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Evaluation of Workplace Guidelines to support the Dual Career (DC) of Employee Sportspersons

The term “Dual Career” indicates the specific challenges elite sportspersons face in combining sport and educational/working demands (European Commission, 2007). This evaluation tool will provide you with two key insights regarding how your workplace is incorporating the Guidelines to support Dual Career in the Workplace. Two questions are asked:

  • A) The "Extent/Level" of the implementation of the guidelines in your workplace and
  • B) The "Potential/Possibility" to implement the guidelines in your workplace in the next 3 years.

Please rate both of these questions on a scale of 1-5 (Very small to Very High). Please consider each question carefully, the “Extent/Level” question refers to how you believe you are currently supporting and implementing the Guideline/s; the “Potential/Possibility” question refers to the extent you believe that the guideline/s could be implemented over the next 3 years. The Guidelines are organised under three primary headings.

Key concepts/definitions

Corporate Social Responsibility (CSR)

Refers to practices and policies undertaken by corporations that are intended to have a positive influence on the world. In particular, CSR entails all organisational activities designed to make a positive impact on society.

Corporate Brand

Is a term which covers all of the marketing affairs of a professional company and their association with each other. Corporate brand is a philosophy or core value of a business and is how a corporation presents itself to the world, and how it presents to its own employees.

Corporate Value Alignment

Is a strategic process to successfully manage the corporate brand that involves analysis to verify the consistency and coherency between internal and external elements of the corporate brand.

Brief Report DC Workplace Guidelines

A brief report describing the rationale for and the development of the Guidelines, the benefits that implementation can provide for both employee and employer, key definitions and proposed actions to facilitate Guideline implementation are provided here.

Guideline Implementation Evaluation

    1. GUIDELINES FOR THE TWO-WAY UNDERSTANDING BETWEEN THE EMPLOYEE & EMPLOYER

    01. Employee-sportspersons, colleagues and employers should respect each other's needs, expectations, challenges, and roles. They should acknowledge the mutual benefits of Dual Career (DC) in the workplace. Together, they should take responsibility for co-creating the DC supports aligned with brand values and corporate social responsibility (CSR) policies.
    Very Small (1)
    Small (2)
    Ok (3)
    High (4)
    Very High (5)
    A) extent/level
    B) potential/possibility
    02. Employee-sportspersons, colleagues and employers should agree and engage in a co-creation process to develop the potential for effective DC workplace support structures and ethos. The co-creation process should be characterised by openness, transparency, and compromise, sharing ideas and recognition of best practices and understanding and respecting both the needs of the employee-sportspersons and employer.
    Very Small (1)
    Small (2)
    Ok (3)
    High (4)
    Very High (5)
    A) extent/level
    B) potential/possibility
    03. Employee-sportspersons, colleagues and employers should define and agree a work and sport commitment schedule to be implemented on a six-month basis. The schedule should reflect an appropriate compromise between employer and employee needs and should indicate training camps and competition dates and associated recovery periods.
    Very Small (1)
    Small (2)
    Ok (3)
    High (4)
    Very High (5)
    A) extent/level
    B) potential/possibility
    04. Employee-sportspersons, colleagues and employers should establish a DC support network locally and through social media and business channels share ideas and practices and also promote and advocate for effective DC structures in the workplace.
    Very Small (1)
    Small (2)
    Ok (3)
    High (4)
    Very High (5)
    A) extent/level
    B) potential/possibility
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