R O L A C T
In a c c o r d a n c e w ith th e Im m ig ra tio n R e fo rm an d C o n tro l A ct o f 19 8 6 , th e H o m eland
S e c ur ity A c t o f 2 0 0 2 , a n d a p p lic a b le F e d e ra l re g u la tio n s, KB S C is req u ired to v erify th at
a ll sta ff m e m b e rs a n d c o a c h e s a re le g a ll y a u th o riz ed to w o rk in th e U n ited S tates. KB S C
is fu rt h e r p ro h ib ite d b y la w fr o m e m p lo y in g p e rso n s w h o are n o t le g a ll y au th o riz ed to w o rk
in th e U n ite d S ta te s o r d o n o p re s e n t a p p ro p ria te d o c u m en ta tio n ev id en c in g em p lo y m en t
a u th o r iz a tio n . W ith in thr e e (3 ) b u sin e s s d a y s o f th e co m m e n ce m en t o f em p lo y m en t, n ew ly
h ir e d sta ff m e m b e rs a n d c o a c h e s w ill b e a sk e d to co m p le te th e ap p lic a b le p o rt io n of th e
E m p lo y m e n t E li g ib ility V e rifi c a tio n F o rm I-9 a n d p rese n t fo r ex a m in atio n b y K B S C
a p p ro p r ia te d o c u m e n ts e s ta b lis h in g b o th id e n tity an d a u th o riz atio n to en g ag e in
e m p lo y m e n t. S ta ff m e m b e rs a n d co a c h e s w h o d o n o t p re se n t a d o cu m en t th a t estab lish es
b o th e m p lo y m e n t a u th o riz a tio n an d id e n tity a re req u ired to p resen t sep ar ate d o cu m en ts
c o n c e rn in g th o s e re q u ire m e n ts . S ta ff m e m b e rs an d co a c h e s w h o w ish to d eterm in e w h at
d o c u m e n ta tio n m a y b e p re s e n te d sh o u ld re q u e st fu rt h er in fo rm a tio n fr o m th e E x ecu tiv e
D ir e c to r . In th e e v e n t a sta ff m e m b e r o r co a c h is un a b le to p ro d u ce th e req u ired orig in al
d o c u m e n ts w ith in thr e e (3 ) b u s in e s s d a y s o f th e co mm en c e m en t of th e em p lo y m en t, th e
sta ff m e m b e r o r c o a c h is re q u ire d to su b m it a re c e ip t in d ica tin g th at th e m issin g d o cu m en ts
h a v e b e e n o r d e re d fr o m th e a p p ro p ria te au th o rity . T h e re a ft e r, th e staff m em b e r o r co ach is
re q u ir e d to su p p ly th e m is s in g d o c u m e n ta tio n w ith in 2 1 d a y s o f b e g inn in g em p lo y m en t.
P u r su a n t to la w , fa ilu re o f a sta ff m e m b e r o r co a c h to p ro d u ce th e d o c u m en ts fo r in sp ectio n
w ith in th e tim e p e rio d s sta te d a b o v e w ill re su lt in term in a tio n of em p lo y m en t. K B S C is
fu rt h e r p ro h ib ite d b y la w fr o m co n tin u in g to em p lo y p e rso n s w h o se em p lo y m ent
a u th o r iz a tio n h a s e x p ire d , a n d th e ex p ira tio n o f em p lo y m e n t au th o riz a tio n w ill resu lt in the
te r m in a tio n o f e m p lo y m e n t.
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK Ill
E . C H I L D A B U S E P O LI C Y
KB S C a d a m a n tly a n d u n a lte ra b ly o p p o s e d to a n y fo rm o f c h ild a b u s e . It is the policy of
the Board to cooperate actively and fully with federal, state, or local authorities ( consistent
with the rights of KBSC staff members, coaches and its students and families) in the
investigation of any and all allegations, complaints or charges of child abuse involving
children participating in any program operated or funded by KBSC. It is the responsibility
of the President of the Board and the Executive Director to administer this policy. All
allegations or complaints of child abuse will be directed, in confidence, to these individuals
for their investigation and the proper Florida authorities. All staff members and coaches
must report when they have a reasonable cause to suspect child abuse or maltreatment.
Anyone who suspects child abuse should immediately contact the Executive Director or
the Board. For further information about KBSC's Child Abuse Policy, please contact the
Executive Director. Any act of child abuse, or failure to report an incident, immediately,
in accordance with this policy, by any coach, staff member or volunteer of KBSC will be
the basis for appropriate action including immediate removal, suspension or termination.
All filing of abuse reports will be done through the Executive Director. Any concerns of
coaches or staff will be reported to the Executive Director. They will research the concern
and make a decision about filing an abuse report for the club. If a coach or staff member
disagrees with a decision not to file, he or she is mandated to file as an individual. All club
abuse or maltreatment reports are kept in confidential file in the office of the Executive
Director. Student files are noted but no confidential information is kept in the child's files
in the main office. The Executive Director will follow the procedures as developed by the
administration. The number used by mandated reporters to file a report is: The Children
Abuse and Maltreatment Hotline - 1-800-63 5-1522.
F. HIRING
KBSC relies upon the accuracy of information contained in the employment application,
as well as the accuracy of other data presented throughout the hiring process and
employment. Any misrepresentations, falsifications, or material omissions in any of this
information or data may result in KBSC's exclusion of the individual from further
consideration for employment, or, if the person has been hired, may result in the
termination of employment. All potential employees and contractors must submit to a
BACKGROUND CHECK.
III. WORKING HOURS, TIME OFF AND LEAVES OF ABSENCE
A. Director of Coaching (DOC) assigns hours or work, based on the program, and will
approve time off or leave of absences. The KBSC season starts on August 1 of each
calendar year and finishes on the Monday, of Memorial Day weekend. Independent
contractor COACHES work hours must be coordinated with DOC and the schedule
followed to the best of their ability. The Competitive programs consists of 3-4 practices
per week ranging from 60-90 minutes. The Recreational programs consist of 2-3 practices
per week ranging from 60-90 minutes.
KBSC
EM PLO YEE & C ONTRACTO R HANDBOOK tn.
C o a c h e s are ex p e c te d to arr iv e 2 0 m in u tes befo re the start of th eir pra ctice session to
p re p ar e th e fi e ld an d /o r 60 m in u tes be fo re a sch ed u led leagu e or tourn am en t gam e. If a
coach cannot adhere to timetable, they should contact their superior or DOC within
reasonable time to allow a substitute coach to cover their session or game. If the coach
misses a session or practice, at the discretion of KBSC, s/he will not be compensated for
the missed session( s) or day( s) of work on a prorata basis.
1. If a coach misses a practice session or game due to testing positive for COVID-19 or
for having been in contact with a person who tested positive, that Coach will have to
follow the club quarantine policy and shall not be compensated for sessions or days
absent due to such protocols.
IV. WORKING WITH KBSC
A. PROFESSIONALISM
In the areas of punctuality, timeliness of tasks and dress, KBSC coaches and staff are
expected to show the highest standards of behavior. KBSC maintains a model for its
members and families of order, preparation, and professionalism. In keeping with these
standards, staff members' dress and appearance should always reflect the highest standard
of professionalism. The expectations for staff members dress are sport casual. Coaches are
expected to wear appropriate athletic attire.
B. CODE OF CONDUCT
It is impossible to list all the specific forms of behavior what are considered unacceptable
in the workplace. However, the types of behavior and conduct that are prohibited or
considered inappropriate include, but are not limited to, the following:
1. Discrimination based on age, gender, race, ethnicity, culture, religion, sexual
orientation, gender expression, mental or physical ability, socio-economic status or any
other status protected by federal law or other invidious form of discrimination.
2. Theft or inappropriate removal or possession of KBSC property.
3. Working under the influence of alcohol or illegal drugs or any other violation of the
KBSC Drugs, Narcotics and Alcohol policy as detailed below.
4. Unauthorized possession of lethal weapons on KBSC property or while on KBSC
business, even if staff member or coach has a license.
5. Sexual harassment, other forms of unlawful harassment or other unlawful or
unwelcome conduct.
6. Insubordination or other disrespectful conduct.
7. Falsification of KBSC records, such as expense reports.
8. Fighting, using obscene, abusive language, gestures, or threatening violence in the
workplace.
9. Excessive, unnecessary, or unauthorized use of KBSC supplies, phones, email,
Internet, or other equipment for personal use.
10. Failure to maintain the confidentiality of KBSC or member information.
11. Unsatisfactory performance or conduct.
12. Negligence or improper conduct leading to damage of employer-owned or member
owned property.
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK \ \)
1 3 . B o i s t e ro u s o r d i s ru p t iv e a c t iv ity in th e w o r k p la c e .
1 4 . E x c e s s iv e o r un a u th o r iz e d a b s e n te e is m o r ta r d in e s s .
1 5 . S o l ic it a ti o n o f m o n e y fr o m s ta ff m e m b e r s , c o a c h e s , o r m e m b e r s in c o n n e c tio n w ith
g a m b lin g o r a n y o t h e r p u rp o s e . S ta ff m e m b e r s o r c o a c h e s w h o e x h ib it a n y o f th e a b o v e
b e h a v io r s , a s w e ll a s e n g a g e in an y o th e r c o n d u c t d e e m e d u n a c c e p ta b le , in cl u d in g , b u t
n o t lim it e d to , v io la t io n o f o th e r p o lic ie s in th is H a n d b o o k , a r e s u bje c t to d is c ip lin a ry
a c t io n , u p to a n d in c lu d in g te r m in a tio n o f e m p lo y m e n t.
B e c a u s e t h e e m p lo y m e n t r e la tio n s h ip b e tw e e n th e K B S C , it s s ta ff m e m b e r s a n d c o a c h e s ar e "a t
w ill ," K B S C r e s e r v e s th e a b s o lu te r ig h t a n d fu ll a u th o r ity to tak e a n y e m p lo y m e n t-r e la te d a c tio n ,
u p t o a n d in cl u d in g te rm i n a t io n o f e m p lo y m e n t, w ith o u t n o tic e , r e a s o n , o r c a u s e a n d w ith o u t fir s t
h a v in g t a k e n o t h e r d is c ip li n a ry a c t io n w it h re s p e c t to th e s ta ff m e m b e r o r c o a c h a t is s u e .
C . D R U G S , N A R C O T I C S A N D A L C O H O L
I t is th e p o li c y o f K B S C to m a in ta in a w o r k p la c e th a t is fr e e fr o m th e e ffe c ts o f d ru g an d
a lc o h o l u s e o r a b u s e . S t a ff m e m b e r s a n d c o a c h e s a r e p ro h ib ite d fr o m th e u s e , sa le ,
d is p e n s in g , d is t r ib u tio n , p o s s e s s io n o r m a n u fa c tu r e o f ill e g a l d ru g s a n d n a r c o tic s o r
a lc o h o l ic b e v e ra g e s o n KB S C p r e m is e s . O ff p r e m is e u s e , s a le o r p o s s e s s io n o f d ru g s is
a ls o fo r b id d e n . S t a ff m e m b e r s a n d c o a c h e s w ill b e s u bje c t to d is c ip lin a ry a c tio n , u p to a n d
in c l u d i n g d is m is s a l, fo r v io latio n s o f th e p o lic y . S ta ff m e m b e r s o r c o a c h e s w h o a r e
e x p e r ie n c in g w o r k -r e la te d p ro b le m s re s u ltin g fr o m d ru g , n a r c o tic s o r a lc o h o l a b u s e o r
d e p e n d e n c y m a y r e q u e s t , o r b e r e q u ir e d to s e e k p ro fe s s io n a l c o u n s e lin g , th e ra p e u tic a n d /o r
m e d ic a l h e lp . A n y s t a ff m e m b e r o r c o a c h w h o is a b u s in g d ru g s o r a lc o h o l m a y b e g ra n te d
a n u n p a id le a v e o f a b s e n c e to u n d e r ta k e r e h a b ilita tio n tr e a tm e n t. F a ilur e to c o o p e ra te w ith
an a g r e e d -u p o n tr e a tm e n t p la n w ill r e s u lt in d is c ip lin e , u p to an d in cl u d in g d is m is s a l.
D . N O S M O K I N G
S m o k in g is a lw a y s p ro h ib it e d in s id e a n d a ro u n d K B S C p r e m is e s . S ta ff m e m b e r s o r
c o a c h e s w it h in q u ir ie s , c o m p la in ts , o r d is p u te s a b o u t s m o k in g in th e w o r k p la c e sh o u ld
c o n t a c t th e E x e c u t iv e D ir e c t o r . A n y d is p u te s in v o lv in g th e h e a lt h c o n c e rn s o f a n y
in d iv id u a l d e s ir in g a s m o k e -fr e e a r e a w ill b e a d d r e s s e d p ro m p tly a n d a p p ro p r ia te ly . S ta ff
m e m b e r s a n d c o a c h e s w h o e x e r c is e , o r a tt e m p t to e x e r c is e , a n y rig h ts g ra n te d u n d e r th is
p o lic y a r e p ro t e c t e d fr o m r e ta lia tio n . If a s ta ff m e m b e r o r c o a c h fe e ls th a t a n y a d v e r se
a c t io n h a s b e e n ta k e n a g a in s t h im/h e r fo r e x e r c is in g rig h ts u n d e r th e S m o k e -F r e e A ir A c t,
t h e s t a ff m e m b e r o r c o a c h s h o u ld c o n ta c t th e E x e c u tiv e D ir e c to r , w h o s h a ll b e re s p o n s ib le
fo r in v e s t ig a tin g a n d a p p ro p r ia te ly r e s o lv in g a n y s u c h c o m p la in ts .
C . P E R S O NN E L FI L E S
K B S C m a in t a in s a p e r s o nn e l fil e o n e a c h s ta ff m e m b e r o r c o a c h . T h e p e r s o nn e l fi le m a y
in cl u d e s u c h in fo rm a t io n a s th e s ta ff m e m b e r o r c o a c h 's jo b a p p lic a tio n , re s u m e , re c o r d s
o f tra in in g , p e r fo rm a n c e r e v ie w s , s a la r y h is to ry an d o th e r e m p lo y m e n t r e c o r d s . P e r s o nn e l
fil e s a n d r e c o r d s a r e t h e p ro p e r ty o f KB S C a n d KB S C w ill k e e p s u c h fi le s a n d re c o rd s
p r iv a te a n d r e s t r ic t a c c e s s e x c e p t a s r e q u ir e d b y ap p lic a b le la w . W ith re s p e c t to th e
p ro t e c t io n a n d p r iv a c y o f in d iv id u a ll y id e n tifi a b le h e a lth in fo r m a tio n , K B S C w ill c o m p ly
fu ll y wi t h th e p r iv a c y ru le s o f th e H e a lt h In s ur a n c e P o r ta b ility a n d A c c o u n ta b ili ty A c t o f
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK
1996 an d related regulations. Furt her, staff m em ber and coach records m ust be up to date
and curr ent, It is the staff m em ber or coach's responsibility to notify the offi ce imm ediately
if an y change in the fo llow ing occurs: nam e, address, contact telephone num ber, m arital
statu s, num ber of dependents, em ergency contact info rm ation or any benefi t-related
info rm ation.
D . PU R C H A SIN G
Staff an d C oaches m ust obtain appro val ahead of tim e from the Executive D irector or their
supervisor fo r any petty cash expenditur es. R eim bur sem ents w ill not be m ade if appro val
has not been given ahead of tim e.
E . EX A M PL E S O F UN A C C E PT A B L E BE H A V IO R B Y ST A FF M E M B E R O R C O A C H
W IT H M IN O R S T H A T C O U L D L E A D T O IM M E D IA T E T ERM IN A T IO N O R
SU SPE N SIO N
1. A lone at the cl ub.
2. M eet in a hotel ro om . If a coach or staff m em ber m ust m eet w ith a m inor fo r official
business, it m ust be done in a public place such as a hotel lobby (during com petitions)
or in presence of other adults.
3. Im pro per use of dru gs or alc ohol.
4. U se of pro fa ne language.
5. U se of physical and/or em otional violence.
6. Public hum iliation or sham ing.
V.PROPERTY
A. KBSC property includes all office materials and equipment such as computers, telephones,
postage meters, facsimiles, copiers, as well as furniture and furnishings. KBSC property
also includes, but is not limited to, all data, computer files, CDs, computer disks,
documents, notes, files, records, client lists, books, forms and office supplies. KBSC
reserves the right to monitor, access or record any information displayed, stored or
transmitted through the use of KBSC property and equipment, whether or not the
information is password protected. KBSC provides staff members and coaches with certain
equipment items to conduct business operations. Damage or loss of equipment due to
negligence or theft is costly in terms of lost data and productivity, as well as to repair and
replace equipment. Staff members and coaches are requested to exercise care in using
KBSC equipment and to report any damage or loss immediately to the Executive Director.
A staff member or coach who fails to safeguard KBSC property may be financially
responsible for replacement costs if such property is lost, damaged or stolen. Upon
termination of employment, the staff member or coach must return all KBSC property,
equipment and documents in his/her possession or control.
B. KBSC is not responsible for loss or damage to any personal property brought into the
workplace. Staff members and coaches are urged lo exercise care and judgment when
bringing personal items to work.
VI. COMMUNICATIONS
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK
A . KB S C p o licies ag ain st h ara ssm en t (in cl u d in g , bu t n ot lim ited to, sex u al hara ssm ent) ap p ly
fu ll y to all its com m u n ication sy stem s - telep h on e, v o icem ail, e-m ail, in tern et, an d in tran et
- an d any v io latio n o f the com m un ication s po licies set fo rt h belo w is g ro u n d s fo r
discip lin ar y actio n , up to an d in clu d in g term in atio n o f em p loy m en t. T h e co m m un icatio n s
sy stem s are n ot to be used fo r so licitin g po li tical or relig iou s causes, com m ercial
en terp rises, o u tsid e org an izatio n s o r oth er n on -b u sin ess-related activ ities.
VII. CONFIDENTIALITY
A. KBSC respects the privacy of each staff member, coach, member, and family. In
conversations about events at KBSC, staff members and coaches should not use the full
name of any child, family member of staff member. KBSC does not give out personal
information about children, families or staff to anyone without parental or staff permission,
1. Staff Member and Coach Records. All requests for staff member or coach information
concerning current or former staff members and coaches, including references and
employment and mortgage verification, should be referred to the Executive Director.
With respect to former staff members and coaches, KBSC will limit disclosure to
outside sources to only job title, dates of service and salary. With respect to current
staff members and coaches, KBSC will limit disclosure to outside sources to
confirmation of job title and dates of service, unless the staff member or coach has
submitted prior written permission to a specific administrator to disclose specific
further information, such as information necessary to obtain a mortgage. In no instance
will KBSC disclose information concerning job performance to an outside source.
Should a staff member or coach request a recommendation from an individual that is
done on a personal level not representing the club. Upon written request, the Executive
Director may write a letter of recommendation or approve an official recommendation
for the individual from the Club, on Club letterhead.
2. Media Relations/Publishing. In the event a staff member or coach receives a media
inquiry or request for an interview, the staff member or coach should refer the media
request to the Executive Director for consideration. In the event of an incident or
emergency, only one spokesman will be speaking to the press. The Executive Director
will designate that spokesman after consulting with the Board. Any staff person who
anticipates publishing an article or document referring to KBSC must request approval
from the Executive Director before the publication is final. All speaking engagements
on behalf of the club or by current staff members must be approved by the Executive
Director. The Executive Director will receive approval from the Board for any of
his/her publications, interview or speaking engagements.
B. USE OF PHONE AND OTHER EQUIPMENT AND SYSTEMS
Personal use of the fax machine, copier and the telephone for long distance and toll calls is
not permitted, as is personal use of any other club equipment or system without prior
approval. KBSC places high value on the time our members spend at the club and interact
with our staff. Staff member and coaches may use their cell phones during breaks but are
KBSC
EMPLOYEE & CONTRACTO R HANDBOOK
not perm itted to use them dur ing tra ining hour s. In the event of an em ergency, staff
m em bers and coaches may ask som eone to cover his/her tra ining session to return a call.
Personal long-distance calls are not allow ed on cl ub phones. It is expected that coaches and
staff will use professional discretion in use of the internet, copiers and phones for personal
use.
C. ELECTRONIC COMMUNICATIONS
1. General Electronic Communications Policy, KBSC technology and communications
systems, including e-mail, have been installed solely to facilitate KBSC's
conununications. These systems are the property of KBSC.
2. Due to the nature of KBSC's operations, it will sometimes be necessary for the
Executive Director or Manager to review staff member or coach communications.
While KBSC does not wish to examine the personal information of its staff members
or coaches, occasionally the school may need to access and monitor computer files and
e-mail messages. Staff members and coaches should understand that they have no right
to privacy with respect to any messages or information created or maintained on
KBSC's technology resources, including personal information or messages. KBSC
may, in its discretion, review all communications, files or messages on its resources at
any time and for any reason. Further, KBSC may monitor its resources at any time to
determine compliance with its policies, for purposes oflegal proceedings, to investigate
misconduct or for any other club or business purpose. By using KBSC's technology,
staff members and coaches are deemed to have understood and consented to this policy.
In addition, all staff members and coaches accessing the Internet via KBSC's computer
system must adhere to the following guidelines: The conununications and Internet
access system is the property of KBSC. All Internet usage shall be conducted according
to the same professional standards established for other workplace activities
Professional judgment shall be exercised in the selection of Internet sites to be visited
or accessed Confidential information belonging to KBSC or its members and staff shall
not be transmitted over the Internet without express permission of KBSC or the
member. Staff members or coaches should never post pictures of members on the
Internet without prior approval. Adequate measures should be taken to ensure the
security of confidential information to be transmitted. Although KBSC has security in
place to prevent unauthorized access to the club's systems, we cannot ensure the
security of documents sent over the Internet: In no event shall Internet access be
knowingly used to obtain confidential information belonging to anyone, including
KBSC members. KBSC staff and coaches should not use aliases or false identities to
monitor members online or obtain information from them. If such information is
inadvertently obtained, it shall be destroyed and not used. Staff and Coaches may not
download software, text or images that have been obtained illegally. They are also
prohibited from copying and distributing copyrighted materials without authorization.
They may not cut and paste certain images or text from other web sites, which could
be considered copyright infringement. Unless an internal e-mail states it is intended for
public distribution, it may not be distributed to anybody outside KI3SC or over the
Internet absent prior permission by the Executive Director. In no event should Internet
access be knowingly used to obtain or retransmit sexually explicit materials or
materials that could reasonably be perceived by fellow staff members or coaches as
KBSC
EMPLOYEE & CONTRACTO R HANDBOOK
in d e c e n t o r o ffe n s iv e . A c c e s s i n g , c o mm u n i c a t i n g , o r tra n s m i t t in g h ar a s s in g , o ffe n s iv e ,
d i s c r i m i n a t o r y , d e fa m a t o r y , p o rn o g ra p h i c o r o t h e r w is e in a p p ro p r ia t e m a t e ri a l is
p ro h i b i t e d . S t a ff m e m b e r s o r c o a c h e s w h o r e c e iv e o ffe n s i v e o r in a p p ro p r i a te m a t e r ia ls
s h o u l d im m e d ia t e ly a d v is e th e E x e c u t iv e D i r e c t o r . KB S C e -m a i l a n d In t e rn e t s y s t e m s
m a y n o t b e u s e d to s o l i c it o r p ro s e ly t iz e fo r c h a r it a b l e , r e l i g i o u s , p o l it ic a l, o r o t h e r n o n
b u s i n e s s p u r p o s e s . A s a fo r e m e n t io n e d , K B S C r e s e r v e s th e r ig h t t o m o ni t o r it s s y s t e m
a t an y t im e , w it h o u t n o t i c e t o th e s t a ff m e m b e r o r c o a c h , to e n s ur e th a t it s c o m p u t e r
n e t w o r k s y s t e m is b e in g u s e d fo r b u s i n e s s p u r p o s e s o n ly . S t a ff m e m b e r s a n d c o a c h e s
d o n o t h a v e a n y e x p e c t a t io n o f p r iv a c y w it h r e s p e c t to t h e ir e -m a i l o r o t h e r I n t e rn e t
c o m m u n i c a t io n s . S t a ff a n d c o a c h e s d o n o t h a v e a p e r s o n a l p r iv a c y r ig h t t o a n yt h in g
t h a t is c r e a t e d , s e n t , o r r e c e i v e d o n KB S C s y s t e m s . T h e s e c o m m u n ic a t i o n s m a y b e
r e v i e w e d , u s e d , an d tr an s m it t e d b y o t h e r s w it h i n a n d o u t s id e K B S C c o n s i s t e n t w it h
a p p l i c a b l e la w . B e c a u s e o f t h e fo r w a r d i n g c a p a b i lit ie s o f o ur e -m a il s y s t e m , c o p i e s o f
a ll c o mm u n i c a t io n s a r e p e r io d ic a ll y s t o r e d . T h u s , e v e n w h e r e a s t a ff m e m b e r o r c o a c h
in i t i a t e s a n e -m a il m e s s a g e t h ro u g h o ur s y s t e m a n d d e l e t e s it a t a la te r p o i n t in t i m e ,
th e m e s s a g e m a y b e s t o r e d in a b a c k -u p fi l e . A m o n g o t h e r t h in g s , th is m e an s th a t
v i rt u a ll y a n y e -m a i l c o m m u n i c a t i o n th ro u g h th e K B S C s y s t e m s m a y b e s u bj e c t to
d i s c o v e ry in t h e c o n te x t o f a la w s u i t. T o s a fe g u ar d t h e c o n fi d e n t ia li t y a n d s e c u r it y o f
b u s i n e s s c o m m u n ic a t io n s , s t a ff m e m b e r s a n d c o a c h e s m u s t u s e th e ir o w n in d i v i d u a l
p a s s w o r d , w h ic h s h o u ld b e c h an g e d p e r io d i c a ll y . S t a ff a n d c o a c h e s s h o u l d n o t d is c lo s e
th e i r p a s s w o r d s to a n y b o d y o t h e r th an p e r s o n s a u t h o r iz e d b y K B S C . S t a ff m e m b e r s
a n d c o a c h e s a r e p ro h i b i t e d fr o m g a in in g , o r a tt e m p t in g t o g a in , a c c e s s t o a n o t h e r s t a ff
m e m b e r o r c o a c h 's e -m a il o r c o m p u t e r fi l e s w it h o u t t h e s t aff m e m b e r o r c o a c h fi r s t
o b t a i n i n g a u t h o r iz a t io n fr o m th e E x e c u t iv e D ir e c t o r . W h e n a s t a ff m e m b e r o r c o a c h
le a v e s th e e m p l o y o f KB S C fo r a n y r e a s o n , KB S C r e s e r v e s t h e r i g h t to r e v i e w a ll e
m a i l an d c o m p u t e r fi l e s o f th e d e p ar t in g s t a ff m e m b e r o r c o a c h fo r a n y r e a s o n . T h e s e
g u i d e l i n e s a p p l y t o a ll u s e s o f t h e I n t e rn e t , in cl u d in g w e b s it e s , e l e c t ro n ic m e s s a g e s ,
c h a t s , b l o g g i n g o r b u ll e t in b o a r d s . S t a ff a n d c o a c h e s w h o v i o la t e th is p o l i c y a r e s u bj e c t
t o d i s c ip l i n a r y a c t io n , u p to a n d in cl u d i n g t e r m in a t io n . If s t a ff m e m b e r s o r c o a c h e s s e e
a p o s t in g a b o u t KB S C o r it s m e m b e r s th a t m a y w a rr a n t a r e s p o n s e , th e y s h o u l d r e fe r
t h a t in fo rm a t io n to th e E x e c u t iv e D ir e c t o r .
E . F I R S T A I D
KB S C e n c o u ra g e s it s s t a ff a n d c o a c h e s to m a in t a in c u r r e n t fi r s t a id an d C P R c e rt ifi c a t io n .
F i r s t a i d s u p p l i e s a n d k i t w ill b e p ro v id e d t o a ll c o a c h e s . M e d i c a ti o n s h o u ld o n ly b e g iv e n
to m i n o r s w it h p ar e n t a l c o n s e n t. T h i s in cl u d e s T y l e n o l, A d v i l a n d a n y o v e r th e c o u n t e r
m e d i c a t i o n s . A ll m e d i c a l info r m a t i o n is c o n s i d e r e d c o n fi d e n t i a l an d s h ar e d w it h t h e s t a ff
m e m b e r s a n d c o a c h e s o n a n e e d -t o -k n o w b a s i s . S t a ff a n d c o a c h e s a r e e x p e c t e d t o k e e p
m e d i c a l in fo r m a t i o n c o n fi d e n t ia l a s w e ll .
G . S E C U RI T Y S Y S T E M S
K B S C e x p e c t s a ll s t a ff a n d c o a c h e s t o p a rt i c i p a t e in an y r e q u e s t s th e b u il d i n g m a n a g e r s
h a v e in u s i n g t h e C o mm u n it y C e n t e r fa c i l i t ie s .
H . I N J U R Y /IN C I D E N T RE P O R T IN G
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK \l '6
A ll injur ies o r in cid en ts th at o ccur at the cl u b o r a cl u b sp on sored ev en t m u st be rep o rt ed
to the E x ecu tiv e D irector, D irecto r o f C o ach in g an d T ech n ical D irector. T his sh o u ld b e
don e as so o n as po ssib le thr o u g h an in cid en t rep ort , g iv en to th e D irectors, an d fo ll o w ed
up in person or b y telep h on e as need ed . T h is w ill be used fo r fo ll o w in g up w ith staff, ,
co ach es, or fa m ilies an d to iden tify tren ds or pro b lem s.
I. P A Y PO LI C IE S A N D B E N E F IT S C O A C H E S
B ased on the in d ep en d en t co ntra ctu al ag reem en t w ith K B S C , all staff an d co ach es are
ex p ected to p ro v id e su ffi cien t no tice fo r term in atin g em p lo y m ent to all o w fo r a sm ooth
tra nsitio n to a new perso n . C oach es are ex pected to g iv e at least 4 w eek s' notice. A t least
2 w eek s' n otice is req u ired fr om staff. It is important to give KBSC sufficient time to make
an orderly transition of the staff member or coach's workflow and to prepare the necessary
paperwork associated with the staff member or coach's departure. However, KBSC may,
within its discretion, require that a staff member or coach's last day of active employment
be the same day on which the staff member or coach has resigned and may bar the staff
member or coach from KBSC's premises effective as of the staff member or coach's
resignation, regardless of whether the staff member or coach has given advance notice of
his/her resignation. With the exception described below, final pay upon termination
consists of the salary due through and including the last day worked by the staff member
or coach. If a staff member or coach resigns, "the last day worked by the staff member or
coach" will either be the advance notice termination date provided by said staff member or 1
coach or, if at KBSC's discretion if KBSC requires that the staff member or coach's last
day of active employment be the same day on which he/she had resigned, that day will be
the last day worked for purposes of calculating final pay upon termination. A staff member
or coach whose employment has been involuntarily terminated ( excluding involuntary
terminations due to a workforce reduction, but including, and not limited to, termination
for cause) will not receive any accrued, but unused, paid time off upon termination of.
employment. Unless otherwise approved by the Executive Director, no accrued, but ;
unused, paid time off will be paid to a staff member or coach who voluntarily terminates 1
his/her employment. Final pay is delivered to the departing staff member or coach via .
manual check.
J. EXIT PROCESS
1. KBSC's policy on references will be explained and, in the event of a resignation, the .
staff member or coach will be able to communicate his/her views on his/her
employment with KBSC. All staff members and coaches will be invited to attend an
exit interview prior to the date of their termination, whether voluntarily or
involuntarily. The Executive Director shall arrange such a meeting. Upon completion
of the exit process, KBSC will complete and submit the necessary forms and filings for
submission to government and regulatory agencies, as applicable, relating to the staff
member or coach's departure from KBSC.
2. EQUIPMENT RETURN Upon termination of employment with KBSC, the staff
member or coach must return all KBSC property (as described earlier in the Handbook)
prior to departure. The staff member or coach should coordinate with the Executive
Director for the equipment return of any KB SC-issued equipment, and to determine the
period, if any, which e-mail will be forwarded.
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK
3. RECEIPT FOR KBSC STAFF/COACH HANDBOOK.
I acknowledge that I have received a copy of the KBSC Handbook. I agree to read it
thoroughly and familiarize myself with its complete contents, including the statements
in the Introduction describing the purpose and intent of this Handbook. I understand
that it is my responsibility to comply with the policies contained in this Handbook and ,
any revisions made to the Handbook. I agree that if there is any policy or provision in
the Handbook that I do not understand, I will seek clarification from the Executive 1
Director. I understand that this Handbook states KBSC's policies and practices in effect ·
on the date of the publication, and that the policies and procedures may be amended,
modified or terminated at any time by KBSC in its sole and absolute discretion, without
prior notice to staff members and coaches.
K. CERTIFICATION REQUIREMENTS
A. All Recreational coaches must have or enroll during their first semester upon being
hired a minimum USSF F License or Grassroots equivalency, but a D License is
preferred.
B. All Competitive coaches must have or enroll during their first semester upon being
hired a minimum USSF D License.
L. COACHES CODE OF ETHICS:
l. I will encourage good sportsmanship from fellow players, coaches, officials, and
parents.
2. I will always remember that soccer is an opportunity to learn and have fun and our
focus is on development and competing at the best of our abilities.
3. I will ensure that all players deserve to play in an environment that is safe and free
of drugs, tobacco, and alcohol; and expect everyone to refrain from their use at all
soccer training and games.
4. I will do the best I can each day, remembering that all players have talents and
weaknesses, the same as I do.
5. I will treat my fellow club coaches, other players and coaches, game officials, other
administrators, parents, and fans with respect, regardless of race, sex, creed or
abilities, and I will expect to be treated accordingly.
6. I will concentrate on coaching soccer, always giving my best effort as a mentor and
facilitator to develop my players.
7. I will always adhere to the KBSC, FYSA/USYS and FCL/US Club rules.
8. I will control my temper, resisting the temptation to retaliate, insult or offend my
players, other players and coaches, and referees.
My conduct during competition towards play of the game and all officials shall be in accordance
with appropriate behavior, and in accordance with FIFA'S Laws of The Game, and in adherence
to FYSA/USYS and FCL/US Club rules.
While traveling, I will conduct myself Lo be a credit to myself, and role model to my team. A player
cannot be cut from a team after he/she has been invited and accepted to be on a team, unless he/she
has exhibited conduct that meets the standard for dismissal. Any player dismissals shall be brought
KBSC
EMPLOYEE & CONTRACTOR HANDBOOK t20
fi r s t to th e D ir e c t o r o f C o a c h in g fo r a p p ro v a l. U p o n a p p ro v a l, th e c o a c h a n d D ire c to r o f C o a c h in g
w ill n o t ify th e E x e c u t iv e D ir e c to r o f th e cl u b to u p d a te p la y e r r e c o r d s .
If requested by the player and/or parent, a hearing must be held for any involuntary player release.
All players will incur a player release fee which will be established by the club.
Alcohol, illegal drugs, tobacco products and unauthorized prescription drugs shall not be
possessed, consumed, or distributed before, during or after any game or at any time at the field
and/or game complex. When a coach is traveling on behalf of the club to attend league games,
tournaments, or cups, if they are asked to eat with players and/or family members, the consumption
of alcoholic beverages will be prohibited.
Failure to comply may result in the immediate suspension or termination of the privilege to
participate as a coach for KBSC.
ADDITIONALLY, I UNDERSTAND THAT THE INFORMATION CONTAINED IN THE
STAFF/COACH HANDBOOK DOES NOT CONFER ANY CONTRACTUAL RIGHT TO, OR
AGREEMENT FOR, EMPLOYMENT, PROMISE OF FUTURE BENEFITS OR BINDING
AGREEMENT FOR ANY OTHER PURPOSE, EITHER EXPRESSED OR IMPLIED, WITH
KBSC. FURTHER, I AGREE THAT I AM A STAFF MEMBER/COACH AT-WILL, WHICH·
MEANS THAT MY EMPLOYMENT MAY BE TERMINATED BY KBSC OR ME AT ANY
TIME, WITH OR WITHOUT NOTICE, REASON OR CAUSE.
Please sign and date receipt this employee handbook. All staff member/coach shall be expected
to adhere to all contents herein. Should they have any questions, they can contact the Executive
Director for further clarification of its contents.
Date: -------------
Name: -------------
Signature: _
KBSC
E MP L O Y EE & C O N T RA C T O R H A N D BO O K
\21
TRAINING MODEL
Juan Acosta
Jimmy Aspril la
Marcelo Radice
12'Z-
KEY BISCAYNE SOCCER CLUB
More than just an Island, More than just Soccer
Key Biscayne has always been more than just an island. It's a state of mind a unique
lifestyle.
Even if you didn't grow up here, and you moved here, or spent vacations, work or
enjoyed the island vibe, it has its unique appeal. If you were a local, being a Key Rat
has a special meaning. A badge of honor.
Key Biscayne is a close-knit community, everyone connects through school, the
Community Center, religious affiliation and encounters at the market or local
businesses.
It's the walks on the beach, bike rides with friends, and grilling with family. It's the
joy in life; and that state of mind that makes this a special community.
KBSC is a part of that culture that appreciates those "little" things, that in fact,
become those big things: Your team, your friends, the victories, the losses, the
struggles, the growth and the journey getting there. All shared with your family, your
friends and your community.
As a player, twenty years from now, the thing you'll take away from this experience
is not the skill you have with the ball, but the lessons you learned about being a good
teammate, taking responsibility for your own actions, and working to become a better
player and person, and the lasting friendships you made through the club. As a parent,
we may complain about all the games and practices, but there is no doubt that you
will look fondly and miss watching your kids play and grow-up in our community.
This is why, here at KBSC, we do it a little differently.
This is why, our focus here is in the player first, and our methodology addresses the
holistic nature of playing soccer: helping to develop intelligent, skilled soccer players,
with strong moral character.
Our PeeWee and introductory program focus on each kid developing an intimate
relationship with the ball. It's about spreading the game, raising the floor and
increasing participation.
Our recreational program builds on that to allow every child the opportunity to learn,
develop and play to their potential.
Our competitive program engrains a holistic training methodology with a focus on
developing our players' character, soccer intelligence and soccer skill, to allow them
to grow in the game, and to go out and represent our community well.
To be a Key Rat, is to be a part of this beautiful community.
Welcome!
TABLE OF CONTENTS
INTRODUCTION
I.
II.
III.
IV.
PLAYER MODEL .
A. Developing Intelligent Players .
B. Training Skill .
C. Training Character .
TRAINING MODEL .
A. Teaching Philosophy .
B. Soccer Principles .
C. Training Structure .
D. Games and Skill Training .
GAME MODEL
COACH DEVELOPMENT PROGRAM .
A. Coaching Model .
B. Coach Education Program .
C. Coach Evaluations .
D. Coaching Resources
V.
1
4
7
9
11
13
15
21
25
27
37
38
42
42
42
45 PLAYER DEVELOPMENT PROGRAM
A. Soccer Programing
8. Player Psychology Program
C. Player Skill Development Levels
D. Player Evaluations
VI. CLUB MANAGEMENT . . .. . . . . . . . .. . . . . . . . .. . . . . .. . .. . . . . .. . .. . . . . . . . .. . . . . .. . 53
VII. CLUB POLICIES .. . . . . . . .. . .. . .. . .. . . . . . .. . . . ... .. . .. . .. . . . . . . . .. . . . . ... . . . . . . . . . .. . . 57
A. Player Code of Ethics
B. Parent Code of Ethics
C. Coach Code of Ethics
D. Evaluations
E. Events
I . Soccer Saturday
2. End of the Year Festival
F. Team Manager Policy
G. Tryout Policy
H. Training Policy
I. Coach Reimbursement Policy
J. End of the Year Survey
VIII. APPENDIX
A. Training Plan Template
B. Game Plan Template
C. Position Profile Template
D. Player Evaluation Form
E. Coach Evaluation Form
F. Skill Development Level
G. Team Manager Collection Log
60
(1)
(3)
(3)
(!)
(3)
(3)
KEY BISCAYNE SOCCER CLUB
GAME MODEL
Our Game Model is an expression of the style of soccer we want our teams to play. It
is our club-wide soccer identity which incorporates the principles our teams should
demonstrate in the four moments of a soccer game. This model is based on wanting to
play an inspiring, expansive, offensive possession style of soccer with calculated
smothering defensive pressure. But our club ethos, is about more than just developing
players to play this style of soccer. It is about spreading the beautiful game of soccer
as wide as possible and leaving a positive mark in the lives of our kids: A mark that
goes well beyond soccer. Our priority is the growth of the individual kid, within a team
context. It is not about winning trophies. It is about the personal development gained
through the journey of well guided self-discovery.
The protagonists in our stories are the players. The coaches and the club are
facilitators who guide and support the players through their learning process. This is
why we do what we do at KBSC. It is why every decision we make as a club first starts
with answering the question: What is best for the individual player? This "Player
First" framework does not mean catering to the player's whims and making things
easier for them. It is quite the opposite. A "Player First" focus actually challenges the
player more and empowers them to learn to manage themselves and their
surroundings.
This naturally leads us to two important questions before we can discuss our Game
Model. "What type of players do we want to develop?" And, "How are we going to
accomplish the development of those types of player?
Accordingly, this Game Model is organized by first discussing our Player Model
(Chapter I), and our Training Model (Chapter II), before discussing our Game Model
in Chapter III. This is followed by our Coaching and Player Development Programs
in Chapters IV and V, respectively, and then concludes with our Club Management
and Policies in Chapters VI and VII.
I
PLAYER MODEL
A. Developing Intelligent Players
B. Training Skill
C. Training Character
KBSC GAME MODEL 2020
W h a t k in d o f p la y e rs d o w e w a n t to d e v e lop ?
W h a t ty p e o f p la y e r d o w e n e e d to p la y ou r in sp irin g ,
e x p a n s iv e , offe n siv e p o sse s s io n sty le of so cce r, w ith
c a lc u la te d s m o th e rin g d e fen siv e p re ssu re ?
The answer to these questions is that we need intelligent and skilled players of good
character. Everyone wants this, but not everyone does it. They say it, but then focus
mostly on skill training and forget the intelligence and character aspects.
If you want intelligent players, you must train intelligence. If you want players of good
character, every level of your club must exhibit, reflect and explicitly train good
character. Everyone wants highly skilled players, but the only way for highly skilled
players to reach their full potential, is for them to also be intelligent players of good
character.
PLAY ER MO DEL
Intelligent~ Skilled 1110,·crs oi Good {'lmrndcr
Intelli gence
Pattern Recognition
eo9nltlon
Soccer Principals (JdP & PP)
Skills
Geod Character
Growth Mindset
JJj1sltlve
Respe~ut
A D E VE L O P IN G IN T E L LIG E NT PLA YE RS
Intelligent players are players that can recognize and solve challenges on the field
using solutions derived from their team's game model. These challenges are posed by
12.:3
th e di fferen t situ ation s of play th at arise du rin g a gam e. T h ou gh soccer is a fr ee
fl ow in g, seem in gly ch aotic gam e, th ese situ ati on s of play repeat th em selves to fo rm
pattern s of play.
T o dev elop in telli gen t players w e h ave to (1) repeatedl y expose th e players to th ese
P attern s of P lay so th ey can recognize th em in a gam e; (2) train their C ogn itive
(decision m ak in g) process so th ey can effi cien tly an d con sisten tly reali ze th e problem s
posed by su ch pattern s of play an d con ceive of th e an sw ers to th ose problem s, an d (3)
teach th em th e S occer P rin ciples of our gam e m odel w h ich provide th e solu tion s to
th ose problem s. W e get a com p lete player w h en w e com bin e th is w ith th e sk il ls
necessary to execu te th ese solu tion s.
P attern R ecogni tion is the natural w ay hu m an s try to un derstan d com plex an d ch aotic
situ ation s-su ch as a soccer gam e. O u r brain s w ork to try to see pattern s in ch aos;
an d w e recogn ize an d apply these pattern s in our daily acti on s. T h is is w h y repeated
un opp osed drill s fa il to ach ieve th eir goal. Wh en w e create drill s th at are not
represen tative of an actual gam e, or do not ask a player to th in k (go th ro u gh th e
cognitive process), th ese drill s fa il to create th ese pattern s in ou r player's m in d . T h is
m ak es it im possible fo r th e player to tran slate th e lesson to a gam e. O ur tra in in g
activities, con versely, help our players to bu il d m en tal pattern s th at th ey can th en
recogn ize in a gam e to m ak e corr ect decision s accordi n gly. W e are not teach in g drill s;
w e are teach in g th e gam e.
T h is, h ow ever, does not m ean w e never use un opposed drill s. A certain pattern of play
m ay be in trod u ced to a team usin g an un opposed en viron m en t. B u t th at un opposed
en viron m en t is on ly used eph em erall y as on e exam ple of a pro blem to w hi ch a S occer
Principle1 leads to the solution. We do not repeat that example, so the player becomes
an expert in only one example or drill. We use different examples to teach the Soccer
Principle that provides the different solutions. We teach the principle, not the
example.
As a metaphor, when we teach a student multiplication, we may use 3x3 as an
example to teach a multiplication principle. But we do not repeatedly drill "3x3; 3x3;
3x3", and then expect the student to be able to solve 6x5 when it comes up on a test.
Instead, we teach them the multiplication principles that will help them solve not only
3x3, but also 6x5 and any other multiplication problem that may appear on the test.
Similarly, a coach repeating unopposed training activities that don't require a player
to apply our Soccer Principles, through the cognitive process, in a game·like situation,
and then expecting them to play like Barcelona on the weekend, is like a math teacher
repeatedly drilling "3x3; 3x3; 3x3", and then expecting the student Lo Le New Lo11 011
exam day. 3x3 is one example, but not a pattern. We must use different examples to
1 We discuss our Soccer Principals in greater detail below in our Training Model.
c r e a t e t h e p a t t e r n s s o t h e p l a y e r u n d e r s t a n d s w h e n o ur S o c c e r P r in c ip le s a r e
a p p li c a b l e . T h is w a y , th e y c a n r e c o g n i z e t h e p a tt e rn s in a g a m e a n d u s e o u r S o c c e r
P r i n c i p a l s t o s o lv e t h e m o n t h e i r o w n .
T h i s i s w h y w e to u c h o u r S o c c e r P r in c ip l e s o v e r a n d o v e r a n d o v e r a g a in . T h e y a r e
r e p e a t e d in t h e e x e r c i s e s w e d o , t h e la n g u a g e th e c o a c h e s u s e a s K e y T e r m s , a n d th e
a c t i v i t i e s w e t r a i n . T h e y a r e di s c u s s e d p r i o r t o , d u r i n g , a n d a ft e r tr a in in g a n d g a m e s .
T h e y a r e n o t ju s t id e a s w r it t e n o n p a p e r . T h e y a r e th e b u il di n g b lo c k s o f o u r
in t e ll i g e n t p l a y e r s a n d a r e e x p li c i t ly r e fe r e n c e d a t n a u s e u m .
A s w e r e p e a t e d ly e x p o s e o u r p l a y e r s t o p a tt e rn s o f p l a y , th e y a r e a ls o tr a in in g th e ir
d e c i s i o n m a k i n g , o r C o g ni t io n , w h i c h c o n s i s t s o f t h e fo ll o w i n g s ix s t e p s :
1 ) P e r c e p t io n (s c a n e n v ir o n m e n t fo r r e l e v a n t c u e s )
2 ) C o n c e p t io n (t h in k o f t h e o p t io n s p r o v id e d b y th e e n vi r o n m e n t )
3 ) D e c i s io n (s e l e c t t h e b e s t o p t io n )
4 ) D e c e p ti o n (di s g u is e y o u r in t e n t i o n s )
5 ) E x e c u t i o n (t h e t e c h n i c a l e x e c u t io n o f th e o p t io n s e le c t e d )
6 ) A s s e s s m e n t (a n e v a l u a t io n o f t h e c h o ic e a n d t h e e x e c u ti o n )
E v e r y t ra i n i n g e x e r c is e w e d o r e q u ir e s o u r p l a y e r s to th in k a n d m a k e d e c is io n s .2 The
activities require that they Perceive their environment and understand the questions
presented. They must Conceive of possible solutions to those questions utilizing our
Soccer Principles, and Decide, not only on the best option, but also, how to Deceive
their opponent so their decision is not obvious. They then Execute the skill required,
and finally, Assess the efficacy of not only their decision, but also their execution of
that decision. This inevitably loops them back to the start of the cognitive process,
Perception, and the cycle starts all over again.
To develop intelligent players, we must break free from the normal technical-centric
training paradigm and adopt a Cognitive Training Paradigm, which reinforces our
players' natural decision-making process. In other words, we focus our training on
activities that require our players to think and make decisions, all the time. We cannot
conduct an hour and a half training session that only requires 30 minutes of thinking,
and then expect a player to go on the field to continuously solve all the problems a
game presents for 70, or 90 minutes. Doing so, not only fails to train mental capacity,
but it also fails to train mental endurance.
Technical-centric training is understandable. Nobody questions that technique is
critically important in soccer. At first impression, it also seems easy to organize.
However, if we think about it, these training exercises require an inordinate amount
of effort and work from a coach and make it very difficult for them to get what they
2 The only exceptions to this are when we are introducing examples as stated above or focusing
on developing Simple Technique on a certain skill, which is discussed below in Skill Training.
too
w an t fr om th eir session s. T h e players are not th ink in g. T h e activity is not fu n . It is
not in tuiti vely tied to gam e situ ation s. T h u s, all th e pressu re is on th e coach to explain
th e acti vity, correct m istak es, tie th e activity to gam e situ ation s, an d fi n all y, to m ak e
it fu n .
C ogn itive-cen tric train in g session s, on th e oth er han d, con tain im pli cit in stru ctions
w h ich tell th e player w h eth er th ey are doin g th e exercise correctly, lik e a gam e. In a
gam e, nobody need s to tell a player th ey m ade a m istak e. T h e player kn ow s it as soon
as th ey do it. T h at is becau se th e gam e provi des im p li cit in stru ction s. C ognitive
cen tric acti vities do th e sam e. T h ey fr ee th e coach to fo cu s on iden ti fy in g needed
learn in g areas an d vastly increase th eir efficien cy an d effi cacy.
A n exam ple of a cogn itive-cen tric train in g session is a R on d o. N obod y w an ts to be in
th e m iddle of a R on d o, bu t if you m ak e a m istak e, th e gam e pu n ish es you by fo rcin g
you th ere. Y ou th en w ork h ard to get ou t of th e m iddl e. T h ese activities not only
con tain im pli cit instru ction s, bu t th ey also rein fo rce self-regu lation in players.
T ech n ical-cen tric train in g activities are on e of th e least effective w ays to train if you r
goal is to develop in tell igen t players w h o can id en ti fy an d solve pro blem s on th eir ow n .
T h is is w h y w e h ave di scarded th at m odel in fa vor of a cogn itive-cen tric m od el.
T h e cogn itive process, how ever, is not ju st th e basis of ou r trainin g activiti es. It is also
th e fo cu s of ou r teach in g. W e nur tur e in tell igen t players by expli citly teach ing our
players abou t th e 6-step cognitive process m en tion ed above.
Y ou w ill notice th at th e execu tion of a ski ll , w h ich is th e dom in atin g prin ciple in a
tech n ical-cen tric train in g session , is step #5 in th e cogn iti ve process. A player can n ot
execu te a sk ill un til they h ave fi rst P erceived the ch all en ges presen ted by th eir
en viron m en t, C on ceived of th eir opti on s, D ecided w h ich opti on to tak e, an d added
som e D eception so th eir decision is not too obviou s to th eir oppon en t.
B ecau se ou r goal is to develop talen ted , in tell igen t, an d resp on sible ath letes, w e h ave
pu t aside th e tech n ical-cen tric train in g paradi gm w e grew up w ith an d bu ilt ou r
train in g session s on a cognitive-p aradigm . A ccordin gly , ou r train in g activities fo rce
ou r players to th ink (i n tell igen ce), to execu te (sk ill ), an d to dem on strate good c
ch aract er.
B. TRAINING SKILL
Having discussed our training paradigm that develops intelligent players, now we
discuss how we train our players to develop Ball Skills, Physical Skills, and adopt our
KB Habits.
\3(
J) Ball Skills
The development of Ball Skills is a form of motor skill programming. It requires a
three (3) step process which helps connect the muscle to the brain, so the player has
full control of what his or her body does. The first step in motor skill programming is
the performance of Simple Technique which isolates, within a stable controlled
environment, the muscles that are trying to disrupt the stability of the physical
performance. These activities are repeated until the disrupting muscles are isolated
and the physical performance is done with perfection, at which point the player moves
into the second step: Dynamic Technique. This is when the physical performance is
done with external variables introduced. For example, if a player is practicing their
first touch and they are able to perform the simple technique of softly receiving the
ball on their far foot with their hips open, a coach can then introduce the element of
trying to receive the ball to a spot around a pole, which symbolizes a defender.
The final step is Functional Techm'que, which is the use of the physical performance
with a cognitive process. If we force a player to the Functional or even Dynamic
Technique step before passing through the Simple Technique stages, we
unfortunately risk reinforcing bad habits which are later even more difficult to correct.
It is key that a coach identifies quickly when a player is using faulty technique in a
skill, and implement our skill intervention protocol, of which the first step is the coach
pulling the player to the side to provide concise and explicit instructions on how to
correctly perform the drill, and then reintroduce the player into the team activity. If
that intervention is not enough to correct the player's technical mistake, the coach
together with the Club's Technical Director, develops a plan3 to work on the proper
simple technique of the skill to prevent the player from reinforcing a bad habit to the
point where it becomes impossible to fix later.
We separate Ball Skills into the following areas:
a) Control/First Touch
b) Dominating Possession
c) Dribbling
d) Passing
e) Shooting, and
f) Heading
2) Physical Skills
At young ages Physical Skills are developed naturally throughout our trammg
sessions. As you will note below in our Training Structure, the Training Game section
3 This plan may consist in individual or small group extra training, or the player arriving
early, or staying after practice for 15 minutes to focus on the required simple technique.
of ou r train in gs provide suffi cien t opportu nity to develop ph ysical skill s fo r th ese ages.
A s players get in to th e older ages, h ow ever, specifi c ph ysical sk il l tra inin g is
in corporated in to ou r trainin g session s in th e A ctivation portion of our train in g
session s. W e break dow n P h ysical Sk ill s in to th e fo ll ow in g elem en ts:
a) B alan ce
b) C oordi n ation
c) F lexibil ity
d) S peed
e) A cceleration
f') Agility/Quickness
g) Jumping
h) Stamina
i) Strength
3) Habits
Habits are actions that do not require skill; but form the foundation for becoming a
skilled soccer player. Like brushing your teeth, or making your bed, they must be
emphasized early, repeated often, and failure to perform them does not go by without
mention. Whether a player is highly skilled, or playing at the recreational level, the
expectation is that every player that wears KB Blue, adopts our KB Habits. It is a
fundamental characteristic of our players: when you watch them play, you can tell
they are a Key Rat, just by the habits of how they play. We have three fundamental
habits we call our KB Habits: Profiling (or Profile), Checking Your Shoulder and 1 vl
Defending.
Profiling (Perfilaci6n in Spanish) is the almost sideways, hence "Profile", body angle
our players consistently use when receiving the ball, which allows them to receive the
ball on their far foot. Others refer to it as "receiving across the body", "on the half
turn", or "on the back foot". It is discussed in more detail below in our Soccer Principals
section. Checking Your Shoulder is the process of scanning the field that allows a
player to perform the first step of the cognitive process: Perception. lvl Defending
refers to the basic positional elements of good lvl defending.
If you are at one of our trainings, or watching a team play, you will get exhausted if
you try to count how many times a player receives the ball on their far foot with their
hips open (Profile), checks over their shoulder to perceive their surroundings, or
implements solid lvl positional principles.
\33
C . T RAI NI N G C HARA C T E R
W i t h o u t g o o d c h a r a c t e r , a p l a y e r w i ll n e v e r r e a c h h i s o r h e r fu ll p o t e n ti a l. W i t h o u t a
p o s i t i v e g r o w t h m i n d s e t w h i c h is r e s p e c t fu l t o c o a c h e s , r e fe r e e s , te a m m a t e s a n d th e
g a m e i t s e lf , t h e d e d i c a t i o n t o y o u r s e lf , y o u r t e a m m a t e s , y o u r fa m il y a n d y o u r
c o m m u ni t y , a n d t h e r e s p o n s i b ili t y t h a t c o m e s w i t h b e i n g a c c o u n t a b l e t o e a c h o t h e r ,
p l a y e r s c a n n o t b r i n g t o g e t h e r t h e i r s o c c e r s k i ll s a n d in t e lli g e n c e t o a c h i e v e t h e i r
g r e a t e s t p o t e n t i a l. S o , w h e n w e s a y w e d e v e l o p p l a y e r s o f g o o d m o r a l c h a r a c t e r , w e d o
s o b y fo c u s i n g o n t h e fo ll o w i n g p e r s o n a l a t t r i b u t e s t h a t le a d t o s u c c e s s o n a n d o ff th e
fi e l d : Growth Mindset, Positive, Respectful, Dedicated, and Responsible.
J) Growth Mindset
Helping our kids develop a Growth Mindset is one of those marks that will last them
beyond their time playing soccer with us. The type of mindset we develop affects how
we live our life and shapes our attitudes. It creates our perception of what is attainable
and determines our behavior and predicts success.
A child with a Growth Mindset believes their talents can be developed through hard
work, learning, and feedback. It is related to other positive personality traits such as
humility, reflectiveness, ambition, and resilience. A Growth Mindset contrasts with a
Fixed Mindset, which believes that one either is good or not good at something based
on inherent nature. It believes we have a certain fixed level of intelligence or talent,
that changes very little.
Kids with fixed mindsets avoid challenges because they see failure as a judgment on
who they are. They stay within their comfort zone and what they already know to
maintain their self-esteem. They often avoid trying, just to avoid any chance of failure.
They see getting things wrong and receiving feedback as a negative because it reveals
their flaws and personal limitations. When they fail, they look to blame external
factors, instead of looking within to examine what they could do better.
Conversely, with a Growth Mindset a person believes failure is just a temporary
setback, and not a judgment on who they are. Mistakes are an essential part of the
learning process and aid their learning. They have the internal strength to be self
aware of their weaknesses and work to improve them. Thus, they embrace challenges
and getting out of their comfort zone because they are essential to growth and
development.
It is not an exaggeration to say that helping our players develop a Growth Mindset is
the single most important thing our coaches can do for them. With a Growth Mindset
our players welcome feedback and become "coachabie". Players with a Growth
Mindset tend to achieve more than those with a more fixed mindset because they
worry less about failing and put more energy into trying new things, without the fear
o f m a k i n g m i s t a k e s . T h e fo ll o w in g c h a r t d r a w s a c o n t ra s t b e tw e e n g r o w th a n d fi x e d
m i n d s e t s .
Growth Mindset F.ixed Mindset
1. Intelligence and talents can be developed 1. Believes intelligence and talent are fixed
2. Effort is the path to mastery 2. Sticks with what they know
3. Mistakes are an essential part of learning 3. Believes putting forth effort is worthless or
4. Failure as an opportunity to learn fruitless
5. Failures are just temporary setbacks 4. Believes personal failures define who they
6. Embraces challenges are
7. Welcomes feedback from others to learn 5. Hides flaws so not to be judged as a failure
8. Feedback is a gu.ide to further 6. Avoids challenges to avoid failure
improvement 7. Tends to give up easy
9. Feedback as a source of information 8. Ignores feedback from others
10. Views other's success as a source of 9. Views feedback as personal criticism
inspiration and information 10. Feels threatened by the success of others
2) Positive
We train our kids to be positive influences, not only on their team, but towards
referees, coaches, friends, their family, and our community.
3) Respectful
Our kids are taught to be respectful to their teammates, their team, their club, their
parents and to referees. This means arriving prepared and on time and treating people
with respect.
4) Dedicated
Our coaches not only teach what the kids should do, but how to do it. They understand that
the "how" is as important as the "what". How we train. How we play. The effort, the desire,
the dedication expected of a Key Rat. What it means to "Work during the Week; and Play
during the Weekend". What the kids need to do, tactical or technical, is only half of it. Our
coaches are always teaching the "how".
5) Responsible
We setup a structure were the kids ultimately become responsible and accountable to
themselves and take ownership of their own team and individual development. The
goal is for our teams to go from coach-led, to player-led. This is accomplished by our
coaches accepting the role of facilitators, not protagonists, not over-coaching, asking
questions, letting the players go first, and allowing them to lead.
II
TRAI NING M ODEL
We have discussed why we do what we do. We also discussed what we want to do:
develop intelligent and skilled players of good character to play inspiring possession
style soccer. This chapter describes how we do this: om Training Model. It contains
our Teaching Philosophy, Soccer Principles and Training Structure, which describes
how we organize our training sessions. This chapter is followed by our Game Model in
Chapter III, which is our interpretation of the "inspiring possession style soccer" we
want our teams to play.
A. Teaching Philosophy
B. Soccer Principles
C. Training Structure
11
A. T E A C H IN G P H IL O S O P HY
O u r T ra in in g M odel provides ou r players a jou rn ey of w ell -gu ided self-discovery based
on 7 m ain teach in g elem en ts: C ogn itive F ideli ty; P attern R ecogn ition ; P rogressivity;
G row th E n viron m en t; T he K ey R ate W ay; F ocu s; an d F u n .
T h e fi rst tw o elem en ts deal w ith th e type of activities w e use in train in g an d w ere
m en tioned above. C ogni tive F ideli ty m ean s th at our train in g activities fo rce ou r
players to thin k an d m ak e ch oices: to P erceive, C on ceive, D ecide, D eceive, E xecu te,
an d A ssess. P attern Re cogni tion m ean s ou r activiti es repeatedly expose our players
to gam e li ke situ ation s so they can th en recognize th ose pattern s an d th e S occer
P rin ciples appli cable to solvi n g th e ch all en ges posed by su ch pattern s.
P rogressivi ty m ean s th at ou r acti vities becom e progressively m ore diffi cu lt , not on ly
tech n icall y, bu t cogn itively . T h is progressive cycl e is lik e th at of th e m ost su ccessfu l
story-m ode vid eo gam es. F irst, th e player is placed in a sim ple in tro m ode w h ere th ey
are provided cl ear su ccin ct in stru ction s. T h e player is all ow ed to practice in th is
en viron m en t an d to experien ce alm ost im m ediate su ccess. T h en , di ffi cu lty is
in creased , w h ich cau ses fa ilur e, bu t th at fa ilure is not pu n ish ed , an d actu all y pu rsu ed .
T h is cau ses th e player to keep tryin g an d to even tu all y ach ieve su ccess again . A t
w h ich poin t th e cycl e repeats. T h e progressiven ess of our train in g is dem on stra ted in
ou r P layer D evelopm en t P rogra m , w hi ch describes our progressive sk ill traini n g
levels as w ell as how ou r S occer P rin ciples are fi rst in trod uced to ou r players".
Growth Environment. Progressivity, however, only works within a Growth
Environment, where failure and mistakes are not only accepted, they are invited. Our
training sessions are constantly asking our players to step outside their comfort zone,
to look for challenges that first test them with failure, before ultimately succeeding.
Since our training activities intrinsically punish the player-such as the player going
to the middle in a rondo-failure does not have to be punished by the coach or team.
It is quite the opposite. Our coaches encourage failure and mistakes. They celebrate
mistakes.
Our coaches understand that the player wants to learn and get better. They may pull
a player out to correct something, then quickly put them back in. But the coach does
not remonstrate a player for making a mistake. The activity does that itself. Instead,
our coaches celebrate the effort and confidence to attempt a skill or apply a concept.
Only in an environment that celebrates the attempt, will a player have the confidence
to attempt new more difficult challenges. This environment with the coach as
facilitator providing positive support and rewarding the player for their effort gives
4 As discussed below, our Principles are interrelated and thus taught together. However, they are
introduced to new players in a progressive order to not overwhelm them in their early development stages.
12
t h e m t h e c o n fi d e n c e to s t e p o u t o f th e ir c o m fo r t z o n e to te s t th e m s e lv e s w ith n e w
c h a ll e n g e s , w h ic h is w h a t le a d s t o g r o w t h a n d d e v e lo p m e n t .
T h e K e y R a t W a y . Ki d s w h o g r o w u p o n K e y B is c a y n e a r e r e fe r r e d to a s K e y R a ts
b e c a u s e o f t h e c a t -s i z e d r a t s w h ic h a r e s till p r e v a le n t o n th e is la n d . R a t s , a s y o u m a y
k n o w , a r e o n e o f th e m o s t fa m il y o r ie n t a t e d a n im a ls in th e a n im a l k in g d o m . K e y R a ts
p ro t e c t t h e i r o w n ; a n d o ur c o m p e t itio n c o m e s fr o m w it h in . O ur p la y e r s p r a c tic e h a r d ,
p u s hi n g t e a m m a t e s to p la y a t a m a x im u m le v e l, m a k in g th e ir te a m m a te s b e tte r a n d
t h e a c t u a l g a m e s e v e n e a s ie r t h a n p r a c ti c e . W e k n o w th is , w e te a c h it, w e e m p h a s is
it . It is the Key Rat Way. We make each other better by working harder in training.
The Key Rat Way is also the idea that our best players have the responsibility of
making their teammates better. This makes the family, and the team better. Better
teammates create better competition, which in turn improves everybody, even our
best players. We demand competition during training. We demand that players go
hard because this makes everyone better. Work during the Week, so we can Play
during the Weekend. This is the Way.
Focused. Since all our training activities demand players to think, are not repetitive,
and provide rewards, they are less boring than the alternative. This creates a focused
environment where players are more focuses on the activity, rather than the coach.
This state of "deep work" increases retention of the lessons learned. To make meaning
of the chaotic action in a soccer game, our players need to be exposed to certain
concepts (not thoughtless drills) repeatedly, so they can embed them in their brain
and recall them immediately in a game. This way, our coaches help players use their
natural learning system to their advantage. We do this by designing training activities
that teach players to choose the right information from the patterns the game
presents. These rhythms and patterns are the essence of understanding the game.
Fun. The wonderful thing about our training paradigm is that it solves one of the
major coaching challenges. How do we make practice fun? If players are thinking,
learning, competing and achieving success, they are inherently going to have more
fun and be more engaged than with repetitive activities with a coach telling them
what to do, when and how to do it, and then pointing out the mistakes. Fun is a natural
biproduct of our training method that a coach achieves, without necessarily trying.
In summary, our training model is based on seven teaching elements:
Cognitive Fidelity (activities force players to think and make choices)
Pattern Recognition (activities repeatedly expose players to patterns of play)
Progressivity (activities are progressively more difficult, technically & cognitively)
Growth Environment (coaches encourage failure and mistakes, and reward effort)
Key Rat Way (Internal Competition & Leaders Lead)
Focused (players are more focuses on the activity, rather than the coach)
Fun is the natural product of our training sessions.
13
B . S O C C E R P R IN C IP L E S
O ur goal is to develop intell igen t, sk ill ed players of good ch aracter so th ey can play
in sp irin g possession style soccer. W e have discu ssed how w e use P att ern R ecogn ition
to teach ou r players to iden tify pattern s of play an d th e ch all en ges they poss. B u t how
do w e train th em to fi n d th e correct solu tion to th ose ch all en ges? T h at is w h ere ou r
Soccer P rin ciples com e in to play. T h ey are th e tools our players use to solve ch all en ges
on th e fi eld . T h ey are divided in to tw o areas: P osition P lay P rin ciples, or Juego de
Posici6n (JdP), and our Principles of Play (PP).
1
Position Play (J dP)
Soccer is more than the sum of its technical parts. We can develop highly skilled
players, but if they do not know how to apply those skills in a game, using the elements
of Position Play, they will not be able to reach their full soccer potential. We have all
seen this on the field before: A player with tons of skill, but not a clue how to use them.
The mistake we make as coaches is to break down soccer into its technical parts by
teaching technical skills in a vacuum, outside a game environment, then once the skill
is attained, introducing how to use the skill within a game context. This two-step
process is not only inefficient, but it goes against our nature.
Kids understand the elements of Position Play as soon as they can walk and run. The
best example of this is the game of "tag". Tag is essentially a game of position play
were the best players combine their physical skills of speed and agility with the
following elements of Position Play:
• Angles
• Lines
• Distance
• Timing
• Situation
Just like with tag, a player will flourish if they can combine a high level of skill with
a superior understanding of the elements of Position Play.
So, if our kids understand the elements of Position Play before they become skilled
with the ball, why do we try to teach them soccer skills by removing these elements;
only to reintroduce them later, when they knew them in the first place? Why two
steps? We can do better! We can teach both at the same time.
14
H e r e a r e t h e e l e m e n t s o f P o s i t io n P l a y in m o r e d e t a il :
An g l e s
T h e r e a r e t w o p a r t s o f t h e p r in c ip l e o f An g le s . T h e fir s t is P a s s in g , o r t h e a n g le
a t w h i c h a p l a y e r is p o s i t i o n e d r e l a t iv e t o o p p o n e n t s a n d te a m m a t e s . A n g le s
a r e c r i t ic a l t o t h e c r e a t io n o f t r i a n g le s a n d di a m o n d s o n t h e fi e l d ; a n d
p r e s e r v in g di a g o n a l r e l a t io n s h ip s b e t w e e n o u r p l a y e r s . T h e s e c o n d is B o d y
A n g l e , o r t h e a n g le a t w h ic h a p l a y e r r e c e i v e s th e b a ll w h ic h d e t e r m in e s t h e ir
s u b s e q u e n t s e t o f o p t io n s . A n o t h e r im p o r t a n t e le m e n t t o B o d y A n g le is
r e c e i v i n g t h e b a ll in a P r o fil e p o s i t io n , o n t h e fa r t h e s t fo o t (s o m e t im e s r e fe r r e d
t o a s "b a c k fo o t ", o r "a c r o s s t h e b o d y "). T h is is e s s e n t ial t o m a in t a ini n g th e
p r o p e r B o d y S h a p e a n d An g le .
Lines
Each player on the field creates an imaginary horizontal line. The distances
between these lines, and a player's positioning between these lines determines
the effectiveness of defending and attacking.
Distance
The distance (spacing) between a player, teammates and opponents.
Timing
Timing refers to the moment when a player must arrive in support. It also
refers to the proper timing for making movements to create or use space; or
staying still to allow others to fill space. "There is only one moment in which
you can arrive on time. If you are not there, you're either too early or too late,"
Johan Cruyff. Timing also has its defensive aspects such as when to close space
and perform a tackle.
Situation
Situation refers to macro and micro elements of a game, such as the time/score
ratio within a game or the circumstances under which the game will be played
(home, away, weather, tournament, league match, etc.). Players must
understand what action is required in which situation.
15
2
Principles of Play
We believe in playing inspirational possession style attacking soccer. Our Game Model
is predicated on this. This style of soccer requires technically skilled and tactically
intelligent players. Understanding and executing our guiding Principles of Play is
what allows our players to recognize and solve problems on the field in our preferred
playing style.
These Principles of Play are not aspirational ideas. We work with these principles
every single day of training. The players take notes on them, diagram them and train
them. We are constantly and coherently discussing, applying, and working through
the Principles so players understand their purpose and application in a game.
In the process of teaching our players to recognize patterns of play in training, these
Principles are the concepts which create the solutions to the challenges posed by such
patterns of play. As mentioned before in the "3x3" metaphor, our Principles of Play
are the multiplication principles that help a student answer any multiplication
problem they may face, not just the singular example presented in practice.
This is why we touch these principles over, and over, and over again. The exercises
we do, the language the coaches use, the activities we train, repeat them. The coaches
incorporate them as Key Terms. They are discussed prior to and repeated during
training and games. They are discussed again afterwards.
Since our Principles of Play are interrelated and are part of every session and
applicable to any game, bringing the players attention to them and challenging them
to use them can happen with less rigidity. This is why we do not break sessions into
technical elements or micro-cycles. It is artificial to work on "receiving" for a 3-week
micro-cycle as if "passing" or "creating and using space" was not connected. Instead,
we teach all the Principles together. We might highlight one during a session, but all
the Principles reinforce each other and are thus taught together.5
This is also why we have discarded technically centric training themes. Our players
pass, receive, dribble, shoot, and head the ball when the moment calls for such
execution. But they perform the given skill in a game context.
Once these Principles are understood by a player, they will be able to recognize and
solve problems on the field on their own:
5 As discussed above, though our Principles are taught together, they are introduced to new players in a
progressive order to not overwhelm them in their early development stages.
16
P l : Love the Ball/Dominate the Ball
The ball is your best friend. You jealously protect it from the opponent. You share
it with your friends. You fight for it. When it comes to you, you establish control
over it, and when you pass it to your teammate you are sending them a gift, a
message, not a burden.
P2: Perceive & Conceive
We ask our players to Perceive their environment, 360-degrees; to collect as much
information as possible, and then to immediately Conceive the best options
available to them to exploit space on offense or to close space in defense. This
allows players to An ticipate situations.
Perceive: Players must scan or "read" their surroundings. "Checking your
Shoulder' is one of our basic KB Habits of a Key Biscayne player. It allows
them to process information about the ball, their teammates, and opponents.
Our coaches use questions like" 'Wh at do you see?' to train perception.
Conceive: Players must immediately process information and find solutions.
p3: Decide & Deceive
The act of making a decision and disguising that decision from your opponent.
Decide: Players must choose from the options they have conceived. Our players
strive to D ecide before they Receive the ball so they can Receive with Intent.
Deceive: Our opponents are reading our intentions, so sometimes we need to
hide those intentions to gain a competitive advantage. An important part of
this comes off the ball with Dism erkine. either aggressively per the saying "1st
m ove for them , 2n d m ove for m e', or more subtle by Driftin g or Going Dark.
p4: Space (Create & Close)
The creation of space will create a Free Player, and passing lanes to the Free
Player, to exploit weaknesses in the defensive structure.
On defense, we manage relationships to close the space, eliminate their Free
Player, and thus limit our opponents' options. Expand space in attack. Close space
in defense.
Free Player(an unopposed offensive player in space) - Objective is to use space
to find the Free Player. Through Positional Superiority and Num erical
Superiority such as Overloads
Overload the first line by only One player to begin the progression
Overload the middle using Principles (not set patterns)
Always maintain width to take advantage of defensive Overloads
Players also understand Player Zones
Conflict Zone- Control the ball
Cooperation Zone- Create passing angles; or providing cover
Indirect Zone- Create Space
17
p5: Both Feet
Players control, pass and shoot with both feet. But player does not have to be equal
with both feet, though that is optimal. Player must be comfortable using both feet
and should have weak foot to a level where an opponent cannot take advantage of
it.
P6: Attack 1,2,3
Most teams do pass sequences with two players: one passer and one receiver. Our
pass sequences, however, incorporate 3 players. Attacker #1 is the ball carrier who
passes the ball to Attacker #2. But critically, Attacker #3, who is off the ball, has
no pressure, and nobody is paying attention to, comes into play to make Attacker
#2's subsequent decision quick and available. Attacker #3 maintains the sequence
of the offensive movement.
The Attacker #1 must pass the ball with precision.
The Attacker #2 must receive the ball with intent, and
The Attacker #3 must make themselves available, so the offensive action
continues.
p7: Keep It Simple
Soccer, at its most fundamental, is simple. But do not confuse simplicity with ease.
Simplicity at speed with precision is difficult. But that is the goal:
Simple; Fast; Precise
Players Play "What You See by putting themselves in the correct "Protile" Body
Angle to be able to play simple the way they face. Sometimes just focus on the
basics of Control, Pass, Move
Control- With correct "Protile" Body Angle with Open Hips to the field and
receiving on their Far Foot.
Pass - Precise, with Both Feet
Move - Give n Go or Support/Pivot
pg: Counter Press
Force the opponent to play the first ball backwards, quickly, and desperately
Do not get beat lvl
Recover the ball and score within 10 seconds
p9: Advance Ball
Our goal is not to play horizontal. We use horizontal width to create space to play
the ball forward through the lines: to Go Vertical. Break lines; and advance the
Free Player through the Thirds.
PIO: Pivot
As the ball is advanced forward there must be a pivot to Support in behind by
providing a Diagonal passing angle for a Back Pass, a pivot to Switch the Field
and defensive Cover in case of a turnover: (Play Defense on Offense).
18
P n : P r e s s ; C o v e r ; B al a n c e
D e fe n s e is d e fi n e d a s th e m a n a gi n g o f r e la ti o n s h ip s . W e m a n a g e re la tio n s h ip s
w i t h t h e b a ll c a r r ie r , h is te a m m a t e s , a n d o u r te a m m a t e s to Close Space.
1. The 1st defender Pressures the ball, applying 1 v 1 principles to Contain
the ball carrier at a minimum, and steal the ball at a maximum.
2. The 2nd defender provides Cover.
3. The 3rd defender provides Balance.
P12: Play with Purpose: in Passing, Dribbling, or making Run
We move the ball to move the defense, which leads to the creation of space. We
also make runs to create space. Once there is space, we use this space to create the
Free Player by getting them the ball. We Switch Field if space is not found, and
we Test; Stretch & Probe against a bunkered defense to provoke movement.
p13: Rotate
Cover a teammate's run by closing gaps when a teammate advances
This also applies to dynamic position switches when making runs and utilizing
space.
p14: Creating Attack & Zone 14
The ultimate objective is to create numerical parity or advantage in the box or in
Zone 14. Understanding the importance of this area of the field allows a player to
understand when to make Early Crosses, Dummy Runs and how runs should
Occupy the Posts & 18. Also, Players learn to first identify when they have
Num erical Parity or better in the Final Third, and then to immediately attack in
such situations by Creating Attacks: 3v3 into a 3v2, then to a 2vl and finally to a
shot on goal. Also, don't allow the opponents CB's to be comfortable in a 2vl all
game.
p15: Keep & Move the Ball
When we have the ball, they do not. Players must understand the two types of
possession: Defensive (Keep possession); and Attacking (Move the ball). We
quickly gain control of the ball, and then move it swiftly and efficiently to
manipulate the defense and change the rhythm.
When the players understand that soccer is more than the sum of its technical parts
and incorporate the elements of Position Play, while also dedicating themselves to
perfecting our Principles of Play, a wonderfully skilled and intelligent player who
flourishes within an expansive and inspirational style of soccer emerges.
19
C . T RAI NI N G S T R U C T UR E
T h ere are tw o ru les to our T rainin g session s.
1. EVERY activity must force EVERY player to Think, Decide and Execute 6. This
not only requires Cognition, Competence, and Character, but it also requires
Participation, in that every player must be participating in the activity. No
waiting in line.
2. EVERY activity relates back to our Game Model.
Our training sessions are split into five parts, with the first and last parts being only
a minute or two long. The second part is our activation phase which consists of Rondos.
The third part entails a Position Play activity, which is then followed by the Training
Game.
TRAINING STRUCTURE
RIMING&
PRE-FLECTION
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I 'r<?-llecllon :: l'nnc1rle and Skill
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EXERCISES(JdP)
TRAINING
GAMES
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t\1a\ ro. us 1)n c-nta.n situations {I
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• J ... - L A • • ~ • • • • •
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CJ - - • ..- -~.1:, .... '\;~:3:.,,~~7. 4'1~~ ! ... ~~~~~~-~?.~ -~ _1~~1111 ..
6 The only exception is when doing I-Skills, discussed below, to help a player get through the Simple
Technique step of learning a skill.
20
S T E P 1 - P R I M I N G AND P R E F L E C T I O N
B e fo r e t r a i n i n g s t a r t s , w e c ir cl e to g e t h e r a n d ta k e a fe w m in d fu l b r e a th s . Wh ile d o in g
s o w e a s k p l a y e r s to im a g in e th e ir b e s t s e lv e s . W e a s k th e m to fi n d th e ir g a m e fa c e
a n d p r i m e t h e p r o c e s s w it h p o s it iv e im a g e r y im a g in in g th e m s e lv e s h a v in g th e p e r fe c t
p ra c ti c e o r g a m e . T h is te c h n iq u e is u s e d b y th e m o s t e li te a t h le t e s a n d is p r o v e n to b e
e ffe ct iv e in e n h a n c in g p e r fo r m a n c e in m a n y a r e a s , in cl u d in g sp o r ts .
W e a l s o u s e t h is ti m e to P r e -fl e e t a b o u t a S o c c e r P r in c ip le o r so m e o th e r ite m th a t w e
w o u ld li k e t o p l a c e in th e fo r e fr o n t o f a p la y e r 's m in d . S o m e m a y c a ll thi s m in d fu l
in t e n ti o n a li t y . S o m e t im e s t h e c o a c h s e le c t s th e fo c u s , s o m e t im e s th e y a ll o w th e
p l a y e r s t o s e l e c t . I n a n y c a s e , it is ju s t a s im p le w a y to p a v e th e p a th to w a r d a fo c u s e d
s e s s io n .
T hi s s t e p n o r m a ll y la s t s o n e o r tw o m in u t e s .
S T E P 2 - R O ND O S (A c t iv a ti o n )
T h e R o n d o r e i n fo r c e s th e s k ill s r e q u ir e d to k e e p th e b a ll - p r e c is e p o s itio ni n g a n d
b r il li a n t t e c h n i q u e in tig h t s p a c e s w h ile u n d e r in te n s e d e fe n s iv e p r e s s u r e . It is the
initial step of our training, which serves to activate the players from minute one.
Rondos are both fun and fundamental. But do not mistake them for frivolous drills
that kids do to warm up. This is not Monkey in the Middle where players on the
outside stand still kicking the ball around. In a Rondo, everyone without the ball is
moving, either to create Passing Angles (outside players), or eliminate Passing Angles
(inside player(s)). Too many coaches do not reap the benefits of this activity. A Rondo
is the beginning of many components of our methodology. It must activate the
cognitive process, the competence of passing and receiving, the application of
principles such as Passing Angles and Body Angles, and the character of competing,
self-regulation, cooperation, respect, dedication, and resilience when faced with
failure. It is the first and very important step in training.
We setup the difficulty level of our Rondos so players target 10 consecutive passes as
a rule of thumb. If they can consistently accomplish the target, the coach increases
the difficulty by reducing the space of the exercises or by adding a player in the middle.
For kids 12 and younger they can jump straight into playing the Rondo, which last 15
minutes for a one-hour practice. But bigger kids need to warm·up. We organize the
Rondos for the bigger kids by mixing them in with Movement exercises which work
on Mobility, Stability and Forces. Here is an example:
Rondo (4v2) (4 minutes)+ Movement (Mobility) (4 minutes)
Rondo (4v2) (4 minutes) + Movement (Stability) (4 minutes)
• Rondo (4v2) (4 minutes) + Movement (Force) (4 minutes)
21
S tu di es sh ow th at soccer players do not activate th eir bra in s un til th ey tou ch th e ball .
U sin g th e above sequ en ce preven ts in effi cien t m in dless stretch in g an d all ow s us to
get th e m ost ou t of th e ti m e spen t on prep arin g th e body fo r train in g.
S T E P 3 -P O S IT IO N P LA Y E XE R C IS E S (JdP )
P ositi on P lay E xercises look lik e R on dos, except th ey con tain on e or m ore "jok ers" in
th e m iddle ( + 1; +2). These jokers allow players to develop a more profound
understanding of the geometric aspect of the elements of Position Play: Angles, Liens,
Distance, Timing, and Situation.
For example, from a 4v2 Rondo, we can introduce a joker to transform that rondo into
a 4v2+ 1 Position Play Exercise. The central+ 1 player must look for space between the
defenders, and the external players now have options wide (right and left), deep and
internally ( + 1).
Position Play Exercises can also be constructed to simulate the different age specific
game situations. For example, a 4v3+2 simulates our 7 v 7 games using a 3-2-1
formation. A 6v3+2 Position Play Exercises, or 6v4+2, simulates our 9 v 9 games using
a 3-2-3 formation. And a 7v5+3 simulates an 11 v 11 game using a 4-3-3 formation.
The goal of each age group is to start with a simpler Position Play Exercises, and
progress through increased difficulty levels until arriving to these specific exercises
as soon as the players are able.
6'4+2 Yv5if!3
This part of the training session lasts approximately 15 to 20 minutes for a one-hour
practice, and 25 to 30 minutes for an hour and a half practice.
22
ST E P 4 - T RAI NI N G G AM E S
Training Games are the meat of our practices. They can consist of matches from lvl
to llvll and every combination in between, including unequal combinations. They
incorporate all elements of the game forcing players to make decisions and execute
skills in context. A coach can use them to incorporate dead ball practice such as
corners, throw-ins, or free kicks. Or use them to focus on certain game situations they
feel need focus, such as building out of the back or attacking on the right wing. For
example, we can use a 5 (including GK) v 3 to work on building out of the back, or 6 v
3 to allow the offense to gain confidence and become comfortable with Keeping & Move
the Ball (Principle 15). This way, when they face those circumstances during the
pressure of a real game, they can rely upon their repeated exposure to similar
situations in training. Recognition of these patterns is critical to our players' ability
to respond quickly and effectively in games.
Training Games demand concentration and they simultaneously build the behaviors
we want players to demonstrate in a game. Our players must respect their teammates
and come to terms with success and failure during these intense and competitive
small-sided games. Accordingly, these games include a scoring system with a clear
winner and loser at the end.
Training Games reinforce the elements of bail control, movement, and position play.
They also demand an applied understanding of our Principles of Play. During the
Training Games our coaches observe our players and through these small-sided games
take note of the strengths and weaknesses of our individual players and the collective
team. We restrict and manipulate training games to reinforce a particular skill or to
pinpoint certain components of our Soccer Principles we need to train.
Training Games also serve to build fitness as we monitor the space, time, and intensity
of a small-sided game. Players will build endurance and do so while they are engaged
in activities directly related to the demands of a real match.
All players enjoy Training Games. A point system is always used to create competition
and this additional motivation creates added concentration and allow players to
demonstrate what they know, what they can do, and how to behave (win or lose).
ST E P 5 - R E F LE C T IO N
After the training is over, we come together in a circle again the same as when we
started. We reflect on our Preflection topics and ask ourselves how close we came to
our better self. We also reflect on what we did well and take note of what we can
improve so we can work on it in the next training. Everything is positive.
23
W e th en reiterate again th e im portan ce of N u trition , Stu dy an d Sleep . W e rem in d th e
kids th ey need to eat 3 to 4 decen t m eals a day; sleep 10 h our s a day (9 fo r 15+); an d
keep up w ith th eir stu di es. W e also rem in d th em to alw ays be respectfu l an d have a
positive m in d set in everythin g w e do. W e rep eat th is every practice. T h e players m ay
m ak e fu n of u s an d be able to fi n ish ou r coach 's sen ten ces; bu t th at's exactly th e poin t.
T h at m ean s th e m essa ge is sti ck in g.
In su m m ary, w e ten d to over-com pli cate train in g w h en everythin g w e w an t can be
execu ted th rou gh a w ell -ch oreograph ed train in g regim en . A t ou r core, w e ask ou r
players to create trian gles an d di am on ds, based upon th e position of th e ball . If th ey
do th is qu ick ly, w e can create nu m erical advan tage an d exploit th e space w ith precise
pa ssin g. W e use R on dos, P osition P lay E xercises an d T ra in in g G am es to help ou r
players dev elop a cap acity to pu t geom etry into acti on . W e also un derestim ate th e
valu e of h avin g a cl u b·w ide train in g rou tin e. Wh en th e player un derstan ds th e
rou ti n e, th ey can fo cu s on th e learn in g. T h ey fi n d com fo rt in th e stru ctur e w h ich
all ow s practice an d th e soccer fi eld to becom e a san ctu ary fr om an y issu es th ey m ay
be h avin g off th e fi eld .
S P E C IAL N O T E O N GAM E S AND SKI L L T RAI NI N G
G AM E S
M an y cl u bs practice to play th e gam e. A t KB S C , h ow ever, th e gam e is part of ou r
train in g. It is an expression of w h at w e h ave learn ed an d a test of w h at w e still
have to learn . In th is w ay, opp on en ts are ou r alli es, not ou r en em ies. T h ey provide
us an opportu n ity to test w h at w e h ave lea rn ed an d to teach us new lesson s.
W e play to w in , bu t w e k eep it in perspective becau se w e kn ow it is all part of ou r
lon g·term develop m en t. It is n ot th e en d gam e. It is a tool to learn , assess, an d to
create a baseli n e fr om w h ich to con tin u e developin g, in dividu all y an d as a team .
A gam e is also a rew ard fo r ou r players w h o w ork h ard so th ey m ay pu t th eir
learn in g w ith in th e ulti m ate con text.
G AM E P R O T O C O L
A ccordin gly, ou r pre-gam e prep aration parall els ou r T rain in g S tru ctu re. W e start
w ith R on dos an d M ovem en t, m ove in to P osition P lay E xercises an d th en are rea dy
to play th e T rain in g G am e, w h ich in th is case is th e actu al gam e. P osition P lay
E xercise m ay in cl u de tran siti on s an d th e goali e tak in g sh ots. T h is con ti n u ity
m ak es gam es coh eren tl y part of ou r regu lar rou tin e. P layers tak e com fo rt in th is
an d grow to u n d erstan d th at w e "play th e w ay w e train ."
S Kl L L T l{A lN lN U
A s previou sly di scu ssed , w e teach ou r S occer P rin ciples togeth er sin ce th ey are
in tercon n ected w ith in th e n atura l ch aos of th e gam e of soccer. T ech n ical S k ill s,
how ever, are tau gh t in a m ore li near fa sh ion .
24
W e o r g a n i z e s k ill d e v e lo p m e n t in t o L e v e ls a n d C lu s t e r s . O u r p la y e r s p r o g r e s s
th r o u g h t h e L e v e ls b y a t t a i n in g c e r t a in p r o fi c ie n c y in th e s k ill cl u s te r o f th a t le v e l,
w h i c h m ir r o r th e w a y w e te a c h s k ill s : S im p le T e c h n iq u e to D y n a m ic T e c h n iq u e to
F u n c t io n a l T e c h n iq u e . E x p e r t is e in a s k ill is a c h ie v e d w h e n th e p la y e r a c q u ir e s
t h e fu n c t i o n a l te c h n iq u e a n d u s e s it w ith in th e c o n te x t o f o u r S o c c e r P r in c ip le s .
A c c o r d i n g ly , o u r p la y e r s a r e g ra d e d o n th e fo ll o w in g 5 ·p o in t sy s te m :
0 - C a n n o t p e r fo r m S im p l e T e c h n iq u e
1 - S i m p l e T e c h ni q u e : C a n p e r fo r m s k il l in a n is o la t e d e n v ir o n m e n t w /o
p r e s s u r e (t h e "HOW')
2 - Dynamic Technique: Can perform skill in environment with one or more
external variable w/o pressure
3 - Functional Technique (Training): Can perform the skill in training with
pressure (the "WHEN")
4 - Functional Technique (Game): Performs the skill in a game
5 - Functional Technique (Expert): Understands the "Why" by being able to
tie the technical skill to one of our Soccer Principles
Additionally, we group the skills into clusters, which eventually allows them to be
taught in a decision-making environment (Functional Technique). For example, a
player will be taught various settling techniques together: settling with time;
settling to turn left/right/180 or going forward. Once the player has passed through
the Simple Technique and Dynamic Technique steps, they are then asked to use
the correct technique in the correct situation as they train and develop (Functional
Technique). Since our Game Model is based on a possession style of soccer, the
first level of skills focusses on developing Ball Mastery, which parallels our first
Principle: Love the Ball/Dominate the Ball. Our Skill Levels become progressively
more difficult and can be found in the Appendix.
We try to dedicate our team sessions to activities which contain Cognitive and
Pattern Recognition training. But asking a player who has not acquired at least
the Simple Technique of a given skill to use it in a Cognitive and Pattern
Recognition training activity, will only serve to reinforce bad technical habits,
which will be harder to correct in the future.
If during training a player exhibits incorrect form on a skill, the first level of
coaching intervention is to pull the player aside to provide clear and concise
instruction on how to execute the skill correctly. A pertinent point or specific help
from a coach may be just what the player needs to understand how to execute the
skill. The coach provides the clear and concise instruction and then reintroduces
the player back into the team activity.
If the player continues to struggle with the technique the second level of coaching
intervention is the coach noting such technical deficiency in their Training Report
25
an d togeth er w ith our T ech n ical D ir ector, developin g a tra in in g plan so th e player
can w ork to overcom e th e defi cien cy.
T h is can tak e th e fo rm of T ech nical H om ew ork an d , or T ech nical T rain in g
S ession s. T ech n ical H om ew ork is w h en th e coach assign s th e player tech n ical
activiti es to be don e at h om e on their ow n . T h e coach en gages th e paren t in th is
process by not on ly explain in g th e proper tech n iqu e to th e player, bu t also th e
paren t. F or exam ple, a coach m ay note th at a player fa ils to P oin t his F oot D ow n
an d dribble w ith his P in ky T oe; or is not O pen in g T h eir H ips an d receivin g th e
ball w ith th eir F ar F oot in a P rofi le positi on . T h e coach rep orts this in the T rain in g
R ep ort, discu sses th e issu e w ith th e T ech n ical D irector, an d th ey design in d ivid u al
drill s to be pra cticed at hom e. T h is w ay w e m otivate ou r players to tak e tim e to
play w ith th e ball on th eir ow n , an d to learn to dom in ate th e ball in a sk ill fu l
m an n er, w h ich is criti cal to th e style of soccer w e w an t to play.
T h e coach an d T ech nical D irector m ay also organ ize T ech ni cal T ra in in g S ession s
w h ich are in di vid u al or sm all grou p train in g session s design ed to w ork on eith er
a S im ple T ech n iqu e or D yn am ic T ech n iqu e of a gi ven cl u ster of sk ill s.
26
151
III
GAM E MODEL
THE KEY BISCAYNE WAY
The Key Biscayne Way is the name of our Game Model and is an expression of the
style of soccer we want our teams to play. It is our club-wide soccer identity which
incorporates the principles our teams demonstrate in the four moments of a soccer
game: In Possession (when we have the ball); Transition Defense (when we lose the
ball); Defense (when opponent has the ball; and Transition Offense (when we recover
the ball). Each moment is broken down into its component sub-principles which in
turn contains the micro-principles needed to execute the different sub-principles.
When all stake holders understand the Key Biscayne Way, they feel more a part of
the process. Players understand the vision of the type of soccer they are trying to play.
Parents can go to a game and recognize the principles the team is trying to implement.
And coaches use it as a foundational starting point to help them structure their
sessions, and from which they work back when planning and forming tactics and
training sessions to execute those tactics.
Our Game Model, however, is not a set of dogmatic instructions on how to play. This
would limit our coaches in a negative way; not allowing them to grow and express
themselves professionally. Instead of losing their individual identity within our Game
Model, our coaches and players find themselves in their individual interpretation of
the Key Biscayne Way.
27 \52
28
\53
G A M E M O D E L
Model, or vision of how we want all our teams to play, which make game day evaluations easier
Coaches still have tactical flexibility & autonomy within the Game Model
Subprincipals & Microprincipals lead to competencies needed to accomplish Game Model, and thus training
sessions almost create themselves
~
c - C o u nter (O ff e ns ive Tra n sition)
Quick and organiz.ed co unterattack that explofts
the m iddle of the disorganized defense by
vertica lly advancing ihe ball into dangerous
positions using give and goes w ith attacking
players filling the channels with speed to cr eate a
goal sco ring opportunity wrlhin 10 seco nds, while
the rest of the learn m oves up in a block with a
pivot to pro vide support in case the counter is
stopped so a fast sw itch of play ca n create an
attacki.ng opportunity in another areas
D - Defense
A n or ganized and com pact all player defense
that const antly com m unicates and shift s in
unison to pro tect the m iddle of the field, and
dictates where the opponent plays by established
a discrete line of co nfro ntation, reducing the
space the opponent can exploit. preventing
penetration. and using the forwards to funnel the
ball wide to high pressure trigger areas to
recover the ball
r;F-;·).,,, \: ·J>i l?i"~/l~'~' ·
.?'i!'i· ,::,.-'
[;
Possession
Four
M om en ts
P - Possession
Organized quick pro gression of the ball thro ugh
the thirds, overloading the middle third and using
width and depth to unbalance the defense to
create the O pen Player and quickly advance the
Open Player through the Thirds to cr eate
Num erical Superiority in the rniddle thirc and th en
Numerical equality in the Final Third to allow for
cr eativity in the Final Third to create goal scoring
opportunities, whtle always preserving balance in
case of T umover
T- Turnover(Defensive Transition)
Immediate ball pressure and cutting-off of
passing options to (i) recover the ball, or (ii) at
least interrupt the opponent's countera ttack by
forcing a pass backwards, giving our team time
to regain our defensive shape, which is
coor dinated with constant communication
~
KBSC GAME PLAN 2020 29
IN P O S S E S S IO N
O rgan ized qu ick progression of th e ball th rou gh th e th irds, overl oadin g th e m iddle
th ird an d usin g w idth an d depth to create space an d un balan ce th e defe n se to fi n d th e
F ree P layer an d qu ick ly ad van ce th e F ree P layer th rou gh th e T h irds to create
N u m erical S u periority in th e m iddle th ird an d th en N u m erical equ ali ty in th e F in al
T h ird to all ow fo r creativity in th e F in al T h ird to create goal scorin g opp ortu n ities,
w h ile alw ays preservin g balan ce in case of T ur n over
S U B P R IN C IP L E S
1. S peedN elocity
2. F ree P layer
3. T h irds of th e F ield
4. N u m erical S u periority
5. A dvan ce F ree P layer
6. W id th & D epth
7. P ivot - C over
M IC R O P R IN C IP L E S
1. Speed/V eloeity
a. P erceive & C on ceive (Pl) before receiving ball= Speed
b. Checking Shoulder (KB Habit)
c. Play with Purpose (P12) - pass, dribble and runs - to move the
defense and Create Space (P4)
2. Free Player (unopposed offensive player in space)
a. Use Space (P4)
b. JdP elements (Angles; Lines; Distance; Timing; Situation)
c. Attack 1, 2, 3 (P6)
3. Thirds of the Field
a. Defensive Third of the Field
1. Build-out: no more than+ 1
b. Overload the Middle
1. Always at least+ 1 in Middle Third
c. Final Third
1. Don't let opponent CB's be comfortable with a 2vl all game
2. Create Attack & Zone 14 (P14)
4. Numerical Superiority(+ 1)
a. Positional Superiority (players position themselves in a way to Create
Space even without Numerical Superiority)
b. Rotate (P13) - fluid player movements (no fixed positions) whereby
players switch positions understanding various position roles
5. Advance Ball (P9) - advance Free Player
6. Width & Depth
a. Width - To Create Space and/or Switch Field
b. Depth - Playing in between the lines
7. Pivot (PlO ) - Cover
a. Provide a back pass for Switch of Field
b. Bowling-up
c. Provide #1 from Defensive Transition
\55
D E F E N S IVE T RAN S IT IO N
Im m e di a te ba ll pressu re an d cu tti n g·off of pa ssing option s to (i) recover the ball , or
(ii) a t lea st in terr u p t th e opp o n en t's cou n tera ttack by fo rcing a pass backw ards, not
ge tti n g bea t 1 v 1, and giving our team time to regain our defensive shape, which is
coordinated with constant communication
SUBPRIN CIPLES
1. Immediate ball pressure from nearest goal·side defender (PU)
2. Cutoff ball carrier's passing options (PU)
3. Cutoff the middle of field (P4)
4. Don't get beat lvl (P8)
5. Regain defensive form
6. Backside Pressure
MICRO PRINCIPLES
1. Immediate ball pressure
a. Identify our nearest goal-side ball defender
b. Shout "I GOT BALL!''
c. Principles of defending Iv I: (Be Active: Dictate; Not Passive: Wait)
1. Approaching Ball
a. Round your approach
b. Tall to small
c. Get there quick
d. Decelerate on approach
e. Distance from Opponent
f. Weight on which foot
2. Body Shape
a. Side Body Shape
b. On Toes
c. Wide Base
d. Knees bent
e. Arms for balance
f. Tackling/Poking
2. Cutoff ball carrier's passing options
a. Identify opponent's passing options
b. Identify our player closest to those options
c. Position our players to intercept passes or cover player
d. Shout "I GOT HIM/HER!"
3. Covering the Middle: Usually the #6 (P4)
4. Recover Defensive Shape
a. The rest of the team regains their defensive position
b. Rotate - in case a player is out of position
c. Players out of position run to get goal side
cl. If not the #6, a CB or goalkeeper must give verbal directions helping
to cover the risk areas
5. Backside Pressme
a. If there is a player behind the ball, try to recover
b. Either a forward, or the player who lost the ball
DEFENSE
An organized and compact all player defense that constantly communicates and shifts
in unison to protect the middle of the field, and dictates where the opponent plays by
established a discrete line of confrontation, reducing the space the opponent can
exploit, preventing penetration, and using the forwards to funnel the ball wide to high
pressure trigger areas to recover the ball.
SUBPRINCIPLES
1. Compact Block
2. Communication
:3. Line of Confrontation
4. Dictate Where Opponent Plays
5. High Pressure Trigger
MI CROPRINCIPIOS
1. Compact Block
a. Close Space
b. Shifting in unison as the ball is moved from flank to flank
c. Midfielders Track Runners & Defenders Step to Players playing
between lines
d. Rotate: Player fills-in when defender is pulled out or tracks a run
e. Handingoff when runner crosses zones
f. Weakside players must be aware of their man, but Tucking-In to
strong side
g. Protect dangerous areas (middle)
1. Always have Numerical parity or advantage in the Middle
2. Don't let players cut in from wide areas and Deny Penetration
2. Communication
a. Loud communication of who has got who
b. Loud in handing off
c. Loud identification of runners
d. Loud Organization of Lines
3. Line of Confrontation
a. Establish Line
b. Compact- If MF Line moves up, D line must do the same
Ll. Dictate Where Opponent Plays
a. Forwards funnel Ball Wide to High Pressure Area (areas 1,3,4,6)
b. Forward cuts off switching the field
c. AM cuts of middle
d. Winger Pressures wide player
5. High Pressure Triggers
a. High Pressure Areas (1,3,4,6)
b. High Pressure Events
1. l .oose touch
2. Back to goal
c. Press - Pressure/Cover/Balance
\Sl
O F F E N S I VE T R AN S I T I O N
Q u i c k a n d o r g a n iz e d c o u n t e ra t t a c k th a t e x p lo it s th e m id dl e o f th e d is o r g a n iz e d
d e fe n s e b y v e r ti c a ll y a d v a n c in g th e b a ll in t o d a n g e r o u s p o s itio n s u s in g g iv e a n d g o e s
w i t h a t t a c k i n g p l a y e r s fi lli n g t h e c h a n n e ls w it h s p e e d to c r e a t e a g o a l sc o r in g
o p p o r t u n it y w i t h in 1 0 s e c o n d s , w h ile th e r e s t o f th e te a m m o v e s u p in a b lo c k to
p r o v i d e a p iv o t a n d s u p p o r t in c a s e th e c o u n t e r is s t o p p e d s o a fa s t s w itc h o f p la y ca n
c r e a t e a n a t t a c k in g o p p o r t u n it y in a n o t h e r a r e a s
S U B P RI N C I P L E S
1. Quick and Organized Attack through Middle
2. Give and Go
3. Filling the Channels
4. l O Seconds
5. #6 and D Move up in a Block
MICRO PRINCIPLES
1. Quick and Organized Attack through Middle
a. FAST
b. Not a crazy scramble - there is a step by step plan
c. Exploit the middle, don't go wide
2. Give and Go (immediate)
a. Immediate Attack 1, 2, 3
b. Ball winner (1) immediately looks to pass the ball to start a give and go
c. Teammates in Cooperation Zone (2) make themselves available to
receive to start Give & Go
d. Third player (3) provides third man run to provide multiple Give & Goes
3. Filling the Channels
a. Attacking players not involved in Attack 1, 2, 3 immediately fill
channels to continue Attack 1, 2, 3
b. If players find themselves too close to each other
1. Utilize diagonal runs, overlaps, underlaps, or handoffs
4. 10 Seconds
a. Create goal scoring opportunity within 10 seconds ofrecovering the ball
b. If not successful, maintain possession use Pivot for fast switch of field
5. #6 and Defense Move up in a Block
a. Maintain defensive shape
b. Provide cover and balance in case ball is lost
c. If counter is stopped, use Pivot for quick switch of field,
d. CB's must bowl-up
IV
COACH DEVELOPMENT PROGRAM
A. Coaching Model
B. Coach Education Program
C. Coach Evaluations
D. Coaching Resources
It is impossible to develop great players without great coaches. As facilitators of our
players' stories, our coaches are an integral part of their development. Accordingly,
our goal is not only to be a great club in developing intelligent and skilled players of
good character. It is also to be a great club in developing high quality coaches who can
facilitate that development in our players. This is why we have created a detailed
Coach Development Program.
This is also why our management structure is different than many clubs. Most clubs
have a Director of Coaching who is responsible for all club activities. Here, at KBSC,
however, we feel that the development of coaches goes hand in hand with the
development of players, and thus we parallelly divide the management of the club into
two distinct though collaborative positions. Our Director of Coaching (DOC) is
responsible for the development of our coaches; responsible for ensuring we have the
best coaches possible. Our Technical Director (TD) is responsible for player
development; overseeing, creating, developing, running, and optimizing our Player
Development Program to ensure we develop intelligent and skilled players of good
character. In simple terms, the DOC manages "How" are coaches' coach, and the TD
manages "What" they coach.
A. COACHING MODEL
The first part of our Coach Development Program is our Coaching Model. This is our
vision of an ideal coach, which is broken into five elements. These elements serve as
the standards by which our coaches are hired, developed, and evaluated. It is the
vision of how we want our coaches to coach and reflect our community's priorities and
values. They are: Coach Buy-in. Teaching; Role Model: Communication; and
Vocation/Ambition.
1
Coach Buy-In
Here at Key Biscayne we are a "Club", in the true sense of the word. We are part of a
community with shared values working hard to do the best we can for our kids. Too
many places are less clubs, and more an ephemerally convenient amalgamation of
individual coaches who see themselves the lords of their limited soccer fiefdom. They
collect some good players and have the vision to compete at the highest of levels. The
error in that dynamic is that the players become the facilitators of the coach's
aspirations; instead of the coach being the facilitator for the players.
Another mistake is income driven enterprises that have no connection to the
community or expand well beyond their community to chase the money. That model
also fails because it flips the facilitation dynamic. Players are the facilitators of the
organization's monetary goals, instead of the organization being the facilitator of the
kids' goals.
\~o
I n c o n t r a s t , K e y B is c a y n e c o a c h e s u n d e r s t a n d o u r p la y e r fi r s t vi s io n . T h e y
u n d e r s t a n d o u r s e n s e o f c o m m u n it y . In fact, they are attracted to being part of
something that is bigger than the sum of its parts. We are a community. We are Key
Biscayne. And our coaches buy-in to that vision.
This vision includes our Player Model, Training Model, and Game Model, as well as
this Coaching Model. The reality is that our vision and philosophy is not for everyone;
and that's fine. It's kind of the point. That does not say anything bad about a coach
who disagrees, just as it does not say anything bad about us. We have strong
convictions about who we are, what we want to do, and how we do it.
Having said all this, our vision is not a strait jacket which calls for robot coaches to
execute explicit instructions. It is a vision for the style of soccer we want to play and
the best way to develop players and coaches toward that end. But its power; its
strength; is that it provides both players and coaches the foundation and flexibility to
express their individuality within that vision. That expression is what sets the great
players and coaches apart from the rest.
2
Teaching
At their core, our coaches are teachers, educators. As mentioned earlier in the Player
Model, om methodology works to develop the five personal attributes that lead to
success on and off the field: Growth lvlindset, Positive, Respectful, De dic ated, and
Responsible.
For a coach to create a Growth Mindset environment, they themselves first must have
a Growth Mindset. Our coaches are intimately aware of the things they cannot control
and the things they can control. For example, coaches and players cannot change the
weather, the state of the field, the referee or what their opponent does. We can only
change how we react to these external elements. And thus, we focus on that. We focus
on what we can change.
Our coaches also work to develop attributes such as being humble and establishing a
player-centric learning environment. What does a player-centric environment mean?
It means everything is done with the player's need in mine and not those of the coach
or the parent. It assumes the players want to learn and improve. If the player is not
learning, it is the coach who must change their teaching tactic, not the child that needs
to change. As educators, coaches must try different ways to reach different kids. We
must be flexible and change, adapt, and adjust, to reach each individual player.
Our coaches understand that kids are humans, not robots. They have things going on
that affect their behavior. Our coaches strive to make the soccer field the kids'
s a n c t u a r y . E v e n w it h , fo r e x a m p le , a b u ll y , th e a n g e r co m e s fr o m so m e w h er e else . W e
n e e d to c o n n e c t w it h th e m , in di v id u a ll y . W e a s k th e m to b e th e ir b e st se lf. T h e fi e ld
is w h e r e th e y c a n co m e to n o t b e ju d g e d ; to ju s t b e . It's th e ir sa n c tu a r y . M a n y tim e s,
it is th e w o r s t k id , th a t n e e d s u s th e m o s t .
E v e n th o u g h p la y e r -c e n tr ic m e a n s a ll d e c is io n s w e m a k e a r e fr o m th e p e r sp e ctiv e of
w h a t is b e s t fo r th e in di v id u a l k id , it d o e s n o t m e a n it is e a s y o r co d dli n g . Q u ite th e
o p p o s it e . C o a c h in g is o r ie n t e d to w a r d s p la y e r s ta k in g o w n e r s h ip o f th e ir d ev e lo p m e n t.
W e p la c e th e m in p r o g r e s s iv e ly m o r e s t r e s s fu l situ a tio n s , so th e y le a rn to solve
problems themselves.
Here we should make a special side note on two topics: yelling and intensity. Our
coaches are especially aware that if we want to train the cognitive process, we must
train the part of the brain that controls cognition: the neocortex, or the front part of
the brain. When coaches shout at a player, they risk shutting clown the neocortex and
firing up their limbic system (emotional system). This frustrates our goal of training
kids to be intelligent soccer players,
Regarding intensity, our coaches try to focus mental intensity (helping players place
attention on correct things) to facilitate their cognitive process. For example, in high
pressure environments, our coaches focus on keeping things simple, by focusing the
players on clear objectives using our Soccer Principles. This takes emotional and
physical pressure off the players. In rare occasions does a coach need to add emotional
intensity. For example, a coach may need to add emotional intensity sometimes when
facing a weaker opponent. But in high stressful situations, the coach tries to lower the
mental intensity by focusing the players on clear soccer objectives.
3
Role Model
This is self-explanatory. Coaches are role-models and need to set an example to the
players. This means not only exhibiting the five personal attributes that lead to
success on and off the field (Growth Mindset, Positive, Respectful, Dedicated, and
Responsible), but also being able to maintain discipline and control of training
eessions. Other examples are:
1. Sh owing up Early to training and games
n. Being Prepnred
m. Dressing in Coach Uniform
1v. No Cell Phone for coaches or players once practice or games start
v. Respect the Referee
4
Communication
Coaches must be good communicators, not only with their players, but also with
parents and club management. Coaches must be positive and honest with their
players by communicating instructions in a clear and concise manner. Coaches also
us club-wide Key Words so as players progress through our program they do not have
to learn new terms every year.
During the week, coaches should be able to communicate to the players and parents
the schedule and objectives for the week. During practice, the coach explicitly states
the purpose and objective of every exercise, stating clearly, and repeatedly, the Soccer
Principles and, or skill they are trying to emphasis in that activity. He or she should
also communicate how such session fits into our Game Model. As part of our coaches'
communication with management, they must file Training Reports with the DOC and
Technical Director each Friday after that week's last training.
During the weekend, the coach should establish specific goals before a game (not just
to win) and provide a positive but honest assessment afterwards. During games, the
coach should focus on being concise and coaching off-the·ball, so players on-theball
are free to make decisions and mistakes. Each Coach files a Match Report, which
addresses the above, to the DOC and Technical Director before the end of each
weekend.
5
Vocation & Ambition
People do not care what you know; they want to know that you care. Our coaches love
coaching. They develop individual relationships with each player and care about their
development. They also care about growing, learning, and developing as coaches. It is
not just a job. It is a vocation. If coaching is just a way to get a little extra money, Key
Biscayne Soccer Club is not the place for you.
\~3
B. COACH EDUCATION PROGRAM
We are committed to not only hiring great coaches, but also helping them in their
development. To this end, our Director of Coaching has an individualized coach
development and education plan for each coach in our club. This includes not only
United States Soccer Federation licenses, but non-federation courses such as United
Soccer Coaches, as well as other third-party courses.· Every competitive level coach
has attained or is on the path to earning their USSF C License, with most aspiring to
attain their B License. All our intramural coaches have the Grassroots License with
aspirations for the USSF D License. Our club provides funding to our coaches for the
registration costs of the USSF license courses and budgets for such funding on an
annual basis.
Additionally, our DOC and Technical Director hold mandatory monthly coach
meetings with all the club's coaches with each meeting having a specific topic based
on our model. The meeting contains a video presentation showing the best practices
related to the topic, as well as do's and don'ts. It also provides an open forum for
discussion and collaboration to assist coaches with obstacles they are facing and
provides them the opportunity to share challenges and best practices with their
colleagues.
C. COACH EVALUATIONS
Our coaches are evaluated based on our Coaching Model using the Coach Evaluation
Form found in the Appendix. However, the evaluation process is less about critiquing
our coaches and more about creating a formalized self-assessment program combined
with a peer-feedback program to allow for on-going learning and development of our
coaches.
We have regular weekly meetings of full-time technical staff to review, discuss, and
assess technical topics and the success of current training sessions, methodologies,
and plans. Along with the above-mentioned monthly coach meeting, our technical staff
regularly film our coaches' training sessions and conduct semesterly small group or
one-on-one coach training sessions to review the videos of training sessions and
games, as well as to discuss best practices and challenges faced by our coaches. Our
club also has a coaching mentoring program allowing young staff the opportunity to
observe and learn from senior staff within the training and competition environment.
D. COACHING RESOURCES
Our coaches are provided the following resources to assist in their professional
development and growth:
1. Monthly Coaching Staff Meetings
2. Semester Coach Training Meetings
3 . P h y sica l L ib rary : coa ch es ca n ch eck ·o u t bo o k s
4 . O n li n e L ib ra ry: on li n e li b ra ry of m a terial rela ted to coach in g m eth o d ology ,
train in g session s, sp orts psy ch ology , etc.:
a. B o ok s
b . V id eo s of T rain in g Session s
c. Ar ticl es
5. P odcasts: A ccess to v ariou s co a ch in g rela ted pod ca sts su ch as:
a. T h e S p orts P sy ch Sh o w b y D a n A b ra h a m s
b. Y ou th S o ccer C oa ch in g P layer D ev elo p m en t P o d ca st (M P F C )
c. T h e C o ach in g Jou rn ey
d . 3F ou r3
6 . R ep o rts: co a ch es are req u ired to fi le th e fo ll ow in g reg u la r rep orts w ith th e
D O C an d T ech n ical D irecto r:
a. T ra in in g R ep ort: d u e F rid ay ev en in g ev ery w eek (on e per
tra in in g session)
b . G a m e R ep ort: po st-m atch wr itten ev alu ation s, du e S u n d a y
ev en in g after all w eek en d ga m es are p lay ed , identify in g areas o f
stren g th an d w eakn ess, an d areas fo r fu tur e fo cu s and tra in ing
em ph asis ( on e p er g am e)
c. M id d le o f th e year P layer E v alu atio n : du e in ea rl y Ja n u ary to assist
play ers in id entify in g areas o f stren gt h an d w eakn ess, esp eciall y in
techn ical areas, an d areas fo r fu ture tra in in g fo cu s.
d . E n d of th e yea r P lay er E v alu a tio n s: du e by th e 15 th of
M a y, to assist players in id en tify in g areas of stren g th an d w eakn ess
e.P layer M a n u a l: ea ch pla y er sh all receiv e a P lay er M a n u a l at th e
sta rt of th e sea so n . T h is m a n u a l con tain s m a n y of th e sa m e
m a teria l co n ta in ed in th is G a m e M o d el, b u t also in cl u d es
sp ecifi c in fo rm a tio n fo r in d ivid u a l tea m s an d pla y ers. F or
ex a m p le, it in cl u d es P o sitio n P ro fil es, w h ich are p rep a red by
ea ch co a ch an d are d u e on A u gu st 1st, to all ow fo r th e
prep a ra tio n of th e P lay er M a n u al.
l~5
V
P L AY E R D E V E L O P M E N T
P R O G R AM
N o player is stron g at everyth in g. R arely do w e see fu ll y com plete players at th e you th
level. T h is is w h y th e m ain goal of our player developm en t program is to iden tify th e
stren gth s an d w eak n esses of each in dividu al player; an d th en dev elop th e player by
im provin g th eir stren gth s w h il e raisin g th e w eak n esses to a level w h ereby th ey can n ot
be exploited by oppon en ts.
T h ou gh our program s apply gen erall y to age grou ps, th e developm en t m odel w ith in
th e progra m is not necessaril y age specifi c. A ge is a fa ctor, bu t it is not th e on ly fa ctor.
T h e ch ild's ph ysical an d psych ological m atu rity as w ell as th eir soccer experien ce are
m ore im portan t fa ctors. T h is all ow s fo r a m ore positive en viron m en t fo r kids w h o start
playin g soccer at a later age. Ju st becau se tw o players are 12 does not m ean th ey are
at th e sam e soccer level. W ith P rogressivity as on e of ou r m ain teach in g ten an ts, w e
have a program th at is appli cable to an y kid startin g to play soccer at any age, an d
progressively ch all en ges th em by providin g ach ievable ch all en ges w h ich becom e
progressively m ore di fficult. T h is provides a developm en t pa th w ay an d opportu nity
fo r any kid to fa ll in love w ith th e gam e, no m atter th eir startin g age. H eck , th is
program can also app ly to you if you ju st started soccer at 25.
B AL L MAS T E RY
E veryth in g starts w ith B all M astery! Y ou can n ot play our style of soccer w ith ou t fi rst
desirin g to keep th e ball , lovin g th e ball , an d m asterin g th e ball . T h is is w h y ou r S occer
P rinciple #1 is "L ove th e B all , M aster th e B all ".
A ccordi n gly, ou r fi rst level of developm en t fo cu sses on developin g th at love of th e ball .
T h is progra m is all abou t in creasin g P articipation an d R ai sin g th e F loor by developin g
in di vid u al ball m astery. P articipation m ean s everyon e plays an d no on e is left behi n d .
R aisin g th e F loor bu il ds on th at w ith coach es payin g parti cu lar atten tion to helpin g
kids on th e low er en d of th e sk ill sp ectru m , so even th ose kids feel th at th ey are tru e
soccer players.
T h is program appli es to ou r P eeW ee level kids as w ell as players w h o are relatively
new to th e gam e. T h e prim ary goal is to have players learn to con trol th e ball an d ju st
h ave fu n w ith it. T h ey develop an inti m ate relation sh ip w ith th e ball an d becom e
players w h o w an t th e ball; w h o love th e ball ; w h o protect th e ball , an d jealou sly fi gh t
to keep th e ball . T o ach ieve th at, w e m u st start by m ak ing th e ball th eir fa vorite toy,
th eir best fr ien d . It is th e fo u n dation fo r grow in g th e love of th e gam e an d ult im ately
fo r playin g our style of soccer.
A t th is level w e en cour age paren ts to have several ball s lyin g arou n d th e hou se an d
to all ow th eir kids to play in th e hou se. T h e hom e is the perfect en viron m en t fo r th is
stage of developm en t becau se it fo rces th e ch ild playi n g w ith th e ball to con trol th e
ball w ith in a fi xed , con stra in ed area. It also does not all ow th e ch il d to sh oot, w h ich is
\leJ1
a s k i ll t h a t c a n b e d e v e l o p e d la t e r , b u t is a h u g e t e m p t a t io n fo r k id s to d o w h e n e v e r
t h e y g e t o n t o a fi e l d .
T h e a c t iv i t i e s a t t h i s le v e l a r e s t r ic t ly "O n e P l a y e r , O n e B a ll ". E v e r y p l a y e r h a s th e ir
b a ll a n d h a s t h e o p p o r t u n i t y to d e v e l o p t h a t a ll -i m p o r t a n t in t im a t e r e la t io n s h ip w it h
t h a t b a ll . T h e y u s e t h e b o t t o m o f t h e i r to e s to le a rn t o s t e p a n d m a n ip u la t e th e b a ll .
A c t i v i ti e s lik e n o r m a l m a t c h e n v ir o n m e n t s in w h i c h k id s c o m p e t e fo r a b a ll is n o t th e
fo c u s a t t h i s le v e l b e c a u s e t h e y fr u s t r a t e t h e d e v e l o p m e n t o f a n in t im a t e r e l a t io n s h ip
b e t w e e n a c h il d a n d t h e i r b a ll.
H a v i n g s a i d t h a t , t h e r e a r e a c t i vi t i e s t h a t a d d c o m p e ti ti v e n e s s a s a p la y e r p ro g r e s s e s
t h r o u g h t h i s l e v e l; b u t th e te n a n t o f "O n e P l a y e r , O n e B a ll " r e m a in s . F o r e x a m p le , th e
b e l o w a c t i v i t y "B r e a k o u t ", is a s q u a r e w i t h "g a t e s " o n th e c o rn e r s w i t h t h r e e g a t e
p r o t e c t o r s p r e v e n t i n g t h e in n e r p l a y e r fr o m b r e a k i n g o u t o f th e s q u a r e th r o u g h o n e o f
t h e g a t e s . In this activity all the players, the protectors and the one breaking out, have
a ball and can only move with their ball.
Typical soccer games are also eschewed in this program because they cater to the best
players and thus frustrate the ideals of Participation and Raising the Floor. At this
level, instead of being about raising the ceiling and focusing on the super talented
kids, we are spreading the game and raising the floor.
Soccer development is not linear, and nearly impossible to predict at this age. That is
why it is important that we make our programming at this introductory level about
every child. Even the worst player in this program by the time they are 15 or 16 years
old can develop to be the best player in his or her age group. But if he is ignored at the
beginning, due to his skills being behind the level of his classmates, chances are he
leaves the game, and we never get to see that development.
PROGRAM S
Within our player development program, we have four current soccer programs:
Pee Wee; Pre-Academy; Junior Academy and Competitive.
PEEWEE
Our Pee Wee Program is for kids 3 to 5 years old. The focus of the program is Ball
Mastery, which is Level 1 of our Player Development Model". As mentioned above,
this program is all about increasing Participation and Raising the Floor by developing
individual ball mastery. Coaches pay close attention to kids on the lower end of the
skill spectrum, so every child can feel like a true soccer player.
PRE-ACADEMY (Intramural)
Our Pre-Academy Program is for kids 6 to 9 years old and builds on the PeeWee
Program by continuing to focus on Ball Mastery, Participation and Raising the Floor.
It also begins to incorporate basic skills that allow a player to participate in basic
Rondo exercises. This would be Level 1 and Level 2 of our Player Development Model.
While Level 1 is 100% Ball Mastery, Level 2 is approximately 70% Ball Mastery and
30% basic skills and Soccer Principles. This program is the core of our Competitive
Program preparation which aims for 8-year-old players (U9) to be at Level 3, 10-year
old players (Ul 1) to be at Level 5, and 12-year-old players (U13) to be at level 7, of our
Player Development Model.
JUNIOR ACADEMY
Our Junior Academy Program is for kids
aged 10 and older and has Dual Parallel
Purposes. The first purpose is to provide
a Pathway to our Competitive Program
for kids who started playing soccer later,
or who need an extra technical bump to
play at the competitive level.
The second parallel purpose is to provide an Alternative Soccer Team Environment
for players who are not able to make the commitment required to play in the
Competitive Program.
We simultaneously accomplish our dual intents by progressing Junior Academy
players through the levels of our Player Development Model within the environment
of our unique Junior Academy League. Our Junior Academy League is a small-sided
intramural league with an Apertura (September to December) and Clausura
(February to May) championship, and also provides the opportunity to go to two
outside tournaments a year. Ten to 12-year-old players play 4v4 and 13 and older
players play 5v5.
7 which can be found in the Appendix
C O M P E T I T I VE
O u r C o m p e t it iv e P r o g r a m fi e l d s b o y s ' a n d g irl s ' te a m s fr o m U 9 to U19. Each age group
has a first team, referred to as Elite, and may have reserve teams designated Blue
and White.
All teams train at least three times a week. From U9 to U14 the first teams practice
next to the reserve teams. However, at the older ages (U15+) we try to have the first
teams of different ages train together to allow them to compete against each other.
Players are afforded written annual evaluations in May to assist them in identifying
areas of strength and weakness. Players are also evaluated mid-year, in January, to
assist players in identifying areas of strength and weakness, especially in technical
areas, and areas for future training focus. During the season, coaches provide the full
time staff weekly training and match reports which also identify areas of strength and
weakness for future focus and training emphasis.
Our Elite Prospect Program (EPP) is for those special players and allows them to play
in older age groups (maximum of two age groups). Players are first identified as a
potential EPP Candidate by their coach. The coach then communicates this to our
Club's Technical Director who then observes the player in practice and games. If the
Technical Director determines that the player is at the EPP Candidate level, he and
the coach meet with the player and parents to discuss the EPP Candidate Process.
This process entails a two (2) month evaluation period during which the player
participates in practices with the older team, and eventually games, if merited. At the
conclusion of the Candidate Process, if the player is found to be at the EPP level, the
Technical Director invites to the player to join the EPP and plays with the older team.
All our teams play in leagues and tournaments commensurate with their level. But
the goal of each is slightly different. Our club goal for each team is for them to finish
in the middle of the league standings, thus ensuring that the team is being sufficiently
tested during the year. If a team wins the league, the following year that team should
aim to play in a more competitive league. Tournaments are also development tools,
but the objective of tournaments is more competitive in nature.
Coaches in our Competitive Program are assisted by our Team Manager Program.
Each team has an assigned Team Manager, or Co-Team Managers who assist the
coach in team communication, logistics and administrative duties. Our Team
Manager Program Policies are stated in more detail below in Chapter VII, Club
Policies.
Tryouts for our competitive teams are held in May of each year and are held over two
or three days. Tryouts consist of two phases: Drills, and Small Sided Games. Drills
consist of timed shuttle runs and sprints, as well as soccer specific drills. The small
sided gam es con sist of eith er 4v4 or 5v5 gam es, dep en di n g on th e age, an d do not
in cl u d e goali es. Wh il e goali es perfo rm th e D rill s w ith th e oth er players, bu t du rin g
th e S m all Sided G am es they have th eir ow n goali e specifi c activities.
R egardin g goali es, here at KB S C w e
h ave a dedi cated E li te G oalk eeper
Academy designed to develop each
individual player, providing them
individualized goalkeeper training
sessions available five days a week,
which also allows them to train with
their team to become proficient with
their feet. The focus of this program
is to create modern, well-rounded
Elite Goalkeeper
Academy
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keepers and to put them in position
to earn college scholarships. There is no better place for a goalkeeper to reach their
maximum potential.
KBSC is also one of the few youth soccer clubs in America with a dedicated Sports
Psychology program. This program is not just for our players; it is also for parents,
and coaches. We work with renown sports psychologist Dan Abrahams, who has
worked with Champions League level soccer players, to provide KBSC players,
parents and coaches a simple, practical, and impactful program that provides fast
acting and game changing sports psychology techniques. These techniques help our
players, parents, and coaches with the mental side of the game; and is yet another
way our club aims to leave a mark on our players lives, well beyond soccer.
At the beginning of each season, each competitive player is provided a Player Manual.
This manual contains much of the same material as this Game Model, but also
includes their coach's specific Position Profiles, as well as pages for them to take notes
on their progress related to Skills, Habits, Soccer Principles and the Player Sports
Psychology Program. Players are expected to bring their Player Manuals to practice
and to have them available to reflect on their training and games.
171
VI
CLU B MAN A G EM EN T
B O AR D O F D IR E C T O R S
T h e C lub is m an aged by its B oard of D irectors w h ich h as delegated th e day to day
m an agem en t of th e C lu b to its O ffi cers: T h e P residen t an d V ice P residen t, w h o
su p ervise th e C lu b's M an agers.
O F F IC E R S
President. The President is responsible for the general management, supervision,
direction, and control of the business of the Club. Specifically, the President is
responsible for the Club's Business Operations, including finance, human
resources, administration, marketing, sponsors, procurement, etc.
Vice Preside nt. The Vice President reports directly to the President and is in
charge of Soccer Operations, including establishing, supervising and
implementing the Club's game model, development model, and club manual, as
well as the Club's strategic soccer vision, which includes league and tournament
participation, government relations, and affiliations. Presently, being an
immediate Club priority, the VP is also taking a more hands-on role in the growth
of the Club's girls' program.
MANAGERS
A successful soccer club cannot develop great players without first developing great
coaches. Without a strong coach development program, the development of players
will be disjointed and hit or miss. For this reason, we have two major soccer
management roles. The Director of Coaching, who is responsible for coach
development; and the Technical Director, who is responsible for player development.
Dfrectoi-s of Coaching: ('DOC")
The Club has two DOCs who report to the Club's Officers: one for the Intramural
Program and another for the Competitive Program.
Intramural DOC The Intramural DOC is responsible for the general
management and administration of the Club's intramural programs, as well as
the development of the intramural coaches.
Competitive DOC The Competitive Program's DOC is responsible for creating,
developing, running, and optimizing KBSC's Coaching Development Program,
with the goal of developing great coaches. The position focuses one "How" our
coaches' coach. Together with the Club's Vice President, the DOC assists in the
design of the club's Coaching Model.
The DOC supports our coaches by providing them a pathway for growth and
development. Coaching is tough; and it is especially tough when the coach is
doing it alone on an island, while also juggling a primary job, a boss, their
\73
fa m il y , p l a y e r s ' p a r e n t s a n d b a la n c in g e a c h p la y e r 's te c h n ic a l, ta c tic a l,
p h y s i o l o gi c a l , a n d p s y c h o lo g ic a l s t a t u s a n d d e v e lo p m e n t .
T h e D O C a s s is t s t h e C lu b P r e s id e n t w it h th e id e n t ifi c a tio n , h ir in g a n d
a s s i g n m e n t o f c o a c h in g c a n d id a te s . H e , o r s h e is r e s p o n s ib le fo r s u p p o r ti n g
c o a c h e s w i t h a li b r a r y o f te a c h in g to o ls to h e lp th e m g r o w in th e ir p r o fe s s io n ,
d e s i g n i n g in d iv id u a li z e d c o a c h e d u c a ti o n p la n s , a s w e ll a s th e m a n a g e m e n t
a n d e v a l u a t io n o f th e c o a c h e s .
T h e D O C w ill b e a c t iv e ly in v o lv e d in c o a c h in g n e t w o r k s a n d o r g a n iz a tio n s , a n d
in n a t i o n a l t a le n t id e n ti fi c a t io n a n d d e v e lo p m e n t p r o g r a m s . H e , o r s h e is
p r e s e n t a t t ra in in g fi v e d a y s a w e e k , tw o s e s s io n s a d a y , a n d d u r in g w e e k e n d
g a m e s . T h e D O C a ls o m a n a g e s th e T e a m M a n a g e r P r o g r a m , fi e ld c o o r di n a tio n
a n d a s s i s t s th e R e g is t r a r w it h le a g u e , te a m & p la y e r r e g is tr a tio n s .
Technical Dfrector
The Technical Director ("TD") is responsible for "What" the coaches' coach. The TD
is in charge of creating, developing, running, and optimizing KBSC's Player
Development Program with the goal of developing each player to be the best soccer
player they can be. The TD is responsible for developing technical, tactical,
physiological and psychological age specific player development levels and
benchmarks; designing an age and moment specific training activity library;
developing semesterly training programs for each team; and monitoring training
and game reports in case adjustments to the training program are merited.
Also, the Technical Director will be actively involved in coaching networks and
organizations, and in national talent identification and development programs.
He, or she will be present at training sessions with the same frequency as the
DOC, to evaluate the efficacy of training activities, as well as the quality of their
implementation. The TD will monitor individual player progress, together with
the individual coaches, attend weekend games, oversee player movement
decisions, and make the ultimate selection of players in the Elite Prospect
Program. Finally, the Technical Director assists the Vice President with the
development of KBSC's Game Model and will assist the Registrar with league,
team & player registrations.
Regisfrar
The registrar is an administrative position assisting the Club's President in the
management of the club's information technology infrastructure, database,
website, and communication strategy, as well as responsible for league, team &
player registrations.
VI I
CL UB POLICIES & PROGRAM S
A. Code of Ethics
B. Coaches
C. Evaluations
D. Tryouts
E. Training Policies
F. Team Manager Program
A. C O D E O F E T H I C S
1. P LA Y E R S
a . E x p e c t a t io n s : P la y e r s a r e e x p e c t e d to
• S h o w u p d r e s s e d a n d r e a d y fo r p r a c tic e 5 m in u t e s e a rl y
• S h o w u p d r e s s e d a n d r e a d y fo r a g a m e 4 5 o r 6 0 m in u te s p r io r to th e
s t a r t o f th e g a m e , b a s e d o n c o a c h 's r e q u e s t
• B r in g th e i r P la y e r M a n u a l a n d W a te r B o t tl e to g a m e s a n d p ra c ti c e
• B r in g H o m e a n d A w a y u n ifo r m s to a ll g a m e s
• C o m m it to o u r G a m e M o d e l
b . C o d e o f E t h ic s :
1. E n c o u r a g e g o o d s p o r t s m a n s h ip b y d e m o n s t r a tin g p o s itiv e s u p p o r t fo r
a ll p l a y e r s , c o a c h e s , a n d o ffic ia ls a t e v e r y g a m e , p r a c tic e , o r o th e r y o u th
s p o r t s e v e n t .
2 . P la y to w in b u t p l a c e th e e m o ti o n a l a n d p h y s ic a l w e ll ·b e in g o f m y s e lf
a n d te a m m a t e s c h il d a h e a d o f m y p e r s o n a l d e s ir e to w in .
3 . N o t h a ra s s , ta u n t , in t im id a t e , o r v e r b a ll y a b u s e a n y o ffi c ia ls , co a c h e s ,
a n d p la y e r s .
4 . E n c o ur a g e m y te a m m a t e s , in cl u di n g tim e s w h e n th e y m ak e m is ta k e s ;
a n d n o t c r it ic iz e th e m , b u t in s t e a d o ffe r p o s iti v e c o n s t r u c ti v e s u p p o r t.
5 . N o t s e n d a n y e m a ils , v o ic e m a il s , te x t s o r o t h e r s o c ia l m e d ia m e s s a g e s
o r p o s t s , w h i c h d is r e s p e c t c o a c h e s , te a m m a te s , e tc .
6 . M a k e a ll c o m p la in t s r e s p e c t fu ll y & p r iv a t e ly w ith m y co a c h a n d/o r th e
t e c h n ic a l s t a ff.
7 . S u p p o r t c o a c h e s a n d o ffi c ia ls to e n c o u r a g e a p o s itiv e a n d e n jo y a b le
e x p e r ie n c e fo r a ll .
8 . P a r t ic ip a t e in t h e s p o r t s p s y c h o lo g y p r o g ra m if a v a il a b le to m y te a m .
9 . D e m a n d a s p o r t s e n v ir o n m e n t fr e e fr o m d r u g s , to b a c c o a n d a lc o h o l a n d
w ill r e fr a in fr o m th e ir u s e .
10 . T r e a t o t h e r p la y e r s , c o a c h e s , fa n s a n d o ffi c ia ls w ith re s p e c t re g a r d le s s
o f r a c e , s e x , c r e e d o r a b ili ty .
11 . N o t c h e e r w h e n a n o p p o s in g te a m 's p la y e r m a k e s a m is t a k e .
1 2 . N o t c h e a t o r e n g a g e in a n y fo r m o f u n e t h ic al b e h a v io r .
1 3 . A b id e b y a n y ru li n g s m a d e b y th e di s c ip li n a r y c o m m itte e re g a r di n g
v io la ti o n s .
2. P AR E N T S
a. E xpectation s: P aren ts ar e expected to en su re th at th eir ch ild
• Sh ow up dressed an d ready fo r practice 5 minutes early
• Show up dressed and ready for a game 45 or 60 minutes prior to the
start of the game, based on coach's request
• Bring their Player Manual and Water Bottle to games and practice
• Bring Home and Away uniforms to all games
• Commit to our Game Model
• Submit an end of the year anonymous survey
b. Code of Ethics:
1. Provide positive support, care, and encouragement for my child playing
in KBSC.
2. Encourage good sportsmanship by demonstrating positive support for
all players, coaches, and officials at every game, practice or oth event.
3. Place the emotional and physical well-being of my child ahead of my
personal desire to win.
4. Not harass, taunt, intimidate, or verbally abuse any officials, coaches,
players, or other parents.
5. Not coach my child or interfere in any way with the coach's decisions.
6. Focus on the "I love watching you play" model.
7. Always encourage my child, including times when they make mistakes;
I will never criticize my child in front of anyone.
8. Not send any emails, voicemails, or have verbal communication with
my coach, Program Director, or other parents that harasses, and /or
shows disrespect to coaches or Program Director; all complaints must
be dealt respectfully & privately with the Coach and/or the Program
Director.
9. Support coaches and officials working with my child, to encourage a
positive and enjoyable experience for all.
10. Participate in the sports psychology program if available to my kid's
team.
11. Demand a sports environment for my child that is free from drugs,
tobacco and alcohol.
12. Ask my child to treat other players, coaches, fans and officials with
respect regardless of race, sex, creed or ability.
13. Help my child enjoy the youth sports experience by doing whatever I
can, such as being a respectful fan, assisting with coaching, serving as
team parent, or providing transportation.
14. Not cheer when an opposing team's player makes a mistake; I will also
not distract, criticize, or intimidate the other team's players.
15. Not cheat or engage in any form of unethical behavior
16. Not engage with referee, or another team's parents or players
17. Abide by any rulings made by the Disciplinary Committee regarding
violations of the terms of this Agreement.
3 . C O A C H E S
a . E x p e c t a t io n s : C o a c h e s a r e e x p e c t e d to
• S h o w u p d r e s s e d a n d r e a d y fo r p r a c t ic e a n d h a v e th e fi e ld s e t u p 5
m i n u t e s b e fo r e s t a r t tim e
• S h o w u p d r e s s e d a n d r e a d y fo r a g a m e 4 5 o r 6 0 m i n u t e s p r io r to th e
s t a r t o f t h e g a m e , b a s e d o n a g e g r o u p
• P r e p a r e T r a i n i n g P l a n p r i o r to p r a c t ic e
• F ill -o u t t h e T ra i n i n g P la n t h e s a m e d a y o f th e tra in in g s e s s io n to a s s is t
p la y e r s in id e n tify in g a r e a s o f s tr e n g th a n d w e a kn e s s , e s p e c ia ll y in te c hn ic a l
a r e a s , a n d a r e a s fo r fu tur e tra in in g fo c u s
• P r e p a r e G a m e R e p o r t p r io r t o t h e g a m e
• F ill -o u t t h e G a m e R e p o r t t h e s a m e d a y a n d p r io r t o n e x t g a m e if
m u l t ip l e g a m e s o n t h e s a m e d a y , id e n tify in g ar e a s o f s tr e n g th an d
w e a kn e s s , a n d a r e a s fo r fu tu r e fo c u s a n d tra in in g e m p h a s is .
• P r o v id e e x p li c it , cl e a r o b je c t iv e s t o p l a y e r s r e g a r d in g th e S o c c e r
P r i n c ip l e s b e i n g e m p h a s i z e d in a n e x e r c is e
• H a v e P o s i t io n P r o fil e s fi n a li z e d fo r e a c h p o s i ti o n p r io r to t h e s t a r t o f th e
s e a s o n
• C o n d u c t p la y e r e v a lu a t io n s a s r e q u e s t e d b y th e te c h n ic a l s t a ff to a s s is t
p la y e r s in id e n tify in g a r e a s o f s t r e n g th a n d w e a k n e s s .
• C o m m i t t o o u r T ra in in g , T e a c h i n g a n d G a m e M o d e l
• P a r t ic ip a t e in c o a c h e d u c a t io n a n d cl u b m e e t in g s
• B e a p o s it iv e in fl u e n c e in b u i ld in g th e p l a y e r s u p
b . C o d e o f E t h ic s :
1. Adopt Player Frist model and club-wide development vision
2. Encourage good sportsmanship by demonstrating positive support for
all players, coaches, and officials at every game, practice, or other youth
sports event.
3. Play to w in but place the emotional and physical well-being of the
players ahead of desire to win.
4. Not harass, taunt, intimidate, or verbally abuse any officials, coaches,
and players.
5. Encourage my players, including times when they make mistakes; and
not criticize them, but instead offer positive constructive support.
6. Not send any emails, voicemails, texts or other social media messages
or posts, which disrespect coaches, teammates, etc.
7. Support technical staff and officials to encourage a positive and
enjoyable experience for all.
8. Participate in the sports psychology program if available to my team.
9. Demand a sports environment free from drugs, tobacco and alcohol and
will refrain from their use.
10. Treat other players, coaches, fans and officials with respect regardless
of race, sex, creed or ability.
11. Not cheer when an opposing team's player makes a mistake.
12. Not cheat or engage in any form of unethical behavior.
1 3 . A b i d e b y a n y r u li n g s m a d e b y th e d is c ip li n a r y c o m m itt e e re g a r di n g
v i o l a t io n s .
B . C O A C H E S
l. COACH REIMBURSEMENT POLICY
a. Tournaments
b. League Games
l. COACHING EDUCATION
a. USSF License
b. Third Party Course
c. Monthly Coach Meetings
C. EVALUATIONS
l. PLAYER EVALUATIONS
2. COACH EVALUATIONS
D. TRYOUTS
E. TRAINING POLICY
l. Minimum training·to·game ratio of 3:1 for teams at U-9 and U-12, with trainings
lasting:
a. 60 minutes for U-9 and UlO
b. 75 minutes for Ul 1 and U12
2. Minimum training·to·game ratio of 4:1 for teams U-13 and above, with trainings
lasting:
a. 90 minutes for U13 to Ul5
b. 105 minutes for U16 and above
3. Teams at U13 and older shall train with at least half of a full-sized field per team,
and at least two portable goals per team, and at least one ball per player.
4. All teams have standard training uniforms.
5. Our elite younger age group teams also have the opportunity to train against older
teams.
6. Parental presence is also limit at trainings to create a professional educational
environment.
F. TEAM MANAGER PROGRAM
VI II
AP P E N D IX
VI II
AP P E ND IX
TABLE OF CONTENTS
Training Plan Template
Game Plan Template
Position Profile Template
Player Evaluation Form
Coach Evaluation Form
Skill Development Levels
Team Manager Fee Log
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T r a in in g P la n T e m p la te
T RA IN U~·G ~ - - - ..
~
PIAN Coach~ lJialJ'l: -
bate: L,ocatfom
Attendance L= late A=notlced absence O=absent w/o notice
·-·-·--· .. ·-·--· .. ·-·-· .. ,- ... - ... ....... i .... - ............................................ , . ...... i ..................................... r-····· .............. , .. ,- ....... , .................... ...,. ......
I ............................................ t ...... ··-·-·--·-·-·-····-· ... - ... ,_._,_.,, .. ·-···· ............................................... ,t .. ·-··· ····-·-· .. ·-···· .. ,···-·-·-· ... - .......... ·-·-· , .. , .. , .. , .. ,.,, .. ,.,.,,,, .. , ..... , .. , .. ,,.,,., .. ,4,,,u .. , i ........................ , ............ , ............. , .. , ......................................... , .. , , ............................................... !" ... , ...
! !
RONOO(sr& Activation .,. Preflection: Training-Protocal Key Words
Planned Executed all principals are linked & taught 1 Priming/ Scan
together, but is there one, or a - Preflection Hips Open
skill, you want to bring to the -
2 Rondo Far Foot
forefront of the practice? - 3 JdP Both Feet - 4 Training Game Create Angles
5 Reflection
Movements x3 Relationship
Rondo I Clase Space
Notes ---------------- -
fiosmoN PLAY EXE~CISE (JdP) Notes I
Planned· Executed ---------
- ---
-----------------------
TRAINING ~AME Notes. I
Planned EKecuted --
-------------
-------------·-
REFLECTION
Did team or players progress w/ Preflection topic?
What did team do well?
What did team do poorly?
Does a player need attention on a certain skill?
Notes: --------------------------------
----------------------------- --
G a m e R e p o r ts T e m p la te
GAME REP,ORT
Date: Opponent:
Training Week Preflection
topics:
Games are a step In player development, notthe culmination.
Priming:
Prefiection:
Circle together and take mindful breaths and imagine our best selves. Imagine receiving with
correct body angle, furthest foot, passing with weak foot, spreading out on attack and then using
space. On D rstaylng compact and eliminating space
establish and comm unicate clear objectives, which are based on training week preflection,
not merely winning
Starting Line-up Planned Subsitution Planned Subsitution Planned Subsitution
Pas Player Time Player Time Player Time Player
GK I I I I LB .... j-----·-·----·-··----·-·-·-··--- ----·-j-······---·--·-····---·--· .. ---···+--···--··--····---·--· ·-----+··-··---·
- .. - .. ·'-------•---·-, ......... _.,,.,, ... _ ... , .. .. ,_.L, ,.,,,,_, .. ,.,, .. __ ,__ ·--•·--··'----•-•-·------·-·-----·-·- ,,,_ .. ,_, .. ,J._, , __ , ,. __
CB I I I I . . .. J---·-··-····---···----·-·-··---- ··-----~·-····-····--·-····---····· ·-----·-l.-----·----····--+--··--1---•------··----····- C B I I ' I RB ··t---··-··------·-····--·---- .. , ---····,··-··-----·-····---·-- ,. ·-···t-----·----·-··---·-- ·-----· i ·-·-··--··-·--·--·-··--
CM I I I 1 . . . ... ,1-----·-·----- .. ,------·----- ·-----·1-·--·---- .. -·-·-··---·· ·---···+---------···-------·+-·-····--· ---- CM I I • I - _ , .. , _ , ,_, .. , .. , .,. , , _ _ .. ,., _,_ .. ,_,_ -, .. --··· ·------·---
IAM ~----·-·-··-··--·------·------ -----·~·-··----·--------·-- ·---·-···+----·-----·-- --------!----·----·--··---·--- LW I I I I ' ··1·---·--·-----···----··-··---·- --····r······-----····---· 1 ·-···-t------·---··---·-- ·----···r-----·---···-··-- R w I I • I
ST I I ·-----.---··--·--·-·-·----·-- I
Substitutes
Player Position(s)
GAME OBJEC!TIVE(S): ---------------- .. ~-;;,---- .. ,
1--------··---··-···"-----·-·------ ........ .__ .. , ., .. , , __ ., ... . · ..
~-----~------·-·----·-· .. ----·--·-·-·--· ..
I-•--------·-·-----·-··--·-···---·--·-- -----------·-----·--·---·--···-·-·---
SCORE AT HALFTIME: FINAL SCORE:
REFLEc;TION
Did team or players pro gress w/ Preflection Focus?
W hat did team do well?
W hat did team do poorly?
Does a player need special attention on a certain skill?
Keys: Body Angle; Far Foot; Passing Angles; Both Feet; Scanning; Creating & Using Space; Closing Space
Notes:
1~3
P o s itio n P r o fi le S a m p le
PO SITIO N : LEFT Fl.J LlliACK (LB) PO SITI ON: LEFT FULLBACK {LBJ
Heatm ap Heatm ap
O ffe nse Defense
16 17 18 16 17 18
15 13 14 15
12 12
9 9
6 6
1 2 3 3
PO SITI O N :
B 'Id" ~ th k
LEFT FULLBACK (LB)
Position Roles
based on ball location
:DEFENDING-
UI ml!· ro,n e aae
left I Pro vide w idth (zo ne 7)
Center I Pro vide w idth (zone 7)
Ri~ht I Pro vide w idth (Zone 7) but tuck in a litt le
w hile rem aining in Zone 7
f'ossession in Middle 3rd ..
left I Pro vide w idth; look fo r overlaps w ith LW
look fo r G&G; LB or LW m ust pro vide balance
Center I Provide w idth; look for overlaps w ith LW
look fo r G&G; LB or LW m ust pro vide balance
Right I Provide w idth (Zone 7) but tuck in a litt le
w hile rem aining in Zone 7
Final 3rd
left I Provide w idth; look fo r overlaps w ith lW
loo k fo r G&G; LB or LW m ust pro vide balance
Center I Provide w idth; look fo r overlaps w ith LW
loo k fo r G&G; LB or LW m ust provide balance
Right I Pro vide w idth; Zone J0,.but slightly tucked in
LB or LW m ust provide balance
p ressing in Fina 3rd
Left I Press up to Zone 7 on opponant RW
Center I Stay co m pact and conscious of opponant RW
Right I Stay co m pact and tuck in
co nscience of opponant RW
'Ball in middle. 3rd
left I Stay com pact & mark opponant RW
Center I Stay co m pact & mark opponant RW
Right I Stay com pact, Tuck in to right side of zo ne 5
& be. co nscience of opponant RW
Defensive 3rd
left I Stay com pact & mark opponant RW
Center I Stay com pact & mark opponant RW
Right I Stay com pact, Tuck in to zo ne 4&5 boundrv
& be co nscience of opponant RW
KBSC Game PLAN 2020
C o a c h E v a l u a t io n F o r m
,CC).ACH EV~Ll:J,ATIO N
Per-sontl ln1<irm tton
First Name:
Last Name:
Date: ------
USSF License Level:
Nickname: Other Courses Taken: ------
DOB:
Team #1:
Team #2:
~\
Legend
5 Excellent
4 Above Average
3 Average
2 below average
1 deficient
Languages: D English Ospanish
Training Architecture
Priming/Preflextion
Activation: Rondo
JdP
Training Game
Reflection
Principals
ofplay(15)
of Position Play (5)
Game Model
Part of a Coaching Team
ROLE-MODEL
Showing up Early
Prepared
Dressed
Cell Phone
SKILL TRAINING
Concise
Positive
Demontrates
TRAININGS
Cognitive Fidelity
P rogressivity
Pattern Recognition
Key Rate Way
Focused
Fun
Control of Sessions
COMMUNICATION
Positive
Key Words
Clear & Concise
Honest
States Objectives
Open Q&A Envirnment
During Game
Post Game
TEACHING
Growth Mindset
Positive
Respectful
Dedicated
Responsible
Players Parents Mgmnt
VOCATION & COACHING AMBITION
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KBSC Game PLAN 2020