Team Administrator Performance
Administrator Responsibilities & Succession Planning
Your available time as a team administrator is a precious commodity. As most team administrators are vol-
unteers, time constraints are always tight. Run board meetings or similar with a strict agenda. Focus on the
critical items that need resolving.
Live by the 80/20 rule. Focus on the 20% that represent your core team needs and you’ll deliver 80% of what
your family’s requires. Here are some of the 20% items to put near the top of your priority list:
• Right pricing your dues
• Budgeting and cash-flow management
• Coaching expectations, responsibilities and improving productivity
• Make sure all administrators have job descriptions
• Family expectations and communicate the plan to the families
• Parents should not be allowed to be delinquent unless there is an exception.
The two most over-looked responsibilities of team administrators is the failure of creating accurate job de-
scriptions [with objectives and expectations] for each administrator position. Second is succession planning
for when an administrator leaves their respective post. Put in place an action plan for new administrator
Think of the administrator job description as no different than how a company would define each po-
sition within the company. Specifically, defining roles and responsibilities for each administrator. The
requirement to apply this level of detail is critical to establishing administrator deliverables and what
the team expects.
Most families avoid being part of team administration. Primary reason is that it’s a volunteer position
and is not a compensated position. Subsequently, a team gets a couple choices and in the end the
team takes what they get. Ultimately the need to create more demand for each position is by creating
the positions as offering “compensation”. Compensate a limited number of Administrators based on
each position and contribution. The great news is the team can write the loss of revenue as a cost of
doing business. The following is an example of how compensation could be structured.
• President = No dues
• Billing, Treasurer, Vice President = 75% off of all dues
• Job Sign-up, Fundraising, Vice President = 50% off of all dues
• Support Roles: 25% off Dues [limited actual tasks]
Your administrators will leave your team. It’s either mandated with-in bylaws established by your team
at predicated time-frames or an administrator deciding to leave for any number of personal reasons.
Failing to establish a new-administrator training plan for each role would be like a company hiring a
new employee and not training them, yet expecting productivity out of them. It’s simply impossible.
Create a new administrator training plan! Here are some key points to think about:
• Plan/schedule far enough in advance for administrator turn-over
• Develop an education plan with TeamUnify
• Require new administrators to participate in TU trainings